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Air Force announces officer stratification guidance

The Air Force announced new Total Force officer tors, pilots, etc.). Officers may be stratified against feedback, and increased performance delineation
stratification guidance March 1 for officers in the civilian personnel in equivalent duty positions. to support various talent management decisions.”
grades of O-2 through O-6, effective on any officer However, in order for an evaluator to use the duty Second lieutenant, company grade officer and
performance report that closes out April 1 or later. position peer group, evaluators must first stratify field grade officer stratifications are no longer
“As we execute Action Order A (Airman), we must officers by grade to ground the statement and com- permitted.
remain focused on a culture of transparency,” said municate the clearest depiction of where an officer “Similar to what we do for our newest enlisted
Air Force Chief of Staff Gen. Charles Q. Brown, Jr. stands (e.g., “#1/2 Capts, #1/40 Analysts). Airmen, we want our newest officers to singularly
“By strengthening our officer stratification policy, Officers assigned or attached to a joint position focus on learning their jobs and our Air Force cul-
we are meeting that intent. This step is necessary may be stratified against officers of the same grade, ture,” Kelly added.
to give officers a full understanding of where they regardless of service affiliation, within an evalua- Officers may not be stratified based on additional
stand amongst their peers as well as help better tor’s scope of rating authority. In addition, senior duty positions and may not be stratified against en-
inform our talent management decisions.” raters may stratify officers within Reserve partici- listed personnel. Stratification statements based on
Stratifications used in the Officer Performance pation category within the senior rater’s scope of awards (e.g. #1/50 as Sq CGO of the Quarter) and
Report (AF Form 707) and Letters of Evaluation authority (e.g., #1/6 IMA O-6s; #2/5 VLPAD Majs). the use of percentages in lieu of a defined numerator
(AF Form 77) will be limited to the following peer Once an officer is selected for promotion, they and denominator are no longer authorized (e.g. Top
groups: grade, command position and duty position. can only be stratified against others selected for 5%/121 Capts). Additionally, the use of stratification
Department of the Air Force Grade: The grade promotion to the same grade (i.e., a major select statements from anyone other than the rater or addi-
peer group includes only officers in the same grade. can only be stratified against other major selects). tional rater are prohibited. Stratifications from senior
Grade stratifications can be further broken down by “We owe our officers a clear understanding of raters can still be quoted, as long as they are signing
developmental category (e.g., #1/12 LAF-C Captains). their performance relative to their peers. Airmen in the reviewer block. Stratifications from deployed
Command Position: The command position peer need and deserve feedback on their strengths and commander Letters of Evaluation may also be quoted.
group refers to officers filling command positions. weaknesses and on the skills they may need to im- Evaluators should only use stratification numera-
Command position stratification statements for prove to truly maximize their capability,” said Lt. tors approximately once per 12-month period, but
individuals below the grade of O-6 may also include Gen. Brian Kelly, deputy chief of staff for manpower, no more than once per six-month period.
their grade with the stratification statement (e.g., personnel and services. “This interim stratification AFI 36-2406 is a Department of the Air Force
#2/6 Maj Sq/CCs). guidance assists with this goal, ensuring a standard- Instruction applicable to both the Air Force and
Duty Position: The duty position peer group ized practice across the Air Force. It also provides Space Force. Space Force will follow these policies
refers to the officer’s duty position type, level and us with a bridge and culture transformation tool until service-specific evaluation and promotion
scope of responsibility (e.g., section chiefs, flight as we work toward a new officer evaluation system policies are developed and fielded.
commanders, branch chiefs, action officers, instruc- focused on increased transparency, more direct For additional information, go to MyPers.

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