Air Force Senior Executive Appraisal System.
AIR FORCE HUMAN RESOURCES LAB BROOKS AFB TX
Pagination or Media Count:
The Senior Executive Appraisal System SEAS was designed by integrating information gathered from a review of the literature, a review of existing executive appraisal systems, and guidance from Air Force executives military and civilian. The most important component of the SEAS is the performance plan. The plan provides the executive an opportunity to list hisher performance requirements, designate whether or not they are critical, and assign priority weights to the requirements as a method of specifying their relative importance. The completed performance plan is then reviewed and signed by the executive and hisher supervisor. At the end of the appraisal period, the executives supervisor rates the performance of the executive on each requirement. The supervisor also renders an initial overall rating on the individual. Both the performance plan and the ratings are reviewed by the reviewing official usually the supervisors supervisor. Once the appraisal is complete, it is sent to an organizational Performance Review Board PRB. A test of the PRB procedures indicated that they were effective in differentiating between individuals based on performance and that there was no significant systematic discrimination on the basis of race or sex. To operationally distribute bonuses, the Air Force convened five organizational PRBs and one central PRB. This configuration of PRBs was selected because it provided the maximum decentralization while ensuring that the best performers in the Air Force were rewarded. Author
- Personnel Management and Labor Relations