AF Form 910 Enlisted Performance Report: Bullets, Routing, and Referrals

To fill out AF Form 910, the Enlisted Performance Report for Airmen ranked Technical Sergeant and below, a supervisor works through the myEval application in myFSS: verify the ratee’s identification data against MilPDS, describe the duty position, write performance bullets grounded in Airman Leadership Qualities feedback, select a promotion recommendation, and route the finished report through the rater, additional rater, and commander before the Airman acknowledges it. The finished evaluation lands in the permanent personnel record and drives promotion board decisions, so accuracy at every step matters.

Know the Close-Out Date Before You Start

Every EPR closes on a Static Close-Out Date (SCOD) tied to the ratee’s grade. That date sets the end of the reporting period and the clock for the whole evaluation chain. For Regular Air Force, Active Guard Reserve, and Statutory Tour members:

Senior Airman and below: March 31
Staff Sergeant: August 31
Technical Sergeant: November 30

Reserve and Air National Guard members not on Active Guard Reserve status alternate by year: Senior Airman and below close on March 31 of even years, Staff Sergeants on January 31 of odd years, and Technical Sergeants on November 30 of even years.¹ A missed SCOD leaves a gap in the record that promotion boards notice. Start gathering materials well before the close-out month.

Gather Your Data and Evidence First

You need two things before you open the form: administrative data and performance evidence.

Administrative data means the ratee’s full legal name, SSN or DoD ID, rank, grade, Duty Air Force Specialty Code, unit of assignment, and the exact inclusive dates of the reporting period. All of it must match the Military Personnel Data System. In myEval most of these fields auto-populate from MilPDS, which cuts down on manual entry errors.²

Performance evidence comes from Airman Leadership Qualities feedback conducted during the rating period. The older Airman Comprehensive Assessment forms (AF Forms 724, 724-A, 931, 932) are no longer used; ALQ-based feedback in myEval replaced them.³ ALQ groups performance into four areas:

Executing the Mission: job proficiency, initiative, adaptability.
Leading People: inclusion and teamwork, emotional intelligence, communication.
Managing Resources: stewardship and accountability.
Improving the Unit: decision making and innovation.

These ten qualities give you a structured lens for evaluating the Airman across the rating period.⁴ Also pull training certificates, education transcripts, decoration citations, and letters of evaluation from previous supervisors who oversaw the Airman during the reporting period. There is no minimum number of supervision days required to write an EPR; the Air Force standard is zero, so raters who take over mid-cycle still owe the report and should collect input from every available source.⁵

Working Through the Form Section by Section

The form itself is available on Air Force e-Publishing and is completed through myEval within myFSS.⁶

Section I: Identification Data

Captures name, SSN or DoD ID, rank, grade, DAFSC, organization, command, and PAS code. In myEval most fields pull from MilPDS. Verify the rank and unit reflect the Airman’s status as of the close-out date, not the day you happen to be writing. Mismatched data here is a common reason reports get kicked back.

Section II: Job Description

Three blocks: duty title (two lines), significant additional duties (two lines, or “N/A”), and key duties, tasks, and responsibilities (four lines in bullet format). Reflect the specific position the ratee held, not a generic version of the career field. Include scope of responsibility: people supervised, dollar value of resources managed, nature of the work. Skip jargon and acronyms a promotion board member outside the career field wouldn’t recognize.

Section III: Performance Assessment

The core of the report. Evaluate the Airman against three categories: performance in primary duties, leadership or followership, and the whole Airman concept.⁶ Each category takes bullet statements describing what the Airman accomplished. The ratings you select must align with the strength of the narrative; a top rating over generic bullets is a red flag reviewers up the chain will catch.

Sections IV Through VI: Recommendation, Rater, Additional Rater

Section IV holds the promotion recommendation. Section V is space for the rater’s additional comments and signature information. Section VI lets the additional rater, typically a senior leader in the chain, add comments and sign. Both raters should confirm their own identification data is current before signing.

Writing Bullets That Actually Land

Bullets are the backbone of the report and the place weak writing does the most damage. Use an action-impact format: what the Airman did, and what resulted. Quantify wherever you can. “Led a 12-person team that completed 450 sorties with zero safety incidents” tells a board far more than “demonstrated strong leadership skills.”

Each bullet is limited to two lines and has strict character limits set by the form. Drop articles like “a” and “the” when space is tight, and use semicolons to link related ideas inside one bullet. Aim for density without obscurity so a board member scanning dozens of EPRs can grasp your Airman’s impact in seconds.

Some content is off-limits. You cannot reference medical diagnoses, symptoms, treatments, or underlying personal conditions in connection with fitness assessment exemptions. Fitness comments belong only in the designated mandatory comments area and cannot appear elsewhere unless they directly relate to conduct, attitude, or performance affecting readiness.⁵ Evaluators also cannot delay signing to wait for a fitness assessment not completed before the close-out date.

Selecting the Promotion Recommendation

Every EPR carries a promotion recommendation that feeds directly into the Weighted Airman Promotion System through a Promotion Recommendation Score. The four current categories, strongest to weakest:

Promote Now (PN): reserved for elite performers whose work far exceeds standards. 250 points as the most recent recommendation.
Must Promote (MP): outstanding performers clearly above their peers. 220 points as the most recent recommendation.
Promote (P): Airmen performing at or above standards with the majority of their peers. 200 points.
Not Ready Now (NRN): the Airman needs more development in the current grade. Zero points.

The “Do Not Promote” recommendation has been eliminated.⁷ WAPS looks at up to three EPRs in the current grade. The second most recent is worth 10 to 20 points depending on the recommendation, and the third is worth 5 to 15. The most recent report dominates: the gap between a Promote and a Promote Now on that report alone is 50 points, often the difference between making rank and missing.

PN and MP are controlled through forced distribution. Only a limited number can be given inside each unit’s eligible population, and commanders allocate them among promotion-eligible Senior Airmen, Staff Sergeants, and Technical Sergeants.⁵ An NRN does not automatically make a report a referral, provided the narrative contains no negative comments.

Routing, Signing, and Finalizing

Once drafted, the report routes digitally: rater, additional rater, then commander or equivalent senior leader. Each reviewer checks accuracy and consistency before signing. myEval uses a click-to-sign feature built into the platform.²

After all evaluators sign, the ratee gets a notification to acknowledge. Active members have three duty days; Reserve Component members have 30 calendar days. Acknowledging is not agreement with the content; it only confirms the Airman saw the evaluation and verified the personal information on the form.⁵ Administrative errors like wrong dates or misspelled names can be corrected at this stage if everyone agrees. Substantive disagreements go through the appeals process after the report becomes a matter of record.

If the ratee refuses to sign, any evaluator in the chain can select “Member declined to sign” from the drop-down and sign the acknowledgment block on the ratee’s behalf.⁵ Refusing does not stop the report from being filed; it just gets filed without the Airman’s signature.

When the Report Becomes a Referral

If the EPR contains content that could reasonably be viewed as negative or derogatory, or the Airman did not meet fitness standards, it becomes a referral EPR. The ratee gets face-to-face notification and 10 days to submit a written rebuttal, which attaches to the evaluation before it enters the permanent record. A referral report is a serious career event, and boards see it.

After Filing and How to Challenge It

Once signatures are complete and the ratee has acknowledged (or declined), the report transmits to the Automated Records Management System (ARMS) and joins the Airman’s permanent Master Personnel Record Group.⁸ Promotion boards and assignment teams pull from ARMS when evaluating candidates.

Evaluations are considered valid when signed. Challenging one requires strong evidence that AFI 36-2406 was violated or that the ratee was wronged by the content or rating. Disagreeing with a supervisor’s judgment is not enough.⁹ The first step for active members is the Evaluation Reports Appeal Board through the vPC Dashboard as an Evaluation Appeal. The ERAB convenes quarterly in March, June, September, and December, and supporting documentation is due no later than the third Friday before the board’s month. If the ERAB denies the appeal, the next step is the Air Force Board for Correction of Military Records using a DD Form 149. Active participants must exhaust the ERAB before applying to the AFBCMR.

1
Air University. Air Force Instruction 36-2406 Officer and Enlisted Evaluation Systems
2
Air Combat Command. Department of the Air Force Launches myEval in 2022
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Air Force. Air Force To Launch Airman Leadership Qualities-Based Feedback in myEval
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Air Force Personnel Center. Airman Leadership Qualities Will Be Integrated Into Feedback Effective March 31
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Department of the Air Force. AFI 36-2406 – Officer and Enlisted Evaluation Systems
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Joint Base San Antonio. Air Force Releases Form 910, Implements Forced Distribution
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Air Force. Air Force Announces Changes for Enlisted Promotion Recommendation Points
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Air Reserve Personnel Center. Military Personnel Record or Official Document Requests
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Air Reserve Personnel Center. Evaluation Reports Appeal Board (ERAB) FAQs