How to Fill Out AF Form 724: Airman Comprehensive Assessment Worksheet

To fill out AF Form 724, the Officer Performance Feedback Worksheet, log into myEval through the Air Force Personnel Center portal, enter the ratee’s identifying information, complete the assessment against the ten Airman Leadership Qualities organized under four performance areas, exchange drafts, hold the face-to-face feedback session, and have both the rater and ratee digitally sign.¹ The worksheet structures the Airman Comprehensive Assessment, a two-way conversation between rater and ratee that produces a written record of an officer’s performance during the reporting period.²

Where to Complete the Form

The standalone PDF is no longer the working document. The Air Force moved the Airman Comprehensive Assessment into myEval, and supervisors and Airmen can no longer accomplish ACA feedback through the standalone AF Forms 931, 932, 724, or 724-A.¹ Both parties initiate and complete the worksheet inside myEval, accessed through the AFPC portal.

The Identification Block

The top of the form captures the ratee’s full name, current rank, assigned unit, and duty title. This information links the session to the officer’s official records, so it must match the personnel system. Check spelling and unit designations before anything gets signed. Corrections after signature slow the process down.

The Performance Assessment

Since March 2022, the core of the worksheet is organized around the ten Airman Leadership Qualities, grouped into four performance areas.³

Executing the Mission: Job Proficiency, Initiative, and Adaptability.
Leading People: Inclusion and Teamwork, Emotional Intelligence, and Communication.
Managing Resources: Stewardship and Accountability.
Improving the Unit: Decision Making and Innovation.

The rater assesses the officer against each quality using specific examples from the reporting period. Comments like “performs well” add nothing. If the officer led a deployment planning team, write what they did and what came of it. If communication with subordinates needs work, describe the pattern and what improvement would look like. Raters who reference prior training reports, duty descriptions, and the officer’s position description tend to produce sharper assessments.

The Ratee Self-Assessment

The ACA is not one-directional. The ratee documents their own view of performance, accomplishments, and goals before the face-to-face session.² Rushing through it, or leaving it until the last minute, wastes the one part of the form the officer fully controls. Duties taken on outside the primary job, projects led to completion, new qualifications earned: this is where they go, so the rater can’t overlook them. The self-assessment also opens discussion on personal topics such as finances and relationships when they bear on the officer’s overall readiness.

The Face-to-Face Session

Once both sides have filled in their portions, the supervisor holds a formal sit-down to discuss what’s documented. It is designed as a two-way conversation, not a lecture.² The rater walks through the performance areas, the ratee clarifies achievements or pushes back on assessments, and both agree on goals for the next period.

The session works better when neither party first sees the other’s comments in the room. Raters who share a draft a day or two ahead give the ratee time to prepare a thoughtful response. The discussion should cover what happened and what the officer needs to work on to be competitive at the next grade.

Signing the Worksheet

After the session, both the rater and ratee apply their digital signatures. These confirm that the session took place and that the content was shared. The ratee’s signature does not mean agreement with every assessment, only that the feedback was received. Digital signatures on evaluation-related forms are required to protect the integrity of the content after signing.⁴

The signed form is maintained in the officer’s personnel records. The Air Force stores permanent military personnel documents, including performance reports and related feedback, in the Automated Records Management System.⁵ Officers can view their own records through the Personnel Records Display Application via the AFPC portal.

When the Form Is Due

AFI 36-2406 sets firm deadlines. The rater must conduct an initial feedback session within 60 calendar days of first assuming supervision. A midterm session is due roughly halfway between the date supervision began and the projected close-out of the next evaluation.⁶

Two other timing rules matter. If an annual evaluation is coming and the supervision period is less than 150 days, the rater conducts feedback approximately 60 days before the projected close-out date. If the ratee requests a session, the rater must hold one within 30 days, provided at least 60 days have passed since the last session.⁶ Missing a window creates an administrative gap that can surface at a promotion board, and it is easier to track the date than to explain the absence later.

1
U.S. Air Force. Air Force to Launch Airman Leadership Qualities-Based Feedback in myEval
2
U.S. Air Force. AF Releases New Feedback Forms
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Joint Base San Antonio. Airman Leadership Qualities Will Be Integrated Into Feedback
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Vance Air Force Base. Digital Signature Now Required on New Evaluation Forms
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Air Reserve Personnel Center. Military Personnel Record or Official Document Requests
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Department of the Air Force. Air Force Instruction 36-2406 – Officer and Enlisted Evaluation Systems