Air Force Names Members to Executive Performance Review Board

You might care about this because the Department of the Air Force is announcing the names of the people who will serve on its Performance Review Board. This board plays a crucial role in how the Air Force evaluates its top civilian leaders. According to federal law 5 U.S.C. 4314(c)(1-5), the Air Force forms this board to review the performance of its Senior Executive Service members. These are high-level civilian employees who help run the Air Force. The board members look at how well these executives are doing their jobs. They review performance scores provided by the executives' immediate supervisors. The goal is to make sure that everyone is judged fairly and consistently across the Air Force. After reviewing everything, the board makes final recommendations about each executive's performance to an authorizing official. This official then makes the final decision. This notice generally concerns the 2026 board, but the specific list provided in the document names the members who served on the 2025 Performance Review Board. These members include a mix of military generals, civilian assistant secretaries, and legal advisors from both the Air Force and the Space Force. They come from various departments, including manpower, space operations, acquisitions, and legal counsel. This announcement ensures transparency in the process of evaluating the Air Force's senior civilian leadership. What is particularly interesting about this notice is its focus on transparency and accountability within the Air Force's civilian leadership structure. By publicly listing the members of the Performance Review Board, the Department of the Air Force demonstrates its commitment to an open process for evaluating its senior executives. This helps build trust and ensures that the evaluation process is not hidden from public view. The makeup of the board is also noteworthy. It includes a diverse group of high-ranking individuals. These members come from various critical areas of the Air Force and Space Force. For example, it includes the Assistant Secretary for Manpower and Reserve Affairs, vice chiefs of space and air operations, and legal advisors. This mix suggests a broad approach to performance review, bringing in different perspectives and experience. The requirement for consistent application of performance standards is also important. It aims to prevent favoritism and ensure fairness. This practice helps maintain high standards among the Air Force's most important civilian leaders. It also highlights the formal legal framework, specifically 5 U.S.C. 4314(c)(1-5), that governs these evaluations. This legal basis ensures that the process is structured and legally sound. Several groups of people would be most interested in this legal document. First, current and prospective Senior Executive Service (SES) members within the Department of the Air Force or other federal agencies would find it highly relevant. They need to understand the process and the individuals involved in their performance evaluations. Second, legal professionals specializing in federal employment law or administrative law would be interested. The document cites specific federal code sections, which are important for legal analysis. Third, human resources professionals and policy makers in government, especially those dealing with executive performance management, would find this information useful. It offers insight into best practices for accountability at high levels. Fourth, academics and researchers studying government operations, public administration, or military affairs might use this document. It provides concrete examples of how federal agencies manage their top civilian personnel. Finally, members of the general public interested in government transparency or the internal workings of the Department of Defense would also find this notice informative. It provides a glimpse into how the Air Force ensures its top civilian leaders are performing effectively.