Active Duty – Table of Contents Wing Relationships and Responsibilities Unit Orientation Personnel Evaluations Administrative Actions Financial Responsibility Unaccompanied Housing Management Security Forces Procedures Reenlistment in the United States Air Force Positive Role of the First Sergeant Authorized Absences Unauthorized Absences Enlisted Promotions Administrative Demotions Administrative Separations Line of Duty and Medical Evaluation Board AFOSI

Wing Relationships & Responsibilities Reference: AFI 36-2113

COGNITIVE SAMPLES OF BEHAVIOR: Explain the role of first sergeants on the wing first sergeant council. Explain the relationship between first sergeants and the wing command chief master sergeant. Explain first sergeant responsibilities to diverse wing committees. Outline wing volunteer opportunities for first sergeants.

OVERVIEW Unit Relationships The First Sergeant Council First Sergeant/CCM Relationship Wing Committee Involvement/Volunteer Opportunities

Unit Relationships Commander Chief/Squadron Superintendent Enlisted Personnel SNCOs NCOs Airmen Key Spouse Wing (Mandate) Squadron (Implement & Execute)

The First Sergeant Council Purpose Working Issues Morale/Quality of Life Programs Leadership Roles

First Sergeant/CCM Personal Issues Maintaining a Good Relationship Functional Management Unit Assignment Deployment Maintaining a Good Relationship Professionalism Office Call

Wing Committees Types of Committees Committee Objectives QIC SOD CAIB Quality of life Education Process improvement

Volunteer Opportunities Common Volunteer Opportunities Top Three AFSA Special Events Importance of Community Involvement Mentorship Esprit de Corps Example

SUMMARY Unit Relationships The First Sergeant Council First Sergeant/CCM Relationship Wing Committee Involvement/Volunteer Opportunities

QUESTIONS? First Sergeant Academy Integrity – Service – Excellence Our Job Is People, Everyone is our Business Integrity – Service – Excellence QUESTIONS?

Unit Orientation

COGNITIVE SAMPLES OF BEHAVIOR: Give a new example of effective unit orientation. Describe a practical commander’s call. Explain the importance of the sponsorship program. Explain the importance of the Key Spouse program.

OVERVIEW Sponsorship program Unit Orientation Commander’s Calls Sponsor Assignment A & FRC Unit Orientation Supervisor First Sergeant Orientation Commander’s Newcomers Briefing Key Spouse Program Commander’s Calls

MP 1: Sponsorship Program Requirements (INTRO Program) Resource Allocation Sponsor Responsibilies Commander/First Sergeant Role Get Creative Sell your Unit

MP 2: Unit Orientation Supervisors First Sergeant Newcomer Meeting First Impression First Sergeant Newcomer Meeting What will you discuss? Unit Actions Commanders’ Newcomer Briefing Key Spouse Program First Sergeant Involvement

MP 3: Commander’s Call Required by CSAF Conducted Quarterly or Monthly Purpose – Face to face communication Topics http://www.af.mil/information/cct/index.asp

Summary Sponsorship program Unit Orientation Commander’s Calls

QUESTIONS? First Sergeant Academy Integrity – Service – Excellence Our Job Is People, Everyone is our Business Integrity – Service – Excellence QUESTIONS?

Personnel Evaluations Reference: AFI 36-2406

COGNITIVE SAMPLES OF BEHAVIOR: Describe an objective of the enlisted evaluation system. Explain the unit Enlisted Evaluation System responsibilities. Give an example when an EPR referral would be appropriate.

OVERVIEW Objectives Individual Responsibilities Evaluator Accountability EPR Management MAIN POINTS MP1 (C) Objectives of EES MP2 (C) Responsibilities of Selected Individuals MP3 (C) Performance Feedback MP4 (C) EPR Management MP5 (C) Awards and Decorations Objective MP6 (C) Character of Service MP7 (C) Revocation of Awards MP8 (C) Considerations MP9 (C) Presentation MP10 (C) Common Awards and Decorations MP11 (C) Denial Consideration Overview: Provide the students with a clear sequence of how this particular lesson will be presented. The instructor will outline for the students the main and subpoints and strategy/ presentation as contained in Part I of the lesson plan. Transitions: Continuously relate main and subpoints to the objective(s) of this lesson. Ensure that smooth orderly and logical connections are provided throughout the lesson. Transitions will provide the students a sense of lesson unity and prevent any dysfunction in the material presented. Interim Summaries: The lesson will include interim summaries as required to further develop and/or reinforce student learning. Question and Answer Session: Encourage thought-provoking questions throughout the lesson, which strongly reinforce understanding of this lesson. Insightful timing is essential. Responses to student questions will be accurate and complete. Instructor will sense any areas of confusion and anticipate student questions.

MP 1: OBJECTIVES OF EES Candid Feedback Official Record 1.1 The officer and enlisted evaluation system have varied purposes. The first is to provide meaningful feedback to individuals on what is expected of them, advice on how well they are meeting those expectations, and advice on how better to meet those expectations. The second is to provide reliable long term cumulative record of performance and potential based on that performance. The third is to provide officer central boards, senior NCO evaluation boards, the WAPS and other personnel managers sound information to assist in identifying the best qualified officers and enlisted personnel: 1.1.1 To accomplish these purposes the evaluation systems focus on performance…the evaluation system emphasizes the importance of performance by using periodic performance feedback as the basis for formal evaluation reports. 1.1.2 All first time supervisors are required to receive mandatory OES/EES training within 60 days of being appointed as a rater. Additionally active duty air force members should receive recurring OES/EES training. How and when this refresher training is conducted is at the discretion of the installation commander. 2.1 Performance feedback is a private formal communication a rater uses to tell a ratee what is expected regarding duty performance and how well the ratee is meeting those expectations.

MP 2: RESPONSIBILITIES Commander First Sergeant Rater How can a commander hope to accomplish this without a first sergeant? 3.2.5 The unit commander or appropriate staff officer: 3.2.5.1 Manages the performance report program for the organization. 3.2.5.2 Ensures evaluation reports accurately describe performance and make realistic recommendations for advancement.

MP 3: Evaluator Accountability Feedback Candid/Formal/Informal Adverse Action Mandatory Documentation Consider Documenting 2.1 Purpose: Performance feedback is a private formal communication a rater uses to tell a ratee what is expected regarding duty performance and how well the ratee is meeting those expectations. Raters document performance feedback on the PFW and use the PFW format as a guide for conducting feedback sessions where they discuss objectives, standards, behavior and performance with the ratee. 2.4 Feedback sessions will be conducted face-to-face. EXCEPTION: Raters may conduct sessions by telephone only in unusual circumstances where face-to-face sessions are impractical such as when rater/ratee are geographically separated or when rater/ratee is on extended TDY. When a telephone session is conducted, the rater forwards the original PFW to the ratee within 10 calendar days after session. 2.9.3 The PFW may not be reviewed by anyone other than the ratee/rater or introduced in any personnel action unless the ratee first introduces it, or alleges he/she did not receive required feedback sessions or that sessions were inadequate. EXCEPTIONS: 2.9.3.1 For AD senior noncommissioned officers the squadron commander is authorized access to the PFW. 2.9.3.2 For AD TSgt’s. and below the additional rater, rater’s rater (when the additional rater is also the rater’s rater) and squadron commander are authorized access to the PFW.

MP 4: EPR MANAGEMENT Considerations Disagreements amongst raters Inappropriate comments and considerations Disagreements amongst raters Mark non-concur/initial performance factors Provide specific comments explaining disagreement Referral reports Due process (follow AFI instructions) 3.5 Who does not require Performance Reports: 3.5.5 AD personnel in the grade of A1C and below with less than 20 months TAFMS. EXCEPTION: AD enlistees receive a report upon eligibility for BTZ consideration even though they do not have 20 months TAFMS, per Table 3.7, rule 12. 3.5.6 Individuals upon placement in prisoner status, or appellate leave or who are AWOL. 3.5.8 Individuals who died on active duty. However if a report was already being processed at the time death occurred it becomes optional. 3.5.9 Personnel with an approved retirement date provided all the following are met: 3.5.9.1 The retirement date is within one year of the projected annual close out date and the retirement application was approved prior to the projected annual close out date. 3.5.9.3 The enlisted member will not be considered for promotion before the retirement date. 3.5.9.4 Retirement is not withdrawn. 3.5.10 Separations is same as retirement except it is mandatory for a SSgt going into the Reserves.

SUMMARY Objectives Individual Responsibilities Evaluator Accountability EPR Management

QUESTIONS? First Sergeant Academy Integrity – Service – Excellence Our Job Is People, Everyone is our Business Integrity – Service – Excellence QUESTIONS?

Administrative Actions Reference: AFI 36-2907

COGNITIVE SAMPLES OF BEHAVIOR: Explain the purposes/uses of administrative reprimands. Describe the purposes/uses of unfavorable information files (UIF). Explain the purposes/uses of control rosters. Describe the first sergeant responsibilities in the administrative actions process. Describe administrative action process. Predict the effect of corrective actions on unit personnel.

OVERVIEW Purpose Counselings, Admonishments And Reprimands Unfavorable Information File Control Roster Responsibilities

PURPOSE Purpose is to “improve, correct, and instruct subordinates who depart from standards…on or off duty, and whose actions degrade the individual and unit mission.” -AFI 36-2907

USAF FIRST SERGEANT ACADEMY Counseling Admonishment Reprimand

PROCEDURES AND FORMAT Privacy Act PIF/UIF/’Desk Drawer’ Format

ESTABLISHING/MAINTAINING UIFS AF Form 1058 AF Form 1137 Commander’s Actions Member’s Actions

MANDATORY/OPTIONAL ENTRIES -UIF Table 2.2 AFI 36-2907 Optional

DISPOSITION/REMOVAL AFI 36-2907, Table 2.2 Disposition Determined By Type Of Document Filed In UIF Early Removal Limitations On Removal

UIF CAREER IMPACT No Mandatory Limitations

USAF FIRST SERGEANT ACADEMY CONTROL ROSTERS

DEFINITION AND PURPOSE “Rehabilitative tool used by commanders at all levels to set a 6-month observation period for individuals…who fail to meet or maintain AF standards of conduct…on and off duty.” --AFI 36-2907

ESTABLISHING CONTROL ROSTERS Procedures AF Form 1058 AF Form 1137 Commander’s Actions Member’s Actions

REMOVAL ACTIONS Automatically 2400 Last Day Of 6th Month Early Removal

CONTROL ROSTER IMPACT EPR Promotion Reenlistment PCS/PCA Formal Training

RESPONSIBILITIES Commanders First Sergeants Supervisors UIF Monitor

SUMMARY Purpose Counseling/Reprimand UIF CR Responsibilities

QUESTIONS? First Sergeant Academy Integrity – Service – Excellence Our Job Is People, Everyone is our Business Integrity – Service – Excellence QUESTIONS?

Financial Responsibility References: AFI 36-2906

COGNITIVE SAMPLES OF BEHAVIOR: Explain the Air Force policy on personal indebtedness. Explain the Air Force policy on family support. Explain the Air Force policy on paternity allegations. Explain possible UCMJ actions for insufficient funds. Describe unit responsibilities concerning financial indebtedness. Describe unit responsibilities concerning the government travel charge card program.

OVERVIEW Air Force Policy Commander’s Responsibilities UCMJ and Financial Responsibility Government Travel Card Program

AIR FORCE POLICY Pay just financial obligations properly and timely… -AFI 36-2906

COMMANDER’S RESPONSIBILITIES General Review ALL cases Response time Dependent support With and Without BAH Payments “In Kind”

COMMANDER’S RESPONSIBILITIES Paternity Member Denies Member Confirms Civil debt non-payment DFAS response suspense Contest/Uncontested

UCMJ AND FINANCES Article 134 Article 123a – Making, drawing, or uttering check, draft, or order without sufficient funds Article 134 Paragraph 68 – Check, worthless, making and uttering-by dishonorably failing to maintain funds Paragraph 71 – Debt, dishonorably failing to pay

USAF FIRST SERGEANT ACADEMY Government Travel Card Program (DoD FMR 7000.14-r, Volume 9, Chapter 3) Restricted/Standard/Mission Essential Agency Program Coordinator (APC) Responsibilities Non-Travel Activity Report Delinquency Reports

SUMMARY Air Force Policy Commander’s Responsibility UCMJ/Financial Responsibility Government Travel Card

QUESTIONS? First Sergeant Academy Integrity – Service – Excellence Our Job Is People, Everyone is our Business Integrity – Service – Excellence QUESTIONS?

Unaccompanied Housing Management Reference: AFI 32-6005

COGNITIVE SAMPLES OF BEHAVIOR: Describe first sergeant responsibilities in managing unaccompanied housing. Explain the criteria for dormitory inspections. Describe priorities required for housing unaccompanied enlisted personnel.

Shirt, why do we have dorm inspections?

The next set of slides are from the room of an airman whose father is a 1st Sergeant…

OVERVIEW Responsibilities Dormitory Inspections Unaccompanied Housing Priorities Other Considerations

MP1 RESPONSIBILITIES Installation CC Installation CCM Manages unaccompanied housing programs Establishes inspection criteria & ensures leadership conducts inspections Ensures all levels of leadership accomplish morale visits w/dormitory residents monthly Installation CCM Coordinates with first sergeants on health, safety, and morale issues affecting residents

MP1 RESPONSIBILITIES Squadron Commander (may delegate responsibilities to first sergeant) Good order and discipline Establishes inspection program & performs inspections Establishes leadership visitation program Schedules bay orderlies Serves on the QIC

MP1 RESPONSIBILITIES UH Management Section Resident Manages day to day operations Closely interacts w/first sergeants Mentors residents w/adjustment to mil life Resident Acknowledges responsibly & liability in writing Performs housekeeping IAW standards Accounts for personal conduct

MP2 DORMITORY INSPECTIONS Focus on safety and health Generally scheduled but may be unannounced Best practices for dormitory inspections

MP3 UH PRIORITIES Priorities #1: space required—military necessity, readiness, discipline, and hardship #2: space required—single E1-E3 and E4 w/less that 3 yrs service (and mil-to-mil geo-separated couples), and all ranks in dependent restricted areas #3: space available—single E4 w/more than 3 yrs through E9 #4: space available—unaccompanied E1-E9

MP4 Other Considerations Dorm Councils Dorm competitions and recognition Deployment & TDY Marriage and Pregnancy Sex Offender Policy

SUMMARY Responsibilities Dormitory Inspections UH Priorities Other Considerations

QUESTIONS? First Sergeant Academy Integrity – Service – Excellence Our Job Is People, Everyone is our Business Integrity – Service – Excellence QUESTIONS?

AFI 31-208(I) Motor Vehicle Supervision Security Forces Procedures AFI 31-208(I) Motor Vehicle Supervision

COGNITIVE SAMPLES OF BEHAVIOR: Recognize proper processing of selected Security Forces forms. Describe driving revocation procedures. Explain the purpose of the Air Force traffic point system.

OVERVIEW General Guidance The Call Forms Driving Privileges Traffic Point System Commander’s Action MAIN POINTS MP1 (C) FORMS MP2 (C) DRIVING PRIVILEGES MP3 (C) TRAFFIC POINT SYSTEM MP4 (C) COMMANDER’S ACTION Overview: Provide the students with a clear sequence of how this particular lesson will be presented. The instructor will outline for the students the main and subpoints and strategy/ presentation as contained in Part I of the lesson plan. Transitions: Continuously relate main and subpoints to the objective(s) of this lesson. Ensure that smooth orderly and logical connections are provided throughout the lesson. Transitions will provide the students a sense of lesson unity and prevent any dysfunction in the material presented. Interim Summaries: The lesson will include interim summaries as required to further develop and/or reinforce student learning. Question and Answer Session: Encourage thought-provoking questions throughout the lesson, which strongly reinforce understanding of this lesson. Insightful timing is essential. Responses to student questions will be accurate and complete. Instructor will sense any areas of confusion and anticipate student questions.

MP 1: The Call Preparation Supervisor Timeliness Continuity Book (Blackberry) Notification Supervisor Sees the member as is Takes responsibility Timeliness See AFI 31-201, Chap 14, para. 14.13 You will become most familiar with this form when you have to pick up one of your troops at the Security Forces Law Enforcement Desk. You sign the DD Form 2708 as the unit representative. The DD Form 2708 replaced DD Form 629.

MP 1: SELECTED FORMS DD Form 2708 – Receipt for Prisoner or Detained Person AF Form 1168 – Statement of Suspect/Witness/Complainant AF Form 3545A – SF Report DD Form 1408 – Traffic Ticket DD Form 1805 – US Magistrate Ticket See AFI 31-201, Chap 14, para. 14.13 You will become most familiar with this form when you have to pick up one of your troops at the Security Forces Law Enforcement Desk. You sign the DD Form 2708 as the unit representative. The DD Form 2708 replaced DD Form 629.

MP 2: DRIVING PRIVILEGES Conditional Privilege – Requirements Implied Consent to Blood, Breath, Urine Suspension – Temporary For serious violation or when lesser measures fail to improve a driver’s performance Up to 6 months Revocation – Termination of privilege Not less than 6 month Mandatory times See AFI 31-204, chap 2, para 2.1.1

MP 2: DBIDS Defense Biometrics Identification System Purpose: helps in decision making in order to keep members safe from unauthorized personnel and control access to mission critical assets. Information Photograph Height, weight, and Fingerprints Suspensions or revocations See AFI 31-204, chap 2, para 2.1.1

MP 3: TRAFFIC POINT SYSTEM Uniform and impartial administrative device Not substitute for disciplinary or punitive action For moving violations only unless otherwise directed by the Installation Commander in a supplement See AFI 31-204, chap 5, table 5.2 for points assessment for specific traffic violations.

MP 4: COMMANDER’S ACTION Installation Commanders May Require: Advisory Letter through Unit CC Counseling/Interview via Unit CC (6-12 pt in 6 mths) Drivers Improvement and Rehabilitation Program Ground Safety is POC Medical Evaluation Referral Drug Or Alcohol Rehabilitation Referral SEE AFI 31-204, chap 5, para. 5.4.4 regarding CC actions which may be required by the Installation Commander.

QUESTIONS? First Sergeant Academy Integrity – Service – Excellence Our Job Is People, Everyone is our Business Integrity – Service – Excellence QUESTIONS?

SUMMARY General Guidance The Call Forms Driving Privileges Consent DBIDS Traffic Point System Commander’s Action CONCLUSION The conclusion of this lesson will include a final summary. This will summarize relevant material from questions and answers raised coupled with a quick review of main points. The final summary will also restate the lesson objective(s) in Part I of this lesson. A remotivation will identify a variety of potential users of the material contained in the lesson plan and encourage student application (use) of the material learned. A closure portion of the lesson will leave the student with a positive sense of completion.

Reenlistment In The United States Air Force Reference: AFI 36-2606

COGNITIVE SAMPLES OF BEHAVIOR: Generalize the selective reenlistment process Describe how quality force management affects the selective reenlistment process Explain the Career Airman Reenlistment Reservation System (CAREERS)

OVERVIEW Objective SRP Screening Process SRP Procedures CAREERS/CJR

SELECTIVE REENLISTMENT PROGRAM Objective “Ensure The Air Force Retains Only Airmen Who Consistently Demonstrate The Capability And Willingness To Maintain High Professional Standards” --AFI 36-2606

SCREENING PROCESS Don’t Consider: Do Consider: The Airman’s Intent EPR’s UIF Airman’s Willingness To Comply With Standards

USAF FIRST SERGEANT ACADEMY SRP PROCEDURES

TIMELINES/CATEGORIES First Term Airmen 33 Months (4 yr/NCS enlistees) 57 Months (6 yr enlistees) Second Term/Career Airmen Career Airmen Within 20 Years And Over

SRP ROSTERS SRP Roster 4-part AFPC Controlled Product Part 1 – Eligible’s, requires CC certification Part 2 – Previous selects now with questionable indicators Part 3 - Under revision, should not be used at this time Part 4 - Ineligible

SELECTION/NON-SELECTION Supervisor: Recommends Selection/Non-selection RIP or 418 Unit Commander’s Signature Signature Constitutes Formal Selection Member Actions

APPEALS First Term/Career Airmen With Over 20 Years TAFMS Second Term/Career Airmen With Less Than 16 Years TAFMS Career Airmen With At Least 16 But Less Than 20 Years TAFMS

USAF First Sergeant Academy CAREERS AND THE CJR PROGRAM

CAREER JOB RESERVATION CAREERS SYSTEM “A System Designed To Manage The Reenlistment Of First Term Airmen, By Skill, To Preclude Surpluses As Well As Shortages.” --AFI 36-2606 CJR: Reenlistment Quota

CAREER JOB RESERVATION PROCESS 4 Year or NCS Enlistees 35 Months 6 Year Enlistees 59 Months Expiration of CJR Extension of enlistment

SUMMARY Objective SRP Screening SRP Procedures CAREERS/CJR

QUESTIONS? First Sergeant Academy Integrity – Service – Excellence Our Job Is People, Everyone is our Business Integrity – Service – Excellence QUESTIONS?

Positive Role of the First Sergeant Reference: AFI 36-2113 Air Force Core Values

COGNITIVE SAMPLES OF BEHAVIOR: Explain the scope the first sergeant role. Know the Core Values as they relate to first sergeant duty Understand how the first sergeant example impacts a unit

OVERVIEW Roles and Responsibilities Air Force Core Values

Roles and Responsibilities Expeditionary Leader Advisor to the Commander Sets the example

Air Force Core Values Integrity First Willingness Courage Honesty Responsibility Accountability Justice Openness Self-respect Humility

Air Force Core Values Service Before Self Rule following Respect for others Discipline and self control Faith in the system

Air Force Core Values Excellence in All We Do Product/service excellence Personal excellence Community excellence Resource excellence Operational excellence

Summary Roles and Responsibilities Air Force Core Values

QUESTIONS? First Sergeant Academy Integrity – Service – Excellence Our Job Is People, Everyone is our Business Integrity – Service – Excellence QUESTIONS?

Authorized Absences

COGNITIVE SAMPLES OF BEHAVIOR: Explain authorized absences. Distinguish authorized types of absences. Summarize the two types of passes and their limitations.

Overview General Guidance Types of Leave Passes Permissive TDY

MP1. General Guidance Established by Congress Unit commander’s leave policy At least 14 consecutive days and 30 days/year Authorized Absence Where leave begins and ends…Local Area General Guidence Leave Extensions Paternity/Maternity Leave Recall from Leave Special Leave Accrual (SLA)

MP2. Types of Leave Annual Leave Advance Leave Convalescent Leave Approval of 30 days or less Approval of more than 30 days Convalescent Leave 30 days or less Exception: 42 days for normal pregnancy Emergency Leave Immediate Family Emergency Leave Process Terminal Leave Excess Leave

MP3. Passes Two types Regular: (Liberty) Starts after normal working hours on a given day and stops at the beginning of normal working hours on the next working day. Special: Starts after normal working hours on a given day and will not exceed a specific time limit of either three or four days. No mileage restrictions. 3-Day: Must contain at least one duty day 4-Day: Must include two consecutive non-duty days Both passes can be taken in conjunction with leave Leave still must begin and end in local area

MP4. Permissive TDY (PTDY) Administrative Absence Not chargeable as leave 48 specific rules governing PTDY AFI 36-3003, Table 7 Examples New housing with PCS Pre-separation or Retirement Accompany dependant or member patient to a designated Medical Treatment Facility

Summary General Guidance Types of Leave Passes Permissive TDY

QUESTIONS? First Sergeant Academy Integrity – Service – Excellence Our Job Is People, Everyone is our Business Integrity – Service – Excellence QUESTIONS?

Unauthorized Absences

COGNITIVE SAMPLES OF BEHAVIOR: Explain unauthorized absences. Describe when an unauthorized absence begins and ends. Summarize the unit responsibilities when processing an unauthorized absence.

OVERVIEW UNAUTHORIZED ABSENCES AWOL/DESERTER CLASSIFICATION RETURN TO MILITARY CONTROL RESPONSIBILITIES AND SEQUENCE OF EVENTS 2

MP 1: UNAUTHORIZED ABSENCE WHEN THEY BEGIN WHEN THEY END Cite the date and time 3

MP 2: AWOL/DESERTER CLASSIFICATION DETERMINED BY TIME REASONS FOR IMMEDIATE DESERTER CLASSIFICATION 6

MP 3: RETURN TO MILITARY CONTROL Definition When it occurs 7

MP 4: RESPONSIBILITIES AND SEQUENCE OF EVENTS COMMANDER FIRST SERGEANT SUPERVISOR SECURITY FORCES MPF 9

SUMMARY WHEN THEY BEGIN AND END AWOL/DESERTER CLASSIFICATION RETURN TO MILITARY CONTROL RESPONSIBILITIES AND SEQUENCE OF EVENTS 13

QUESTIONS? First Sergeant Academy Integrity – Service – Excellence Our Job Is People, Everyone is our Business Integrity – Service – Excellence QUESTIONS?

Enlisted Promotions Reference: AFI 36-2502 dated 31 Dec 09

COGNITIVE SAMPLES OF BEHAVIOR: Paraphrase the objective of promotions program. Explain promotion authorities. Distinguish the various promotion methods and procedures. Explain the various promotion actions. Describe first sergeant responsibilities in the promotion process. Paraphrase the objective of administrative demotions. Defend the reasons for an administrative demotion. Explain demotion procedures/individual rights.

OVERVIEW Objective Promotion Authority Promotion Methods Promotion Procedures Promotion Actions First Sergeant Responsibilities

OBJECTIVE “The Air Force must be able to identify those people with the highest potential to fill positions of increased grade and responsibility” —AFPD 36-25

PROMOTION AUTHORITY For Promotion to: AB – MSgt Immediate Commander SMSgt/CMSgt Academy Commandants SMSgt/CMSgt Detachment Chiefs/GS-09- Above For Promotion to: SMSgt - CMSgt: Major Command CC (MAJCOM) Field Operating Agency (FOA) Direct Reporting Unit CC (DRU) Chief of Staff, USAF Enlisted –ONE grade

PROMOTION METHODS & PROCEDURES AB - SrA FULLY QUALIFIED BELOW-THE-ZONE SSgt– CMSgt WAPS (SSgt – MSgt) WAPS/BOARD (SMSgt/CMSgt) STEP SSGT – MSGT ONLY PME /TIG CANNOT BE WAIVED 6 MONTHS TIG FOR PROMOTION TO SSgt 12 MONTHS TIG FOR PROMOTION TO TSgt 12 MONTHS TIG FOR PROMOTION TO MSgt

PROMOTION ROSTERS UNIT PROMOTION ROSTER BTZ ELIGIBLE ROSTER Amn - SrA BTZ ELIGIBLE ROSTER Part I – All eligible A1C’s, no quality indicators Part II – “Questionable” Part III – Ineligible PROMOTION ELIGIBLE/INELIGIBLE ROSTER Part I – Selected/Line numbers Part II – Ineligible

PROMOTION ACTIONS Non-recommendation Member Ineligible Removal Action (red line) BTZ selectees removed from selection list SrA - SMSgt: for a specific cycle; must be in writing

PROMOTION ACTIONS Deferral Deferral beyond 3 months Only affects promotion to SSgt - CMSgt Delays promotion Promotion authority up to 3 months Deferral beyond 3 months Wing CC or equivalent for SSgt - MSgt Promotion authority for SMSgt and CMSgt

PROMOTION ACTIONS Withhold Withhold beyond one year Promotion “on hold” pending some action Immediate CC may withhold for 1 year (all ranks) Withhold beyond one year Wing CC or equivalent for SSgt - MSgt Promotion authority for SMSgt and CMSgt

PROMOTION ACTIONS Reinstatement Use when For only the most deserving cases Removal from Control Roster/Completion of Art 15 suspended reduction (allow to test, score test, previous selects) Facts determine an injustice has occurred Ineligibility conditions no longer exist The individual or the commander can request promotion reinstatement

FIRST SERGEANT RESPONSIBILITIES PROMOTION CEREMONIES Commanders may conduct ceremonies on the last duty day before the promotion effective date and inform the member that ceremonies do not affect pay, seniority,or entitlements.

INTERIM SUMMARY Objective Promotion Authority Promotion Methods Promotion Procedures Promotion Actions First Sergeant Responsibilities

Administrative Demotions Reference: AFI 36-2502 dated 31 Dec 09

OVERVIEW Purpose Demotion Authority Reasons To Demote Demotion Procedures Appeals

PURPOSE Ensure personnel are fully qualified to serve in their current grade and position.

DEMOTION AUTHORITY Group Commander E-7 And Below MAJCOM/FOA/DRU Commander (can delegate to MAJCOM Vice) E-8 And E-9 Secretary Of The Air Force Anyone

REASONS TO DEMOTE Failure To Complete Training Failure To Maintain Grade/Skill Failure To Fulfill Responsibilities (Amn, NCO, SNCO) Failure To Keep Fit Failure To Perform (Premier Bandsman Only)

PROCEDURES Notification Airman’s Decision Commander’s Decision Demotion Authority’s Decision

APPEALS Every Airman’s Right Demotion Authority Actions Appellate Authority Actions

SUMMARY Purpose Demotion Authority Reasons To Demote Demotion Procedures Appeals

QUESTIONS? First Sergeant Academy Integrity – Service – Excellence Our Job Is People, Everyone is our Business Integrity – Service – Excellence QUESTIONS?

Administrative Separations Reference: AFI 36-3208

COGNITIVE SAMPLES OF BEHAVIOR: Defend reasons for a voluntary separation. Predict service characterization for involuntary separation. Explain when a person may request separation in lieu of court-martial action. Distinguish the reasons for involuntary separation.

OVERVIEW Purpose And General Policies Voluntary Separations Involuntary Separations Service Characterizations

PURPOSE/GENERAL POLICY “The Air Force must maintain a vigorous fighting force with high standards of conduct” --AFPD 36-32 “Separating members failing to meet standards…promotes Air Force readiness and strengthens military service” -- AFI 36-3208

TYPES OF ADMINISTRATIVE SEPARATIONS Required Voluntary Involuntary

VOLUNTARY SEPARATIONS Reasons COG Dependency/hardship In lieu of court-martial

INVOLUNTARY SEPARATIONS General Considerations Reasons Involuntary COG Defective Enlistments Entry Level Conduct Substance Abuse Treatment Failure Homosexual Conduct (Consult JAG for current policy) Unsatisfactory Performance Misconduct Fitness Failure Procedures CC Action When Initiating Involuntary Discharge

MANDATORY SEPARATIONS Reasons Fraudulent or Erroneous Enlistment Civil Court conviction Drug Abuse PT Failures

ADMINISTRATIVE DISCHARGE BOARDS Board entitled if: NCO 6 or more years TAFMS UOTHC Characterization Homosexual Conduct (Consult JAG)

CHARACTERIZATIONS Honorable General UOTHC

NON-CHARACTERIZATION Entry Level Release From Custody Dropped From Rolls

SUMMARY Purpose/General Policies Voluntary Separations Involuntary Separations Service Characterizations

QUESTIONS? First Sergeant Academy Integrity – Service – Excellence Our Job Is People, Everyone is our Business Integrity – Service – Excellence QUESTIONS?

AFRC First Sgt Academy Block II-12 LOD & MEB AFI 36-2910, Line of Duty Determination AFI 36-3212, Physical Evaluation for Retention, Retirement, and Separation AFI 10-203, Duty Limiting Conditions AFI 41-210, Patient Administration Functions AFI 48-123, Medical Examinations and Standards Oct 2001

COGNITIVE SAMPLES OF BEHAVIOR: Describe the LOD objective Identify specific procedures and requirements of the LOD Justify appropriate uses of the LOD process Describe the purpose of MEB Indentify the roles and responsibilities associated with the MEB process Identify specific procedures and requirements of the MEB process Describe post MEB actions

AFRC First Sgt Academy Block II-12 LOD & MEB Overview: Line of Duty (LOD) Definition & Objective When to Determine LOD Medical Evaluation Board (MEB) Purpose MEB Roles and Responsibilities MEB Process Actions after IPEB and FPEB Oct 2001

MP 1: DEFINITION AND OBJECTIVE AFRC First Sgt Academy Block II-12 MP 1: DEFINITION AND OBJECTIVE What Is An LOD Determination? Federal Law requires determination as to whether or not certain injuries or diseases are suffered by military members while in the line of duty (LOD) or as a result of misconduct on the part of the member. Oct 2001

AFRC First Sgt Academy Block II-12 MP 1: DEFINITION AND OBJECTIVE Protects the government against fraudulent injury claims Protects the rights of Air Force Airmen who are injured while in the line of duty. Oct 2001

MP 2: WHEN DETERMINATIONS ARE REQUIRED AFRC First Sgt Academy Block II-12 MP 2: WHEN DETERMINATIONS ARE REQUIRED The death of a member (Admin Determination not Sufficient) Inability to perform military duties exceeds 24 hours The likelihood of a permanent disability Applies To: ADAF ANG on published orders or traveling to or from duty USAF cadets AFROTC When determinations are made:   The death of a member. An administrative determination is not sufficient in a case of death. The inability to perform military duties exceeds 24 hours. The likelihood of a permanent disability Medical treatment of a member of the ANG regardless of the military member’s ability to perform military duties. ( only mention when we go total force) The likelihood of an ANG member applying for incapacitation pay. A member who has served over 30 days on orders and an illness, injury, disease or death occurred; the member will be retained on orders until the medical condition is resolved. Incapacitation pay is for injuries under 30 days served is based wage rate for civilian job in relation to the member’s grade, whichever is less. Oct 2001

AFRC First Sgt Academy Block II-12 MP 3: MEB PURPOSE In order to maintain a fit and vital force, the Secretary of the Air Force relies on disability laws to remove active duty and ARC member who can no longer perform their military duties because of a mental or physical defect. The MEB is the first step in the Air Force disability evaluation process to determine who is not worldwide qualified. AFI 41-210, Patient Administration Functions PURPOSE: In order to maintain a fit and vital force, the Secretary of the Air Force relies on disability laws to remove active duty and ARC members who can no longer perform their military duties because of a mental or physical defect.   The MEB is the first step in the Air Force disability evaluation process to determine who is not worldwide qualified. AFI 48-123, Chapter 5, outlines those medical conditions that require a medical board. Presumption of Fitness: If a member has performed his or her duty satisfactorily prior to scheduled retirement or an approved separation date, a presumption of fitness is established. This presumption of fitness can be overcome only if clear and convincing evidence to the contrary is established by a preponderance of evidence that on the following exists: Within the presumption period an acute, grave illness or injury occurs that would prevent the member from performing further duty immediately prior to or concurrent with the processing of normal retirement. A serious deterioration of a previously diagnosed condition occurs that would occur preventing the member from performing further duty immediately prior to or concurrent with the processing of normal retirement. There are of course Special Conditions to MEB processing, however we will only discuss three that could come up during your tenure as a First Sergeant. Members under court martial charges are not eligible for disability processing unless there is a question of mental capacity or responsibility or when member’s sentence of dismissal or punitive discharge is suspended. Dual-Action cases which are eligible for processing under this instruction and pending involuntary separation or discharge. These cases are processed under both directive, and the Secretary of the Air Force Will make the final disposition. Members who refuse required professional, medical, dental care, and/or other option of treatment WILL have an MEB if all member was advised clearly and understands not treatment implications and that the member’s refusal is willful or negligent and not the result of mental disease or of physical inability to comply. Oct 2001

AFRC First Sgt Academy Block II-12 MP 4: RESPONSIBILITIES Medical Treatment Facility Officer Physical Evaluation Board Liaison Officer (PEBLO) Commander and Supervisor Member Oct 2001

AFRC First Sgt Academy Block II-12 MP 5: PROCESSING AN MEB Member or Primary Care Manager reports condition AF Form 618 must be processed within in 30 days initiated by Medical Officer PEBLO facilitates AF Form 469 and briefs member of conditions of MEB and limiting factors TDY or leave outside local area requires HQ AFPC coord Commander’s Impact Letter sample in AFI 10-203 Attachment 3 IPEB Findings Member has 10 days to agree or disagree Stipulations for a Formal Hearing Disagree with findings Oct 2001

AFRC First Sgt Academy Block II-12 MP 6: POST IPEB AND FPEB Base findings on the facts and circumstances in each case Relationship between disability and required military duty Findings in favor of member unless preponderance of evidence dictates otherwise Return to Duty Permanent Retirement Temporary Retirement Discharge with Severance Pay Oct 2001

ASSIGNMENT LIMITATION CODES (ALC) AFRC First Sgt Academy Block II-12 MP 6: POST IPEB AND FPEB ASSIGNMENT LIMITATION CODES (ALC) ALC-C1: Deployable/Assignable to Global DoD fixed installations with intrinsic Medical Treatment Facilities ALC-C2: Deployable/Assignable to CONUS installations with intrinsic fixed Medical Treatment Facility ALC-C3: Non-Deployable/Assignment limited to specific CONUS installations based on medical need. Oct 2001 12-177

QUESTIONS? First Sergeant Academy Integrity – Service – Excellence Our Job Is People, Everyone is our Business Integrity – Service – Excellence QUESTIONS?

AFRC First Sgt Academy Block II-12 Summary Line of Duty (LOD) Objective When to Determine LOD Medical Evaluation Board (MEB) Purpose MEB Roles and Responsibilities MEB Process Actions after IPEB and FPEB Oct 2001

AFOSI and the First Sergeant

OVERVIEW Who OSI is What OSI can do for you What you can do for OSI What OSI and you can do together

MP 1: Who is OSI Patterned after FBI Criminal Fraud Counterintelligence Consolidated investigative services under SECAF Field Operating Agency Under SAF/IG direction/guidance District (Geographically Aligned)

MP 1: Who is OSI MAJCOM Aligned (Regions) / Sqs & Detachments Primary Base Interface AF focal point for working w/ U.S. and foreign law enforcement and security services to provide timely/accurate threat info AFOSI Mission: Identify, exploit and neutralize criminal, terrorist and intelligence threats to the U.S. Air Force, Department of Defense and U.S. Government.

MP 1: Who is OSI A federal law enforcement agency conducting investigations and operations throughout the spectrum of conflict: Warfighting - Conducts, in hostile/uncertain environments, Counter Threat Operations (CTO) to find, fix, track, neutralize enemy threats Federal LEA - Criminal investigations, counterintelligence (CI), specialized investigative activities, protective service ops, & integrated Force Protection for AF Intelligence Community contributors - Collections and operational work in the areas of our mission sets

MP 1: Who is OSI In-garrison - Felony-level investigations & CI/FP Deployed - CI/FP/CT/AT Support to Deployed CCs Inside & Outside the Wire…in garrison and deployed…to find answers to questions which reduce/neutralize threats critical to Air Force, DoD, and US Govt leaders/decision makers

MP 1: Who is OSI Law Enforcement (LE): AF’s only federal law enforcement capability Counterintelligence (CI): AF’s only org authorized to conduct CI Deployed: AF’s only “outside the wire” Counter-Threat operations capability Analytical Capability: Fusion of CI, Counter-Terrorism & LE intelligence Cyber Expertise: Nation’s top Cyber intrusion investigators & forensic experts Polygraph services: AF’s only Polygraph and Credibility Assessment (PCA) capability

MP 2: What OSI can do for you Good Order and Discipline Bring your Airmen home safely Provide training Use us—we have access to info that can help your CC May not be OSI case but may be able to cut through red tape Support to ANG and AFRC

MP 3: What you can do for OSI Arbiter between your commander and us Be there for your Airmen when the interview over Be there for the agent(s) working your case Call us early and often Let OSI know what the “rumor mill” is generating Give OSI opportunities to train and work with your Airmen Insure required reportable CI info is relayed to OSI Let OSI speak with your “borderline” Airmen

MP 4: What we can do together Two-way intel Synergistic relationship built on trust Relationships…welcome Superintendents to your group Visit your OSI detachment Welcome the Super to your council Training initiatives

QUESTIONS? First Sergeant Academy Integrity – Service – Excellence Our Job Is People, Everyone is our Business Integrity – Service – Excellence QUESTIONS?

SUMMARY Who OSI is What OSI can do for you What you can do for OSI What OSI and you can do together CONCLUSION The conclusion of this lesson will include a final summary. This will summarize relevant material from questions and answers raised coupled with a quick review of main points. The final summary will also restate the lesson objective(s) in Part I of this lesson. A remotivation will identify a variety of potential users of the material contained in the lesson plan and encourage student application (use) of the material learned. A closure portion of the lesson will leave the student with a positive sense of completion.