Presentation on theme: "AFRC Table of Content Unit Orientation AFRC Unit Participation"— Presentation transcript:
1AFRC Table of Content Unit Orientation AFRC Unit Participation Administrative ActionsControl RosterThe First Sergeant PositionEnlisted PromotionAdministrative DemotionsAdministrative SeparationsAuthorized/Unauthorized AbsencesPersonnel EvaluationsChange ManagementSecurity Forces ProceduresLine of DutyEmployers Support of the Guard and ReserveDiversityOSI
5MP 1: Sponsorship Program Inbound PersonnelUnit AllocationINTRO Program
6MP 2: Base Orientation Wing Commander or Representative Inspector GeneralStaff Representatives
7MP 3: Unit Orientation Unit Commander or Representative Mission and ObjectivesFirst SergeantSenior ARTOIC/NCOICTraining MonitorCSS
8MP 3: Unit Orientation Immediate Supervisor Mission and Objectives Duty HoursLunch HourDuty TasksTrainingSafetyCoworker Introductions
9AFRC4th Air Force – focus specifically on global reach (tankers and airlift capabilities).10th Air Force – strike, ISR, space, cyber, and special operations assets.22nd Air Force – tactical airlift, combat support, training.
15COGNITIVE SAMPLES OF BEHAVIOR: Comprehend policy the policy of AFI Vol. 1, 2 & 3.Clarify requirements for unit participationExplain the difference between satisfactory and unsatisfactory participation.Explain the importance of the First Sergeants responsibilities.
16AFRC First Sgt Academy Block II-12 UNIT PARTICIPATIONOverview:Satisfactory ParticipationNonparticipationTypes of ParticipationTelecommutingPoints AccumulationFirst Sergeant ResponsibilityIn this section we will be discussing:1. Why people join the Reserve2. Policy governing satisfactory participation3. Definitions associated with training participation4. Ramifications of unsatisfactory participation5. ExemptionsThe First Sergeant has an important role of motivating and encouraging the reservists to participate in their required training activities.Let’s start by discussing why people participate in the ReserveOct 2001
17AFRC First Sgt Academy Block II-12 MP1: AFMANAFIVOL 1Reserve Personnel Participation;VOL 2Reserve Personnel TrainingVOL 3Reserve Personnel Telecommuting/ Advance Distributed Learning (ADL) GuidelinesParticipation in reserve training activities is the key to maintaining mobilization readiness and for receiving credit towards military retirement.AFMAN Supplement 1 establishes standards for satisfactory participation.Oct 2001
18AFRC First Sgt Academy Block II-12 MP2: RequirementsRequirements For Satisfactory Participation?Military standards of dress and appearancePhysical fitness requirementsMedical standards and qualificationsPerform 48 paid Training Periods per year (TP)Perform at least 14 AT per yearSATISFACTORY PARTICIPATION IS NOT THE SAME AS A GOOD YEAR!50 POINTS IS JUST A BI-PRODUCT OF PARTICIPATINGRequirements for Satisfactory ParticipationWhile participating and accruing points, the member must maintain:military standards of dress and appearance,physical fitness requirements andmedical standards and qualifications.Normally points may be earned in one of three ways: training, education, and mission supportOct 2001
19AFRC First Sgt Academy Block II-12 MP3: Airmen NonparticipationExcused AbsenceUnexcused AbsenceConstructively Presentd. Reserve Management PeriodThis training is used to conduct UTA preparation, maintenance training/support, unit administrative support, and other related training activities not authorized for AGTPs.Training is approved in advance and documented on AF Form 40A, including a comment in Section II (Remarks) regarding whether it’s the first, second, third, etc., (to a maximum of 24) RMP being performed.Directives prohibit performance of more than one RMP per calendar day per member, or performance of an RMP on the same calendar day with a UTA, AFTP, AGTP, ET, or AT. RMPs also can not substitute for statutory inactive duty training (UTA) requirements.Oct 2001
20AFRC First Sgt Academy Block II-12 MP4: Types of ParticipationInitial Active Duty Training (IADT)Unit Training Assembly (UTA)Equivalent Training (ET)RMPAdditional Flying Training Period (AFTP)Additional Ground Training Period (AGTP)Annual Tour (AT)Active Duty for Operational Support (ADOS)Progression ToursActive Duty for Training (ADT) ToursRequirements for Satisfactory ParticipationA non-prior service enlisted member must complete an initial active duty tour for training (IADT). This usually consists of both basic training and tech school.A Category A reservist must complete an annual tour of no less than 14 days or be credited with approved substituted training.A Category A reservist must regularly take part in scheduled or rescheduled inactive duty training. Four or more unexcused absences from training periods during any year constitutes unsatisfactory participation.A Category A reservists must accrue a minimum of 50 and may accrue a maximum of 90 Inactive Duty Points during a retention year.Oct 2001
21AFRC First Sgt Academy Block II-12 MP4: Types of ParticipationRequirements for Satisfactory ParticipationA non-prior service enlisted member must complete an initial active duty tour for training (IADT). This usually consists of both basic training and tech school.A Category A reservist must complete an annual tour of no less than 14 days or be credited with approved substituted training.A Category A reservist must regularly take part in scheduled or rescheduled inactive duty training. Four or more unexcused absences from training periods during any year constitutes unsatisfactory participation.A Category A reservists must accrue a minimum of 50 and may accrue a maximum of 90 Inactive Duty Points during a retention year.Oct 2001
22AFRC First Sgt Academy Block II-12 MP4: Types of ParticipationRequirements for Satisfactory ParticipationA non-prior service enlisted member must complete an initial active duty tour for training (IADT). This usually consists of both basic training and tech school.A Category A reservist must complete an annual tour of no less than 14 days or be credited with approved substituted training.A Category A reservist must regularly take part in scheduled or rescheduled inactive duty training. Four or more unexcused absences from training periods during any year constitutes unsatisfactory participation.A Category A reservists must accrue a minimum of 50 and may accrue a maximum of 90 Inactive Duty Points during a retention year.Oct 2001
23AFRC First Sgt Academy Block II-12 MP5: TELECOMMUTINGAirmen are subject to the UCMJMust meet all participation requirementsApproval Authority – NAF/Wing/Group CC or DesigneesAuthority concurrence prior to performing telecommutingShould not use for formal trainingWritten AgreementApproving AuthoritySupervisorRequirements for Satisfactory ParticipationNormally points may be earned in one of three ways: training, education, and mission supportEarning Points1 point for each day of active duty1 point for each 4 hours of Inactive Duty Training (IDT) not to exceed 2 per day1 point for each 3 hours of awarded ECI courses (15 max)Minimum points for a satisfactory year (federal service retirement) 50 points (90 max)Max earnings 365 creditable points (366 for a leap year) per yearOct 2001
24AFRC First Sgt Academy Block II-12 MP6: Point AccumulationEarning Points:Maximum Training Periods(TP) per FY is 48 points for a satisfactory year.Must perform at least 14 Training days (AD), Maximum in FT is 15 days. NAF/CC may authorize up to 20 days.1 point for each 4 hours of Inactive Duty Training (IDT) not to exceed 2 per day and 1 point for each day of Active Duty1 point for each 3 hours of awarded ECI courses (15 max)Max earnings 365 creditable points (366 for a leap year) per yearRequirements for Satisfactory ParticipationNormally points may be earned in one of three ways: training, education, and mission supportEarning Points1 point for each day of active duty1 point for each 4 hours of Inactive Duty Training (IDT) not to exceed 2 per day1 point for each 3 hours of awarded ECI courses (15 max)Minimum points for a satisfactory year (federal service retirement) 50 points (90 max)Max earnings 365 creditable points (366 for a leap year) per yearOct 2001
25AFRC First Sgt Academy Block II-12 MP7: The First SergeantMeet and GreetReview Unit Absentee ReportOversee commander’s programLead by exampleEnsure the integrity of the unitYou are the modelExemptions From Traininga. PregnancyA pregnant member must not be scheduled to perform active duty, active duty for training, active duty support or inactive duty training past the 34th week of pregnancy.The member may not be returned to duty earlier than 6 weeks after deliveryb. Member Constructively PresentMembers who are unable to perform inactive duty training (UTAs) due to being on active duty status are exempt from such training and are considered to be present for accounting purposes only.Such exemptions may arise from periods of individual annual tour, school tours, MPA manday tours, etc.Oct 2001
26AFRC First Sgt Academy Block II-12 UNIT PARTICIPATIONSummary:Satisfactory ParticipationNonparticipationTypes of ParticipationTelecommutingPoints AccumulationFirst Sergeant ResponsibilityIn this section we will be discussing:1. Why people join the Reserve2. Policy governing satisfactory participation3. Definitions associated with training participation4. Ramifications of unsatisfactory participation5. ExemptionsThe First Sergeant has an important role of motivating and encouraging the reservists to participate in their required training activities.Let’s start by discussing why people participate in the ReserveOct 2001
27QUESTIONS? First Sergeant Academy Integrity – Service – Excellence Our Job Is People, Everyone is our BusinessIntegrity – Service – ExcellenceQUESTIONS?
29COGNITIVE 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.
30Unfavorable Information File (UIF) Program REFERENCESReference:AFIUnfavorable Information File (UIF) Program
31OVERVIEWPurposeCounseling's, Admonishments and ReprimandsUnfavorable Information FileControl RosterResponsibilities
32PURPOSE Purpose is to “improve, correct, and instruct subordinates who depart fromstandards…on or off duty, and whoseactions degrade the individual andunit mission.”-AFI
37MP5 DISPOSITION/REMOVAL AFI , Table 2.2Disposition Determined By TypeOf Document Filed In UIFEarly RemovalLimitations On Removal
38No Mandatory Limitations MP6 UIF CAREER IMPACTNo Mandatory Limitations
39Control Roster First Sergeant Academy Integrity – Service – Excellence Our Job Is People, Everyone is our BusinessControl RosterIntegrity – Service – Excellence
40MP1 DEFINITION AND PURPOSE “Rehabilitative tool used by commandersat all levels to set a 6-12 month observationperiod for individuals…who fail to meet ormaintain AF standards of conduct…on andoff duty.”--AFI
41MP2 ESTABLISHING CONTROL ROSTERS ProceduresAF Form 1058AF Form 1137Commander’s ActionsMember’s Actions
42MP3 REMOVAL ACTIONSAutomatically 2400 on the last day of the designated period (Up to 12 calendar months)Early Removal
43MP4 CONTROL ROSTER IMPACT EPRPromotionReenlistmentPCS/PCAFormal Training
44Commanders First Sergeants Supervisors UIF Monitor MP5 RESPONSIBILITIESCommandersFirst SergeantsSupervisorsUIF Monitor
48COGNITIVE SAMPLES OF BEHAVIOR: 1. Recognize the historical importance of the first sergeant.2. Identify the evolvement of the Air Force First Sergeant.3. State the traditional qualities of a first sergeant.4. Identify the responsibilities of a first sergeant.5. Know the role of a of a first sergeant.6. Understand how the core values relate to the first sergeant position.
49OVERVIEWHistoryRoles and ResponsibilitiesAir Force Core Values
50OVERVIEW OUR STARTING POINT REVOLUTIONARY WAR DUTIES CHANGES,COL CHARLES A. ROMEYN1947-PRESENT
51OUR STARTING POINTTHE FIRST SERGEANT HAS ALWAYS HELD A HIGHLY VISIBLE AND DISTINCTIVE, ALBEIT NOTORIOUS, POSITION IN THE MILITARY UNIT.
52OUR STARTING POINT Roman Legion Centurions First mention of soldiers responsible for disciplining troopsLead soldier for 100 menCarried unit’s legions on long poles called standardsFinal defenders of legion’s standards during battleConduit between officers and enlisted
53OUR STARTING POINT How are first sergeants viewed today? 17th Century Prussian Army FeldwebelOverseer of enlisted personnelAssigned at company levelKnowledgeable of dutiesAccountability of peopleContinuity of company commanderAuthorized to use cane to instill disciplineHow are first sergeants viewed today?
54General Washington: Battled with unit ineffectiveness / desertion REVOLUTIONARY WARGeneral Washington: Battled with unit ineffectiveness / desertionGeneral Baron Von Stuben of Prussian ArmyTactics in training and drillRequired high degree of disciplineTask given to first sergeantCompany first sergeant“Blue Book of Regulation”
55REVOLUTIONARY WAR “Blue Book of Regulations” Duties / responsibilities of company membersKey personnelNames, height, jobs, addresses of personnel
56DUTIES Original First Sergeant Duties Maintain duty roster Take daily ordersComplete morning rosterBe acquainted with all personnelBe availableMaintain company’s descriptive books
57CHANGES OF 1832-1847 Wore red sash around the waist New pay scale – $15.00/monthSgt. Majors, Quartermaster Sergeants, & Chief Musicians received $16/month1847– authorized chevrons on jacket and wear of the lozenge (diamond) on the insignia
58COL CHARLES A. ROMEYN Requirements of the “Best First Sergeant” SobrietyLoyaltyAlways on the job!Knowledge of paperworkPhysically activeSympathetic & tactfulMarksman & horsemanship
59CHANGES FROM 1947 TO PRESENT 1947– formal position and AFSC (731X0) vs. rankE-6 and above could hold position1960 – AFSC changed to / opened to all AFSC’s1971– only E-7’s, FSA optional1985– mandatory completion of FSAGraduates prior to 03A can stay indefinitely2002– officially became a special duty
60Roles and Responsibilities Expeditionary LeaderAdvisor to the CommanderSets the example
61Roles and Responsibilities Your position as the unit First Sergeant will give you an extreme amount of authority and you must be careful how you use it.
62Air Force Core Values Integrity First Willingness Courage Honesty ResponsibilityAccountabilityJusticeOpennessSelf-respectHumility
63Air Force Core Values Service Before Self Rule following Respect for othersDiscipline and self controlFaith in the system
64Air Force Core Values Excellence in All We Do Product/service excellencePersonal excellenceCommunity excellenceResource excellenceOperational excellence
65"If your actions inspire others to dream more, learn more, do more and become more, you are a leader“John Quincy Adams
66SummaryHistoryRoles and ResponsibilitiesAir Force Core Values
67QUESTIONS? First Sergeant Academy Integrity – Service – Excellence Our Job Is People, Everyone is our BusinessIntegrity – Service – ExcellenceQUESTIONS?
69COGNITIVE SAMPLES OF BEHAVIOR: Be able to compute when an individual is ready for promotionDemonstrate how the promotion process worksBe able to show the difference between eligible and deserving
70OVERVIEW Ineligible for Promotion Minimum Eligibility Requirements Promotion AuthorityIneligible for PromotionMinimum Eligibility RequirementsTypes of PromotionsPromotion ProcessFirst Sergeant’s Role
71REFERENCESAFI , Airmen Promotion Program Chapter 4 applies specifically to ReservistsAFI , The First SergeantAFI , The Enlisted Force Structure
72MP1 Promotion Program Objectives “The Air Force must be able toidentify those people with thehighest potential to fill positions ofincrease grade and responsibility.”AFPD 36-25
73MP2 Promotion Authority Amn – MSgt Unit CommanderSMSgt – CMSgt Wing Commander ordetached Group Commander
74MP3 Ineligible for Promotion A member in training status code “T” is ineligibleAn EPR that is a referral or a rating of a 2 would render a member ineligible, unless a new EPR is written with at least an overall rating of a 3A referal EPR do to a Fitness Test Failure1 year from the date of a court martial order or the longest period of punishment renders a member ineligibleThe member is blocked for promotionThe airman does not meet the requirements of Table 4.2, eligibility requirements
75MP4 Minimum Eligibility Requirements for Promotion Promotion to Grade of:PAFSCTime in Grade(See Note 14)Enlisted Service(See Note 15)Satisfactory Service(See Note 16)AmnNot Required6 months (from IADT)Not ApplicableA1C6 months (From IADT)SrA3-skill level8 months1 yearSSgt(See Note 10)5-skill level, or a 3-skill when a 5-skill does not exit in AFSC12 months4 yearsTSgt7-skill level18 months5 yearsMSgt(See Note 11)24 months8 yearsSMSgt(See Note 12)7- or 9-skill level10 years11 yearsCMSgt9-skill level14 years
76MP5: Types of Promotions Unit Vacancy PromotionExtended Promotion Program (EPP)Promotion Enhancement Program (PEP)
77Unit Vacancy Promotions occur monthly Personnel must meet the eligibility criteria outlined in AFI , Table 4.2 prior to the first day of the promotion cycleIndividuals moved to slots being vacated by someone retiring, separating, HYT or reassignment, cannot be promoted until the promotion cycle after the incumbent’s has physically departed
78Extended Promotion Program EPP was implemented to allow the promotion of those SSgt’s with extended time in grade and time in service to be promoted to TSgt without being assigned to a valid vacant position effective 1 Dec 97Allows for promotion to TSgt individuals in an E6/E5 position that are blocked for promotion under unit vacancy and are not an overage (do not own the slot)Applies to Air Reserve Technicians (ART’s) and Traditional Reservists who meet eligibility criteria and have commanders approvalNo current UIF or Control RosterMeets all requirements of AFI , Table 4.2, excluding unit vacancy
79PROMOTION ENHANCEMENT PROGRAM (PEP) Reference: AFI (Table 4.2), 22 AF/CCC Memo dated 30 October 2001General Overview:Eligibility:Meet requirements for promotion according to AFI , Table 4.2Be blocked from promotion under Unit Vacancy Promotion ProgramCan only be promoted one grade higher than unit manning document (UMD) position to which currently assignedRecommended by unit commanderMeet the Fitness RequirementsMust not be in an overage on the UMDMust not have any unexcused absences
80MP6: Promotion Process1. MPF identifies airmen eligible for promotion every month (Table 4.2, eligibility requirements) and forwards an eligibility rooster to the unit commander before each UTA the month preceding the month the promotion is to be effective.2. The unit commander processes the eligibility roster prior to the UTA completion, lining through names of airmen not recommended and annotating a period of ineligibility not to exceed 6 months.
81Until further review is made, member is ineligible until 01AUG07 PERSONAL DATA - PRIVACY ACT OF 1974 (USC 552a)UNIT: 123 AERIAL PORT SQ FFLHB PAS: W52PFLHBWESTOVER AFB MARESERVE AIRMEN PROMOTION ELIGIBILITY ROSTERPROMOTION MONTH: JULTHE FOLLOWING PERSONNEL, YOUR UNIT, MEET ALL THE REQUIREMENTS OF AFI ,TABLE 4.2, FOR PROMOTION TO THE NEXT HIGHER GRADE. REQUEST YOU REVIEW THISLISTING AND MAKE YOUR ANNOTATIONS FOR NONRECOMMENDATIONS THEN FORWARD TO THEMPF.NAME GR-CURR PAFSC PAY-DT PME-1ST AUTH-GRDSSAN DOR CAFSC SAT-SVC PME-2ND POSN-NREPR EFF-DT DAFSC RR--YY PME-3RD FACUNEXCUSED EXCUSED WMP-STAT TNG_STAT ARTMIGALA, LINDSAY CA SSG T SEP TSgtMAR T3B-13 APR APR T H100RBOUCHARD, JOHN MSGT T SEP SMSGTMAR TI CERTIFY THAT THE INFORMATION LISTED IS TRUE AND CORRECT. I FURTHER CERTIFYTHAT ALL PERSONNEL NOT RECOMMENDED HAVE BEEN ANNOTATED ACCORDINGLY. Michael R Bellerose 25JUN07SIGNATURE OF UNIT COMMANDER DATEUntil further review is made, member is ineligible until 01AUG07
82MP6: Promotion Process3. Complete the AF Form 224 in duplicate (mandatory for promotions to SMSgt and CMSgt) for Wing Commanders approval4. The Unit prepares a Reserve Service Commitment (RSC) Contract on personnel being recommended for promotion to MSgt/SMSgt/CMSgt. Must have two years retainability.5. Forward the roster, RSC and the AF Form 224 to the MPF by the end of the UTA.
83Ineligibility Roster PERSONAL DATA - PRIVACY ACT OF 1974 (USC 552a) UNIT: 123 AERIAL PORT SQ FFLHB0RESERVE AIRMEN PROMOTION INELIGIBILITY ROSTERPROMOTION MONTH: JULNAME PAFSC DOR TNG-ST ASG-GR+1 PME1 PAY-DTGRD ART SSAN DAFSC POSN-NR FAC AUTH-GRD PME2 TEMSD2AFSC SAT SVC UNEXC WMP PME3 EPRUIF CNTL-RSR ART15BENTLEY, EDNA TERI 2T MAR-04 R Q DEC-84TSG T H XBINELIGIBLE REASON: UMD-OVERAGEPMENO-VACANCYBIZA, STEPHANIE LYN 2T JAN-06 R APR-05SRA T JINELIGIBLE REASON:Ineligibility Roster
85AFI1.2. The first sergeant is responsible for providing sound advice to the commander on a wide range of topics including the health, esprit de corps, discipline, mentoring, well being, career progression, recognition, and professional development of all assigned enlisted members.
86AFIFirst Sergeants. First sergeants are specially selected SNCOs freed from operational and production requirements to provide a dedicated focal point for enlisted issues within their units. First sergeants derive their authority from the unit commander and exercise general supervision over all assigned enlisted personnel. At home station or deployed, a first sergeant’s primary responsibility is to maintain a mission-ready enlisted force.
87SUMMARY Promotion Authority Ineligible for Promotion Minimum Eligibility RequirementsTypes of PromotionsPromotion ProcessFirst Sergeant’s Role
88QUESTIONS? First Sergeant Academy Integrity – Service – Excellence Our Job Is People, Everyone is our BusinessIntegrity – Service – ExcellenceQUESTIONS?
90COGNITIVE SAMPLES OF BEHAVIOR: Paraphrase the objective of administrative demotions.Defend the reasons for an administrative demotion.Explain demotion procedures/individual rights.
91AFRC First Sgt Academy Block II-12 OVERVIEWPolicyAuthorityReasons for DemotionsDemotion ProcessGrade DemotionsAppeal ProcessOct 2001
92MP1 PurposeEnsure personnel are fully qualified to serve in their current grade and position.Peter Principle: States that people are promoted to their level of incompetence.
93AFRC First Sgt Academy Block II-12 MP1 PurposePolicy:AFI “Airman Promotion/Demotion Programs” (31 Dec 09)AFPD “Military Promotion & DemotionAdministrative in natureApply to members in grades of E-2 to E-9Not used in place of UCMJ actionsOct 2001
94AFRC First Sgt Academy Block II-12 MP1 PurposePolicy:Give opportunity to overcome deficienciesDo not demoted Airmen who have separatedSec of AF may direct demotionsCannot be suspendedOnce initiated, cannot be reassignDo not reassign in lieu of demotionOct 2001
96AFRC First Sgt Academy Block II-12 MP2 Demotion AuthorityIndividual Mobilization Augmentees>>> Commander of MAJCOM, FOA, DRUNon-pay Program Reservists>>> ARPC/CCSelected Reserve Program>>> HQ ARPC/DROct 2001
97MP3 Reasons for Demotions Student Status TerminationSkill levelFailure to participateFailure to fulfill NCO responsibilitiesPhysical condition/body fat standardsReorganizationFailure to qualify for dutyVoluntary change of assignment
98AFRC First Sgt Academy Block II-12 MP4 Demotion ProcessInvolvementImmediate commanderIndividualMilitary Personnel Flight (MPF)Demotion AuthorityOct 2001
99AFRC First Sgt Academy Block II-12 MP4 Demotion ProcessNotification:Must be in writingState reason and factsMember must acknowledge receiptAppeal information provided to memberOct 2001
100Airman in grade E-2 – E-9 Basis for demotion in current enlistment -Failure to complete training -Failure to maintain Skill/ Grade -Failure to meet NCO Responsibilities -Failure to maintain Fitness Standards -Intentional failure to qualify for duty
101Unit CC Consults With SJA STOP PROCESSNOCC Notifies Airmen in Writing (Include a summary of basis with facts, rights to council, right to a personal hearing)YES
102Notifies Airmen he/she is stopping the process. Airman responds to Commander orally, in writing, or both within 3 working days (The commander may grant an extension in writing)CC reviews Airmen’s response to demotion. (Agrees/Disagrees)Notifies Airmen he/she is stopping the process.STOPThe commander notifies the airman of the decision in writing, summarizes any written or oral statements made by the airman and sends the entire case file to the servicing Military Personnel Flight (MPF) for processing.Continue Process
103Military Personnel Flight The MPF provides the demotion package to the demotion authority (next higher level commander).The demotion authority can make additional grade reductions beyond the initiating commander’sDemotion Authority The demotion authority can take additional grade reductions other than the initiating commander’s recommendation. The demotion authority requests a written legal review from the servicing staff judge advocate (SJA) before deciding the demotion.The demotion authority disapproves the demotion and writes to the airman’s servicing MPF. The demotion authority notifies the MAJCOM and the airman through the initiating commander by endorsing the document. STOPDisagreesThe demotion authority approves the demotion and writes the airman’s servicing MPF to publish a demotion order.The MPF endorses the demotion authority’s memorandum and sends it to the initiating commander.Agrees
104Commander’s Action The commander informs the airman of the grade to which he or she is demoted, include the Date of Rank (DOR) and the demotion effective date.The commander informs the airman that he or she must acknowledge the decision within 3 working days. (May grant an extension)The commander informs the airman that he or she can appeal the demotion decision to the appellate authority (next higher level commander to the demotion authority) within 3 working days. (May grant an extension)Airmen’s Action The airman acknowledges receipt by endorsing the document including the date.Airmen is DemotedNo AppealAppealDemotion Authority Reverses decision and restores original grade. Or demotion authority forwards case to appellate authority without comment.
105E-2- E7 Appeal to AFRC/CV E8- E9 Appeal to AFRC/CC Appellate AuthorityE-2- E7 Appeal to AFRC/CV E8- E9 Appeal to AFRC/CCThe appellate authority approves the appeal and directs the servicing MPF to restore the airman’s grade and revoke the demotion order. Through the initiating commander, the MPF sends a memorandum telling the airman that the appellate authority approved the appeal and the airman’s previous grade was restored.Approves the AppealThe appellate authority disapproves the airman’s appeal. The servicing MPF notifies the airman in writing, via the MAJCOM and initiating commander, both of whom endorse the notice.Disapproves the Appeal
106AIRMEN ELECTS RETIREMENT IN LIEU OF DEMOTION Airmen’s Actions The airman indicates he or she prefers to retire in lieu of demotion, provided airman is eligible for voluntary retirement. The effective date of retirement will be no later than the 1st day of the 4th month following the date the airman received the initial demotion notification.When an airman submits an application to retire in lieu of demotion, all demotion action stops until the authorities act on the retirement application.MPF Actions The MPF forwards the retirement application with a copy of the entire demotion case to HQ AFMPC/DPMARR2, 550 C Street West, Suite 11, Randolph AFB, TX, , within 5 workdays.
107Retirement Authority Decision The demotion process continues if the authorities disapprove the application.The demotion process terminates if authorities approve the retirement application. STOP
108AFRC First Sgt Academy Block II-12 MP5 Grade DemotionsCurrent Grade Demotion to:SRA or higher >>> A1CA1C >>> AMNAMN >>> ABNote: Demote three or more grades only when there appears no reasonable hope exists they will ever show the proficiency, leadership or fitness earned in the initial promotion.Oct 2001
109AFRC First Sgt Academy Block II-12 MP6 Appeals ProcessMust be in writingMust be done within 30 DaysAppellate authority:For Amn - MSgt >>> AFRC/CVFor SMSgt - CMSgt >>> AFRC/CCOct 2001
110AFRC First Sgt Academy Block II-12 SUMMARYPolicyAuthorityReasons for DemotionsDemotion ProcessGrade DemotionsAppeal ProcessOct 2001
111QUESTIONS? First Sergeant Academy Integrity – Service – Excellence Our Job Is People, Everyone is our BusinessIntegrity – Service – ExcellenceQUESTIONS?
113COGNITIVE SAMPLES OF BEHAVIOR: Defend reasons for a voluntary separation.Explain reasons for retention beyond 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.
114Administrative Separation of Airmen OVERVIEWPurpose And General PoliciesTypeService CharacterizationsAFIAdministrative Separation of Airmen
115MP1 PURPOSE/GENERAL POLICY “The Air Force must maintain a vigorousfighting force with high standards of conduct”AFPD 36-32“Separating members failing to meetstandards…promotes Air Force readiness andstrengthens military service”AFI
116MP1.1 TYPES OF ADMINISTRATIVE SEPARATIONS RequiredVoluntaryInvoluntary
117MP1.2 REASONS TO RETAIN BEYOND ETS Make good time lostRetention for courts-martialComplete separation processingMedical treatmentForeign court disposition
118MP2 VOLUNTARY SEPARATIONS Reasons for SeparationsConvenience of the Government (COG)Dependency/HardshipIn lieu of courts-martial
119MP3.1 INVOLUNTARY SEPARATIONS ReasonsInvoluntary COGDefective EnlistmentsEntry level performance or conductUnsatisfactory performanceSubstance abuse treatment failureMisconductConditions that interfere with military service
121MP3.2 INVOLUNTARY SEPARATIONS ADMINISTRATIVE DISCHARGE BOARDS (a fact-finding/recommending board that reviews all the information about the case)Board entitled if:NCO when processing starts6 or more years TAFMS when processing startsUOTHC characterization is recommendedIn the interest of National Security
127COGNITIVE SAMPLES OF BEHAVIOR: Explain authorized absences as it relates to AFRC and Total Force.Distinguish authorized types of absences.Summarize the two types of passes and their limitations.
128OVERVIEW General Guidance Types of Leave Passes Permissive TDY Reserve MembersUnauthorized AbsenceClassification (AWOL/Deserter)Sequence of Events1
129MP1. General Guidance Established by Congress Unit commander’s leave policyAt least 14 consecutive days and 30 days/yearAuthorized AbsenceWhere leave begins and ends…Local AreaCharged for duty days and non-duty daysLeave ExtensionsDetermining Leave or Duty StatusExamplesRecall from LeaveSpecial Leave Accrual (SLA)
130MP2. Types of Leave Annual Leave Advance Leave Convalescent Leave Approval of 30 days or lessApproval of more than 30 daysConvalescent Leave30 days or lessException: 42 days for normal pregnancyEmergency LeaveImmediate FamilyEmergency Leave ProcessTerminal LeaveExcess Leave
131MP3. PassesTwo typesRegular: (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.3-Day: Must contain at least one duty day4-Day: Must include two consecutive non-duty days
132MP4. Permissive TDY (PTDY) Administrative AbsenceNot chargeable as leave50 specific rules governing PTDYAFI , Table 7ExamplesNew housing with PCSPre-separation or RetirementAccompany dependant or member patient to a designated Medical Treatment Facility
133MP5. Reserve Members WHEN DOES THIS APPLY TO AFRC MEMBERS? CAN WE GIVE AIRMEN ON A UTA WEEKEND A DAY OFF?
134MP 6: UNAUTHORIZED ABSENCE AFRC First Sgt Academy Block II-12MP 6: UNAUTHORIZED ABSENCEWHEN THEY BEGINWHEN THEY ENDOct 20013
135MP 7:AWOL/DESERTER CLASSIFICATION AFRC First Sgt Academy Block II-12MP 7:AWOL/DESERTER CLASSIFICATIONCLASSIFICATION DETERMINED BY TIMEREASONS FOR IMMEDIATE DESERTER CLASSIFICATIONOct 20016
136MP 8: RESPONSIBILITIES AND SEQUENCE OF EVENTS AFRC First Sgt Academy Block II-12COMMANDERFIRST SERGEANTSUPERVISORSECURITY FORCESMPFOct 20019
142COGNITIVE 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.
151COGNITIVE SAMPLES OF BEHAVIOR: Identify examples of appropriately applied organizational change management principles.Predict the effect of appropriately applied organizational change management principles on unit effectiveness.Explain the decision to use organizational change management principles.
152REFERENCES AFPAM 36-2241, Professional Development Guide “Managing Organizational Change, “Hersey P. and Kenneth H. Blanchard
156MP 1: Unfreezing Forms of Resistance Uncertainty Self-Interests Ex. Who’s going to get discharge?Self-InterestsDifferent Perceptions, No felt need for changeEx. Why do we have to change? It works just fine the way it is.“Most people hate any change that doesn’t jingle in their pockets”Anonymous
163COGNITIVE 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.
164OVERVIEW Selected Forms Driving Privileges Traffic Point System Commander’s Action
165MP 1: SELECTED FORMS DD Form 2708 – Human Hand Receipt AF Form 1168 – Statement of Suspect/Witness/ComplainantAF Form 3545 – SF ReportDD Form 1408 – Traffic TicketDD Form 1805 – Magistrate Ticket
166MP 2: DRIVING PRIVILEGES Conditional Privilege – RequirementsImplied ConsentSuspension – Temporary up to 12 monthsRevocation – Termination of privilege for 12 months or longer
167MP 3: TRAFFIC POINT SYSTEM Uniform and impartialadministrative deviceNot substitute for disciplinary or punitive actionFor moving violations only unless otherwise directed by the Installation Commander
168MP 4: COMMANDER’S ACTION Installation Commanders May Require:Unit CC Advisory LetterUnit CC CounselingDrivers Improvement and Rehabilitation ProgramGround Safety is POCMedical Evaluation ReferralDrug Or Alcohol Rehabilitation Referral
169SUMMARY Selected Forms Driving Privileges Traffic Point System Commander’s Action
170QUESTIONS? First Sergeant Academy Integrity – Service – Excellence Our Job Is People, Everyone is our BusinessIntegrity – Service – ExcellenceQUESTIONS?
172COGNITIVE SAMPLES OF BEHAVIOR: Describe the LOD processIdentify specific procedures and requirements of the LOD processJustify appropriate uses of the LOD process
173LINE OF DUTY DETERMINATION AFRC First Sgt Academy Block II-12LINE OF DUTY DETERMINATIONOverview:ReferenceDefinition and PurposeWho does it apply toWhen determinations are madePossible LOD determinationsTypes of determinationsResponsibilitiesAF Form 348Incapacitation PayIn this section we will discuss:1. What a LOD Determination is2. Possible LOD Determinations3. LOD Determination Process4. ResponsibilitiesAs a First Sergeant involved in various personnel actions, the likelihood you will be involved in a LOD determination is great.A thorough knowledge of the process and responsibilities will be very beneficial in making the process less stressful for all concerned.Let’s begin by defining what LOD determination is.Oct 2001
174AFRC First Sgt Academy Block II-12 MP1 REFERENCESReference:AFILine of Duty (LOD) DeterminationAFRCIIncapacitation Pay and Management ofReservist Continued on Active duty OrdersReference:AFI , Line of Duty (LOD) Determination is the instruction providing guidance and details on the LOD process.Always refer to the AFI and subject matter experts when working LOD situations.Oct 2001
175MP2 DEFINITION AND PURPOSE AFRC First Sgt Academy Block II-12MP2 DEFINITION AND PURPOSEWhat 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.Federal law requires determination as to whether or not certain injuries or diseases are suffered by military members while in a line of duty (LOD) status or whether such injuries or diseases are the result of misconduct on the part of the member.These findings may be used by several agencies.1. Air Force will use findings to determine: a. Members eligibility for physical disability, retirement, or separation.b. Lost time that must be made up by the member.c. Justification for forfeiture of pay when an absence from duty is the resultof disease caused by the intemperate use of alcohol or habit-formingdrugs. d. Eligibility of USAF Reserve or ANG for medical care as well as pay andallowances.2. Veteran’s Administration will utilize findings to determine the individual’s eligibility for disability compensation and hospitalization benefits.3. Civil Service Commission will use findings to determine the individual’s eligibility for civil service preference.Oct 2001
176AFRC First Sgt Academy Block II-12 MP2 DEFINITION AND PURPOSEPurpose:Protects the government against fraudulent injury claimsProtects the rights of Air Force Airmen who are injured while in the line of duty.Purpose:1. Protects the government against fraudulent injury claims2. Protects the rights of AF members who are injured while in the line of duty.Oct 2001
177AFRC First Sgt Academy Block II-12 MP3 WHO IT APPLIES TOActive Duty MembersUSAF CadetsAFROTCAFRC and ANG Members who die, incur or aggravate an illness, injury or disease while:On Published orders for ANY PERIOD of time or while on Inactive Duty Training (IDT)Traveling to or from the place the member performs Active Duty Training or Inactive Duty TrainingWho does it apply to:1. Members of the regular Air Force serving on active duty or who are traveling to or from such duty.2. Members of the USAF Reserve or Air National Guard in situations where it appears the member:a. Was injured while on active duty or active duty for training or was traveling to or from such duty or training. b. Was injured while performing inactive duty training or was injured or aggravated an injury while traveling to or from the place at which training is to be, or was, performed.c. Contracted a disease while serving on active duty or active duty for training, orwhile traveling to or from such duty or training.d. Contracted a disease or became ill while on inactive duty training under circumstances in which the disease or illness was contracted or aggravated as a result of that inactive duty training.Oct 2001
178MP4 WHEN DETERMINATIONS ARE REQUIRED AFRC First Sgt Academy Block II-12MP4 WHEN DETERMINATIONS ARE REQUIREDThe death of a member (Admin Determination not Sufficient)Inability to perform military duties exceeds 24 hoursThe likelihood of a permanent disabilityMedical treatment of a member (regardless of the military member’s ability to perform military duties)The likelihood of an AFRC member applying for incapacitation payWhen determinations are made:1. The inability to perform military or civilian duties exceeds 24 hours.2. The injury or illness has the potential to result in a permanent disability.Oct 2001
179MP3 Possible LOD Determinations AFRC First Sgt Academy Block II-12MP3 Possible LOD Determinations1. In Line of DutyExisted Prior to Service (EPTS)3. Not in Line of Duty -- Not Due to Misconduct4. Not in Line of Duty -- Due to MisconductPossible LOD Determinations:1. The determination of “In Line of Duty” has more to do with a member’s status at the time of the illness or injury rather than whether or not the injury or illness was caused by specific military duty.This determination is made unless a preponderance of evidence supports the finding that the member’s disease or injury was incurred while the member was absent without authority or was caused by the members misconduct.This is the usual finding for a Reservist injured while traveling directly between the member’s unit and home.2. This is a term added to a medical diagnosis where there is clear evidence the underlying condition causing it existed prior to the member’s entry into military service or between periods of service, and was not aggravated by service.3. This determination is made when a preponderance of evidence supports the finding that the members injury or disease was not caused by the members misconduct and did not occur in the line of duty.The finding would be used for a Reservist injured during a material deviation from the direct route of travel between unit and home.4. This determination is made when a preponderance of evidence supports the finding that the member’s injury or disease was caused by the member’s misconduct.Oct 2001
180MP6 Types of Determinations AFRC First Sgt Academy Block II-12MP6 Types of DeterminationsAdministrative DeterminationsInformal DeterminationsFormal DeterminationsInterim LOD for Reserve MembersHow Determinations are Made:Administrative DeterminationsInformal DeterminationsFormal DeterminationsInterim LOD for Reserve MembersLet’s look at the details of each type.Oct 2001
181AFRC First Sgt Academy Block II-12 Incapacitation PayThe objective of the Reserve benefit system is to compensate, to the extent permitted by law, members of the Air Force Reserve who experience incapacitation or loss of civilian earnings as a result of an injury, illness, or disease incurred, re-injured or aggravated in the line of duty, and provide the required medical and dental care associated with the incapacitation.How Determinations are Made:Administrative DeterminationsInformal DeterminationsFormal DeterminationsInterim LOD for Reserve MembersLet’s look at the details of each type.Oct 2001
182MP6 Types of Determinations AFRC First Sgt Academy Block II-12MP6 Types of Determinations1. Administrative DeterminationsMade by Medical OfficerIncludes:Existed Prior to ServiceDiseasesA medical officer alone makes this type of determination and makes an entry in the member’s medical record.Administrative determinations can be made only in the following cases.1. Battle casualties sustained in war and casualties due to “hostile action” when war has not been declared. The medical officer annotates the medical records to reflect “in the line of duty.”2. EPTS diseases or injuries. The medical officer makes the entry “EPTS, LOD not applicable” in the individual’s medical records.3. Diseases or injuries not included above. The medical officer makes an “in line of duty entry” if:a. The disease is of natural origin and is not caused by alcohol or drug abuse.b. The injury is a simple injury not likely to result in permanent disability.c. The disease or injury was not incurred while the member was absent withoutauthority and is clearly not due to any misconduct on the part of the member.Oct 2001
183MP6 Types of Determinations AFRC First Sgt Academy Block II-12MP6 Types of Determinations2. Informal DeterminationsRequired when an administrative cannot be madeAppears member was in line of duty and not due to misconduct.Used when there is no question or further investigation may not be necessary.Example:Injury resulting from falling on a wet floor while on duty and no misconduct.Informal DeterminationsThis type of determination is required when an administrative determination cannot be made but it appears that the disease or injury was not incurred while the member was absent without authority and was not due to misconduct.Informal determinations are recorded on AF Form 348, Line of Duty Determination.Oct 2001
184MP6 Types of Determinations AFRC First Sgt Academy Block II-12MP6 Types of Determinations3. Formal DeterminationsUsed when neither administrative or informal determination cannot be used.Requires additional investigation to make the final determination.Example:Mechanic falling from an aircraft, after becoming intoxicated during lunch.Formal Determinations:This type of determination is required when neither an administrative nor an informal determination can be made.Formal determinations are recorded on DD Form 261.Oct 2001
185MP6 Types of Determinations AFRC First Sgt Academy Block II-12MP6 Types of Determinations4. Interim LOD for Reserve MembersUsed when LOD determination cannot be finalized within 7 days of notification and incapacitation pay entitlements may be possible.Valid for no more than 90 daysNot used when there is clear and convincing evidence of EPTS condition or misconductRecorded in an interim memorandum and forward to HQ AFRC/DP for a control number and also to the servicing MPF for processingExample:A reservist is injured and hospitalized after an automobile accident while leaving from the UTA.Interim LOD for Reserve MembersUsed when LOD determination cannot be finalized within 7 days of notification and incapacitation pay entitlements may be possible.Valid for no more than 90 daysNot used when there is clear and convincing evidence of EPTS condition or misconductRecorded in an interim memorandum and forward to HQ AFRC/DP for a control number and also to the servicing MPF for processingOct 2001
186AFRC First Sgt Academy Block II-12 MP7 ResponsibilitiesAir Force Medical FacilityLOD Process initiated by a medical officer’s reviewAdministrative Determination can be madeImmediate CommanderAFRC unit commander or senior AFRC commander presentInvestigate the circumstance of the caseFill out items on the back of AF Form 348Request an interim LOD if requiredSend the AF Form 348 to the Appointing Authority, through the SJA.Appointing AuthorityThe senior AFRC Commander present (May be the immediate Commander)Responsible for reviewing the AF Form 348 and taking the following actions:Coordinate through SJA and ensure Formal Determinations are made when requiredAssign a Investigating Officer in formal determinations.Concur with the immediate commander if appropriate.MPF Special Actions SectionActs on behalf of the appointing authoritySets up suspense’s and monitors progressa. Air Force Medical FacilityThe responsibility for identifying cases in which a LOD and misconduct determination is needed rests with the medical facility on the member’s home installation.b. MPF Special Actions SectionAfter receiving AF Form 348, Line of Duty Determination, from the medical facility, the Special Actions section:1. Acts on behalf of the appointing authority.2. Sets up controls and suspenses to monitor the progress of the determination.3. Sends AF Form 348 to the immediate commander.4. Makes certain that the responsible officials complete the actions on time.Oct 2001
187MP7 Responsibilities Staff Judge Advocate Reviews the commander’s recommendation for legal sufficiency's and conductCoordinates to ensure a formal investigation is completed when appropriateConcur/ not concur with the recommendationInvestigating Officer Conducts the investigation IAW , attachment 3Reviewing AuthoritySenior AFRC commander present (Can be the appointing authority)Can return file for further investigation is warrantedIf no further actions required, forwards case to the approving authorityApproving AuthorityFor AFRC the Approving Authority is the AFRC/CVApprove final determination and forward the file to HQ ARC/DP
188MP8 LOD Determination Package AFRC First Sgt Academy Block II-12MP8 LOD Determination PackageLOD Determination Packages:Medical documentation to support the claimEnsure AF Form 348 is legible and completed properly (including signatures)Documentation establishing the members status at the time of the claimA unit legal review is helpful, but not requiredAF Form 422, when availableSubmit in original and 4 copiesLOD Determination Packages:Medical documentation to support the claimEnsure AF Form 348 is legible and completed properly (including signatures)Documentation establishing the members status at the time of the claimA unit legal review is helpful, but not requiredAF Form 422, when availableSubmit in original and 4 copiesOct 2001
192MP8 AF Form 348ITEM 14 Record completely and concisely the circumstances surrounding the death, illness, injury or disease based on the immediate commander's informal investigation. DO NOT SAY "SEE ITEM 11." If you need more space, use plain bond paper and identify it as item 14. Include the type of tour and the inclusive tour dates for ARC members.
194MP8 AF Form 348ITEM 15-- Check the appropriate block. If intentional misconduct or willful neglect of the member was not the proximate cause, check "neither of these" and specify the proximate cause. Refer to attachment 1, Glossary of references and support information, for explanation.
198MP8 AF Form 348ITEM 17 For ARC members, check one of the four blocks. The immediate commander must date and sign the form
199MP8 AF Form 348LOD require Prompt and Accurate Action!
200LINE OF DUTY DETERMINATION AFRC First Sgt Academy Block II-12LINE OF DUTY DETERMINATIONApplication Scenarios:Make a Line of Duty determination for each situationJustify your decisionStudent Activity:Provide the students with a handout presenting the following scenarios.Individually, each student is to make an LOD/misconduct determination for each situation and be able to justify his/her decision.Debrief the exercise scenarios in a group discussion.Oct 2001
201LINE OF DUTY DETERMINATION AFRC First Sgt Academy Block II-12LINE OF DUTY DETERMINATIONScenario 1:SSgt Peterson slipped while coming down the stairs outside the office. It had been raining and water had collected on the landing between the flights of stairs. He twisted his knee and will probably require surgery.Is a LOD required? Why or Why Not?Scenario 1:SSgt Peterson slipped while coming down the stairs outside the office.It had been raining and water had collected on the landing between the flights of stairs.He twisted his knee and will probably require surgery.Ask students if a LOD is required, why or why not and what typeANSWER: (Informal LOD)Oct 2001
202LINE OF DUTY DETERMINATION AFRC First Sgt Academy Block II-12LINE OF DUTY DETERMINATIONScenario 2:TSgt Bouchard went to a pizza restaurant for lunch with another NCO. TSgt Anderson had three glasses of beer with the pizza. Thirty minutes after reporting back to work, TSgt Anderson fell from scaffolding while working on an aircraft engine. He sustained significant trauma to his back and missed two days of work.Is a LOD required? Why or Why Not?Scenario 3:TSgt Anderson went to a pizza restaurant for lunch with another NCO.TSgt Anderson had three glasses of beer with the pizza.Thirty minutes after reporting back to work, TSgt Anderson fell from scaffolding while working on an aircraft engine.He sustained significant trauma to his back and missed two days of work.Ask students if a LOD is required, why or why not and what typeANSWER: (Formal Not in Line of Duty, due to misconduct.)Oct 2001
203LINE OF DUTY DETERMINATION AFRC First Sgt Academy Block II-12LINE OF DUTY DETERMINATIONScenario 3:SrA Tucker was returning from a party Saturday night when she lost control of her car and hit a tree. She suffered a concussion and two broken ribs. Her blood-alcohol level was slightly above the threshold of legal intoxication. SrA Tucker was hospitalized for three days and returned to limited military duty on Wednesday.Scenario 4:SrA Tucker was returning from a party Saturday night when she lost control of her car and hit a tree. She suffered a concussion and two broken ribs.Her blood-alcohol level was slightly above the threshold of legal intoxication.SrA Tucker was hospitalized for three days and returned to limited military duty on Wednesday.Ask students if a LOD is required, why or why not and what typeANSWER: (Formal Not in Line of Duty, due to misconduct.)Is a LOD required? Why or Why Not?Oct 2001
204LINE OF DUTY DETERMINATION AFRC First Sgt Academy Block II-12LINE OF DUTY DETERMINATIONScenario 4:MSgt Daniels was enroute home from a UTA weekend. He left the unit immediately after the final training period. Ten minutes after leaving, his automobile was struck by another car that had run a stop sign. MSgt Daniels suffered a broken leg and facial lacerations. He was hospitalized overnight, and under the direction of his civilian physician, missed two days at his civilian job.Scenario 5:MSgt Daniels was enroute home from a UTA weekend. He left the unit immediately after the final training period. Ten minutes after leaving, his automobile was struck by another car that had run a stop sign.MSgt Daniels suffered a broken leg and facial lacerations. He was hospitalized overnight, and under the direction of his civilian physician, missed two days at his civilian job.Ask students if a LOD is required, why or why not and what typeANSWER: (Admin or Interim LOD)Is a LOD required? Why or Why Not?Oct 2001
205LINE OF DUTY DETERMINATION AFRC First Sgt Academy Block II-12LINE OF DUTY DETERMINATIONLOD require Prompt and Accurate Action!Failure to process an LOD or misconduct can prompt a formal investigationCan delay processing of disability retirement or separation causing hardshipRequire Prompt and Accurate Actions:Failure to process an LOD or misconduct determination may result in the case being returned for formal investigation.This can delay processing of disability retirement or separation and can bring about significant hardship and inconvenience to the member.Oct 200112-205
206AFRC First Sgt Academy Block II-12 MP9 INCAPACITATION PAYThe objective of the Reserve benefit system is to compensate, to the extent permitted by law, members of AFRC who experience incapacitation or loss of civilian earnings as a result of an injury, illness , or disease incurred, re-injured or aggravated in the line of duty, and provide the required medical and dental care associated with the incapacitation.AFRCIIncapacitation ChecklistProcedures on CPAYPersonnel Entitlement BriefingRequire Prompt and Accurate Actions:Failure to process an LOD or misconduct determination may result in the case being returned for formal investigation.This can delay processing of disability retirement or separation and can bring about significant hardship and inconvenience to the member.Oct 200112-206
207UNITED STATES AIR FORCE AFRC First Sgt Academy Block II-12FIRST SERGEANTIT IS YOURDUTY FIRST SERGEANTTO TAKE CARE OFYOUR AIRMENAND OURUNITED STATES AIR FORCERequire Prompt and Accurate Actions:Failure to process an LOD or misconduct determination may result in the case being returned for formal investigation.This can delay processing of disability retirement or separation and can bring about significant hardship and inconvenience to the member.Oct 200112-207
208AFRC First Sgt Academy Block II-12 SummaryReview:ReferenceDefinition and PurposeWho does it apply toWhen determinations are madePossible LOD determinationsTypes of determinationsResponsibilitiesAF Form 348Incapacitation PaySummary:In this module we have explored:1. What a LOD Determination is2. Possible LOD Determinations3. LOD Determination Process4. ResponsibilitiesRemember, prompt and accurate action when dealing with possible duty related injuries or illnesses can reduce the chances for hardship and/or inconvenience for both the member and the unit.Oct 2001
209QUESTIONS? First Sergeant Academy Integrity – Service – Excellence Our Job Is People, Everyone is our BusinessIntegrity – Service – ExcellenceQUESTIONS?
211COGNITIVE SAMPLES OF BEHAVIOR: 1. Identify the purpose and goals of the ESGR program2 Determine appropriate procedures associated with support aspects of the ESGR Program3. Justify appropriate use of support procedures associated with the ESGR Program
212Overview What is ESGR ESGR’s Role Programs and Services USERRA ReadinessWhat is ESGRESGR’s RolePrograms and ServicesUSERRAPoints of Contact
213Readiness Ready, Willing and Able to Serve and Perform For the Reservist: READINESS requires Employer Support
214Note: 1 volunteer per 194 Selective Reserve Members ESGREstablished by Presidential declaration in 1972, under the Office of the Secretary DefenseOperates programs as a field activity, on behalf of all National Guard and Reserve membersIncludes 54 committees (every state, District of Columbia, Guam, Puerto Rico, and the the Virgin Islands) staffed by over 4,500 volunteers (business executives, civic and former military leaders)Note: 1 volunteer per 194 Selective Reserve Members
215NCESGR GoalsIncrease public awareness of the critical role and greater utilization / OPSTEMPO of the National Guard and Reserve in the “Total Force” today Increase public awareness of ESGR programs and our mission to build and strengthen cooperation and partnerships between: > Employers > Reserve Component Units/Commanders > National Guard and Reserve Members.
216The ESGR Role Program Awareness Mobilization and Mediation Assistance Employer Support Recognition ProgramsImproved Reservist RetentionImproved READINESS
218AFRC Survey ResultsOnly one-third of companies allow flexible hours to accommodate reserve schedule34% feel Reserve obligation is causing problems at their civilian job56% have utilized vacation time from civilian jobs to perform Reserve duty15% believe they have been denied a civilian promotion because of Reserve duty10% are thinking of leaving AFRC because of job-related problems2/3 don’t know services provided by ESGR
219Mission One and Mobilization Support Unit Information Briefings“Mobilization Support”Mobilization BriefingAwareness:Reservists Rights and Responsibilities
220Briefing with the BossCandid exchange of information between employer, unit leadership and the reservistRole of the unit/reservist within the Air Force missionThe Total Force
222Bosslift Employers see what our reservists are actually doing Employers see the valuable training be conductedMilitary training enhances civilian job specialties
223Statement of Support Employers pledge: They will neither deny employment nor limit or reduce job opportunities because of service in the Reserve componentsThey will grant leaves of absence for military trainingThey will ensure their Reserve employees are aware of these policies
224Employer Recognition Employer Award Programs: Why Reward your Employer?You thank them for their supportYou create goodwill with the employerYou show it’s a two way street
225Ombudsman Services Ombudsman are volunteers that: Provide information and literatureProvide unit briefings or assistanceAnswer questionsUnderstand and can explain the law (USERRA)Can informally mediate difficult issues
226Ombudsman Services Greater than 90% of cases resolved Informal MediationThe Ombudsman Program is extremely effectiveGreater than 90% of cases resolvedRemainder referred to DoL (93% resolved)Almost never go to litigation
227How to Get Help - Informal Mediation (1-800-336-4590) Your local ESGR representativeOmbudsman service- Informal Mediation ( )Dept of Labor/VETS- Formal Investigation (93% resolved)Dept of Justice/Office of Special CounselPrivate Counsel (on your own)
228Uniformed Services Employment and Reemployment Rights Act* USERRAUniformed Services Employment and Reemployment Rights Act*(Title 38 of United States Code, Chapter 43)1994* Administered by Department of Labor
229USERRA Prohibits discrimination against Guard/Reserve service Ensures continued company benefits -- medical, dental, visionEnsures participation in company pension, thrift savings, and stock options-- even during military dutyPermits member to file a claim against the employer if USERRA rightsare violated
230Requirements of USERRA For the Reservist:Provide advance notice -- written or oralLess than five years cumulative absenceServe under honorable conditionsTimely return to civilian job30 days or less: safe travel plus 8 hours31 to 180 days: two weeksover 180 days: 90 days
231Requirements of USERRA For the Employer:Grant Leave of AbsenceAllow for safe travel and restTimely reinstatement of memberGrant status/seniority/benefits to returning memberTrain member, if necessaryDo not discriminate in:(employment, reemployment, or promotion)
232The Bottom Line Reservist should ... … know there is a law (USERRA) governing employment and reemployment rights… ensure they understand the basic tenets of USERRA… ensure they know whom to contact if they have employer questions or conflicts
2331-800-336-4590 www.esgr.org Point of Contact Employer Support of the Guard and ReserveMSG Irene Torkildson, DSN: , COM: (703)
234Summary Readiness What is ESGR ESGR’s Role Programs and Services USERRAPoints of Contact
235It’s all about Readiness. ClosingEmployer Support is achieved through a dialogue between employers, units and Reserve membersIt’s all about Readiness.
236QUESTIONS? First Sergeant Academy Integrity – Service – Excellence Our Job Is People, Everyone is our BusinessIntegrity – Service – ExcellenceQUESTIONS?
238COGNITIVE SAMPLES OF BEHAVIOR: Demonstrate diversity management principles in simulated situations.Demonstrate an appropriate course of action involving diversity management principles in simulated situations.Show how diversity can improve effectiveness in the work place.
239Overview Awareness (Exercise) Barriers to Diversity Reduce Mission EffectivenessEffective Management of Diversity Improves Mission Effectiveness, a FAIR way
240in people. RACE Diversity simply means Differences MP 1 What is Diversity?Diversity simply means Differencesin people.PERSONALITYAGEDISABILITYGENDERRACE
241MP2 Effectively Managing Diversity Awareness (Exercise)ElementsBarriers to Diversity Reduce Mission EffectivenessEffective Management of Diversity Improves Mission EffectivenessFAIR way
242MP 3 Barriers to Diversity ETHNOCENTRISM-the tendency to view the world from one’s personal or ethnic perspective and to judge others’ values, norms, and behavior as wrong if they differ.
243MP 3 Barriers to Diversity StereotypingPrejudiceDiscriminationCollusion
244MP4 What is Stereotyping? CategorizingAn oversimplified standardized image of a person or group
245MP4 What is Prejudice?PreconceivedBiasedDirected against
246MP4 What is Discrimination? UnfairnessbigotryThe act of drawinga distinction
247MP4 What is Collusion?SilenceDenialActive Participation
248The FAIR Way to Manage Diversity MP5 The FAIR WayThe FAIR Way toManage Diversity
249Summary Awareness (Exercise) Barriers to Diversity Reduce Mission EffectivenessEffective Management of Diversity Improves Mission Effectiveness, a FAIR way
250QUESTIONS? First Sergeant Academy Integrity – Service – Excellence Our Job Is People, Everyone is our BusinessIntegrity – Service – ExcellenceQUESTIONS?
252COGNITIVE SAMPLES OF BEHAVIOR: Explain the role of the AFOSIRecognize scenarios when AFOSI should be contactedUnderstand what information a First Sergeant should provide AFOSI
253OVERVIEW Who OSI is What OSI can do for you What you can do for OSI What OSI and you can do together
254MP 1: Who is OSI Patterned after FBI CriminalFraudCounterintelligenceConsolidated investigative services under SECAFField Operating AgencyUnder SAF/IG direction/guidanceDistrict (Geographically Aligned)
255MP 1: Who is OSIMAJCOM Aligned (Regions) / Sqs & Detachments Primary Base InterfaceAF focal point for working w/ U.S. and foreign law enforcement and security services to provide timely/accurate threat infoAFOSI Mission: Identify, exploit and neutralize criminal, terrorist and intelligence threats to the U.S. Air Force, Department of Defense and U.S. Government.
256MP 1: Who is OSIA 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 threatsFederal LEA - Criminal investigations, counterintelligence (CI), specialized investigative activities, protective service ops, & integrated Force Protection for AFIntelligence Community contributors - Collections and operational work in the areas of our mission sets
257MP 1: Who is OSI In-garrison - Felony-level investigations & CI/FP Deployed - CI/FP/CT/AT Support to Deployed CCsInside & 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
258MP 1: Who is OSILaw Enforcement (LE): AF’s only federal law enforcement capabilityCounterintelligence (CI): AF’s only org authorized to conduct CIDeployed: AF’s only “outside the wire” Counter-Threat operations capabilityAnalytical Capability: Fusion of CI, Counter-Terrorism & LE intelligenceCyber Expertise: Nation’s top Cyber intrusion investigators & forensic expertsPolygraph services: AF’s only Polygraph and Credibility Assessment (PCA) capability
259MP 2: What OSI can do for you Good Order and DisciplineBring your Airmen home safelyProvide trainingUse us—we have access to info that can help your CCMay not be OSI case but may be able to cut through red tapeSupport to ANG and AFRC
260MP 3: What you can do for OSI Arbiter between your commander and usBe there for your Airmen when the interview overBe there for the agent(s) working your caseCall us early and oftenLet OSI know what the “rumor mill” is generatingGive OSI opportunities to train and work with your AirmenInsure required reportable CI info is relayed to OSILet OSI speak with your “borderline” Airmen
261MP 4: What we can do together Two-way intelSynergistic relationship built on trustRelationships…welcome Superintendents to your groupVisit your OSI detachmentWelcome the Super to your councilTraining initiatives
262QUESTIONS? First Sergeant Academy Integrity – Service – Excellence Our Job Is People, Everyone is our BusinessIntegrity – Service – ExcellenceQUESTIONS?
263SUMMARY Who OSI is What OSI can do for you What you can do for OSI What OSI and you can do togetherCONCLUSIONThe 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.