3. OVERVIEW  History  Roles and Responsibilities  Air Force Core Values

4. OVERVIEW  OUR STARTING POINT  REVOLUTIONARY WAR  DUTIES  CHANGES, 1832-1847  COL CHARLES A. ROMEYN  1947-PRESENT

5. OUR STARTING POINT  THE FIRST SERGEANT HAS ALWAYS HELD A HIGHLY VISIBLE AND DISTINCTIVE, ALBEIT NOTORIOUS, POSITION IN THE MILITARY UNIT.

6. OUR STARTING POINT  Roman Legion Centurions  First mention of soldiers responsible for disciplining troops  Lead soldier for 100 men  Carried unit’s legions on long poles called standards  Final defenders of legion’s standards during battle  Conduit between officers and enlisted

7.  17 th Century Prussian Army Feldwebel  Overseer of enlisted personnel  Assigned at company level  Knowledgeable of duties  Accountability of people  Continuity of company commander  Authorized to use cane to instill discipline  How are first sergeants viewed today? OUR STARTING POINT

8. REVOLUTIONARY WAR  General Washington: Battled with unit ineffectiveness / desertion  General Baron Von Stuben of Prussian Army  Tactics in training and drill  Required high degree of discipline  Task given to first sergeant  Company first sergeant  “Blue Book of Regulation”

9. REVOLUTIONARY WAR  “Blue Book of Regulations”  Duties / responsibilities of company members  Key personnel  Names, height, jobs, addresses of personnel

10. DUTIES  Original First Sergeant Duties  Maintain duty roster  Take daily orders  Complete morning roster  Be acquainted with all personnel  Be available  Maintain company’s descriptive books

11. CHANGES OF 1832-1847  Wore red sash around the waist  New pay scale – $15.00/month  Sgt. Majors, Quartermaster Sergeants, & Chief Musicians received $16/month  1847– authorized chevrons on jacket and wear of the lozenge (diamond) on the insignia

12. COL CHARLES A. ROMEYN  Requirements of the “Best First Sergeant”  Sobriety  Loyalty  Always on the job!  Knowledge of paperwork  Physically active  Sympathetic & tactful  Marksman & horsemanship

13. CHANGES FROM 1947 TO PRESENT  1947– formal position and AFSC (731X0) vs. rank  E-6 and above could hold position  1960 – AFSC changed to 10090 / opened to all AFSC’s  1971– only E-7’s, FSA optional  1985– mandatory completion of FSA  Graduates prior to 03A can stay indefinitely  2002– officially became a special duty

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

15. Roles 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.

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

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

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

19. "If your actions inspire others to dream more, learn more, do more and become more, you are a leader“ John Quincy Adams

20. Summary History Roles and Responsibilities Air Force Core Values

23. Overview  Sponsorship Program  Base Orientation  Unit Orientation  AFRC

24. MP 1: Sponsorship Program  Inbound Personnel  Unit Allocation  INTRO Program

25. MP 2: Base Orientation  Wing Commander or Representative  Inspector General  Staff Representatives

26. MP 3: Unit Orientation  Unit Commander or Representative  Mission and Objectives  First Sergeant  Senior ART  OIC/NCOIC  Training Monitor  CSS

27. MP 3: Unit Orientation  Immediate Supervisor  Mission and Objectives  Duty Hours  Lunch Hour  Duty Tasks  Training  Safety  Coworker Introductions

28. AFRC 4 th Air Force – focus specifically on global reach (tankers and airlift capabilities). 10 th Air Force – strike, ISR, space, cyber, and special operations assets. 22 nd Air Force – tactical airlift, combat support, training.

29. A IR F ORCE R ESERVE C OMMAND

30. MP2: FIRST SGT ROLE

31. Summary Sponsorship Program Base Orientation Unit Orientation AFRC

34. Overview:  Satisfactory Participation  Nonparticipation  Types of Participation  Telecommuting  Points Accumulation  First Sergeant Responsibility

35. AFI 36-2254 VOL 1 Reserve Personnel Participation; VOL 2 Reserve Personnel Training VOL 3 Reserve Personnel Telecommuting/ Advance Distributed Learning (ADL) Guidelines

36. – Military standards of dress and appearance – Physical fitness requirements – Medical standards and qualifications – Perform 48 paid Training Periods per year (TP) – Perform at least 14 AT per year SATISFACTORY PARTICIPATION IS NOT THE SAME AS A GOOD YEAR! 50 POINTS IS JUST A BI-PRODUCT OF PARTICIPATING Requirements For Satisfactory Participation?

37. Excused Absence Unexcused Absence Constructively Present

38. Initial Active Duty Training (IADT) Unit Training Assembly (UTA) Equivalent Training (ET) RMP Additional Flying Training Period (AFTP) Additional Ground Training Period (AGTP) Annual Tour (AT) Active Duty for Operational Support (ADOS) Progression Tours Active Duty for Training (ADT) Tours

41.  Airmen are subject to the UCMJ  Must meet all participation requirements  Approval Authority – NAF/Wing/Group CC or Designees  Authority concurrence prior to performing telecommuting  Should not use for formal training  Written Agreement  Approving Authority  Supervisor

42. Earning 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 Duty – 1 point for each 3 hours of awarded ECI courses (15 max) – Max earnings 365 creditable points (366 for a leap year) per year

43. Meet and Greet Review Unit Absentee Report Oversee commander’s program Lead by example Ensure the integrity of the unit You are the model

44. Summary: Satisfactory Participation Nonparticipation Types of Participation Telecommuting Points Accumulation First Sergeant Responsibility

47. OVERVIEW  General Guidance  Types of Leave  Passes  Permissive TDY  Reserve Members  Unauthorized Absence  Classification (AWOL/Deserter)  Sequence of Events

48. 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  Charged for duty days and non-duty days  Leave Extensions  Determining Leave or Duty Status  Examples  Recall from Leave  Special Leave Accrual (SLA)

49. MP2. Types of Leave  Annual Leave  Advance 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

50. 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.  3-Day: Must contain at least one duty day  4-Day: Must include two consecutive non-duty days

51. MP4. Permissive TDY (PTDY)  Administrative Absence  Not chargeable as leave  50 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

52. WHEN DOES THIS APPLY TO AFRC MEMBERS? CAN WE GIVE AIRMEN ON A UTA WEEKEND A DAY OFF? MP5. Reserve Members

53. MP 6: UNAUTHORIZED ABSENCE  WHEN THEY BEGIN  WHEN THEY END

54. MP 7:AWOL/DESERTER CLASSIFICATION  CLASSIFICATION DETERMINED BY TIME  REASONS FOR IMMEDIATE DESERTER CLASSIFICATION

55. MP 8: RESPONSIBILITIES AND SEQUENCE OF EVENTS  COMMANDER  FIRST SERGEANT  SUPERVISOR  SECURITY FORCES  MPF

57. WHEN DOES THIS APPLY TO AFRC MEMBERS? CAN AN AIRMAN ON A UTA WEEKEND BE AWOL? MP9. Reserve Members

58. Summary General Guidance General Guidance Types of Leave Types of Leave Passes Passes Permissive TDY Permissive TDY Reserve Members Reserve Members Unauthorized Absence Unauthorized Absence Classification (AWOL/Deserter) Classification (AWOL/Deserter) Sequence of Events Sequence of Events

61. OVERVIEW  Objective and Recommendations  Common Decorations  Considerations for Decorations  Awards Program  Presentation

62. MP 1: OBJECTIVE OF AND RECOMMENDATIONS FOR RECOGNITION  Recognize personnel to foster morale, incentive, and esprit de corps  Who deserves recognition  Not for a token effort  Service-Honorable

63. MP 1: OBJECTIVE OF AND RECOMMENDATIONS FOR RECOGNITION  “Diamond” Check  Decorations  Level of Responsibility  Manner of Performance  Other Recognition  Whole Person Concept  Performance clearly above peers

64.  Decorations are awarded for:  Outstanding achievement  Heroism or acts of courage  Meritorious service  When:  PCS/PCA/Retirement  Extended Tour MP 2: DECORATIONS

65.  Meritorious Service Medal  Air Force Commendation Medal  Air Force Achievement Medal  Air Force Good Conduct Medal  Air Reserve Forces Meritorious Service Medal  Armed Forces Reserve Medal MP 2: COMMON DECORATIONS

66. MP 3: Considerations  Denial  Supervisor & CC (Décor 6)  Good Conduct Medal (Memorandum)  Disapprove or Downgrade  Approval Authority  Refusal  Member elects not to wear  Revocation  Approval Authority

67. MP 4: AWARDS PROGRAMS  1 st Sgt Involvement  12 Outstanding Airman of the Year  Quarterly  Annual  Functional  Other Awards  Example: Military Outstanding Volunteer Service Award  Informal Unit-level Recognition

68. MP 5: PRESENTATION OF AWARDS/DECS  Special Awards/Trophies/Gifts-Where can you get them?  O&M Funds  SM&W Funds  Solicitation  Legalities  Ceremony  Make it a big deal!!

69. Summary Objective and Recommendations Objective and Recommendations Common Recognition Common Recognition Considerations Considerations Awards Program Awards Program Presentation Presentation

71. 70  Intent  Unit Responsibilities  Air Force Instruction  Building a Squadron Fitness Program  Nutritional Education and Resources  Various Exercise Programs OVERVIEW

72. 71 MP1. INTENT AFI 36-2905 “It is every Airman’s responsibility to maintain the standards set forth in this AFI 365 days a year.” “The Goal of the fitness program is to motivate all members to participate in a year-round physical conditioning program that emphasizes total fitness, to include proper aerobic conditioning, strength/flexibility training and healthy eating.” “Health benefits from an active lifestyle will increase productivity, optimize health, and decrease absenteeism while maintaining a higher level of READINESS.”

73. “The idea is to maintain a constant state of readiness and fitness..” Ellsworth AFB 2009 “The new PT test is about developing a fitness lifestyle.” Ellsworth AFB 2009 “A higher operations tempo requires Airmen to be physically fit. The chief said the new physical fitness test will keep everyone fit to fight.” Military.com 2009 CMSAF JAMES A. ROY MP 1: INTENT

74. 73 MP2: Responsibilities Unit Commander  Execute and enforce the unit fitness program and ensure appropriate action is taken of non-compliance.  Provide a work environment that supports healthy lifestyle choices.  Implement and maintain a unit/squadron PT program  Have a written policy that describes their Unit Fitness Program  Appoint Physical Training Leaders (PTL) and Unit Fitness Program Managers (UFPM) in writing  Will encourage members to participate in physical fitness training up to 90 minutes, 3 to 5 times per week and are encouraged to schedule or authorize training during duty hours. “CMSAF Roy encouraged commanders, first sergeants and chief master sergeants to lead their Airmen in fitness programs.” Joint Base Andrews 2009

75. MP2: Responsibilities First Sergeant  Be familiar with and ensure all Airmen are aware of the Commander’s Fitness Program  Work with PTLs and UFPMs to be aware of all member’s fitness levels, and advise Commander of negative quality force indicators  Be familiar with support agencies and resources that can assist Airmen on meeting the USAF fitness standards  Lead by example by participating in squadron PT functions, as well as some sort of self-directed fitness program  Brief unit leadership on possible trends affecting the mission  Know the AFI and advise leadership of the proper administrative actions

76. MP2: Responsibilities Airmen  Know AFI 36-2905  Know the Commander’s policies  Know their PTLs and UFPM  Lead a Healthy Life Style  Help/Education those not in compliance  Be physically ready to accomplish the mission.  Attain and maintain excellent physical conditioning and always meet Air Force fitness standards.  Actively participate in the Air Force Fitness Program

77.  Each component has a minimum component score. These scores do not earn a composite passing score. Failure to meet minimum in one or more component results in an Unsatisfactory FA Score.  The Fitness Assessment Cell (FAC) will conduct all Fitness Assessments. Where there is no FAC, FA’s should be conducted by a certified PTL from another unit.  Fitness Screening Questionnaire – Should be completed no earlier than 30 calendar days (90 for ARC), but NLT 7 days prior to FA to provide time for medical evaluation.  Testing - Must be completed within a 3-hour window on the same day, (Must be in military status for assessment) MP3 AFI

78.  3 Jan 2012 – New AF Guidance Memo about Fitness  Revised Push-ups and Sit-ups  How does Fitness affect EPR’s and OPR’s?  If Pass, then MEETS STANDARDS  If Fails, then DOES NOT MEET STANDARDS Attachment 1, 4c “Remain current as defined in AFI 36-2905 (dated 1 July 2010), paragraph 2.12. Failing to remain current as well as failing to attain a passing score on the applicable FA before the end of the performance report reporting period will result in a "DOES NOT MEET STANDARDS" rating on the member’s OPR/EPR if, as of the closeout date of the performance report, currency or a passing score is not obtained”

79. MP 3 AFI  Exemptions are designed to categorize members as unable or unavailable to train or assess for a limited time period Commanders may grant exemptions as outlined in AFI 36- 2905, Table 4.3 CATEGORIES  Composite Exemptions – Member is exempt from all components of the FA  Component Exemption – Member is exempt from one or more components of the FA, but will be assessed on the remaining components

80. MP 3 AFI  Exemption greater than 30 days, including pregnancy, will refer to the EP/FPM or appropriate ancillary provider for exercise assessment, prescription and counseling, or rehabilitation program  Member is eligible for FA 42 days after expiration of physical limitation if greater than 30 days. (180 days for pregnancies)  Any member Exempt from a component and scores 90 or Above, still has to test every 6 month  Military provider must make final disposition for any physical limitation in cases where non-military providers are utilized  PCS – Must be current and not expired prior to the RNLTD and is authorized 42 days from the DAS before assessment

81. MP3 AFI Attachment 19

82. What is the typical conversation about the USAF Fitness Program? What is the effect the typical conversations have on F2F results? AFI 36-2905 states: “The Goal of the fitness program is to MOTIVATE all members to participate in a year-round physical conditioning program that emphasizes total fitness, to include proper aerobic conditioning, strength/flexibility training and healthy eating.” MP4: Building a Squadron Fitness Program

83. Goal is to motivate all members What motivates you? Circuit Training

84. MP 5: Nutritional Education  Do you eat healthy?  How do you know?  How many times a day do you eat?  How many calories a day do you consume?  Where do your calories come from?

85. MP 6: Various Exercise Programs  Be familiar with various classes and programs offered both on base and off.  CC and CCF should be actively involved.  CC and CCF lead by example, both in participation and attitude.  Recognize and reward effort and accomplishments, but also correct those who do not meet standards (according with AFI 36-2905).

86. 85 Summary  Intent  Unit Responsibilities  Air Force Instruction  Building a Squadron Fitness Program  Nutritional Education and Resources  Various Exercise Programs

89.  Family Care Program  First Sergeant Responsibilities  Family Care Plan OVERVIEW

90. MP 1: Family Care Program  FAMILY CARE PLANNING IS THE ADVANCED PROCESS OF PLANNING FOR THE CARE OF FAMILY MEMBERS DURING THE AIR FORCE MEMBER’S ABSENCE  PERSONNEL REQUIRED TO DOCUMENT THEIR PLAN ON AF FORM 357  DEFERMENTS FROM DUTY

91. MP 2: First Sgt Responsibilities  Certification  Briefings

92. MP 3: Family Care Plan  AF Form 357  Copies of POA  Continuation Sheet/Attachments

93. SUMMARY  Family Care Program  First Sergeant Responsibilities  Family Care Plan

96. OVERVIEW  Promotion Authority  Ineligible for Promotion  Minimum Eligibility Requirements  Types of Promotions  Promotion Process  First Sergeant’s Role

97. REFERENCES  AFI 36-2502, Airmen Promotion Program Chapter 4 applies specifically to Reservists  AFI 36-2113, The First Sergeant  AFI 36-2618, The Enlisted Force Structure

98. MP1 Promotion Program Objectives “The Air Force must be able to identify those people with the highest potential to fill positions of increase grade and responsibility.” AFPD 36-25

99. MP2 Promotion Authority  Amn – MSgt Unit Commander  SMSgt – CMSgt Wing Commander or detached Group Commander

100. MP3 Ineligible for Promotion  A member in training status code “T” is ineligible  An 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 3  A referal EPR do to a Fitness Test Failure  1 year from the date of a court martial order or the longest period of punishment renders a member ineligible  The member is blocked for promotion  The airman does not meet the requirements of Table 4.2, eligibility requirements

101. 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 Applicable A1CNot Required6 months (From IADT) Not Applicable SrA3-skill level8 monthsNot Applicable1 year SSgt (See Note 10) 5-skill level, or a 3-skill when a 5-skill does not exit in AFSC 12 monthsNot Applicable4 years TSgt7-skill level18 monthsNot Applicable5 years MSgt (See Note 11) 7-skill level24 months8 years SMSgt (See Note 12) 7- or 9-skill level24 months10 years11 years CMSgt9-skill level24 months10 years14 years MP4 Minimum Eligibility Requirements for Promotion

102. MP5: Types of Promotions Unit Vacancy Promotion Extended Promotion Program (EPP) Promotion Enhancement Program (PEP)

103.  Promotions occur monthly  Personnel must meet the eligibility criteria outlined in AFI 36-2502, Table 4.2 prior to the first day of the promotion cycle  Individuals 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 Unit Vacancy

104. Extended 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 97  Allows 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) have commanders approval  Applies to Air Reserve Technicians (ART’s) and Traditional Reservists who meet eligibility criteria and have commanders approval  No current UIF or Control Roster  Meets all requirements of AFI 36-2502, Table 4.2, excluding unit vacancy

105. PROMOTION ENHANCEMENT PROGRAM (PEP) Reference: AFI 36-2502 (Table 4.2), 22 AF/CCC Memo dated 30 October 2001 General Overview: Eligibility: Meet requirements for promotion according to AFI 36-2502, Table 4.2 Be blocked from promotion under Unit Vacancy Promotion Program Can only be promoted one grade higher than unit manning document (UMD) position to which currently assigned Recommended by unit commander Meet the Fitness Requirements Must not be in an overage on the UMD Must not have any unexcused absences

106. MP6: Promotion Process 1. 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.

107. PERSONAL DATA - PRIVACY ACT OF 1974 (USC 552a) UNIT: 123 AERIAL PORT SQ FFLHB0 PAS: W52PFLHB WESTOVER AFB MA 010220000 RESERVE AIRMEN PROMOTION ELIGIBILITY ROSTER PROMOTION MONTH: JUL THE FOLLOWING PERSONNEL, YOUR UNIT, MEET ALL THE REQUIREMENTS OF AFI 36-2502, TABLE 4.2, FOR PROMOTION TO THE NEXT HIGHER GRADE. REQUEST YOU REVIEW THIS LISTING AND MAKE YOUR ANNOTATIONS FOR NONRECOMMENDATIONS THEN FORWARD TO THE MPF. NAME GR-CURR PAFSC PAY-DT PME-1ST AUTH-GRD SSAN DOR CAFSC SAT-SVC PME-2ND POSN-NR EPR EFF-DT DAFSC RR--YY PME-3RD FAC UNEXCUSED EXCUSED WMP-STAT TNG_STAT ART MIGALA, LINDSAY CA SSG 2T271 15 SEP 1997 36 TSgt 123-45-6789 01 MAR 2003 2T251 080000 0079758 3B-13 APR 2006 12 APR 2004 2T271 0915 42H100 0 24 R BOUCHARD, JOHN MSGT 2T271 15 SEP 1997 36 SMSGT 123-45-6789 01 MAR 2003 2T251 080000 0079758 3B-13 APR 2006 12 APR 2004 2T271 0915 42H100 0 24 R I CERTIFY THAT THE INFORMATION LISTED IS TRUE AND CORRECT. I FURTHER CERTIFY THAT ALL PERSONNEL NOT RECOMMENDED HAVE BEEN ANNOTATED ACCORDINGLY. Michael R Bellerose 25JUN07 SIGNATURE OF UNIT COMMANDER DATE Until further review is made, member is ineligible until 01AUG07

108. MP6: Promotion Process 3. Complete the AF Form 224 in duplicate (mandatory for promotions to SMSgt and CMSgt) for Wing Commanders approval 5. Forward the roster, RSC and the AF Form 224 to the MPF by the end of the UTA. 4. The Unit prepares a Reserve Service Commitment (RSC) Contract on personnel being recommended for promotion to MSgt/SMSgt/CMSgt. Must have two years retainability.

109. Ineligibility Roster PERSONAL DATA - PRIVACY ACT OF 1974 (USC 552a) UNIT: 123 AERIAL PORT SQ FFLHB0 RESERVE AIRMEN PROMOTION INELIGIBILITY ROSTER PROMOTION MONTH: JUL NAME PAFSC DOR TNG-ST ASG-GR+1 PME1 PAY-DT GRD ART SSAN DAFSC POSN-NR FAC AUTH-GRD PME2 TEMSD 2AFSC SAT SVC UNEXC WMP PME3 EPR UIF CNTL-RSR ART15 ---------------------------------------------------------------------- BENTLEY, EDNA TERI 2T271 01-MAR-04 R 37 Q 13-DEC-84 TSG 012-65-9874 2T251 0079845 42H100 35 X 201129 0 3-B INELIGIBLE REASON: UMD-OVERAGE PME NO-VACANCY BIZA, STEPHANIE LYN 2T251 01-JAN-06 R 35 10-APR-05 SRA 123-89-6541 2T251 0079919 42J100 34 010000 0 - INELIGIBLE REASON: PME

110. MP7: FIRST SGT ROLE

111. 1.2. 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. AFI 36-2113

112. first sergeant’s primary responsibility is to maintain a mission-ready enlisted force. 6.1.7. First 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. AFI 36-2113

113. SUMMARY Promotion Authority Ineligible for Promotion Minimum Eligibility Requirements Types of Promotions Promotion Process First Sergeant’s Role

116. Reference: AFI 36-2907 Unfavorable Information File (UIF) Program REFERENCES

117. OVERVIEW  Purpose  Counseling's, Admonishments and Reprimands  Unfavorable Information File  Control Roster  Responsibilities

118. 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

119.  Counseling  Admonishments  Reprimands MP2. Administration Counseling

120. MP 2 PROCEDURES AND FORMAT  Privacy Act  PIF/UIF/’Desk Drawer’  Format

121. MP3 Unfavorable Information File  AF Form 1058  AF Form 1137  Commander’s Actions  Member’s Actions

122. MP4 MANDATORY/OPTIONAL ENTRIES -UIF  Mandatory  Table 2.2 AFI 36-2907  Optional  Table 2.2 AFI 36-2907

123. MP5 DISPOSITION/REMOVAL  AFI 36-2907, Table 2.2  Disposition Determined By Type Of Document Filed In UIF  Early Removal  Limitations On Removal

124. MP6 UIF CAREER IMPACT No Mandatory Limitations

126. MP1 DEFINITION AND PURPOSE “Rehabilitative tool used by commanders at all levels to set a 6-12 month observation period for individuals…who fail to meet or maintain AF standards of conduct…on and off duty.” --AFI 36-2907

127. MP2 ESTABLISHING CONTROL ROSTERS  Procedures  AF Form 1058  AF Form 1137  Commander’s Actions  Member’s Actions

128. MP3 REMOVAL ACTIONS  Automatically 2400 on the last day of the designated period (Up to 12 calendar months)  Early Removal

129. MP4 CONTROL ROSTER IMPACT  EPR  Promotion  Reenlistment  PCS/PCA  Formal Training

130. MP5 RESPONSIBILITIES  Commanders  First Sergeants  Supervisors  UIF Monitor

131. SUMMARY Purpose Counseling/Reprimands UIF CR Responsibilities

134. OVERVIEW  Policy  Authority  Reasons for Demotions  Demotion Process  Grade Demotions  Appeal Process

135. MP1 Purpose Ensure personnel are fully qualified to serve in their current grade and position. Peter Principle: States that people are promoted to their level of incompetence.

136. Policy:  AFI 36-2502 “Airman Promotion/Demotion Programs” (31 Dec 09)  AFPD 36-25 “Military Promotion & Demotion  Administrative in nature  Apply to members in grades of E-2 to E-9  Not used in place of UCMJ actions MP1 Purpose

137. Policy:  Give opportunity to overcome deficiencies  Do not demoted Airmen who have separated  Sec of AF may direct demotions  Cannot be suspended  Once initiated, cannot be reassign  Do not reassign in lieu of demotion MP1 Purpose

138. MP2 Demotion Authority  Amn - MSgt >>> SPCMA Commander  SMSgt - CMSgt >>> AFRC/CV  Voluntary >>> Wing DP

139. MP2 Demotion Authority  Individual Mobilization Augmentees >>> Commander of MAJCOM, FOA, DRU  Non-pay Program Reservists >>> ARPC/CC  Selected Reserve Program >>> HQ ARPC/DR

140. MP3 Reasons for Demotions  Student Status Termination  Skill level  Failure to participate  Failure to fulfill NCO responsibilities  Physical condition/body fat standards  Reorganization  Failure to qualify for duty  Voluntary change of assignment

141. Involvement  Immediate commander  Individual  Military Personnel Flight (MPF)  Demotion Authority MP4 Demotion Process

142. Notification:  Must be in writing  State reason and facts  Member must acknowledge receipt  Appeal information provided to member MP4 Demotion Process

143. Airman 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

144. Unit CC Consults With SJA STOP PROCESS NO CC Notifies Airmen in Writing (Include a summary of basis with facts, rights to council, right to a personal hearing) YES

145. Airman responds to Commander orally, in writing, or both within 3 working days (The commander may grant an extension in writing) Notifies Airmen he/she is stopping the process. STOP CC reviews Airmen’s response to demotion. (Agrees/Disagrees) The 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

146. Military 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’s The 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 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. STOP Disagrees Demotion 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.

147. Commander’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 Demoted No Appeal Appeal Demotion Authority Reverses decision and restores original grade. Or demotion authority forwards case to appellate authority without comment.

148. Appellate Authority E-2- E7 Appeal to AFRC/CV E8- E9 Appeal to AFRC/CC The 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 Appeal The 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

149. AIRMEN 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, 78150-4713, within 5 workdays.

150. Retirement Authority Decision The demotion process continues if the authorities disapprove the application. The demotion process terminates if authorities approve the retirement application. STOP

151. Current Grade Demotion to: SRA or higher >>> A1C A1C >>> AMN AMN >>> AB Note: 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. MP5 Grade Demotions

152.  Must be in writing  Must be done within 30 Days  Appellate authority: – For Amn - MSgt >>> AFRC/CV – For SMSgt - CMSgt >>> AFRC/CC MP6 Appeals Process

153. SUMMARY Policy Authority Reasons for Demotions Demotion Process Grade Demotions Appeal Process

156. OVERVIEW  Purpose And General Policies  Type  Service Characterizations AFI 36-3208 AFI 36-3208 Administrative Separation of Airmen Administrative Separation of Airmen

157. MP1 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

158. MP1.1 TYPES OF ADMINISTRATIVE SEPARATIONS  Required  Voluntary  Involuntary

159. MP1.2 REASONS TO RETAIN BEYOND ETS  Make good time lost  Retention for courts-martial  Complete separation processing  Medical treatment  Foreign court disposition

160. MP2 VOLUNTARY SEPARATIONS Reasons for Separations  Reasons for Separations  Convenience of the Government (COG)  Dependency/Hardship  In lieu of courts-martial

161.  Reasons  Involuntary COG  Defective Enlistments  Entry level performance or conduct  Unsatisfactory performance  Substance abuse treatment failure  Misconduct  Conditions that interfere with military service MP3.1 INVOLUNTARY SEPARATIONS

162. CBZCBZ Civilian Below the Zone

163. ADMINISTRATIVE DISCHARGE BOARDS (a fact-finding/recommending board that reviews all the information about the case)  Board entitled if:  NCO when processing starts  6 or more years TAFMS when processing starts  UOTHC characterization is recommended  In the interest of National Security MP3.2 INVOLUNTARY SEPARATIONS

164. MP4.1 CHARACTERIZATIONS  Honorable  General  UOTHC

165. NON-CHARACTERIZATIONS  Entry Level  Release from Custody and Control  Dropped From Rolls MP4.2 CHARACTERIZATIONS

166. SUMMARY Purpose/General Policies Purpose/General Policies Type Type Characterizations Characterizations

169. Overview  Readiness  What is ESGR  ESGR’s Role  Programs and Services  USERRA  Points of Contact

170. Readiness Ready, Willing and Able to Serve and Perform For the Reservist: READINESS requires Employer Support

171. ESGR Established by Presidential declaration in 1972, under the Office of the Secretary Defense Operates programs as a field activity, on behalf of all National Guard and Reserve members Includes 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

172. Increase 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. NCESGR Goals

173. The ESGR Role  Program Awareness  Mobilization and Mediation Assistance  Employer Support Recognition Programs  Improved Reservist Retention  Improved READINESS

174. Critical Balance ` FamilyEmployer Reservist

175. AFRC Survey Results  Only one-third of companies allow flexible hours to accommodate reserve schedule  34% feel Reserve obligation is causing problems at their civilian job  56% have utilized vacation time from civilian jobs to perform Reserve duty  15% believe they have been denied a civilian promotion because of Reserve duty  10% are thinking of leaving AFRC because of job-related problems  2/3 don’t know services provided by ESGR

176. Mission One and Mobilization Support Awareness: Reservists Rights and Responsibilities “ Mission One” Unit Information Briefings “Mobilization Support” Mobilization Briefing

177. Briefing with the Boss  Candid exchange of information between employer, unit leadership and the reservist  Role of the unit/reservist within the Air Force mission  The Total Force

178. Bosses Day

179. Bosslift Employers see what our reservists are actually doing Employers see the valuable training be conducted Military training enhances civilian job specialties

180. Statement of Support  They will neither deny employment nor limit or reduce job opportunities because of service in the Reserve components  They will grant leaves of absence for military training  They will ensure their Reserve employees are aware of these policies Employers pledge:

181. Employer Recognition Employer Award Programs: Why Reward your Employer? You thank them for their support You create goodwill with the employer You show it’s a two way street

182. Ombudsman Services Ombudsman are volunteers that: Provide information and literature Provide unit briefings or assistance Answer questions Understand and can explain the law (USERRA) Can informally mediate difficult issues

183. Ombudsman Services  Informal Mediation  The Ombudsman Program is extremely effective Greater than 90% of cases resolved Remainder referred to DoL (93% resolved) Almost never go to litigation

184. How to Get Help 1.Your local ESGR representative 2.Ombudsman service - Informal Mediation (1-800-336-4590) 3.Dept of Labor/VETS - Formal Investigation (93% resolved) 4.Dept of Justice/Office of Special Counsel 5.Private Counsel (on your own)

185. Uniformed Services Employment and Reemployment Rights Act* USERRA (Title 38 of United States Code, Chapter 43) 1994 * Administered by Department of Labor

186.  Prohibits discrimination against Guard/Reserve service  Ensures continued company benefits -- medical, dental, vision  Ensures participation in company pension, thrift savings, and stock options -- even during military duty  Permits member to file a claim against the employer if USERRA rights are violated USERRA

187. Requirements of USERRA For the Reservist:  Provide advance notice -- written or oral  Less than five years cumulative absence  Serve under honorable conditions  Timely return to civilian job F 30 days or less: safe travel plus 8 hours F 31 to 180 days: two weeks F over 180 days: 90 days

188. For the Employer:  Grant Leave of Absence  Allow for safe travel and rest  Timely reinstatement of member  Grant status/seniority/benefits to returning member  Train member, if necessary  Do not discriminate in: (employment, reemployment, or promotion) Requirements of USERRA

189. The 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

190. Point of Contact 1-800-336-4590 Employer Support of the Guard and Reserve MSG Irene Torkildson, DSN: 426-1396, COM: (703) 696-1396 itorkildson@osd.pentagon.mil www.esgr.org

191. Summary Readiness What is ESGR ESGR’s Role Programs and Services USERRA Points of Contact

192. Employer Support is achieved through a dialogue between employers, units and Reserve members Closing It’s all about Readiness.

195. Overview  Purpose of Military Law  The Manual for Courts-Martial (MCM)  Rights of an Accused  Rights Advisement  Training Requirements  Parts of a Punitive Article  Commonly used Punitive Articles

196. MP1. Purpose of Military Law Preamble of the MCM: “The purpose of military law is to promote justice, to assist in maintaining good order and discipline in the armed forces, to promote efficiency and effectiveness in the military establishment, and thereby strengthen the national security of the United States ”

197. MP2. MCM Overview  Part 1: Preamble  Part 2: Rules for Courts-Martial (RCM)  Part 3: Military Rules of Evidence (MRE)  Part 4: The Punitive Articles  Part 5: Non-judicial Punishment (NJP) Procedures

198. MP3. Rights of an Accused  Article 31 Presumption of innocence Burden of proof Reasonable Doubt Self-Incrimination Rights Advisement

199. MP3. Rights of an Accused  Article 27, Equal Qualifications  Article 32 Pretrial Investigation General Courts-Martial  Article 38, Right to an attorney  Article 137, UCMJ training requirements Initial entry After completion of 6 months of active duty Upon reenlistment

200. MP4. Parts of the Punitive Article  Articles 77 – 134 (Punitive Articles) Part 1: Text Part 2: Elements Part 3: Explanation Part 4: Lesser Included Offenses Part 5: Maximum Permissible Punishments Part 6: Sample Specifications

201. 47. Article 122 – Robbery A. Text of statute Any person subject to this chapter who with intent to steal takes anything of value from the person or in the presence of another, against his will, by means of force or violence or fear of immediate or future injury to his person or property or to the person or property of a relative or member of his family or of anyone in his company at the time of the robbery, is guilty of robbery and shall be punished as a court-martial may direct. B. Elements (1) That the accused wrongfully took certain property from the person or from the possession and in the presence of a person named or described; (2) That the taking was against the will of that person; (3) The taking was by means of force, violence, or force and violence, or putting the person in fear of immediate or future injury to that person, a relative, a member of the person’s family, anyone accompanying the person at the time of the robbery, the person’s property, or the property of a relative, family member, or anyone accompanying the person at the time of the robbery; (4) That the property belonged to a person named or described; (5) That the property was of a certain or of some value; and (6) That the taking of the property of the accused was with the intent permanently to deprive the person robbed of the use and benefit of the property. (7) That the means of force or violence or of putting the person in fear was a firearm. C. Explanation (1) Taking in the presence of the victim. It is not necessary that the property taken be located within any certain distance of the victim. (2) Force or violence. For a robbery to be committed by force or violence, there must be actual force or violence to the person, preceding or accompanying the taking against the person’s will, and it is immaterial that there is no fear engendered in the victim. (3) Fear. For robbery to be committed by putting the victim in fear, there need be no actual force or violence, but there must be a demonstration of force or menace by which the victim is place in such fear that the victim is warranted in making no resistance. D. Lesser included offences (1) Article 121 – larceny (2) Article 121 – wrongful appropriation (3) Article 128 – assault; assault consummated by a battery (4) Article 128 – assault with a dangerous weapon (5) Article 134 – assault with intent to rob (6) Article 80 – attempts E. Maximum punishment (1) When committed with a firearm. Dishonorable discharge, forfeiture of all pay and allowances and confinement for 10 years. (2) Other cases. Dishonorable discharge, forfeiture of all pay and allowances, and confinement for 10 years. F. Sample specification In that (personal jurisdiction data) did (at/on board – location) (subject-matter jurisdiction data, if required), on or (violence) (force and violence) (and) (putting him/her in fear) (with firarm) steal from the (person) (presence) of, against his/her will, (a watch) ( ) of value of (about) $ the property of

202. 47. Article 122 – Robbery A. Text of statute Any person subject to this chapter who with intent to steal takes anything of value from the person or in the presence of another, against his will, by means of force or violence or fear of immediate or future injury to his person or property or to the person or property of a relative or member of his family or of anyone in his company at the time of the robbery, is guilty of robbery and shall be punished as a court-martial may direct.

203. 47. Article 122 – Robbery B. Elements (1) That the accused wrongfully took certain property from the person or from the possession and in the presence of a person named or described; (2) That the taking was against the will of that person; (3) The taking was by means of force, violence, or force and violence, or putting the person in fear of immediate or future injury to that person, a relative, a member of the person’s family, anyone accompanying the person at the time of the robbery, the person’s property, or the property of a relative, family member, or anyone accompanying the person at the time of the robbery; (4) That the property belonged to a person named or described; (5) That the property was of a certain or of some value; and (6) That the taking of the property of the accused was with the intent permanently to deprive the person robbed of the use and benefit of the property. [NOTE: If robbery was committed with a firearm, add the following.] (7) That the means of force or violence or of putting the person in fear was a firearm.

204. 47. Article 122 – Robbery C. Explanation (1) Taking in the presence of the victim. It is not necessary that the property taken be located within any certain distance of the victim. (2) Force or violence. For a robbery to be committed by force or violence, there must be actual force or violence to the person, preceding or accompanying the taking against the person’s will, and it is immaterial that there is no fear engendered in the victim. (3) Fear. For robbery to be committed by putting the victim in fear, there need be no actual force or violence, but there must be a demonstration of force or menace by which the victim is place in such fear that the victim is warranted in making no resistance.

205. 47. Article 122 – Robbery D. Lesser included offences (1) Article 121 – larceny (2) Article 121 – wrongful appropriation (3) Article 128 – assault; assault consummated by a battery (4) Article 128 – assault with a dangerous weapon (5) Article 134 – assault with intent to rob (6) Article 80 – attempts

206. 47. Article 122 – Robbery E. Maximum punishment (1) When committed with a firearm. Dishonorable discharge, forfeiture of all pay and allowances and confinement for 15 years. (2) Other cases. Dishonorable discharge, forfeiture of all pay and allowances, and confinement for 10 years.

207. 47. Article 122 – Robbery F. Sample specification In that (personal jurisdiction data) did (at/on board – location) (subject-matter jurisdiction data, if required), on or (violence) (force and violence) (and) (putting him/her in fear) (with firearm) steal from the (person) (presence) of, against his/her will, (a watch) ( ) of value of (about) $ the property of

208. MP5 Common Punitive Article  Ar ticle 85, Desertion  Article 86, Absence without leave  Article 91, Insubordinate Conduct toward warrant officer, noncommissioned officer, or petty officer  Article 92, Failure to obey order or regulation  Article 107, False Official Statement  Article 108, Military property of the United States –sale, loss, damage, destruction or wrongful disposition  Article 111, Drunken or reckless operation of vehicle, aircraft, or vessel  Article 112, Drunk on Duty  Article 112a, Wrongful use, possession, etc. of controlled substances  Article 117, Provoking Speeches and gestures  Article 123a, Making, drawing, or uttering check without sufficient funds  Article 128, Assault  Article 134, General Article

209. Summary Purpose of Military Law The Manual for Courts-Martial (MCM) Rights of an Accused Rights Advisement Training Requirements Parts of a Punitive Article Commonly used Punitive Articles

212. People are our business Overview  Purpose  Commander’s Responsibilities  SJA Responsibilities  Limitations

213. People are our business MP 1: Purpose of NJP  MCM Standard – Maintain good order and discipline – positive behavior change  Punishment  Rehabilitative  Used for Minor Offenses Only  No Stigma of Courts-Martial

214. People are our business MP 2: Commander’s Responsibilities  Contact SJA prior to offering NJP  May Dispose of an Offense as They See Fit  Authority to Impose NJP  Decide to Impose Based on Fact  Act in a Timely Manner  First Sergeant’s Role

215. People are our business MP 3: SJA Responsibilities  Ensure Commander’s Take Appropriate Actions (legally sufficient)  Ensure Specifications are Legally Accurate  Advise Commanders on Punishment  Maintain Records

216. MP 4: LIMITATIONS  Double Punishment  Increase in Punishment  Multiple Punishments  Statute of Limitations  Civilian Courts

217. People are our business SUMMARY Purpose Commander’s Responsibilities SJA Responsibilities Limitations

220. Overview  Punishments  Commander’s Options/Tools  Vacation Action

221. MP 1: Punishment  Punishment is limited based on Rank and title of the Commander and rank of the offender  Refer to AF Form:  3070A for AB - TSgt  3070B for MSgt - CMSgt  3070C for Officers

222. MP 1: Punishment  Options available to the Commander Include:  Correctional Custody  Reduction in Grade  Restriction  Extra Duties  Forfeiture of Pay  Reprimand  Limitations on Combinations

223. MP 2: Commander’s Options  Suspension  Postpones all or part of punishment  Mitigation  Reduction of quantity or quality of punishment  Remission  Cancelation of unexecuted punishment  Setting Aside  Punishment resulted in clear injustice

224. MP 3: Vacation Action  Previously suspended punishment is carried out if member commits a second offense under the UCMJ or violates a condition of probation  Must be initiated during period of suspension  Member has rights to a hearing similar to Article 15 process. (AF Form 366)

225. Summary Punishments Commander’s Options/Tools Vacation Action