afrc table of content unit orientation afrc unit participation administrative actions control roster...

First Sergeant Academy

AFRC Table of Content

Unit OrientationAFRC Unit ParticipationAdministrative ActionsControl RosterThe First Sergeant PositionEnlisted PromotionAdministrative DemotionsAdministrative SeparationsAuthorized/Unauthorized AbsencesPersonnel EvaluationsChange ManagementSecurity Forces ProceduresLine of DutyEmployers Support of the Guard and ReserveDiversityOSI

FIRST SERGEANT ACADEMYOur Job Is People, Everyone is our Business

Integrity – Service – Excellence

Unit Orientation


COGNITIVE SAMPLES OF BEHAVIOR:

• Give a new example of effective unit orientation.

• Describe a practical commander’s call.

• Explain the importance of the sponsorship program.


Overview

Sponsorship Program Base Orientation Unit Orientation AFRC

First Sergeant AcademyMP 1: Sponsorship Program

Inbound Personnel Unit AllocationINTRO Program


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

First Sergeant AcademyMP 3: Unit Orientation

Unit Commander or RepresentativeMission and Objectives First SergeantSenior ARTOIC/NCOICTraining MonitorCSS


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

First Sergeant AcademyAFRC

• 4th 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.

First Sergeant AcademyAIR FORCE RESERVE COMMAND


MP2: FIRST SGT ROLE

First Sergeant AcademySummary

Sponsorship Program Base Orientation Unit Orientation AFRC




QUESTIONS?



AFRC UnitParticipation



• Comprehend policy the policy of AFI 36-2254 Vol. 1, 2 & 3.

• Clarify requirements for unit participation• Explain the difference between satisfactory

and unsatisfactory participation.• Explain the importance of the First

Sergeants responsibilities.


Overview:

Satisfactory ParticipationNonparticipationTypes of ParticipationTelecommutingPoints AccumulationFirst Sergeant Responsibility

UNIT PARTICIPATION


AFI 36-2254 VOL 1

Reserve Personnel Participation;

VOL 2

Reserve Personnel Training

VOL 3

Reserve Personnel Telecommuting/ Advance Distributed Learning (ADL) Guidelines

MP1: AFMAN 36-8001


– 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

MP2: Requirements

Requirements For Satisfactory Participation?


•Excused Absence•Unexcused Absence•Constructively Present

MP3: Airmen Nonparticipation


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

MP4: Types of Participation


MP4: Types of Participation


Airmen are subject to the UCMJMust meet all participation requirementsApproval Authority – NAF/Wing/Group CC or Designees

Authority concurrence prior to performing telecommuting

Should not use for formal trainingWritten Agreement

Approving AuthoritySupervisor

MP5: TELECOMMUTING


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

MP6: Point Accumulation


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

MP7: The First Sergeant


Summary:

Satisfactory ParticipationNonparticipationTypes of ParticipationTelecommutingPoints AccumulationFirst Sergeant Responsibility

UNIT PARTICIPATION




QUESTIONS?



AdministrativeActions



• 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.


Reference:

AFI 36-2907

Unfavorable Information File (UIF) Program

REFERENCESREFERENCES


OVERVIEWPurpose Counseling's, Admonishments and ReprimandsUnfavorable Information FileControl RosterResponsibilities


PURPOSEPurpose is to “improve, correct, andinstruct subordinates who depart fromstandards…on or off duty, and whose actions degrade the individual and unit mission.” -AFI 36-2907


CounselingAdmonishmentsReprimands

MP2. Administration Counseling


MP 2 PROCEDURES AND FORMAT

Privacy ActPIF/UIF/’Desk Drawer’Format


MP3 Unfavorable Information FileAF Form 1058AF Form 1137Commander’s ActionsMember’s Actions


MP4 MANDATORY/OPTIONAL ENTRIES -UIF

MandatoryTable 2.2 AFI 36-2907

OptionalTable 2.2 AFI 36-2907


MP5 DISPOSITION/REMOVAL

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


MP6 UIF CAREER IMPACT

No Mandatory Limitations




Control Roster


MP1 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 36-2907


MP2 ESTABLISHING CONTROL ROSTERS

ProceduresAF Form 1058AF Form 1137Commander’s ActionsMember’s Actions


MP3 REMOVAL ACTIONS

Automatically 2400 on the last day of the designated period (Up to 12 calendar months)

Early Removal


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


MP5 RESPONSIBILITIES Commanders

First Sergeants

Supervisors

UIF Monitor


SUMMARYPurpose Counseling/ReprimandsUIFCRResponsibilities




QUESTIONS?



The First Sergeant

Position



• 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.


OVERVIEW

HistoryRoles and ResponsibilitiesAir Force Core Values


OVERVIEW

OUR STARTING POINTREVOLUTIONARY WARDUTIESCHANGES, 1832-1847COL CHARLES A. ROMEYN1947-PRESENT


OUR STARTING POINT

THE FIRST SERGEANT HAS ALWAYS HELD A HIGHLY VISIBLE AND

DISTINCTIVE, ALBEIT NOTORIOUS, POSITION IN THE MILITARY UNIT.


OUR STARTING POINT

Roman Legion CenturionsFirst 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


17th Century Prussian Army FeldwebelOverseer of enlisted personnelAssigned at company levelKnowledgeable of dutiesAccountability of peopleContinuity of company commanderAuthorized to use cane to instill discipline

How are first sergeants viewed today?

OUR STARTING POINT

First Sergeant AcademyREVOLUTIONARY WAR

General Washington: Battled with unit ineffectiveness / desertion

General Baron Von Stuben of Prussian ArmyTactics in training and drillRequired high degree of disciplineTask given to first sergeantCompany first sergeant

“Blue Book of Regulation”


REVOLUTIONARY WAR

“Blue Book of Regulations”Duties / responsibilities of company membersKey personnelNames, height, jobs, addresses of personnel


DUTIES

Original First Sergeant Duties Maintain duty rosterTake daily ordersComplete morning rosterBe acquainted with all personnelBe availableMaintain company’s descriptive books


CHANGES OF 1832-1847

Wore red sash around the waistNew 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


COL CHARLES A. ROMEYN

Requirements of the “Best First Sergeant”SobrietyLoyaltyAlways on the job!Knowledge of paperworkPhysically activeSympathetic & tactfulMarksman & horsemanship


CHANGES FROM 1947 TO PRESENT

1947– formal position and AFSC (731X0) vs. rankE-6 and above could hold position1960 – AFSC changed to 10090 / 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


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

First Sergeant AcademyRoles 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.


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


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


Air Force Core Values• Excellence in All We Do

– Product/service excellence– Personal excellence– Community excellence– Resource excellence– Operational excellence

•


"If your actions inspire others to dream more, learn more, do

more and become more, you are a leader“

John Quincy Adams


Summary

HistoryRoles and Responsibilities Air Force Core Values




QUESTIONS?



EnlistedPromotions



• Be able to compute when an individual is ready for promotion

• Demonstrate how the promotion process works

• Be able to show the difference between eligible and deserving

First Sergeant AcademyOVERVIEWOVERVIEW

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


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


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

First Sergeant AcademyMP2 Promotion AuthorityMP2 Promotion Authority

Amn – MSgt Unit Commander

SMSgt – CMSgt Wing Commander or detached Group Commander


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


Promotion to Grade of: PAFSC Time in Grade(See Note 14)

Enlisted Service(See Note 15)

Satisfactory Service(See Note 16)

Amn Not Required 6 months (from IADT)

Not Applicable Not Applicable

A1C Not Required 6 months (From IADT)

Not Applicable Not Applicable

SrA 3-skill level 8 months Not Applicable 1 year

SSgt(See Note 10)

5-skill level, or a 3-skill when a 5-skill does not exit in AFSC

12 months Not Applicable 4 years

TSgt 7-skill level 18 months Not Applicable 5 years

MSgt(See Note 11)

7-skill level 24 months 8 years 8 years

SMSgt(See Note 12)

7- or 9-skill level 24 months 10 years 11 years

CMSgt 9-skill level 24 months 10 years 14 years

MP4 Minimum Eligibility Requirements for Promotion


MP5: Types of PromotionsMP5: Types of Promotions

Unit Vacancy Promotion

Extended Promotion Program (EPP)

Promotion Enhancement Program (PEP)


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 VacancyUnit Vacancy


Extended Promotion ProgramExtended 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)

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


PROMOTION ENHANCEMENT PROGRAM (PEP)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

First Sergeant AcademyMP6: Promotion ProcessMP6: 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.


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 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 ART MIGALA, LINDSAY CA SSG 2T271 15 SEP 1997 36 TSgt 123-45-6789 01 MAR 2003 2T251 080000 00797583B-13 APR 2006 12 APR 2004 2T271 0915 42H1000 24 R

BOUCHARD, JOHN MSGT 2T271 15 SEP 1997 36 SMSGT 123-45-6789 01 MAR 2003 2T251 080000 00797583B-13 APR 2006 12 APR 2004 2T271 0915 42H1000 24 R

I CERTIFY THAT THE INFORMATION LISTED IS TRUE AND CORRECT. I FURTHER CERTIFYTHAT 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

First Sergeant AcademyMP6: Promotion ProcessMP6: 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.

First Sergeant AcademyIneligibility RosterPERSONAL 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-DTGRD ART SSAN DAFSC POSN-NR FAC AUTH-GRD PME2 TEMSD2AFSC SAT SVC UNEXC WMP PME3 EPRUIF CNTL-RSR ART15----------------------------------------------------------------------

BENTLEY, EDNA TERI 2T271 01-MAR-04 R 37 Q 13-DEC-84TSG 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-05SRA 123-89-6541 2T251 0079919 42J100 34 010000 0 - INELIGIBLE REASON: PME


MP7: FIRST SGT ROLE

First Sergeant Academy 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


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

First Sergeant AcademySUMMARYSUMMARY

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




QUESTIONS?



AdministrativeDemotions



• Paraphrase the objective of administrative demotions.

• Defend the reasons for an administrative demotion.

• Explain demotion procedures/individual rights.

First Sergeant AcademyOVERVIEWOVERVIEW

Policy Authority Reasons for Demotions Demotion Process Grade Demotions Appeal Process


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.


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


Policy:

Give opportunity to overcome deficiencies Do not demoted Airmen who have separatedSec of AF may direct demotionsCannot be suspendedOnce initiated, cannot be reassignDo not reassign in lieu of demotion

MP1 Purpose

First Sergeant AcademyMP2 Demotion AuthorityMP2 Demotion Authority

Amn - MSgt >>> SPCMA Commander

SMSgt - CMSgt >>> AFRC/CV

Voluntary >>> Wing DP

First Sergeant AcademyMP2 Demotion AuthorityMP2 Demotion Authority

Individual Mobilization Augmentees

>>> Commander of MAJCOM, FOA, DRU Non-pay Program Reservists

>>> ARPC/CCSelected Reserve Program >>> HQ ARPC/DR

First Sergeant AcademyMP3 Reasons for Demotions

Student Status TerminationSkill levelFailure to participateFailure to fulfill NCO responsibilitiesPhysical condition/body fat standardsReorganizationFailure to qualify for dutyVoluntary change of assignment


Involvement Immediate commander Individual Military Personnel Flight (MPF) Demotion Authority

MP4 Demotion ProcessMP4 Demotion Process


Notification:Must be in writingState reason and factsMember must acknowledge receiptAppeal information provided to member

MP4 Demotion ProcessMP4 Demotion Process


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


Unit CC ConsultsWith SJA

STOP PROCESS

NO

CC Notifies Airmen in Writing(Include a summary of basiswith facts, rights to council, rightto a personal hearing)

YES

First Sergeant AcademyAirman 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 responseto 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


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.

AgreesThe 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 AuthorityThe 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.

First Sergeant Academy 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.


Appellate Authority

E-2- E7 Appeal to AFRC/CVE8- 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

First Sergeant AcademyAIRMEN 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.


Retirement Authority Decision

The demotion process continues if the authorities disapprove the application.

The demotion process terminates if authorities approve the retirement application. STOP


Current Grade Demotion to:

SRA or higher >>> A1CA1C >>> AMNAMN >>> 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 DemotionsMP5 Grade Demotions


Must be in writingMust be done within 30 DaysAppellate authority:

– For Amn - MSgt >>> AFRC/CV– For SMSgt - CMSgt >>> AFRC/CC

MP6 Appeals ProcessMP6 Appeals Process

First Sergeant AcademySUMMARYSUMMARY

Policy Authority Reasons for Demotions Demotion Process Grade Demotions Appeal Process




QUESTIONS?



AdministrativeSeparations



• 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.


OVERVIEW

Purpose And General PoliciesType Service Characterizations

AFI 36-3208 Administrative Separation of Airmen

First Sergeant Academy MP1 PURPOSE/GENERAL POLICY

“The Air Force must maintain a vigorousfighting 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


MP1.1 TYPES OF ADMINISTRATIVE SEPARATIONS

Required

Voluntary

Involuntary


MP1.2 REASONS TO RETAIN BEYOND ETS

Make good time lost Retention for courts-martial Complete separation processing Medical treatment Foreign court disposition

First Sergeant AcademyMP2 VOLUNTARY SEPARATIONS

Reasons for SeparationsConvenience of the Government (COG)Dependency/HardshipIn lieu of courts-martial


Reasons Involuntary COG Defective Enlistments Entry level performance or conductUnsatisfactory performance Substance abuse treatment failure MisconductConditions that interfere with military service

MP3.1 INVOLUNTARY SEPARATIONS


CBZ

CivilianBelow theZone


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 recommendedIn the interest of National Security

MP3.2 INVOLUNTARY SEPARATIONS


MP4.1 CHARACTERIZATIONS

HonorableGeneral UOTHC


NON-CHARACTERIZATIONS

Entry LevelRelease from Custody and ControlDropped From Rolls

MP4.2 CHARACTERIZATIONS


SUMMARY

Purpose/General Policies Type Characterizations




QUESTIONS?



Authorized/Unauthorized

Absences



• 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.


OVERVIEW

General Guidance Types of Leave PassesPermissive TDYReserve Members Unauthorized Absence Classification (AWOL/Deserter) Sequence of Events


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)


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


MP3. Passes

Two 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


MP4. Permissive TDY (PTDY)

Administrative AbsenceNot chargeable as leave50 specific rules governing PTDY

AFI 36-3003, Table 7Examples

New housing with PCSPre-separation or Retirement Accompany dependant or member patient to a

designated Medical Treatment Facility


WHEN DOES THIS APPLY TO AFRC MEMBERS?

CAN WE GIVE AIRMEN ON A UTA WEEKEND A DAY OFF?

MP5. Reserve Members

First Sergeant AcademyMP 6: UNAUTHORIZED ABSENCE

WHEN THEY BEGIN

WHEN THEY END


MP 7:AWOL/DESERTER CLASSIFICATION

CLASSIFICATION DETERMINED BY TIME

REASONS FOR IMMEDIATE DESERTER CLASSIFICATION


MP 8: RESPONSIBILITIES ANDSEQUENCE OF EVENTS

COMMANDERFIRST SERGEANTSUPERVISORSECURITY FORCESMPF


DESERTION AND UNAUTHORIZED ABSENCE CHECKLIST Action Required

** DENOTES RECOMMEDED ACTIONS TO TAKE.

Immediately Attempt to locate member. Notify SFS. **Get statement from supervisor. Duty Status-

Whereabouts Unknown (temporary casualty status). Declare deserter now?

24 Hours Prepare and submit AF Form 2098 (AWOL/Deserter) to FSO. **Inventory member’s

effects (mil/civ). **Attempt to obtain photograph.

72 Hours Unit commander, with the assistance from the supervisor, prepares and submits the unit

commander’s letter of inquiry.

10th Day Letter to next of kin and payees of allotments.

31st Day CC prepares 31st day status report. Notify MPF and SFS of member’s continued absence.

Retrieve family members’ ID Cards. Prepare AF Form 2098 (Deserter) and DD Form 553,

Deserter/Absentee Wanted by the Armed Forces. Family member financial help (E4 less than 4

years TAFMS) must be taken within first three months of unauthorized absence. MPF pulls

the field records.

60th Day Prepare and submit third unit commander’s status report.

120th Day **Dispose of personal property.

180th Day MPF drops member from unit’s rolls. Manning unit programs replacement.

Letter to Next of K in (NOK ) 1. Military authorities do not know the member’s whereabouts and believes member to be AWOL. 2. NOK should urge member to return. 3. NOK should notify nearest military installation if they know the member’s whereabouts. 4. Dependent will be ineligible for medical care, other benefits and privileges if change to deserter status. 5. Continued absence may lead to a court-martial, loss of pay and allowance and government insurance, reduction in grade, BCD, DD, and/or confinement.


WHEN DOES THIS APPLY TO AFRC MEMBERS?

CAN AN AIRMAN ON A UTA WEEKEND BE AWOL?

MP9. Reserve Members


Summary

General Guidance Types of Leave PassesPermissive TDYReserve Members Unauthorized Absence Classification (AWOL/Deserter) Sequence of Events




QUESTIONS?



PersonnelEvaluations



• Describe an objective of the enlisted evaluation system.

• Explain the unit Enlisted Evaluation System responsibilities.

• Give an example when an EPR referral would be appropriate.


OVERVIEW

Objectives Individual ResponsibilitiesPerformance FeedbackEPR Management

AFI 36-2406 Officer & Enlisted Evaluation Systems


MP 1: OBJECTIVES OF EES

• Candid Feedback

• Official Record


MP 2: RESPONSIBILITIES

• Commander

• First Sergeant

• Rater(s)


MP 3: PERFORMANCE FEEDBACK

• What is it?• Who provides it?• Why is it important?

First Sergeant AcademyMP 4: EPR MANAGEMENT

• Which form is used• When EPR is required• Referral

• What• When• Who

• Inappropriate comments or considerations


SUMMARY

Objectives Individual Responsibilities Performance Feedback EPR Management




QUESTIONS?



CHANGEMANAGEMENT



• 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.

First Sergeant AcademyREFERENCES

AFPAM 36-2241, Professional Development Guide

“Managing Organizational Change, “Hersey P. and Kenneth H. Blanchard


Overview

UnfreezingChange ProcessRefreezing


MP 1: Unfreezing

• Unfreezing refers to creating a felt need for change … It involves preparing the situation

• Example: – PT Fitness – AFI 36-2905 prepared Jan 2010

• Implemented 1 July 2010


MP 1: Unfreezing•SHOULD BE

• Are• What is


• Forms of Resistance– Uncertainty

• Ex. Who’s going to get discharge?

– Self-Interests– Different Perceptions, No felt need for

change• Ex. 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

MP 1: Unfreezing


• Reducing Resistance– Education & Communication– Participation & Involvement– Facilitation & Support– Incentives– Coercion

• Evaluation Standards

MP 1: Unfreezing


MP 2: Changing

• Anything that alters the status quo• Movement from the old state, or the

previous norms, to the new state


MP 3: Refreezing

• Locking in Expected Outcomes– Positive Re-enforcement– Evaluate and Monitor– Make Constructive Modifications as

Necessary


Summary

UnfreezingChange ProcessRefreezing




QUESTIONS?



Security ForcesProcedures



• Recognize proper processing of selected Security Forces forms.

• Describe driving revocation procedures.

• Explain the purpose of the Air Force traffic point system.


OVERVIEW

Selected FormsDriving PrivilegesTraffic Point SystemCommander’s Action


MP 1: SELECTED FORMS

• DD Form 2708 – Human Hand Receipt• AF Form 1168 – Statement of

Suspect/Witness/Complainant• AF Form 3545 – SF Report• DD Form 1408 – Traffic Ticket• DD Form 1805 – Magistrate Ticket


MP 2: DRIVING PRIVILEGES

• Conditional Privilege – Requirements• Implied Consent• Suspension – Temporary up to 12

months• Revocation – Termination of privilege for

12 months or longer


MP 3: TRAFFIC POINT SYSTEM

• Uniform and impartial administrative device

• Not substitute for disciplinary or punitive action

• For moving violations only unless otherwise directed by the Installation Commander


MP 4: COMMANDER’S ACTION

• Installation Commanders May Require:– Unit CC Advisory Letter– Unit CC Counseling– Drivers Improvement and Rehabilitation Program

• Ground Safety is POC

– Medical Evaluation Referral– Drug Or Alcohol Rehabilitation Referral


SUMMARY

Selected FormsDriving PrivilegesTraffic Point SystemCommander’s Action




QUESTIONS?



Line of Duty



• Describe the LOD process• Identify specific procedures and

requirements of the LOD process • Justify appropriate uses of the LOD

process

First Sergeant AcademyLINE OF DUTY DETERMINATIONLINE OF DUTY DETERMINATION

Overview: Reference Definition and Purpose Who does it apply to When determinations are made Possible LOD determinations Types of determinations Responsibilities AF Form 348 Incapacitation Pay


Reference:AFI 36-2910

Line of Duty (LOD) DeterminationAFRCI 36-3004

Incapacitation Pay and Management ofReservist Continued on Active duty Orders

MP1 REFERENCESMP1 REFERENCES


What Is An LOD Determination?

Federal Law requires determination as to whether or not certain injuries or diseases are suffered by military members while in the line of duty (LOD) or as a result of misconduct on the part of the member.

MP2 DEFINITION AND PURPOSEMP2 DEFINITION AND PURPOSE


Purpose:

Protects the government against fraudulent injury claims

Protects the rights of Air Force Airmen who are injured while in the line of duty.

MP2 DEFINITION AND PURPOSEMP2 DEFINITION AND PURPOSE


Active 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 Training

MP3 WHO IT APPLIES TOMP3 WHO IT APPLIES TO


The death of a member (Admin Determination not Sufficient)

Inability to perform military duties exceeds 24 hours

The 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 pay

MP4 WHEN DETERMINATIONS ARE REQUIREDMP4 WHEN DETERMINATIONS ARE REQUIRED


1. In Line of Duty

2. Existed Prior to Service (EPTS)

3. Not in Line of Duty -- Not Due to Misconduct

4. Not in Line of Duty -- Due to Misconduct

MP3 Possible LOD DeterminationsMP3 Possible LOD Determinations


1. Administrative Determinations2. Informal Determinations3. Formal Determinations4. Interim LOD for Reserve Members

MP6 Types of DeterminationsMP6 Types of Determinations


The 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.

Incapacitation Pay Incapacitation Pay


1. Administrative DeterminationsMade by Medical OfficerIncludes:

–Existed Prior to Service–Diseases



2. 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.



3. 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.



4. 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 processing

Example:A reservist is injured and hospitalized after an automobile

accident while leaving from the UTA.


First Sergeant AcademyMP7 ResponsibilitiesMP7 Responsibilities

Air Force Medical Facility LOD Process initiated by a medical officer’s review Administrative Determination can be made

Immediate Commander AFRC unit commander or senior AFRC commander present Investigate the circumstance of the case Fill out items 13-17 on the back of AF Form 348 Request an interim LOD if required Send the AF Form 348 to the Appointing Authority, through the SJA.

Appointing Authority The 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 required Assign a Investigating Officer in formal determinations. Concur with the immediate commander if appropriate.

MPF Special Actions Section Acts on behalf of the appointing authority Sets up suspense’s and monitors progress


Staff Judge Advocate Reviews the commander’s recommendation for legal sufficiency's and conduct Coordinates to ensure a formal investigation is completed when appropriate Concur/ not concur with the recommendation

Investigating Officer Conducts the investigation IAW 36-2910, attachment 3

Reviewing Authority Senior AFRC commander present (Can be the appointing authority) Can return file for further investigation is warranted If no further actions required, forwards case to the approving authority

Approving Authority For AFRC the Approving Authority is the AFRC/CV Can return file for further investigation is warranted Approve final determination and forward the file to HQ ARC/DP

MP7 ResponsibilitiesMP7 Responsibilities


LOD Determination Packages: Medical documentation to support the claim

Ensure AF Form 348 is legible and completed properly (including signatures)

Documentation establishing the members status at the time of the claim

A unit legal review is helpful, but not required

AF Form 422, when available

Submit in original and 4 copies

MP8 LOD Determination PackageMP8 LOD Determination Package

First Sergeant AcademyB

AC

K P

AG

E O

F

AF

Fo

rm 3

48


ITEM 13Relates to the actual duty status of the member at the time the death, illness, injury or disease occurred.

MP8 AF Form 348MP8 AF Form 348


ITEM 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.



ITEM 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.



ITEM 16---(A2.2.6) Do not give "names and addresses" if the source of the information is the member or the police. Do not repeat names and addresses already appearing in item 12



ITEM 17 For ARC members, check one of the four blocks. The immediate commander must date and sign the form



LOD require Prompt and Accurate Action!



Application Scenarios:

Make a Line of Duty determination for each situation

Justify your decision

LINE OF DUTY DETERMINATIONLINE OF DUTY DETERMINATION


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.

Is a LOD required? Why or Why Not?



Scenario 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.




Scenario 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: 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.




LOD require Prompt and Accurate Action!

Failure to process an LOD or misconduct can prompt a formal investigation

Can delay processing of disability retirement or separation causing hardship



The 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. AFRCI 36-3004Incapacitation ChecklistProcedures on CPAYPersonnel Entitlement Briefing

MP9 INCAPACITATION PAY MP9 INCAPACITATION PAY


FIRST SERGEANTFIRST SERGEANT

IT IS YOUR DUTY FIRST SERGEANT

TO TAKE CARE OF YOUR AIRMEN

AND OURUNITED STATES AIR FORCE


Review: Reference Definition and Purpose Who does it apply to When determinations are made Possible LOD determinations Types of determinations Responsibilities AF Form 348 Incapacitation Pay

SummarySummary




QUESTIONS?



Employers SupportOf The

Guard & Reserve



• 1. Identify the purpose and goals of the ESGR program

• 2 Determine appropriate procedures associated with support aspects of the ESGR Program

• 3. Justify appropriate use of support procedures associated with the ESGR Program


Overview

Readiness

What is ESGR

ESGR’s Role

Programs and Services

USERRA

Points of Contact


Readiness

Ready, Willing and Able to Serve and Perform

For the Reservist: READINESS requires Employer Support


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


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


The ESGR Role Program Awareness

Mobilization and Mediation Assistance

Employer Support Recognition Programs

Improved Reservist Retention

Improved READINESS


Critical Balance

`

Family EmployerReservist


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


Mission One and Mobilization Support

Awareness:Reservists Rights and Responsibilities

“Mission One”

• Unit Information Briefings

“Mobilization Support”

• Mobilization Briefing


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


Bosses Day

First Sergeant AcademyBosslift

• Employers see what our reservists are actually doing

• Employers see the valuable training be conducted

• Military training enhances civilian job specialties


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:


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


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


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


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)


Uniformed Services Employment and Reemployment Rights Act*

USERRA

(Title 38 of United States Code, Chapter 43)

1994

* Administered by Department of Labor


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


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 30 days or less: safe travel plus 8 hours 31 to 180 days: two weeks over 180 days: 90 days


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


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


Point of Contact

1-800-336-4590

Employer Support of the Guard and Reserve

MSG Irene Torkildson, DSN: 426-1396, COM: (703) 696-1396

[email protected]

www.esgr.org


Summary

Readiness

What is ESGR

ESGR’s Role

Programs and Services

USERRA

Points of Contact


Employer Support is achieved through a dialogue between employers, units and Reserve members

Closing

It’s all about Readiness.




QUESTIONS?



Diversity



• 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.


Awareness (Exercise)

Barriers to Diversity Reduce Mission Effectiveness

Effective Management of Diversity Improves Mission Effectiveness, a FAIR way

Overview


MP 1 What is Diversity?

Diversity simply means Differences

in people.

RACE

PERSONALITY

DISABIL

ITY

GENDER

AGE


MP2 Effectively Managing Diversity

Awareness (Exercise) Elements Barriers to Diversity Reduce Mission

Effectiveness Effective Management of Diversity

Improves Mission Effectiveness FAIR way

First Sergeant AcademyMP 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.


MP 3 Barriers to DiversityStereotypingPrejudiceDiscriminationCollusion

First Sergeant AcademyMP4 What is Stereotyping?

CategorizingAn oversimplified standardized image of a person or group

First Sergeant AcademyMP4 What is Prejudice?

Preconceived

BiasedDirected against


UnfairnessbigotryThe act of drawing

a distinction

MP4 What is Discrimination?


MP4 What is Collusion?

SilenceDenialActive Participation


The FAIR Way to

Manage Diversity

MP5 The FAIR Way

First Sergeant AcademySummary

Awareness (Exercise)

Barriers to Diversity Reduce Mission Effectiveness

Effective Management of Diversity Improves Mission Effectiveness, a FAIR way




QUESTIONS?



AFOSI and theFirst Sergeant



• Explain the role of the AFOSI • Recognize scenarios when AFOSI

should be contacted• Understand what information a First

Sergeant should provide AFOSI


OVERVIEW

Who OSI is

What OSI can do for you

What you can do for OSI

What OSI and you can do together


MP 1: Who is OSI

• Patterned after FBI• Criminal• Fraud• Counterintelligence

• Consolidated investigative services under SECAF

• Field Operating Agency• Under SAF/IG direction/guidance• District (Geographically Aligned)


MP 1: Who is OSI

•MAJCOM Aligned (Regions) / Sqs & Detachments Primary Base Interface

•AF focal point for working w/ U.S. and foreign law enforcement and security services to provide timely/accurate threat info

• AFOSI Mission: Identify, exploit and neutralize criminal, terrorist and intelligence threats to the U.S. Air Force, Department of Defense and U.S. Government.


MP 1: Who is OSI

• A federal law enforcement agency conducting investigations and operations throughout the spectrum of conflict:

• Warfighting - Conducts, in hostile/uncertain environments, Counter Threat Operations (CTO) to find, fix, track, neutralize enemy threats

• Federal LEA - Criminal investigations, counterintelligence (CI), specialized investigative activities, protective service ops, & integrated Force Protection for AF

• Intelligence Community contributors - Collections and operational work in the areas of our mission sets


MP 1: Who is OSI

In-garrison - Felony-level investigations & CI/FP

Deployed - CI/FP/CT/AT Support to Deployed 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


MP 1: Who is OSI

• Law Enforcement (LE): AF’s only federal law enforcement capability

• Counterintelligence (CI): AF’s only org authorized to conduct CI • Deployed: AF’s only “outside the wire” Counter-Threat operations

capability • Analytical Capability: Fusion of CI, Counter-Terrorism & LE

intelligence• Cyber Expertise: Nation’s top Cyber intrusion investigators &

forensic experts• Polygraph services: AF’s only Polygraph and Credibility Assessment

(PCA) capability


MP 2: What OSI can do for you

•Good Order and Discipline•Bring your Airmen home safely•Provide training•Use us—we have access to info that can help your CC

• May not be OSI case but may be able to cut through red tape

•Support to ANG and AFRC


MP 3: What you can do for OSI

•Arbiter between your commander and us• Be there for your Airmen when the interview over

• Be there for the agent(s) working your case

•Call us early and often• Let OSI know what the “rumor mill” is generating

• Give OSI opportunities to train and work with your Airmen

• Insure required reportable CI info is relayed to OSI

• Let OSI speak with your “borderline” Airmen


MP 4: What we can do together

•Two-way intel• Synergistic relationship built on trust

•Relationships…welcome Superintendents to your group

• Visit your OSI detachment

• Welcome the Super to your council

• Training initiatives




QUESTIONS?


SUMMARY

Who OSI isWhat OSI can do for youWhat you can do for OSIWhat OSI and you can do together

afrc table of content unit orientation afrc unit participation administrative actions control roster...

Documents