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A ✨Staff Testing✨ > Assignments And Recognition > Flashcards

Assignments And Recognition Flashcards

1
Q

What is used during formal communication between a rater and a ratee to communicate responsibility, accountability, USAF culture, an Airman’s critical role in support of the mission, individual readiness, expectations regarding duty performance, and how well the ratee is meeting those expectations? (7.1)

A

Airman Comprehensive Assessment (ACA)

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2
Q

What is designed to increase Airmen interaction and support at all levels, provide Airmen an opportunity to discuss personal and professional goals, and assist Airmen in achieving those goals? (7.1)

A

Airman Comprehensive Assessment (ACA)

Note: Also, during feedback sessions, raters will provide the ratee with the most current USAF Benefits Fact Sheet.

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3
Q

What will raters do once the Airman Comprehensive Assessment (ACA) has been completed? (7.1)

A

Raters will give the original, completed, and signed worksheet to the ratee, and maintain copies of all completed ACAs and all signed ACA notices, or appropriate statements (RegAF only)

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4
Q

Who is responsible for developing a tracking mechanism for ACAs and ensuring they are conducted properly? (7.1)

A

Unit commanders

Note: Rater’s raters will monitor personnel to ensure ACAs are conducted, as required.

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5
Q

When a lower-level rater is not available due to unusual circumstances, or when officially assuming the subordinate rater’s responsibilities, who will conduct ACA sessions in place of the rater? (7.1)

A

Rater’s rater

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6
Q

Who is responsible for knowing when his or her ACA session is due? (7.1)

A

Ratee

Note: When a required or requested ACA does not take place, ratees will notify the rater and, if necessary, the rater’s rater.

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7
Q

For whom are ACAs mandatory? (7.1)

A

Officers up through the rank of Colonel, and for all RegAF and Air Reserve Component personnel

Note: For student officers receiving AF Form 475, Education/Training Report, or for enlisted personnel in initial or advanced skills training, an ACA is not required, but may be given at the discretion of school leadership.

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8
Q

For performance evaluations completed on non-rated initial or advanced skills training students, what will serve in-lieu of the mandatory mid-term ACA? (7.1)

A

Documented academic progress reports, such as the AETC Form 156, Student Training Report

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9
Q

True or false? The mid-term ACA is a mandatory supporting document to be routed with the performance evaluation but will not be made a matter of official record. (7.1)

A

True

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10
Q

What is a realistic assessment of an individual’s performance? (7.2)

A

Effective feedback

Note: Raters should be impartial and provide honest, realistic feedback.

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11
Q

When conducting ACA sessions, the private, face-to-face feedback session is an opportunity to discuss what information with the ratee? (7.2)

A

(a) Where they need improvement
(b) Determine if the ratee needs more information
(c) Set future expectations
(d) What needs to be done before the evaluation performance report is due

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12
Q

What, whether positive or negative, needs to be specific? It either reinforces behavior or focuses the attention where the ratee needs improvement. (7.2)

A

Feedback

Note: Specific positive comments reinforce the behavior, and specific negative comments focus the attention where the ratee needs improvement.

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13
Q

True or false? Raters may only conduct sessions by telephone in unusual circumstances where face-to-face sessions are impractical. (7.2)

A

True

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14
Q

What documents are used to record formal communication between raters and ratees and may be used on the ratee’s evaluation? (7.3)

A

ACA Worksheets

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15
Q

On the ACA worksheet, who completes Section III on their own and reviews Section IX (Airman Basic thru Technical Sergeant) or VIII (Master Sergeant thru Chief Master Sergeant) prior to the feedback session? (7.3)

A

Ratee

Note: The areas following Section III are completed by the rater.

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16
Q

What are the three ACA Worksheets designated for use based on the ratee’s rank? (7.3)

A

AF Form 724, Airman Comprehensive Assessment (2Lt thru Col)
AF Form 931, Airman Comprehensive Assessment (AB thru TSgt)
AF Form 932, Airman Comprehensive Assessment (MSgt thru CMSgt)

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17
Q

In most cases, when will the military personnel flight provide a computer-generated ACA notice to raters and ratees? (7.4)

A

Within 30 days of when supervision begins (identifying initial or follow-up ACA sessions, as required)

and again halfway between the time supervision began and the projected performance report close-out date (identifying mid-term ACA session requirements)

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18
Q

True or false? The computer-generated ACA notice serves to remind raters that an ACA session is due; failure to receive an ACA notice justifies failing to hold a required session. (7.4)

A

False

Note: The computer-generated ACA notice serves to remind raters that an ACA session is due; however, failure to receive an ACA notice does NOT justify failing to hold a required session. (7.4)

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19
Q

True or False? The Air National Guard does not currently have an automated process for ACA notices and may use an alternate form of communication to notify raters and ratees of ACA schedules. (7.4)

A

True

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20
Q

When must all initial ACA sessions be conducted? (7.4)

A

Within the first 60 days of when supervision begins

Note: This will be the ratee’s only initial feedback until there is a change of reporting official.

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21
Q

When must the rater conduct a mid-term ACA session? (7.4)

A

Midway between the date supervision begins and the next evaluation projected close-out date

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22
Q

For the end-of-reporting period, when does the rater conduct the ACA session? (7.4)

A

Within 60 days after the evaluation has been accomplished

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23
Q

When may Ratees request feedback? (7.4)

A

As long as 60 days have passed since the last session

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24
Q

For whom is the initial ACA the only feedback required? (7.4)

A

Chief Master Sergeants and Colonels

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25
Q

True or False? Air Reserve Component personnel do not require an ACA if action is pending in accordance with AFI 36-3209, Separation Procedures for Air National Guard and Air Force Reserve Members. (7.4)

A

True

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26
Q

If the ratee is due an annual evaluation and the period of supervision is less than 150 days, how many days before the projected evaluation close-out date does the rater conduct the ACA? (7.4)

A

Approximately 60 days

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27
Q

True or False? The rater conducts the ACA approximately 60 days before the projected evaluation close-out date if the ratee is due an annual evaluation and the period of supervision is less than 180 days. (7.4)

A

False

Note: The rater conducts the ACA approximately 60 days before the projected evaluation close-out date if the ratee is due an annual evaluation and the period of supervision is less than 150 days. (7.4)

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28
Q

For whom only, will the new rater do an initial feedback if an evaluation is due to a change of reporting official? This feedback may be accomplished using the ACA Worksheet, but documentation is not required. (7.4)

A

Lieutenant through Captain

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29
Q

For whom, after the initial feedback, is a mid-term ACA session conducted every 180 days until the rater writes a performance report or a change of reporting official occurs? (7.4)

A

Airman Basic, Airman, or Airman First Class (with less than 20 months of Total Active Federal Military Service)

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30
Q

What is designed to provide a reliable, long-term, cumulative record of performance and potential? (7.5)

A

Performance evaluation system

Note: It is important for supervisors to help subordinates understand their strengths and weaknesses and how their efforts contribute to the mission.

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31
Q

What are the key aspects associated with the evaluation system? (7.5)

A

(a) How well the individual does his or her job
(b) The qualities the individual brings to the job

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32
Q

True or False? Evaluations are For Official Use Only and are subject to the Privacy Act. (7.5)

A

True

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33
Q

Only persons within the agency who have a proper need to know may read evaluations. Who determines if a person’s official duties require access? (7.5)

A

The office with custodial responsibility

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34
Q

What information should not be included in any section of evaluation forms or on attachments to evaluations, referral documents, or endorsements to referral documents? (7.5)

A

Classified information

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35
Q

Which AFI provides specific instructions for completing evaluations, with reference to proper formatting, appropriate raters/evaluators, additional raters, content, acronym use, classified information, and other details? (7.5)

A

AFI 36-2406, Officer and Enlisted Evaluation Systems

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36
Q

What should the officer and enlisted evaluation systems establish? (7.6)

A

(1) Performance standards and expectations for ratees

(2) Meaningful feedback on how well the rates is meeting those expectations

(3) Direction on how to better meet those established standards and expectations

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37
Q

What should the officer and enlisted evaluation systems provide? (7.6)

A

(a) A reliable, long-term, cumulative record of performance

(b) Promotion potential based on cumulative recorded performance

(c) Officer selection boards, enlisted evaluation boards, and personnel managers with sound information to assist in identifying the best qualified personnel for promotion, as well as other personnel management decisions

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38
Q

True or False? The officer and enlisted evaluation systems should NOT document in the permanent record any substantiated allegation of a sex-related offense against an Airman, regardless of grade, that results in conviction by court-martial, nonjudicial punishment, or other punitive administrative action. (7.6)

A

False

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39
Q

Which form is used as a letter of evaluation, and is a multipurpose evaluation form? (7.7)

A

AF Form 77, Letter of Evaluation

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40
Q

Which form is used in education and training environments? (7.7)

A

AF Form 475, Education/Training Report

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41
Q

Which form is used for officer performance? (7.7)

A

AF Form 707, Officer Performance Report

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42
Q

Which form is used as an enlisted performance report for airman basic (AB) thru technical sergeant (TSgt)? (7.7)

A

AF Form 910

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43
Q

Which form is used as an enlisted performance report for master sergeant (MSgt) thru senior master sergeant (SMSgt)? (7.7)

A

AF Form 911

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44
Q

Which form is used as an enlisted performance report for chief master sergeant (CMSgt)? (7.7)

A

AF Form 912

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45
Q

What is used to determine the appropriate performance report form? (7.7)

A

The ratee’s grade or projected grade on the static close-out date

46
Q

Within how many days of being appointed as a rater, are unit commanders responsible for ensuring all first-time supervisors receive mandatory enlisted evaluation system training? (7.8)

A

60 days

Note: USAF members should receive annual recurring evaluation system training as well. This training is conducted at the unit commander’s discretion.

47
Q

What must unit commanders do to ensure knowledge of and familiarization with the Airman’s history of sex-related offenses resulting in conviction by courts-martial, nonjudicial punishment, or other punitive administrative action? (7.8)

A

Conduct a record review of all personnel assigned to and/or transferred into his or her command

Note: This is accomplished to reduce the likelihood that repeat offenses will escape the notice of current, subsequent, or higher-level commanders.

48
Q

What is the ratee’s performance assessed on by raters and additional raters? (7.8)

A

What the ratee did, how well he or she did it, and the ratee’s potential based on that performance throughout the rating period

49
Q

Who must review evaluations prior to them becoming a matter of record? This is the time to bring typos, spelling errors, and inaccurate data to the attention of the rater. (7.8)

A

Ratees

50
Q

True or False? When the ratee signs the evaluation, he or she is concurring with the content and certifying they have reviewed the evaluation for administrative errors. (7.8)

A

False

51
Q

If the ratee disagrees with any comments and/or ratings on the report, when may the ratee file an appeal? (7.8)

A

After the evaluation becomes a matter of record

52
Q

Bullet format is mandatory when documenting performance. What other criteria is there when using bullets? (7.9)

A

(a) Bullets are limited to a minimum of one line and a maximum of two lines per bullet
(b) Main bullets begin at the left margin and will have one space after the “-“
(c) White space is authorized

53
Q

Where can Airmen refer to for additional guidance on bullet writing? (7.9)

A

AFH 33-337, The Tongue and Quill, “The Bullet Background Paper”

54
Q

When can evaluations be handwritten? (7.9)

A

Only when authorized by Headquarters Air Force

Note: The U.S. President or Vice President may handwrite evaluations.

55
Q

In all cases, what must comments be when they are included in performance evaluations? (7.9)

A

Specific, outlining the event and any corrective action taken

Note: Comments, such as “conduct unbecoming…” or “an error in judgment led to an off-duty incident…,” are too vague. Examples of valid comments are “Master Sergeant Smith drove while intoxicated, for which he received an Article 15” and “Captain Jones made improper sexually suggestive and harassing comments to a squadron member, for which he received a Letter of Reprimand.”

56
Q

An adverse action includes reportable civilian offenses or convictions. Are convictions for motor vehicle violations that do not require a court appearance considered an adverse action? (7.9)

A

No

Note: Convictions required to be reported include: 1) any finding of guilt; 2) any plea of guilty; 3) any plea of no contest or nolo contendere; 4) any plea of guilty in exchange for a deferred prosecution or diversion program; or 5) any other similar disposition of civilian criminal charges.

57
Q

When are complaints of sex-related offenses against a member, regardless of grade, required a mandatory notation on the member’s next performance report or training report and promotion recommendation form (if not already documented on an evaluation or court-martial in the selection record)? (7.9)

A

Complaints resulting in conviction by court-martial, non-judicial punishment, or punitive administrative action

Note: Sex-related offenses include violations of the Uniform Code of Military Justice or attempts to commit related offenses.

58
Q

If a member has been convicted by a court-martial or if the senior rater decides to file any adverse information in an Airman’s selection record, what comments are mandatory on the ratee’s next performance or training report and promotion recommendation form (if not already documented on an evaluation or court-martial in the selection record)? (7.9)

A

Comments relating to the ratee’s behavior

59
Q

True or False? Raters may request a waiver of the mandatory requirement to document civilian convictions for good cause. The waiver request will route from the rater, through any required additional rater and the ratee’s commander, to the ratee’s senior rater, and, if endorsed, be forwarded to the major command commander or authorized final approval authority. (7.9)

A

True

60
Q

What does the Selective Reenlistment Program ensure? (7.10)

A

USAF retains those who consistently demonstrate the capability and willingness of maintaining high professional standards

61
Q

Within how many months of their expiration of term of service do first-term Airmen receive selective reenlistment consideration? (7.10)

A

15 months

62
Q

Within how many months of the original expiration of term of service are second term and career Airmen with less than 19 years of total active federal military service considered for selective reenlistment? (7.10)

A

13 months

63
Q

When do career Airmen receive selective reenlistment consideration upon completing 20 years of total active federal military service? (7.10)

A

Within 13 months

64
Q

Once career Airmen have served beyond 20 years of total active federal military service, when do they receive selective reenlistment consideration? (7.10)

A

Each time they are within 13 months of their original expiration of term of service

65
Q

When determining if a member may reenlist, what do commanders and civilian directors consider? (7.11)

A

(a) Enlisted performance report ratings
(b) Unfavorable information from any substantiated source
(c) The Airman’s willingness to comply with USAF standards
(d) The Airman’s ability (or lack thereof) to meet required training and duty performance levels

66
Q

What should supervisors do before making a recommendation to unit commanders and civilian directors concerning the Airman’s career potential? (7.11)

A

(a) Carefully evaluate the Airman’s duty performance
(b) Review the Airman’s personnel records
(c) Review the AF Form 1137, Unfavorable Information File Summary, if applicable

67
Q

If an Airman is not selected for reenlistment, which form is completed, and the Airman is informed of the decision? (7.11)

A

AF Form 418, Selective Reenlistment Program (SRP) Consideration/Denial of Continued Service for Airmen

68
Q

If an Airman is not selected for reenlistment, an AF Form 418 is completed, and the Airman is informed of the decision. What must the commander make sure the Airman understands? (7.11)

A

The right to appeal the decision

69
Q

If an Airman is not selected for reenlistment, an AF Form 418 is completed. What happens afterwards? (7.11)

A

(a) The Airman has up to three calendar days to render an appeal intent
(b) The Airman must submit the appeal to the military personnel flight within 10 calendar days of the date he or she renders the appeal intent on the form

Note: The commander sends the completed form to the military personnel section after the Airman signs and initials the appropriate blocks.

70
Q

What is the specific appeal authority to appeal selective reenlistment program non-selection decisions based on? (7.11)

A

Airman’s total active federal military service

71
Q

Who is the selective reenlistment program appeal authority for first-term Airmen and career Airmen who will complete at least 20 years of total active federal military service on their current expiration of term of service? (7.11)

A

Their respective group commander

72
Q

Who is the selective reenlistment program appeal authority for second term and career Airmen who will complete fewer than 16 years of total active federal military service on their current expiration of term of service? (7.11)

A

Their respective wing commander

73
Q

Which program extended the length of reenlistments for RegAF Airmen, streamlining the reenlistment and extension process and alleviating unnecessary administrative actions for Airmen, supervisor chains, and military personnel flights? (7.12)

A

Noncommissioned Officer Career Status Program

74
Q

How many years of total active federal military service on date of discharge must selected Airmen have to be reenlisted for an unspecified period? These Airmen will serve up to their High Year of Tenure based on current grade, or if promoted, projected grade. (7.12)

A

At least 12 years

75
Q

When may eligible Airmen who serve 20 or more years of total active federal military service retire? (7.12)

A

No later than the first day of the month following High Year of Tenure

76
Q

What is the purpose of the Career Job Reservation (CJR) Program? (7.13)

A

To assist in the management of first-term Airmen reenlistments by Air Force Specialty Code (AFSC) to prevent surpluses and shortages

77
Q

What must all eligible first-term Airmen have in order to reenlist? (7.13)

A

An approved Career Job Reservation (CJR)

78
Q

When are Airmen automatically placed on the career job applicant list? (7.13)

A

The 1st duty day of the month during which they complete 35 months on their current enlistment (59 months for six-year enlistees),

but no later than the last duty day of the month during which they complete 43 months on their current enlistment (67 months for six-year enlistees)

79
Q

What must Airmen do to keep their approved Career Job Reservation (CJR)? (7.13)

A

Reenlist on or before the CJR expiration date

80
Q

In which AFSCs do first-term Airmen have limited quotas, when available and compete for a CJR? (7.13)

A

Constrained AFSCs

81
Q

At what command level are CJRs approved? (7.13)

A

Group commander level or equivalent

82
Q

When may commanders or civilian directors recommend First Term Airmen for award of a CJR? (7.13)

A

Anytime during the Airman’s CJR window

83
Q

What conditions must be met in order to be considered for a CJR? (7.13)

A

Airmen’s EPRs must reflect that the member has met the minimum expectation; not have an unfavorable information file, lost time, or record of active nonjudicial punishment on their current enlistment

84
Q

Which Airmen, whose AFSC was removed from the constrained list, will receive a CJR? (7.13)

A

Airmen who were on the CJR waiting list prior to the AFSC being removed

85
Q

When does an Airman’s approved CJR expire? (7.13)

A

On the Airman’s date of separation

86
Q

When are Airmen in unconstrained AFSCs automatically awarded the CJR? (7.13)

A

On the first duty day of the month during which they complete 35 months on their current enlistment (59 months for six-year enlistees),

but no later than the last duty day of the month during which they complete 43 months on their current enlistment (67 months for six-year enlistees)

87
Q

When may Airmen serving on an active enlistment request an enlistment extension? (7.14)

A

If he or she has a service-directed retainability reason and the extension is in the best interest of the Air Force

88
Q

In what time increments are extensions granted? (7.14)

A

In whole-month increments

89
Q

What is the maximum limit for voluntary extensions for all Airmen per enlistment? (7.14)

A

48 months

Note: In the event that Air Force specialties are constrained, the Air Staff may limit first-term Airmen extensions to a specified period.

Note: Certain situations (such as citizenship pending) may warrant exceptions to policy.

90
Q

When may Airmen be eligible to request an extension of enlistment to establish a date of separation at high year of tenure? (7.14)

A

To separate or retire–normally, Airmen must be within two years of their high year of tenure before they can extend. (7.14)

91
Q

Once approved, an extension has the legal effect of the enlistment agreement by extending the Airman’s period of obligated service. When can enlistment extensions be canceled? (7.14)

A

Only when the reason for the extension no longer exists, if the Airman has not already entered into the extension

92
Q

What is a monetary incentive paid to Airmen serving in certain selected critical military skills who reenlist for additional obligated service? (7.15)

A

Selective Retention Bonus (SRB)

93
Q

What monetary incentive is intended to encourage the reenlistment of sufficient numbers of qualified enlisted personnel in military skills with either demonstrated retention shortfalls or high training costs? (7.15)

A

Selective Retention Bonus (SRB)

94
Q

What is the minimum amount of years needed to extend enlistment for those Airmen in Selective Retention Bonus (SRB) skills who are eligible for an SRB providing they meet additional criteria? (7.15)

A

Three years

Note: Airmen can expect to serve in the Selective Retention Bonus (SRB) specialty for the entire enlistment for which the bonus was paid.

95
Q

Selective Retention Bonus (SRB) designations are established by zones, which are determined by the total regular Air Force federal military service of Airmen at the time of reenlistment or the date they enter the extension. What are they? (7.15)

A

Zone A–Airmen reenlisting between 17 months and 6 years.

Zone B–Airmen reenlisting between 6 and 10 years.

Zone C–Airmen reenlisting between 10 and 14 years.

Zone E–Airmen reenlisting between 18 and 20 years.

Note: Eligible Airmen may receive an SRB in each zone (A, B, C or E), but only one SRB per zone. (7.15)

96
Q

How does the Air Force calculate the Selective Retention Bonuses (SRBs)? (7.15)

A

One month’s base pay, multiplied by the number of years reenlisting or extending, multiplied by the SRB multiple as listed on the authorized SRB listing

97
Q

What is the maximum Selective Retention Bonus (SRB) paid per zone? (7.15)

A

$100,000

98
Q

Which pay date is used to calculate the Selective Retention Bonus (SRB)? (7.15)

A

Airman’s base pay on the date of discharge

Note: If an Airman was promoted to Staff Sergeant on 1 May and reenlisted on 1 May, the SRB would be calculated on the base pay of the day prior to the reenlistment as Senior Airman.

99
Q

What is a force management tool used primarily to balance career fields (officer and enlisted) across all AFSCs, and to ensure sustainability of career fields? (7.16)

A

Retraining

Note: Airmen maybe selected for involuntary retraining based on USAF needs.

100
Q

What provides a means to return disqualified Airmen to a productive status? (7.16)

A

Retraining

101
Q

Which program allows a limited number of Airmen the opportunity to pursue other career paths in the Air Force? (7.16)

A

Retraining program

102
Q

What is a living document found on myPers, maintained by the Air Force Personnel Center as a key tool used to advise members of retraining opportunities? (7.16)

A

Online Retraining Advisory

103
Q

Which AFMAN offers additional information on retraining eligibility and application procedures. (7.16)

A

AFMAN 36-2100

104
Q

When may Airmen assigned to the continental United States apply for retraining under the first-term Airmen retraining program? (7.16)

A

Not earlier than the first duty day of the month during which they complete 35 months of their current enlistment (59 months for six-year enlistees),

but not later than the last duty day of the 43rd month of their current enlistment (67 months for six-year enlistees)

105
Q

When may Airmen assigned outside the continental United States apply for retraining under the first-term Airmen retraining program? (7.16)

A

Nine to 15 months prior to the date they are eligible to return from overseas if serving within their normal first-term window (35th month for four-year enlistees or 59th month for six-year enlistees)

Note: Airmen with an indefinite return from overseas date must complete the original tour length before departing for retraining.

106
Q

When does the Air Force personnel center selects the most eligible Airmen for retraining based on quality indicators? (7.16)

A

On the last duty day of each month

107
Q

Which program is designed to retrain second term and career Airmen from overage USAF specialties into shortage specialties to optimize the enlisted force and to best meet current and future mission needs? (7.16)

A

NCO retraining program

Note: Airmen possessing a secondary or additional AFSC in a shortage skill may be returned to the shortage skill if in the best interest of the USAF.

108
Q

What are the two phases of the NCO retraining program? (7.16)

A

Phase I–obtain volunteer applicants from identified overage AFSCs to fill requirements in shortage specialty codes.

Phase II–Airmen will be selected for mandatory retraining based on USAF needs to balance the force.

Note: During Phase I, if sufficient applications are not received and retraining objectives for the fiscal year are not met, implementation of Phase II is necessary.

109
Q

In Phase II, Airmen will be selected for mandatory retraining based on USAF needs to balance the force. Which list is used to select Airmen for mandatory retraining? (7.16)

A

Master vulnerability list

110
Q

Which program addresses manning shortages and overages by conducting a crossflow panel when needed to select the best qualified officers to fill the required vacancies? (7.17)

A

Nonrated Line Crossflow Program

Note: Out-of-cycle crossflow requests, as well as initial skills training reclassification, are additional programs to ensure the balance of officer career fields.

111
Q

Which program is a process ensuring the Nuclear and Missile Operations (13N) Air Force specialty remains balanced for sustainment by crossflowing excess officers at the four-year point back to donor career fields? (7.17)

A

Missileer Crossflow Program

A ✨Staff Testing✨ (14 decks)

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