Block 3

Question 1

Emphasis on Wartime Tasks

Answer 1

Organizations must be structured to accomplish wartime tasks without reorganizing.

Question 2

Air Force Manpower Analysis Agency (AFMAA)

Answer 2

• Performs manpower studies that apply to more than one MAJCOM.
  
  • Publishes manpower standards.

Question 3

Base-level Manpower Organization Section

Answer 3

• Verifies and validates local manpower processes.

- Assists functional managers with process improvements.

Question 4

Manpower Requirements Determination

Answer 4

Conducts reviews of positions for Colonel, CMSgt, enlisted Career Progression Group (CPG), Contract Manpower Equivalent (CME), and aircrew to ensure equitable Air Force distribution.

Question 5

Program Allocation and Control

Answer 5

Processes authorization change request (ACR) which is the process used to request changes to the resources listed on the UMD

Question 6

Organization Structure

Answer 6

Prepares/processes organizational change request (OCR) which is the formal way to make changes to the structure of AF organizations.

Question 7

Performance Improvement

Answer 7

Administers the Airman Powered by Innovation (API) Program.

Question 8

Unit

Answer 8

A unit is a military organization established by directives issued by HAF. It is either named or numbered

Question 9

Constitute

Answer 9

is to provide the legal authority for a new unit. An example is when HAF gives permission to create a new unit that has not previously existed

Question 10

Disband

Answer 10

is withdrawing the legal authority for a unit

Question 11

Inactivate

Answer 11

will end the existence of a unit, detachment of a unit, or provisional unit. An inactive unit retains its lineage, history, and honors, and is available for activation when needed again.

Question 12

Redesignate

Answer 12

is to change the name or number of a unit

Question 13

manpower standard

Answer 13

is the basic tool used to determine the most effective and efficient level of manpower required to support a function

Question 14

Capabilities based Manpower Standard

Answer 14

The Capabilities-based Manpower Standard study approach is the AF approved methodology for developing manpower qualification models

Question 15

Phase 1-Feasibility

Answer 15

The Feasibility Phase is a critical decision-making process with the primary objective of determining the viability and timing for proceeding with the manpower standard development process.

Question 16

Phase 2-Familiarization

Answer 16

Familiarization provides the background knowledge and related information needed to identify potential process improvements and to design the best approach for the effort.

Question 17

Phase 3-Study Design

Answer 17

These processes are used to develop the Process Oriented Description (POD). These will become the Statement of Conditions (SOC). The team identifies potential “work load factors”.

Question 18

Phase 5-Analysis

Answer 18

The end result of analysis is selection for a model/equation for use in the new manpower standard.

Question 19

Manpower Programming and Execution System (MPES):

Answer 19

MPES provides the capability to manage and produce Unit Manpower Document information for use at all levels within the AF and DoD that depict end strength and billet level detail for Active Duty, Guard, Reserve, and Individual Mobilization Augmentee Forces.

Question 20

Resource Identification Code (RIC)

Answer 20

identifies the resource category within a manpower appropriation. The RIC is a four-position code which identifies the type of resources assigned to each program element. For example, “8888” is the RIC for contractor.

Question 21

-Projected Position (PPS)

Answer 21

indicates whether there is a future projection against the position. PPS value of 0 indicates no future projection against the position. PPS value of 1 indicates that there is a future projection against the position.

Question 22

Manpower Type Codes (MNT)

Answer 22

is a code used to determine total wartime manpower requirements. Manpower type entries are wartime execution, authorization, peacetime, wartime plan, and contract manpower equivalent (CME).

Question 23

Special Experience Identifier (SEI)

Answer 23

is a code used with the AFSC to identify a requirement or authorization that should be filled only by individuals with a special skill or advanced training in their primary AFSC.

Question 24

Personnel Reliability Program (PRP)

Answer 24

is a code used to identify a position that involves nuclear or nuclear-related duties.

Question 25

The Unit Manpower Document (UMD)

Answer 25

shows the status of the requirement for a current period (indicated in the “Today” column) and the out years. If a FY column has a “1”, the requirement is active/funded. If the FY column contains “0”, the requirement is inactive/unfunded at that point in time. The “Start” or “End” dates indicate the date this occurs.

Question 26

Required Grade (RGR)

Answer 26

Differences between the authorized grade and the required grade are caused by funding constraints and by career progression allocations.

Question 27

Unit Personnel Management Roster (UPMR):

Answer 27

The purpose of the Unit Personnel Management Roster is to give the unit commander a tool to monitor unit manning, control incoming and intra-unit assignments and assist the Military Personnel Section (MPS) in position number management.

Question 28

UPMR Position Information

Answer 28

The link between the UPMR and the UMD is the unique position number assigned to every position on the UMD.

Question 29

Special Experience Identifier (SEI)

Answer 29

) is a code used in conjunction with the AFSC to identify a requirement or authorization that should be filled only by individuals with a special skill or advanced training.

Question 30

A3 Report

Answer 30

The Practical Problem Solving Method (PPSM) process is accomplished using the “A3” report.
-Each section on the A3 Report correlates with a step in the PPSM.

Question 31

Step 1: Clarify and Validate the Problem

Answer 31

-Create a Problem Statement: After identifying the problem, create a problem statement.

Question 32

Step 2: Break Down the Problem/Identify Performance Gaps

Answer 32

-Provide a fact-based understanding of the problem, and frame the problem in a useful manner.

Question 33

Step 3: Set Improvement Target:

Answer 33

-The purpose of setting improvement targets is to balance the needs of the customer with what is actually achievable.

Question 34

Step 6: See Countermeasures Through

Answer 34

-This step may reveal future opportunities for improvement as well as other possible applications.