Week 4 POC Block 4 Flashcards
0
Q
Position Classification
A
When a civilian job is created or changed significantly, the immediate supervisor of the position will develop a job description identifying the duties, responsibilities, and supervisory relationships of the job
1
Q
Informal Disputes
A
A supervisor to whom an informal grievance has been presented must attempt to resolve it and ensure the employee is given a written decision on the matter within 15 calendar days (but no later than 30 calendar days) after the date of initial presentation.
2
Q
Term Appointment: reasons
A
project work extraordinary workload scheduled abolishment of a position reorganization uncertainty of future funding contracting out of the function
3
Q
Performance Feedback – Progress Review
A
At least one progress review will take place during the appraisal period
4
Q
Types of appointments: NAF civilians
A
- Regular (guaranteed 20-40 hr/wk)
- Flexible (need of activity determine/ 0-40hr/wk)
5
Q
Managers and Supervisors of NAF Employees
A
Supervisors must initiate personnel actions and maintain records on their employees with the assistance of the NAF Human Resource Office (HRO) staff.
6
Q
Disciplinary Actions
A
Oral admonishment
Reprimand
Termination
7
Q
Supervisors
A
give all disciplinary actions in writing
with the exception of oral admonishment
8
Q
Annual Leave
A
Employees may not carry more than 240 hours of leave from one leave-year to the next
9
Q
myPers
A
- “Tier 0”
- single entry point for AF personnel services and information.
- concept rapidly implements reliable, integrated and secure information technology to improve personnel services accessibility and usability.
- supports the Personnel Services Delivery Transformation (PSDT), delivering human resource services as quickly, as seamlessly, and as efficiently as possible anytime and anywhere an Airman might be.
10
Q
Personnel Service Delivery (PSD)
A
The PSD Guide is revised continually with additional details for web-based personnel processing applications (PPAs) to ensure availability of the most current information and guidance.
11
Q
The PSD Guide web page contains links
A
Assignments
BLSDM
Customer Support
Force Development Flight/Education and Training Section
12
Q
Commanders may utilize the BLSDM dashboard to request the following personnel transactions.
A
Request decoration RIP (DECOR 6)
Request change of reporting official (CRO)
Report duty status change
13
Q
Commanders may also use BLSDM the dashboard to request the following rosters.
A
Unit Personnel Management Roster (UPMR)
14
Q
Most Popular VMPF Applications
A
Out-processing. This application is used for those who are out-processing. You can check your personal information and get a list of those tasks needed to complete before you are able to out-process a base.
15
Q
Self Service Applications - Vmpf
A
Retraining. This module provides the capability for first term and career Airman to request voluntary retraining under the Career Airmen Reenlistment Reservation System (CAREERS) program or the Non-Commissioned Officer Retraining Program (NCORP).
16
Q
The virtual Personnel Center for Guard and Reserve (vPC-GR) Dashboard
A
is a centralized location that allows ANG and Reserve members to
- manage their profiles
- submit online applications (e.g. decorations, evaluations, training reports, etc)
- review/coordinate on existing applications
- create and run individual reports
17
Q
Summary of Cases Requiring Action. AKA CMS “in-boxes”
A
this is where a user locates cases assigned to his/her agency
18
Q
CMS: Enter/Update/Request Status on a Case
A
- user can enter a new case, update an existing case, or request status on a case
- allows any user to attach a document to the case. NOTE: Clicking the “Enter a New CMS Case” or the “Enter a New HR Case” button and then clicking on “View Definitions” link provides a brief summary of each case type or “problem.”
19
Q
How do all the paper forms and documents make their way into ARMS?
A
- The MPS will receive the document record from various sources; using the ARMS OSD guide, they will determine if the record requires filing in ARMS. If so, they will prepare AF IMT 330 (Figure 2.19) and mail the document to AFPC.
- AFPC will electronically scan the document and load it into ARMS.
20
Q
PRDA is
A
one of the Virtual Personnel Services Center (vPSC) application modules and will augment the current capability to search electronic record documents stored as images within the Automated Records Management System (ARMS) for the purpose of searching, viewing, or printing.
21
Q
Discoverer enables
A
leaders at all levels (Military Personnel Section, MAJCOM, AFPC, ANG, ARPC, Air Staff, etc.) to make faster and more informed business decisions regarding personnel
22
Q
General Information (MAPS)
A
As a minimum, the HRSM/PSM will schedule, produce and suspense the MAPs to assist the MPS work centers with data integrity clean up monthly
23
Q
MAPs and MPS Management Tool
A
were designed to help identify potential MilPDS database errors and assist with database integrity issues
24
TRs (transaction registers) reflect
all transactions processed, either successfully or unsuccessfully, during each daily online session
25
The narrative field is (TR's, transaction registers)
This field, in conjunction with the FMT ID (File Monitor) field, will indicate whether action is required or not
26
A Control Roster (CR) is
a commander’s rehabilitative tool to establish a 6-month observation period for individuals whose duty performance is substandard, or who fail to meet or maintain Air Force standards of conduct, bearing, and integrity, on or off duty
27
STANDARDS: Dress and Appearance
Air Force Instruction 36-2903, Dress and Personal Appearance of Air Force Personnel directs the wear of uniforms, insignias, awards and decorations
28
Installation Commander: Responsibilities
Responsible for supplementing AFI 36-2903 with base specific requirements
29
DEERS is used to
-verify and confirm the eligibility for those individuals receiving Uniformed Service benefits (to include ID cards) AND for those on active duty, retired, family members, surviving family members, Guard/Reserve personnel who are activated for a period in excess of 30 days
30
DEERS: The system is used to
forecast and allocate resources for building and staffing your hospitals, schools, and commissaries, while also providing the means by which individuals are granted access to these facilities
31
In order for an MPS to produce an ID card
it must first have the RAPIDS equipment to do it.
32
Active Duty Service Commitments (ADSCs)
There are a number of reasons individuals incur ADSCs, everything from permanent change of station (PCS) to completion of education (using tuition assistance) or formal training courses. The Air Force establishes ADSCs for all active duty members who participate in ADSC-incurring events, and they usually serve new ADSCs concurrently with existing ADSCs
33
Active Duty Service Commitment Incurring Events
Some of these rules include PCS, both CONUS and OCONUS, promotions, Undergraduate Pilot Training, Navigator Trainer, etc
- PCS (CONUS to CONUS) ; 2 years
- PCS (Overseas to CONUS) ; 1 year
34
Humanitarian Program is (Assignment Term)
a program established to assist people in resolving severe SHORT-TERM problems involving a family member. The spirit and intent of the program is to place the Airman in a valid AF authorized vacancy at the closest location where the problem exists.
35
PCS Notification
The e-mail notification instructs Airmen of the assignment selection and notifies them to access vMPF within seven calendar days to acknowledge receipt
36
AFPC Matches Assignment
Officer assignment authority rests with the Officer Assignment Team (OAT)
37
Enlisted Quarterly Assignments Listing (EQUAL)
is a listing of enlisted requirements (assignments) HQ AFPC intends [to make to and from overseas] areas for individuals in the rank of AIRMAN BASIC (AB) THROUGH SENIOR MASTER SERGEANT (SMSgt)
38
EQUAL-Plus was designed to
supplement the EQUAL by advertising special duty assignments (e.g., joint and departmental service requirements, special duties, and all CHIEF MASTER SERGEANT ASSIGNMENTS) and controlled special duties (e.g., instructor duty, recruiting duty, postal duty, and defense attaché duty)
39
General Guidelines (ORDERS PROCESSING MANAGEMENT)
Orders are normally published no earlier than 120 days prior to projected departure date unless an exception is substantiated and approved by AFPC. Airmen must complete all required processing (e.g., medical, dental, retention, etc.) prior to orders being released or published
40
AMS - Assignement management system
allows active duty members to see the available vacancies for their next assignment
41
The AMS Main Screen has three primary sections
Officer Assignments, Enlisted Assignments, and Personnel Information. Under the Officer Assignment and Enlisted Assignment tabs, members can view authorizations and requirements. The assignments and requirements options allow members to enter search criteria like rank, Air Force Specialty Code (AFSC), location, state/country, MAJCOM, and tour type
42
Critical position: Types of PRP positions
has access to unlock or to authenticate values of a nuclear weapon or weapon systems. For example: A missileer sitting in the silo with authentication codes and a launch key.
43
A controlled position: Types of PRP positions
is a position in which a person has access to be near nuclear weapons but does not possess the know-how to operate or launch a missile
44
Selective Reenlistment Program
The purpose of the Selective reenlistment Program (SRP) is to ensure the Air Force retains only airmen who consistently demonstrate the capability and willingness to maintain high professional standards. The SRP applies to ALL enlisted personnel.
45
When reviewing airmen under the SRP, commanders will NOT consider
an Airman’s career intent in the SRP process. Commanders will not use the SRP when involuntary separation is more appropriate.
46
When reviewing airmen under the SRP, commanders WILL consider
- Enlisted Performance Report (EPR) ratings.
- Consider unfavorable information from any substantiated source.
- The Airman’s willingness to comply with Air Force standards.
47
Career Job Reservation Program (CJR)
This program applies to first-term airmen only. First-term airmen will AUTOMATICALLY be considered for a CJR if they have been selected for reenlistment under the SRP. The purpose of this program is to prevent surpluses and shortages in the career field
48
Purpose : Personnel Evaluation System
Performance feedback and performance reporting are purposes of the Personnel Evaluation Systems for both officer and enlisted members. Promotion recommendation is an additional purpose of the evaluation system for enlisted members
49
Performance Feedback
is mandatory for all officers, second lieutenant through colonel, and all AD and USAFR enlisted personnel. If an individual requests a feedback session, the rater will provide one within 30 days of receipt of the request, provided 60 days have passed since the last feedback session.
50
Rater Responsibility
- The rater is responsible for preparing, scheduling and conducting feedback sessions, and will stay aware of standards and expectations and consider them when providing feedback to personnel
- The rater will provide the original PFW
51
Performance Report Rater/Reviewer Requirements
Reviewer/Senior Rater/Final Evaluator is the highest level endorser in the ratee’s rating chain. For officers, the senior rater must be in the grade of at least a colonel or civilian equivalent, or higher, and serving as a wing commander or equivalent and designated by the management level. For enlisted (MSgt through CMSgt), the reviewer/final evaluator must be, as a minimum, an officer serving in the grade of major (0-4) or a civilian in the grade of GS-12.
52
There are three types of PRFs.
- Regular
- Narrative only PRF is completed by the losing senior rater on all officers who are departing PCS for a school. (i.e., DE, AFIT, Dental school or-other AF-level training programs)
- Recommendation
53
Defining "Splits"
a significant disagreement between board members about the score of a record. A "split" is considered a difference in a score of 2 or more points between any two panel members (e.g., 6 and 8, or 8 and 10).
54
Resolving "Splits"
All voting panel members must be present and may discuss the records involved in a "split." Only panel members with split scores may change their scores in the process of resolving a split.
55
If selected for SrA Below-The-Zone,
the member can pin on SrA 6 months early
56
For SSgt through MSgt promotions,
the WAPS factors used to compute promotion scores are time in grade (TIG), time in service (TIS), decorations, EPRs from the last 5 years, and the scores on the Promotion Fitness Examination and Specialty Knowledge Test (SKT
57
Voluntary Enlisted Separation
- Airmen who want to leave the active service of the Air Force voluntarily can apply under the Prior to Expiration Term of Service (PETS)
- The MPS Career Development Element will help airmen with their applications. Separation under this topic is characterized as honorable, unless Entry Level Separation applies
58
There are two possible procedures for the involuntary separation process:
board hearing and notification.
59
Resigning or Requesting Release Under Normal Conditions.
There are 17 reasons listed in AFI 36-3207. Chapter 2 ranging from hardship, civil office, pregnancy, completing service requirements, enlisting and retiring, etc… Under this reason for separation an AF Form 780, Officer Separation Actions is completed, counseling is done to request a DOS, cite paragraph separating under, review for MSO effect and finally request an honorable discharge.
60
Force Shaping Programs
Over the years, the Air Force has used many different programs to downsize, shape and reshape the force. In the mid-1990s, it was the voluntary separation incentive and special separation bonus programs. Since the turn of the century, programs such as officer voluntary separation, officer limited active duty service commitment waivers, blue to green options, and enlisted/officer Palace Chase programs have all been used to keep the Air Force within end strength limits.
61
Certificates for Presentation
- Unit Letter of Appreciation
- DD Form 363AF, Certificate of Retirement
- Presidential Letter of Appreciation (if appropriate)
62
Stop Loss.
- In times of war or national emergency declared by Congress or the President, the President may suspend the operation of laws relating to mandatory retirement of regular and reserve members
- Officers retained beyond their Mandatory Separation Date (MSD) will stay on active duty until the Secretary determines their services are no longer needed to support the present emergency
63
High Year of Tenure (HYT) Date.
Active duty enlisted members request voluntary retirement to be effective no later than the 1st day of the month following the HYT date
64
Eligibility.
Members are eligible to retire if they have at least 20 years of Total Active federal military service (TAFMS)
65
Erroneous Enlistments
An airman is subject to discharge from an erroneous enlistment, reenlistment, or extension of enlistment if it would not have occurred if the AF knew the relevant facts and it was not the result of fraudulent conduct on the part of the member
66
There are four reasons for submitting a medal for members—
meritorious service, outstanding achievement, heroism, and aerial achievement
67
The MSM (Meritorious Service Medal) is the
The MSM is the THIRD HIGHEST "peacetime" medal, surpassed only by the Legion of Merit and the Distinguished Service Medal
68
Verne Orr Award.
The Air Force Association (AFA) established this award in honor of former Secretary of the Air Force Verne Orr. The award recognizes an Air Force unit (active or Reserve) that makes the most effective use of its human resources.
69
Non Commissioned Officers Association (NCOA) Vanguard Award.
Each year, the NCOA recognizes a noncommissioned officer from each of the military services, who has performed a particularly heroic act, on or off duty, which resulted in the saving of life or in preventing serious injury.
70
Continuum of Learning (CoL)
AF developmental efforts span a career and are referred to as a CoL. It applies to all Airmen–civilian and military, officer and enlisted, active duty, ANG, and reserve components.
71
Formal Training - 2 CATEGORIES
- Category 1 Training activities have general applications throughout the Air Force
- Category 2 Training and Education activities are those conducted by MAJCOMs and their operational units
72
Test Control
The Test Control Officer (TCO) function is found within the Force Development flight, Education and Training section. The types of tests this section administer include: promotion, career development course, language, DANTES, certification (e.g., emergency medical technician), developmental education (e.g., PME), admissions testing (e.g., SAT, GRE), and distance learning.
73
Base-level TCO responsibilities
Ensure test material inventories are conducted twice a year with an impartial official.
74
Base-level TE responsibilities
- Supervise all testing sessions.
- Brief test proctors who are helping with the testing on their duties in the testing room and requirements for safeguarding controlled test material.
- Jointly conduct test material inventories with TCOs.
75
Professional Developmental Education Management
Air Force Developmental Education (DE) programs expand knowledge and increase understanding of the role of air, space and cyberspace power in times of peace and war
76
AU registrar
The registrar issues AU diplomas and transcripts, publishes and maintains AU Academic Year catalog and corrects invalid, missing, or erroneously updated DE information.
77
Primary Developmental Education (PDE)
Squadron Officer School (SOS), located at Maxwell AFB, Alabama, is the first course of DE for officers
78
Training Records
Two methods that will be actively used by the Unit Training Manager (UTM) are Air Force Training Record (AFTR) and Training Business Area (TBA) which were designed to replace the need to file and maintain paper copies of the AF Form 623
79
On-The-Job Training Program
The AF OJT program consists of three components. The first component, job knowledge, is satisfied through Career Development Courses (CDCs) designed to provide basic knowledge across a wide spectrum of subjects pertaining to a career field. The second component is job proficiency. This is the hands-on training provided on the job, allowing the trainee to gain proficiency in tasks performed in the work center. The third component is job experience, gained during and after upgrade training, to build confidence and competence.
80
A second CDC failure has career impacting consequences. The unit commander, in consultation with the base training manager, UTM, supervisor and trainer, will choose one of the following actions:
- Evaluate the trainee for a possible CDC waiver
- Withdraw the trainee for failing to progress and pursue separation
- Withdraw the airman for failing to progress, request AFSC withdrawal, and recommend retraining or return to previously awarded AFSC
81
PSM provides
special training to MPS work elements as needed to clarify actions required by changes to the MILPDS
82
The MPS Chief has
overall responsibility for the MPS IHT program
