Back to Chapter 15 - Personnel Programs
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15.5.1. General Concept.
Manpower and organization section personnel assist Air Force commanders and functional managers at all levels in mission accomplishment by objectively quantifying manpower requirements for the distribution of Air Force manpower resources. Key services of this competency include peacetime manpower standards development, wartime manpower requirements, and competitive sourcing and privatization actions. Integral in any manpower requirements, determination effort is a review of a function’s processes with the goal of making process improvements.
There should not be a comma between the words, requirements and determination. This sentence is taken from paragrapgh 1.1.1. of AFPAM 38-208V1, Air Force Management Engineering Program (MEP) - Processes, which does not include the comma:
1.1.1. Requirements Determination. M&O personnel assist Air Force commanders and functional managers at all levels in mission accomplishment by objectively quantifying manpower requirements for the distribution of Air Force manpower resources. Key services of this competency include peacetime manpower standards development, wartime manpower requirements, and competitive sourcing and privatization actions. Integral in any manpower requirements determination effort is a review of a function's processes with the goal of making process improvements as described in Chapter 3. Additional concepts and performance guidance regarding this competency are provided in AFI 38-203, Commercial Activities Program, and AFI 38-205, Manpower and Quality Readiness and Contingency Management. Roles and responsibilities are outlined in AFI 38-201, Determining Manpower Requirements.
Missing Reference
The reference for paragraphs 15.5.1. - 15.5.3.5. (Performance Improvement) is AFMAN 38-208V1, Air Force Management Engineering Program (MEP) - Processes, but it isn't listed as a reference for Chapter 15 in Attachment 1.
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15.6. Unit Manpower Document (UMD).
The UMD, used to help manage manpower resources, is a computer product that lists unit funded and unfunded manpower requirements. It contains many data elements that identify the unique position attributes. These attributes include position number, AFSC, functional account code (FAC), work center, grade, number of authorizations, and personnel accounting symbol data. The UMD is the primary document that reflects the manpower required to accomplish the unit mission. The installation manpower and organization will periodically, or upon request, supply a unit with an updated UMD. Supervisors should routinely check the UMD for accuracy and use it to track their authorized manpower strength.
"The installation manpower and organization" should be "The installation Manpower and Organization Section".
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15.9.6.4. Nominative Selection for Strategic-Level Assignments. Specific strategic-level assignments such as Air Force career field managers (AFCFM) and Command Chief Master Sergeants (MAJCOM CCM) are filled using a nominative selection process.
The abbreviation for Command Chief Master Sergeant is CCM, not MAJCOM CCM.
Note
This year's PDG removed the section on the permissive PCS program (previously paragraph 15.9.8.4.) because that program was discontinued by the Air Force in 2009.
The section on the CONUS-isolated Assignment Program was also removed although it is still in force.
Change
15.9.8.8. TDY. AFI 36-2110 provides instructions regarding TDY procedures. The maximum TDY period at any one location in a 12-month period is 180 days unless the Secretary of the Air Force (SECAF) grants a waiver.
In the last edition of the PDG, the maximum TDY period was 179 days.
Change
15.9.8.9. Dependent Care and Adoption. All military members ensure dependent care arrangements are made when they are separated because of TDY or PCS. Military couples with dependents and single-member sponsors are expected to fulfill their military obligations on the same basis as other members. They are eligible for worldwide duty and all assignments for which they qualify. To ensure all members remain available for worldwide duty, they must have workable plans to provide parent-like care for their dependents as outlined in AFI 36-2908, Family Care Plans. Members who cannot or will not meet military commitments due to family needs will be considered for discharge. Members adopting children are given a limited time to complete the official adoption process and facilitate bonding. Individuals may be authorized deferment during the 6-month period following the date a child is officially placed in the member’s home.
In the last PDG (2009) edition, the deferment period was 4 months.
Ambiguity
15.12.1.2. Annual Briefing. At least annually, commanders or first sergeants are required to individually brief all military members in their organization on family care responsibilities. The commander or first sergeant is required to annually brief, individually, all military members who require an AF IMT 357.
These two sentences are confusing. The first states that all members require an individual briefing from the commander or first sergeant and the second sentence states that only members that require a Family Care Plan require individual briefings.
Ambiguity
15.13.1. Selective Reenlistment by Category.
In the Air Force, reenlistment is a privilege, not a right. The SRP provides a process by which commanders
and supervisors evaluate all first term, second term, and career Airmen. FTA receive SRP consideration
when they are within 15 months of their expiration of time of service (ETS). Second term and career Airmen
with less than 19 years of total active federal military service (TAFMS) are considered within 13 months of
the original ETS. Career Airmen also receive SRP consideration when within 13 months of completing 20
years of TAFMS. Once career Airmen have served beyond 20 years of TAFMS, they receive SRP
consideration each time they are within 13 months of their original ETS.
The term "expiration of time of service (ETS)" is defined in the glossary as "ETS—expiration of term of service".
What does "original ETS" mean? How can people be evaluated 13 months before a date that is years in the past? Does it mean the anniversary of the original ETS? Or does it mean current ETS as opposed to the new, yet to be approved, ETS?
Error
15.13.4. Appeals.
Airmen have the right to appeal SRP nonselection decisions. The specific appeal authority is based on an
Airman’s TAFMS. FTA and career Airmen who will complete at least 20 years of TAFMS on their current
ETS appeal SRP nonselection to their respective group commanders. The Airman’s respective wing
commander is the SRP appeal authority for second term and career Airmen who will complete fewer than 16
years of TAFMS on their current ETS. The SECAF is the SRP appeal authority for second term and career
Airmen who will complete at least 16 years of TAFMS but fewer than 20 years of TAFMS on their current
ETS. The decision of the appeal authority is final. The appeal authority’s decision is documented on the AF
IMT 418, and the Airman is advised of the outcome.
There is an error in this paragraph that stems from an error in the referenced publication, AFI 36-2606, Personnel. The sentence, "FTA and career Airmen who will complete at least 20 years of TAFMS on their current ETS appeal SRP nonselection to their respective group commanders" should read, "FTA and career Airmen who will complete at least 2 years of TAFMS on their current ETS appeal SRP nonselection to their respective group commanders".
Reasoning:
Change
15.16.1. Zones.
The SRB is paid in four zones:
15.16.1.1. Zone A applies to Airmen reenlisting between 21 months and 6 years of TAFMS.
15.16.1.2. Zone B applies to Airmen reenlisting between 6 and 10 years of TAFMS.
15.16.1.3. Zone C applies to Airmen reenlisting between 10 and 14 years of TAFMS.
15.16.1.4. Zone E applies to Airmen reenlisting between 18 and 20 years of TAFMS.
In the last (2009) edition of the PDG, there was only 3 zones. Zone E is new.
Ambiguity
15.24.1. Commanders and supervisors perform many personnel management functions requiring them to keep files on assigned personnel. AFI 36-2608, Military Personnel Records System, authorizes the use and maintenance of the commander’s or supervisor’s PIFs. Commanders or equivalents maintain discretion to create PIFs on all assigned personnel, but PIFs are mandatory for officer personnel who receive a Letter of Admonishment or a Letter of Counseling.
AFI 36-2608 states that "PIFs are mandatory for officers who receive Letters of Admonishment or Letters of Counseling which are not filed in their Unfavorable Information File (UIF)." which suggests that PIFs are not strictly mandatory for officers who receive paperwork but only mandatory in those unlikely circumstances.
Change
15.43.1. Enlisted Promotions References and Requirements Catalog (EPRRC).
Published in August of each year, the EPRRC lists all enlisted promotion tests authorized for administration and the study references associated with these tests.
The WAPS catalog has been renamed.
Change
15.43.2. Distribution of WAPS CDCs and Non-CDC Study References.
The Barnes Center WAPS Office (formerly HQ AU/A4L) provides each member eligible for promotion a personal set of WAPS CDCs.
HQ AU/A4L has been renamed. The Barnes center now distributes CDCs.
Change
15.44.1. Test Writers.
The Airman Advancement Division (AAD), Randolph AFB TX, produces all Air Force promotion tests,
which are literally written by Airmen for Airmen. Although the tests are developed at AAD, SNCOs from
field units go TDY to Randolph AFB to write the test questions.
In the 2009 edition of the PDG, the Air Force Occupational Measurement Squadron (AFOMS) produced all tests. The AFOMS has been renamed.
Ambiguity
15.57. Purpose.
CSM is a program designed to improve functions using a variety of management tools including competitive sourcing (CS), insourcing (IS), business process reengineering (BPR), and post competition accountability (PCA). The four principal goals of CSM are to sustain readiness, improve performance and quality by doing business more efficiently and cost effectively, and focus available personnel and resources on core Air Force missions. CSM will not affect military-essential skills or those functions that are inherently governmental.
I only count three principal goals: (1) to sustain readiness, (2) improve performance and quality by doing business more efficiently and cost effectively, and (3) focus available personnel and resources on core Air Force missions.
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15.61. Post Competition Accountability.
PCA uses a three-piece blended approach to ensure government organizations provide proper oversight and management of inhouse most efficient organizations: onsite management controls through a quality assurance surveillance program; tracking execution of public-private competitions and high performing organizations through the DoD Commercial Activities Management Information System (DCAMIS), which monitors cost and performance of resulting service provider through final performance period; and through HHQ staff assistance visits.
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15.67.2.3. Air Force Formal Schools. More formalized agency classroom training is available through Air Force formal schools listed in the Web-based Education and Training Course Announcements (ETCA) located at https://etca.randolph.af.mil/. Career field management programs plan for and sponsor developmental assignments, tuition assistance, formal training, and education to develop current and future managers. Leadership and management developmental opportunities, including intermediate service school and senior service school, are available to eligible high-potential civilian employees. Information is available at http://ask.afpc.randolph.af.mil/.
This paragraph should have been numbered 15.67.2.2.1. and subsequent paragraph numbering adjusted accordingly.
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15.72.3. A number of personnel decisions, for example, non-selection for promotion and performance recognition, are excluded from administrative grievances and most negotiated grievance procedures. Appeals of adverse actions covered by legal appeal rights are also excluded from the administrative grievance system. The Merit System Protection Board (MSPB) hears appeals of suspensions without pay of more than14 days, demotions (change to lower grade), and removals. Disputes pursued as grievances cannot be duplicated as EEO complaints and vice versa. Appeals of adverse actions that include allegations of discrimination may be reviewed by both MSPB and EEOC.
A space is missing between "than" and "14".