Back to Chapter 15 - Personnel Programs
1. All budgeted and programmed manpower resources for the total Air Force (Regular Air Force, Air Force Reserve [AFR], and Air National Guard [ANG]) derive from two sources: the Department of Defense (DoD) Future Years Defense Program (FYDP) and
A. the Unit Manpower Document (UMD)
B. the functional account code (FAC)
*C. the Air Force’s Force and Financial Plan (F&FP)
D. the Manpower Programming Execution System (MPES)
15.2.
2. All budgeted and programmed manpower resources for the total Air Force derive from two sources: the DoD Future Years Defense Program and the Air Force’s Force and Financial Plan. The DoD uses elements of the ___________ to budget for and control its resources.
A. Force and Financial Plan
*B. Future Years Defense Program
C. Manpower Programming Execution System (MPES)
D. Planning, Programming, Budgeting, and Execution Process (PPBE)
15.2.
3. All budgeted and programmed manpower resources for the total Air Force derive from two sources: the DoD Future Years Defense Program and the Air Force’s Force and Financial Plan. The Air Force uses the ______________ to budget for and control its portion of the DoD overall resources.
*A. Force and Financial Plan (F&FP)
B. Future Years Defense Program (FYDP)
C. Manpower Programming Execution System (MPES)
D. Planning, Programming, Budgeting, and Execution Process (PPBE)
15.2.
4. The Directorate of Manpower and Organization (HQ USAF/A1M) allocates programmed manpower resources from the Future Years Defense Program and the Air Force's Force and Financial Plan to
*A. the Major Commands
B. individual bases based on Air Force requirements
C. individual bases based on merit and performance
D. the installation Manpower and Organization Flights (MOF)
15.3.
5. The Directorate of Manpower and Organization (HQ USAF/A1M) allocates programmed manpower resources to the Major Commands. The MAJCOMs translate the manpower resources into manpower authorizations by updating the __________ by organization, AFSC, grade, etc.
A. PERSTEMPO
B. the Unit Manpower Document (UMD)
*C. Manpower Programming Execution System (MPES)
D. installation Manpower and Organization Flight (MOF)
15.3.
6. The __________ is the manpower and organization issue liaison between installation agencies and the MAJCOM A1M staff.
A. base commander
B. Air Force Career Field Manager (AFCFM)
*C. installation Manpower and Organization Section
D. Under Secretary of Defense for Personnel and Readiness
15.3.
7. Command-specific military and civilian manpower requirements must be certified by the MAJCOM A1M and approved by _______ before they can be used in the programming and resourcing process.
*A. HQ USAF/A1M
B. the Secretary of Defense
C. the USAFE Inspector General
D. installation Manpower and Organization Section
15.4.1.
8. Competitive sourcing should only be used as a means to source new requirements that
A. are temporary overseas positions
B. will not require a security clearance
C. are military essential or inherently governmental
*D. are not military essential or inherently governmental
15.4.1.
9. To accommodate cyclical or temporary manpower requirements, the Air Force
A. changes its Manpower Allocation
B. proposes tradeoffs or a reduction in the scope of mission
C. increases recruiting efforts and streamlines the enlistment process
*D. authorizes civilian overtime, temporary civilian positions, TDY of personnel, and use of contract services
15.4.2.
10. To determine Air Force manpower requirements, _____________ work with HQ USAF/A1M to develop the manpower standard, the required mix of military, civilian, or contract services, and the required military category (officer or enlisted) and grade.
A. MAJCOM Resource Advisors
*B. HQ USAF functional managers
C. Commanders and First Sergeants
D. installation Manpower and Organization Section officers
15.4.3.
11. Who determines civilian grades based on job content in position descriptions?
A. MAJCOM Functional Managers
B. HQ USAF Functional Managers
C. the installation Manpower and Organization Section
*D. the servicing civilian personnel flight and AFPC, Directorate of Civilian Personnel Operations (HQ AFPC/DPC)
15.4.3.
12. When determining manpower requirements, civilian grades are determined based on
A. age, years of service, and grade
*B. job content in position descriptions
C. congressional budget limits and available manpower positions
D. location, years of service, experience, performance appraisals, and education
15.4.3.
13. Integral in any manpower requirements determination effort is a review of a function’s processes with the goal of
*A. making process improvements
B. increasing manpower allocations
C. identifying the cause of the inefficiency
D. justifying increases in future Air Force Force and Financial Plans (F&FP)
15.5.1.
14. Manpower standards are established to ensure work center operations are efficient and
A. unique
B. dynamic
*C. standardized
D. well staffed
15.5.2.
15. Manpower standards are established to ensure work center operations are efficient and standardized. The ultimate goal of organizational performance is
*A. mission accomplishment
B. organizational efficiency
C. continuous budget reduction
D. maximum efficiency and a decrease of resources used
15.5.2.
16. Manpower standards are established to ensure work center operations are efficient and standardized. Efficiency does not necessarily mean decreasing resources but rather
A. decreasing manning levels
*B. improving the return on the resources used
C. documenting their use so that future operations continue to be funded
D. increasing the number of job positions available for enlisted members
15.5.2.
17. For organizational changes to be effective, they generally must include some redesign and/or coordination on five fronts: (1) Organization and People Front, (2) Technology Front, (3) Policies, Legislation, and Regulations Front, (4) Physical Infrastructure Front, and (5) Process Front. The Organization and People Front is
A. the physical facilities, equipment, and tools that support processes
B. the existing policies, regulations, and legislation that govern processes
*C. the workers who must be provided with appropriate knowledge, skills, experiences, and tools
D. the factor that allows compression of cycles, lead time, and distance and broader access to information and knowledge
15.5.3.1.
18. For organizational changes to be effective, they generally must include changes on one or more of five fronts: (1) Organization and People Front, (2) Technology Front, (3) Policies, Legislation, and Regulations Front, (4) Physical Infrastructure Front, and (5) Process Front. The Technology Front is
A. the physical facilities, equipment, and tools that support processes
B. the existing policies, regulations, and legislation that govern processes
C. the workers who must be provided with appropriate knowledge, skills, experiences, and tools
*D. the factor that allows compression of cycles, lead time, and distance and broader access to information and knowledge
15.5.3.2.
19. For organizational changes to be effective, they generally must include changes on one or more of five fronts: (1) Organization and People Front, (2) Technology Front, (3) Policies, Legislation, and Regulations Front, (4) Physical Infrastructure Front, and (5) Process Front. The Policies, Legislation, and Regulations Front is
A. the physical facilities, equipment, and tools that support processes
*B. the existing policies, regulations, and legislation that govern processes
C. the workers who must be provided with appropriate knowledge, skills, experiences, and tools
D. the factor that allows compression of cycles, lead time, and distance and broader access to information and knowledge
15.5.3.3.
20. For organizational changes to be effective, they generally must include changes on one or more of five fronts: (1) Organization and People Front, (2) Technology Front, (3) Policies, Legislation, and Regulations Front, (4) Physical Infrastructure Front, and (5) Process Front. The Physical Infrastructure Front is
*A. the physical facilities, equipment, and tools that support processes
B. the existing policies, regulations, and legislation that govern processes
C. the workers who must be provided with appropriate knowledge, skills, experiences, and tools
D. the factor that allows compression of cycles, lead time, and distance and broader access to information and knowledge
15.5.3.4.
21. For organizational changes to be effective, they generally must include changes on one or more of five fronts: (1) Organization and People Front, (2) Technology Front, (3) Policies, Legislation, and Regulations Front, (4) Physical Infrastructure Front, and (5) Process Front. The Process front is
*A. the flow of work and information into, through, and out of the organization
B. the existing policies, regulations, and legislation that govern processes
C. the workers who must be provided with appropriate knowledge, skills, experiences, and tools
D. the factor that allows compression of cycles, lead time, and distance and broader access to information and knowledge
15.5.3.5.
22. The primary document that reflects the manpower required to accomplish the unit’s mission is the
A. Force and Financial Plan
*B. Unit Manpower Document (UMD)
C. Manpower Programming Execution System (MPES)
D. Department of Defense (DoD) Future Years Defense Program (FYDP)
15.6.
23. The UMD is a computer product that lists unit funded and unfunded manpower requirements and contains many data elements that identify the unique position attributes. These attributes include
A. position number and AFSC
B. functional account code (FAC) and work center
C. grade, number of authorizations, and personnel accounting symbol data
*D. all of these answers
15.6.
24. Which agency is responsible for periodically, or upon request, providing a unit with an updated UMD?
A. MAJCOM Functional Managers
B. HQ USAF Functional Managers
C. the servicing civilian personnel flight
*D. the installation Manpower and Organization Section
15.6.
25. The installation Manpower and Organization Section will periodically, or upon request, supply a unit with an updated UMD. _________ should routinely check the UMD for accuracy and use it to track their authorized manpower strength.
A. Commanders
*B. Supervisors
C. Training Managers
D. Resource Advisors
15.6.