OVERVIEW
History
Roles and Responsibilities
Air Force Core Values
OVERVIEW
OUR STARTING POINT
REVOLUTIONARY WAR
DUTIES
CHANGES, 1832-1847
COL CHARLES A. ROMEYN
1947-PRESENT
OUR STARTING POINT
 THE FIRST SERGEANT HAS ALWAYS
HELD A HIGHLY VISIBLE AND
DISTINCTIVE, ALBEIT NOTORIOUS,
POSITION IN THE MILITARY UNIT.
OUR STARTING POINT
 Roman Legion Centurions
First mention of soldiers responsible for
disciplining troops
Lead soldier for 100 men
Carried unit’s legions on long poles called
standards
Final defenders of legion’s standards during battle
Conduit between officers and enlisted
OUR STARTING POINT

17th Century Prussian Army Feldwebel
Overseer of enlisted personnel
Assigned at company level
Knowledgeable of duties
Accountability of people
Continuity of company commander
Authorized to use cane to instill discipline
 How are first sergeants viewed today?
REVOLUTIONARY WAR
General Washington: Battled with unit
ineffectiveness / desertion
General Baron Von Stuben of Prussian Army
Tactics in training and drill
Required high degree of discipline
Task given to first sergeant
Company first sergeant
 “Blue Book of Regulation”
REVOLUTIONARY WAR
 “Blue Book of Regulations”
Duties / responsibilities of company members
Key personnel
Names, height, jobs, addresses of personnel
DUTIES
Original First Sergeant Duties
Maintain duty roster
Take daily orders
Complete morning roster
Be acquainted with all personnel
Be available
Maintain company’s descriptive books
CHANGES OF 1832-1847
Wore red sash around the waist
New pay scale – $15.00/month
Sgt. Majors, Quartermaster Sergeants, & Chief
Musicians received $16/month
1847– authorized chevrons on jacket and
wear of the lozenge (diamond) on the insignia
COL CHARLES A. ROMEYN
 Requirements of the “Best First Sergeant”
Sobriety
Loyalty
Always on the job!
Knowledge of paperwork
Physically active
Sympathetic & tactful
Marksman & horsemanship
CHANGES FROM 1947 TO PRESENT
1947– formal position and AFSC (731X0) vs. rank
E-6 and above could hold position
1960 – AFSC changed to 10090 / opened to all
AFSC’s
1971– only E-7’s, FSA optional
1985– mandatory completion of FSA
Graduates prior to 03A can stay indefinitely
2002– officially became a special duty
Roles and Responsibilities
• Expeditionary Leader
• Advisor to the Commander
• Sets the example
Roles and Responsibilities
• Your position as the unit First
Sergeant will give you an
extreme amount of authority
and you must be careful how
you use it.
Air Force Core Values
• Integrity First
–
–
–
–
–
–
–
–
–
Willingness
Courage
Honesty
Responsibility
Accountability
Justice
Openness
Self-respect
Humility
Air Force Core Values
• Service Before Self
– Rule following
– Respect for others
– Discipline and self control
– Faith in the system
Air Force Core Values
• Excellence in All We Do
–
–
–
–
–
Product/service excellence
Personal excellence
Community excellence
Resource excellence
Operational excellence
"If your actions inspire
others to dream more,
learn more, do more
and become more,
you are a leader“
John Quincy Adams
Summary
 History
 Roles and Responsibilities
 Air Force Core Values
Overview




Sponsorship Program
Base Orientation
Unit Orientation
AFRC
MP 1: Sponsorship Program
 Inbound Personnel
 Unit Allocation
INTRO Program
MP 2: Base Orientation
 Wing Commander or Representative
 Inspector General
 Staff Representatives
MP 3: Unit Orientation
 Unit Commander or Representative
Mission and Objectives
First Sergeant
Senior ART
OIC/NCOIC
Training Monitor
CSS
MP 3: Unit Orientation
Immediate Supervisor








Mission and Objectives
Duty Hours
Lunch Hour
Duty Tasks
Training
Safety
Coworker Introductions
AFRC
• 4th Air Force – focus specifically on
global reach (tankers and airlift
capabilities).
• 10th Air Force – strike, ISR, space,
cyber, and special operations assets.
• 22nd Air Force – tactical airlift, combat
support, training.
AIR FORCE RESERVE COMMAND
MP2: FIRST SGT ROLE
Summary




Sponsorship Program
Base Orientation
Unit Orientation
AFRC
Overview:
Satisfactory Participation
Nonparticipation
Types of Participation
Telecommuting
Points Accumulation
First Sergeant Responsibility
AFI 36-2254
VOL 1
Reserve Personnel Participation;
VOL 2
Reserve Personnel Training
VOL 3
Reserve Personnel Telecommuting/ Advance
Distributed Learning (ADL) Guidelines
Requirements For Satisfactory Participation?
–
–
–
–
–
Military standards of dress and appearance
Physical fitness requirements
Medical standards and qualifications
Perform 48 paid Training Periods per year (TP)
Perform at least 14 AT per year
• Excused Absence
• Unexcused Absence
• Constructively Present
 Initial Active Duty Training (IADT)
 Unit Training Assembly (UTA)
 Equivalent Training (ET)
 RMP
 Additional Flying Training Period (AFTP)
 Additional Ground Training Period (AGTP)
 Annual Tour (AT)
 Active Duty for Operational Support (ADOS)
 Progression Tours
 Active Duty for Training (ADT) Tours
 Airmen are subject to the UCMJ
Must meet all participation requirements
Approval Authority – NAF/Wing/Group CC or Designees
 Authority concurrence prior to performing telecommuting
Should not use for formal training
Written Agreement
Approving Authority
Supervisor
Earning Points:
– Maximum Training Periods(TP) per FY is 48 points for a satisfactory
year.
– Must perform at least 14 Training days (AD), Maximum in FT is 15 days.
NAF/CC may authorize up to 20 days.
– 1 point for each 4 hours of Inactive Duty Training (IDT) not to exceed 2
per day and 1 point for each day of Active Duty
– 1 point for each 3 hours of awarded ECI courses (15 max)
– Max earnings 365 creditable points (366 for a leap year) per year
•
•
•
•
•
•
Meet and Greet
Review Unit Absentee Report
Oversee commander’s program
Lead by example
Ensure the integrity of the unit
You are the model
Summary:
Satisfactory Participation
Nonparticipation
Types of Participation
Telecommuting
Points Accumulation
First Sergeant Responsibility
OVERVIEW
 General Guidance
 Types of Leave
 Passes
Permissive TDY
Reserve Members
 Unauthorized Absence
 Classification (AWOL/Deserter)
 Sequence of Events
MP1. General Guidance





Established by Congress
Unit commander’s leave policy
At least 14 consecutive days and 30 days/year
Authorized Absence
Where leave begins and ends…Local Area
 Charged for duty days and non-duty days
 Leave Extensions
 Determining Leave or Duty Status
 Examples
 Recall from Leave
 Special Leave Accrual (SLA)
MP2. Types of Leave
 Annual Leave
 Advance Leave
 Approval of 30 days or less
 Approval of more than 30 days
 Convalescent Leave
 30 days or less
 Exception: 42 days for normal pregnancy
 Emergency Leave
 Immediate Family
 Emergency Leave Process
 Terminal Leave
 Excess Leave
MP3. Passes
Two types
Regular: (Liberty) Starts after normal working
hours on a given day and stops at the beginning of
normal working hours on the next working day.
Special: Starts after normal working hours on a
given day and will not exceed a specific time limit of
either three or four days.
3-Day: Must contain at least one duty day
4-Day: Must include two consecutive non-duty days
MP4. Permissive TDY (PTDY)
Administrative Absence
Not chargeable as leave
50 specific rules governing PTDY
AFI 36-3003, Table 7
Examples
New housing with PCS
Pre-separation or Retirement
Accompany dependant or member patient to a
designated Medical Treatment Facility
MP5. Reserve Members
WHEN DOES THIS APPLY TO AFRC MEMBERS?
CAN WE GIVE AIRMEN ON A UTA WEEKEND A
DAY OFF?
MP 6: UNAUTHORIZED ABSENCE
 WHEN THEY BEGIN
 WHEN THEY END
MP 7:AWOL/DESERTER CLASSIFICATION
 CLASSIFICATION DETERMINED BY
TIME
 REASONS FOR IMMEDIATE DESERTER
CLASSIFICATION
MP 8: RESPONSIBILITIES AND
SEQUENCE OF EVENTS
COMMANDER
FIRST SERGEANT
SUPERVISOR
SECURITY FORCES
MPF
DESERTION AND UNAUTHORIZED ABSENCE CHECKLIST
Action Required
** DENOTES RECOMMEDED ACTIONS TO TAKE.
Immediately
 Attempt to locate member. Notify SFS. **Get statement from supervisor. Duty StatusWhereabouts Unknown (temporary casualty status). Declare deserter now?
24 Hours
 Prepare and submit AF Form 2098 (AWOL/Deserter) to FSO. **Inventory member’s
effects (mil/civ). **Attempt to obtain photograph.
72 Hours
 Unit commander, with the assistance from the supervisor, prepares and submits the unit
commander’s letter of inquiry.
10th Day
 Letter to next of kin and payees of allotments.
31st Day
 CC prepares 31st day status report. Notify MPF and SFS of member’s continued absence.
Retrieve family members’ ID Cards. Prepare AF Form 2098 (Deserter) and DD Form 553,
Deserter/Absentee Wanted by the Armed Forces. Family member financial help (E4 less than 4
years TAFMS) must be taken within first three months of unauthorized absence. MPF pulls
the field records.
60th Day
 Prepare and submit third unit commander’s status report.
120th Day
 **Dispose of personal property.
180th Day
 MPF drops member from unit’s rolls. Manning unit programs replacement.
1.
2.
3.
4.
5.
Letter to Next of Kin (NOK)
Military authorities do not know the member’s whereabouts and believes member to be AWOL.
NOK should urge member to return.
NOK should notify nearest military installation if they know the member’s whereabouts.
Dependent will be ineligible for medical care, other benefits and privileges if change to deserter status.
Continued absence may lead to a court-martial, loss of pay and allowance and government insurance, reduction in grade, BCD,
and/or confinement.
MP9. Reserve Members
WHEN DOES THIS APPLY TO AFRC MEMBERS?
CAN AN AIRMAN ON A UTA WEEKEND BE
AWOL?
Summary
 General Guidance
 Types of Leave
 Passes
Permissive TDY
Reserve Members
 Unauthorized Absence
 Classification (AWOL/Deserter)
 Sequence of Events
OVERVIEW
 Objective and Recommendations
 Common Decorations
 Considerations for Decorations
 Awards Program
 Presentation
MP 1: OBJECTIVE OF AND
RECOMMENDATIONS FOR RECOGNITION
 Recognize personnel to foster morale,
incentive, and esprit de corps
Who deserves recognition
Not for a token effort
Service-Honorable
MP 1: OBJECTIVE OF AND
RECOMMENDATIONS FOR RECOGNITION
 “Diamond” Check
 Decorations
 Level of Responsibility
 Manner of Performance
Other Recognition
Whole Person Concept
Performance clearly above peers
MP 2: DECORATIONS
Decorations are awarded for:
Outstanding achievement
Heroism or acts of courage
Meritorious service
When:
PCS/PCA/Retirement
Extended Tour
MP 2: COMMON DECORATIONS






Meritorious Service Medal
Air Force Commendation Medal
Air Force Achievement Medal
Air Force Good Conduct Medal
Air Reserve Forces Meritorious Service Medal
Armed Forces Reserve Medal
MP 3: Considerations
 Denial
 Supervisor & CC (Décor 6)
 Good Conduct
Medal (Memorandum)
 Disapprove or Downgrade
 Approval Authority
 Refusal
 Member elects not to wear
 Revocation
 Approval Authority
MP 4: AWARDS PROGRAMS

1st Sgt Involvement

12 Outstanding Airman of the Year
 Quarterly
 Annual
Functional
 Other Awards



Example: Military Outstanding Volunteer Service
Award
Informal Unit-level Recognition
MP 5: PRESENTATION OF AWARDS/DECS

Special Awards/Trophies/Gifts-Where can you get
them?




O&M Funds
SM&W Funds
Solicitation
Legalities

Ceremony

Make it a big deal!!
Summary
Objective and Recommendations
 Common Recognition
 Considerations
 Awards Program
 Presentation

OVERVIEW
 Intent
 Unit Responsibilities
 Air Force Instruction
 Building a Squadron Fitness
Program
 Nutritional Education and
Resources
 Various Exercise Programs
66
MP1. INTENT AFI 36-2905
“It is every Airman’s responsibility to maintain
the standards set forth in this AFI 365 days a
year.”
“The Goal of the fitness program is to motivate all
members to participate in a year-round physical
conditioning program that emphasizes total fitness, to
include proper aerobic conditioning, strength/flexibility
training and healthy eating.”
“Health benefits from an active lifestyle will increase
productivity, optimize health, and decrease absenteeism
while maintaining a higher level of READINESS.”
67
MP 1: INTENT
CMSAF JAMES A. ROY
“The idea is to maintain a constant
state of readiness and fitness..”
Ellsworth AFB 2009
“The new PT test is about
developing a fitness lifestyle.”
Ellsworth AFB 2009
“A higher operations tempo requires Airmen to be
physically fit. The chief said the new physical fitness
test will keep everyone fit to fight.”
Military.com 2009
MP2: Responsibilities
Unit Commander
 Execute and enforce the unit fitness program and ensure
appropriate action is taken of non-compliance.
 Provide a work environment that supports healthy lifestyle
choices.
 Implement and maintain a unit/squadron PT program
 Have a written policy that describes their Unit Fitness Program
 Appoint Physical Training Leaders (PTL) and Unit Fitness
Program Managers (UFPM) in writing
 Will encourage members to participate in physical fitness training
up to 90 minutes, 3 to 5 times per week and are encouraged to
schedule or authorize training during duty hours.
“CMSAF Roy encouraged commanders, first sergeants and chief master
sergeants to lead their Airmen in fitness programs.”
Joint Base Andrews 2009
69
MP2: Responsibilities
First Sergeant
 Be familiar with and ensure all Airmen are aware of the
Commander’s Fitness Program
 Work with PTLs and UFPMs to be aware of all member’s
fitness levels, and advise Commander of negative quality force
indicators
 Be familiar with support agencies and resources that can
assist Airmen on meeting the USAF fitness standards
 Lead by example by participating in squadron PT functions,
as well as some sort of self-directed fitness program
 Brief unit leadership on possible trends affecting the
mission
 Know the AFI and advise leadership of the proper
administrative actions
MP2: Responsibilities
Airmen
Know AFI 36-2905
Know the Commander’s policies
Know their PTLs and UFPM
Lead a Healthy Life Style
Help/Education those not in compliance
Be physically ready to accomplish the mission.
Attain and maintain excellent physical
conditioning and always meet Air Force fitness
standards.
Actively participate in the Air Force Fitness
Program
MP3 AFI
Each component has a minimum component score.
These scores do not earn a composite passing score. Failure
to meet minimum in one or more component results in an
Unsatisfactory FA Score.
The Fitness Assessment Cell (FAC) will conduct all
Fitness Assessments. Where there is no FAC, FA’s should
be conducted by a certified PTL from another unit.
Fitness Screening Questionnaire – Should be completed no
earlier than 30 calendar days (90 for ARC), but NLT 7 days prior
to FA to provide time for medical evaluation.
Testing - Must be completed within a 3-hour window on the
same day, (Must be in military status for assessment)
MP3 AFI
3 Jan 2012 – New AF Guidance Memo about Fitness
Revised Push-ups and Sit-ups
How does Fitness affect EPR’s and OPR’s?
If Pass, then MEETS STANDARDS
If Fails, then DOES NOT MEET STANDARDS
Attachment 1, 4c
“Remain current as defined in AFI 36-2905 (dated 1 July 2010), paragraph 2.12.
Failing to remain current as well as failing to attain a passing score on the
applicable FA before the end of the performance report reporting period will
result in a "DOES NOT MEET STANDARDS" rating on the member’s OPR/EPR
if, as of the closeout date of the performance report, currency or a passing score
is not obtained”
MP 3 AFI
Exemptions are designed to categorize members as
unable or unavailable to train or assess for a limited
time period
Commanders may grant exemptions as outlined in AFI 362905, Table 4.3
CATEGORIES
Composite Exemptions – Member is exempt from all
components of the FA
Component Exemption – Member is exempt from one
or more components of the FA, but will be assessed on the
remaining components
MP 3 AFI
Exemption greater than 30 days, including pregnancy, will
refer to the EP/FPM or appropriate ancillary provider for
exercise assessment, prescription and counseling, or
rehabilitation program
Member is eligible for FA 42 days after expiration of
physical limitation if greater than 30 days. (180 days for
pregnancies)
Any member Exempt from a component and scores 90 or
Above, still has to test every 6 month
Military provider must make final disposition for any physical
limitation in cases where non-military providers are utilized
PCS – Must be current and not expired prior to the RNLTD
and is authorized 42 days from the DAS before assessment
MP3 AFI
Attachment 19
MP4: Building a Squadron Fitness Program
What is the typical conversation about the
USAF Fitness Program?
What is the effect the typical conversations
have on F2F results?
AFI 36-2905 states: “The Goal of the fitness program is to
MOTIVATE all members to participate in a year-round physical
conditioning program that emphasizes total fitness, to include
proper aerobic conditioning, strength/flexibility training and
healthy eating.”
MP4: Building a Squadron Fitness Program
Goal is to motivate all members
What motivates you?
Circuit
Training
MP 5: Nutritional Education
Do you eat healthy?
How do you know?
How many times a day do you eat?
How many calories a day do you consume?
Where do your calories come from?
MP 6: Various Exercise Programs
Be familiar with various classes and programs
offered both on base and off.
CC and CCF should be actively involved.
CC and CCF lead by example, both in
participation and attitude.
Recognize and reward effort and
accomplishments, but also correct those who do
not meet standards (according with AFI 36-2905).
Summary
Intent
Unit Responsibilities
Air Force Instruction
Building a Squadron
Fitness
Program
Nutritional Education and
Resources
Various Exercise Programs
81
OVERVIEW
 Family Care Program
 First Sergeant Responsibilities
 Family Care Plan
MP 1: Family Care Program
 FAMILY CARE PLANNING IS THE
ADVANCED PROCESS OF PLANNING FOR THE
CARE OF FAMILY MEMBERS DURING THE AIR
FORCE MEMBER’S ABSENCE
PERSONNEL REQUIRED TO DOCUMENT
THEIR PLAN ON AF FORM 357
 DEFERMENTS FROM DUTY
MP 2: First Sgt Responsibilities
Certification
Briefings
MP 3: Family Care Plan
AF Form 357
Copies of POA
Continuation Sheet/Attachments
SUMMARY
 Family Care Program
 First Sergeant Responsibilities
 Family Care Plan
OVERVIEW
 Promotion Authority
 Ineligible for Promotion
 Minimum Eligibility Requirements
 Types of Promotions
 Promotion Process
 First Sergeant’s Role
REFERENCES
AFI 36-2502, Airmen Promotion Program
Chapter 4 applies specifically to Reservists
AFI 36-2113, The First Sergeant
AFI 36-2618, The Enlisted Force Structure
MP1 Promotion Program Objectives
“The Air Force must be able to
identify those people with the
highest potential to fill positions of
increase grade and responsibility.”
AFPD 36-25
MP2 Promotion Authority
Amn – MSgt
SMSgt – CMSgt
Unit Commander
Wing Commander or
detached Group Commander
MP3 Ineligible for Promotion
 A member in training status code “T” is ineligible
 An EPR that is a referral or a rating of a 2 would render a member ineligible,
unless a new EPR is written with at least an overall rating of a 3
 A referal EPR do to a Fitness Test Failure
 1 year from the date of a court martial order or the longest period of
punishment renders a member ineligible
 The member is blocked for promotion
 The airman does not meet the requirements of Table 4.2, eligibility
requirements
MP4 Minimum Eligibility
Requirements for Promotion
Promotion to Grade of:
PAFSC
Time in Grade
(See Note 14)
Enlisted Service
(See Note 15)
Satisfactory Service
(See Note 16)
Amn
Not Required
6 months (from
IADT)
Not Applicable
Not Applicable
A1C
Not Required
6 months (From
IADT)
Not Applicable
Not Applicable
SrA
3-skill level
8 months
Not Applicable
1 year
SSgt
(See Note 10)
5-skill level, or a
3-skill when
a 5-skill does
not exit in
AFSC
12 months
Not Applicable
4 years
TSgt
7-skill level
18 months
Not Applicable
5 years
MSgt
(See Note 11)
7-skill level
24 months
8 years
8 years
SMSgt
(See Note 12)
7- or 9-skill level
24 months
10 years
11 years
CMSgt
9-skill level
24 months
10 years
14 years
MP5: Types of Promotions
Unit Vacancy Promotion
Extended Promotion Program (EPP)
Promotion Enhancement Program (PEP)
Unit Vacancy
Promotions occur monthly
Personnel must meet the eligibility criteria
outlined in AFI 36-2502, Table 4.2 prior to the first
day of the promotion cycle
Individuals moved to slots being vacated by
someone retiring, separating, HYT or
reassignment, cannot be promoted until the
promotion cycle after the incumbent’s has
physically departed
Extended Promotion Program
 EPP was implemented to allow the promotion of those SSgt’s with extended
time in grade and time in service to be promoted to TSgt without being
assigned to a valid vacant position effective 1 Dec 97
 Allows for promotion to TSgt individuals in an E6/E5 position that are blocked
for promotion under unit vacancy and are not an overage (do not own the
slot)
 Applies to Air Reserve Technicians (ART’s) and Traditional Reservists who meet
eligibility criteria and have commanders approval
 No current UIF or Control Roster
 Meets all requirements of AFI 36-2502, Table 4.2, excluding unit vacancy
PROMOTION ENHANCEMENT PROGRAM (PEP)
Reference: AFI 36-2502 (Table 4.2), 22 AF/CCC Memo dated 30 October 2001
General Overview:
Eligibility:
 Meet requirements for promotion according to AFI 36-2502, Table 4.2
 Be blocked from promotion under Unit Vacancy Promotion Program
 Can only be promoted one grade higher than unit manning document
(UMD) position to which currently assigned
 Recommended by unit commander
 Meet the Fitness Requirements
 Must not be in an overage on the UMD
 Must not have any unexcused absences
MP6: Promotion Process
1. MPF identifies airmen eligible for promotion every
month (Table 4.2, eligibility requirements) and forwards an
eligibility rooster to the unit commander before each UTA
the month preceding the month the promotion is to be
effective.
2. The unit commander processes the eligibility roster prior
to the UTA completion, lining through names of airmen not
recommended and annotating a period of ineligibility not to
exceed 6 months.
PERSONAL DATA - PRIVACY ACT OF 1974 (USC 552a)
UNIT: 123 AERIAL PORT SQ FFLHB0
WESTOVER AFB MA 010220000
PAS: W52PFLHB
RESERVE AIRMEN PROMOTION ELIGIBILITY ROSTER
PROMOTION MONTH: JUL
THE FOLLOWING PERSONNEL, YOUR UNIT, MEET ALL THE REQUIREMENTS OF AFI 36-2502,
TABLE 4.2, FOR PROMOTION TO THE NEXT HIGHER GRADE. REQUEST YOU REVIEW THIS
LISTING AND MAKE YOUR ANNOTATIONS FOR NONRECOMMENDATIONS THEN FORWARD TO THE
MPF.
NAME
SSAN
EPR
UNEXCUSED
GR-CURR
DOR
EFF-DT
EXCUSED
PAFSC PAY-DT
PME-1ST
AUTH-GRD
CAFSC SAT-SVC PME-2ND
POSN-NR
DAFSC RR--YY
PME-3RD
FAC
WMP-STAT
TNG_STAT
ART
MIGALA, LINDSAY CA SSG
123-45-6789
01 MAR 2003
3B-13 APR 2006 12 APR 2004
0
24
2T271
2T251 080000
2T271 0915
R
BOUCHARD, JOHN MSGT
123-45-6789
01 MAR 2003
3B-13 APR 2006 12 APR 2004
0
24
2T271
2T251 080000
2T271 0915
R
15 SEP 1997
15 SEP 1997
36
TSgt
0079758
42H100
36
SMSGT
0079758
42H100
Until further review is made, member is ineligible until 01AUG07
I CERTIFY THAT THE INFORMATION LISTED IS TRUE AND CORRECT. I FURTHER CERTIFY
THAT ALL PERSONNEL NOT RECOMMENDED HAVE BEEN ANNOTATED ACCORDINGLY.
Michael R Bellerose 25JUN07
SIGNATURE OF UNIT COMMANDER
DATE
MP6: Promotion Process
3. Complete the AF Form 224 in duplicate (mandatory for
promotions to SMSgt and CMSgt) for Wing Commanders
approval
4. The Unit prepares a Reserve Service Commitment
(RSC) Contract on personnel being recommended for
promotion to MSgt/SMSgt/CMSgt. Must have two years
retainability.
5. Forward the roster, RSC and the AF Form 224 to the
MPF by the end of the UTA.
Ineligibility Roster
PERSONAL DATA - PRIVACY ACT OF 1974 (USC 552a)
UNIT: 123 AERIAL PORT SQ FFLHB0
RESERVE AIRMEN PROMOTION INELIGIBILITY ROSTER
PROMOTION MONTH: JUL
NAME
PAFSC
DOR
TNG-ST
GRD ART SSAN
DAFSC
POSN-NR
2AFSC
SAT SVC UNEXC WMP
UIF
CNTL-RSR
----------------------------------------------------------------------
ASG-GR+1 PME1 PAY-DT
FAC
AUTH-GRD PME2 TEMSD
PME3 EPR
ART15
BENTLEY, EDNA TERI
TSG 012-65-9874
R
35
0
2T271 01-MAR-04
2T251 0079845 42H100
201129
INELIGIBLE REASON:
BIZA, STEPHANIE LYN
SRA 123-89-6541
37
Q
13-DEC-84
X
3-B
UMD-OVERAGE
PME
NO-VACANCY
2T251
2T251
010000
0
01-JAN-06 R
0079919 42J100
-
INELIGIBLE REASON:
PME
35
34
10-APR-05
MP7: FIRST SGT ROLE
AFI 36-2113
1.2. The first sergeant is responsible for
providing sound advice to the commander
on a wide range of topics including the
health, esprit de corps, discipline,
mentoring, well being, career progression,
recognition, and professional development
of all assigned enlisted members.
AFI 36-2113
6.1.7. First Sergeants. First sergeants are specially
selected SNCOs freed from operational and
production requirements to provide a dedicated
focal point for enlisted issues within their units. First
sergeants derive their authority from the unit
commander and exercise general supervision over
all assigned enlisted personnel. At home station or
deployed, a first sergeant’s primary responsibility
is to maintain a mission-ready enlisted force.
SUMMARY
 Promotion Authority
 Ineligible for Promotion
 Minimum Eligibility Requirements
 Types of Promotions
 Promotion Process
 First Sergeant’s Role
REFERENCES
Reference:
AFI 36-2907
Unfavorable Information File (UIF) Program
OVERVIEW
Purpose
Counseling's, Admonishments and
Reprimands
Unfavorable Information File
Control Roster
Responsibilities
PURPOSE
Purpose is to “improve, correct, and
instruct subordinates who depart from
standards…on or off duty, and whose
actions degrade the individual and
unit mission.”
-AFI 36-2907
MP2. Administration Counseling
Counseling
Admonishments
Reprimands
MP 2 PROCEDURES AND FORMAT
Privacy Act
PIF/UIF/’Desk Drawer’
Format
MP3 Unfavorable Information File
AF Form 1058
AF Form 1137
Commander’s Actions
Member’s Actions
MP4 MANDATORY/OPTIONAL ENTRIES -UIF
Mandatory
Table 2.2 AFI 36-2907
Optional
Table 2.2 AFI 36-2907
MP5 DISPOSITION/REMOVAL
 AFI 36-2907, Table 2.2
 Disposition Determined By Type
Of Document Filed In UIF
 Early Removal
 Limitations On Removal
MP6 UIF CAREER IMPACT
No Mandatory Limitations
MP1 DEFINITION AND PURPOSE
“Rehabilitative tool used by commanders
at all levels to set a 6-12 month observation
period for individuals…who fail to meet or
maintain AF standards of conduct…on and
off duty.”
--AFI 36-2907
MP2 ESTABLISHING CONTROL ROSTERS
Procedures
AF Form 1058
AF Form 1137
Commander’s Actions
Member’s Actions
MP3 REMOVAL ACTIONS
Automatically 2400 on the last day
of the designated period
(Up to
12 calendar months)
Early Removal
MP4 CONTROL ROSTER IMPACT
 EPR
 Promotion
 Reenlistment
 PCS/PCA
 Formal Training
MP5 RESPONSIBILITIES
 Commanders
 First Sergeants
 Supervisors
 UIF Monitor
SUMMARY
Purpose
Counseling/Reprimands
UIF
CR
Responsibilities
OVERVIEW
 Policy
 Authority
 Reasons for Demotions
 Demotion Process
 Grade Demotions
 Appeal Process
MP1 Purpose
Ensure personnel are fully qualified to
serve in their current grade and
position.
Peter Principle: States that people are promoted
to their level of incompetence.
MP1 Purpose
Policy:
AFI 36-2502 “Airman Promotion/Demotion
Programs” (31 Dec 09)
 AFPD 36-25 “Military Promotion & Demotion
Administrative in nature
Apply to members in grades of E-2 to E-9
Not used in place of UCMJ actions
MP1 Purpose
Policy:
Give opportunity to overcome deficiencies
Do not demoted Airmen who have separated
Sec of AF may direct demotions
Cannot be suspended
Once initiated, cannot be reassign
Do not reassign in lieu of demotion
MP2 Demotion Authority
Amn - MSgt
>>>
SPCMA Commander
SMSgt - CMSgt >>>
AFRC/CV
Voluntary
Wing DP
>>>
MP2 Demotion Authority
 Individual Mobilization Augmentees
>>> Commander of MAJCOM, FOA, DRU
Non-pay Program Reservists
>>> ARPC/CC
Selected Reserve Program
>>> HQ ARPC/DR
MP3 Reasons for Demotions
Student Status Termination
Skill level
Failure to participate
Failure to fulfill NCO responsibilities
Physical condition/body fat standards
Reorganization
Failure to qualify for duty
Voluntary change of assignment
MP4 Demotion Process
Involvement
 Immediate commander
 Individual
 Military Personnel Flight (MPF)
 Demotion Authority
MP4 Demotion Process
Notification:
Must be in writing
State reason and facts
Member must acknowledge receipt
Appeal information provided to member
Airman in grade
E-2 – E-9
Basis for demotion in current enlistment
-Failure to complete training
-Failure to maintain Skill/ Grade
-Failure to meet NCO Responsibilities
-Failure to maintain Fitness Standards
-Intentional failure to qualify for duty
Unit CC Consults
With SJA
NO
STOP
PROCESS
YES
CC Notifies Airmen in Writing
(Include a summary of basis
with facts, rights to council, right
to a personal hearing)
Airman responds to Commander orally,
in writing, or both within 3 working days
(The commander may grant an extension in writing)
CC reviews Airmen’s response
to demotion. (Agrees/Disagrees)
Notifies
Airmen
he/she is
stopping the
process.
STOP
Continue Process
The commander notifies the airman of the decision
in writing, summarizes any written or oral
statements made by the airman and sends the
entire case file to the servicing Military Personnel
Flight (MPF) for processing.
Military Personnel Flight
The MPF provides the demotion package to the demotion authority
(next higher level commander).
The demotion authority can make additional grade reductions beyond
the initiating commander’s
Demotion Authority
The demotion authority can take additional grade reductions other
than the initiating commander’s recommendation. The demotion
authority requests a written legal review from the servicing staff judge
advocate (SJA) before deciding the demotion.
Disagrees
The demotion authority disapproves
the demotion and writes to the
airman’s servicing MPF. The
demotion authority notifies the
MAJCOM and the airman through the
initiating commander by endorsing
the document. STOP
Agrees
The demotion authority approves the demotion
and writes the airman’s servicing MPF to publish
a demotion order.
The MPF endorses the demotion authority’s
memorandum and sends it to the initiating
commander.
Commander’s Action
The commander informs the airman of the grade to which he or she is
demoted, include the Date of Rank (DOR) and the demotion effective
date.
The commander informs the airman that he or she must acknowledge
the decision within 3 working days. (May grant an extension)
The commander informs the airman that he or she can appeal the
demotion decision to the appellate authority (next higher level
commander to the demotion authority) within 3 working days. (May grant
an extension)
Airmen’s Action
The airman acknowledges receipt by endorsing the document
including the date.
No Appeal
Appeal
Demotion Authority
Airmen is
Demoted
Reverses decision and restores original grade.
Or demotion authority forwards case to appellate
authority without comment.
Appellate Authority
E-2- E7 Appeal to AFRC/CV
E8- E9 Appeal to AFRC/CC
Approves the Appeal
The appellate authority approves the appeal and directs
the servicing MPF to restore the airman’s grade and
revoke the demotion order. Through the initiating
commander, the MPF sends a memorandum telling the
airman that the appellate authority approved the appeal
and the airman’s previous grade was restored.
Disapproves the Appeal
The appellate authority disapproves the airman’s appeal.
The servicing MPF notifies the airman in writing, via the
MAJCOM and initiating commander, both of whom
endorse the notice.
AIRMEN ELECTS RETIREMENT IN LIEU
OF DEMOTION
Airmen’s Actions
The airman indicates he or she prefers to retire in lieu of demotion,
provided airman is eligible for voluntary retirement. The effective date of
retirement will be no later than the 1st day of the 4th month following the
date the airman received the initial demotion notification.
When an airman submits an application to retire in lieu of demotion, all
demotion action stops until the authorities act on the retirement
application.
MPF Actions
The MPF forwards the retirement application with a copy of the entire
demotion case to HQ AFMPC/DPMARR2, 550 C Street West, Suite 11,
Randolph AFB, TX, 78150-4713, within 5 workdays.
Retirement Authority Decision
The demotion process terminates if
authorities approve the retirement
application. STOP
The demotion process continues
if the authorities disapprove the
application.
MP5 Grade Demotions
Current Grade
SRA or higher
A1C
AMN
Demotion to:
>>>
>>>
>>>
A1C
AMN
AB
Note: Demote three or more grades only when there appears no
reasonable hope exists they will ever show the proficiency, leadership
or fitness earned in the initial promotion.
MP6 Appeals Process
Must be in writing
Must be done within 30 Days
Appellate authority:
– For Amn - MSgt
>>> AFRC/CV
– For SMSgt - CMSgt >>> AFRC/CC
SUMMARY
 Policy
 Authority
 Reasons for Demotions
 Demotion Process
 Grade Demotions
 Appeal Process
OVERVIEW
 Purpose And General Policies
Type
Service Characterizations
AFI 36-3208
Administrative Separation of Airmen
MP1 PURPOSE/GENERAL POLICY
“The Air Force must maintain a vigorous
fighting force with high standards of conduct”
AFPD 36-32
“Separating members failing to meet
standards…promotes Air Force readiness and
strengthens military service”
AFI 36-3208
MP1.1 TYPES OF ADMINISTRATIVE SEPARATIONS
Required
Voluntary
Involuntary
MP1.2 REASONS TO RETAIN BEYOND ETS
 Make good time lost
 Retention for courts-martial
 Complete separation processing
 Medical treatment
 Foreign court disposition
MP2 VOLUNTARY SEPARATIONS
 Reasons for Separations
Convenience of the Government (COG)
Dependency/Hardship
In lieu of courts-martial
MP3.1 INVOLUNTARY SEPARATIONS
 Reasons
 Involuntary COG
 Defective Enlistments
 Entry level performance or conduct
Unsatisfactory performance
 Substance abuse treatment failure
 Misconduct
Conditions that interfere with military service
Civilian
C
B
Below
the
Z
Zone
MP3.2 INVOLUNTARY SEPARATIONS
ADMINISTRATIVE DISCHARGE BOARDS
(a fact-finding/recommending board that reviews all
the information about the case)
 Board entitled if:
 NCO when processing starts
 6 or more years TAFMS when processing starts
 UOTHC characterization is recommended
In the interest of National Security
MP4.1 CHARACTERIZATIONS
Honorable
General
UOTHC
MP4.2 CHARACTERIZATIONS
NON-CHARACTERIZATIONS
Entry Level
Release from Custody and Control
Dropped From Rolls
SUMMARY
 Purpose/General Policies
 Type
 Characterizations
Overview
 Readiness
 What is ESGR
 ESGR’s Role
 Programs and Services
 USERRA
 Points of Contact
Readiness
Ready, Willing and Able to Serve and
Perform
For the Reservist: READINESS requires Employer Support
ESGR
• Established by Presidential declaration in 1972, under the Office
of the Secretary Defense
• Operates programs as a field activity, on behalf of all National
Guard and Reserve members
• Includes 54 committees (every state, District of Columbia, Guam,
Puerto Rico, and the the Virgin Islands) staffed by over 4,500
volunteers (business executives, civic and former military leaders)
Note:
1 volunteer per 194 Selective Reserve Members
NCESGR Goals
Increase public awareness of the critical role and greater
utilization / OPSTEMPO of the National Guard and
Reserve in the “Total Force” today
Increase public awareness of ESGR programs and our
mission to build and strengthen cooperation and
partnerships between:
> Employers
> Reserve Component Units/Commanders
> National Guard and Reserve Members.
The ESGR Role
 Program Awareness
 Mobilization and Mediation
Assistance
 Employer Support Recognition
Programs
 Improved Reservist Retention
 Improved READINESS
Critical Balance
Family
Reservist
Employer
`
AFRC Survey Results
 Only one-third of companies allow flexible hours to accommodate
reserve schedule
 34% feel Reserve obligation is causing problems at their civilian job
 56% have utilized vacation time from civilian jobs to perform Reserve
duty
 15% believe they have been denied a civilian promotion because of
Reserve duty
 10% are thinking of leaving AFRC because of job-related problems
 2/3 don’t know services provided by ESGR
Mission One
and Mobilization Support
“Mission One”
• Unit Information
Briefings
“Mobilization
Support”
• Mobilization Briefing
Awareness:
Reservists Rights and Responsibilities
Briefing with the Boss
Candid exchange of information between
employer, unit leadership and the reservist
Role of the unit/reservist
within the Air Force mission
The Total Force
Bosses Day
Bosslift
• Employers see what our reservists are actually doing
• Employers see the valuable training be conducted
• Military training enhances civilian job specialties
Statement of Support
Employers pledge:
 They will neither deny employment nor limit or
reduce job opportunities because of service in the
Reserve components
 They will grant leaves of absence for military training
 They will ensure their Reserve employees are aware
of these policies
Employer Recognition
Employer Award Programs:
Why Reward your Employer?
• You thank them for their support
• You create goodwill with the employer
• You show it’s a two way street
Ombudsman Services
Ombudsman are volunteers that:
•
•
•
•
•
Provide information and literature
Provide unit briefings or assistance
Answer questions
Understand and can explain the law (USERRA)
Can informally mediate difficult issues
Ombudsman Services
 Informal Mediation
 The Ombudsman Program is extremely effective
• Greater than 90% of cases resolved
• Remainder referred to DoL (93% resolved)
• Almost never go to litigation
How to Get Help
1.
Your local ESGR representative
2.
Ombudsman service
- Informal Mediation (1-800-336-4590)
3.
Dept of Labor/VETS
- Formal Investigation (93% resolved)
4.
Dept of Justice/Office of Special Counsel
5.
Private Counsel (on your own)
USERRA
Uniformed Services Employment and
Reemployment Rights Act*
(Title 38 of United States Code, Chapter 43)
1994
* Administered by Department of Labor
USERRA
 Prohibits discrimination against Guard/Reserve service
 Ensures continued company benefits -- medical, dental, vision
 Ensures participation in company pension, thrift savings, and stock options
-- even during military duty
 Permits member to file a claim against the employer if USERRA rights
are violated
Requirements of USERRA
For the Reservist:
 Provide advance notice -- written or oral
 Less than five years cumulative absence
 Serve under honorable conditions
 Timely return to civilian job
 30 days or less: safe travel plus 8 hours
 31 to 180 days: two weeks
 over 180 days: 90 days
Requirements of USERRA
For the Employer:
 Grant Leave of Absence
 Allow for safe travel and rest
 Timely reinstatement of member
 Grant status/seniority/benefits to returning member
 Train member, if necessary
 Do not discriminate in:
(employment, reemployment, or promotion)
The Bottom Line
Reservist should ...
… know there is a law (USERRA) governing employment and
reemployment rights
… ensure they understand the basic tenets of USERRA
… ensure they know whom to contact if they have employer
questions or conflicts
Point of Contact
Employer Support of the Guard and
Reserve
1-800-336-4590
www.esgr.org
MSG Irene Torkildson, DSN: 426-1396, COM: (703) 696-1396
itorkildson@osd.pentagon.mil
Summary
 Readiness
 What is ESGR
 ESGR’s Role
 Programs and Services
 USERRA
 Points of Contact
Closing
Employer Support is
achieved through a
dialogue between
employers, units and
Reserve members
It’s all about Readiness.
Overview
Purpose of Military Law
The Manual for Courts-Martial (MCM)
Rights of an Accused
Rights Advisement
Training Requirements
Parts of a Punitive Article
Commonly used Punitive Articles
MP1. Purpose of Military Law
Preamble of the MCM:
“The purpose of military law is to promote
justice, to assist in maintaining good
order and discipline in the armed forces,
to promote efficiency and effectiveness
in the military establishment, and
thereby strengthen the national security
of the United States”
MP2. MCM Overview
Part 1: Preamble
Part 2: Rules for Courts-Martial (RCM)
Part 3: Military Rules of Evidence (MRE)
Part 4: The Punitive Articles
Part 5: Non-judicial Punishment (NJP)
Procedures
MP3. Rights of an Accused
Article 31
• Presumption of innocence
• Burden of proof
• Reasonable Doubt
• Self-Incrimination
• Rights Advisement
MP3. Rights of an Accused
Article 27, Equal Qualifications
Article 32
• Pretrial Investigation
• General Courts-Martial
Article 38, Right to an attorney
Article 137, UCMJ training requirements
• Initial entry
• After completion of 6 months of active duty
• Upon reenlistment
MP4. Parts of the Punitive Article
Articles 77 – 134 (Punitive Articles)
• Part 1: Text
• Part 2: Elements
• Part 3: Explanation
• Part 4: Lesser Included Offenses
• Part 5: Maximum Permissible
Punishments
• Part 6: Sample Specifications
47. Article 122 – Robbery
A. Text of statute
Any person subject to this chapter who with intent to steal takes anything of value from the person or in the presence of another, against his will, by means of
force or violence or fear of immediate or future injury to his person or property or to the person or property of a relative or member of his family or of anyone in
his company at the time of the robbery, is guilty of robbery and shall be punished as a court-martial may direct.
B. Elements
(1) That the accused wrongfully took certain property from the person or from the possession and in the presence of a person named or described;
(2) That the taking was against the will of that person;
(3) The taking was by means of force, violence, or force and violence, or putting the person in fear of immediate or future injury to that person, a relative, a
member of the person’s family, anyone accompanying the person at the time of the robbery, the person’s property, or the property of a relative, family member,
or anyone accompanying the person at the time of the robbery;
(4) That the property belonged to a person named or described;
(5) That the property was of a certain or of some value; and
(6) That the taking of the property of the accused was with the intent permanently to deprive the person robbed of the use and benefit of the property.
(7) That the means of force or violence or of putting the person in fear was a firearm.
C. Explanation
(1) Taking in the presence of the victim. It is not necessary that the property taken be located within any certain distance of the victim.
(2) Force or violence. For a robbery to be committed by force or violence, there must be actual force or violence to the person, preceding or accompanying the
taking against the person’s will, and it is immaterial that there is no fear engendered in the victim.
(3) Fear. For robbery to be committed by putting the victim in fear, there need be no actual force or violence, but there must be a demonstration of force or
menace by which the victim is place in such fear that the victim is warranted in making no resistance.
D. Lesser included offences
(1) Article 121 – larceny
(2) Article 121 – wrongful appropriation
(3) Article 128 – assault; assault consummated by a battery
(4) Article 128 – assault with a dangerous weapon
(5) Article 134 – assault with intent to rob
(6) Article 80 – attempts
E. Maximum punishment
(1) When committed with a firearm. Dishonorable discharge, forfeiture of all pay and allowances and confinement for 10 years.
(2) Other cases. Dishonorable discharge, forfeiture of all pay and allowances, and confinement for 10 years.
F. Sample specification
In that (personal jurisdiction data) did (at/on board – location) (subject-matter jurisdiction data, if required), on or (violence) (force and violence) (and)
(putting him/her in fear) (with firarm) steal from the (person) (presence) of, against his/her will, (a watch) ( ) of value of (about) $
the property of
47. Article 122 – Robbery
A. Text of statute
Any person subject to this
chapter who with
intent to steal takes anything of value
from the person or in the presence of
another, against his will, by means of
force or violence or fear of immediate
or future injury to his person or
47. Article 122 – Robbery
B. Elements
(1) That the accused wrongfully took certain property from the person or from
the possession and in the presence of a person named or described;
(2) That the taking was against the will of that person;
(3) The taking was by means of force, violence, or force and violence, or
putting the person in fear of immediate or future injury to that person, a
relative, a member of the person’s family, anyone accompanying the person
at the time of the robbery, the person’s property, or the property of a
relative, family member, or anyone accompanying the person at the time of
the robbery;
(4) That the property belonged to a person named or described;
(5) That the property was of a certain or of some value; and
(6) That the taking of the property of the accused was with the intent
permanently to deprive the person robbed of the use and benefit of the
property.
[NOTE: If robbery was committed with a firearm, add the following.]
(7) That the means of force or violence or of putting the person in fear was a
firearm.
47. Article 122 – Robbery
C. Explanation
(1) Taking in the presence of the victim. It is not necessary that
the property taken be located within any certain distance of the
victim.
(2) Force or violence. For a robbery to be committed by force or
violence, there must be actual force or violence to the person,
preceding or accompanying the taking against the person’s
will, and it is immaterial that there is no fear engendered in
the victim.
(3) Fear. For robbery to be committed by putting the victim in
fear, there need be no actual force or violence, but there must
be a demonstration of force or menace by which the victim is
place in such fear that the victim is warranted in making no
resistance.
47. Article 122 – Robbery
D. Lesser included offences
(1) Article 121 – larceny
(2) Article 121 – wrongful appropriation
(3) Article 128 – assault; assault consummated by a battery
(4) Article 128 – assault with a dangerous weapon
(5) Article 134 – assault with intent to rob
(6) Article 80 – attempts
47. Article 122 – Robbery
E. Maximum punishment
(1) When committed with a firearm. Dishonorable
discharge, forfeiture of all pay and allowances and
confinement for 15 years.
(2) Other cases. Dishonorable discharge, forfeiture of
all pay and allowances, and confinement for 10
years.
47. Article 122 – Robbery
F. Sample specification
In that (personal jurisdiction data) did (at/on board –
location) (subject-matter jurisdiction data, if required), on
or (violence) (force and violence) (and) (putting him/her
in fear) (with firearm) steal from the (person) (presence)
of, against his/her will, (a watch) ( ) of value of (about)
$
the property of
MP5 Common Punitive Article
 Article 85, Desertion
 Article 86, Absence without leave
 Article 91, Insubordinate Conduct toward warrant officer,
noncommissioned officer, or petty officer
 Article 92, Failure to obey order or regulation
 Article 107, False Official Statement
 Article 108, Military property of the United States –sale, loss, damage,
destruction or wrongful disposition
 Article 111, Drunken or reckless operation of vehicle, aircraft, or vessel
 Article 112, Drunk on Duty
 Article 112a, Wrongful use, possession, etc. of controlled substances
 Article 117, Provoking Speeches and gestures
 Article 123a, Making, drawing, or uttering check without sufficient funds
 Article 128, Assault
 Article 134, General Article
Summary
Purpose of Military Law
The Manual for Courts-Martial (MCM)
Rights of an Accused
Rights Advisement
Training Requirements
Parts of a Punitive Article
Commonly used Punitive Articles
Overview
 Purpose
 Commander’s Responsibilities
 SJA Responsibilities
 Limitations
People are our business
MP 1: Purpose of NJP
 MCM Standard – Maintain good order
and discipline – positive behavior
change
 Punishment
 Rehabilitative
 Used for Minor Offenses Only
 No Stigma of Courts-Martial
People are our business
MP 2: Commander’s Responsibilities
 Contact SJA prior to offering NJP
 May Dispose of an Offense as They See Fit
 Authority to Impose NJP
 Decide to Impose Based on Fact
 Act in a Timely Manner
 First Sergeant’s Role
People are our business
MP 3: SJA Responsibilities
 Ensure Commander’s Take Appropriate
Actions (legally sufficient)
 Ensure Specifications are Legally Accurate
 Advise Commanders on Punishment
 Maintain Records
People are our business
MP 4: LIMITATIONS
 Double Punishment
 Increase in Punishment
 Multiple Punishments
 Statute of Limitations
 Civilian Courts
SUMMARY
 Purpose
 Commander’s Responsibilities
 SJA Responsibilities
 Limitations
People are our business
Overview
 Punishments
 Commander’s Options/Tools
 Vacation Action
MP 1: Punishment
Punishment is limited based on Rank and title
of the Commander and rank of the offender
Refer to AF Form:
3070A for AB - TSgt
3070B for MSgt - CMSgt
3070C for Officers
MP 1: Punishment
Options available to the Commander Include:
Correctional Custody
Reduction in Grade
Restriction
Extra Duties
Forfeiture of Pay
Reprimand
Limitations on Combinations
MP 2: Commander’s Options
 Suspension
Postpones all or part of punishment
 Mitigation
Reduction of quantity or quality of punishment
 Remission
Cancelation of unexecuted punishment
 Setting Aside
Punishment resulted in clear injustice
MP 3: Vacation Action
Previously suspended punishment is carried
out if member commits a second offense
under the UCMJ or violates a condition of
probation
 Must be initiated during period of
suspension
 Member has rights to a hearing similar to
Article 15 process. (AF Form 366)
Summary
 Punishments
Commander’s Options/Tools
Vacation Action