AIR 452 Final Notes PDF

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AIR 452 Final Notes...

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BASE AGENCIES                

EO Office Chaplains Public Affairs Legal Office Mental Health Inspector General Command Post Safety Office Protocol Office Education Office Green Dot Training AAFES DeCA SARC A&FRC FSS o CDC o Youth Programs o MWR o Clubs o ITT

Jeopardy Game// Education and assistance for families w/ special needs – (EFMP) Exceptional Family Member Program You want to talk with someone who has absolute confidentiality – Chaplain A way for deployed members in a combat zone to earn a guaranteed 10% return on up to $10,000 investment - (SDP) You want to rewrite the position description for a non-military employee – Civilian Personnel Office Services provided as an impartial witness in a performing a variety of fraud-deterring acts related to the signing of important documents – Notary services Helps with substance abuse and PTSD – Mental Health Agency that operates Outdoor rec, bowling centers and golf course – MWR Purchase uniforms, etc – Clothing sales Legal doc that communicates a person’s final wishes – Last will and testament This benefit helps your smiles – Dental 3 TriCare health plan options – TriCare prime, standard and extra Legal doc permitting a person to act on behalf of another – Power of Attorney Short-term, non-medical counseling addressing topics related to personal growth & positive functioning – MFLC Military Family Life Consultant

PROFESSIONAL AND UNPROFESSIONAL RELATIONSHIPS - Describe unprofessional and professional relationships Professional relationship – relationships that contribute to the mission Unprofessional relationship – does not contribute to the advancement of the mission - Summarize the policy on professional and unprofessional relationships UPR – differences in rank/grade, dating and close friendships – prohibited between superiors and subordinates, shared activities – limited occasions, recruiter, trainers & instructors – abuse of position/favoritism, solicitation (exceptions-one time sale), social media, officers will not engage in sexual relations with or date enlisted members, fraternization (senior rank help responsible), officer/enlisted marriages (not immune to persecution) -

Summarize the general and specific prohibitions relating to officers

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Summarize the effects of unprofessional relationships on unit cohesiveness

ETHICAL DECISION MAKING – New LT invited to trip with old enlisted friends LEADERSHIP AUTHORITY AND RESPONSIBILITY -

Differentiate between the ultimate and direct sources of an officer’s authority o Ultimate source: Constitution o Direct source: President

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Contrast the types of officer authority o Legal authority  Authority explicitly stated in directives (DoDI, AFI, AFMAN, Federal, State and Military Laws) o US Code: Title 5 – Applies to civilians o US Code: Title 10 – Applies to AD, AFR and federalized Air National Guard o US Code: Title 32 – Applies to Air National Guard in non-federalized status o Moral authority  Authority based on ethics and values – professional judgment and decision-making

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What is moral authority and how does it differ from legal authority and how does integrity first play into this? o Moral authority is more so your own personal moral compass – what you think is right versus wrong (within reason). Legal authority is the guidelines set out for you telling you what is right versus wrong. Integrity first plays into this because if

your moral authority directs you in another direction from the legal authority your integrity could be jeopardized. -

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Limits to applying authority o Command function – stay within line of command, can’t delegate command, non-judicial punishment  Authority to perform command function peculiar to the office of the commander.  May not be delegated to officers not legally appointed as commanders. (ex., direct physical training)  Normally only commanders may impose non-judicial punishment under the provisions of Article 15 of the UCMJ. Subordinate officers may recommend but may not impose non-judicial punishment. o Lawful orders – orders must be lawful   An officer does not have the authority to issue orders to commit unlawful acts. For example, the My Lai Massacre where an order was given to shoot unarmed women and children. o Due process of law – can’t deprive of a lawyer and a fair trial  You may not deprive subordinates of liberty or property as a punitive measure without due process of law. o Private lives  An officer may not deny a military subordinate’s right to pursue private life as he/she chooses, unless military necessity requires otherwise. For example, a male Airman wears an earring while off-duty in civilian clothes, cannot be told not to wear it. o American citizens  Hold the reins of Congress, which decides how much authority you have. You work for the people of this country. Enforcement o Uniform Code of Military Justice (UCMJ) o Customs and courtesies o Good order and discipline

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Clarify the guidelines that must be met for an order to be enforceable o Within realm of authority (legal and moral) o Related to duty, morale or discipline o Clear and unequivocal o Received and understood by subordinates

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Given a scenario, distinguish between properly and improperly applied military authority

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Categorize an officer’s responsibilities o Mission. This is your primary responsibility. Mission accomplishment is the only reason for the existence of the military instrument. o Higher Headquarters. You are always responsible to the next level up the chain. The higher echelon is presumed to be in a better position to visualize and interpret the overall mission. o Collateral Units. Collateral units are considered organizations outside your unit, which you have contact, with in support of the mission. You may not report to them but you should work with them as part of the "team". o Unit Welfare. Your responsibility to your unit’s welfare will entail a variety of obligations. For example, you need to maintain adequate supplies and equipment for mission accomplishment. o Individuals. This is your responsibility to take care of your people. o Yourself. You have the responsibility to take care of yourself. You must strive for self-discipline, have the courage to carry out your convictions, keep yourself o Act decisively o Community

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Given a scenario, correctly reorder tasks with respect to an officer’s responsibility

GREEN DOT The role I have in shaping the behaviors and norms of those around me include, leading by example, enforcing rules and standards whenever people aren’t following them, empowering those under me to follow rules, speak up, etc, share experiences 4 Steps to Engage People and Prevent Red Dots 1. Recognize warning signs o Sexual Assault Warning Signs o Alcohol and drugs o Ignoring boundaries

o o o o

Isolation Threats/force Sexual contact with someone asleep/passed out Unwanted physical/sexual contact (hazing)

2. Understand our barriers o Personal (fear of retaliation, shy, etc.) o Social (peer pressure, norms, etc.) o Organizational (rank, career impact, etc.) 3. Consider/use realistic 3D intervention strategies o Direct, Delegate or Distract o Barriers should not stop you from acting o Find actions you can use despite personal barriers 4. Do proactive behaviors to set positive norms o Values are communicated online – email, text, social media o Be proactive Suicide Risk Factors - Relationship problems - Loss - Legal problems - Financial difficulties - Severe/prolonged stress - Work difficulties - Mental health problems - History of suicide attempts Early Warning Signs - Increased substance use - Talk about having no sense of purpose - Anxious/agitated - Talk about being unable to sleep Urgent Warning Signs - Threatening to hurt/kill themselves - Engage in self-injury - Looking for ways to kill self - Final goodbyes (unexpected visits) Barriers to Suicide - Afraid asking will plant idea

- Awkward - Don’t want to be wrong - Don’t know what to say Ask Care Escort (ACE) Practice

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3D’s for Suicide Direct; normalize getting help, offer support Delegate; speak to commander, chaplain, mental health supporter Distract; include in activities, tell them they matter/people care for them, have them volunteer

RELIGIOIUS ACCOMODATION Summarize the Department of the AF guidelines concerning religious accommodation - To observe the tenets of their respective religion or to observe no religion at all. It protects the civil liberties of its personnel and the public to the greatest extent possible, consistent with its military requirements. - Remains officially neutral regarding religious beliefs, neither officially endorsing nor disapproving any faith belief or absence of belief. - Religious accommodation requests should be approved, except when precluded by: o Military readiness, unit cohesion, standards or discipline o Adverse impact on readiness, cohesion, standards or discipline - What are some accommodations?

o Beard, turbans, time to pray

Paraphrase the appropriate referral agencies for religious issues - Commanders are responsible for Chaplain Service Programs - Chaplains o Impartially advise commanders in regard to religious accommodation - Leadership at every level must ensure the following o Words/actions can’t officially endorse or disapprove any faith/lack of - CoC, Chaplain Service, Equal Opportunity Officer, Judge Advocate, Inspector General

SUICIDE PREVENTION List the risk factors associated with suicide Relationship stress Financial stress Legal problems History of past abuse Substance abuse Mental health problems Negative social interactions History of suicide attempts Recent loss Severe, prolonged or unmanageable stress Major life transitions Sense of being burden to others Belief there is no solution/no way out Recall the actions of Wingmen may take to intervene in impending suicides Think ACE – Ask, Care and Escort *Follow through with them Know yourself How to approach someone - Ask about suicide DIRECTLY o Describe what you’re seeing o Be honest and upfront o Share your concerns o Use open-ended questions o LISTEN – pay attention to their emotions o Express care and hope for them

o Share community sources of support o Tell them about times you sought help Call for professional assistance Call CC and First Sergeant Don’t leave them alone Remove all potential means of self-harm Involved security forces if necessary to protect person Rely on the advice of mental health Have sufficient personnel if ambulance isn’t available Provide feedback List the reasons why people fail to seek suicide prevention help Denial, avoidance, fear seeking help will impact job, confidentiality, don’t want any help Identify who is responsible to help prevent suicides Everyone’s responsibility

CORRECTIVE SUPERVISION AND COUNSELING How to Discipline Effectively - Focus on the performance, NOT the personality - Agree on a solution - Follow up on results Define corrective supervision The process and leader uses to promote individual behavior changes in a work situation Explain the steps of the Intervention Process Model 1. Make a decision to intervene - what needs corrected? - how much direction is needed? - some situations you may intervene while others you must intervene 2. Use supportive and assertive interactive skills - evaluate, control motive, manipulative approach, indifference, certainty, concern, equity, receptive, descriptive, etc. 3. Involve people in solution 4. Put it in perspective - try to correct a behavior to make the future better – not roast them for poor performance Identify ways to involve the counselee in developing solutions to problems Differentiate between aggressive, assertive and passive communication

Describe the traits of a good counselor Sincerity (interested in counselee and problem), integrity (confide in someone they can trust) and good listener (attentively and perceptively) Identify the three counseling approaches: directive, nondirective and eclectic Directive Advantage: FAST, clear/concise direction Disadvantage: no counselee involvement, not effective with emotions, treats symptoms not problem Non-Directive Advantage: Open communication, develop personal responsibility, focused on feelings Disadvantage: SLOW, requires counselor skills Eclectic Advantage: Combined approach, flexible based on situation requirements Explain the aspects of the three counseling skills: watching, listening, responding and guiding Watch and Listen – eye contact, posture, fidgeting, facial expressions Respond – question, summarize, interpret, inform, confront Guide – structure, help others reach a solution

MILITARY JUSTICE Identify the functions of the Uniform Code of Military Justice and Manual for Courts-Martial MCM - Not just a guide, “owner’s manual” - Full force and effect of law - Implemented by Executive Order Recognize the need for military justice system Crimes Unique to Military Discipline Worldwide Military Justice List service members’ rights within the military justice system Identify the methods and associated tools available within the UCMJ to maintain discipline Recall the functions of the Staff Judge Advocate, Area Defense Counsel and the Special Victims Counsel Preventive Discipline

Action taken to encourage members to follow standards and regulations to prevent infraction – encourage self-discipline vs superior imposed discipline Administrative Action - Reactive action - Further discourage infractions - Goals o Reform offender o Deter others from similar action o Maintain consistent, effective group standards - Tools (non-punitive actions) o Unfavorable information file (UIF) o Control roster – stops people from re-enlisting/PCSing o Letter of counseling o Letter of admonishment o Letter of reprimand Punitive Action - Nonjudicial punishment o Article 15 - Judicial punishment o Summary court martial o Special court martial o General court martial -

MILITARY JUSTICE CASE STUDIES BLENDED RETIREMENT SYSTEM (BRS) Thrift savings plan (TSP) – where retired money comes from, gov matches your savings up to 5% automatically 1% of base pay contributed after 60 days of service, based on stocks; high vs low risk - ROTH - pay taxes now when you put them in (prob paying less in taxes) - TRADITIONAL – pay taxes when you pull out - G-fund: Default fund, take it out as soon as you can, just a savings account, no return - Lifecycle-fund: further you are from needing the money the more you can tolerate risk – higher return, when closer to using money, lower risk - https://www.tsp.gov/fund-performance/ - I, F, C funds… - To make changes to TSP go to MyPay or TSP website - When are you eligible for matching contributions to TSP – 2 years Pension (defined benefit) – serve at least 20 years in uniformed service - Years of service x retired base pay x 2% lose on house and food stipend (40%)

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Can choose lump sum at retirement

12 years – continuation pay, will vary every year based on job If not going 20 years, choose BRS (get TSP matched by gov and continuation pay if 12 years) If you do not know – figure out what is best for you Old System – High 3, get an extra 2% for every year you serve over 20. No gov match for TSP, pension higher for old system vs BRS 2.5% x years of service x retired base pay? – (50%)

BULLET PRACTICUM – EVALUATION Important for not only your own career but for the airmen under you as well Necessary for quarterly/annual awards, EPRs, OPRs, Civilian Appraisals (CA) and promotions (regular and early (STEP/BTZ)) The typical format of a bullet is the action, impact and result The action is the what - What did the person do, performance, leadership, management, include numbers when possible (# items fixed/reviewed/designed, missions flown, etc.) The impact is the who, when, why and how - What was the result, who was impacted (unit, wing, base, AF), quantify, when did action occur? And the result explains why it matters - Why does reader care, how did it help Airmen, mission, AF, what was the point of action and impact Its rec to keep a running 1206 in our careers Referrals – negative EPR, OPR; not meeting minimum standards, consecutive failures with little improvement

COMMISSIONING OATH Distinguish the four virtues inherent in an officer’s commission Patriotism – zealous devotion to one’s country Valor – quality of mind that enables person to face danger Fidelity – quality of being faithful, loyal, standing fast in the face of hardship Abilities – procession of means/skills to do something Paraphrase the meaning of the oath of office Describe the relationship between the oath of office and the commission lifelong commitment

Sexual Assault Prevention and Response Program Prevent sexual assault Enhance response capability Encourage victims to come forward Hold perpetrators accountable Focus on victim care Recall the definitions of sexual assault and consent Sexual assault – intentional sexual contact characterized by use of force, threats, intimidation or abuse of authority or when the victim does not or cannot consent Includes rape, sexual assault, aggravated sexual contact, abusive sexual contact, etc Consent is words or overt acts indicating a freely given agreement to the sexual conduct at issue by a competent person Lack of consent is not consent Sexual harassment – Equal Opportunity (EO) Sexual assault – SAPR/OSI Identify resources available to a victim filing an unrestricted or restricted report Unrestricted – law enforcement gets involved, criminal investigation, go through normal reporting channels, cannot change from unrestricted to restricted Restricted – no law enforcement gets involved, private confidential, can change to unrestricted report at any time Do nothing Recognize exceptions to restricted reporting Restricted to victim care Confidentiality protected only if reported to: - SARC, victim advocate, special victims’ counsel or military medical provider Not available for report to CoC or law enforcement Third part reports to CoC or law enforcement will trigger investigation Serial sexual assaulters, imminent danger Remember Core Values 

Airman Comprehensive Assessment Articulate purpose of ACA Formal face-to-face feedback versus informal day-to-day feedback Learn strengths and weaknesses of Airmen Set and clarify expectations Discuss objectives, standards, behavior and performance Written progress report before and after official evaluation is due Avoids surprises on performance evaluations Identify which Airmen are required to receive an ACA AF Form 931 AB through TSgt AF Form 932, MSgt through CMSgt AF Form 724 2nd Lt through Lt Col State when ACA sessions are held for each rank Time (cyclical/recurring) - Initial (60 days of new supervision), most important ACA – set ground rules *Airman Basic -> Col - Midterm – midway between supervision began and OPR and EPR. EB through SMSgt and 2nd Lt through Lt Col - End of reporting period (annual) Event – ratee requested (within 30 days of request) Event – rater directed Assessment is due/requested - Rater starts appropriate form and forwards to ratee - Ratee completes self-assessment and returns form to rater - Rater prepares form and schedules session - Ratee should contact supervisor if ACA not accomplished Conduct ACA session - Focus on performance - Both sign and date worksheet and keep a copy - Form is private between rater/ratee unless used by senior rates for performance evaluation - Form is not filed in any personnel record

Officer Evaluation System (OES) Describe the three steps of the evaluation process Observation - Requires planning and preparation, communication and feedback Evaluation (ACA/LOE) - Judge observed performance vs o Predetermined standards o Performance of others o Members of the same “AFSC and Grade” Documentation (LOE/OPR/PRF) - Records the results - Provides a long term record of an officer’s professional devel...