<!--StartFragment-->
Explain what constitutes a profession.
<!--EndFragment-->
<!--StartFragment-->
- Definition: A vocation or occupation characterized by special knowledge and skill applied and dedicated to the improvement of society.
- Requirements: Ethical behavior, preparation through training and education, continued development, public service over personal achievement
<!--EndFragment-->
<!--StartFragment-->
Describe the three characteristics of a profession according to Samuel P. Huntington<!--EndFragment-->
<!--StartFragment-->
- Expertise: technical, theoretical knowledge, broad liberal knowledge
- Responsibility: constitution, maintain high standards, serve the American people.
- Corporateness: autonomous social unit, education and training, internal promotions and discipline, promote growth of professional knowledge.
<!--EndFragment-->
<!--StartFragment-->
Explain the country’s expectations of its officers<!--EndFragment-->
<!--StartFragment-->
<!--StartFragment-->
- Patriotism
- Honor
- Integrity
- Loyalty to service above all else
- Competence
- Self-sacrifice
<!--EndFragment-->
<!--EndFragment-->
<!--StartFragment-->
Differentiate among the AF Core Values
<!--EndFragment-->
<!--StartFragment-->
- Integrity First: “Willingness to do what is right even when no one is looking.”
- Service Before Self: enduring commitment to selfless dedication to duty at all times and circumstances. “Mission first, people always.”
- Excellence in all we do: Constantly strive to do your best; protect and manage both human and material assets; new innovative ways to accomplish mission; no airman wins the fight alone
<!--EndFragment-->
<!--StartFragment-->
Identify the importance of Air Force Core Values to Airmen
<!--EndFragment-->
<!--StartFragment-->
- The core values tell us the price of admission to the Air Force itself
- They point to what is universal and unchanging in the profession of arms
- They help us get a fix on the ethical climate of an organization
- They serve as beacons vectoring us back to the path of professional conduct
<!--EndFragment-->
<!--StartFragment-->
<!--StartFragment-->
Describe the three tiers of the enlisted force structure
<!--EndFragment-->
<!--EndFragment-->
<!--StartFragment-->
Junior Enlisted Airman
- E1-E4: Airman Basic (AB), Airman (Amn), Airman First Class (A1C), Senior Airman (SrA)
- Progress in skills in career field. SrA attend Airman Leadership School
Noncommissioned Officer
- E-5 & E-6: Staff Sergeant (SSgt) and Technical Sergeant (TSgt)
- Highly skilled; supervise, train, and develop subordinates. TSgt attends NCO Academy
Senior Noncommissioned Officer
- E7 - E9: Master Sergeant (MSgt), Senior Master Sergeant (SMSgt), Chief Master Sergeant (CMSgt)
- Operational leaders
- Complete SNCO education
Chief Master Sergeant of the Air Force (CMSAF)
- Advises AF Chief of Staff, Secretary of AF, and Sec of Defense on enlisted matters
<!--EndFragment-->
<!--StartFragment-->
Identify the special positions a senior noncommissioned officer (SNCO) can hold
<!--EndFragment-->
<!--StartFragment-->
- Superintendent (squadron, group, or wing level): executes missions
- First Sergeant: takes care of enlisteds and advises on enlisteds.
<!--EndFragment-->
<!--StartFragment-->
State the purpose of each of the enlisted Professional Military Education (PME) schools
<!--EndFragment-->
<!--StartFragment-->
Airman Leadership School (ALS):
- Produce effective first-line supervisor (senior airmen).
- Required for promotion to staff sergeant.
Noncommissioned Officer Academy (NCOA):
- Prepare technical sergeants to be professional, war- fighting Airmen who can lead and manage Air Force units in the employment of air, space, and cyberspace power.
- Required for promotion to MSgt.
Senior Noncommissioned Officer Academy (SNCOA): produce master sergeants
- Prepare senior NCOs to lead the enlisted force in the employment of air, space, and cyberspace power in support of national security objectives. The vision of the SNCOA is to equip today‘s senor enlisted leaders to be tomorrow‘s expeditionary warriors.
- Required for promotion to SMSgt
<!--EndFragment-->
<!--StartFragment-->
Identify the types of pay
<!--EndFragment-->
<!--StartFragment-->
- Basic pay: based on grade & time in service
- Special pay: specialized skills or specified locations (combat pay)
- Incentive pay: hazardous duties / inherently dangerous jobs
- Aviation Career Incentive Pay (ACIP or Flight Pay)
- Hazardous Duty Incentive Pay (HDIP or flying as non crew member)
- Toxic Fuel Handlers
- Parachute Jumping
- Explosives Disposal
<!--EndFragment-->
<!--StartFragment-->
Recognize the different types of allowances
<!--EndFragment-->
<!--StartFragment-->
Basic Allowance for Subsistence (BAS)
- All officers $246.24 per month
Basic Allowance for Housing (BAH)
- Based on grade + dependency status + geographic location
Uniform & Equipment Allowance
- Officers one time payment of $400
- Enlisted: annual payment based on members service anniversary date
Travel Allowance<!--StartFragment-->
- Permanent Change of Station (PCS)
- Military member: 23.5 c/mile, $129 per diem
- Dependents: 75%/50% of sponsor per diem. Age 12.
- Temporary Duty (TDY)
- For planned and unexpected expenses along the way such as:
- Travel expenses
- Lodging, Meals, Incidentals
- Roadside assistance
- 56 c/mile for military. None for dependents.
- For planned and unexpected expenses along the way such as:
<!--StartFragment-->
<!--StartFragment-->
- Dislocation Allowance
- Designed to offset expenses associated with relocating the household
- Automatic lump sum payment, nontaxable, flat rate
- Family Separation Allowance
- Paid when government causes separation from dependents
- Must apply for it
- Two types:
- FSA I - Stationed overseas unaccompanied
- FSA II - TDY more than 30 days<!--EndFragment--><!--StartFragment--><!--StartFragment-->
<!--EndFragment-->
- Station Allowances
- To defray higher costs in some areas
- Types:
- Temporary Lodging Allowance (TLA - overseas)
- Temporary Lodging Expense (TLE - stateside)
- Overseas Housing Allowance (OHA)
- Cost Of Living Allowance (COLA)
<!--EndFragment-->
<!--EndFragment-->
<!--EndFragment-->
<!--StartFragment-->
Identify the different types of leave a military member can take
<!--EndFragment-->
<!--StartFragment-->
- Ordinary: planned vacation that counts against leave balance
- Sick or Convalescent: does not count against leave balance
- Emergency: unplanned, counts against leave balance
<!--EndFragment-->
<!--StartFragment-->
State how leave is accrued and used
<!--EndFragment-->
<!--StartFragment-->
- 2.5 x month
- Begins and ends in the local area
- Use or Lose Policy changes
- 75-day carry over for now
- Must be spent by 30 Sep
<!--EndFragment-->
<!--StartFragment-->
Define “servant” in terms of being a servant of the nation.
<!--EndFragment-->
<!--StartFragment-->
Offficer makes a voluntary choice to serve the nation, to place the nation’s interests ahead of his or her personal desires.
<!--EndFragment-->
<!--StartFragment-->
Describe the relationship between servitude, the Constitution, and our second Core Value of service before self
<!--EndFragment-->
<!--StartFragment-->
The core of the oath of office is the solemn pledge to support and defend the Constitution of the United States. Service before self.<!--EndFragment-->
<!--StartFragment-->
List the rights on which the Declaration of Independence is based
<!--EndFragment-->
<!--StartFragment-->
Life, liberty, pursuit of happiness (property)
<!--EndFragment-->
<!--StartFragment-->
Describe the purpose of each article of the Constitution
<!--EndFragment-->
<!--StartFragment-->
I. Legislature
II. Executive
III. Judicial
IV. Relation between states and between fed: FFC, P&I, extradition, federal property, Republican guaranty.
V. Amendment
VI. National debt, Supremacy Clause, oath of office, no religious test.
VII. Ratification
<!--EndFragment-->
<!--StartFragment-->
Describe the benefits and potential problems of a diverse workforce
<!--EndFragment-->
<!--StartFragment-->
Benefits
- Creativity & Innovation
- Broad range of skills
- Better service to diverse customers
- Ability to recruit best talent from entire labor pool
Problems
- Over protection of women, minorities, & others
- Different consequences for same actions
- Failure to train & coach (mentors)
- Language barriers
<!--EndFragment-->
<!--StartFragment-->
Explain the importance of managing diversity in the military
<!--EndFragment-->
<!--StartFragment-->
- Military “mirrors” civilian workforce
- Increase productivity & mission accomplishment
- Recruiting pool more diverse
- Competition w/ corporations for workers
- Reduce instances of discrimination
- Overseas operations
- Coalition warfare
- Intel – HUMINT/SIGNIT
<!--EndFragment-->
Differentiate between an institution and an occupation
<!--StartFragment-->
- Institution has norms
- Occupation is based on supply and demand
<!--EndFragment-->
Describe significant milestones in the evolution of the noncommissioned officer (NCO)
<!--StartFragment-->
WWII, increased demand for leaders and pilots and technical specialists
1953, NCOs defined
1958, Master and Chief Master Sergeant
1966, Chief Master Sergeant of the Air Force
1970s, Command Chief Master Sergeant was created
<!--EndFragment-->
