BY ORDER OF THE AIR FORCE INSTRUCTION 36-2502 SECRETARY OF ...

DEPARTMENT OF THE AIR FORCE

WASHINGTON, DC

AFI36-2502_AFGM2019-01 25 October 2019

MEMORANDUM FOR DISTRIBUTION C MAJCOMs/FOAs/DRUs

FROM: SAF/MR 1720 Air Force Pentagon Washington, DC 20330-1665

SUBJECT: Air Force Guidance Memorandum to Air Force Instruction 36-2502, Enlisted Airman Promotion/Demotion Programs

By Order of the Secretary of the Air Force, this Air Force Guidance Memorandum immediately implements changes to Air Force Instruction 36-2502, Enlisted Airman Promotion and Demotion Program dated 12 December 2014. Compliance with this memorandum is mandatory. To the extent its direction is inconsistent with other Air Force publications, the information herein prevails in accordance with Air Force Instruction 33-360, Publications and Forms Management.

This Air Force Guidance Memorandum establishes procedures to implement Senior Noncommissioned Officer Promotion boards and associated procedures, which replace current Senior Noncommissioned Officer Evaluation boards. Weighted Airman Promotion System (WAPS) testing and decoration points are eliminated as weighted factors for promotion. The provisions of this memorandum are effective immediately. This instruction applies to Senior Noncommissioned Officer Promotions in the Regular Air Force unless otherwise stated.

This guidance becomes void one year from the date of this memorandum, upon incorporation by interim change to, or rewrite of AFI 36-2502, or upon publishing of a new publication permanently establishing this guidance, whichever is earlier.

Attachment: Guidance Changes

JOHN A. FEDRIGO, SES Principal Deputy Assistant Secretary (Manpower and Reserve Affairs)

AFGM2019-01 25 OCTOBER 2019

GUIDANCE CHANGES

(Replace) 3.3. Board membership will reflect the eligible population in terms of race, ethnicity, and gender, MAJCOM of assignment, and career area (when practical). Career areas, when practical, are broken into four categories: Support, Operations, Maintenance, and Medical. The largest AF Specialty Codes within each career area garner a board member when practical. Officers and CMSgts whose primary responsibilities involve the direct career management of those eligible for consideration by a promotion selection board, or the direct career management of those selected for promotion, may not serve as board members for promotion selection boards considering those for promotion, when practical. Officers and CMSgts whose primary responsibilities in AF/A1 or AFPC involve promotion policy creation, interpretation, execution, or promotion results processing may not serve as board members for promotion selection boards, when practical. Functional authorities are not included in this prohibition. (T-1).

(Replace) 3.6. Scoring Records. Board scores are based upon the material in each eligible candidate's Noncommissioned Officer Selection Record.

(Replace) 3.6.1. Board members will assign each eligible member a board score reflecting their assessment of relative leadership potential. Select/Non-Select decisions are made based upon the totality of the eligible candidate's promotion board score or decision matrix for supplemental consideration.

(Replace) 3.9. If new information (e.g., decoration citation, enlisted performance report, updated Senior NCO evaluation brief) concerning individual records is acquired during scoring, the affected records will be brought back to the panel for rescoring. New documents will not be accepted after the AFSC or CEM code "cut line" is established.

(Replace) 3.11. Establishing "Cut Lines."

(Replace) 3.11.1. Establishing the Initial Cut Line. An order of merit for each panel is established after panel scoring is complete. An initial cut line is then drawn on the panel order of merit at the bottom of the score category coming closest to filling the panel quota without exceeding it. A "score category" consists of all records having the same aggregate score (the aggregate score is the total of individual scores determined by each panel member for each record). Since all scores are determined at half-point increments, a "score category" will normally represent a half-point spread in the order of merit. If the cut line is at a point where the number of cumulative records equal the panel quota, this is referred to as a "clean cut". (T-1).

(Add) 3.11.1.2. Establishing the Second Cut Line. For orders of merit which do not have a "clean cut", draw a second cut line at the bottom of the score category immediately below the initial cut line.

(Replace) 3.11.2. Establishing the "Gray Area." The "gray area" initially includes all records in the "score category" below panel initial cut lines. (Delete) 3.11.2.1. through 3.11.2.4.

AFGM2019-01 25 OCTOBER 2019

(Add) 3.11.3. Board President Quality Review. In order to assure consistency of scoring, the Board President reviews records from each AF Specialty Code or chief enlisted manager code under consideration.

(Add) 3.11.3.1. The Board President receives the following: a representative sampling of records directly above, below, and in the "gray area"; the highest scoring record and lowest scoring record in the specialty. (T-1).

(Add) 3.11.3.2. The purpose of this review is to determine whether the records in this range have been scored in a manner consistent with the Formal Charge and have been afforded fair and equitable consideration in the initial scoring. If the board president determines there is a rational basis to conclude the records may not have been scored in a manner consistent with the Formal Charge, the board president may direct such record be added to the "gray area" for re-scoring with all other records in the "gray area". In the event of a clean cut and no rational basis to rescore records, the Board President may choose to accept the order of merit as initially scored. (T-1).

(Add) 3.11.4. Gray Area Resolution.

(Add) 3.11.4.1. After the board president has conducted quality review, any records in the "gray area" will then be scored. After scoring, an order of merit will be established and the remaining quotas applied to it. If records are tied at the score that would result in promotion, this establishes a new "gray area" zone. Continue to resolve any "gray area", without further board president quality review, until all available promotion opportunities are filled. (T-1).

(Add) 3.11.4.2. Prior to scoring any records in the "gray area", the board president will instruct all members to re-read CSAF's Formal Charge. The board president will only be required to instruct the panel to re-read the Formal Charge during the first gray area resolution. For subsequent gray area resolutions, the board recorder will instruct the panel to re-read the Formal Charge. (T-1).

(Add) 3.11.4.3. Airmen not selected as a result of "gray area" resolution retain the original "gray area" board score; Airmen selected in the "gray area" will receive the original "gray area" board score increased by .5 points. (T-0).

BY ORDER OF THE SECRETARY OF THE AIR FORCE

AIR FORCE INSTRUCTION 36-2502

12 DECEMBER 2014 Incorporating Through Change 2,

14 OCTOBER 2016

Personnel

ENLISTED AIRMAN PROMOTION/DEMOTION PROGRAMS

COMPLIANCE WITH THIS PUBLICATION IS MANDATORY

ACCESSIBILITY: Publications and forms are available on the e-Publishing website at e-Publishing.af.mil for downloading or ordering

RELEASABILITY: There are no releasability restrictions on this publication

OPR: AF/A1P

Supersedes:

AFI36-2503, 21 JULY 2004; ANGI36-2502, 17 June 2010; ANGI36-2503, 24 February 2010

Certified by: SAF/MR (Mr. Daniel R. Sitterly)

Pages: 139

This instruction implements Air Force Policy Directive (AFPD) 36-25, Military Promotion and Demotion. It provides guidance and procedures on promoting and demoting enlisted airmen. It applies to Regular Air Force (RegAF), Air Force Reserve (AFR), and Air National Guard (ANG) personnel. In collaboration with the Chief of Air Force Reserve (HQ USAF/RE) and the Director of the Air National Guard (NGB/CF), the Deputy Chief of Staff for Manpower, Personnel, and Services (HQ USAF/A1) develops personnel policy for enlisted promotion and demotion programs. This Air Force Instruction (AFI) may be supplemented at any level; all supplements must be approved by the Human Resource Management Strategic Board (HSB) prior to certification and approval. This publication requires the collection and or maintenance of information protected by the Privacy Act of 1974 authorized by Title 10, United States Code (U.S.C.), Section 8013 and Executive Order 9397 (SSN), as amended by Executive Order 13478. The applicable Privacy Act System of Records Notices F036 AF PC C, Military Personnel Records Systems, F036 AFPC J, Promotions Document/Records Tracking (PRODART) and F036 AFPC K, Historical Airman Promotion Master Test File (MTF) are available at apply. Refer to Attachment 1 for glossary. The Paperwork Reduction Act of 1995 affects this instruction. Process supplements that affect any military personnel function as shown in Air Force Instruction (AFI) 33-360, Publications

2

AFI36-2502 12 DECEMBER 2014

Management Programs, with AF/A1P. Ensure that all records created as a result of processes prescribed in this publication are maintained in accordance with Air Force Manual (AFMAN) 33-363, Management of Records, and disposed of in accordance with the Air Force Records Disposition Schedule (RDS) located in the Air Force Records Information Management System (AFRIMS). Refer recommended changes and questions about this publication to the Office of Primary Responsibility (OPR) using the AF Form 847, Recommendation for Change of Publication: route AF Form 847s from the field through AF/A1PP, Military Force Policy Division, 1040 Air Force Pentagon, Washington, DC 20330 or AF/A1P Workflow@pentagon.af.mil.

SUMMARY OF CHANGES

This change provides updates to program policies. It provides guidance and procedures on promoting and demoting enlisted airmen. It applies to Active Duty (RegAF), Air Force Reserve (AFR), and Air National Guard (ANG) personnel. In collaboration with the Chief of Air Force Reserve (AF/RE) and the Director of the Air National Guard (NGB/CF), the Deputy Chief of Staff for Manpower, Personnel, and Services (AF/A1) develops personnel policy for enlisted promotion and demotion programs. This Air Force Instruction (AFI) may be supplemented at any level; all supplements must be approved by the Human Resource Management Strategic Board (HSB) prior to certification and approval. This publication requires the collection and or maintenance of information protected by the Privacy Act of 1974 authorized by Title 10, United States Code (U.S.C.), Section 8013 and Executive Order 9397 (SSN), as amended by Executive Order 13478. The applicable Privacy Act System of Records Notices F036 AF PC C, Military Personnel Records Systems, F036 AFPC J, Promotions Document/Records Tracking (PRODART) and F036 AFPC K, Historical Airman Promotion Master Test File (MTF) are available at apply. The authorities to waive wing/unit level requirements in this publication are identified with a Tier ("T-0, T-1, T-2, T-3") number following the compliance statement. A margin bar (|) indicates newly revised material.

Chapter 1-- ACTIVE DUTY AIRMAN PROMOTION PROGRAM ELEMENTS

10

1.1. Roles and Responsibilities. ..................................................................................... 10

1.2. Air Force Personnel Center (AFPC). ...................................................................... 10

1.3. MAJCOMs, FOAs, and DRUs................................................................................ 10

1.4. Military Personnel Section (MPS) .......................................................................... 10

1.5. Promotion Authority. .............................................................................................. 10

1.6. Announcement of Promotion Dates and Quotas..................................................... 10

1.7. Establishing Dates of Rank (DOR) and Promotion Sequence Numbers (PSN). .... 11

1.8. Determining Promotion Ineligibility....................................................................... 11

1.9. Accepting Promotion .............................................................................................. 11

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