Frequently Asked Questions (FAQ) regarding Air Force Specialty Code (AFSC)/On-The-Job Training (OJT)

On-The-Job Retraining (OJR)/Specialty Knowledge Test (SKT )

Question: WHAT IS Air Force Specialty (AFS)?Answer: Air Force Specialty (AFS) is a grouping of positions, which require common qualifications. An AFS is identified by a title and code.

Question: WHAT IS Air Force Specialty Code (AFSC)?Answer: Air Force Specialty Code (AFSC) is a combination of meaningful digits used to identify an AFS.

Question: WHAT IS Air Force Specialty Prefix (AFS Prefix)?Answer: Air Force Specialty Prefix (AFS Prefix) is an identification by means of a title and alphabetical designator of an ability or skill not restricted to a single utilization field or career field.

Question: WHAT IS Air Force Specialty Suffix (AFS Suffix ) ?Answer: Air Force Specialty Suffix (AFS Suffix) is an identification of part of an AFSC by means of a title and alphabetical suffix to the appropriate AFSC to designate specific equipment of functions embraced in an AFS.Question: WHAT IS Air Force Specialty Shred Out?Answer: An identification or part of an AFS by means of a title and alphabetical suffix to the appropriate AFSC to designate specific equipment or function embraced in an AFS.

Question: WHAT IS Awarded Air Force Specialty Code (Awarded AFSC)?Answer: Awarded Air Force Specialty Code (Awarded AFSC) is an authorized AFSC that has been awarded to an individual following certification of his ability to perform the duties of an AFS at a specified skill level.

Question: WHAT IS Primary Air Force Specialty Code (Primary AFSC or PAFSC)?Answer: Primary Air Force Specialty Code (Primary AFSC or PAFSC) is the awarded AFSC in which a military personnel is most highly qualified to perform duty.

Question: WHAT IS Secondary Air Force Specialty Code (SAFSC)?Answer: The awarded specialty representing the individual’s second best qualification. Exception: In the instances where an Airman possesses an imbalanced specialty that is not identified as a primary, it is reflected as a secondary.

Question: WHAT IS Tertiary Air Force Specialty Code (TAFSC)?Answer: The awarded specialty representing the individual’s third best qualification.

Question: WHAT IS Additional Air Force Specialty Code (Additional AFSC)?Answer: Additional Air Force Specialty Code (Additional AFSC) is an awarded AFSC other than the primary, secondary or tertiary AFSC.

Question: WHAT IS Duty Air Force Specialty Code (duty AFSC or DAFSC)?Answer: Duty Air Force Specialty Code (duty AFSC or DAFSC) is the authorized manning document AFSC that identifies the position to which an individual has been officially assigned. (based on Table of Organization & Equipment/Unit Manning Document (TOE/UMD).

Question: WHAT IS Code Key ? Answer: An alphanumeric symbol used to describe the minimal skill or knowledge requirements of an AFS. A proficiency code key is included in attachment of each STS, (Appendix F).

Question: WHAT IS Concept ? Answer: A generalized idea of something or an abstract thought or phenomenon grasped by the mind.

Question: WHAT IS Contingency Tasks?Answer: Those tasks required to support mission requirements during emergency operations. These tasks are usually not performed during peacetime.

Question: WHAT IS Excessive Training?Answer: (Tables 3-2 and 3-5, column D, Maximum Training Date of PAFM 10-8). The time limit established by this column is considered for maximum amount of time a Trainee should need for update training. To continue beyond this time requires Unit Personnel Classification Board review and the approval of the Operating Units once the individual has been officially assigned.

Question: WHAT IS Extension Course Institute (ECI)? Answer: The organization responsible for publication and administration of most CDC’s when available.

Question: WHAT IS Job Knowledge Training?Answer: Specific knowledge applicable to an Airman’s position assignment.

Question: WHAT IS Lateral Training ? Answer: Training in an AFS for which the designated input is from another AFS.

Question: WHAT IS Overtime Training ? Answer: (See Table 3-2 and 3-5, Column C, Commander’s Evaluation Date of PAFM 10-8). Trainees who have been upgraded (completed UGT) prior to the time limits indicated in this column are considered to be in overtime training. Normally, Trainees are qualified for upgrading priors to this point in time.

Question: WHAT IS Performance ? Answer: (a) An application of principles and skills learned, to the solution of a problem or actual accomplishment of a job. (b) A practice or tryout experience in which a student is developing skills and applying principles by using specific skilled to complete tasks under controlled conditions. (c) An actual accomplishment, as distinguished from potential ability, capacity or aptitude.

Question: WHAT IS Performance Method?Answer: A method of instruction which provides the Trainee with the opportunity to develop and apply, under controlled conditions and close supervision, the skills or principles which have been explained or demonstrated.

Question: WHAT IS Performance Test ? Answer: A measurement of a Trainee’s ability to perform operations and processes involved in a job.

Question: WHAT IS PAF Operating Program Budget (OPB) ? Answer: The mission directive for accomplishing military and technical training.

Question: WHAT IS Supervisor?Answer: The Trainee’s reporting official. The terms “Supervisor”, “Immediate Supervisor” “First Sergeant” and “Reporting Officer”, as used in PAFM 10-8 are synonymous.

Question: WHAT IS Task?Answer: A unit of work activity which forms a significant part of duty. Task statements may be found under duties listed in PAFM 1-4 STSs and JPGs.

Question: WHAT IS Task Breakdown?Answer: A detailed procedural instruction for performing a specific task, providing important steps and key points.

Question: WHAT IS Technical Reference?Answer: A publication listed in the STS or JPG that provides the required task knowledge.

Question: WHAT IS Training Capability?Answer: The ability of a unit to provide OJT. Availability of Table of Organization & Equipment, Supervisor qualified Trainer, Trainee, study references etc. are all factors that must be considered when determining a unit’s capability. Training capability is always determined as pertinent to a particular AFS.

Question: WHAT IF When Training Capability is Questionable ?

Answer: If the training capability is questionable, all factors must be carefully weighed by a competent authority (appointed Director of Personnel) possessing all of the facts. The Director of Personnel in the Command or Wing recommends approval for entry into training, if there is a training capability.

Question: WHAT IF When a Training Capability Does Not Exist ? Answer: If it is determined that a training capability does not exist, the Unit Training Officer or Director of Personnel sends a statement of the circumstances to Hqs PAF (Attn: ACofAS, for Education and Training, A-8), who takes action to provide a training capability based on the recommendation of Unit concerned.

Question: WHAT IS Training Status Code (TSC)? Answer: An alphabetical character used to identify a training situation or condition (See Appendix F of PAFM 10-

Question: WHAT IS Training to AFSC?Answer: The AFSC to which an Airman is entered for upgrade training or retraining.

Question: WHAT IS Volume Review Exercise (VRE )? Answer: An open book, multiple choice exercise that is designed to teach through active response, reinforcement and feedback.

Question: WHAT IS Written Test ? Answer: A paper and pencil test in which the student answers a series of question, such as multiple choice, matching and completion.

Question: WHAT IS Specialty Description?Answer: Is a description of an AFS which includes the titles, code, summary, duties, qualifications, other specialty data, and suffix, if appropriate.

Question: WHAT IS Position?Answer: Position is the duties and tasks established as the work requirement for one individual. A position exists whether occupied or vacant.

Question: WHAT IS PAF Unit Personnel Classification Board?Answer: PAF Unit Personnel Classification Board is a group of specialty qualified Officers and Non-Commissioned Officers convened by the appointing authority for the purpose of recommending personnel classification actions.

Question: WHO IS THE AUTHORITY TO APPOINT THE BOARD MEMBERS OF THE PAF Unit Personnel Classification Board?Answer: Board member will be appointed and relieved by special orders. Normally, the appointing and convening authority will be the Commander of the Command or comparable unit.

Question: WHAT IS THE IDEAL NUMBER OF YEAR WHEN APPOINTING THE BOARD MEMBERS OF THE PAF Unit Personnel Classification Board?Answer: The Tenure of membership will be at the discretion of the Commander concerned; however, whenever possible, it should be at least 1 year.

Question: WHAT IS THE COMPOSITION OF THE PAF Unit Personnel Classification Board?Answer: The composition of the PAF UPCB are the following:Composition:

Voting Members.

Chairman – Personnel/Admin Officer of Command/Wing/UnitAsst Chairman – Sgt Major/First Sgt of Command/Wing/Unit

Members:

NCO with an awarded AFSC of 73270 (Personnel Technician) or 73290 (Personnel Superintendent)NCO with awarded AFSC of 70270 (Administrative Technician) or 70290 (Administrative Superintendent)NCO with awarded AFSC appropriate to the person being deliberated by the Board.

Nonvoting Members.

Technical Adviser – either military of civilian will be utilized in all cases involving mandatory classification action. These advisers shall be highly qualified in the technical aspects of the specialty being considered.Medical Officer – classification of medical personnel or action involving physical qualifyRecorder

NOTE: A quorum of three (3) voting members is required

Question: WHAT ARE THE FUNCTION AND DUTIES OF THE PAF Unit Personnel Classification Board?Answer: The following are the function and duties of the PAF UPCB:

Functions and Duties:

Review individual’s qualification in terms of the requirements of the specialty description and the individual’s record of performance in duty positions of the specialty.

Provide fair hearing and evaluation in each case and will operate within the limits imposed by this manual.

Accomplish detailed record of Board proceeding and testimony of all cases.

Advise in writing of the pending board action and that the privileges of a respondent set forth in policy covering the Board of Officers for Investigation, when classification board action might result in the withdrawal or downgrading of an AFSC in which such a result may fairly be regarded as jeopardizing a commission, rating, grade, or status, or furnishing possible ground for demolition or elimination procedures.

Recommend:

An extension of time to complete the training, when it is determined that the Airman was not provided adequate training during the entire specified period.

Appropriate action such as, return to duty in an awarded AFSC, or retraining into an AFSC suited to the capabilities of the individual when an Airman failed to progress despite proper training.

Submit findings and recommendations to the approving authority for proper disposition.

Question: WHAT IS Interim Air Force Specialty?Answer: Interim Air Force Specialty is an AFS established to identify individuals performing duty on new equipment or engaged in specialized activities when it has been determined that immediate identification is necessary and the function performed cannot be identified by an existing AFS.

Question: WHAT IS Reporting Codes?Answer: Reporting Codes is a four or five digits and a title used to identify authorizations and military personnel that are not identifiable in the classification structure.

Question: WHAT IS Control Air Force Specialty Code (CAFSC)?Answer: Control Air Force Specialty Code (CAFSC) is a code established to effect enlisted personnel assignments and to assist in the identification and control of training requirements. The CAFSC is a management tool to control individual enlisted personnel assignments and the equitable distribution of Enlisted Personnel by grade and skill as against manning requirements. The CAFSC restrictions do not affect the award of Air Force Specialties for which an Enlisted Personnel is qualified.

Question: WHAT IS Career Field Ladder?Answer: Career Field Ladder is a vertical arrangement of AFSs on a career Field Chart within, or comprising, a career field subdivision to indicate skill distinction and progression.

Question: WHAT IS Career Field Subdivision?Answer: Career Field Subdivision is a division of career field in which closely related AFSs are arranged in one or more ladder to indicate lateral functional relationship, emerging at the advanced or superintendent skill level.

Question: WHAT IS Career Field?Answer: Career Field is a grouping of related AFSs involving basically similar knowledge and skills. It includes career field subdivisions and ladders.

Question: WHAT IS Skill Level?Answer: Skill Level is the level of qualification in an AFS depicted by the fourth digit in the AFSC as follow

1 – Helper level 3 – Semiskilled level/Apprentice

5 – Skilled level/Specialist7 – Advanced level/Supervisor/Technician9 – Superintendent

Question: HOW TO EXPLAIN THE AIRMEN AFSC BY DIGITS?Answer: Table below shows how to explain the Airmen AFSC according to digits:EXPLANATION OF DIGITS IN AIRMEN AFSC:

LI A B NE DIGITS IDENTIFIES 1 First two Career Field 2 Third combined with first two Career Field Subdivision3 Fourth Skill Level of Awarded AFSC4 Fifth Specific AFS5 Alpha Suffix Particular equipment, functions or positions within in AFS6 Alpha Prefix Special type duty common to more than one AFS

EXAMPLE:

43 - Career Field: Aircraft Maintenance

43 1 - Career Field Subdivision: Airlift/Bombardment

43 1 3 - Skill Level: Semi-skilled (Apprentice)

43 1 3 2 - Specific AFS: Airlift/Bombardment Acft Maintenance Apprentice

43 1 3 2 C - Suffix: Complete Code of Airlift /Bombardment Acft Maint Apprentice

A 43 1 3 2 C - Prefix: Complete Code of Airlift /Bombardment Acft Maint Apprentice (C-130 Aircrew)

Question: WHAT IS BASIC FORMAL TRAINING COURSE?Answer: It is a formal course designed to train a person toward the skilled level of a specialty in a career field ladder. It results in award of the AFSC at the semiskilled level.

Question: WHAT IS LATERAL FORMAL TRAINING COURSE?Answer: It is a formal course designed to train a person toward an AFSC in a career field ladder which requires prior to entry initial qualification at the semiskilled level or higher in the AFSC or in a related ladder. It results in award of the AFSC at the semiskilled level.

Question: WHAT IS ADVANCED FORMAL TRAINING COURSE?Answer: It is a formal course designed to train a person toward the advanced skill level of a specialty. It does not result in award of an AFSC at any skill level.

Question: WHAT IS SUPPLEMENTAL FORMAL TRAINING COURSE ?Answer: It is a formal course which trains toward only a portion of the duties of an AFS description. It does not result in change of AFSC.

Question: WHAT IS THE RELATIONSHIP OF OJT, UPGRADE TRAINING (UGT), QUALIFICATION TRAINING, RETRAINING AND LATERAL TRAINING?Answer: On-the-Job training is an inclusive term which describes the training received by an Airman/Airwoman while he or she is performing in a duty assignment of the AFS. Training for the purpose of upgrading an Airman’s skill level in his or her AFSC is referred to as Upgrade Training (UGT). Training administered for the purpose of increasing knowledge and skill in an awarded AFSC, but not resulting in award of an AFSC, is referred to as qualification training.

Question: WHAT IS Qualification Training?Answer: It is a program of qualification training designed to develop more knowledge and skill within an Airman’s assigned position in a basic part of the OJT program, but it does not result in the award of an AFSC. Qualification training does not require the use of special orders; PAF Form 1098, classification/OJT Action of PAF Form 299, Request for Retraining/Lateral Training, but it does not require entries on the Job Proficiency Guide (JPG).

Qualification Training provides additional training for Airmen who have already been upgraded in the specialties. It provides a practical application of the Commander’s awareness of the need for gearing the capabilities of the Unit changing AFS concepts, requirements, equipment and unit missions as well as recognizing that there is always a need for increased skill and knowledge within the broad confines of each skill level. Qualification training becomes critical when the Commander is faced with the need for increasing the quality or amount of production, indoctrinating personnel in new techniques or procedures or qualifying technicians to maintain new equipment.

Proper application of qualification training provides additional valuable experience for all Airmen who have been upgraded in their specialties to the 5th, 7th or 9th Skill Level

Question: WHAT IS Review Training ? Answer: Training provided to repeat phases or areas of study not satisfactorily completed during a previous training activity or process.

Question: WHAT IS Airman Qualifying Examination (AQE)?Answer: Airman Qualifying Examination (AQE) – A test that evaluates aptitudes of airmen for use in initial assignments to career fields and formal school courses. It measures basic aptitudes that are grouped into clusters.

Question: WHAT IS Aptitude Cluster (AC)?Answer: Aptitude Cluster (AC) – A grouping of basic aptitudes that can be related to Air Force career fields and career field subdivisions. Four clusters are used: namely, Mechanical, Administrative, Electronic and General.

Question: WHAT IS Aptitude Index (AI)?Answer: Aptitude Index (AI) – A number that represents the percentile score made on an individual cluster.

Question: WHAT IS Specialty Training Standards (STS)?Answer: Specialty Training Standards (STS) – A specialty training standard describes an AFS in terms of task or knowledge which Airman/Airwoman in that specialty are required to perform or know the job. By using a particular code key, the standard shows the extent of training on each task needed by personnel to perform duties of a certain skill. It also shows the amount of training given in a formal technical course on each of the listed task.

Question: WHAT IS Job Proficiency Guide (JPG)?Answer: An STS, annotated to show tasks, knowledge’s, study references, applicable to a position of an AFS, and to show those tasks assigned and certified complete. The JPG may include PAF Forms 797 and 1099.

Question: WHAT IS PAF FORM 1098?Answer: PAF Form 1098 is Personnel Action Request (PAR) and the primary used is for classification actions.

Question: WHAT ARE THE USES OF PAF FORM 1098?Answer: The uses of the PAF Form 1098 are indicated below:

(A) Awarding of Primary AFSC(B) Awarding of AFSC Prefix(C) Changing of primary or additional AFSC(D) Withdrawal or downgrading of AFSC, Prefix or Reporting Codes. (E) Withdrawal from OJT as a result of Airman inability to progress.(F) Changing of duty AFSC but not in training status.(G) Entering newly assigned Airman for upgrade training.(H) Entering Airman into retraining at 3rd skill level or upgrading training from 1st to 9th skill level.(I) Assigning withdrawal or changing air mechanics pay of an Airman.(J) Assigning Airman in OJT status.(K) Changing control AFSC of an Airman (L) Requesting for waiver of an Airman as a result of the Unit Personnel Classification Board Action (M) Other Personnel action in conjunction with classification action of an Airman.

Question: WHO IS RESPONSIBLE IN PREPARING THE PAF FORM 1098 FOR EP?Answer: The following personnel are responsible in preparing the PAF Form 1098:

a. Supervisor – Shall be primarily responsible for the initiation and preparation of PAF Form 1098.b. Personnel Officer – Shall be responsible for the review of forms to review of forms to insure

compliance and provide assistance to the Supervisor in preparation of the form.c. Commander – Shall be responsible for the immediate endorsement of PAF Form 1098 to higher

Headquarters for further approval.

Question: IF PAF FORM 1098 IS NOT PERSONALLY SIGNED BY THE COMMANDER, what phrase must be typed above the signing authority?Answer: If PAF Form 1098 is not personally signed by the Commander, the phrase “For the Commander ”must be typed above the signing authority (Reference; PAFM 1J-1 para 13 note 3).

Question: WHAT IS THE AUTHORIZED DISTRIBUTION OF THE COMPLETED PAF FORM 1098?Answer: Table below shows how PAF Form 1098 distributed:

DISTRIBUTION OF COMPLETE PAF FORM 1098:

LINE A B1 1st Copy Unit Personnel Records Groups2 2nd Copy Data Reporting & Accounting Activity3 3rd Copy Individual Concerned 4 Additional Copies Command Prerogative

Question: HOW TO SELECT A DUTY AFSC (DAFSC) FOR AN EP?Answer: The duty AFSC of an Airman/Airwoman will be identical to the authorized Unit Manning Document (UMD) position to which the Airman is officially assigned.

Question: WHAT ARE THE CRITERIA FOR AWARD OF AFSCS IN THE AIRMAN CAREER FIELDS?Answer: Consideration for award or change of AFSCs will be based upon the standards prescribed in the specialty descriptions which are contained in PAFM 1-4 Vols I & II and additional criteria prescribed both mandatory and desirable standards for “Knowledge.” “Education” Experience, “Training”, and “Other" qualifications for award of the AFS.

Table below shows how to substitute the mandatory requirements for an Airmen:

TABLE 7-3AUTHORIZED SUBSTITUTIONS FOR MANDATORY REQUIREMENTS – AIRMANRULE

A

If Mandatory Requirement is

B

Then Equivalent is;

1 Knowledge Qualification of appropriate SKT. (See Note 3)

2 Education

Completion of formal or special training course at any AFP Service Schools or its equivalent which leads to award of AFSC.

3 ExperienceCivilian experience which counterpart to that in AFS. (See Note 1).

4 TrainingCompletion of appropriate technical course of the AFS.

5 Other None6 Demonstration of proficiency

prescribed in Rules 5 & 6, Table 7-4Civilian experience which is counterpart to that in AFSC. (See Note 1) or Previous assignment to authorized position in AFS. Or Duty in higher skill level in career field ladder. Or OJT. (See Note 2).

NOTES:

1. Equivalency will be determined by Unit Personnel Classification Board.

2. OJT may be credited toward the maximum time for demonstrated proficiency. If conducted under training capability only, waiver is required in accordance with paragraph 45 of PAFM 1J-1.

3. Airmen reassigned from Prefix E will be granted sufficient time to regain proficiency in their primary AFSC. Consideration will be given to job knowledge required for the specialty and changes which have occurred during the period of time spent in prefix E position. In no case will the period allowed for regaining proficiency be less than 6 months for the 5-skill level or less than 12 months for the 7-skill level.

a. Grade Limitation. The grade spread contained in paragraph 4 of the specialty descriptions is used in authorizing manning document positions and is a desirable standard but not a restriction for award of an AFSC. The airman grade restrictions applicable for award of AFSCs are at the 5 th skill and 7th skill level. Award of 5th

and 7th skill level AFSCs are restricted to airmen in the grade E-3 and E-5 respectively.

b. Progression within Career Field Ladder. Progression within career field ladders will be in accordance with career field charts contained in PAFM 1-4 Vols I & II. Airmen will not bypass a lower skill level for award of the higher skill level in the same ladder.

c. Eligibility for award of AFSCs will be in accordance with Table 7-4 of PAFM 10-8.

Question: IS THERE A POSSIBILITY TO WAIVE THE MANDATORY REQUIREMENTS?Answer: Mandatory Requirement for award of AFSCs may be waived in some instances for individuals who possess exceptional qualifications which are determined to be equivalent to the mandatory requirements. Waivers should be requested only for cases which can be fully justified in accordance with the criteria below:

(1) Experience: Waivers may be considered for individuals who have had experience in a specialty which is closely related to a prerequisite AFS, or who have had civilian experience which is considered the counterpart of that contained in the specialty. The equivalent experience will be equal in length to that required for award of the specialty.

(2) Education or Training. Waivers of education or training may be considered for individuals who have performed the duty in an exceptional manner over an extended period of time. Waivers will not be considered for individuals who meet only minimum experience requirements.

(3) Demonstration of Proficiency. Demonstration of proficiency prescribed in Rule 5, 6 and 8, Table 7-4, may be waived in exceptional cases when it has been determined that the airman possesses the equivalent of this requirement, has demonstrated he is qualifies for award of the AFSC, and meets all other requirements. This requirement is usually met by the previous assignments to an authorized manning document position in the AFS by former military training, training under PAFR 1J-14 or by experience gained in a civilian occupation which is determined to be a “practical counterpart” of the AFS. In no instance will prior experience or training be considered the equivalent, unless it is at least equal in length to the prescribed time requirements.

Note: Airman satisfying any of the above mandatory requirements does not exempt from taking the SKT.

Commanders will carefully screen all requirements for waivers and forward for further evaluation only those considered justified. Request that is recommended for approval will be forwarded for Unit Personnel Classification Board action. The board will be assisted by a qualified technical adviser and the individual being evaluated will appear in person before the board. Subsequent to classification board action, requests recommended for approval will be forwarded for final determination. Those disapproved will be returned to the originator.

Question: WHAT IS Utilization Guide?Answer: The objective of personnel management is to develop the highest ability of an individual and to utilize him at a skill level commensurate with his grade, consistent with PAF requirements. Commanders at all echelons must insure economical assignments and reassignments of personnel under their control to effect maximum development and utilization of each person’s training, experience, and ability within the framework of requirements.

Question: What is Recommended Duty Assignments (RDA)?Answer: RDAs are given to graduates of basic military training in order to furnish unit assignment with helper level airmen in specific career field in accordance with their qualifications based on the result of Airman Classification Examination (ACE) administered by Personnel Testing Department of PAFPMC. These airmen should be utilized in the career fields for which they were recommended.

Question: What is Directed Duty Assignments (DDA)? Answer: Refers to Basic Military Training (BMT) graduates or technical training graduates or eliminate assigned to units for on-the-job training.

Question: What is Career Area?Answer: A group of utilization fields that are broadly related on the basis of required skills and knowledge.

Question: What is Career Development?Answer: The process of skill and knowledge upgrading that occurs as a result of job experience, OJT, attendance at formal courses, and completion of ECI and career development courses, etc.

Question: What is Career Development Course (CDC)?Answer: A correspondence type course designed to satisfy requirements for knowledge applicable to the AFS.

Question: What is Study Reference (SRs)?Answer: Documents relative to specific AFSs recommended for study to satisfy the knowledge requirements for upgrading. STSs, provide related SRs.

Question: What is Study Reference Guide (SRG)? Answer: A document given to CDC Trainees that lists documents, related to specific AFSs, recommended for study.

Question: What is Course Examination?Answer: A written test used as the final examination for CDC.

Question: What is Course Training Standard?Answer: An Air Force course control document that describes the training to be conducted in a course of instruction in terms of tasks, knowledge, and proficiency.

Question: WHAT IS Career Knowledge Training?Answer: That part of career development intended to result in the acquisition of the general knowledge of basic principles and theories related to career area.

Question: What is the importance of Career Development?Answer: When a person has attained AFSC at the skilled or higher level in a career field, normally he will be expected to remain in that career field or in a related field throughout his military career. When it becomes necessary to assign an Airman for duty or for cross training in a career ladder outside his normal career progression pattern, he be assigned to an activity in which the most effective use can be made of the training and experience already possessed as indicated by awarded AFSCs. When an Airman cannot be assigned in the career ladder of an awarded AFS, he should be assigned to a position in the same field or if this is not possible in another occupationally related career field.

In so far as possible, a Non-Commissioned Officer (NCO) will be assigned to a duty position commensurate with his grade or rank and skill level. A Non Commissioned Officer will be assigned to a position authorizing a higher grade or skill than that possessed only when an individual possessing a higher grade or skill is not available for such assignment.

An Airman will not be assigned temporarily out of his CASFC for more than 90 days in any 12-month period. Local emergencies or averages may be the basis for prolonged assignment of an airman outside his normal career progression pattern; however, in this case assignments should be rotated to insure continued proficiency of each airman in his CASFC.

EP Career Progression Table.

CS(E-1)

ENLMT /AM

(E-2)A2C

(E-3)A1C

(E-4)SGT

(E-5)SSG

(E-6)TSGT

(E-7)MSG

(E-8)SMS

(E-9)CMS

YEARS 1 2 3 4 5 6 7 8 9 10 11 12 13 14 15 16 17 18 19 20 21 22 23 24 25 26 27 28 29 30

PRE-ENTRY CS/BMT

CAREER BNCOC ANCOC SGT MAJ CRSECOURSES SPECIALIZATION APPRENTICE COURSE SPCLT COURSE SUPERVISORY/TECH COURSE MGT COURSETRNG/CRSE

SPECIALIZATION/SUPPLEMENTAL TRAINING

SKILL LEVEL

1ST SKILL 3RD SKILL 5TH SKILL 7TH SKILL 9TH SKILL/10070/10090

POSITION/DESIGNATION HELPER APPRENTICE SPECIALIST TECH/SUPERVISOR SUPERINTENDENT/ FIRST SGT/SGT MAJOR

Question: WHAT IS On-The-Job Training (OJT)? Answer: Literally, OJT means On-the-Job Training. It is a planned training program designed to qualify an Airman/Airwoman to perform in a given Air Force Specialty (AFS), thru self-study and supervised instruction, while actually working in a Duty assignment of the AFS. The training is not “on-the-job” training unless the trainee spends a portion of his time in a productive capacity on the job.

OJT is an integral part of the unit mission. It requires vigorous support of Commanders and supervisors at all levels. To be effective, an OJT program requires comprehensive planning, careful scheduling, timely implementation, capable direction, skillful application and searching evaluation.

(E-1)ENLMT

/AM

(E-2)A2C

(E-3)A1C

(E-4)SGT

(E-5)SSG

(E-6)TSGT

(E-7)MSG

(E-8)SMS

(E-9)CMS

(E-1)ENLMT

/AM

(E-2)A2C

(E-3)A1C

(E-4)SGT

(E-5)SSG

(E-6)TSGT

(E-7)MSG

(E-8)SMS

(E-9)CMS

Question: WHY THERE IS A NEED FOR THE PAF TO CONDUCT On-The-Job Training (OJT)? Answer: Some PAF jobs require less training. Most of the training for the less complex jobs is conducted at the Unit level through OJT programs that include self-study and job proficiency training. For the more complex jobs, the ratio of the knowledge-to-skill requirements of the particular job determines the kind of training an individual selected for that job needs.

Question: WHAT IS THE PURPOSE OF THE On-The-Job Training (OJT)?Answer: The purpose of the On the Job Training is to provides training for its enlisted personnel to qualify them in the knowledge and job proficiency required to perform in an Air Force Specialty (AFS).

Question: WHO SHALL CONDUCT On-The-Job Training (OJT)?Answer: All PAF Units with assigned Enlisted Personnel shall conduct OJT.

Question: WHAT PAF MANUAL TO BE USED WHEN CONDUCTING On-The-Job Training (OJT)?Answer: The Manual to be used when conducting OJT is PAF Manual 10-8, Planning & Conduct On-the-Job Training, each Unit must plan, conduct and evaluate OJT according to this manual through practical application of the Dual Channel OJT Program.

Question: WHAT IS DUAL CHANNEL On-The-Job Training (OJT)?Answer: Dual channel OJT is a systematic and reportable application of self study and the coach-pupil principle.

Question: WHAT IS Career Knowledge Training?Answer: Career Knowledge Training. This part of training is administered in any of the two methods, depending on the availability of CDC’s or STS. If neither a CDC nor STS is available, command and local JPGs outline the specific knowledge requirements.

Question: WHAT IS Specialty Training Standard (STS)?Answer: Air Force publication, which describes an Air Force specialty in terms of task and knowledge that an Airman in that specialty is required to perform or to know on the job. It indicates the level of skill or knowledge that the Trainee must have at each skill level. It indicates the extent to which. Airmen courses provide training on each of the listed knowledge and tasks.

Question: WHAT IS Job Proficiency Training?Answer: The job proficiency training is a part of the Dual Channel OJT Program.

Question: WHAT IS THE USE OF THE Job Proficiency Guide (JPG)?Answer: It is used to assist in developing the trainee’s job proficiency. It provides an Airman with specific reference for a dependable journal for each task performance in the current duty assignment.

Question: WHO IS RESPONSIBLE FOR THE RESPONSIBLE FOR THE DEVELOPMENT, MAINTENANCE AND EFFECTIVE USE OF JOB PROFICIENCY GUIDE (JPG)?Answer: The Immediate supervisors or the First Sergeant of a unit.

Question: WHAT IS PAF FORM 623 OR CTR?Answer: The PAF Form 623 is On the Job Consolidated Training Record (CTR), it is a comprehensive record of AFSC oriented training. For the form to be used properly and retain its value over the entire career of an airman, it must be up to date, accurate and complete.

Question: WHAT IS THE USE OF PAF FORM 623?Answer: The use of PAF Form 623 is designed to contain all pertinent information necessary for the management of personnel to use in making decisions and to reflect the current training history of an airman at any particular time, supervisory personnel use the form to determine whom to recommend for upgrade, to determine when qualification training is necessary, and to make assignments or recommend personnel for positions. The Primary purpose of the form training documentation. Through this documentation, The PAF make sure that an airman is trained in his or her AFS to a particular standard, so that he or she perform predictably effectively and efficiency. This form permits the recording of all upgrade training (UGT) lateral training, retraining conducted on the job, the career development courses and formal courses completed. This form is also used to record qualification training.

Question: WHAT DOCUMENTS INCLUDED IN THE PAF FORM 623?Answer: The use of cover sheet and index cards to insure the order of documents maybe use, if the major units has determined that it is appropriate. Only the items below are authorized to be filed in the PAF Form 623:

(A) Appropriate Checklist(B) PAF AA Form 4a (Test Roster)(C) Duty Status change order, and special orders that have a direct influence on the airman’s training, for

example, Entry into Training, Removal from UGT, Upgrade Action or Extension in the training time. (D) Photocopy of the Monthly Upgrade Training Report/On-the-Job Retraining (UGR/OJR)(E) Photocopy of the Enlisted Personnel On-the-Job Training (OJT) Procedures Framework and Career

Progression pattern.(F) Photocopy of the Minimum Subject to be taught in OJT/Formulation of SKT questionnaires for pre-

test(G) Appropriate Specialty Training Standard (STSs) or PAF Form 797 – Job Proficiency Guide.

(JPGs).(H) PAF Form 1099, Special Task Certification Recurring Proficiency Training Record.(I) PAF Form 1098 - Personnel Action Request (PAR).(J) AFSC Summary/Description from PAFM 1-4 Vol I & II.(K) List of the study references used during the conduct of the said UGR/OJR

(Manual/Regulations/Circulars/SOPs/TO’s, internet, etc..)(L) Reading and Typing Test Results or the Pretest for Specialty Knowledge Test (SKT)(M) Extension Course Institute (ECI) Forms report of course examination, volume review exercise. (when

available) Remove this forms when the individual completes the required Career development Course (CDC).

(N) PAF Form 299 – Retraining Form.(O) UNIT Personnel Classification Board Action.(P) Other supporting Documents that support progress/completion of the OJT.

Question: WHERE AND HOW PAF FORM 623 IS MAINTAINED?Answer: The PAF Form 623 must be available to the Immediate Supervisor, it is maintained at the lowest level of supervision having Airman if transferred, the PAF Form 623, with all appropriate current data inserted, accompanies the Airman’s field record group to the gaining organization. The Airman’s training is continued, unless he or she is specifically withdrawn by the gaining organization. File any PAF Form 623 or appropriate orders issued by the gaining organization to continue or discontinue in the PAF Form 623.

Question: HOW TO COMPLETE PAF FORM 623 AS A TRAINING FOLDER?Answer: PAF Form 623 is not complete until the JPG (consisting of an annotated STS, described in Chapter 7 of this PAF Manual 10-8) for the appropriate AFS is included. Inclusion of the JPG in the PAF Form 623 provides data necessary for completing job knowledge and job proficiency training, and recording all qualification training. Once the JPG is inserted into the PAF Form 623, it becomes an official part of the individual’s training records. The Immediate Supervisor and Trainer use the PAF Form 623, along with the JPG, to maintain a cumulative record of an Airman’s training progress. When the Trainee acquires the job proficiency recommended for a particular task on the JPG, the Supervisor dates and initials the item to show completion, according to Chapter 7 of PAF Manual 10-8. The Trainee initials each completed item.

Question: WHAT ARE THE REQUIREMENTS FOR On-The-Job Training (OJT)?Answer: The requirements for awarding an airman AFS are set forth in PAFM1J-1, Military Personnel Classification System and PAFM 1-4 Volume I and II (Airman Specialty).

Question: WHAT IS NORMAL On-The-Job Training (OJT)?

Aswer: Normal OJT is also called Normal Skill Progression OJT, as it relates Normal Skill Progression, is depicted in figure illustrates normal skill progression in career knowledge and Job Proficiency parts of OJT. (Example: An Airman or Airwoman who awarded the 1st skill level and entered at the 3rd skill level of an Air Force Specialty Code (AFSC)

(1) 3rd Skill Level (Helper to Semiskilled Level) (Ex: 73210 – 73230) OJT Period Six (6) months

(2) 5th Skill Level ( Semi-Skilled to Skilled Level) (Ex: 73230 – 73250) OJT Period is Eight (8) months

(3) 7th Skill Level (Skilled to Advanced Level (Ex: 73250 – 73270) OJT Period is Twelve (12) months

(4) 9th Skill Level (Advanced to Superintendent Level (Ex: 73270 – 73299) OJT Period is Eighteen (18) months

Question: WHAT IS On-The-Job Retraining (OJR)?Answer: On-the-Job Retraining is a planned training conducted while an Airman is actually performing duty in a portion of an AFS, it is designed to qualify an Airmen for the award of an AFSC not in the progression ladder of any previously awarded AFSC, it includes:

(A) Retraining through local commands courses of instruction and (B) Special training when completion of the course does not automatically qualify the airmen for the

award of an AFSC.

On-the-job Retraining (OJR) will be planned and conducted in the samemanner as conducting OJT. However, maximum period of the On-the-Job Retraining are as follows:

Skill Level Maximum On-the-Job Retraining Period

3rd Skill Level 6 months

5th Skill Level 12 months (subsequent to the award of the 3 – skilled level)

7th Skill Level 18 months (subsequent to the award of the 5 – skilled level)

Question: HOW TO CONDUCT On-The-Job Retraining (OJR)?Answer: On-the-Job Retraining will be planned and conducted in the same manner as conducting the on-the-job training. Maximum period of on the job retraining as follows:

SKILL LEVEL PERIOD OF OJT TRAINING

3rd Skill Level 6 months5th Skill Level 12 months7th Skill Level 18 months9th Skill Level 24 months

Question: WHO IS THE APPROVING AUTHORITY OF On-The-Job Retraining (OJR)?Answer: The Approving Authority of the On the Job Retraining is the HQs PAF (A-8).

Question: HOW TO ENTER AN AIRMEN INTO On-The-Job Retraining (OJR)?Answer: To enter an Airmen into on the job retraining there should have an approved request for on the Job retraining from Hqs PAF (A-8).

Question: HOW TO SUBMIT REQUEST FOR On-The-Job Retraining (OJR)?Answer: Request for On the Job Retraining will be submitted through “PAF Form 299” request for OJT Retraining. It must contain appropriate manning information and sufficient justification to enable each reviewing Headquarters to evaluate the request properly the concurrence o f the concerned Airman must be sought.

Question: WHAT IS THE PERIOD OF VALIDITY FOR THE APPROVED REQUEST FOR On-The-Job Retraining (OJR)?Answer: An approved request for entry into retraining will be valid for a period of 90 days from the date of final approval.

Question: WHAT IS Bypassed Specialist?Answer: As specified in PAFM 1J-1, Bypassed Specialist are Airmen who have, previous military or civilian experience, are awarded the semiskilled level of an AFS. Bypassed Specialist – means the awarding of an AFSC to an Enlisted Personnel on the semi-skilled level based on prior civilian or military occupational experience or schooling. An Airman/Airwoman considered qualified as a bypassed on semi-skilled level may be administered the appropriate SKT at PTD, PAFPMC through the recommendation of his/her Unit Commander.

Question: WHAT IS PROMEX ? Answer: Promotion Examination.

Question: WHAT ARE THE TWO (2) KINDS OF PROMEX ? Answer: Promotion Examination. There are two (2) kinds of PROMEX and two (2) types of examination in each Major Service of the AFP, (For the PAF are the PROMEX I, General Mil Knowledge & PROMEX II, Specialty Knowledge Test). These are the following:

PAF- General PROMEX and SKT (Specialty Knowledge Test)PN- General Mil Knowledge Rating and Professional Rating Test (MR&PR)PA- General Mil Knowledge and Mil Occupation Specialty Test (MOS)

Type of Examination(1) General Examination- a test on basic military skills and knowledge common to all EP.(2) Professional Rating or Specialty Knowledge (SKT) is tests to determine the knowledge, skills and abilities peculiar to the career or specialty of an EP for the PN and PAF.

Question: WHAT IS THE POLICIES PERTAINING PROMEX ? Answer: Enumerated below are the policies governing PROMEX: Policies

(1) Pertains to the duties and responsibilities of the next higher grade and of their respective specialties. They shall furnish review materials for PROMEX for respective subordinate units which in turn shall be responsible for the review of the respective candidates for promotion not later than fifteen days before the scheduled date of PROMEX.

(2) In exceptional cases when an EP is performing a job for which the Military Occupancy Specialty (MOS) has not yet been established in the AFP, PROMEX shall be limited to the general examination. In this case the certification of the immediate commander that subject EP n perform his job satisfactorily shall be used in placed of the Specialty Examination.

(3) EP assigned GHQ & HSC, AFPWSSUs, Technical Services and Unified Commands shall take the PROMEX prescribed and conducted by their respective Major Services.

(4) The major service shall conduct promotion examination in every region of the country or military area commands at least twice a year. They shall inform OTAG, GHQ a month before the scheduled Promex in a particular region or area for widest dissemination to all EP assigned to GHQ, AFPWSSUs, technical Service and United Commands.

(5) Special PROMEX may be administered anytime within the cycle upon request of unit commander, head or chief of office, to qualified examinees but who failed to take the regular PROMEX due to any of the following reasons:

(a) sick in hospital(b) unit out on mission(c) Detached Service, Foreign Service School(d) Missing in action(e) On leave/furlough(f) Other legitimate causes

(6) The Major Services shall create an EP Review and Evaluation Board which will determine the fitness and eligibility for promotion/retention in the military service of EP, who failed to pass the PROMEX for three (3) consecutive times and those who were considered but failed to promote for the same number of times. Those EP found deserving shall be recommended for promotion provided they attain the following minimum promotion points in the overall rating of the promotion board:

Question: WHAT IS Specialty Knowledge Test (SKT) ? Answer: Is a comprehensive multiple choice written test designed to measure technical knowledge in semi-skilled level, skilled level, advance skilled level, Superintendent skilled level and First Sgt/Sgt Major AFSCs (3, 5, 7, 9 and First Sgt/Sgt Major AFSCs).

Question: WHAT IS THE TIME FRAME AND HOW MANY ITEMS ARE THERE IN THE Specialty Knowledge Test (SKT)?Answer: Examination of Specialty Knowledge Test (SKT) will be according to the following time frame and number of test items:

Skilled Level Number of Items Examination Hour3rd Skill Level 50 Items 60 Minutes/1 Hour5th Skill Level 75 Items 90 Minutes/11/2 Hours7th Skill Level 100 Items 120 Minutes/2 Hours9th Skill Level 100 Items 120 Minutes/2 HoursFirst Sgt/Sgt Major AFSC 50 Items 60 Minutes/1 Hour

Question: IS THERE AN AVAILABILITY OF SPECIALTY KNOWLEDGE TEST (SKT) REVIEWERS?Answer: Yes. The availability of SKT reviewers for every AFSC (by skill level) will be according to the following number of items and can be get through electronic copy from the Office of the Director for Personnel of respective PAF units (Command/Wing/Group/Center):

Skilled Level Number of Items3rd Skill Level 150 Items5th Skill Level 175 Items7th Skill Level 200 Items9th Skill Level 200 Items

First Sgt/Sgt Major AFSC 150 Items

Question: WHAT IS THE PROCEDURE WHEN AN AIRMAN OR AIRMAN FAILED THE SPECIALTY KNOWLEDGE TEST (SKT)?Answer: Airmen who failed in the SKT are allowed to retake in accordance with the following categories:Category E – (60% - 69%) – may retake the SKT without time restriction. Failure in 1st retake will downgrade time to category “F”.Category F – (51% - 59%) – may retake once after two (2) months (60 days) of extended OJT to the particular skill level of AFS. Failure in the retake, the examinee will be downgrade to category “G”. However, an airmen who fails upon retesting after two (2) retakes will be evaluated by a Unit Personnel Classification Board (UPCB), to determine his potential and likelihood of progressing before he can availed of the 2nd SKT retake.

Unit Personnel Classification Board (UPCB) appropriate action such as, return to duty in an awarded AFSC, or retraining into another AFSC suited to the ability of the individual when an Airman failed to progress despite proper training.Category G – (50% and below) – may retake only after three (3) months of extended OJT to that particular skill level of AFS.

Question: WHAT IS THE SCORE OF PERSONNEL WHO PASSED THE SKT THROUGH RETAKE (1ST OR 2ND RETAKE)?Answer: Personnel who passed the Specialty Knowledge Test (SKT) through retake (1st or 2nd Retake) is 70%. Question: WHO IS RESPONSIBLE IN CONDUCTING THE SPECIALTY KNOWLEDGE TEST (SKT)?Answer: The primary responsible for the conduct of Specialty Knowledge Test (SKT) examination will be the Personnel Testing Department, PAF Personnel Management Center. One (1) representative from the Office of the Assistant Chief of Air Staff for Education & Training, A-8 (Attn: OJT Branch) will supervise during every conduct of Specialty Knowledge Test (SKT) examination.

Question: WHAT IS THE VALIDITY OF SPECIALTY KNOWLEDGE TEST (SKT) QUESTIONNAIRES?Answer: The Validity of Specialty Knowledge Test (SKT) questionnaires possessed by Personnel Testing Department, PAFPMC is only valid for a period of five (5) years. One (1) year before the expiration date of the validity of SKT questionnaires, PTD, PAFPMC must submit to Headquarters PAF (Attn: DUT, OA-8) a notice that said SKT questionnaires is subject for evaluation/validation to avoid obsolete SKT questionnaires.

Question: WHAT IS THE EFFECTIVITY OF SPECIALTY KNOWLEDGE TEST (SKT) RESULTS?Answer: The passing scores of Specialty Knowledge Test (SKT) which is 70% is effective on the date of approval by Hqs PAF ( Attn: A-8) on the PAF AA Form 4a (Test Roster). Immediately upon publication of results from PAFPMC, the appropriate AFSC must be formally awarded by the respective unit administrative/personnel branch through the use of PAF Form 1098 (Personnel Action Request Form) for final evaluation/validation of HPAF for record purposes at the Inventory of AFSC.

Question: WHAT IS THE VALIDITY OF PAF AA FORM 4A (TEST ROSTER)?Answer: The validity of PAF AA Form 4a (test roster) is valid only for six (6) months effective from the date of approval by HPAF (Attn: A-8).

Question: WHAT IS UPGRADING or UPGRADE TRAINING (UGT)?Answer: Upgrading is a term used to change skill level of an airmen from lower to next higher level skill of an AFSC. An airmen’s skill level will be upgraded upon completion of the following requirements:

a. 3rd Skill Level – completion of a formal basic course/schooling or have a minimum of six (6) months OJT period in the 3rd skill level AFS, passed SKT for the 3rd skill level, is an A2C or higher rank and recommended by his supervisor.

b. 5th Skill Level – Possesses an appropriate 3rd skill level AFSC, has a minimum of eight (8) months OJT period in the 5th skill level AFS, passed SKT for the 5th skill level, is an AIC or higher rank and recommended by his supervisor.

c. 7th Skill Level - Possesses an appropriate 3rd and 5th skill level AFS, has a minimum of twelve (12) months OJT period in the 7th skill level AFS, passed SKT for the 7th skill level, is a SSgt or higher rank and recommended by his supervisor. d. 9th Skill level – Possesses an appropriate 3rd, 5th and 7th skill level of an AFS has a minimum of twenty-four (24) months OJT period in the 9th skill level, passed the SKT for 9th skill level, is a MSgt, Senior MSgt or CMSgt and recommended by his supervisor/superior.

e. First Sgt/Sgt Major Air Force Specialty - Possesses an appropriate 7th skill level AFS( any awarded AFSC), has a minimum of three (3) months OJT period in the First Sgt/Sgt Major Air Force Specialty, passed SKT for the First Sgt/Sgt Major Air Force Specialty, is a MSgt, SMSgt and CMSgt and recommended by his supervisor/Commander.

f. Recommendation of the supervisor is accomplished by submitting a Personnel Action Request (PAF Form 1098).

g. An AIC on promotable status, must possess the 5 th skill level before he is eligible for promotion to Sgt.

h. A SSgt on promotable status, must be upgraded to the 7 th skill level before he is eligible for promotion to TSgt.

i. An Airman possessing an awarded 3rd skill level in AFS where no 5th skill level questionnaires exist or do not require to have a 5th skill level AFS in PAFM 1-4 (Airmen Specialty) may be promoted to Sgt and SSgt, provided, subject airman is previously awarded the required 5th skill level in any AFS.

Question: WHAT IS DOWNGRADING?Answer: Downgrading means the changing of skill levels of airmen from higher to lower skill of an AFSC.Downgrading of skill level will only be resorted when any of the following condition exists:

a. Substandard performance in an AFS as reflected in the EPEM and /or formal training. Classification Board Action is necessary before approval of the appointing authority.

b. Improperly awarded AFSC.c. Poor performance in AFS.d. When the Airmen’s grade is no longer within the grade spread.

Question: WHAT IS CONVERSION ? Answer: Conversion is a term used to change the Military Occupational Specialty – (MOS) and Professional Rating (PR) concept of Army and Navy Classification System, respectively and/or civilian occupational title into Air Force Specialty Classification System. It is also applicable to the change of an AFSC from the same career field into another AFSC by means of Unit Personnel Classification Board.

Question: WHAT IS VERIFICATION ? Answer: Verification is a term used to confirm any converted AFSC through Specialty Knowledge Test (SKT). Any awarded AFSC of an airmen based on “Book Conversion” of the Military Occupational Specialty – (MOS) concept of Army Classification System, Professional Rating (PR) concept of Navy Classification System, civilian occupational title into Air Force Specialty Classification System and change of an AFSC from the same career field into another AFSC by means of Unit Personnel Classification Board must be verified through the use of Specialty Knowledge Test (SKT). When qualifying scores are obtained, Commander of PAF major Units and Separate Units will issue personnel orders confirming the awarded AFSC.

Question: WHAT IS SKILL LEVEL?Answer: Skill level is the degree of qualification of an airmen which is indicated in the 4th digit of the AFSC. This

degree of qualification is divided into five level of skills, un-skilled level, semi-skilled level, advanced skilled level and superintendent skilled level. These are denoted by 1,3,5, 7 and 9 as the 4th digit of the AFSC. Question: WHAT IS THE TRAINING CAPABILITY OF A TRAINER?Answer: The Trainer must possess the same AFSC and the skill level is higher than the trainee in which the training is desired. Example: Trainer for AFSC 70230 (Admin App) is awarded of AFSC 70250 ( Admin Spclt) or AFSC 70270 (Admin Supervisor).

Question: WHO WILL CERTIFY JOB PROFICIENCY FOR A TRAINEE AFTER COMPLETION OF AN OJT?Answer: The Trainer. The person doing the certifying must be technically qualified to perform the function being considered. HOWEVER, A Supervisor may certify job proficiency on a task, if the performance can be observed and verified by a technical order, manual, or other authorized reference. Verification should make sure that proper procedures, tools, materials and so forth are used and that the work, when completed, conforms to established standards.

Question: WHAT REGULATIONS TELLS WHEN AND HOW TO ENTER AIRMEN INTO ON THE JOB TRAINING?Answer: PAF Regulations 1J-14 Personnel Procedures Airmen On The Job Upgrade Training Dated 15 May 1964.

Question: HOW TO ENTER AN AIRMEN INTO UPGRADE TRAINING?Answer: Basic Eligibility criteria for entry into OJT is that the airmen is capable and recommended for OJT and the unit has training capability. It is the availability of the following: Table of Organization & Equipment (TO&E)/Unit Manning Document (UMD), Supervisor (First Sergeant), Trainer and Trainee.

Question: WHAT IS THE EVALUATION OF PROGRESION TO AN AIRMEN WHO ENTER INTO UPGRADE TRAINING OR HOW LONG IT TAKES FOR AN AIRMEN TO BE AWARDED THE AFSC BY MEANS OF SKT OR SKT WAIVER?Answer: Table below shows how long does it takes for an Airmen to complete the upgrade training:

EVALUATION OF PROGRESSION

Initial Evaluation – Airman who have not completed upgrade training within the time specified below will be counseled by their supervisor to determine if they should be continued in training or withdrawn.

Initial Evaluation Time

3rd Level – 6th month of training including SKT5th Level – 8th month of training including SKT7th Level – 12th month of training including SKT9th Level - 24th month of training including SKT

Second Evaluation Time:

3rd Level – 12th month of training including SKT5th Level – 15th month of training including SKT7th Level – 21th month of training including SKT9th Level – 30th Month of Training including SKT

Final Evaluation: – airman who have not completed upgrade training within the time specified below will be removed from training. HPAF may review exceptional cases and permit additional training time warranted.

Final Evaluation

3rd Level – 15th month of training including SKT5th Level – 18th month of training including SKT7th Level – 24th month of training including SKT9th Level - 36th month of training including SKT

Question: WHO WILL BE WITHDRAWN FROM TRAINING?Answer: Airman will be withdrawn or not entered in training if:

a. Training capability does not exist.b. Airman has demonstrated a lack of ability to progress.

c. Airman is assigned duty out of his training AFSC in excess of 30 days.d. Is not recommended for further training.

Question: WHAT IS THE NEXT STEP AFTER THE COMPLETION OF AN OJT OR THE ON-THE-JOB UPGRADE TRAINING ?Answer: The fact than an airman complete training only indicates that he has completed a planned program appropriate to his AFS, it does not automatically qualify him for award of an AFSC. Normally, airman who complete OJT and meet all mandatory requirements for award of AFS should be considered for immediate award of the AFS if subject airmen passed the appropriate SKT conducted by PMC.

Airman trained based on training capability who has not actually demonstrated proficiency in a duty position of the AFS may be awarded the AFS by a classification board provided he meets all other requirements of PAFM 10-8/PAFM 1J-1, PAFM 1-4 Volume I & II and PAFR 1J-14 for award of the AFS and time in training equals the experience requirement. For example: during his training to the 7 skill level the airmen had a 5 level duty AFSC.

Question: WHAT IS MAL ASSIGNMENT?Answer: It is an unsuitable personnel assignment resulting from bad judgment on the part of the classification or assigning officer. (Reference: PAF Dictionary Series of 2003)

Question: WHAT ARE THE FACTORS OF MAL ASSIGNMENT?Answer: There are three (3) factors of mal assignment based on the Position of assigned personnel in the Table of Organization (TO) and Unit Manning Document (UMD) in order of priority: 1. Grade versus Rank of personnel; 2. AFSC versus awarded AFS of personnel and the skill level he/she possess; and 3. Required or the authorized number versus actual number of personnel assigned. (see example below):

VOLUME IISECTION II. PERSONNEL ALLOWANCES

B. UNIT MANNING DOCUMENTNOT MAL ASSIGNMENT (IDEAL):

DESCRIPTION/POSITION GRADE AFSC REQUIREDName of Awarded Personnel Assign AFSC/SG (CivEmp)

ADMIN BR

CHIEF O4 7035 1 MAJOR CRUZ 7035

Admin Techn E7 70270 1 MSgt/TSgt Elpedes 70270

Admin Techn E6 70270 1 TSgt/SSgt Bellen 70270

Graphics Spec E5 23151 1 SSgt/Sgt Matanguihan 23151

Admin Spec E4 70250 1 Sgt/AIC Dela Pena 70250

Vehicle Operator Spclt E4 60350 1 Sgt/AIC Segarra 60350

App Vehicle Operator Spclt E3 60330 1 AIC/A2C Ledesma 60330

Admin Aide IV SG4 2 MR GARBIN SG4/3

MR LEE SG4/3

Admin Aide III SG3 2 MR PEDRO SG3/2

MRS BLANCO SG3/2

Admin Aide I SG1 1 MR JUAN SG1TOTAL 12

VOLUME IISECTION II. PERSONNEL ALLOWANCES

B. UNIT MANNING DOCUMENTMAL ASSIGNMENT ( NOT IDEAL):

DESCRIPTION/POSITION GRADE AFSC REQUIREDName of Awarded Personnel Assign AFSC/SG (CivEmp)

ADMIN BR

CHIEF O4 7035 1 LTC/1LT CRUZ 4025

Admin Techn E7 70270 1 SMSgt/SSgt Elpedes 81170

Admin Techn E6 70270 1 MSgt/Sgt Bellen 75172/52

Graphics Spec E5 23151 1 TSgt/AIC Matanguihan 81170/64550

Admin Spec E4 70250 1 SSgt/A2C Dela Pena 43151/31

Vehicle Operator E4 60350 1 SSgt/A2C Segarra 81150/30

App Vehicle Operator E3 60330 1 A2C/AM Ledesma 46230

Admin Aide IV SG4 2 MR GARBIN SG 5/2

MR LEE SG5/2

Admin Aide III SG3 2 MR PEDRO SG4/1

MRS BLANCO SG4/1

Admin Aide I SG1 1 MR JUAN SG2TOTAL 12

Question: WHAT IS THE BASIS OF HQS PAF (ATTN: A-8) IN DETERMINING DUTY AFSC WHEN APPROVING REQUEST FOR EVALUATION/VALIDATION OF PAF FORM 1098 OR REQUEST FOR SKT?

Answer: The Approved Table of Organization/Unit manning Document (UMD) and the updated inventory of AFSC submitted every 26 day of the month. (Reference: General Headquarters Armed Forces of the Philippines Circular Number 01 dated 02 January 2008, ENLISTED PERSONNEL PROMOTION SYSTEM IN THE ARMED FORCES OF THE PHILIPPINES, PAF Manual 10-8, Planning & Conducting OJT and PAF Message RABENA NR 08-08-15-10 dated 11 August 2010 noted by CG,PAF).

Question: WHY GHQ, AFP CIRCULAR NUMBER 1, PAFM 10-8 AND INVENTORY OF AFSC ARE THE BASIS OF HQS PAF (ATTN: A-8) IN DETERMINING DUTY AFSC WHEN APPROVING REQUEST FOR EVALUATION/VALIDATION OF PAF FORM 1098 OR REQUEST FOR SKT?Answer: Because the Approved Table of Organization/Table of Distribution and/or shall be the basis in determining duty/MOS assignments for promotion. For E-3 to E-7, he must be occupying a position commensurate his present rank. PAFM 10-8 is the guide for planning & conducting OJT While the Inventory of AFSC is the basis in determining the authorized number of Air Force Specialty by skill level and the control documents established to ensure a proper balance in personnel training which are prescribed in the PAF Operating Program. The Air Force Specialty is identified by training priority category, the number of airmen to be trained in formal schools and the number to be trained through OJT program.

Question: WHY THERE IS A NEED FOR AN EP TO UPGRADE HIS/HER SKILL LEVEL TO AN AFSC HE/SHE POSSESS?Answer: PAF EP needs to upgrade his/her AFSC according to skill level commensurate to his/her present rank because it is included in the eligibility requirements for career courses and promotion to the next higher rank. Table below shows the required skill level prior PAF EP permitted to attend the prescribed career courses including the required skill level for promotion to the projected grade;

CAREER COURSE REQUIREMENT: He must have satisfactory completed the required EP Professional military education for promotion to grades as indicated:

Grade/Rank Requirement

Skill level for awarded

AFSC Professional Military EducationProjected

Grade

RequirementPA PN PAF

E2/A2C 3rd skill no career course required E3E3/AIC 5th skill Basic NCO Course Basic Petty Officer

Leadership CourseBasic NCO Course E4 & E5

E4/Sgt 5th skill no career course required

E5/SSgt 7th skill Advanced NCO Course

Advance Petty Officer Leadership

Course

Advanced NCO Course E6 & E7

E6/TSgt 7th skill no career course requiredE7/MSgt 9th skill Sgt Major Course CCPOC/Sgt Major

CourseSgt Major Course E8 & E9

a) Basic NCO Course – Pertains to career training of an EP preparing him for duty assignment of an E-4.

b) Advance NCO Course - Pertains to career training of an EP preparing him for duty assignment of an E-6.

c) Sergeant Major Course/Command Chief Petty Officer Course - Pertains to career training of an EP preparing him for duty assignment of E-8.

Question: ASIDE FROM AFSC AND SKILL LEVEL FOR SKT, WHAT ARE THE OTHER ELIGIBILITY REQUIREMENTS FOR PROMOTION THAT AFFECTS FOR THE UPGRADING OF AN AIRMEN?Answer: To be eligible for promotion, an EP personnel must possess all the qualifications and none of the disqualification as enumerated and prescribed in circular 1. These include the Time-In-Grade (TIG) and Tenure-In-Grade of personnel that affects his career especially when an EP late in entering into OJT for upgrade purposes after he/she was promoted. Table below shows the TIG of an EP and this will also served as guide to monitor his/her career.

Time-In-Grade (TIG). The required time in grade shall be as indicated opposite each grade in the following table.

Question: IS THE GIVEN TIME-IN-GRADE FOR EP IS ENOUGH TO AVOID DELAY IN THE PROCESSING OF SKT REQUEST FOR SUBSEQUENT AWARDING OF AFSC ESPECIALLY THOSE WHO CANNOT PASSED THE INITIAL OR 1 ST

RETAKE IN SKT?Answer: Yes. The given TIG is enough for an EP to complete his requirements for upgrading as stipulated at PAF Regulations 1J-14 Personnel Procedures Airmen On The Job Upgrade Training Dated 15 May 1964.

Question: WHAT ARE THE AIR FORCE POLICIES AND PROCEDURES REGARDING QUALITY DIRECTION AND CONTROL FOR OJT?Answer: In addition to control already discussed, Hqs PAF maintains quality control. Without some methods of recording training, individual units would tend to duplicate the training already received by Airmen. This would be especially true when Airmen transfer from one unit to another. Since all upgrade training, lateral training and retraining conducted on the job, intended to result ultimately in the award of an AFSC. Hqs PAF requirements for a duty position of the specialty must conform to cover all PAF standards for the specialty concerned. Commanders should not establish policies, procedures or restrictions that conflict with these controls. To achieve uniformity, established aids are available to Commanders.

Question: WHAT IF THE TRAINEE REASSIGNMENT TO OTHER PAF UNITS WHEN CONDUCTING OJT/UGT? Answer: Airmen who are reassigned while in official upgrade training status hand-carry CDC materials when available such as course and study reference guides to their new station. The losing unit encloses a copy of the Permanent Change of Station (PCS) orders in the correspondence and sends training materials to the gaining unit

Grade Length of Service Time-In-Grade Tenure-In-GradeE9 30yrs - 3yrsE8 27yrs 3yrs 5yrsE7 20yrs 7yrs 8yrsE6 14yrs 6yrs 8yrsE5 9yrs 5yrs 7yrsE4 6yrs 3yrs 6yrsE3 3yrs 3yrs 5yrsE2 1yrs 2yrs 4yrsE1 - - 3yrs

when they arrive after a trainee’s departure. PAF Form 623 shall be likewise hand-carry by concerned Trainee and such training document shall be submitted to Training NCO of the gaining Unit for appropriate action. The gaining unit may initiate continuance of OJT until its completion as necessary. The course examination (CE) is mailed separately to the appropriate testing official. In addition to establishing physical checks to insure proper clearance, Unit OJT Officers/NCOs counsel CDC students on the importance of retraining their materials during travel to the new station. CDC materials must be with all other training materials and records applicable at the time of processing for departure. The gaining unit sends a change address to the Extension Course Institute (ECI) (Attn: ACofAS, Education and Training, A-8 HPAF) on the Airman’s arrival at the new station.

Question: HOW ABOUT IF THE TRAINEE PLACED IN A TEMPORARY DUTY (TDY) STATUS TO ANOTHER PAF UNITS EITHER DETACHED SERVICE (DS) OR ON SPECIAL DUTY (SD) STATUS WHEN CONDUCTING OJT/UGT? Answer: Airmen placed in a TDY status to a unit with a training capability hand-carry their PAF Form 623 (along with their CDC and other appropriate training materials) if the TDY is projected to continue for 30 days or longer. If the Airmen goes TDY to a unit that does not have training capability, the periods of time while on TDY are not counted against the Airman’s maximum allowable training time.

(1) When an Airman arrives at his or her TDY unit, the trainee PAF Form 623 and other training materials shall be turned over to the immediate supervisor. The supervisor then becomes responsible for maintenance of the PAF Form 623 during the period the Airman is assigned and must annotate the form to indicate the training received by the trainee during this period. UGT continues when trainees are on TDY to units that have a training capability. The TDY unit assignment is responsible for appointment an individual to serve as the trainer for the TDY Airman.

(2) At the end of the TDY period, the Airman must return his or her PAF Form 623 and other training materials to the parent organization. The record will reflect the training provided during the period of TDY.

Question: WHAT ARE THE DUTIES AND RESPONSIBILITIES OF AN IMMEDIATE SUPERVISOR’S? Answer: Table 5-5 below shows the responsibilities of an Immediate Supervisor:

IMMEDIATE SUPERVISOR’S RESPONSIBILITIESTable 5-5

Immediate OJT Supervisor shall: 1. Select qualified Trainors with in the Section or Office.2. Indoctrinate Trainors and Trainees on objectives of the OJT program.1. Determine the number of Trainees who can be effectively trained by each Trainer without impairing the total

mission. 2. Use the Duty Section Master Job Proficiency Guide to develop the individual JPG as the basic document for

training, based on the Airman’s duty position.3. Certify completion of job proficiency training by initiating and dating opposite appropriate JPG task

assignments.6. Assist Trainors in using pertinent directives and developing individual task breakdown.7. Motivate personnel associated with the OJT program through daily contact.8. Provide guidance in methods of training and testing, in personal relations and in good management.9. Determine the requirements for group training to provide background and theory when CDCs are not

available.10. Counsels Trainees as problem occur. Counseling must cover strengths, areas needing improvement, attitude,

and means to improve.11. Maintain PAF Form 623 for assigned Airmen.12. Initiate PAF Form 1098 to effect into, completion or withdrawal from UGT.13. Advise the mother unit when Airmen are qualified to be administered the SKT.14. Conduct initial evaluation for all newly assigned personnel within 30 days of assignment to individual duty position. Ensure qualification training is provided and recorded in the individual’s training record.

15. Recommend Trainee for upgrading when requirements are met.16. Ensure each assigned Trainee satisfies the minimum computer typing requirements. When applicable, enter

statement in Remarks Section of PAF Form 623; “Airman meets computer typing requirements of _________words per minute”.

Question: WHAT ARE THE DUTIES AND RESPONSIBILITIES OF AN OJT TRAINER’S? Answer: Table 5-5 below shows the responsibilities of an OJT Trainer’s:

OJT TRAINER’S RESPONSIBILITIESTable 5-6

The OJT Trainor shall: 1. Prepare, under the guidance of the immediate Supervisor, detail task breakdown as necessary for each Airman, indicating the important steps involved in the task.2. Instruct Trainees on actual equipment.3. Motivate and evaluate assigned Trainees.

Question: WHAT ARE THE DUTIES AND RESPONSIBILITIES OF AN OJT Trainee’s ? Answer: Table 5-5 below shows the responsibilities of an OJT Trainer’s:

OJT Trainee’s Responsibilities Table 5-7

The On-the-Job Trainees shall: 1. Know where to locate and read their AFS description, their immediate training requirements, and objectives and their training folder and its contents.2. Accept and react favorably to motivational efforts of OJT Trainers and Supervisors.3. Accept and perform all training requirements and assignments in an efficient manner.4. Budget available time (on and duty) so that they can complete their required OJT or CDC (when available) and local study assignments within the time limit.5. Maintain all issued training materials in good condition for future use.4. Obtain appropriate CDC materials and answer sheets from Unit OJT Office when reassigned and deliver such materials intact to the OJT Office at new organization (when available)

Question: HOW TO CONDUCT OJT? Answer: Table below shows the following important steps and qualification are guides for proper conduct of OJT:

9-1. Supervisor’s Qualifications

This Chapter is intended primarily for OJT Supervisors and Trainors for use of immediate operating level after training needs have been established and personnel to be trained have been identified. Each Supervisor should recognize that his/her total job requires at least five (5) qualifications:

a. Knowledge of the work.b. Knowledge of responsibilities.c. Knowledge and skill in improving methods.d. Knowledge and skill in managing.e. Knowledge and skill in instructing.

NOTE:A summary of what these qualifications mean and how they are acquired is presented in Table 9-1.

9-2. Human Relations

A Supervisor gets results chiefly through directing the efforts of other people. Best results are obtained when good human relation exist. For that reason, the Section Supervisor, the immediate Supervisor and the OJT Trainor must understand and practice methods and techniques based on good human relations principles. Considerable emphasis is placed on human relations in various PAF training programs, including the unit-level management courses. This manual contains brief outlines of the basic principles involved in the course. These outlines serve as convenient reminders to Supervisors and OJT Trainors. Outlines of the foundations for good human relations and an effective procedure for handling personnel problems are provided in figure 9-1.

9-3 Training PrinciplesCertain basic and easily understandable principles apply to all training situations. Trainors should understand and apply the principles outlined below. These principles will help Trainors to improve skill in instructing:

a. Go from the known to the unknown. Find out what the Trainees know about the subject and build from there. Relate the new material to previously learned subjects. Give Trainees a complete briefing on the overall program and tell them where they fit into it. Acquaint them with the goal. Make sure the part they play in the organization is understood and make them aware that they are vital members of the team.

b. Go from the easy to the difficult. Always begin with the simple parts of a job. The knowledge that they are able to perform parts of the job after a practice period gives the Trainees confidence and inspiration to learn the whole job.c. Emphasize accuracy and understanding rather than speed, while the Trainees is learning.d. Emphasize safety at all times.e. Clearly define the limits of the training objectives and let the Trainees know what is expected.f. Present new material in short units that can be finished in one training session. Short, related training units are not so likely to confuse the Trainees.g. Be sure the Trainees see the job as a whole. Fit all the short steps into the whole operation or objective.h. Always remember that the Trainees learn by doing. Put them to work as soon as they understand what they are to do. Give them plenty of practice.i. Allow Trainees to develop. They do the learning; you guide and help. Be careful not to dominate, but do not relax your supervision to a point that would allow the Trainees to harm themselves, others, or damage equipment.j. Any training procedure must make sense to the Trainees. If it doesn’t, change or discard it.k. Recognize the Trainee’s work. Let them know how they’re doing.l. Never try to bluff. Never resort to sarcasm or ridicule.9-4. Training Methods

An OJT Trainor must assume Trainor responsibility, in addition to other duties; the OJT Trainor function is not considered a full-time duty. Supervisors may sometimes be required to perform as Trainors. OJT Trainors are expected to use effective training methods and techniques. This requirements and responsibility is contained in the specialty description of all skilled and advanced level AFSs. It follows that those who are selected as Trainors must learn to perform efficiently, using methods that result in an effective OJT program. Job instruction generally involves four (4) methods of imparting new knowledge or manual skills.

a. The Lecture. The lecture is useful for imparting information. Its effectiveness is increased when it is combined with one or more of the other instructional methods.

b. The Discussion. The discussion is a valuable training method because it promotes a two-way exchange of ideas during group instruction, when the objectives is to provide background information or procedures that are of common interest to the entire group. Questioning is very useful when employing the discussion method to inform the Trainees, as well as to check their grasp of the instruction. To help the Trainee think through the logical steps of a new job task, phrase your questions so that they can’t be answered with a straight yes or no. Use questions that begin with such words as what, who, where, when, why and how. Questioning can be used effectively with all other instructional methods, as well as with discussion method.

c. The Demonstration. The demonstration or showing is most effective when the training objective is the development of new manual skills. It is particularly useful in presenting the various steps of a very long operation that must be performed without stopping. The Trainees are taught a part of the job, with the Trainor doing the rest. After learning one step of the total job, the second step is taught, with the Trainor again completing the operation.

d. The Performance. The performance is by far the most effective method to use in OJT. Trainees truly learn by doing under the watchful eye of a Trainor while performing in a productive capacity. It follows that Airmen on OJT should immediately be given simple jobs to do, such as cleaning or sorting parts, counting pieces, sorting papers, learning names of parts or checking supplies. It is most practical to assign such Airmen to assist other who are producing. After Airmen have received training on same particular task or phase of work, they are able to do it with the desired proficiency. They should then be rotated to another task. With a progressive rotation plan, trainees grow in skill and knowledge until they are able to accomplish effectively the requirements of the duty position.9-5. Training Techniques

Supervisors shall ensure that Trainors develop a set of techniques similar to the five (5) steps as follows: .

a. Step 1. Prepare the training situation. (1) Ensure that the tools and equipment are on hand and in working order.

Ensure that shop or room is available and that it is properly lighted and ventilated.Ensure that training aids planned for use are available and in good working order.

b. Step 2. Prepare the Trainees to receive job instruction.(1) Put them at ease. This helps build confidence. The Supervisor’s training efforts are likely to be in vain if Trainees are nervous or ill at ease.Find out what they already know about the job. Don’t tell them things that they already know. Start where their knowledge ends.

Gain their interest. Explain the job or operation at hand and relate that job to the work of the Unit. This helps them realize the importance on the job. When demonstrating a job, make sure the Trainees observe from the proper position. Don’t have them look backward or from an angle other than the one from which thy will work.

c. Step 3. Present the Operation.

(1) Tell, show, illustrate, and then question. Once understanding is achieved, have the trainees perform the task.(2) Give only few instructions at one time. Understanding is gained more quickly if ideas are presented gradually.(3) Make the key points clear. These make or break the operation; to a large extent, they determine the ultimate success or failure of the training. (4) Use available training aids when they help to put the point across. Don’t use them just to fill in time. Before using any training aid, be sure that it applies directly to the subject and that it works.(5) Be patient; remember that haste make waste. Work for accuracy first, speed later. (6) Repeat the job and explanation, if necessary.

d. Step 4. Try-out Performance.

(1) Have the Trainees do the job under observation. Then repeat the job and have them explain what they are doing, and why. Some people don’t realize the importance of motions they are observing and repeating.

Have the Trainees explain the key points. Correct any errors, but do not correct in a way which will make them feel that you are not satisfied with their progress.Continue to have the Trainees perform and explain until you know that they understand what they are doing.

e. Step 5. Follow-Up.

(1) Put the Trainees on their own so they will get the feel of the job by doing it. Tell them who they should go to for help, and make sure the designated individuals understand their responsibility.

Check trainee’s work frequently – perhaps every few minutes at the start, then every few hours. Be on the lookout for incorrect or unnecessary moves, but don’t make an issue over them. Expect a few mistakes, if there are some, congratulate the Trainees for a job well done.

Narrow the coaching period until the Trainees are able to work under normal supervision. Be sure the Trainees are adhering to the approved safety practices. Safety is one of every Supervisor’s most important responsibilities. Make it clear, both by instruction and attitude, that strictly speaking accidents don’t just happen, they are provoked. The cause of an accident may not always be readily apparent, but can usually be found. Common causes include lack of skill, poor work habits, poor attitudes, and/or faulty instructions. If you discover that a Trainee is having more than his or her share of accidents, and if you have eliminated faulty instructions as a possible cause, report the fact to your Supervisor for action.

Task Breakdown

Specialty Training Standards breakdown as AFS into various individual task and knowledge. These tasks and knowledge are required for each specialty within the ladder to indicate the extent of knowledge or degree of proficiency required for each skill level. However, many of the individual tasks and items are in themselves quite complex. The OJT Trainors must break these down into a logical, systematic sequence of parts and teach each part as a complete unit. These written breakdowns of complex tasks or operations are known simply as task breakdown.

a. Purpose of the Task Breakdown. Many OJT Trainors may think they know a task when they really don’t. Others may know task so well that they neglect to clarify a point which is simple to them but confusing to the Trainees. Still others may know the task so well that they do not plan how to teach it to another person.

(1) For some tasks, the breakdown may be a simple as saying to the Trainee, “Do this first, this next and then do that”. However, many PAF jobs are extremely complex. Complete performance of such jobs is overwhelming to the young and inexperienced Airman.

The purpose of the task breakdown is to divide the big job into easy, progressive, and teachable units. This makes it possible for the Airman to learn the job in small ones, one step at a time.

The degree to which a task breakdown depends on the past experience and learning capability of the Trainee. The Trainor shall determine when the task is broken down far enough to be easily taught and understood.

Foremost of the Task Breakdown. As a management device, the task breakdown consists essentially of two (2) columns. One is titled “Important Step” and the other is titled “Key Point”. A typical example of a task breakdown is illustrated in Figure 9-2 for your guidance.

(a) Important Step. The steps are logical segments of the operation which advance the work. These breakdown are not intended to be difficult ; rather, they are to be simple, common sense reminders of what is really important in doing a task.

Key Points. Knowing what the key points are and how to pick them out quickly and easily is an important part of job instruction. They are:

1. Hazards which may cause injury to personnel or damage to tools and equipment.

2. Things which make or break the task.

3. Things which make the work easier-knack, trick, feel and special timing.

Preparation of the Task Breakdown. There are several procedures by which Trainors may prepare task breakdowns. Their own experience and the type of task to be performed determine which procedure to follow:

(1) Some tasks may be so well understood that they can be analyzed and divided into simple, logical steps, just by thinking through the various stages of the operation. Others may be too complex to breakdown without going through the entire operation and making notes on the performance of each part.

(2) Sometimes Trainors may have to break a task in which they’ve had little personal experience. If so, they should carefully watch the motions and steps used by someone more expert in the task.

(3) In each case, the objective is to find how the trainer can best help the Trainor to perform each operation safely, easily, correctly, and quickly. This involves the knacks, tricks of the trade, special timing, key points and special information on what to look for, where to look, how to feel and what to listen for, in each operation.

(4) Task breakdown sheets are not necessarily intended to be given to the trainee. They are for the trainer’s use in clarifying and organizing his or her own thinking about the task. For this reason, it is not necessary to formalize them.

(5) All tasks are identified in general manner in JPGs. However, the task breakdown should be prepared personally by the on-the-job trainer. As with most other operations, task breakdowns can be made easily and quickly after a little practice.

(6) Supervisors should arrange for group instructions, discussions, practice sessions, and critiques with Trainors to ensure proper preparation of task breakdowns.

9-7. Task Evaluations

Numerous types and means of evaluation are available; therefore, only a sampling is mentioned here to aid the Supervisor in determining if the job is getting done. No specific format is suggested, in an effort to provide for flexibility and creativity. I further guidance is needed, consult the Principles and Techniques of Instruction manual or its equivalent.

a. Checklist Method. A checklist can be prepared by using a governing directive, technical order or task breakdown on a particular job or task, based on a pass/fail or “Go/No go” situation (either the job is performed correctly or not). A simple “S or U” may be used to evaluate each step. (Satisfactory or Unsatisfactory).

b. Rating Scale. Degrees of performance can be measured by using personally constructed rating scales (for example, based on a scale from 1 to 5. “5” being outstanding, “3” being average, and “1” being a total failure). Care must be taken as your scale to define minor differences in level of achievement.

FOUNDATION FOR GOOD HUMAN RELATIONSFIGURE 9-1

a. Let Workers Know How they Are “Getting Along”

(1) Determine exactly what you expect.Point out ways to improve their work.

b. Give Credit Where Credit Is Due.

(1) Look for the extra or unusual performance. (2) Tell them while “it is hot”.

c. Tell People In Advance About Changes That Will Affect Them.

(1) Tell them why, if possible. (2) Get them to accept the change.

d. Make The Best Use of Each Person’s Ability

(1) Look for ability that is not being used. (2) Never stand in a person’s way.

HOW TO HANDLE A PROBLEM

a. Get The Facts – All The Facts: (1) Review the record. (2) Find out what rules and regulations apply. (3) Talk with individuals concerned. (4) Get opinions and feelings. (5) Be sure you have the whole story.

b. Weigh and Decide:

(1) Fit the facts together, (2) Consider their bearing on each other. (3) What possible actions are there. (4) Check practices and policies. (5) Consider the objective and the effect on each individual or group and on work output. (6) Don’t jump to conclusions.

c. Take Action: (1) Are you going to handle this yourself? (2) Do you need help in handling the situation? (3) Should you refer this to your Superior? (4) Watch timing of your action. (5) Don’t pass the buck.

d. Check Results: (1) How soon will you follow up? (2) How often will you need to check? (3) Watch for changes in output, attitudes and relationship. (4) Did your action help work output?

NOTES: Prevent The Development of Problems by Eliminating The Causes.

TASK BREAKDOWN (SAMPLE)Figure 9-2

TASK BREAKDOWN SHEET FOR TRAINING IN NEW JOBSImportant Step1. Lock parking brake on. Parking brake level is located at front hand corner of trailer.

2. Check fuel and oil lever. Fuel tank should be full, (maximum 80 gallons) with turbine fuel Spec MIL J-5624, grade JP-4. Oil tanks holds 4 quarts lubricating oil-Mil Spec 0-6081, grade 1010.

3.Pull out static ground reel and connect to suitable connection

Make certain static ground reel is connected to a good earth ground

4. Check to be sure that exhaust area is free and clear in high temperature zone.

Perform this step before every start and before every new connection to load unit.

5. Open Control Panel Cover. Make sure inter linked exhaust cover opens as control cover panel opens.

6. Clean bed of trailer. Clean after every exposure to jet blast or other unusually dusty conditions. Wipe with soft dry cloth.

7. Unwind air delivery Inspect air delivery duct for foreign material, alignment, kinks, security of coupling.

8. Couple air delivery duct securely to load. Make sure the coupling end adapter is securely attached to the threaded inter sleeve. Prevent duct from dragging or scuffing. Avoid kinking of duck. Check duct for obvious damage each time it is stretched out. Never allow possibility of air delivery to a loose duct. Before moving start switch, make sure that duct is either securely coupled to load or securely stowed.

THE SUPERVISOR’S NEEDFIGURE 9-3

A B CITEM

When the Supervisor’srequirements

This means And this is acquired through

1 Knowledge of the work Information which is required in working with tools operating machines, processes, operations and technical skills, etc.

Formal schooling, OJT experience on job, self-study, etc.

2 Knowledge and skill in improving methods

Local policies, regulations, procedures, schedules, etc. as well as other rules established by Immediate Supervisors.

Study of local regulation and policies, requesting advice when necessary, attending briefing by Immediate Supervisor, etc.

3 Knowledge and skill in improving methods

More effective case of materials, machines and manpower

Attendance of advance technical courses

4 Knowledge and skill in managing

The ability to keep human relations smooth and prevent problems from arising, the ability to handle problems when they do arise

Attendance of NCO course, guidance and counseling course. Human Relations seminar. Foundation for good human relations (see figure 9-1)

5 Knowledge and skill in instructing

The ability to help develop a well-trained force that works more effectively, has fewer accidents, has less equipment damage, and ability to get an Airman to do a job quickly and conscientiously

Study of this regulation. How to plan and conduct OJT is the principal subject of this chapter. As with other skills ability increases with practice and experience.

IF OTHER QUESTIONS OCCURS REGARDING PAF OJT PRORAM AND SKT:

PLEASE CONTACT THE FOLLOWING PERSONNEL: Pldt: 8534973 Local: 6728/6408

MAJOR NOBEL EUMAR C ABARRA PAF - - - - - - - - - - - - - - - Director for Unit Training, OA-8TSg Huberto E Bellen PAF - - - - - - - - - - - - - - - - - - - - - - - - - NCOIC, DUT/OJT Br, OA-8Sgt Julie O Matanguihan PAF - - - - - - - - - - - - - - - - - Training Spclt

Mrs Erlinda P Joya civ empl - - - - - - - - - - - - - - - - Clerk/Staff

List of References Used for this Frequently Asked Questions (FAQ):

1. PAFM 10-8, Planning & Conducting On-The-Job Training (OJT)

2. PAFM 1J-1, Military Personnel Classification System

3. PAFM 1-4 Volume I & II, Airman Specialty

4. PAF Regulations Number 1, Personnel Procedures, Verification, Upgrading and/or Downgrading of skill level of Airmen

5. GHQ, AFP Circular Number 1 dated 02 January 2008, EP Promotion System in the APF