afi36-2651.pdf

DEPARTMENT OF THE AIR FORCE

HEADQUARTERS UNITED STATES AIR FORCE

WASHINGTON, DC

AFI36-2651_AFGM2019-01

20 November 2019

MEMORANDUM FOR DISTRIBUTION C

MAJCOMs/FOAs/DRUs

FROM: SAF/MR

1040 Air Force Pentagon

Washington, DC 20330-1040

SUBJECT: Air Force Guidance Memorandum to AFI36-2651, Air Force Training Program

By Order of the Secretary of the Air Force, this Air Force Guidance Memorandum immediately changes to AFI36-2651, Air Force Training Program. Compliance with this Memorandum is mandatory. To the extent its directions are inconsistent with other Air Force publications, the information herein prevails, in accordance with AFI 33-360, Publications and Forms Management.

The specific changes to AFI36-2651 are to incorporate changes directed by Air Force Policy Directives 36-26 Total Force Development and force management policies, responsibilities, and procedures specific to AF-level quantitative recruit and technical training are implemented in AFI 36-2616, Technical Training Requirements Programs. This change deletes references to Basic Military Training oversight section to include the Triennial Review. It is no longer required or happening as per Gen Leahy, 2AF. Additionally, it reduces the time in training requirement for Craftsman and Journeyman, and permits supervisors to identify duty position tasks required for upgrade and no longer requires AFCFM approval.

This Memorandum becomes void after one year has elapsed from the date of this Memorandum, or upon incorporation by interim change to, or rewrite of AFI36-2651 whichever is earlier.

SHON J. MANASCO

Assistant Secretary of the Air Force Manpower and Reserve Affairs

Attachment:

AFI36-2651, AFGM2019-01 Attachment 1

Chapter 1 – Training Management

1.5.5.3.2. Changed to read: Develop a career field education and training plan (CFETP) for life-cycle training at appropriate points throughout a career path. Ensures conformity with formatting, standardization and publication guidance. Ensure currency and accuracy of technical references cited in the CFETP. Ensure final version of the CFETP is coordinated with A1DLT, AFPC/Workforce Development and HQ AETC/A3/6 using AF Form 673 prior to publication through AF Departmental Publishing Office. Conduct annual review of the CFETP and corresponding documents such as AF Job Qualification Standard. (T-1)

Chapter 2 – Training Program Development, Delivery and Management

2.14.1.5.7. Changed to read: Coordinates with HQ AETC/A4 to ensure new facilities, modifications to existing facilities or changes in facility support are identified and validated by the site surveys. For further guidance on 982 TGR policies and procedures refer to Attachment 7 of this AFI and Education and Training Course Announcement.

2.14.1.5. Changed to read: AETC 982 Training Group

2.14.2 Changed to read: Training Standards. Training Detachment provide the training necessary for a student to achieve the task performance, task knowledge, and subject knowledge levels specified in the Course Chart Training Standard. When approved by the using MAJCOM and HQ AETC, the Course Chart and Training Standard constitute a contract to provide required equipment, facilities and maintenance instructor augmentees as necessary.

2.14.4. Deleted

2.14.5. Deleted

Chapter 3 – Air Force Requirements for Basic Military Training

3.3. Deleted

3.3.1. Deleted

3.3.1.1. Deleted

3.3.1.2. Deleted

3.3.1.3. Deleted

3.3.2. Deleted

3.3.2.1. Deleted

3.3.2.2. Deleted

3.3.2.3. Deleted

3.3.2.4. Deleted

3.3.3. Deleted

3.3.3.1. Deleted

3.3.3.2. Deleted

3.3.3.3. Deleted

3.3.4. Deleted

3.3.4.1. Deleted

3.3.4.1.1. Deleted

3.3.4.1.2. Deleted

3.3.4.1.3. Deleted

3.3.4.1.4. Deleted

3.3.4.1.5. Deleted

3.3.4.2. Deleted

3.3.4.2.1. Deleted

3.3.4.2.2. Deleted

3.3.4.2.3. Deleted

3.3.4.2.4. Deleted

3.3.4.3. Deleted

3.3.4.3.1. Deleted

3.3.4.3.2. Deleted

3.3.4.3.3. Deleted

3.3.4.3.3.1. Deleted

3.3.4.3.3.2. Deleted

3.3.4.3.3.3. Deleted

3.3.4.3.3.4. Deleted

3.3.4.3.3.5. Deleted

3.3.4.3.3.6. Deleted

3.3.4.3.4. Deleted

Chapter 4 – Personnel Skills Development

4.2.2. Changed to read: Journeyman. Complete mandatory Career Development Course and time in training (if applicable) mandatory core tasks and any tasks identified by the supervisor as needed for upgrade in the CFETP/Master Training Plan (see part 1 and 2 of the CFETP).

Supervisors may identify and standardize local tasks for upgrade. Core tasks, which are not applicable to base are not required for upgrade (units are not required to send personnel temporary duty (TDY) for core task training). Award of the 5-skill level requires completion of mandatory requirements listed in the AF Enlisted Classification Directory and a supervisor recommendation and commander approval. Upgrade time in training required for the award of 5 skill level is determined by the Career Field Manager. Individuals in retraining status, Training Status Code (“F”) are subject to the same training requirements. Procedures to request waivers pertaining to on-the-job training time in training for AFSC upgrade are contained in Table 3.4 of AFI 36-2101, Classifying Military Personnel (Officer and Enlisted). Note: AFSCs 1A0, 1A1, 1A2, 1A3, 1A6, 1A8, 1A9, 1U0, 1U1 are exempt from time in training requirements to the 5 and 7 level.

4.2.3. Changed to read: Craftsman. Be at least a staff sergeant (SSgt) select, complete mandatory Career Development Courses, time in training (if applicable), mandatory core tasks and any tasks identified by the supervisor as needed for upgrade in the CFETP/Master Training Plan (see part 1 and 2 of the CFETP). Supervisors may identify and standardize local tasks for upgrade. Core tasks, which are not applicable to base are not required for upgrade (units are not required to send personnel temporary duty (TDY) for core task training). Award of the 7-skill level also requires completion of a 7-skill level craftsman course (if applicable); mandatory requirements listed in the AF Enlisted Classification Directory; and required time in training determined by the Career Field Manager. Individuals in retraining status (Training Status Code “G”) are subject to the same training requirements. Procedures to request waivers pertaining to on-the-job training time in training for AFSC upgrade are contained in Table 3.4 of AFI 36-2101.

Chapter 6 – AF On-the-Job Training Administration

6.5.3.1.1. Changed to read: Commanders will appoint an additional duty Unit Training Manager from Commander Support Staff (if one exists, if not from within the unit) for units without a 3F2X1 (Unit Training Manager) assigned, and ensure the member completes the Additional Duty Unit Training Manager Computer-Based Training located in the ADLS within 60 days of appointment (90 days for ARC). Additional Duty unit training managers will remain in the position for no less than 12 months to ensure continuity and success of the program. Forward a copy of the appointment letter to the Base Training Office and Base 3F2 Functional Manager.

6.6.1.18. Changed to read: As needed, assist the unit deployment manager with scheduling deployment/unit type code and home station training requirements for mission accomplishment.

(T-3)

6.7.1.2.1. Changed to read: Master Task List. The Master training list identifies all day-to-day mission (duty position) requirements, core tasks and contingency tasks, and additional duties performed by the work center personnel. Core tasks, which are not applicable to base are not required for upgrade (units are not required to send personnel temporary duty (TDY) for core task training). (T-2)

6.7.1.23.2. Changed to read: Task certification, decertification, and recertification. (T-2)

6.8.5. Changed to read: Automated training records (i.e. TBA, AFTR, TFTR, etc.) must comply with AFMAN 17-1301, Computer Security (COMPUSEC). System managers must implement account management procedures for monitoring roles assigned to individual system users. For further clarification please refer to specific system’s handbook.

6.9.5. Added: Table 6.2. – Proficiency Code Key

Table 6.2

PROFICIENCY CODE KEY

SCALE VALUE DEFINITION: The individual

TASK

PERFORMANCE

LEVELS

1 Can do simple parts of the task. Needs to be told or shown how to do most of the task. (EXTREMELY

LIMITED)

2 Can do most parts of the task. Needs only help on hardest parts. (PARTIALLY PROFICIENT)

3 Can do all parts of the task. Needs only a spot check of completed work. (COMPETENT)

4 Can do the complete task quickly and accurately. Can tell or show others how to do the task. (HIGHLY

PROFICIENT)

*TASK

KNOWLEDGE

LEVELS

a Can name parts, tools, and simple facts about the task. (NOMENCLATURE) b Can determine step-by-step procedures for doing the task. (PROCEDURES) c Can identify why and when the task must be done and why each step is needed. (OPERATING PRINCIPLES) d Can predict, isolate, and resolve problems about the task. (ADVANCED THEORY)

**SUBJECT

KNOWLEDGE

LEVELS

A Can identify basic facts and terms about the subject. (FACTS)

B Can identify relationship of basic facts and state general principles about the subject. (PRINCIPLES)

C Can analyze facts and principles and draw conclusions about the subject. (ANALYSIS)

D Can evaluate conditions and make proper decisions about the subject. (EVALUATION)

EXPLANATIONS

* A task knowledge scale value may be used alone or with a task performance scale value to define a level of knowledge for a specific task. (Examples: b and 1b)

** A subject knowledge scale value is used alone to define a level of knowledge for a subject not directly related to any specific task, or for a subject common to several tasks.

- This mark is used alone instead of a scale value to show that no proficiency training is provided in the course or CDC. X This mark is used alone in course columns to show that training is required but not given due to limitations in resources.

NOTE: All tasks and knowledge items shown with a proficiency code in column 4A are trained during wartime.

6.9.6.2. Changed to read: Each time an Airman changes duty positions (transfers from another base or work center), the supervisor performs an initial evaluation that includes a review of all previously certified tasks. This review determines if the member requires qualification training.

These tasks are compared against the master task list to determine the extent of training required for the new duty position. The supervisor identifies all tasks applicable to the new duty position and erases all circles that do not apply to the current duty position. Do not erase the initials and certification dates of previously certified tasks. If the Airman was previously qualified on the task, the supervisor determines if he/she is still qualified. If the Airman is found to be qualified, no further action necessary. If the Airman is found to be unqualified on a previously certified task, the supervisor ensures the task is trained on and recertified. Record the initial evaluation on AF Form 623A or automated version and retain in the training record until Permanent Change of Station /Permanent Change of Assignment. Note: Supervisors in units using approved automated systems should remember to code and/or transcribe all tasks previously certified but not required in the current duty section.

6.9.13. Changed to read: Archiving tasks in electronic records. Archived tasks in electronic records are considered inactive. Archived tasks are those tasks an individual was formerly qualified to perform but are no longer required in the current duty position. If the task is necessary, or could be required in the current duty position, ensure it is on the electronic record’s Master Training List & Individual Training Plan as active. Otherwise, archive the task for historical/future reference as a training resource.

Table 6.1. Line 11 Column C: Changed to read: The Base Training Manager/Test Control Officer: - Ensures E-Exam score sheet issued to the trainee to be delivered to the Unit Training Manager for inclusion in the training record. – Ensures paper exams are destroyed after Course Development Student administration, and Registrar system Verification. The Unit Commander: -with the assistance of the Unit Training Manager or Base Training Manager, interviews supervisor and trainee to determine the reason for failure within 30 days of initial notification (90 days for ARC and Individual Mobilization Augmentees). After reviewing facts, decides on one of the following options: 1.) Evaluate for possible Career Development Course waiver (do not place member in Training Status Code T). See Note 1. 2.) Withdraw Airman for failing to progress, place in Training Status Code T and pursue separation See Note 3. 3.) Withdraw Airman for failing to progress place in Training Status Code T, request AFSC withdrawal and recommend retraining or return to previously awarded AFSC (See Notes 2 and 3 at the end of this table) The Supervisor: will ensure trainee’s record is documented to reflect the commander’s recommended course of action.

Table 6.1. Note 4: Changed to read: Note 4: Reactivations are processed in accordance with line 12 through the Base Training Office or locations without Base Training Managers (Base 3F2 Functional). The Base Training Office forwards request to AU/A6, AU Registrar Student Services. All requests for reactivations should be submitted to https://auservicedesk.af.edu.

Ensure the request includes:

Attachment 1, Terms

Position Qualification Training - Deleted

Qualification Training (QT) – Changed to read: Performance training designed to qualify an Airman who has transferred from one base or position to another specific position. The supervisor performs an initial evaluation that includes a review of all previously certified tasks checked against the newly assigned position’s required tasks. Any tasks not previously completed is now required and this identifies that the member requires qualification training for the newly assigned duty position.

Attachment 2, TRAINING STATUS CODES AND DEFINITION TABLE

Attachment 2 – Table A2.1. Line 12, Column B: Changed to read: The Airman has received the highest skill level possible at the current grade and is in qualification training into a newly assigned duty position. Airmen remain in this training status code until qualified in the specific position. Progress checks for Airmen in this training status code will be conducted monthly until fully qualified in the new duty position. This training status code is optional for active duty.

Attachment 2 – Table A2.1. Line 16, Column B. Changed to read. The applicable training status code has not been assigned or the gaining Manpower and Personnel Flight has not processed the Airman. Use this code for ANG and AFRC personnel awaiting the start of Basic Military Training School.

Attachment 7, Training Detachment Policy and Procedures

A7.1.2. Changed to read: Ensures instructor staffing and facilities are available/identified and notifies supported host and training managers when training cannot be completed.

A7.1.3.2. Changed to read: Validates en route training requirements to overseas commands upon request.

A7.1.4. Deleted

A7.1.5. Deleted https://auservicedesk.af.edu/

A7.1.6. Deleted

A7.1.8. Changed to read: Provide a statement of Course Resource Estimates for the facility requirements (coordinated through the host civil engineer and OG/MXG commanders) to the host.

A7.1.9.2. Changed to read: Sends CC/TS to MAJCOM functional managers for coordination before final approval.

A7.2.5. Change to read: Identify priority courses (See Table A7.1)

A7.5. Deleted

A7.5.1. Deleted

A7.5.1.1. Deleted

A7.5.1.2. Deleted

A7.5.1.3. Deleted

A7.5.1.4. Deleted

A7.5.1.5. Deleted

A7.5.1.6. Deleted

A7.5.1.7. Deleted

A7.5.1.8. Deleted

A7.5.2. Deleted

A7.6. Deleted

A7.6.1. Deleted

A7.6.2. Deleted

A7.6.3. Deleted

A7.6.4. Deleted

A7.6.5. Deleted

BY ORDER OF THE

SECRETARY OF THE AIR FORCE

AIR FORCE INSTRUCTION 36-2651

3 JANUARY 2019

Personnel

AIR FORCE TRAINING PROGRAM

COMPLIANCE WITH THIS PUBLICATION IS MANDATORY

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

RELEASABILITY: There are no releasability restrictions on this publication.

OPR: AF/A1DLT

Supersedes: AFI36-2201, 15 September

Certified by: SAF/MR

(Mr. Daniel R. Sitterly)

Pages: 126

This instruction implements Air Force Policy Directives 36-26 Total Force Development and force management policies, responsibilities, and procedures specific to AF-level quantitative recruit and technical training requirements are implemented in AFI 36-2616, Technical Training

Requirements Programs. This AF Instruction (AFI) applies to total force – Active Duty, AF

Reserve, Air National Guard (ANG), and AF civilian personnel. Ensure all records created as a result of processes prescribed in this publication are maintained in accordance with AF Manual

(AFMAN) 33-363, Management of Records, and disposed of in accordance with the Air Force

Records Disposition Schedule located in the Air Force Records Information Management System.

Refer recommended changes and questions about this publication to the OPR using the AF Form

847, Recommendation for Change of Publication; route AF Forms 847 from the field through the appropriate functional chain of command. The authorities to waive wing/unit level requirements in this publication are identified with a Tier (“T-0, T-1, T-2, T-3”) number following the compliance statement. See AFI 33-360, Publications and Forms Management, for a description of the authorities associated with the Tier numbers. Submit requests for waivers through the chain of command to the appropriate Tier waiver approval authority, or alternatively, to the Publication

OPR for non-tiered compliance items. This Air Force Instruction may be supplemented at any level; all MAJCOM level supplements must be approved by the human Resources Management

Strategic Board prior to certification and approval. This Instruction requires the collection and or maintenance of information protected by the Privacy Act of 1974 authorized by Title 10 United

States Code, Section 8013, Secretary of the Air Force, Executive Order 9397, Numbering System http://www.e-publishing.af.mil/

2 AFI36-2651 3 JANUARY 2019

for Federal Accounts Relating to Individual Persons, as amended. The applicable SORN F036 AF

PC Q, Personnel Data System is available at http://dpclo.defense.gov/Privacy/SORNs.aspx.

The use of the name or mark of any specific manufacturer, commercial product, commodity, or service in this publication does not imply endorsement by the AF.

SUMMARY OF CHANGES

This document has been substantially revised and must be completely reviewed.

Chapter 1— Training Management. 6

1.1. Overview

1.2. AF Training Vision

1.3. USAF Formal Training Venues

1.4. Force Development

1.5. Roles and Responsibilities

Figure 1.1. Sample Career Development Course Activation Message

Figure 1.2. Sample Career Development Course Deactivation Message

Chapter 2— Training Program Development, Delivery, and Management 15

2.1. AF Instructional Systems Development (ISD)

2.2. MAJCOM Responsibilities

Table 2.1. Formal Technical Training Course Types

2.3. HQ AETC

2.4. Advanced Distributed Learning (ADL)

2.5. AF/A1 Responsibilities

2.6. MAJCOM Responsibilities

2.7. HQ AETC

2.8. Commanders/Commandants of AF Schools

2.9. Interactive Multimedia Instruction/Advanced Distributed Learning Developer

Responsibilities

2.10. AETC Technical Training Distance Learning

2.11. Special Training

2.12. Chief of Learning Division (HQ USAF/A1DL)

http://dpclo.defense.gov/Privacy/SORNs.aspx

AFI36-2651 3 JANUARY 2019 3

2.13. Waivers

Table 2.2. Organizations Responsible for Funding, Managing, and Administering Special

Training

2.14. Field Training

2.15. Education and Training Course Announcement

2.16. Organizational Responsibilities

Chapter 3— Air Force Requirements For Basic Military Training. 30

3.1. Scope

3.2. Objectives

3.3. Basic Military Training Oversight

Chapter 4— Personnel Skills Development. 33

4.1. Overview

4.2. Enlisted Personnel Skill-Level Training Requirements

Table 4.1. Enlisted Career Path

Table 4.2. Promotion Grade Requirements

4.3. Officer Skills Training Requirements

4.4. Waiver Requests:

4.5. Approved waivers are processed in accordance with AFI 36-2101

4.6. Disapproved waivers are returned to the action office for disposition

4.7. Waiver Packages

Chapter 5— AF Career Field Management 39

5.1. Scope

5.2. AF Career Field Manager Responsibilities

5.3. MAJCOM Functional Managers

5.4. AETC Training Pipeline Managers

5.5. AETC Training Managers

5.6. Subject Matter Expert

5.7. Career Field Education and Training Plan (CFETP)

5.8. Career Field Education and Training Plan Format

4 AFI36-2651 3 JANUARY 2019

5.9. Specialty Training Requirements Team/Utilization & Training Workshop

Procedures

Chapter 6— AF On-The-Job Training Administration 42

6.1. Structure of the AF On-The-Job Training Program

6.2. Headquarters USAF Training Responsibilities

6.3. Base Training Manager will:

6.4. Base 3F2X1 Functional Manager will:

6.5. Commander Responsibilities

6.6. Unit Training Manager/Additional Duty Unit Training Manager

6.7. Supervisor, Trainer, Task Certifier, and Trainee Responsibilities

6.8. Training Forms and Documentation

6.9. Career Field Education Training Plan (or Electronic Equivalent)

6.10. Career Development Course (CDC) Program Management

Table 6.1. Career Development Course Administration

6.11. Mandatory Craftsman Course Policies and Procedures

Table 6.2. Assignment Availability Codes

Chapter 7— Ancillary Training. 76

7.1. Program Description

7.2. Requirements

7.3. Ancillary Training Categories

7.4. Program Responsibilities

7.5. AF Learning Committee

Chapter 8— Training Evaluation 86

8.1. Scope

8.2. Evaluation Responsibilities

Attachment 1— GLOSSARY OF REFERENCES AND SUPPORTING INFORMATION 88

Attachment 2— TRAINING STATUS CODES AND DEFINITION TABLE 96

Attachment 3— MASTER TRAINING PLAN DEVELOPMENT GUIDE USING

INSTRUCTIONAL SYSTEMS DESIGN PRINCIPLES 99

AFI36-2651 3 JANUARY 2019 5

Attachment 4— PROPOSAL FOR ANCILLARY TRAINING REQUIREMENT 103

Attachment 5— COURSE DEVELOPMENT DECISION LOGIC PROCESS 104

Attachment 6— DISTANCE LEARNING POC RESPONSIBILITIES FOR MANAGING, ADMINISTERING, AND CONDUCTING DISTANCE LEARNING 106

Attachment 7— TRAINING DETACHMENT POLICY AND PROCEDURES 109

Attachment 8— PREPARING AND PUBLISHING A CAREER FIELD EDUCATION

AND TRAINING PLAN 114

Attachment 9— ENLISTED CAREER FIELD EDUCATION AND TRAINING PLAN

TEMPLATE. 117

6 AFI36-2651 3 JANUARY 2019

Chapter 1

TRAINING MANAGEMENT.

1.1. Overview. The full-spectrum of air, space and cyberspace capabilities stems from the collective abilities and expeditionary mindset of the total force. At the core of the Air

Expeditionary Force is a superior training regimen that prepares AF men and women with the right skill sets and capabilities to be flexible and responsive to changing mission requirements and world events. In a resource constrained environment, the AF military training system ensures accurate, timely, relevant, affordable, and appropriate training is available to the total force--Active Duty, Air Reserve Component (ARC), Air National Guard (ANG) and AF civilian--anytime, anywhere around the world.

1.2. AF Training Vision. Education and training are the foundation of our air advantage.

Education is defined as the formal academic instruction offered by institutions of higher learning of a given discipline. Training, is defined as a set of events or activities presented in a structured manner, for the attainment of skills, knowledge, and attitudes required to meet job performance requirements. All Airmen, whether instructor or student, have a role in ensuring the United States

Air Force remains the most technically proficient, best-educated, and best-trained AF in the world.

1.3. USAF Formal Training Venues. The responsibility for educating and training the total force rests with many agencies. Collectively, each agency reviews the continuum of learning to ensure requirements are defined and met.

1.4. Force Development. Developing Airmen is a top AF priority and developmental efforts are key to the AF’s ability to provide warfighting assets to combatant commanders. Airmen must possess the right combinations of both occupational and institutional competencies. Total force development is designed to be dynamic and deliberate. To ensure Airmen possess the right expertise and competence to meet operational needs, the AF codified the continuum of learning, a career-long process of individual development. The continuum of learning is designed to deliberately integrate developmental opportunities through the institutional competencies list (see

AFPD 36-26), a common taxonomy used to produce adaptable, knowledge-enabled Airmen for today and tomorrow.

1.5. Roles and Responsibilities.

1.5.1. AF Learning Division (HQ USAF/A1DL).

1.5.1.1. Develop and oversee training policy, automated training records, advocate and monitor resources for the development and management of formal technical training (non-flying), ADL, on-the-job training, ancillary training, learning management systems, and

Basic Military Training.

1.5.1.2. Advise AF career field managers on training processes and procedures for their assigned AF Specialty.

1.5.1.3. Direct, assist, and monitor AF formal schools.

1.5.1.4. Authorize the establishment of schools and prescribe and approve school missions.

1.5.2. Directorate of Force Management Policy (AF/A1P).

AFI36-2651 3 JANUARY 2019 7

1.5.2.1. Establishes policy for the development and publishing of the Program

Requirements Document and Program Guidance Letter specific to recruiting and technical training requirements. (Reference AFI 36-2616).

1.5.2.2. Establishes policy, advocates for, and monitors resources utilized for recruiting activities and advertising, technical training requirements.

1.5.3. Air Force Personnel Center (AFPC). AFPC/Workforce Development (Retraining &

Classifications) will coordinate with the AF Career Field Manager on approvals for 3-skill level school waivers; for individuals disqualified from the primary AFSC and required to retrain under special circumstances when attendance would incur undue hardship on the retrainee; and when retraining the Airman is in the best interest of the AF. (T-1)

1.5.4. Associate Director for Intelligence, Surveillance and Reconnaissance, Force

Management Division (AF/A2DF). Establish policies and programs resources for intelligence training programs, ensures programs comply with AF training policy and DoD intelligence directives and serves as intelligence AF Career Field Manager between service training establishments, national and DoD intelligence organizations. This function represents AF interests on intelligence training councils and associated committees.

1.5.5. AF Career Field Manager.

1.5.5.1. Determine AF Specialty training tasks, requirements and resources to include time in training if necessary. The AF Career Field Manager is further tasked to determine the need for course development, to include advanced skills/seven-level courses.

1.5.5.2. Approve/disapprove individual requests for waiver of mandatory training requirements for their respective specialty. (T-1) For Air National Guard (ANG) and AF

Reserve Command (AFRC) components, waiver authority is HQ ANG and HQ AFRC

Functional Managers, respectively. Waiver package requirements include: prerequisite

AFSC, initial skills courses, equivalent civilian skills, experience or education, upgrade time requirements for the 5- and 7-skill level, and 7-skill level course attendance. ARC provides metrics showing number of waivers processed, reason for waiver, and AFSC and skill level waived to HQ USAF/A1DLT in January and July of each calendar year. Note:

Waiver authority for ANG and AFRC attendance at the entry level (3-skill level) Basic

Firefighting Course taught at Goodfellow AFB, TX, remains with AF/A4CX. Waiver authority for ANG and AFRC attendance at the entry level (3-skill level) Security Forces

Apprentice Course, Security Force Officer Course, and AF Basic Police Officer Course remains with the respective AF career field managers.

1.5.5.3. Conduct Utilization and Training Workshops (UTW) /Specialty Training

Requirements Team (STRT) meetings, in partnership with the Air Education Training

Command Training Pipeline Manager, to develop and review life-cycle AF Specialty performance and training requirements. Air Education Training Command Training

Pipeline Managers attends the Specialty Training Requirements Team in an advisory capacity. (T-1) Refer to AETCI 36-2641, Technical and Basic Military Training

Development, for AETC Training Group responsibilities. Additional AF Career Field

Manager Utilization and Training Workshop/Specialty Training Requirements Team responsibilities include:

8 AFI36-2651 3 JANUARY 2019

1.5.5.3.1. In partnership with the Air Education Training Command Training Pipeline

Manager, identify issues and establish the agenda, determine participants, time frame and location, determine additional staffing requirements, ensure minutes are prepared and distributed, and monitor status of action items. (T-1) The AF Career Field Manager and Air Education Training Command Training Pipeline Manager signs and publishes the minutes before adjourning the Utilization and Training Workshop/Specialty

Training Requirements Team.

Note: If the Specialty Training Requirements Team was held without a Utilization and Training

Workshop, only the Career Field Manager signs the meeting minutes. (T-1)

1.5.5.3.2. Develop a career field education and training plan (CFETP) for life-cycle training at appropriate points throughout a career path. Ensures conformity with formatting, standardization and publication guidance. Ensure currency and accuracy of technical references cited in the CFETP. Ensure final version of the CFETP is coordinated with AFPC/Workforce Development and HQ AETC/A3/6 using AF Form

673 prior to publication through AF Departmental Publishing Office. Conduct annual review of the CFETP and corresponding documents such as AF Job Qualification

Standard. (T-1)

1.5.5.3.3. Determine distribution of training documents such as CFETPs, AF Job

Qualification Standards, etc. (T-1)

1.5.5.4. Ensure formal training requests are processed according to the Education and

Training Course Announcements web site https://app10-eis.aetc.af.mil/etca/SitePages/home.aspx#Home or via the AF Portal. (T-1)

1.5.5.5. Establish and maintain regular coordination with appropriate MAJCOMs, ANG and AFRC Functional Managers to ensure training consistency and quality. (T-1)

1.5.5.6. Approve specialized procedures for training to include identification of core tasks, coordinating with the Functional Area Manager to identify deployment/unit type code task requirements, special certification, and frequency of recurring certification requirements, special experience identifier review, and training record maintenance. (T-1)

1.5.5.7. Ensure risk management processes are incorporated in all applicable areas of training in concert with the Utilization and Training Workshop process. It is the AF Career

Field Manager’s responsibility to specify the exact risk management-related tasks, and identify offsets or additional resources for this training. (T-1)

1.5.6. Air Education and Training Command (AETC).

1.5.6.1. In support of the continuum of learning, the force development commander will implement new approaches to learning that are learner-focused, modular, accessible, competency-based, and captured in the Airman’s Learning Record.

1.5.6.2. The AETC Training Pipeline Manager, in partnership with the AF Career Field

Manager establishes Specialty Training Requirements Team/Utilization and Training

Workshop time, location and agenda; co-chairs those meetings; provides meeting participants information concerning training policy guidance and resource impact recommendations; and maintains and manages future Specialty Training Requirements https://app10-eis.aetc.af.mil/etca/SitePages/home.aspx#Home

AFI36-2651 3 JANUARY 2019 9

Team/Utilization and Training Workshop schedules to include a corresponding

Occupational Analysis Report schedule.

1.5.6.3. Ensure Occupational Analysis Data, Field Evaluation Questionnaire Summaries, trend analyses, etc., are prepared, distributed and briefed. Use feedback data to identify efficient and effective training delivery methods. In coordination with the AF Career Field

Manager, determine if proficiency levels for AETC courses require adjustment based on feedback data and available resources.

1.5.6.4. Support AF Career Field Manager to ensure training meets AF Specialty requirements.

1.5.6.5. Ensure all initial skills training requirements are documented through development of the CFETP. List all advanced/supplemental courses in the CFETP and explain what drives the requirement for the course (certification, upgrade training, equipment, assignment, etc.). New or revised CFETP changes are based on internal or external training evaluation and feedback. Review and coordinate on CFETPs prior to publication.

1.5.6.6. Provide AF Career Field Managers with information to identify and justify unfunded training resource requirements such as: resource impact statements, Specialty

Training Requirements Team/Utilization and Training Workshop minutes and other applicable meeting minutes. Produce standardized meeting minutes in partnership with the

AF Career Field Manager to accurately reflect training decisions and maintain Utilization and Training Workshop results.

1.5.7. AFPC Workforce Development. Develop guidance to implement AF training policy, manage operations necessary to support training programs, coordinate policy changes through appropriate MAJCOMs, and review and coordinate CFETPs prior to publication. (T-1)

AFPC/DP2LWC is the POC for civilian CFETPs.

1.5.8. HQ AETC, HQ AF Material Command (AFMC), HQ Air Combat Command (ACC), Legal Operations Agency, HQ AF Special Operation Command (AFSOC) and the AF Office of Special Investigations (AFOSI) programs. Manage, develop, conduct, and evaluate training to support applicable AF Specialty qualification requirements for initial skills, advanced and supplemental technical training. AF Career Development Academy provides the same for

Career Development Courses and Specialized Courses.

1.5.9. Major Commands (MAJCOM).

1.5.9.1. Manage training programs for applicable AF specialties, provide guidance and policy interpretation to subordinate units, serve as the command representative at the

Specialty Training Requirements Team/Utilization and Training Workshop, and provide the command position on training issues.

1.5.9.2. Review draft CFETPs to ensure coverage of mission, peacetime, readiness and contingency requirements and add command-unique requirements to an AF Job

Qualification Standard, if required.

1.5.9.3. Conduct annual review of CFETP. Report CFETP deficiencies to the AF Career

Field Manager at least 45 days before the anniversary of the CFETP publication date.

10 AFI36-2651 3 JANUARY 2019

Deficiencies that may adversely impact the AF Specialty or mission will be identified immediately.

1.5.9.4. Develop training and education programs and provide guidance to schools under their jurisdiction. Use the Course Development Decision Logic Process to categorize formal courses at Attachment 5.

1.5.9.5. Appoint a commander or commandant and a faculty board for each school in the command and determine board procedures within the scope of applicable AF instructions.

Authority to appoint a commandant may be delegated to a subordinate commander having jurisdiction over the school. Authority to appoint a board and to determine its procedures may be delegated to a commissioned officer at any level of command.

1.5.10. AF Career Development Academy Responsibilities.

1.5.10.1. AF Career Development Academy manages the USAF Career Development

Course (CDC) program for all members of the AF, Air National Guard and AF Reserve

Command. The AF Career Development Academy provides career development distance learning courses such as Career Development Course s and specialized courses throughout the Department of Defense and to civil service employees in federal agencies.

1.5.10.2. Program Responsibilities.

1.5.10.2.1. HQ USAF/A1DL provides policy and guidance, reviews, program requirements, and approves extension course enrollment criteria. Proposals for new

Professional Military Education Distance Learning courses are submitted via the AF

Learning Committee (HQ USAF/A1DL) for approval by the Force Management

Development Council.

1.5.10.2.2. AETC provides guidance, staff oversight and support for the AF Career

Development Academy mission needs.

1.5.10.2.2.1. Develops support program, facility, service, budget, and financial plans, as required.

1.5.10.2.2.2. Develops, revises or deletes Career Development Course s as required by the AF Career Field Manager.

1.5.10.2.2.3. Works with AF Career Field Managers and MAJCOMs to develop contents of Career Development Course s.

1.5.10.2.2.4. Ensures Career Development Course s meet Specialty Training

Standard criteria.

1.5.10.2.2.5. Advises AF Career Field Managers of Career Development Course development deviations. Informs by message/letter coordinated by AF Career Field

Manager to Career Development Course writer when Career Development Course s are deactivated/activated.

1.5.10.2.2.6. Conduct annual/special reviews of Career Development Course s and specialized courses to validate the requirement for the course and currency of its content.

1.5.10.2.2.7. Prepare, publish and distribute classified Career Development Course

AFI36-2651 3 JANUARY 2019 11

s.

1.5.10.2.2.8. Work with the Airman Advancement Division and active duty

MAJCOMs to ensure that AF Career Development Academy receives timely and complete requirements for on-the-job training and Weighted Airman Promotion

System program materials.

1.5.10.3. Preparing Agencies. (See AETCI 36-2643, Technical and Basic Military

Training Development, for additional Career Development Course guidance).

1.5.10.3.1. Keep all course examinations, course examination item analyses and course examination answer keys under direct observation of authorized personnel or in locked storage container. (T-1) Permit only authorized personnel to inspect or review course examination material. Conduct an inventory of all course examinations, course examination test status reports (item analyses) and course examination answer keys.

Re-key the combination lock (if applicable).

1.5.10.3.2. Ensure that manuscripts do not contain classified material. (T-1)

1.5.10.3.3. Ensure copyright permissions are obtained from the author or copyright holder, as required. (T-1)

1.5.10.4. AF Career Development Academy. AF Career Development Academy is responsible for Career Development Courses and specialized courses. AF Career

Development Academy will:

1.5.10.4.1. Prescribe educational and publishing standards for all media and ensure instructional soundness of Career Development Courses and Specialized Courses. (T-

1) Establish standards and review courses for style, format, and educational standards.

Train, as required, and guide Preparing Agencies course developers and help with course material preparation and production scheduling. Provide course examination results data and other pertinent course maintenance data to the Preparing Agencies.

1.5.10.4.2. Coordinate major changes affecting management, educational or publishing standards, education services procedures or personnel activities with HQ

USAF/A1DL through the appropriate training pipeline manager. (T-1) Process changes by 15 Apr and 15 Oct to coincide with HQ USAF/A1DL and AF Career Field Manager semi-annual policy review.

1.5.10.4.3. Assist functional customers in determining their distance learning training needs.

1.5.10.4.4. Administer and maintain Career Development Courses and Specialized

Courses, whether paper-based, electronic, or multimedia. (T-2) Revise material, as necessary, and coordinate changes with the Preparing Agencies.

1.5.10.4.5. Produce and store the finished courseware and course examinations. (T-2)

1.5.10.4.6. Develop AFSC listings and the AF Career Development Academy Catalog, ensure updates are made on a monthly basis, and support the Weighted Airman

Promotion System. (T-1)

1.5.10.4.7. Support customer-unique requirements through a Memorandum of

Understanding or Agreement, as required. (T-2)

12 AFI36-2651 3 JANUARY 2019

1.5.10.4.8. Develop the Career Development Survey for students/supervisors.

Compile responses and provide course analysis to AF Career Field Managers and the

Preparing Agencies. (T-1)

1.5.10.5. Managing Career Development Courses. AF Career Development Academy publishes a listing of all AF Specialty with Career Development Courses. Unit and base training managers use the listing to determine course enrollment. The AF Career Field

Manager must notify, as a minimum, AF Career Development Academy and AFPC

Workforce Development whenever activating, revising, or deactivating Career

Development Courses to ensure the action is publicized to affected AF Specialty. The AF

Career Field Manager will approve Career Development Courses for activation, initiate actions to develop new or revised Career Development Courses, and review Career

Development Courses for accuracy. The AF Career Field Manager has the authority to waive Career Development Course requirements when it is in the best interest of the AF.

1.5.10.6. Activating Career Development Course (CDC). Course requirements are normally established at the Specialty Training Requirements Team/Utilization and

Training Workshop. The AF Career Field Manager is involved in determining the course characteristics; development, target group, and activation date to ensure AF Specialty needs are met.

1.5.10.6.1. Course Characteristics. The AF Career Field Manager will ensure Career

Development Courses meet the established requirements, identified by references

(uppercase and lowercase letters) in the CFETP that correlate to mandatory knowledge items listed in the specialty description. Use the Specialty Training Requirements

Team/Utilization and Training Workshop to list Career Development Course references.

1.5.10.6.2. Course Development. The AF Specialty Career Development Course

Writer will develop the Career Development Course according to the defined requirements, and use the AF Career Development Academy Course Development

Management Guide as course development guidance. (T-1)

1.5.10.6.3. Course Target Group. The AF Career Field Manager defines who will enroll and complete the new course after the Career Development Course activation and also whether the course is applicable to individuals in other training situations. As a minimum consider the following factors:

1.5.10.6.3.1. If the new Career Development Course replaces another course being used to meet the career knowledge requirement, determine if trainees finish or disenroll immediately, and under what conditions.

1.5.10.6.3.2. If the new course does not replace another Career Development

Course; establish trainees’ enrollment target population and conditions. If a target population of trainees does not enroll in the new course, identify interim career knowledge training requirements.

1.5.10.6.3.3. Determine Career Development Course requirements resulting from

AF Specialty mergers, weapons system conversions, or force structure changes.

Consider trainees already in transition training and future trainees.

AFI36-2651 3 JANUARY 2019 13

1.5.10.6.4. The AF Career Field Manager, in coordination with the AFSC Career

Development Course Writer, will approve the course content. The AF Career Field

Manager, in coordination with the Career Development Course writer and the AF

Career Development Academy will set the activation date. Notify AFPC Workforce

Development and AU/A6O of the target group, activation date, and any enrollment or disenrollment instructions. When notified, the AF Career Development Academy adds the course listing of mandatory Career Development Courses. AF Career Field

Manager will coordinate with AFPC Workforce Development to announce the course target group, activation date, and enrollment or disenrollment instructions. (See Figure

1.1. Sample Career Development Course Activation Message).

Figure 1.1. Sample Career Development Course Activation Message.

1.5.10.7. Revising a Career Development Course (CDC). Course revisions are normally identified during the Specialty Training Requirements Team/Utilization and Training

Workshop. When recommendations are approved, AF Career Development Academy will implement the following changes:

1.5.10.7.1. Use “write-in” changes for a few minor typographical errors, word or phrase substitutions. Instruct trainees to make all changes. (T-1)

1.5.10.7.2. Use page changes or separate supplements when less than 40 percent of the course material requires change. Instruct trainees to delete the obsolete material and insert the supplements page changes before starting the course. (T-1)

1.5.10.7.3. In coordination with the AF Specialty Career Development Course Writer, rewrite the course when more than 40 percent of the material changes as a result of procedures or CFETP requirements. Continue using the existing Career Development

Course or deactivate the course and develop an interim career knowledge reference to use until the new Career Development Course is published. (T-1).

1.5.10.8. Deactivating a Career Development Course (CDC). Deactivate Career

Development Courses and existing enrollments if it does not meet the knowledge

14 AFI36-2651 3 JANUARY 2019

requirements of AF Specialty identified in the CFETP/Specialty Training Standard. Use one of the following options to provide interim career knowledge during the deactivation:

1.5.10.8.1. Identify the CFETP career knowledge requirements and provide instructions for evaluating trainees’ comprehension.

1.5.10.8.2. If the deactivated Career Development Course is not replaced, identify the career knowledge requirements, reflect these requirements in the CFETP/Specialty

Training Standard.

1.5.10.8.3. Coordinate the course deactivation and training instructions message with the AF Career Development Academy and AFPC Workforce Development (see Figure

1.2., Sample Career Development Course Deactivation Message)

Figure 1.2. Sample Career Development Course Deactivation Message.

AFI36-2651 3 JANUARY 2019 15

Chapter 2

TRAINING PROGRAM DEVELOPMENT, DELIVERY, AND MANAGEMENT

2.1. AF Instructional Systems Development (ISD).

2.1.1. The ISD process provides a systematic approach to planning, developing, and implementing training and education. The goal of ISD is to increase the effectiveness and cost efficiency of training by: developing instruction based on job performance requirements;

eliminating irrelevant skills and knowledge instruction from courses; and ensuring graduates acquire the necessary knowledge, skills, and abilities to do the job.

2.1.2. ISD Source Documents.MIL-HDBK-29612-2, Instructional Systems

Development/Systems Approach to Training and Education and AF Handbook 36-2235, Information for Designers of Instructional Systems, Volumes 1-13, outlines how AF personnel implement the ISD process. Each command provides additional guidance.

2.2. MAJCOM Responsibilities. HQ AETC/A10 is appointed the office responsible for oversight and management of all nuclear education and training. This “Gatekeeper” function validates any requirement for new nuclear courses or nuclear course upgrades as well as reduces/eliminates redundant courses within the nuclear enterprise. Include AETC/A10 in the coordination process when issues deal with the development or update of nuclear courses.

2.2.1. Ensure subordinate organizations apply the ISD process to all types and phases of training, development and management.

2.2.2. Formal Technical Training Course Types. The 15 types of formal training described below are used singly or in varying combinations to meet AF training needs.

Table 2.1. Formal Technical Training Course Types.

Formal Technical Training Course Types:

Type 1 Special Contract Training One-time or limited nature; contracted with civilian industrial or educational institutions; includes commercial off-the-shelf courses; normally used to train selected personnel to operate and maintain new systems. Often personnel in training are initial cadre and AETC instructors who, upon completion of

Type 1 training, return to their technical training wing or training group to develop AETC courses. See AETCI 36-

2219, Type 1 Training, for specific information.

Type 2 AETC Special Training Formal training of a one-time or limited

(1 year or less) nature; conducted by

AETC instructors at an AF base, other military location, or contractor's location; normally used to train

16 AFI36-2651 3 JANUARY 2019

personnel to operate and maintain new weapons or systems. Type 2 courses require all course control documents

(Plan of Instruction part I and II, Course

Chart, Course Training Standards, measurement plan, and measurement devices). They do not require a Course

Training Plan, and can be used to rapidly stand up a course when in house resources are available.

Type 3 Resident Regular Training AF Specialty-centered training of a continuing nature; conducted at an

AETC base, location, or station. It includes courses designed for initial training, retraining from one AF

Specialty to another, training on special or new equipment and procedures, advancement within an AF Specialty, and initial skill multi-phased AFSC awarding courses.

Type 4 Field Training Technical training conducted at operational locations may be delivered by a field training detachment or a field training team. The field training detachment mission is to qualify personnel on new equipment and in new techniques and procedures, increase personnel skill and knowledge, acquaint personnel with specific systems, keep personnel up to date on training concepts and requirements, and maintain individuals at given proficiency levels. A field training detachment may use the area concept to provide direct training support. This concept provides field training to more than one base, location or station using the capability of a single field training detachment.