PWS Appendix 4 - DAFMAN36-2032 Military Recruiting and Accessions.pdf

Administrative Change to DAFMAN 36-2032, Military Recruiting and Accessions

OPR: AF/A1P

Reference to “12 Outstanding Airmen of the Year” in Table 10.6, Rule 15, is hereby changed to “Outstanding Airmen of the Year”. 7 February 2025

BY ORDER OF THE

SECRETARY OF THE AIR FORCE

DEPARTMENT OF THE AIR FORCE

MANUAL 36-2032

16 JANUARY 2025

Personnel

MILITARY RECRUITING AND

ACCESSIONS

COMPLIANCE WITH THIS PUBLICATION IS MANDATORY

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

RELEASABILITY: There are no restrictions to release this publication.

OPR: AF/A1PT Certified by: SAF/MR

Supersedes: AFMAN36-2032, 27 September 2019 Pages: 367

This publication implements Department of the Air Force Policy Directive (DAFPD) 36-20, Recruiting Programs and Accession of Air Force Military Personnel. In addition, this issuance is consistent with DAFPD 36-21, Utilization and Classification of Air Force Military Personnel;

DAFPD 36-26, Total Force Development and Management; DAFPD 36-30, Military Entitlements;

DAFPD 36-35, United States Air Force Academy; and AFPD 52-2, Accommodation of Religious

Practices in the Air Force; and implements applicable portions of DoDI 1320.04, Military Officer

Actions Requiring Presidential, Secretary of Defense, or Under Secretary of Defense for Personnel and Readiness Approval or Senate Confirmation. This publication applies to Regular Air Force

(RegAF), United States Space Force (USSF), Air Force Reserve (AFR), and Air National Guard

(ANG) personnel, except where noted otherwise. In collaboration with the Chief of Air Force

Reserve (AF/RE) and the Director of the Air National Guard (NGB/CF), the Deputy Chief of Staff for Manpower, Personnel, and Services (AF/A1) and the Chief Human Capital Officer of the Space

Force (SF/S1) develop total force personnel policy as outlined in the following chapters of this publication. 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 Department of the Air Force Manual (DAFMAN) 90-161, Publishing Processes and Procedures, 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 alternately, to the requestor’s commander for non-tiered compliance items. Failure by RegAF or USSF members, AFR members on active duty or inactive duty for training, and Air National Guard members in

Title 10 status to obey the mandatory provisions in paragraph 2.4.3 and its subparagraphs that does not otherwise constitute a violation of Article 93a, Uniform Code of Military Justice (UCMJ), http://www.e-publishing.af.mil/

2 DAFMAN36-2032 16 JANUARY 2025

in accordance with the definitions provided in paragraph 2.4.3 and its subparagraphs, constitutes a violation of Article 92, UCMJ. ANG members in Title 32 status are subject to their respective state military codes. This publication may be supplemented at any level, but all supplements that directly implement this publication must be routed to the Office of Primary Responsibility (OPR) for coordination, and all major command (MAJCOM) level supplements must be approved by the

Human Resource Management Strategic Board prior to certification and approval. Refer recommended changes and questions about this publication through the OPR, on the Department of the Air Force Form (DAF Form) 847, Recommendation for Change of Publication; route DAF

Forms 847 from the field through the appropriate functional chain of command. Ensure all records generated as a result of processes prescribed in this publication adhere to Air Force Instruction

(AFI) 33-322, Records Management and Information Governance Program, and are disposed in accordance with the Air Force Records Disposition Schedule, which is located in the Air Force

Records Information Management System. Compliance with attachments in this publication is mandatory. This manual requires the collection and or maintenance of information protected by the Privacy Act of 1974 authorized by DoDI 5400.11, DoD Privacy and Civil Liberties Programs.

The applicable system of record notices: DOD-0020, Military Human Resource Records (MHRR);

F036 AF PC H, Air Force Enlistment/Commissioning Records System; F036 AF PC C, Military

Personnel Records Systems; F036 AETC R, Air Force Recruiting Information Support System

(AFRISS) Records; DoD–0008, Freedom of Information Act and Privacy Act Records (FOIA/PA

Records); F036 AETC I, Cadet Records; F036 USAFA B, Master Cadet Personnel Record

(Active/Historical); F036 USAFA J, Preparatory School Records; and F036 USAFA K, Admissions Records are 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 Air Force.

SUMMARY OF CHANGES

This document has been extensively revised and needs to be completely reviewed. Major changes in this publication include: incorporation of USSF; formalization of direct commissioning and constructive credit for the RegAF, AFR and ANG Cyber community; an updated Enlisted to

Funded Legal Education Program (E-FLEP); updates to religious accommodations, the

Department of the Air Force (DAF) recruiting marketing practices, and the Special Warfare

Airman Program (SWAP); and easing barriers to enlisted recruiting to include new drug use policy, new physical standards, and a revitalization of the Enlisted College Loan Repayment Program

(ECLRP). Finally, multiple paragraphs and attachments have been added and deleted which have affected the numbering of subsequent paragraphs and attachments.

Chapter 1—OVERVIEW 9

1.1. Overview

1.2. Roles and Responsibilities

Chapter 2—RECRUITING PROGRAMS 13

2.1. Overview

2.2. Roles and Responsibilities

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

DAFMAN36-2032 16 JANUARY 2025 3

2.3. TFRC

2.4. Professional Conduct

2.5. Recruiting Operations

2.6. Recruiting Programs

Table 2.1. Program Management Responsibilities for TDSP

Table 2.2. TDSP Application Documents

Table 2.3. Program Management Responsibilities for SWAP

2.7. Other Recruiting Programs

2.8. Manpower and Personnel

2.9. Resources

2.10. Marketing and Advertising

2.11. Training

Chapter 3—ENLISTED ACCESSIONS 37

3.1. Overview

3.2. Enlistment Authority

3.3. Roles and Responsibilities

3.4. Enlistment Waiver Authority

3.5. Eligibility Determination Authority

3.6. Eligibility Standards

3.7. Service Eligibility Determinations, Waivers, and Exceptions to Policy:

3.8. Enlistment Policy

Table 3.1. Entry Grade Determination for Non-Prior Service Enlistees

3.9. Enlistment Documents

3.10. Special Category Enlistments

3.11. Enlisted Accession Incentives (RegAF Only)

Chapter 4—OFFICER ACCESSIONS PROGRAMMING 59

4.1. Overview/Background

4.2. Roles and Responsibilities

4.3. RegAF and USSF Officer Accession and Production Targets

Figure 4.1. Officer Accession Programming

4.4. ARC Officer Accession Targets

4.5. APGL and PPGL

4.6. AFPC NRL Classification Guidance and Programming

4 DAFMAN36-2032 16 JANUARY 2025

4.7. OIS PGL

4.8. Officer Accession Working Group

4.9. OIS Working Group

4.10. Accession Summit

4.11. NRL RegAF Accession and Training Pipeline Scheduling

Chapter 5—OFFICER ACCESSIONS 74

5.1. Overview

5.2. Statutory Authority

5.3. Roles and Responsibilities

5.4. Initial Appointment Eligibility Standards

Table 5.1. AFOQT Minimum Standards for Appointment

5.5. JAG Corps

5.6. Chaplain Corps

5.7. Health Professionals

5.8. Cyberwarfare Operations:

5.9. Inter-Component Transfer

5.10. Inter-Service Transfer

5.11. Competitive Category Transfers

5.12. Retired Recall to Active Duty

5.13. Application for Appointment

Table 5.2. Submitting Application

5.14. Service Credit

Table 5.3. Prior Active Service Credit For LAF Officers

Table 5.4. Prior Active Service Credit For Chaplain Officers

Table 5.5. Prior Active Service Credit For Judge Advocate and Air Force General Counsel’s

Honors Program Officers

Table 5.6. Prior Active Service Credit On Appointment As A Medical Corps or Dental

Corps Officer

Table 5.7. Prior Active Service Credit on Appointment or Designation as a Biomedical

Sciences Corps, Medical Service Corps, or Nurse Corps Officer

Table 5.8. Advanced Degrees Creditable For Awarding Additional Credit

Table 5.9. Service Credit for Air Force Warfighter Communications Operations (17D)

Officers

Table 5.10. Service Credit for Air Force Cyberspace Effects Operations (17S) Officers

DAFMAN36-2032 16 JANUARY 2025 5

5.15. Entry Grade

Table 5.11. Grade Determination

Table 5.12. Appointment Grade and Computation of Total Years Service Date, Date of Rank, and Total Federal Commissioned Service Date

5.16. Appointment Nomination and Scrolling

Table 5.13. Service or Component Nomination Source

Table 5.14. Nomination Processing Timelines

Table 5.15. Nomination Approval Level

5.17. Oath of Office and Certificate of Commissioning

Chapter 6—AFROTC PROGRAM 143

6.1. Statutory Authority

6.2. Overview

6.3. Roles and Responsibilities

6.4. AFROTC Program

6.5. Participation in the AFROTC Program

6.6. Disenrollment, Discharge or Involuntary Call To Active Duty

6.7. AFROTC Scholarship Program

6.8. Graduation and Commissioning

6.9. Delays in Assignment to the RegAF and Selected Reserve

Table 6.1. Delays Granted and Maximum Delay Periods

Table 6.2. Application Instructions and Approval Authority

Table 6.3. Documents Required To Apply For Delays

Chapter 7—OFFICER TRAINING SCHOOL 175

7.1. Overview

7.2. Roles and Responsibilities

7.3. General Guidance

Table 7.1. Nonnative English Speaking Evaluation and Processing Actions

7.4. Line Officer (non-JAG) OTS Program

Table 7.2. Enlistment/Reenlistment and Assignment of Trainees

Table 7.3. Promotion of Airmen Scheduled to Attend OTS

Table 7.4. Line Officer (non-JAG) Application Documents

Table 7.5. Disposition of Disenrolled Line Officer (non-JAG) Trainees

7.5. Non-Line and Line-JAG Officers OTS Program

6 DAFMAN36-2032 16 JANUARY 2025

7.6. Leave Procedures After Graduation

Table 7.6. OTS Leave Procedures After Graduation

Chapter 8—USAFA 205

8.1. Overview

8.2. Roles and Responsibilities

8.3. Marketing, Outreach, and Recruiting

8.4. Appointment to USAFA

Chapter 9—USAFAPS 214

9.1. Overview

9.2. Roles and Responsibilities

9.3. Eligibility

9.4. USAFAPS

9.5. USAFAPS

9.6. Enlistment and reenlistment requirements

9.7. Disenrollment of Cadet Candidates

9.8. Reassignment of Cadet Candidates with an Appointment to USAFA

9.9. Reassignment or Discharge of Airmen or Guardians without an Appointment to

USAFA

9.10. Cadet Candidate Records and Reassignment Forms

Chapter 10—ENLISTED COMMISSIONING PROGRAMS 220

10.1. Overview

10.2. Roles and Responsibilities

10.3. Organizational Program Management Responsibilities

Table 10.1. Organizational Program Management Responsibilities

Table 10.2. Unit Commander’s, or equivalent, Management Responsibilities

Table 10.3. Military Personnel Section Program Management Responsibilities

Table 10.4. Base Education and Training Office Program Management Responsibilities

Table 10.5. Applicant’s Commissioning Responsibilities

10.4. Eligibility Requirements

10.5. Ineligibility Factors and Waivers

Table 10.6. Conditions Requiring Waiver to Apply For Air Force Commissioning Programs. . 252

10.6. AFROTC General Information

10.7. AFROTC ASCP

DAFMAN36-2032 16 JANUARY 2025 7

Table 10.7. ASCP, SOAR, and POC-ERP Application/Nomination Documents

10.8. AFROTC Professional Officer Course Early Release Program (POC-ERP).

(RegAF Only)

10.9. SOAR. (RegAF Only)

10.10. Senior Leader Enlisted Commissioning Program (SLECP), Air Force Only

10.11. Nurse Enlisted Commissioning Program (NECP). (RegAF Only)

10.12. LEAD

Table 10.8. LEAD Application Documents

10.13. The Enlisted to Medical Degree Preparatory Program (EMDP2)

10.14. IPAP

10.15. E-FLEP

Attachment 1—GLOSSARY OF REFERENCES AND SUPPORTING INFORMATION 267

Attachment 2—WAIVER AUTHORITY MATRIX – UNIFORM GUIDE LIST OF

TYPICAL CONDUCT OFFENSES 299

Attachment 3—FORMS/DOCUMENT REQUIRED FOR ENLISTMENT 313

Attachment 4—APPOINTMENT SOURCES 317

Attachment 5—WAIVERS FOR DEFERRED OFFICERS 320

Attachment 6—SAMPLE STATEMENTS OF UNDERSTANDING 321

Attachment 7—OFFICER TRAINING PROGRAM DISENROLLMENT 326

Attachment 8—FORMS/DOCUMENTS REQUIRED FOR APPOINTMENT 328

Attachment 9—PUBLISHING, ISSUING, CHANGING, AND DISTRIBUTING ACTIVE

DUTY ORDERS 334

Attachment 10—TENDER OF RESIGNATION STATEMENT 337

Attachment 11—APPLICANT BRIEFING ITEM ON SEPARATION POLICY 338

Attachment 12—SAMPLE EDUCATIONAL DELAY STATUS MEMORANDUM 339

Attachment 13—AFFIDAVIT OF INVOLVEMENT WITH CIVIL OR MILITARY LAW

ENFORCEMENT AUTHORITIES 340

Attachment 14—RECRUITING SQUADRON COMMANDER’S, OR OTHER

DESIGNATED OFFICER’S, TECHNICAL DEGREE SPONSORSHIP

PROGRAM (TDSP) PARTICIPANT BRIEF 341

Attachment 15—TECHNICAL DEGREE SPONSORSHIP PROGRAM (TDSP)

AGREEMENT, PRIOR ENLISTED SERVICE 342

8 DAFMAN36-2032 16 JANUARY 2025

Attachment 16—TECHNICAL DEGREE SPONSORSHIP PROGRAM (TDSP)

AGREEMENT, NON- PRIOR ENLISTED SERVICE 345

Attachment 17—INSTRUCTIONS FOR DISPOSITION OF PERSONNEL ELIMINATED

FROM THE TECHNICAL DEGREE SPONSORSHIP PROGRAM

(TDSP) ACADEMIC PHASE 348

Attachment 18—RECRUITING SQUADRON COMMANDER'S, OR OTHER

DESIGNATED OFFICER, SPECIAL WARFARE AIRMAN PROGRAM

(SWAP) PARTICIPANT BRIEF 350

Attachment 19—SPECIAL WARFARE AIRMAN PROGRAM (SWAP) CONTRACT

AGREEMENT 352

Attachment 20—SAMPLE MESSAGE—ASSIGNMENT INSTRUCTIONS FOR

PERSONNEL ELIMIATED FROM REGULAR AIR FORCE OTS 355

Attachment 21—QUALIFYING MILITARY COMMISSIONING SOURCES 357

Attachment 22—UNITED STATES AIR FORCE ADMISSION LIAISON OFFICER

(ALO) PROGRAM 358

Attachment 23—ELIGIBILITY REQUIREMENTS FOR USAFA APPLICANTS 359

Attachment 24—USAFA NOMINATION CATEGORIES 361

Attachment 25—USAFA NOMINATION METHODS 364

Attachment 26—USAFA APPOINTMENT VACANCY SELECTION 365

Attachment 27—USAFA APPOINTEE OBLIGATIONS 366

Attachment 28—CERTIFICATE OF AVAILABILITY OF KEY EMPLOYEE 367

DAFMAN36-2032 16 JANUARY 2025 9

Chapter 1

OVERVIEW

1.1. Overview. This publication provides one document for all policies and programs pertaining to the recruitment and accession of both officer and enlisted personnel, enlistment and appointment standards, and the various DAF commissioning programs.

1.1.1. Chapter 2 identifies important overall responsibilities within the recruiting programs function which are applicable to all areas of recruiting and outlines the various enlisted and officer recruiting programs.

1.1.2. Chapter 3 identifies accession standards and policies for enlistment into the RegAF, USSF, ANG, AFR, and Delayed Entry Program. Chapter 3 also discusses how to access Air

Reserve Component (ARC) members who apply for RegAF enlistment while on extended active duty (EAD), how to reenlist Airmen with a statutory entitlement, and Airmen removed from the Temporary Disability Retired List. Finally, Chapter 3 provides policy for the Initial

Enlistment Bonus program.

1.1.3. Chapter 4 provides an overview of how the DAF successfully classifies, accesses, and trains the right number of officers to meet DAF requirements. Not only does accurate, timely accession programming save money and resources, it is also an effective force management tool that ensures career fields only receive the personnel needed to accomplish the mission.

Accessing the right number of highly qualified officers in the right skills at the right time to sustain each career field requires the integration of these processes. Such integration is essential to effective force management of the total force.

1.1.4. Chapter 5 provides guidance and responsibilities for line and non-line officer accessions.

1.1.5. Chapter 6 provides the basic authority and assigns responsibilities for the conduct and administration of the Air Force Reserve Officers’ Training Corps (AFROTC). AFROTC prepares cadets for appointment as commissioned officers. The program includes a conceptual awareness of war and armed conflict, an introduction to the roles and missions of the United

States Air Force, and a basic understanding of joint and combined operations. The program consists of two phases, academic education and field training. Cadets must complete both phases to be eligible for a commission as an Air Force or Space Force officer.

1.1.6. Chapter 7 provides the basic authority and assigns responsibilities for the conduct and administration of the Officer Training School (OTS). Further, it details eligibility and ineligibility standards, as well as application requirements. It also establishes the Officer

Training Policy Working Group.

1.1.7. Chapter 8 provides the basic authority and assigns responsibilities for the conduct and administration of the United States Air Force Academy (USAFA) and the USAFA Preparatory

School (USAFAPS). It establishes procedures for prospect marketing, and identification, attraction, mentoring, and evaluation of potential applicants and provides instructions to process nominations and appointments to USAFA.

1.1.8. Chapter 9 explains the procedures for selection, disenrollment, and reassignment to

USAFAPS. Although USAFAPS is not an official accession source, successful completion of

10 DAFMAN36-2032 16 JANUARY 2025

the USAFAPS program improves chances of an appointment to USAFA; however, it does not guarantee it.

1.1.9. Chapter 10 details conduct and administration of the enlisted commissioning programs to include the Senior Leader Enlisted Commissioning Program (SLECP), Airman

Scholarship and Commissioning Program, Leaders Encouraging Airmen Development

(LEAD), Scholarships for Outstanding Airmen to Reserve Officers’ Training Corps (SOAR), AFROTC Professional Officer Course Early Release Program, Nurse Enlisted Commissioning

Program, Interservice Physician Assistant Program (IPAP), Doctor of Physical Therapy

Program, Ph.D. in Clinical Psychology Program and Enlisted to Medical Degree Preparatory

Program. Additionally, Chapter 10 explains how commands process applications, how to administer trainees enrolled in the enlisted commissioning programs, and details the eligibility and application requirements for each program.

1.2. Roles and Responsibilities. Detailed roles and responsibilities are provided at the beginning of each chapter.

1.2.1. Assistant Secretary of the Air Force for Manpower and Reserve Affairs (SAF/MR) provides guidance, direction, and oversight for all matters pertaining to development, review, and execution of plans, policies, programs, and budgets addressing all DAF recruiting and accession programs to include guidance for special and incentive pays.

1.2.2. Director, Air Force Review Boards Agency will:

1.2.2.1. Make final decisions on individual disenrollment, resignation, and collateral consequence actions in those cases for which the Air Force Review Boards Agency is the decision authority. (T-1)

1.2.2.2. Notify the Secretary of the Air Force, SAF/MR, and AF/A1 of intentions before taking any disenrollment action that is highly sensitive or has the potential for significant congressional or public interest. (T-1)

1.2.2.3. Make recommendations to the decision authority on individual disenrollment, resignation, and associated collateral consequence actions in those cases for which there is a higher-level decision authority. (T-1)

1.2.2.4. Ensure each recommendation forwarded includes a rationale and the complete case file. (T-1)

1.2.3. Deputy Chief of Staff, Manpower, Personnel and Services (AF/A1) and Chief Human

Capital Officer of the Space Force (SF/S1) will coordinate with the AF/RE and NGB/CF to provide personnel policies, guidance, programs, and legislative initiatives to meet strategic objectives for military recruiting and accessions. The Director of Military Force Management

Policy (AF/A1P) and Policy and Management (SF/S1P) will coordinate and execute personnel policy and essential procedural guidance for the management of Air Force and Space Force officer and enlisted recruiting and accessions programs as outlined in Headquarters Air Force

Mission Directive (HAFMD) 1-32, Deputy Chief of Staff of the Air Force Manpower, Personnel and Services.

1.2.4. The Judge Advocate General (TJAG) (AF/JA) will:

1.2.4.1. Be the final approval authority for all manpower and personnel actions relating to the total force billets and personnel of The Judge Advocate General’s Corps (JAG Corps), DAFMAN36-2032 16 JANUARY 2025 11 including, but not limited to, recruiting, accessions, assignments, professional development, and force development. (T-0)

1.2.4.2. Establish JAG Corps accession requirements.

1.2.5. The Air Force Surgeon General (AF/SG) will:

1.2.5.1. Be the final approval authority for all manpower and personnel actions relating to the RegAF billets and personnel of the Medical Corps, Dental Corps, Medical Service

Corps, Biomedical Sciences Corps, and Nurse Corps.

1.2.5.2. Establish accession requirements by corps, specialty, and accession program.

1.2.5.3. Ensures the Assistant Surgeon General, Force Development (AF/SG1) develops constructive service credit policy for critically manned wartime specialties.

1.2.5.4. Ensures the Director, Manpower, Personnel, and Resources (AF/SG1/8) will work with AF/A1 and Air Force Personnel Center (AFPC) to model requirements and sustainment needs for health professions officers.

1.2.6. The Air Force Chief of Chaplains (AF/HC) will:

1.2.6.1. Be the final approval authority for all manpower and personnel programs relating to the total force billets and personnel of the Chaplain Corps, including, but not limited to, recruiting, accessions, assignments, professional development, and force development.

1.2.6.2. Establish accession requirements for the Chaplain Corps.

1.2.7. Deputy Chief of Staff for Intelligence, Surveillance, Reconnaissance and Cyber Effects

Operations (AF/A2/6) is the functional authority for the Cyber Warfare Operations career fields.

1.2.7.1. AF/A2/6 is responsible for policy oversight for the governance and advisory services for Cyber direct commissioning.

1.2.7.2. AF/A2/6 works with AF/A1 and AFPC to establish requirements and sustainment needs for warfighter communications, information technology and cyber professionals.

1.2.8. NGB/CF has functional authority and is responsible for policy oversight, advisory services, and managing the ANG recruiting and accession programs.

1.2.8.1. ANG, Director, Manpower, Personnel, Recruiting, and Services Directorate

(NGB/A1) will establish required accession targets for the ANG officer corps based on sustainment methodology and ensure quality control screening of ANG participants is properly conducted.

1.2.8.2. ANG Recruiting and Retention (NGB/A1Y) is responsible for developing and managing day-to-day recruiting programs to meet fiscal year enlisted accession requirements in accordance with enlisted accessions policy.

1.2.8.3. Pursuant to Department of Defense Directive (DoDD) 5105.83, National Guard

Joint Force Headquarters – State (NG JFHQs-State), The Adjutant General (TAG) will maintain trained and equipped ANG forces to serve in their federal role as Air National

Guard of the United States pursuant to the policies outlined in this publication. Note:

Nothing in this publication shall be construed as a limitation on the authority of the

12 DAFMAN36-2032 16 JANUARY 2025

Governor of a state to employ any unit of the National Guard of that state, when such unit is not on active duty or in federal service, to perform functions authorized by the laws of the state concerned and those of the United States.

1.2.9. AF/RE has functional authority and responsibility for policy oversight, advisory services and management of the AFR recruiting and accessions program.

1.2.9.1. Operations and Training Division Chief (367 RCG/RSO) is responsible for developing and managing day-to-day recruiting programs to meet fiscal year enlisted accession requirements in accordance with enlisted accession policy.

1.2.9.2. Director of Personnel, Office of Air Force Reserve (AF/REP) will establish required accession targets for the AFR officer corps based on sustainment methodology and ensure quality control screening of AFR participants is properly conducted.

1.2.10. USAFA Superintendent (USAFA/CC) will:

1.2.10.1. Serve as the head of an accredited, undergraduate institution of higher education, authorized to confer Bachelor of Science degrees as an accredited college. (T-0)

1.2.10.2. Offer cadet appointments according to Title 10, United States Code, Section

9431 (10 USC § 9431), Establishment; Superintendent; faculty. (T-0)

1.2.10.3. Ensure potential candidates meet all eligibility requirements for USAFA and

USAFAPS. (T-0)

1.2.10.4. Ensure adequate oversight of USAFAPS activities, administration, and resources. (T-0)

1.2.10.5. Approve graduation for every USAFA cadet who meets the graduation requirements. (T-0)

1.2.10.6. Recommend appointment as O-1 for USAFA cadets who meet all officer eligibility requirements contained in this publication. (T-0)

1.2.11. The Commander of Air Education and Training Command (AETC/CC) will:

1.2.11.1. Manage the accession and classification of enlisted personnel.

1.2.11.2. Provide initial military training to enlisted personnel through Basic Military

Training (BMT).

1.2.11.3. Manage the production of officer applicants through OTS and AFROTC.

1.2.11.4. Provide initial officer training to officer applicants through OTS and AFROTC.

DAFMAN36-2032 16 JANUARY 2025 13

Chapter 2

RECRUITING PROGRAMS

2.1. Overview. This chapter provides guidance and procedures on Air Force and Space Force recruiting programs. Recruiting programs encompass many areas. This chapter identifies important overall responsibilities for recruiting programs. Components should review opportunities to operate together more efficiently via the Total Force Recruiting Council (TFRC).

2.2. Roles and Responsibilities.

2.2.1. The component Recruiting Operations Director/Division Chief will:

2.2.1.1. Develop and implement programs designed to provide recruiting personnel the ability to access qualified applicants.

2.2.1.2. Develop and implement programs and tools necessary to achieve mission success.

Operations must ensure that recruiters are trained on the use of these tools and utilizing them effectively within their personal recruiting programs.

2.2.1.3. (RegAF only) Maintain administrative control over SWAP participants. (T-3)

2.2.2. Each component Chief of Manpower Requirements Division will:

2.2.2.1. Resource recruiting authorizations. (T-2)

2.2.2.2. Allocate recruiting authorizations based on manpower studies, mission and fiscal limitations. (T-2)

2.2.2.3. Ensure requirements for recruiting positions are reflected on the unit manning document. (T-2)

2.2.3. The recruiting service of each component will:

2.2.3.1. Determine goal allocation and procedures. (T-2)

2.2.3.2. Establish screening process and distribution for all recruiting positions to include minimum and maximum authorized grades. (T-2)

2.2.3.3. Ensure individuals selected for recruiting duty are placed on special duty identifier

(SDI) duty identified by 8RXXX in accordance with the Department of the Air Force

Enlisted Classification Directory (DAFECD), DAFI 36-3012, Military Entitlements, and other component specific guidance. (T-2)

2.2.3.4. Establish a tour management program to ensure all tours are managed properly and efficiently. (T-2)

2.2.4. Training responsibilities. In addition to what is outlined in DAFI 36-2670, Total Force

Development, The Air Force Recruiting Service (AFRS), 367 RCG, and NGB/A1Y will:

2.2.4.1. Develop and coordinate basic and advanced recruiting course curriculums ensuring they meet training objectives. (T-2)

2.2.4.2. Serve as a liaison to Air Education and Training Command (AETC). (T-2)

2.2.4.3. Develop, provide oversight, and conduct formal and specialized training for recruiting personnel. (T-2)

14 DAFMAN36-2032 16 JANUARY 2025

2.2.4.3.1. Conduct mandatory training courses and annual workshops for all management, supervisory, production, and non-production personnel affiliated with recruiting. (T-2)

2.2.4.3.2. Monitor and evaluate the quality of training provided at all courses and workshops. (T-2)

2.2.4.4. Provide commanders with an assessment of training, evaluation, and inspection programs and processes. (T-3)

2.2.5. NGB/A1Y supports TAG and unit commander’s manpower needs focused on meeting their congressionally programmed end strength. The recruiting units of the individual states and territories are responsible for facilitating generation of targeted leads to meet specific vacancies at the unit level.

2.2.6. AFRS serves as the DAF lead agent for marketing programs for all Total Force components and the USSF. The Air Force Recruiting Service Commander (AFRS/CC) is the approval authority for marketing and advertising conducted in support of individual component programs. AFRS will coordinate with all TF components and the USSF in creating, producing, distributing, and implementing marketing products and services necessary to support military personnel procurement programs. In accordance with DoDI 1304.35, AFRS is responsible for tracking marketing and advertising efforts and producing matrix reports outlining return on investment for efforts. (T-0)

2.2.6.1. Each recruiting service collects, compiles, uses, safeguards, and disposes of student directory information, as required by DoDI 1304.24, Use of Directory Information on Secondary School Students for Military Recruiting Purposes. (T-0)

2.2.6.2. RegAF: The Air Force Recruiting Service (AFRS) serves as the DAF lead agent for marketing programs and coordinates with AFROTC and USAFA in creating, producing, distributing, and implementing marketing products and services necessary to support all military personnel procurement programs.

2.2.6.3. Individual commissioning program POC’s will ensure information and application instructions are updated on the IPAP commissioning website, and posted on the myFSS website, at least 45 days prior to application deadline. Email application information and instructions to Military Training and Education Operations

(AFPC/DPMSST) org box at AFPC.DPMSST.Workflow@us.af.mil for distribution to

Base Education and Training Offices to facilitate maximum outreach.

2.2.6.4. Air National Guard (ANG): The recruiting units of the individual states and territories are responsible for facilitating generation of targeted leads to meet specific vacancies at the unit level. ANG recruiting units will coordinate with NGB/A1Y and

AFRS for specific marketing requirements.

2.3. TFRC.

2.3.1. Purpose. The goal of the TFRC is to synchronize recruiting and accession efforts across the total force to include RegAF, USSF, AFR, ANG, Air Force Civilian, USAFA, and

AFROTC entities. The focus of the TFRC is to combine, integrate, partner and/or synchronize recruiting efforts to the greatest extent feasible and advisable, while meeting Secretary of the

Air Force, Chief of Staff of the Air Force (CSAF), and Chief of Space Operations (CSO) intent.

mailto:AFPC.DPMSST.Workflow@us.af.mil

DAFMAN36-2032 16 JANUARY 2025 15

2.3.2. Membership. One primary and one additional council member from each component must be present at each TFRC meeting. (T-1)

2.3.2.1. Primary council membership: commander and vice or division chief and deputy, as appropriate of each component’s recruiting service.

2.3.2.2. Additional council membership: selected from each component’s recruiting service subject matter experts (SMEs), career field managers (CFMs), and operations chiefs.

2.3.2.3. The primary council members should identify two primaries and one alternate additional council members via appointment letter.

2.3.3. Charter. TFRC must review and maintain the charter annually. (T-1) At a minimum, the charter will contain membership, responsibilities, and meeting requirements. (T-1)

2.4. Professional Conduct. Recruiters must be familiar with the standards of conduct identified in AFI 1-1, Air Force Standards; AFI 36-2909, Air Force Professional Relationships and Conduct

(especially the provisions specific to unprofessional relationships between recruiters and recruits);

DoDI 1304.33, Protecting Against Inappropriate Relations During Recruiting and Entry Level

Training; and DoDD 5500.07, Ethics and Standards of Conduct.

2.4.1. Recruiting personnel are defined as all persons assigned to a component’s recruiting service, regardless of their duty Air Force specialty code (AFSC).

2.4.2. A prospective member of the Armed Forces, or “prospect,” is any person who has expressed to recruiting personnel an interest in enlisting or receiving an appointment as a commissioned officer in a military service and possesses, appears to possess, or may in the future possess the potential and qualifications for enlistment or appointment as a commissioned officer in a military service. An individual who expresses a loss of interest in enlistment or appointment as a commissioned officer will continue to be a prospect for the purpose of this publication for a period of 1 year from the date he/she expresses this loss of interest to recruiting personnel. Individuals who possess the potential or qualifications for enlistment or appointment in the future may include, but are not limited to, individuals who do not meet the minimum age requirements, who scored too low on the qualification testing but will be eligible to retest, or who have not completed their education. An individual permanently barred from service by law, regulation, or policy is not a prospect.

2.4.3. Recruiting personnel must report actual or suspected recruiting malpractice, misconduct, or irregularities in the recruiting process to their immediate supervisor or higher, as required by the nature of the allegations and/or alleged individual, non-waiverable in accordance with the UCMJ. Note: Failure by RegAF members, AFR members on active duty or inactive duty for training, and ANG members in Title 10 status to obey the mandatory provisions in paragraph 2.4.3 and its subparagraphs that does not otherwise constitute a violation of Article 93a, UCMJ, in accordance with the definitions provided in paragraph

2.4.3 and its subparagraphs, constitutes a violation of Article 92, UCMJ. ANG members in

Title 32 status are subject to their respective state military codes.

2.4.3.1. Recruiting Malpractice. Recruiters who take any action to conceal or conspire to conceal a disqualifying factor or to qualify an ineligible applicant in violation of directives

16 DAFMAN36-2032 16 JANUARY 2025

have committed recruiting malpractice. Recruiting malpractice is prohibited. The following are examples of recruiting malpractice, but are not all inclusive.

2.4.3.1.1. Recruiters will not initiate any action to influence attorneys, law enforcement officials, or judicial authorities to release, dismiss or drop charges, or otherwise mitigate dispositions in order to qualify an individual for enlistment, commissioning, or appointment. (T-0) Recruiting personnel will not accompany prospects, applicants, or recruits to court for any reason. (T-1)

2.4.3.1.2. Recruiters will not release any prospect, applicant, or recruit’s information to agencies or persons outside the Department of Defense (DoD) without the member’s consent. (T-0) Instead, recruiting personnel will refer all inquiries or requests for such information to their recruiting squadron commander who will consult with a judge advocate and their respective chain of command. (T-3) For additional information, see paragraph 2.5.5.

2.4.3.1.3. Recruiters will not become involved or otherwise assist in General

Educational Development (GED) testing of prospects, applicants, or recruits. (T-3)

Recruiters may advise prospects to contact the nearest state education official authorized to administer the GED test.

2.4.3.1.4. Recruiters will not purchase, use or give advice to prospects, applicants, or recruits regarding any type of drug testing product to attempt to determine a prospect’s, applicant’s or recruit’s qualifications. (T-1)

2.4.3.1.5. Recruiters will not advise prospects, applicants, or recruits regarding the transfer of dependent custody or changing marital status for the purpose of entry into the DAF. (T-1)

2.4.3.1.6. Recruiters will not sponsor an alien for permanent residence in the United

States by citing the Air Force as a prospective employer. (T-1) In addition, recruiting personnel will not recruit in a foreign country without permission from the foreign government, to include Canada and Mexico. (T-1)

2.4.3.1.7. Recruiters will not participate in any other intentional violation of recruiting policy or procedure that results in or is intended to result in the processing of enlistment, commissioning, or appointment of an ineligible applicant. (T-1)

2.4.3.2. Recruiting Misconduct. Recruiting misconduct is defined as any willful or intentional conduct by a recruiter contrary to this paragraph or any other applicable publication that is prejudicial to the good order and discipline of the Armed Forces, or of a nature that could bring discredit upon the DAF. These prohibitions apply from the first contact between a prospect, an applicant, or a recruit and the recruiter through entry-level training and for 6 months after the trainee completes all initial active duty training requirements and follow on technical training. The following are examples of recruiting misconduct, but are not all inclusive.

2.4.3.2.1. Recruiters will not make statements to a prospect, applicant, or recruit that imply the Air Force will take legal action against an individual who refuses to enter active duty or extended active duty (EAD). (T-1)

DAFMAN36-2032 16 JANUARY 2025 17

2.4.3.2.2. Recruiters will not order or otherwise force applicants to report for active duty or EAD who:

2.4.3.2.2.1. Enlist in the delayed enlistment program (T-1); or

2.4.3.2.2.2. Take a commissioning oath in the AFR. (T-1)

2.4.3.2.3. Recruiters will not mislead or misinform a prospect or applicant regarding any aspect of recruiting policy, procedures, entitlements, benefits, or any intentional misinformation designed to induce an applicant to apply for or accept enlistment, commissioning, assignment, or appointment. (T-1)

2.4.3.3. Recruiting Irregularity. Irregularity is defined as any other recruiting infraction not covered under the purview of malpractice or misconduct. This includes an unintentional action that causes a prospect or applicant to be misinformed about any aspect of the recruiting or enlistment process, policies, procedures, entitlements, and benefits.

2.4.4. The Recruiting Service Commander or equivalent will report, as appropriate, inquiries into all allegations of unprofessional conduct or complaints included in this chapter. (T-1)

2.4.5. Each component’s Recruiting Service Commander must submit all recruiter malpractice, misconduct, and irregularity data in accordance with DoDI 1304.32, Military

Services Recruiting Related Reports. (T-0)

2.5. Recruiting Operations. Recruiting operations provides assistance to recruiting personnel by providing supplemental guidance on recruiting policies and programs. Supplemental guidance will be reviewed quarterly and updated as needed. Recruiting programs assist in meeting congressionally programmed end strength. Recruiting operations include:

2.5.1. Air Force Recruiting Information Support System-Total Force (AFRISS-TF).

Recruiters in each component must utilize this system to share information between components. (T-1) Leads obtained from any source must be refined using AFRISS-TF. Each component will develop standards for effective lead management. (T-2) AFROTC and

USAFA may utilize different information management systems.

2.5.2. Applicant Screening. Recruiters must ensure applicants are screened and qualified in accordance with Chapter 3 and Chapter 5.

2.5.3. Inter-service Recruitment Committee (IRC). In accordance with Department of

Defense Manual (DoDM) 1145.02, Military Entrance Processing Station (MEPS), DAF

Recruiting Squadron commanders will attend IRC or enlisted IRC/Military Entrance

Processing Station (MEPS) liaison meetings. (T-0) RegAF will collaborate with ANG and

AFR as liaisons. (T-0)

2.5.4. National Voter Registration Act (NVRA), 52 USC § 20501, Short title; Congressional declaration of policy. (Not applicable to ANG). This Act, also known as "Motor Voter," requires recruiters to assist citizens in registering to vote. All recruiters assigned to off-base offices will brief civilians on the NVRA. (T-0) Recruiters will inform personnel assisting recruitment offices of the Federal Voting Assistance Program and train them to provide voter registration assistance in accordance with DoDI 1000.04, Federal Voting Assistance Program

(FVAP). (T-0)

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2.5.5. Freedom of Information Act (FOIA), 5 USC § 552, Public information; agency rules, opinions, orders, records, and proceedings. Federal statute, DoD and Air Force policy requires prompt and accurate disclosure of information. Recruiters must immediately forward public requests for information under the FOIA through appropriate channels within the time limit required by law in accordance with DoDM 5400.07_Air Force Manual (AFMAN) 33-

302, Freedom of Information Act Program. (T-0)

2.6. Recruiting Programs. Recruiters must utilize the following individual recruiting programs to obtain, qualify, and process officer and enlisted prospects for service in the particular component. (T-2)

2.6.1. Prior Service. The prior service program applies to applicants who have 180 days or more of continuous active military service in a regular or reserve component of the United

States Armed Forces and have completed an approved BMT course.

2.6.2. Non-Prior Service. This program applies to applicants for enlistment who have 179 days or less of active duty or active duty for training with any branch of the United States

Armed Forces or who have not previously completed BMT.

2.6.3. Individual Reservists (IR) Programs. The IR programs include the Individual

Mobilization Augmentee (IMA) and the Participating Individual Ready Reserve programs.

The goal of these programs is to provide a backfill of qualified officer and enlisted personnel to the active duty forces in case of a national emergency. Program guidance is available in the

Individual Reservist Readiness and Integration Organization (RIO) Individual Reservists

Guide available through Air Force Reserve Command (AFRC) and Air Reserve Personnel

Center (ARPC) public websites.

2.6.4. Officer Training School. This program applies to applicants with a baccalaureate degree or higher who meet the eligibility requirements of Chapter 5. Every officer application is reviewed by either the Officer Training School Selection Board or AFRS, depending on the desired career field. Each board evaluates on both objective and subjective factors to determine if a candidate is a proper fit.

2.6.4.1. Line officers. Applicants must meet initial officer accession standards and desire appointment in an AFS or Space Force specialty (SFS) other than as a chaplain or health professional.

2.6.4.2. Health Professionals. AF/SG develops health professional officer career field entrance standards. These are applied to prospective members contingent upon their meeting initial officer accession standards.

2.6.4.3. Chaplains. AF/HC develops chaplain career field entrance standards. These are applied to prospective members contingent upon their meeting initial officer accession standards.

2.6.4.4. AF/A2/6 develops careerfield entrance standards for Cyber direct commissioning.

These standards apply to prospective members contingent upon meeting current DAF initial officer accession and recruiting standards.

2.6.5. Special Programs Leading to a Commission Through OTS.

2.6.5.1. Technical Degree Sponsorship Program (TDSP) (applicant for RegAF and USSF only). The purpose of TDSP is to increase the accessions rate of individuals with

DAFMAN36-2032 16 JANUARY 2025 19

engineering and other technical degrees, or individuals by allowing AFRS to recruit and place junior (no more than 24 months from graduation) and senior college students (no more than 12 months from graduation) on active duty prior to college degree completion.

TDSP also applies to graduate students no more than 24 months from graduation. The intent and budget for the TDSP program is to maintain 25 enlistees who are 24 months from graduation and 25 enlistees who are 12 months from graduation. College juniors who advance to become seniors account for the 25 enlistees who are 12 months from graduation.

Unfilled 24-month quotas can be targeted to 12-month students at a period in time determined by AFRS.

2.6.5.1.1. TDSP Concept of Operations: To begin enrollment in TDSP, students must be within 24 months but not fewer than 100 days from graduation and be enrolled on a continuous basis each academic term with no breaks, to include at least one summer session or full-time internship relevant to degree. (T-3) Once accepted into the program, the TDSP-select will enlist into the RegAF as an E-3, be issued an identification card, and be entitled to full benefits, to include dependents, except tuition assistance, in accordance with existing laws. (T-3)

2.6.5.1.2. Should a TDSP participant fail to meet graduation requirements by his or her scheduled graduation date due to circumstances within their control, the individual is held to the contractual service agreement.

2.6.5.1.3. Eligibility Requirements: TDSP is offered to students earning engineering degrees from schools accredited by the Accreditation Board for Engineering and

Technology and other technical degrees from regionally and nationally accredited schools. AFRS provides specific degree requirements for the TDSP program. (T-1)

Degrees are based on specific DAF needs each fiscal year. Degree requirements are also contingent upon the funding to support each program and are offered as early in the fiscal year as feasible.. TDSP candidates must meet standard commissioning requirements as prescribed in Chapter 5 and those specified by Air Force Recruiting

Service, Recruiting Operations Director (AFRS/RSO). (T-1) All waiver requests are submitted through the recruiter to AFRS/RSO. Final determination of eligibility remains with AFRS/RSO. Applicants must also meet the following additional requirements upon entering the TDSP:

2.6.5.1.3.1. Be between 18 and 42 years of age at the time of commissioning. (T-1)

2.6.5.1.3.2. Possess a minimum 3.0 grade point average (GPA) on a 4.0 scale for all college-level studies, as well as their academic major, and be in good academic standing, i.e., not be on probation at time of enlistment. (T-1)

2.6.5.1.3.3. Attain minimum scores of 25 on the verbal and 10 on the quantitative sections of the Air Force Officer Qualification Test (AFOQT). (T-1)

2.6.5.1.3.4. Provide, through their schools, official transcripts of their completed course work. (T-1) Each applicant must provide an official letter from the school, certified by the university/college registrar, stating the exact degree to be awarded and indicating the courses being taken, by academic term, which verifies graduation to coincide with the TDSP enlistment plan. (T-3)

2.6.5.1.3.5. For those with prior or current military service:

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2.6.5.1.3.5.1. Enlisted. Applicant must not currently be on active duty and must not have served on active duty or in any component, in any service, as an enlisted member in any grade above E-3. (T-3) Air Force Recruiting Service

Commander (AFRS/CC) is the waiver authority for applicants above the grade of E-3.

2.6.5.1.3.5.2. Officer. Applicant must not be a commissioned officer or have served as a commissioned officer of any service or component for any length of time, no exceptions or waivers authorized.

2.6.5.1.4. Phases of the Program. The TDSP is conducted in four phases:

2.6.5.1.4.1. Phase I -- Selection/Classification Phase. The TDSP applicant is first recruited from an appropriately accredited school. After basic eligibility is determined, the application package is submitted to AFRS for review and initiation of the selection process. Refer to Table 2.2 for application requirements. AFRS notifies applicants of selection board results. The AFPC classifies selectees based on academic background and Air Force needs.

2.6.5.1.4.2. Phase II -- Enlistment Phase. Once individuals are notified and accept, they are enlisted according to Chapter 3 at the nearest MEPS. During enlistment processing, the MEPS liaison noncommissioned officer again briefs the applicant on all details of TDSP and has the applicant execute the TDSP contract agreements

(Attachments 16, 17, and 18), which becomes an annex to the Department of

Defense (DD) Form 4, Enlistment/Reenlistment Document Armed Forces of the

United States. Enlistees are placed on active duty as trainees with a special duty identifier of Officer Trainee (9T100) and assigned to AFRS, with permanent duty location at the enlistee’s school.

2.6.5.1.4.3. Phase III -- Academic Phase. During this phase, the TDSP participant is under the administrative control of AFRS. Participant must complete degree requirements within a specific time period. (T-3) Trainees failing to complete their approved degree programs within the period of time prescribed by the TDSP contract may receive one academic term extension. The extended academic term is limited to the next scheduled term after the last contract month of the program.

AFRS/CC is the extension approval authority for trainees who fail to graduate on time. Evaluations are on a case-by-case basis and are approved only in instances where circumstances clearly indicate the best interests of the Air Force are served.

An extension is not to be granted where trainee neglect is the cause. Extensions are not routine and usually are approved only when a trainee can make up the course in a summer session. Students who fail a core course, sequential course, or courses offered once a year, or where summer sessions are not available, usually do not receive a waiver and are called to active duty in their enlisted grade. The TDSP enlistee must ensure a current official transcript is provided to AFRS/RSO at the end of each academic term. (T-2)

2.6.5.1.4.4.