afi31-122_(PAT).pdf

BY ORDER OF THE

SECRETARY OF THE AIR FORCE

AIR FORCE INSTRUCTION 31-122

22 DECEMBER 2010

Incorporating Change 1, 24 April 2013

Security

DEPARTMENT OF THE AIR FORCE

CIVILIAN POLICE/SECURITY GUARD

(DAF CP/SG) PROGRAM

COMPLIANCE WITH THIS PUBLICATION IS MANDATORY

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

RELEASABILITY: There are no releasability restrictions on this publication

OPR: HQ AFSFC/SFOP

Supersedes: AFI31-282, 22 December 2010

Certified by: HQ USAF/A7S

(Mr. David Beecroft)

Pages: 97

This instruction implements AFPD 31-1, Integrated Defense, DoDI 5525.15, Law Enforcement (LE)

Standards and Training in the DoD; Army Regulation 190-56, The Army Civilian Police and

Security Guard Program; and DoDI 3020.50, Private Security Contractors Operating in

Contingency Operations. This instruction provides Air Force Policy for the Department of the Air

Force Civilian Police and Security Guard Program. It applies to all Department of the Air Force employees assigned to 0083, 0085 and 0080 (Law Enforcement) positions and contract Security

Forces. Compliance with this instruction is mandatory and it applies to Department of the Air Force military, civilian, Reserve, Air National Guard, and personnel from other US military branches assigned or attached to Air Force units, government-owned, contractor-operated (GOCO) and contractor-owned, contractor-operated (COCO) facilities. The terms "must," "shall" and "will" denote mandatory actions in this instruction. It is not necessary to send implementing publications to

HQ AFSFC or HQ USAF/A7S for review and coordination before publishing. Refer recommended changes and conflicts between this and other publications to HQ AFSFC/SFOP, 1517 Billy Mitchell

Blvd Bldg 954, Lackland AFB TX, 78236, on the AF Form 847, Recommendation for Change of

Publication, through appropriate Major Command (MAJCOM) functional chain of command. Ensure that all records created as a result of processes prescribed in this publication are maintained in accordance with AFMAN 33-363, Management of Records, and disposed of in accordance with the

Air Force Records Information System (AFRIMS) Records Disposition Schedule (RDS) located at https://www.my.af.mil/afrims/afrims/afrims/rims.cfm. This Publication requires the collection and or maintenance of information protected by the Privacy Act (PA) of 1974, in accordance with System of

Records Notice (F031 AF SP B and F031 AF SP C applies and is available at http://privacy.defense.gov/notices/usaf/). The authorities to collect and/or maintain the records in the publication are 10 United States Code (U.S.C.) 8013 Secretary of the Air Force: powers and http://www.e-publishing.af.mil/ http://ttps/www.my.af.mil/afrims/afrims/afrims/rims.cfm http://privacy.defense.gov/notices/usaf/

2 AFI31-122 22 DECEMBER 2010

duties; delegation by the PA Systems Notice(s) is available at:

http://www.defenselink.mil/privacy/notices/usaf.

SUMMARY OF CHANGES

This interim change implements AFPD 31-1, Integrated Defense, replacing the existing control number (AFI 31-283) and updating it to AFI 31-122. It also provides additional guidance for the

DAF CP/SG Program and significantly changes the information provided in this Air Force

Instruction (AFI). New information includes clarification requirements for senior staff level 0083 positions, uniform items, validated Physical Agility Test (PAT), light duty, medical screening for

PAT, DAF CP/SG Badge accountability and use, and SF Career Development Course guidance.

Management must complete all labor obligations prior to implementation. A margin bar (|) indicates newly revised material.

Chapter 1—INTRODUCTION 6

1.1. Purpose

1.2. Responsibilities

Chapter 2—SELECTION AND HIRING 8

2.1. Basic Character Traits/Qualities

2.2. Qualification Standards

2.3. Drug Testing

2.4. Medical Standards

2.5. Medical Evaluation Program

2.6. Position Descriptions (PDs)

2.7. Continued Service Agreement

2.8. Permanent Positions

2.9. Hiring or Working with Contract Security Personnel

2.10. Overtime Requirement

2.11. Light Duty for Officers with Medical Restrictions

2.12. Stand-by

Chapter 3—AUTHORITY OF DEPARTMENT OF AIR FORCE CIVILIAN

POLICE/SECURITY GUARD 21

3.1. General

3.2. DAF CP/SG Authority

3.3. Posse Comitatus Act

3.4. Deputization of Air Force Law Enforcement Personnel by State and Local

Governments http://www.defenselink.mil/privacy/notices/usaf

AFI31-122 22 DECEMBER 2010 3

3.5. Authority to Deputize DoD Uniformed Law Enforcement Personnel by State and

Local Governments

3.6. Limitations

3.7. Identification

3.8. OCONUS

3.9. Written Instructions

Chapter 4—UNIFORMS FOR CIVILIAN POLICE AND GUARDS 25

4.1. Covered Employees

4.2. Purpose of the Uniform

4.3. Uniform Allowances for DAF CP/SG

4.4. Required/Prohibition of Wearing the DAF CP/SG Uniform

4.5. Protective/Reflective and Foul Weather Clothing and Equipment

4.6. Uniform Composition

4.7. Procuring Uniforms

4.8. Primary Duty Uniform

Figure 4.1. Primary Duty Uniform

4.9. Nameplate, Patches, DAF Civilian Police/Security Guard Badges, Medals, Ribbons, Titles and Service Stripes

Figure 4.2. Collar Insignia (In Polished Nickel Finish) (Size is approximately 1/2X1 inch), (letter size is ¼ inch high)

Figure 4.3. Sample Collar Insignia GS-07/08 (Size is approximately 1X1 inch)

Figure 4.4. Delete

Figure 4.5. Delete

Figure 4.6. Delete

Figure 4.7. Delete

Figure 4.8. Shoulder Patches

Figure 4.9. DAF Civilian Guard/Police Badges

Figure 4.10. Service Stripes

4.10. Badge Wallet

4.11. Shoes

4.12. Boots

4.13. Socks

4.14. Trouser Belt

4.15. Undershirt

4 AFI31-122 22 DECEMBER 2010

4.16. Necktie

4.17. Necktie Holder

Figure 4.11. Police Officer/Security Guard Baseball-Type Cap

4.18. Standard Headgear

4.19. Formal Headgear and Formal (Single Breasted Dress) Coat

Figure 4.12. Formal Cap

Figure 4.13. Formal Cap Insignia

Figure 4.14. Formal Coat

4.20. Utility Uniform

Figure 4.15. Utility Uniform

4.21. Maternity Uniform

4.22. Bike Patrol Uniform

4.23. Outerwear

4.24. Comfort Items

4.25. Standards of Uniform Appearance

4.26. General Wear of Uniform

4.27. Standards of Personal Appearance

4.28. Hair (General)

4.29. Standards for the Male Employee

4.30. Standards for the Female Employee

4.31. Wearing of Eyeglasses, Sunglasses, and Contact Lenses

4.32. General Information

4.33. General Equipment

4.34. Uniform Procurement

Chapter 5—CIVILIAN POLICE / GUARD TRAINING AND EVALUATION 41

5.1. General Information

5.2. Unit Training Sections

5.3. DAF Civilian Police/Security Guard Training Waiver Procedures

Chapter 6—PHYSICAL FITNESS STANDARDS 45

6.1. Mandate

6.2. PT Applicability

6.3. Condition of Employment

6.4. Frequency

AFI31-122 22 DECEMBER 2010 5

6.5. Applicant

6.6. Current Incumbent

6.7. Duty Time Exercising

6.8. Timing

6.9. Standards

6.10. Retesting Procedures for PAT

6.11. Temporary Medical Restrictions

6.12. Delete

Chapter 7—CIVILIAN POLICE/SECURITY GUARD CODE OF CONDUCT 48

7.1. Civilian Police/Security Guard Code of Conduct

7.2. Duties and Responsibilities

7.3. Forms Prescribed

7.4. Forms Adopted

Attachment 1—GLOSSARY OF REFERENCES AND SUPPORTING INFORMATION 50

Attachment 2—EMPLOYMENT CONDITIONS 54

Attachment 3—MEDICAL CLEARANCE CERTIFICATE 56

Attachment 4—ESSENTIAL JOB TASKS FOR DEPARTMENT OF THE AF CIVILIAN

POLICE/SECURITY GUARD PERSONNEL 59

Attachment 5—DAF CP/SG MEDICAL EVALUATION GUIDELINES 61

Attachment 6—AIR FORCE CONTINUED SERVICE AGREEMENT (CSA) FOR

CIVILIAN EMPLOYEES 66

Attachment 7—DAF CIVILIAN POLICE / GUARD GROOMING STANDARDS 68

Attachment 8—TRAINING ACADEMY ATTENDANCE WAIVER REQUEST 71

Attachment 9—MILITARY-SPECIFIC SUBJECTS 74

Attachment 10—ACADEMY TRAINING WAIVER INSTRUCTIONS 77

Attachment 11—CIVILIAN POLICE AND SECURITY GUARD TRAINING LIST /

WAIVER MATRIX 79

Attachment 12—QUALIFICATION REVIEW BOARD FOR EMPLOYEES OF DAF

CIVILIAN POLICE AND SECURITY GUARD (CP/SG) POSITIONS 88

Attachment 13—MANAGEMENT CONTROL CHECKLIST 90

Attachment 14—PAT PROCEDURES AND ORDER OF TESTING 92

6 AFI31-122 22 DECEMBER 2010

Chapter 1

INTRODUCTION

1.1. Purpose. This instruction establishes the Department of the Air Force Civilian Police and

Security Guard (DAF CP/SG) Program. The DAF CP/SG program is an integral part of Law and

Order (L&O) operations, a core function of the Air Force Security Forces (SF). The term Law and Order operations as used in this document refers to the Law and Order Program defined in

AFPD 31-1 and in the terms section of this document. In the "0080" series, the parenthetical of

"law enforcement" in the title designates the position as being a police position versus an information protection or other like position. This document also assigns responsibilities and establishes policy, standards and procedures for the effective implementation of the program. It describes and outlines standard policies and procedures for selecting, hiring, training and equipping DAF CP/SG. Exception: The daily work environment of senior staff level 0083 series

SF employees does not require response to law enforcement emergency incidents or situations;

they are not armed and do not wear a uniform or a badge. As staff officers, they do not enforce the law and are not exposed to work situations that ever require use of force, firearms, strenuous physical activity, exertion or agility. Accordingly, the requirements of this instruction pertaining to physical agility testing, weapons qualification, wear of the uniform, medical evaluation and job compatibility assessment apply to these staff employees only if specifically required by their position description. Senior staff level 0083 series SF employees are defined as those who work at Group Headquarters, Numbered Air Force (NAF) Headquarters, Major Command (MAJCOM)

Headquarters, Field Operating Agencies (FOA) and Headquarters Air Force (HAF). Disputes regarding identification/classification of these employees may be forwarded to AF/A7SD for resolution. Senior staff level 0083 series SF employees who may deploy to an area of combat must comply with requirements of the deployed location. SF units will adhere to the requirements of respective Collective Bargaining Agreements (CBA), to include local level impact and implementation which take precedence over this AFI and supplements to this AFI created at any level. In instances where CBA obligations deviate from established AFI standards, commanders will ensure future drafts of binding agreements comply with this AFI and supplement(s). It is the AF’s intent to build a program that is limited to Civilian Police Officers, GS-0083, which provide increased capability and effectiveness. To meet this intent, all new unit manning document (UMD) positions should be designated as GS-0083 series. Units will convert existing Security Guard GS-0085 positions to Police Officer GS-0083 positions at the earliest opportunity. The use of GS-0083-12 and above SCPDs must be validated by CFM/FM before they are used to ensure appropriate and balanced integration of these positions into SF units. A unit organizational chart denoting the position and a justification must be submitted to CFM/FM for validation.

1.2. Responsibilities.

1.2.1. Air Force Director of Security Forces (AF/A7S). Provides policy and guidance for the Department of the Air Force Civilian Police and Security Guard program for the protection of Air Force installations, personnel, and resources. AF/A7S serves as Functional

Manager (FM) of DAF CP/SG career field.

AFI31-122 22 DECEMBER 2010 7

1.2.2. Headquarters Air Force Security Forces Center (HQ AFSFC). Provides Air Force commanders with guidance on implementation of DAF Civilian Police and Security Guard program to include guidance on organizing, training, and equipping DAF Civilian Police and

Security Guards. Serves as Career Field Manager (CFM) of DAF CP/SG career field.

1.2.3. Major Command (MAJCOM) Chief of Security Forces (A7S). Establishes command unique programs and policies to ensure the effective use of the DAF Civilian

Police and Security Guards in the protection of command installations, personnel, and resources.

1.2.4. Installation Commander. Establishes base programs and policies for DAF Civilian

Police and Security Guard program to provide a reasonable level of protection to personnel and resources.

1.2.5. Installation Defense Force Commander (DFC). Establishes and implements DAF

Civilian Police and Security Guard program to protect the installation, and its personnel and resources. DFC will be used interchangeably with Provost Marshall (PM) for Joint Base units at locations under Air Force span. Will appoint a disinterested SNCO/Senior Civilian to conduct a self-inspection of the unit DAF CP/SG Program at least annually using as a minimum the criteria listed in Attachment 13. Standardization /Evaluation personnel will assist the disinterested party as part of a functional area inspection in accordance with (IAW)

AFI 36-2225.

8 AFI31-122 22 DECEMBER 2010

Chapter 2

SELECTION AND HIRING

2.1. Basic Character Traits/Qualities. Civilian police officers and security guards will display the basic character traits of honesty, courtesy, tact, cooperation, personal appearance, and bearing. Additionally, personal qualities demanded of DAF CP/SG include professionalism, superior conduct, character, integrity, dependability, mental stability and physical fitness. Each unit will maintain records of pre-employment evaluations for all applicants both those hired and rejected in accordance with Air Force Manual (AFMAN) 33-363, Management of Records.

2.2. Qualification Standards. DAF CP/SG will be required to meet the Office of Personnel

Management (OPM) qualification standards for police or guard positions and conditions of employment found in Attachment 2.

2.2.1. Job-related functions, such as strenuous activity, physical exertion, physical agility and levels of stress as they pertain to a specific job will be considered for both normal and emergency operations. Physical requirements are per Office of Personnel Management

(OPM) qualification standards, conditions of employment and job analyses.

2.2.1.1. Medical evaluation for DAF CP/SG applicants and current employees will be conducted in accordance with prescribed OPM medical eligibility requirements found in

5 CFR Ch. I (1–1–07 Edition) 339.202 Medical Standards and 339.205 Medical

Evaluation Programs and DoD 6055.05M, Occupational Medical Examinations and Surveillance Manual. These medical standards are designed to ensure the applicants for a police or guard position and current employees are physically capable of performing the required arduous, hazardous duties of Integrated Defense (ID) and “national security” without creating a threat to the health or safety of themselves or others.

2.2.1.2. Physical agility testing (PAT) is applicable to all DAF CP/SG personnel and will be conducted in accordance with Chap 6, after being medically cleared by an AF physician. Attachment 3 will be used to document medical certification completion prior to the PAT. The local implementation of the PAT action may fall within the guidelines of your collective bargaining agreements and should be staffed through your local Labor

Relations Officer for assistance in meeting any local bargaining obligations.

2.2.1.2.1. Applicants must obtain a medical clearance from a licensed physician prior to taking the initial PATs, as described in Attachment 2 and 3. Applicants will obtain documentation from his/her physician which will be reviewed by an Air Force medical officer for approval. If the AF physician does not have Federal status, the clearance will be approved by the supporting medical officer having Federal status as indicated in Attachment 3. Current DAF CP/SG (non-probationary) will, prior to taking their PATs, undergo a medical evaluation in accordance with Attachment 2 and OPM medical evaluation standards and Air Force Surgeon General cardiovascular examination guidelines found in AFPAM 48-133, Physical

Examination Techniques. Credentialed Government or civilian physicians may conduct the medical evaluation. The requirements and guidelines OPM standards

DoD 6055.05M and Optional Form (OF) 178 (U.S. Office of Personnel Management

AFI31-122 22 DECEMBER 2010 9

Certificate of Medical Examination), will be provided to the examining physician to guide them in their evaluation.

2.2.1.3. Medical evaluation guidelines and procedures supportive of requirements are found in Attachment 4 and 5. A copy of these requirements and OF 178 should be provided to medical authorities conducting medical evaluation of DAF CP/SG and applicants.

2.2.1.3.1. To be finally selected, examinees must be medically certified to the appointing officer as eligible under such standards.

2.2.1.4. Appropriate administrative suspension, termination, or retirement action, as determined by each DFC in consultation with the servicing Civilian Personnel Officer

(CPO) and legal advisor, will be taken for currently employed DAF CP/SGs who are determined by medical examination to possess lasting medical or psychiatric conditions that, in the judgment of the examining physician, constitute a direct threat to the health or safety of themselves or others or will adversely affect performance of assigned duties.

When an appeal is made, the AFSFC Commander will create the Air Force Security

Forces Qualifications Review Board (SF-QRB) to make the necessary employment-related decisions as described in Attachment 12.

2.2.1.5. All otherwise qualified applicants will undergo the Job Compatibility

Assessments (JCA) as part of the interview/selection process. The DFC is responsible for the successful completion of the JCA for all applicants as part of the applicant’s interview. The JCA provides the DFC/hiring authority a tool for the selection of the best

DAF CP/SG applicant. DAF CP/SGs will take the JCA survey only once.

2.2.1.5.1. The JCA will be mailed to each participating SFS unit’s training section. It will be accounted for and secured in a metal container in the unit and will be handled as FOUO and treated as sensitive testing material. Administration instructions for the

JCA are found in the JCA Procedures Manual which can be found in the Civilian

Police, Community of Practice (COP) under the JCA Manual Procedures folder:

https://afkm.wpafb.af.mil/ASPs/CoP/OpenCoP.asp?Filter=AF-DP-00-46. After opening the attached link, click on My AFKN on top line and open My CoPS, go to

SF Civilians and open same. A list of folders under Document Management will appear and click on Approved A7S Civilian Guidance then click on the folder, FOUO

080527-1050 JCA-Procedures-Manual. The JCA Procedures Manual will contain the instructions for how the JCA is administered to include scheduling, proctoring, shipping/mailing of answer sheets and how the hiring authority can access the applicant’s score. The JCA Procedures Manual also contains POCs for AFPC support.

2.2.1.6. DAF CP/SG as per Position Description, Recruitment Knowledge, Skills and

Abilities must demonstrate during interview the ability to speak, read, write, and understand English sufficiently to execute job requirements.

2.2.1.7. DAF CP/SG must be able to operate all Security Forces vehicles and installed equipment and will possess a valid driver’s license. The DFC will be notified and

CPO/CPF will be contacted for advice regarding options defined by applicable Federal https://afkm.wpafb.af.mil/ASPs/CoP/OpenCoP.asp?Filter=AF-DP-00-46

10 AFI31-122 22 DECEMBER 2010

and/or agency instruction for personnel whose driver’s license cannot be maintained due to suspension or revocation.

2.2.2. Individuals tentatively selected for appointment to DAF CP/SG positions will be subject to the following pre-employment checks/inquiries. Checks/inquiries will be requested by the security forces unit/organization and performed by the Information

Protection Office to meet the minimal NACI standard. The DFC will be notified and

CPO/CPF will be contacted for advice regarding options defined by applicable Federal and/or agency instruction for employees whose security clearance is revoked or their suitability to maintain a security clearance is in question.

2.2.2.1. Local files check. This is normally a check of the Security Forces Management

Information System (SFMIS) and/or Defense Central Index of Investigations (DCII) to determine if unfavorable information has been recorded on individuals covering the time period of age 18 to present.

2.2.2.2. Reference check. This is a check with former employers, supervisors and personal references.

2.2.2.3. Arrest and Criminal History Records Check (except where prohibited by local and state law). This is normally a National Crime Information Center (NCIC) check of the state(s) in which an applicant has resided.

2.2.2.4. National Agency Check Plus Written Inquiries and Credit Check (NACIC).

These are conducted by OPM for all civilian employees assigned to non-sensitive positions and will be required for most basic positions. (See AFI 31-501, Personnel

Security Program Management). However, when DAF CP/SG positions which are normally categorized as non-critical sensitive positions, and may require completion of a favorable Access National Agency Check with Written Inquiries and Credit Check

(ANACI) prior to appointment (See AFI 31-501), filling a position before completion of the ANACI will be kept to a minimum. If absolutely necessary, a pre-employment waiver may be authorized in writing by appropriate authority listed in AFI 31-501. In such cases, the position may be filled only after the ANACI has been initiated, as long as favorable NACI has been completed.

2.2.2.4.1. Responsible officials (See Chapter 3, AFI 31-501) will implement a tracking system to ensure records of personnel granted waivers are monitored to ensure results are received. CPO will share ANACI results with requesting organization upon receipt.

2.2.2.5. Lautenberg Amendment to the Gun Control Act of 1968, Suitability. This is normally determined through an arrest and criminal history records check and/or local files check. If favorable determination is made and when hired, the employee will be briefed on the Lautenberg Amendment and briefing documented on DD Form 2760, Qualification to Possess Firearms or Ammunition, which will be placed and maintained in employee’s CPO and Unit personnel file.

2.2.3. The security forces unit/organization where employment is being sought will make the results of the local files check, reference check, and arrest and criminal history records check available to the CPO/Civilian Personnel Flight (CPF) with a recommendation to continue or discontinue processing of the applicant. Results of the ANACI are normally provided to

AFI31-122 22 DECEMBER 2010 11

CPO/CPF by AFCAF or OPM. Receipt of the ANACI results, the last piece of information, thus makes available all pre-employment information to hiring officials for use in making hiring decisions. Additionally, provisions of HSPD-12 allow issuance of the CAC after a favorable return on fingerprints.

2.2.4. DFC of outside CONUS (OCONUS) MAJCOMs will utilize the necessary security screening procedures to ensure the spirit and intent of this instruction is met. The

Information Protection office will be used for this process. The cooperation of the host country will be solicited, as needed.

2.3. Drug Testing. All DAF CP/SG will be subject to the AF random drug testing program as a condition of employment. All DAF CP/SG applicants will receive a letter from CPO directing the administration of a drug test (Condition of Employment for Certain Civilian Positions

Identified as Sensitive Positions Under the Department of the Air Force, Drug-Free Federal

Workplace Program) and pass the drug test per DoDD 1010.9, DoD Civilian Employees Drug

Abuse Testing Program, and AFI 36-810, Substance Abuse Prevention Control, before being hired. Additionally, drug testing may be required as a result of an accident or an unsafe practice and for employees in sensitive positions. The extent to which such employees are tested and the criteria for such testing shall be determined by the Head of each DoD Component, based on the mission and its employees' duties, the efficient use of resources, the danger to public health and safety or to U.S. national security that might result from the failure of an employee to discharge his or her position adequately.

2.4. Medical Standards. To achieve its mission of delivering security services to protect Air

Force and Department of Defense (DoD) personnel and resources worldwide, the Air Force requires a capable and physically fit DAF CP/SG work force.

2.4.1. The Air Force medical examinations include:

2.4.1.1. Pre-employment exams.

2.4.1.2. Fitness for duty exams.

2.4.1.3. Periodic occupational health and injury compensation examinations.

2.4.1.4. Chemical, breath, blood, or urine tests prescribed by AFI 31-218 (I), Motor

Vehicle Traffic Supervision, and existing laws.

2.4.2. Disclosure of these and similar medical examinations and the resulting medical records and information are prescribed by AFI 41-210, Patient Administration Function, and do not fall under confidentiality requirements.

2.4.3. Medical evaluation for DAF CP/SG applicants and current employees will be conducted in accordance with prescribed OPM and DoD 6055.05M, Occupational Medical

Examinations and Surveillance Manual. The following excerpts from applicable laws, regulations and policies are provided for informational purposes.

2.4.3.1. Law: 5 U.S.C. Section 3301, Civil Service; generally the President may ascertain the fitness of employees as to age, health, character, knowledge, and ability for the employment sought.

2.4.3.2. Code of Federal Regulations:

2.4.3.2.1. 5 CFR Part 339 – Medical Qualifications Determinations

12 AFI31-122 22 DECEMBER 2010

2.4.3.2.2. 339.101 Coverage. This part applies to all employees or all employees in competitive or excepted service positions.

2.4.3.2.3. 339.102 Purpose and Effect, subparagraph (c). Failure to meet a properly established medical standard or physical requirement under this part means that the individual is not qualified for the position unless a waiver or reasonable accommodation is indicated, as described in subparts 339.103 and 339.204. An employee’s refusal to be examined in accordance with a proper agency order authorized under this part is grounds for appropriate disciplinary or adverse action.

2.4.3.2.4. 339.202 Medical Standards. The Office of Personnel Management (OPM) may establish or approve medical standards for a Government-wide occupation (i.e., an occupation common to more than one agency). An agency may establish medical standards for positions that predominate in that agency (i.e., where the agency has 50 percent or more of the positions in a particular occupation). Such standards must be justified on the basis that the duties of the position are arduous or hazardous, or require a certain level of health status or fitness because the nature of the positions involves a high degree of responsibility toward the public or national security concerns. The rationale for establishing the standard must be documented. Standards established by OPM or an agency must be established by written directive and uniformly applied; directly related to the actual requirements of the position; and, consistent with OPM instructions published in 5 CFR Part 339.

2.4.3.2.5. 339.203 Physical Requirements. Agencies are authorized to establish physical requirements for individual positions without OPM approval when such requirements are considered essential for successful job performance. The requirements must be clearly supported by the actual duties of the position and documented in the position description.

2.4.3.2.6. 339.205. Medical evaluation programs. Agencies may establish periodic examination or immunization programs by written policies or directives to safeguard the health of employees whose work may subject them or others to significant health or safety risks due to occupational or environmental exposure or demands. The need for a medical evaluation program must be clearly supported by the nature of the work.

The specific positions covered must be identified and the employees or incumbents notified in writing of the reasons for including the positions in the program.

2.4.4. The DAF CP/SG medical examination program includes a mandatory medical evaluation prior to performing the PAT, pre-placement medical examination, periodic medical examinations, and return to duty or fitness for duty examinations when the employee develops a medical condition that permanently impacts their ability to perform the essential functional and work condition elements of the position. Employees must report and provide complete and accurate medical information to the examining and reviewing physicians, and disclose any prior health issues or treatments -- including mental health issues or treatment.

A civilian doctor can be used to perform the examination, but must be reviewed by a MRO with Federal Status.

2.4.5. The Medical Review Officer (MRO) shall be a currently licensed doctor of medicine

(M.D.) or osteopathy (D.O.) assigned to the base Military Treatment Facility. The MRO

AFI31-122 22 DECEMBER 2010 13

shall be qualified to provide professional expertise in the areas of occupational safety and health as they relate to the program and policies established under this program.

2.4.6. Civilian employees at occupational risk for vaccine–preventable disease. In accordance with AFJI 48-110, Immunizations and Chemoprophylaxis, Federal civilian employees at risk of exposure to an infectious disease associated with their occupation will receive appropriate immunizations without charge at military activities. Immunizations will be administered upon recommendation of the responsible occupational medicine authority.

For Federal employees in a bargaining unit, local management must meet applicable labor relations obligations before implementing any changes to the bargaining unit employees’ conditions of employment. Civilian personnel offices provide guidance on these matters.

2.5. Medical Evaluation Program

2.5.1. The purpose of the Medical Evaluation Program is to ensure DAF CP/SG personnel are able to safely perform the physical fitness and work condition requirements for their position.

2.5.1.1. An initial medical evaluation will be completed on all DAF CP/SG personnel upon employment, periodically and on termination if there is a reasonable belief the employee was exposed to a job related hazardous material or condition that adversely could affect the employee’s health. The offer of employment will be contingent on medical certification of the ability to perform the essential job functions. The initial medical evaluation will be accomplished during initial pre-placement evaluation of potential selectees.

2.5.1.1.1. Veterans must provide a (VA Certificate) as part of the application process if they claim veteran’s preference as a disabled veteran. The VA Certificate provides eligibility for the preferential treatment by the personnel community.

2.5.1.1.2. The VA Rating Decision is a critical document that not only provides information regarding the percentage of disabilities(s) that have been determined to be service-connected but also provides an extensive analysis of the medical basis used to support the disability rating. Each veteran who has been awarded veterans preference based on a service-connected disability for hiring, will bring their VA

Rating Decision to all physical examinations. This will allow the medical officer to fully understand the limitations which may be placed on the individual based on the documented rationale for the disability ratings. The VA Ratings Decision form does not challenge the right to preferential hiring but merely provides the AF Medical

Officer with details of the disabilities.

2.5.1.2. The DAF CP/SG, periodic medical evaluation must not exceed a three year period. The examining physician will tailor this periodic evaluation as clinically indicated, based upon risk factors, and in accordance with guidance from Air Force

Surgeon General (HQ USAF/SG). Supervisors are responsible for coordinating the evaluation of their personnel. A medical evaluation may be accomplished more frequently if, in the interim, there are medical signs or symptoms suggestive of a medical condition that might interfere with the performance of essential job functions, or at the discretion of the examining physician. Continuing medical evaluations (including cardiovascular evaluation) of DAF CP/SG will be accomplished in accordance DoD

14 AFI31-122 22 DECEMBER 2010

Manual 6055.05M, Occupational Medical Examinations and Surveillance Manual, (See

Attachment 5). These documents assist the examining physician in identifying conditions that ordinarily might be expected to interfere with the performance of one or more essential job functions as described in (Attachment 4).

2.5.1.3. Individual medical information, such as hospital records, specialized tests or an examination by another medical specialist, may be required to determine if an individual can perform the essential functions of the job, with or without reasonable accommodation. If a condition develops in a DAF CP/SG employee that permanently restricts the individual from performing the essential functional or work conditions of the position, the MRO should place the individual on appropriate restrictions until a Fitness

For Duty determination can be made per 5 CFR Part 339. The DFC will be advised promptly of any medical condition that may impact the employee’s ability to perform the essential functions of the job. When the DFC’s evaluation suggests the employee’s ability to perform the essential functions of the job is affected for a significant period with no solution available from reasonable accommodation, the DFC/Supervisor shall notify the servicing CPO. The servicing CPO and the servicing legal advisor will assist the DFC with any appropriate personnel action. If the employee cannot be accommodated in the current position, the CPO must look for a reassignment to a job for which the employee is qualified. Termination exams include evaluations prompted by potential work exposures or as otherwise clinically indicated.

2.5.2. Specific knowledge of the tasks typically performed and the conditions under which the tasks are performed are a crucial component necessary to render an accurate occupational medical opinion. Resources that describe police officer/security guard qualifications, but not limited to, are: description of duties, training requirements, qualifications/classification standards, and essential job tasks (see Attachment 4). The OF 178, Certificate of Medical

Examination, or equivalent, will be used to document the medical provider’s evaluation and disposition.

2.5.3. A medical certificate signed by a military facility physician or physician extender, to verify the individual is able to perform the Physical Agility Test (PAT) with minimal risk to safety and health, will be completed initially and prior to the PAT (see Attachment 3). The examining physician will check all items of medical significance necessary to accurately report sufficient medical information to fully describe the individual’s current medical condition, including reviewing the individual’s medical history. The signed medical certificate will be submitted by the employee to the SF unit prior to the individual performing the PAT. The Medical Review Officer (MRO) should be consulted as the final approving authority when there are questions.

2.5.4. During an incumbent’s medical evaluation, when the examining physician identifies one or more medical conditions that will interfere with the DAF CP/SG’s performance of the essential functional or work conditions of the position and a medical standard disqualification recommendation must be conducted, the AFSFC/CC appoints an MRO and creates an Air

Force Security Forces Qualifications Review Board (SF-QRB) to make the necessary employment-related decisions (See Attachment 12).

2.5.5. All initial and periodic medical screening/examinations required of applicants and incumbent DAF CP/SGs under this AFI will be conducted at government expense in

AFI31-122 22 DECEMBER 2010 15

government facilities and by an AF designated physician or physician extender when possible; all required screening/examinations are subject to review and approval by an AF designated physician or physician extender. The examinations are limited to ensuring that the individual meets established thresholds and is fit to perform the duties of the assigned position. If the individual does not meet established thresholds, additional tests, studies and medical assessments to prove that the individual is capable of safely performing the full range of assigned essential activities (with or without accommodation) are obtained at the discretion and expense of the individual.

2.6. Position Descriptions (PDs). It is desirable that only those position description documents approved by the DAF CP/SG CFM will be used for hiring of DAF CP/SGs. Generic PDs for

0085 Security Guard, 0083 Police Officer and 0080 Security Specialist (Law Enforcement) can be found in the SCPD/SPD Library under the Air Force Manpower Agency website, https://www.my.af.mil/gcssaf/USAF/ep/globalTab.do?channelPageId=s6925EC1336E40FB

5E044080020E329A9 . The Air Force Reserve Command (AFRC) will maintain position descriptions for their civilian police officers.

2.6.1. DAF CP Combat Arms (CA) Training personnel should be classified under the 0083 series and include duties for both CA and Police Officer. The intent is to provide an employee who is first a Police Officer and second a CA expert; an employee with enhanced knowledge for training that can respond to Integrated Defense emergency situations. This requirement is intended for SF unit-level operations. Similarly, other DAF CP evolving positions like Military Working Dog Handler should also be classified under the 0083 series.

2.6.2. A prospective employee (applicant) must meet all conditions of appointment described in the CONDITIONS OF APPOINTMENT/OTHER SIGNIFICANT FACTS section, usually box number 33 on the reverse side of PD to include:

2.6.2.1. Must pass an initial pre-employment medical examination and periodic medical examinations

2.6.2.2. Must pass a required initial and annual PAT (See Chap 6)

2.6.2.3. Must meet established hearing standards and discern colors, contrast, and depth

2.6.2.4. Must undergo initial and periodic job compatibility assessments

2.6.2.5. Applicant must be qualified in the use of required weapon(s). To mitigate AF liability for injuries to potential DAF CP/SGs that could occur during the conditional employment phase of the hiring process, applicants will conduct weapons qualification after such a person is accepted as an AF employee, rather than during the conditional employment phase. This policy measure is recommended in the legal review by the

Labor Law Field Support Center/Labor Relations Law Branch. If an employee

(applicant/incumbent) is unable to qualify on the required weapon(s), the employee can be removed as DAF CP/SG as weapons qualification is a requirement to perform the employee’s assigned duties.

2.6.2.6. Must wear a uniform and meet applicable DAF CP/SG dress and appearance standards contained within this AFI. For Federal employees in a bargaining unit, local management must meet applicable labor relations obligations before implementing any changes to the bargaining unit employees’ conditions of employment.

https://www.my.af.mil/gcssaf/USAF/ep/globalTab.do?channelPageId=s6925EC1336E40FB5E044080020E329A9 https://www.my.af.mil/gcssaf/USAF/ep/globalTab.do?channelPageId=s6925EC1336E40FB5E044080020E329A9

16 AFI31-122 22 DECEMBER 2010

2.6.2.7. Subject to annual duty position evaluation (DPE) on a pass/fail standard. See paragraph 5.2 for course of action upon failed DPE.

2.6.2.8. Must possess an automobile drivers’ license currently valid in the State in which they are domiciled or principally employed and must complete OF Form 345, as per AFI

24-301, Vehicle Operation.

2.6.3. PDs written for 0085 series relegate the position to Security Guard duties; while PDs for the 0080(LE) and 0083 series provide the flexibility to utilize these positions in every functional SF duty. Training standards to include flightline-oriented taskings (e.g. perform

SRT member duties, establish a temporary restricted area, tactics) are reflected in DAF

CP/SG CFETP.

2.7. Continued Service Agreement (CSA)

2.7.1. A Consecutive Service Agreement (CSA) is an agreement by the employee to continue in service upon training completion. As a minimum, all training over 80 hours requires a CSA. The period of service obligation begins the first workday after the training ends, and is equal to at least three times the length of the training. Longer periods of required service are set if justified by the costs of training or other factors, such as situations when an employee enters into a period of non-pay status. The Employee Development

Manager/Specialist (EDM/S) evaluates each instance of training to justify an agency's substantial investment of resources. Refer to AFI 36-401, Employee Training and

Development, for completion of CSA and use of Standard Form (SF) 182. As per AFI 36-401

AFGM1, Force Development Flights should use the SF 182 to document all training.

2.7.2. Both the Security Guard and Police Officer courses from the Veterans Affairs Law

Enforcement Training Center (VA-LETC) fit the requirement for a CSA and completion of the SF 182. Additionally, new hires are provided 2 weeks of pre VA-LETC and 3 weeks of post VA-LETC local training that can be considered for a CSA per AFI 36-401. Considering the total of local and formal training, a CSA for VA-LETC training should be for not less than 6 months. As per AFI 36-401, longer periods of required service can be set if justified by other factors. For locations that are experiencing difficulty hiring (are below 50%), or where applicants receive training and are leaving for other agencies, a 1 year period for the

CSA will be used. Subsequently, if more training time is required, that time can be factored into the obligation period. Employees will sign a CSA (see Attachment 6) and complete an

SF 182 before commencement of training. Once an employee has signed a CSA and an SF

182, the Employee Development Manager/Specialist (typically the SF Unit Supervisor or

Training Superintendent) ensures a system is in place to monitor the date the obligation service commitment expires, preventing any separation action from being processed without consideration of this obligation.

2.8. Permanent Positions

2.8.1. As the Department of the Air Force Civilian Police continues to grow and permanent positions are gained to replace temporary and term positions, the permanent positions should be police officer series 0083, so the force structure provides the same capability as the military SF force. Both the United States Marine Corp and the USAF have determined that the additional capability of police officers is required for the defense of our personnel and resources.

AFI31-122 22 DECEMBER 2010 17

2.8.2. It is therefore SF policy that permanent DAF CP personnel working in operational flights will be police, series 0083. Combat arms instructors should also be in the 0083 series, as per AFI36-2226. The 0080 (Law Enforcement) parenthetical designator will be used when classifiers limit the grade levels of 0083 personnel and when duties justify a grade GS-

10 or higher for a specified position.

2.8.3. Over hire personnel (non-permanent positions) that are hired for term positions may be either police (0083) or security guard (0085). However, units are encouraged to hire police officers when possible.

2.8.3.1. A 0085 security guard will primarily perform the duties of installation entry controller.

2.8.3.2. A 0083 police officer offers the flexibility of utilization as installation entry controller, flight line security duties, as well as installation law enforcement and ability to perform the full spectrum of Integrated Defense duties. When a unit uses 0083 police officers, the officers will be rotated regularly among all positions they are certified in.

2.8.4. Units should evaluate their missions to determine if the security work their police officers perform directly affects “national security” and request those positions be excluded from collective bargaining agreement (CBA) as per 5 U.S.C. § 7112(b)(6). This is accomplished by conducting a local legal review involving legal, security forces, and personnel advisors. It is then followed by preparing a package from the installation wing commander to MAJCOM Manpower and Personnel (A1) validating why police officers should be excluded from a CBA. The package should include as a minimum a memo, point paper, referenced authority described above, current position description(s), and any cases with precedent. It is best to request the CBA exemption before hiring the positions. Once exemption is granted, the DAF CPs must be used in the duties directly affecting national security (e.g. Flightline, Commercial Vehicle Search, LE Desk duties).

2.9. Hiring or Working with Contract Security Personnel If hiring or working with contract security personnel in an overseas contingency operation, refer to Combatant Commander

Guidance as outlined in DoDI 3020.50,Private Security Contractors Operating in Contingency

Operations.

2.10. Overtime Requirement

2.10.1. Providing 24-hour SF operations mission coverage will be expected of DAF CP/SG.

As they prepare for normal shift operations, police and security guards will require overtime to accomplish their mission.

2.10.2. There are numerous duties, activities and situations that will require the need for overtime. Although not all inclusive, some of this time involves the pre-shift and post-shift activities. Pre-shift activities will normally consist of the issue, receipt, inspection and function check of the security equipment. Other activities are briefings on vehicle and weapons safety, current threat, various procedures and changes, and security deficiencies/items of interest. These activities may be part of the unit’s guardmount. Post-shift activities include the turning in of all equipment issued for the shift. It may consist of completing and filing/entering reports and paperwork. Routine pre and post-shift activities are prescribed in governing documents to include law enforcement/security directives and technical orders.

18 AFI31-122 22 DECEMBER 2010

2.10.3. Overtime is also required when transporting the DAF CP/SG to and from the marshalling area (where the pre and post-shift activities occur, e.g. Operations Facility, armory). A determination of the appropriate amount of overtime will be based on the distances to and from the fixed posts, amount and type of equipment being used, number and complexity of checks required, frequency and depth of briefings. Additionally, there may be occasions when an oncoming shift does not have sufficient personnel to meet all mandatory posting requirements. Normally the requisite number of personnel from the off-going shift would be held over for the minimum time necessary until additional personnel can be obtained. The appropriate amount of overtime would be provided in such cases.

2.10.4. Overtime can easily become an excessive expense. DFCs and DAF CP/SG managers and supervisors will strictly monitor overtime to ensure that the appropriate amount is authorized given the factors associated with each post. Generally, the most common time for a post requiring in-place change over is 1.417 hrs per shift.

2.11. Light Duty for Officers with Medical Restrictions.

2.11.1. Definition. Light duty status is assignment to work other than an employee’s primary duties and that does not necessarily involve performance of all essential functions.

Light duty may be offered to an officer with a medical condition which temporarily restricts the officer from performance of the essential functions of the officer’s assigned position, as determined by the officer’s supervisor after review of medical evaluations. Failure to pass the

PAT indicates an officer cannot safely and fully perform the essential functions of his or her assigned position. Likewise, the temporary inability to take the PAT due to a medical condition indicates the officer cannot perform the full range of duties of the position. The following restrictions are imposed upon employees limited to light duty: (1) employees will not wear a uniform or carry a firearm, (2) employee participation in field duties, including law enforcement action, is prohibited, (3) employees are not to operate marked patrol vehicles and (4) employees are prohibited from direct contact with suspects or prisoners.

These restrictions are necessary to ensure there is no misunderstanding that an individual on light duty is not to perform the essential job functions of the position.

2.11.2. Legal Framework. The Air Force is not required to remove an essential function of the job as a reasonable accommodation. Nor is the AF required to lower either qualitative or quantitative standards to make an accommodation. The employee must still be qualified for his or her position as a Police Officer or Security Guard in order to be accommodated. Under the Rehabilitation Act/ADA, as interpreted by the Equal Employment Opportunity

Commission, how the employee became disabled (i.e., on the job vs. off duty) is not relevant to his or her right to accommodation. If light duty is offered to employees on worker’s compensation, then it must be available to employees with disabilities that are not work-related. Light duty will be provided to the extent it is available within the Security Forces unit and consistent with mission requirements.