TACPOAS_Cadre_Handbook,_19-3.pdf

TACP Officer Assessment and Selection

CADRE MANUAL

Contact Email: 93AGOW.A3T@us.af.mil

“The strong SHALL stand…the weak WILL fall by the wayside” mailto:93AGOW.A3T@us.af.mil

Table of Contents

CHAPTER 1 – ADMINISTRATION----------------------------------------------------------------------------------3

Introduction

Packing List

Travel Instructions

CHAPTER 2 - MISSION EXECUTION---------------------------------------------------------------------------5

Roles and Responsibilities

Cadre ROE

Assessment Process/Event Details

Attribute Definitions

1- ADMINISTRATION

1. Introduction

TACP Officer Phase Two (TOPT, pronounced Top-Tee) is the second phase of the 13L application process to assess a candidates potential to be successful at the TACP Schoolhouse and as a 13L in the TACP Community. The 5-day course is designed put the candidate’s through physically and mentally stressful situations in order assess their leadership ability and leadership potential in a combat environment. Needless to say, it is a long week for the candidates and cadre alike. As a cadre member, we expect you to set the example as an ambassador to those who wish to gain entry into this community.

This handbook is your guide to explain what is expected of you as a cadre member and to help prepare you for a successful assessment process. If you have any questions regarding this package contact 1st Lt Travis Hunt at DSN 257-

6384, Commercial (229) 257-6348, Cell (907) 312-3624 or e- mail travis.hunt.2@us.af.mil.

1.1. Intent. To assess a candidate’s potential to be successful throughout the TACP pipeline and to be a leader in TACP community.

1.2. Mission Statement. To ensure that the TACP Community is entrusted to men and women who can lead and operate in austere and hostile environments, TOPT evaluates potential using a firm, fair, and consistent assessment that blends critical thinking with the ability to lead a small team; and through this process selects future TACP leaders.

1.3. Packing List (suggested minimum):

- Beret

- Patrol Cap and/or Boonie Cap

- 2x OCPs (Garrison)

- OCP combat top

- 3xPT Gear (Black Shorts/Tan Shirts)

- Running Shoes

- Socks (Boot/PT)

- Watch Cap, coyote or black (As Needed)

- Fleece Top (As Needed)

- 1x Black Sweat Pants (As Needed)

- 1x Tan Silky or Tan Waffle Top (As Needed)

- Warm Undergarments (As needed)

- BARS issued outerwear (As Needed)

- Cold WX Gloves (As Needed)

- Gortex Jacket /Pants (As Needed)

- Camelback and/or Day-pack

- Flash Light/Head Lamp

- Sunglasses/Eye-Pro

- Gloves

- Laptop

- Note-taking Material

- Hygiene Kit and Towel

*When packing, keep in mind that the goal is to present a uniform and professional appearance for all cadre members.

Bring BARS issued items when able. This is the candidate’s first impression of the career field and cadre appearance sets the tone for the level of professionalism they can expect throughout the week.

1.4. Travel Instructions.

1.4.1. DTS Orders 93 AGOW/A3T is responsible for loading Cadre into the fund cite. Once cadre members are loaded into DTS the fund-site information will be sent.

1.4.2. Lodging. Cadre will be staying at TLF on Moody AFB. 93 AGOW/A3T will block off rooms for Cadre/Support mailto:travis.hunt.2@us.af.mil members, do not make reservations through DTS.

1.4.3. Travel. Cadre flying to Moody AFB will fly into Valdosta Regional Airport on Thursday, May 16th. The first hard time is 0830 on 17 MAY 19. You are authorized to depart Valdosta NET 1700, 23 MAY 19. If you are not arriving on 16 MAY, please inform 1st Lt Hunt to ensure your reservation is not cancelled. Several members of each team will be authorized rental vehicles. Please coordinate transportation among each other for the Airport prior to arrival. The support team can assist with return flight transportation if needed. Those filling a support role may be asked to arrive a day early to assist with setup.

2- MISSION

EXECUTION

2.1. TOPT Roles and Responsibilities

2.1.1. Cadre. The cadre will have the most interaction with the candidates. Cadre will have notebooks and grade sheets at the ready at all times to capture any observations. Every cadre will assesses every candidate during every event.

2.1.2. Cadre Lead. Responsible for the execution of the TOPT schedule. The Cadre Lead is responsible for maintaining control of cadre and ensures all cadre are in place IAW the schedule of events. The Cadre Lead should be less involved with the candidates than the regular cadre members. The Cadre Lead serves as the focal point for cadre and candidates alike. The Cadre Lead will brief the Cadre recommendations to the Hiring

Authority.

2.1.3. Psychological Team. The psychologists are responsible for providing Rater training to Cadre, executing the IQ and personality tests, the psychological interviews, the Peer Evaluations, and providing TOPT program manager and Cadre Lead recommendations on candidate behavior.

2.1.4. Medical Team. The medical team’s main responsibility is to ensure all candidates are able to safely train. Additionally, the medical team will provide recommendations on candidate health to the Selection

Program Manager and Cadre Lead.

2.1.5. Selection Program Manager. Selects cadre team for TOPT. Develops the TOPT schedule and ensures required equipment and support is in place. Oversees the execution of TOPT events and is responsible for safety and wellbeing of cadre/candidates. Provides the Cadre Lead with information and guidance ensuring the intent of TOPT is met while keeping events on schedule.

2.2. Cadre Rules of Engagement

- Be professional/set the example

- Cadre will not discuss performance of candidates with one another

- Do not become emotionally involved with a candidate

- Do not release any information about the TOPT schedule to any current or future candidates

- Cadre will not be physically forceful with candidates

- Cadre will not verbally attack/threaten candidates e.g. “I will kill you” or “you are a ”

- Do not push a candidate into quitting.

- All communication will be directive in nature w/ no performance feedback to candidates at any time.

- Cadre will not discuss the grading scale or any notes regarding candidate evaluation with candidates during the assessment

- Cadre will refer to each other and address each other by name and rank when candidates are present.

- SAFETY AT ALL TIMES

2.3. Assessment Process. Candidates will be assessed based on their suitability and potential throughout the week. Suitability during TOPT is determined by a candidate’s ABILITY---can they do the job, MOTIVATION--

-will they do the job, and STABILITY----will they perform well in the TACP work culture. Candidates are assessed utilizing four main data points: IQ/Psychological testing, Psychological interviews, Performance

Events and Peer Evaluations.

2.3.1. IQ/Psychological Tests. Psychologists will administer tests to determine candidate IQ level and to identify personality traits. The tests will provide psychologists with a baseline of candidate potential to be successful in the

TACP Community.

2.3.2. Psychological Interviews. Psychologists will administer one on interviews with the candidates to identify potential suitability to be successful in the TACP community.

2.3.3. Performance Events. The performance events are assessed by the Cadre and comprise the majority of effort at TOPT. Performance events were created based on events and scenarios the candidates will encounter at the

TACP schoolhouse or as a 13L executing the mission. (NOTE: Behavior Anchors describe expected behavior for a grade of 3 – the minimum score to be selected)

2.3.3.1. PAST:

TASK: Cadre will observe candidates during the PAST and record scores.

PURPOSE: The PAST is a GO/NO-GO event. Individuals who do not meet the minimums will be removed from the assessment.

PROCESS:

A. Candidates are gathered in formation (roster number order) by the Cadre Lead. The Cadre Lead will address the Candidates: “Welcome to ALO Aptitude Assessment or TOPT. The first event is a

Physical Ability and Stamina Test, or PAST. You have all completed this test before, however to ensure correct form and procedures we will demonstrate prior to each event. This is a GO/NO GO event and failure of the PAST will result in removal from this assessment. The first event is a 1.5 mile run. The maximum acceptable time is 10 min and 20 seconds.” Cadre Lead will then introduce time keepers and provide any additional guidance for the run event as necessary. Final instructions will then be given: “Time starts when the last person crosses the starting line. Form up and start running on the word ‘Go (may be replaced by other word or signal at Cadre Lead discretion)’.” Candidates will form up on track, run 1.5 miles then told to form up.

B. Candidates are afforded a 10 minute break. During this break they will be again addressed by the

Cadre Lead: “The next event is the Pull-Up. The minimum acceptable number of repetitions for this event is 8. Pay close attention as (INSERT NAME) reads off the correct form of the Pull-up and

(INSERT NAME) demonstrates.” Cadre reads form requirements verbatim and demonstrate proper form. Cadre Lead: “Repetitions performed incorrectly will not be counted, Cadre will simply repeat the current number of counted repetitions.” Candidates will then form up on the bars and wait for the exercise to begin. Candidates not currently engage in the exercise will face away from those who are performing the exercise.

C. Candidates are afforded a 2 min break. During this break they will be again addressed by the Cadre

Lead: “The next event is the Sit-Up. The minimum acceptable number of repetitions for this event is

50. Pay close attention as (INSERT NAME) reads off the correct form of the Sit-up and (INSERT

NAME) demonstrates.” Cadre reads form requirements verbatim and demonstrate proper form. Cadre

Lead: “Repetitions performed incorrectly will not be counted, Cadre will simply repeat the current number of counted repetitions.” Candidates will then form up on the bars and wait for the exercise to begin. Candidates not currently engage in the exercise will face away from those who are performing the exercise.

D. Candidates are afforded a 2 min break. During this break they will be again addressed by the Cadre

Lead: “The next event is the Push-Up. The minimum acceptable number of repetitions for this event is

40. Pay close attention as (INSERT NAME) reads off the correct form of the Push-up and (INSERT

NAME) demonstrates.” Cadre reads form requirements verbatim and demonstrate proper form. Cadre

Lead: “Repetitions performed incorrectly will not be counted, Cadre will simply repeat the current number of counted repetitions.” Candidates will then form up on the bars and wait for the exercise to begin. Candidates not currently engage in the exercise will face away from those who are performing the exercise.

BEHAVIORAL ANCHOR: None-this event is Go/No Go. Additional Grading is not required.

2.3.3.2. Psychological Test. Close hold

2.3.3.3. Psychological Interview. Close hold

2.3.3.4. Bag Drag:

TASK: Cadre will lead candidates in a bag drag. Cadre lead must ensure Cadre are in sync with intent and direction. Organized Chaos and high-stress must be placed on the candidates in order to establish standards and expectations for the week. The Cadre will take possession of any contraband or items not authorized for candidates to have during TOPT per the Candidate reporting instructions.

PURPOSE: Attributes assessed are: Demonstrating Effort (DE), Stress Tolerance (ST), and

Teamwork (T).

PROCESS: Candidates will form up with all their luggage in roster number order. Cadre Lead will then select a Candidate Team Lead (Means of selection are at Cadre Lead discretion). The Cadre

Lead will tell the Candidate Team Lead which item will be checked. Stress is applied when movement is not quick enough, items are in correct, or the team moves on before everyone has their items ready. Stress may be applied individually at first, but should be accelerated to the entire group quickly. Cadre must try to grade all individuals and the Cadre lead should devise a method to maximize grading opportunities for all Cadre members. Cadre must be careful to ensure they do not become overly focused on an individual during this event.

BEHAVIORAL ANCHORS:

A. DE: Remains moderately motivated and continues to attempt to complete tasks with some external input (ex. Stops to engage an exercise but tries to re-engage when told to do so – even if he/she fails due to muscle failure). Occasionally attempts to motivate others during exercises.

B. ST: Maintains adequate composure to find correct items. Can communicate what item is currently being looked for. Occasionally can calm others.

C. T: Follows team lead direction most of the time. Occasionally assists other to find required items. Assists team by communicating what the current item/exercise/task is with little prompting or reminders. Does not stand idle while those in immediate area struggle to find items, complete tasks.

2.3.3.5. Initial Board:

TASK: Each candidate is interviewed by the Cadre in a military board style format. The candidates will be asked the same pre-determined questions by the same Cadre members in the same tone. At the

Cadre Lead’s discretion, follow up questions pertaining to Candidate answers may be asked. Do not ask hypothetical questions.

PURPOSE: Attributes assessed are as follows: Communication (C), Professionalism (P), and

Critical Thinking (CT).

PROCESS: Candidates are gathered in one holding area. The Selection Program Manager will call a candidate and escort the candidate to the Interview board location and provide the candidate the following directions: “You are about to take part in a military board. When directed by me to do so you will approach the door and knock once. On the command of “Enter” you will open the door walk through it and approach the board members. At 3 paces from the table you will render a solute and state “Roster (insert roster number) reports as ordered.” You may drop your salute once your salute is returned. You will then take all directions from the Board.” The board members will have

10 minutes to ask up to 3 predetermined questions (Approved questions will be provided by the

Selection program manager). All candidates must be asked the same questions, by the same board members, in the same inflection. Follow up questions are allowed but must be open ended and cannot be hypothetical in nature. An example of a permitted question might be: “What do you mean by …?” “Can you provide a real world example?” or “Can you explain in more detail?” At

10 minutes the Cadre Lead will cut off the candidate and state: “This Board is now concluded.

Roster (insert roster number) you are dismissed. Wait outside this building for further instructions.”

The Selection Program Manager will then take the Candidate to a new holding area.

BEHAVIORAL ANCHORS:

A. C: Speaks clearly and correctly. Verbal pauses are noticeable, but ideas are still effectively conveyed. Answers questions in a logical flow that can be followed reasonably well. Does not reiterate the same point more than 4 times during one question.

B. P: Correctly addresses board members. Maintains military bearing and composure for majority of the time. If composure is lost, manages to regain composure without prompting. Limited use of profanity or jargon.

C. CT: Provides answers to questions that are formed logically, and can demonstrate how the conclusion is reached (NOTE: Cadre do not have to agree with conclusion or answer – simply acknowledge if a reasonable person could come to the same conclusion).

2.3.3.6 Gear Issue:

TASK: Cadre will issue required gear to candidates in a high-stress environment. Cadre will ensure all candidates have all required gear in order to safely execute TOPT.

PURPOSE: Attributes assessed are as follows: Demonstrating Effort (DE), Situational Awareness (SA) and Teamwork (T).

PROCESS: Support team will pile up issued gear into one large area. Candidates will be in formation.

Cadre lead and the first element will be released to get their gear issue. When they do not return quickly enough the candidates in formation will start “stress simulation.” Once the first group returns to the formation and the second group is released the Team Leader will be told to create a layout standard of his/her own design. This must be done while “stress simulation” continues. At the gear issue location lack of speed and motivation will trigger additional “stress simulation” further causing delays in relief for the teams waiting to retrieve gear. The exercise will end once all candidates have all their gear and it has been laid out in a standardized manner.

BEHAVIORAL ANCHORS:

A. DE: Continues to engage in exercises with only minor prompting. Continues to search for equipment with moderate prompting. Occasionally motivates others.

B. SA: Rarely gets in the way of teammates. Identifies and corrects major lay out discrepancies on own gear lay out. Successfully answers general questions about his surroundings correctly most of the time

(eg: Where is your canteen supposed to be grounded).

C. T: Follows leader’s example of lay out. Assists team members find items when collecting issued equipment. Occasionally assists others with standardization. Does not bring fellow teammates down when frustrated. Does not dismiss team mate that asks for assistance.

2.3.3.7. Writing Assignment:

TASK: Candidates will be given a writing assignment. The candidates will be required to develop their thoughts and articulate them clearly in a stressful environment.

PURPOSE: Attributes assessed are as follows: Demonstrating Effort (DE), Professionalism (P), and

Communication (C).

PROCESS: Selection Program Manager will wake up candidates on or around midnight. Once all candidates have been gathered the Selection Program Manager will hand out an essay assignment which will be due the next morning prior to the first event.

BEHAVIORAL ANCHORS:

A. DE: Candidate wrote multiple paragraphs.

B. P: Writing is done in a professional manner. The answer is one that upholds standards, and can be logically defended as such.

C. C: Ideas are clearly written and articulated. Flow is logical, and message is relatively easy to understand. Used mostly Proper grammar and spelling, with only occasional errors.

2.3.3.8. 4-Mile Ruck.

TASK: Candidates are required to perform a 4-mile Ruck with 45lb Ruck Sack. The ruck march is an individual timed event.

PURPOSE: Attributes assessed are as follows: Demonstrating Effort (DE) and Physical Fitness (PF).

PROCESS: Support team will set up ruck course. Cadre will position at various points along the course and the turnaround point. Cadre Lead will be at the start/finish point with the stop watch for official time with one cadre member to assist. Cadre Lead will brief the route to candidates. When told to by the Cadre

Lead candidates will line up at start line. Cadre Lead will give the order to start the event and Candidates will begin the exercise. The time standard is 60 minutes to complete the ruck, however this is not a

Go/No-GO event. Upon completion of the ruck course cadets will be instructed to remove their rucks, hydrate and wait for their teammates to finish.

BEHAVIORAL ANCHORS:

A. DE: Candidate is putting in effort and tries to “finish strong” with little encouragement.

B. PF: Candidate finishes at the 60 minute time standard.

2.3.3.9. Project X.

TASK: Cadre will observe candidates negotiate the Fort Eustis Leadership Reaction Course. The candidates will complete OEX in-between events, but will receive no feedback or stress while navigating the obstacle, with exception to given penalties per the obstacle instructions.

PURPOSE: Attributes assessed are as follows: Critical Thinking (CT), Leadership (L), and Teamwork

(T).

PROCESS: The time limit for all obstacles is 10 minutes. Candidates will be divided into 5 member teams (this may be adjusted to account for members who have dropped from the assessment) prior to departure from Raptor Village. At Fort Eustis LRC candidates will be instructed to fall into a formation with their teams as elements. The first team will be guided to the first obstacle, while the other elements start to conduct physical training tasks. The Team Leader is identified, the team is read the obstacle instructions and released to begin solving the obstacle. Time starts when the proctor finishes reading the instructions. When 8 minutes has elapsed the next team is called into a ready position. At 10 minutes time is called, the obstacle is reset, the team that is complete returns to the formation, and the next team is read the instructions. All teams will complete each obstacle once before moving on to a new obstacle.

CADRE WILL NOT PROVIDE FEEDBACK, OR MENTORSHIP DURING OR AFTER THE

COMPLETION OF THE OBSTACLE!

BEHAVIORAL ANCHORS:

A. CT: Provided logic based input to the problem/solution (when follower). Decisions made as leader where were mostly logical (even if not the correct solution).

B. L: Managed group tasks, gave directions (even if not always concise or clear), and accepted advice from team without abdicating leadership.

C. T: Followed directions from team leaders. Provides some suggestions/contributions to the solution set.

2.3.3.10. OEX (Intro and Candidate Led).

TASK: Cadre will demonstrate the proper procedures in leading the OEX.

PURPOSE: Attributes assessed are as follows: Demonstrating Effort (DE), Leadership (L)*, Stress

Tolerance (ST), and Physical Fitness (PF).

PROCESS: This will begin as standard formation PT. Candidates will stand in formation, equipment grounded in a standardized manner. Candidates will be in PT gear wearing gloves (for safety). Once in formation the Candidate Team Leader will stand by. The Cadre Lead with the assistance of a Cadre member will instruct the Candidates on the proper call and response for the PT formation: C: “Men” R:

“Gung Ho!” C: “What is the Word?” R: “The strong shall stand and the weak will fall by the way side” C: “How far?” R: “All the way every day.” C: “What are you” R: “Gung Ho” (last call and response repeated a total of 3 times). C: “Count off!” Candidates then count off. Cadre will ask what the first exercise on the PT field is. Once a correct response is given Cadre will demonstrate how to conduct the exercise, then have the Team Lead lead the exercise. This will continue until the entire order of exercise has been completed. Additional stress will be leveraged when response are incorrect, equipment is not standardized, candidates are out sync on exercise, or other discrepancies are found. Additionally all candidates will be instructed to “sound off” during the count. During Cadre led OEX additional stress should be added incrementally and in a way to allow the entire OEX to be demonstrated before the next event begins. Additionally Cadre members may ask simple questions to assess candidates stress tolerance levels. This event is complete once the OEX has been completed and the next event is ready to begin.

BEHAVIORAL ANCHORS:

A. DE: Has will to complete all exercises and makes effort to engage in exercises (usually without direction to do so) (Example: during flutter kicks member attempt to finish, if feet hit the ground quickly attempts to recover each time). Remains engaged and motivated with some external input.

B. L (Team Leaders): Effectively provides guidance and encouragement during exercises.

C. ST: Maintains composure during exercises. Regains composure after getting flustered/frustrated during setbacks. Can respond to verbal inputs/questions while stress is being applied. Is aware of surroundings and activities in immediate area.

D. PF: Completes most exercises (PF is less important than other attributes for this event).

2.3.3.11. Academics.

TASK: Candidates will be taught the basics of Land-Navigation, Troop Leading Procedures, and

Small Unit Tactics and will learn the proper procedures to perform OEX.

PURPOSE: To provide candidates a baseline for skills they will need throughout the week.

Additionally, Cadre will assess candidate ability to learn basic skills and application.

2.3.3.12. Grenade Brief.

TASK: Candidates will be required to brief Cadre on an unknown topic with no preparation.

PURPOSE: Attributes assessed are as follows: Critical Thinking (CT), Communication (C), and

Professionalism (P).

PROCESS: Candidates are placed in a holding area with instructions to wait until called. Cadre will sit behind tables in a room. Once prepared the Selection Program Manager will escort the first candidate to the door. Entrance and reporting procedures will be the same as for the initial board.

Cadre Lead will address the Candidate: “Roster X, you will be given a subject to brief. Once provided the briefing subject you will have no more than 1 minute to gather your thoughts, 5 minutes to provide us an impromptu brief on the subject, and 2 minutes to respond to any follow up questions. Your briefing subject is: (read subject verbatim).” Cadre Lead will provide time hacks.

All Candidates must be given the same topic and asked the same or similar follow up questions, by the same individual in the same inflection. Cadre should not react to candidate statements, provide additional encouragement, or direct actions by the candidates during the briefing period. Once the briefing time is complete. Candidates will be instructed to leave and wait outside the door for further instructions. The Selection Program Manager will bring the Candidates to a different holding area and bring the next candidate to the briefing room.

BEHAVIORAL ANCHORS:

A. CT: Demonstrates consideration of problem, by coming to a logical conclusion and showing some consideration of possible alternate opinions/theories. Mostly avoids circular logic.

B. C: Speaks clearly with occasional verbal/nonverbal pauses. Ties most ideas together in a logical manner. Does not repeat same or similar concept, other than as an introduction or to summarize. Looks at intended audience most of the time. Intended concept and/or idea is somewhat easy to understand.

C. P: Uses audience appropriate language and gestures the majority of the time. Maintains appropriate military baring, with only occasional and short lapses.

2.3.3.13. Small Team Movements.

TASK: Cadre will observe candidates ability to execute BASIC land navigation functions, maneuver from one location to another in the prescribed time and execute Leadership Reaction events. Cadre must ensure candidates are under stress prior to and during LRE execution.

PURPOSE: Attributes assessed are as follows:

Movement Planning: Situational Awareness (SA), Leadership (L) and Communication (C)

Movement: Situational Awareness (SA), Leadership (L), and Stress Tolerance (ST), LRC: Critical Thinking (CT), Leadership (L), and Teamwork (T)

PROCESS: For this iteration candidates will be broken into no more than 6 teams. The student will navigate to a point during which they may be required to react to contact. At each point they will complete a Leadership Reaction Challenge (LRC), then rotate Team Lead. Leadership for each iteration is only evaluated for the Team Lead, on other portions the entire team is graded.

Psychologists will be stationed at and administer the LRC, at least one Cadre member will shadow and grade the team and is only responsible for grading the team he/she is shadowing.

Phase I – Movement Plan: Student Team Leader will be given a point. The team must plot the point and come up with a movement plan from current location to the given point. The team leader will then confirm the correct point with the cadre, and brief the movement plan. The cadre may assist in correcting the point, but will only provide corrections to the movement plan due to safety concerns. Once the correct point has been found and movement plan is acceptable the next phase may begin.

P-I Behavioral Anchors:

A. SA: Considers some physical surroundings and team capabilities during planning. Usually uses information to assist in planning process. Able to respond to most questions from Cadre during movement brief. Usually able to correlate terrain features in immediate area to those on the map

(do not get too technical – this is SA not Technical Competency)

B. L: Assumes command, and effectively gives directions. Allows others to contribute without abdicating leadership responsibility. Occasionally, ensures all of team is given a chance to contribute to planning process.

C. C: Effectively communicates with team during planning. Able to brief movement plan effectively.

Phase II – Movement: Candidates will move as a small unit along the road to their next point.

During this movement they may encounter a small resistance force, and should react appropriately, simulating return of fire. Cadre may indicate to individual candidates that they are injured or dead for short duration to gauge team reaction and provide additional challenge or stress. During the movement they are also allowed to direct a candidate to stop/fall-out or step outside of the line of sight to gauge Situational Awareness. All of these extra measures should be short in duration (do not have team build a litter to carry a fallen comrade or force them to carry injured members more than

50 meters). Phase II ends when the team arrives at the next LRC.

P-II Behavioral Anchors:

A. SA: Effectively observes surroundings. Notices change to surroundings in a reasonable time

(notices missing or (simulated) injured team members. Effective identifies general area from which engagement is initiated. Able to answer basic questions about events that had recently transpired or are currently taking place.

B. L: Maintains sufficient control of team during movement and reaction to contact. Occasionally ensures team health and welfare.

C. ST: Remains composed during react to contact drill. Maintains sufficient coherence to communicate with team during react to contact, missing or (simulated) injured teammate scenarios. Occasionally attempts to calm the team if needed.

Phase III – LRC: Candidates will ground their rucks in an organized manner and gather around the

LRC proctor (Psychologist). The Psychologist will read the scenario and the team will attempt to navigate the challenge. No stress will be leverage on the candidates during the LRC, except for penalties which may be given in the front leaning rest, dead bug, or other easy PT for penalty time duration. The exercise will end once the LRC has been successfully completed or time is called by the proctor.

P-III Behavioral Anchors:

A. CT: Successfully analyzes the challenge, and comes to a logical solution. Makes occasional appropriate adjustments if initial solution did not succeed. Able to make logical conclusions

(Cadre may ask how the member reach their conclusion to evaluate logical train of thought, only after the LRC is complete EX: “How did you decide on your course of action?” – do not ask

“Why did you do it that way?” in a judgmental or dismissive tone).

B. L: Able to identify some team member strengths and weaknesses and usually assigns tasks appropriately. Usually able to maintain team focus on the goal. Makes reasonably timely decisions to guide the group effort.

C. T: Contributes to team effort. Is cooperative and supported the leader. Aids team in task completion.

2.3.3.14. TLP COA Brief.

TASK: Cadre will assess candidate’s ability to articulate their COA.

PURPOSE: Attributes assessed are as follows: Critical Thinking (CT), Professionalism (P) and

Communication (C), (EXECUTION OF TACTICS IS NOT GRADED).

PROCESS: If possible Role players will be used for this iteration! Candidates will be placed in a holding area. The Selection Program Manager will get the first candidate. The candidate will be briefed the following: “Last night you were given an assignment to prepare multiple courses of action for your commander to attack an enemy village and capture come sensitive items. Due to recent events the Commander wants to move your operation up and will not have time to decide on a

COA. He is trusting you to execute your preferred COA and depart for the objective in 10 minutes.

You have 5 minutes to brief your COA to your team who are currently resting in this room. For this iteration your team is anyone who is not wearing a uniform top. Anyone wearing a uniform top is not in the scenario and should be ignored.” The Selection Program Manager will then usher the candidate into the room and point out the candidates “team.” The Cadre Lead will start a 5 minute count down once the Candidate approaches his “team.” In the room there will be a white board, dry erase markers, a pen and a stack of paper. The team may be dispersed throughout the room and will be doing various activities (such as talking on the phone, sleeping in the corner, playing cards). The candidate is expected to gain control of his team and brief them the plan. The team may be somewhat disruptive, but should calm down once asked, and listen when told to, allowing the candidate to brief his plan. The candidate will be allowed to use any material present in the room to illustrate the COA. The event ends when the 5 minute time limit is reached and the Cadre Lead calls time and dismisses the Candidate. The Candidate will be escorted to a new holding area, and the next candidate will be brought to the evaluation area.

Behavioral Anchors:

A. CT: Candidate successfully analyzes the problem, and makes a logical plan based on available information. (Note the plan does not have to be tactically sound, only logical).

B. P: Candidate maintains professional composure most of the time. Candidate is able to quell disruptive activity, and usually identifies and stops inappropriate behavior to ensure his brief is heard.

C. C: Effectively delivers his message, occasionally uses some of the assets available to him to illustrate the message with some prompting from team.

2.3.3.15. Gear Layout:

TASK: Have candidates break into teams. Appoint a team leader who must standardize team gear under stressful circumstances (no talking, unattainable time limits, etc…)

PURPOSE: Attributes assessed are as follows: Demonstrating Effort (DE), Situational Awareness

(SA) Leadership (L)*, and Teamwork (T).

PROCESS: Candidates will stand in formation and ground all equipment in a standardized manner. A

Team Leader (already designated, or newly designate) is then charged with organizing a standardized gear lay out. Cadre will add stress with exercises for incorrectly placed items. They may also ask candidates questions about recent activities, information about themselves or their teammates. Incorrect answers may result in additional physical training. The Team Leader should be rotated to allow others to be observed in a leadership position. Physical training can also be performed in multiple locations to add situational stress and confusion. Completing the gear lay out is not actually necessary.

Behavioral Anchor:

A. DE: Continues to engage in exercises with only minor prompting. Usually moves with a sense of purpose and reacts quickly to directions. Continues to place equipment with moderate prompting.

Occasionally motivates others.

B. SA: Rarely gets in the way of teammates. Identifies and corrects major lay out discrepancies on own gear lay out. Successfully answers general questions about his surroundings correctly most of the time (eg: Where is your canteen supposed to be grounded).

C. L (Selected Team Leaders only): Effectively controls team, occasionally assigns tasks/responsibilities to others. Communicates intentions with some success.

D. T: Usually assists those in immediate vicinity.

2.3.3.16. Team Building Event.

TASK: Candidates will be required to maneuver to recover wounded friendlies, make decisions while getting ambushed via small arms fire and move sensitive equipment and wounded members back to Raptor Village. Candidates will be required to execute LREs at various check points.

PURPOSE: Attributes assessed are as follows:

React to Attack: Leadership (L), Stress Tolerance (ST), and Teamwork (T) Move to link-up site: Demonstrating Effort (DE), Teamwork (T) and Physical Fitness

(PF).

Recover Wounded: Situational Awareness (SA), Critical Thinking (CT), Leadership*

(L), and Stress Tolerance (ST).

Movement to RV: Demonstrating Effort (DE), Stress Tolerance (ST), and Teamwork (T), PROCESS:

PH-I React to contact: OPFOR will attack Raptor village before candidates are awake. Attack will take place from multiple sides. Candidates will be woken and instructed to defend the camp.

Behavioral Anchors:

A. L: Steps up (even if briefly) to leadership role during initial confusion. Attempts to organize team to react to and repel the attack. If formally given command, provides directions and assigns tasks (ideas/directions/tasks do not have to be tactically successful – do not judge on “I wouldn’t have done that” vs “individual assigned tasks and is filling a leadership role”)

B. ST: Usually reacts to the attack in an appropriate manner. Remains composed during react to contact drill. Maintains sufficient coherence to communicate with team during react to contact scenario. Occasionally attempts to calm the team if needed.

C. T: Assists others, takes responsibility for assigned tasks, and attempts to communicate with team. Usually cognizant of team’s actions, and mostly reacts appropriately.

PH-II Move to linkup site: Candidates will form up and march to the link up site at which point they will need to recover wooded Aviators. This movement will be done as a forces march, with speed being a key aspect.

Behavioral Anchors:

A. DE: Moves with a sense of urgency.

B. T: Usually assessed team’s needs during movement. Occasionally encouraged those falling behind. Cross loaded additional equipment (i.e. water) as necessary.

C. PF: Does not become a hindrance to team, due to lack of physical fitness. Does not “fall out.”

Recover Wounded: At MOUT site the team will have to assault through OPFOR (using blanks, GBS and SG) to secure dummies (simulated dead/wounded). Cadre may identify wounded or dead personnel on the team as part of the exercise, but should recover them once the intended observations have been made (such as how long did it take for the team to react to a killed or injured team member). Portion ends once OPFOR completes attacks at which point the team will retrograde out of MOUT site.

Behavioral Anchors:

A. SA: Effectively observes surroundings. Notices changes to surroundings in a reasonable time

(noticed (simulated) injured/dead team members). Effectively identifies general area toward which to return fire. Is able to answer basic questions about events that had recently transpired or where currently taking place.

B. CT: Usually able to make logical conclusions. Adjusts or suggests adjustments as needed, to developing situational changes.

C. L (only for designated Leaders): Usually able to make decisions (does not have to be tactically sound). Communicates with team and is mostly successful. Occasionally assigns tasks. Attempts to maintain accountability of team members.

D. ST: Usually reacts to the attack in an appropriate manner. Remains composed during react to contact drill. Maintains sufficient coherence to communicate with team during react to contact scenario. Occasionally attempts to calm the team if needed.

Movement to RV: At MOUT site entrance the candidates will be allowed to put their rucks and body armor into a truck. They will retain hydration sources and their weapons. The will also have to continue to carry the wounded. As the truck departs it will reveal telephone poles which are simulating “sensitive items” that must be returned to Raptor Village. The team will start to carry logs, bodies, and water. Near the Baseball fields they will start conducting “Log PT.” These will consist of excises done as team with a Log, such as sit ups, overhead lifts and squats. Additionally they can been given team pushups, bear crawls and firemen carries, without the logs. Movement will then continue to Raptor Village.

Behavioral Anchors:

A. DE: Has will to complete all exercises and makes effort to engage in exercises (usually without direction to do so) (Example: during flutter kicks member attempts to finish, if feet hit the ground quickly attempts to recover each time). Remains engaged and motivated with some external input.

B. ST: Maintains composure during exercises. Regains composure after getting flustered/frustrated during setbacks. Can respond to verbal inputs/questions while stress is being applied. Is aware of surroundings and activities in immediate area.

C. T: Contributes to team effort. Aids team in task completion. Usually assesses team’s needs during movement. Occasionally encourages team members that fail. Cross loads additional equipment (i.e. water, logs, weapons, litters) as necessary.

2.3.3.17. Combat Leader Objective (MOUT).

TASK: Candidates will be required to recover missing sensitive items from hostile village.

PURPOSE: Attributes assessed are as follows:

Planning: Situational Awareness (SA) and Critical Thinking (CT).

Brief: Situational Awareness (SA), Professionalism (P), and Communication (C).

Execution: Situational Awareness (SA), Stress Tolerance (ST), and

Communication (C).

PROCESS: The candidates are brought to the MOUT site. At this location they will be provided sim-munition weapons and protective gear. Candidates will then be divided into 4-5 teams. The first team will be given the scenario by the Selection Program

Manager. The team will be given some planning time. Once planning time has elapsed they will brief their plan to the cadre. The cadre lead will then allow the team to execute the mission. The cadre will closely observe the team’s use of non-verbal communications, and reaction to incoming fire as part of the grading process. The tactical plan and tactical execution of the mission is not to be graded, only how the candidates react to the stress of incoming fire and manage to challenge of communicating when impeded by PPE and incoming fire. The event is complete when time is called or the mission is completed (whichever comes first). Teams will immediately rotate, and start their planning while the scenario resets.

Behavior Anchors:

Planning:

A. SA: Recognizes some environmental factors in scenario and usually planned around them.

B. CT: Analyzes problem and comes to a logical conclusion, based on available data (do not grade tactical plan itself).

Brief:

A. SA: Demonstrates recognition of the environmental factors.

B. P: Maintains discipline and baring during brief, despite informal situation.

C. C: Effectively expresses the plan with few verbal non/verbal pauses.

Execution:

A. SA: Recognizes most situational changes and usually reacts appropriately. Notices changes to surroundings in a reasonable time (noticed (simulated) injured/dead team members). Effective identifies general area toward which to return fire.

B. ST: Usually reacts to the attack in an appropriate manner. Remained composed during react to contact drill. Maintains sufficient coherence to communicate with team during react to contact scenario. Occasionally attempts to calm the team if needed.

C. C: Uses multiple forms of communication, and adjusts to communication limitations.

Uses nonverbal communication such as hand and arm signals (do not have to be correct), to effectively convey information.

2.3.3.1.8 Base Defense Exercise

TASK: Respond to various threats based on pre-briefed rules and procedures.

PURPOSE: Attributes assessed are DE, SA, T.

PROCESS: Candidates establish a minimum of four DFP’s by lining up and stacking their rucks to guard a 100m x 100m objective. ECP’s are established based on the quantity of candidates. Rules are briefed verbally from a cadre cue-card. Candidates must continually adjust their security posture to respond to threats and cadre actions.

Two crew serve weapons requiring four candidates to move will be relocated to respond to threats based on pre-briefed rules (e.g. “If a vehicle approaches, both crew serves must respond”).

Behavioral Anchors:

A. DE: Responds to threats as they are identified. Exerts moderate effort to relocate in response to threats. Assists relocating crew-serve weapons when asked.

B. SA: Covers assigned sector and identifies approaching threats. Able to identify shortfalls in requirements and attempts to find a solution. Aware of major threats

(vehicles, 5 or more personnel approaching) in other sectors.

C. T: Communicates with teammates and volunteers to participate in actions requiring more than one candidate to respond.

2.3.4. Peer Evaluations. Peer evaluations will be by conducted by the candidates. Peer evaluations provide valuable information on candidate behavior that is not observed by the

Cadre.

2.4. 13L Desired Attributes. Specific attributes have been identified as attributes desired for

Candidates in order to be successful during the TACP schoolhouse and as a 13L.

2.4.1. Physical Fitness (PF).

- Maintains the capability to perform and excel in physically demanding job tasks

- Demonstrates a high level of physical readiness at all times.

2.4.2. Stress Tolerance (ST).

- Remains composed under pressure (e.g., demanding workload; dangerous or emergency situations).

- Doesn’t overreact to unexpected news, situations, or obstacles. Ability to flex.

- Manages frustration well (e.g., seeking constructive solutions rather than blame).

- Acts as a calming influence on others.

- Able to overcome fears (e.g., closed spaces, darkness, and heights).

2.4.3. Demonstrating Effort (DE)

- Continues to keep trying even under adverse conditions and/or failure. Won’t quit.

2.4.4. Critical Thinking (CT)

- Identifies and analyzes problems; seeks out appropriate information, weighs relevance and accuracy of information; recognizes assumptions.

- Generates and evaluates the strength and weaknesses of various solutions as well as their potential implications to team members, equipment, and the mission.

- Rapidly adapts to new information; when necessary, comes-up with creative solutions, e.g., under resource constraints.

2.4.5. Teamwork (T)

- Facilitates cooperation and positively contributes to morale and mission effectiveness.

- Motivates team members to accomplish group goals by fostering commitment, pride, trust, and group identity; can accept criticism and feedback (e.g., “thick skin”).

- Works well with different personalities and styles; considers others’ opinions and alters own opinion when appropriate.

- Follows the direction of others to contribute to team goals and avoids actions that undermine leadership's authority.

2.4.6. Leadership (L)

- Inspires and persuades others by providing purpose, direction, and motivation to accomplish the objective and improve mission capabilities. Displays effective team command and control and projects a commanding presence.

- Makes well-informed, effective, and timely decisions; commits to action.

- Takes initiative to lead in difficult situations without being asked.

- Manages confrontation as needed.

- Encourages others to contribute ideas and suggestions.

- Considers others’ concerns, needs, and abilities when taking action or making decisions.

2.4.7. Communication (C)

- Conveys an executable message that is understood by the intended audience.

• Written Communication: Writes in a clear, concise, organized, grammatically correct, and convincing manner for the intended audience; applies to all types of written material to include emails, letters, memos, planning guides, official reports and documentation, performance reviews, after action reports.

• Oral Communication: Speaks in a clear, precise, brief, and persuasive manner for the intended audience; applies to informal and formal interactions and briefs.

2.4.8. Professionalism (P)

- Sets and maintains high standards for self and others to achieve high-quality results while recognizing personal limitations.

- Fully commits to and fulfills professional duties.

- Properly represents the AF at all times (appearance, actions, and words).

- Demonstrates humility

2.4.9. Situational Awareness (SA)

- Recognizes the factors in the environment and understands how to apply this information to guide actions.

- Knowns one’s location in relation to the environment.

2.5. Recommendation Process.

2.5.1. Grade Sheets. At the conclusion of every event, the Cadre will fill out event grade sheets for their assigned candidates. Once complete, grade sheets will be turned in to admin team. The admin team will input data into database. EACH CADRE MUST FILL OUT SEPARATE GRADE SHEETS. DO NOT DISCUSS

GRADING WITH OTHER CADRE.

2.5.2. Cadre Recommendations. At the conclusion of training, the Cadre will meet to nominate

Candidates into three categories: Recommend, Do Not Recommend and Do Not Recommend-Do Not

Reapply based on performance attribute data.

2.5.3. Psychological Recommendations. At the conclusion of training, the psychological team will meet to nominate Candidates into three categories: three categories: Recommend, Do Not Recommend and Do Not

Recommend-Do Not Reapply based on their data.

2.5.4. Final Approving Authority. At the conclusion of the Cadre and Psychological recommendations, the

Hiring Authority who will approve or modify the Recommendation List. The Final Approving Authority along with the Cadre Lead and Selection Program Manager will notify Candidates of their selection or non-selection.

2 2.2 2.6 2.8 2.8 3 3 3.2 3.4 Demonstrating

Effort (DE)

Situational

Awareness (SA)

Critical

Thinking (CT)

Leadership

(L)

Stress

Tolerance (ST)

Professionalism

(P)

Teamwork

(T)

Communication

(C)

Physical

Fitness (PF)

PAST 1

Bag Drag 1 1 1

Candiate Board 1 1 1

Intro to OEX 1 1* 1 1

Gear Issue 1 1 1

Cmbt Ldrship Obj

Planning 1 1

Brief 1 1 1

Execution 1 1 1

4-Mile Ruck 1 1

TLP COA Brief 1 1 1

Candiate led OEX 1 1* 1 1

Gear Layout 1 1 1* 1

Proj X 1 1 1

SUT

Movement Plan 1 1 1

Movement 1 1 1

LRC 1 1 1

Team Building

React to Attack 1 1 1

Movement 1 1 1

Recover Wounded 1 1 1* 1

Move to RV 1 1 1

Writing Assgnmt 1 1 1

Grenade Brief 1 1 1

Totals 9 8 7 5 8 5 8 7 5

Event

Attributes (by trainablity)