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TAKING CARE OF YOUR PEOPLE: - page 13 / 28

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Selective Reenlistment Program (AFI 36-2606)

1.

Purpose:  Provides supervisors and commanders the process for evaluating airmen for continued service.  Stress to the ratee that reenlistment is a privilege, not a right.

2.

When considered:  

a.

First-term airmen are considered when they complete 33 months of their current enlistment (if a four-year enlistee) or 57 months (if a six-year enlistee).

b.

Second-term and career airmen with less than 19 years TAFMS are considered when they are within 13 months of their original Expiration of Term of Service (ETS).

3.

Roles:

a.

Supervisor:  Evaluate the ratee honestly and make recommendations to the commander to retain or not retain the ratee.  Because of your daily interaction with the ratee, you’re in the best position to make the recommendation

b.

Commander:  Approves or denies reenlistment.

4.

Procedure:

a.

MPF sends each unit an SRP consideration roster with RIP for each person being considered.

b.

CSS forwards the RIP to the supervisor.  Supervisor makes recommendation.

c.

Commander selects (or denies) the airman reenlistment consideration.

5.

If you decide NOT to recommend the ratee for reenlistment:

a.

Complete AF Form 418.  You must justify your recommendation by including specific facts.

b.

The commander makes the final determination.  If the commander does not recommend the ratee for reenlistment, the ratee has an opportunity to appeal the decision.

NOTE:  Commanders may reverse their SRP selection or nonselection decision any time before the ratee’s DOS.  Therefore, you must continue to evaluate the ratee for continued service and submit an AF Form 418 if the ratee’s duty, performance, conduct, etc., improves or deteriorates to the point where reconsideration is appropriate.

6.

Things to remember:  An Air Force career isn’t for everyone.  As a front-line supervisor, you’re in the best position to make recommendations to your commander on whether to retain an individual for continued service.  Making the call is sometimes difficult.  That’s why it’s so important for you to provide continuous feedback to your ratees.  Let them know how they’re doing.  Help them to improve.  Document their strengths and weaknesses.  And, most importantly, be honest with them!

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