Usaf Als - Supervisory Of Airman

Front 1

What 4 attributes should your standards have in an initial feedback?

Back 1

 achievable/attainable
 specific (clearly defined)
 observable (behavior can be seen)
 measurable (using quality, quantity, and timeliness)

Front 2

What are the steps in the Progressive Discipline Process?

Back 2

1. Counseling

2. Admonishments

3. Reprimands

Front 3

Who can establish an UIF?

Back 3

Only the commander can establish an UIF

Front 4

What is the absolute last option that can be taken before non-judicial punishment?

Back 4

The Commander can place the individual on a Control Roster

Front 5

What works in conjunction with the Uniform Code of Military Justice (UCMJ) to allow an individual to accept punishment in lieu of trial by courts martial?

Back 5

NPJ - Non-judicial punishment

Front 6

What are the three purposes of the EES?

Back 6

1. Provide meaningful feedback

2. Provide long-term, reliable, cumulative record of performance

3. Provide senior NCO evaluation boards, WAPS, and other personnel managers sound information to assist in identifying the best- qualified enlisted personnel

Front 7

What are the Impacts to the EES?

Back 7

1. Promotions

2. Productivity

3. Force Management

Front 8

What are the methods of monitoring?

Back 8

1. Direct Observation

2. Indirect Observation

3. Checking Completed Products or Services

Front 9

This type of monitoring involves relying on someone else to provide you with information about how your subordinate is performing.

Back 9

Indirect Observation

Front 10

__________ involves observing your subordinate‟s performance with your own eyes.

Back 10

Direct observation

Front 11

What are the three categories of common pitfall?

Back 11

1. Ratability

2. Relevancy

3. Variability

Front 12

Pitfalls in this area occur when an evaluator attempts to evaluate factors that are essentially unratable, like interest in the job, loyalty, and attitude.

Back 12

Ratability

Front 13

This pitfall creeps into evaluations when you omit essential elements of the job from consideration, when you give undue weight to an isolated incident, or when you include factors that don‟t contribute to performance.

Back 13

Relevancy

Front 14

This pitfall is evident when evaluations of individuals don‟t show appropriate differences in performance.

Back 14

Variability

Front 15

When some evaluators tend to give high ratings and are reluctant to give low ratings

Back 15

Evaluator Leniency

Front 16

This error occurs when an evaluator‟s standards are unreasonably high

Back 16

Evaluator Strictness

Front 17

This pitfall occurs when evaluators rate everyone as average

Back 17

Central Tendency

Front 18

Evaluators commit this error when one factor, or possibly a characteristic of the subordinate, influences the evaluation of other factors

Back 18

Halo Effect

Front 19

This occurs when evaluators allow their personal likes and dislikes of an individual to influence the evaluation.

Back 19

Personal Bias

Front 20

This occurs when evaluations are disproportionately affected by the recent performance of a subordinate

Back 20

Recency

Front 21

This pitfall involves being unduly influenced by the first impression made by the subordinate—first impressions don‟t always reflect typical performance

Back 21

Primacy

Front 22

When evaluators allow past performance to influence current periods, they fall victim to this pitfall.

Back 22

Reputation

Front 23

_______is the type of feedback done before a subordinate violates a standard or falls below your supervisory line of acceptability.

Back 23

Preventative feedback

Front 24

________is the type of feedback done after a subordinate violates a standard or falls below your supervisory line of acceptability.

Back 24

Rehabilitative feedback

Front 25

What are the three ways you can improve the job for your subordinate?

Back 25

Job Rotation

Job Enlargement

Job Enrichment

Front 26

A _______ is a group organized to work together.

Back 26

team

Front 27

A _______ is an assemblage of persons or objects located or gathered together.

Back 27

group

Front 28

__________ define the "where and what" work centers, units, wings, etc. accomplish on a daily basis.

Back 28

Mission statements

Front 29

What are the roles of the team leader?

Back 29

Manage the team: calling and facilitating meetings, assigning administrative details, and organizing all team activities.

Front 30

What are the responsibilities of the team leader?

Back 30

Communication skills

Human relation skills

Participation skills

Front 31

The primary role of the ____________ is participant, that is, one who actively participates. This role is fulfilled through:

Back 31

Team member

Front 32

Just like the team leader, team member ___________ are communication skills, human relation skills, and participation skills.

Back 32

Responsibilities

Front 33

______________ is an ongoing process involving interaction of individuals within

a team to achieve the desired objective.‖

Back 33

Team dynamics

Front 34

“Work done by several associates with each doing a part, but all subordinating personal prominence to the efficiency of the whole" is the definition of what?

Back 34

Team work

Front 35

What are the 5 stages of team development?

Back 35

1. Forming

2. Storming

3. Norming

4. Performing

5. Adjourning or Transforming

Front 36

During this stage, everyone is on his or her best behavior and group members become acquainted with each other.

Back 36

Forming

Front 37

This stage is where team members want to know the goals and objectives - probably the most difficult stage

Back 37

Storming

Front 38

During this stage, members reconcile competing loyalties and responsibilities; there is an attitude change.

Back 38

Norming

Front 39

By this stage, the team has settled its individual relationships and expectations.

Back 39

Performing

Front 40

This stage takes place as the team begins to break up and individual members move on to other activities.

Back 40

Adjourning or Transforming

Front 41

What are the primary dimensions of diversity?

Back 41

Characteristics that cannot change

 Gender

 Age

 Race

 Sexual affiliation/orientation

 Mental and Physical abilities/qualities

 Ethnicity/Culture

Front 42

What are the secondary dimensions of diversity?

Back 42

Characteristics that can change i.e.

 Work ethic

 Income

 Marital status

 Experience

 Religious and Philosophical beliefs

Front 43

__________ refers to legal and regulatory mandates prohibiting discrimination based on race, color, sex, national origin, religion, age, disability, and reprisal.

Back 43

EO

Front 44

A “diversity-supportive” organization embraces all aspects of diversity and exhibits the following five characteristics:

Back 44

Act Proactively

Leadership-Driven

Encourage Ownership of Initiatives

Think Inclusively

Mainstream Diversity

Front 45

These organizations know the value of diversity and the importance of tapping into it.

Back 45

Act Proactively

Front 46

Top-down management endorses and actively champions the organization’s diversity initiatives.

Back 46

Leadership-Driven

Front 47

When ownership is strong within an organization, everyone is committed to carrying out their role in valuing diversity, allowing it to flourish.

Back 47

Encourage Ownership of Initiatives

Front 48

Everyone is considered a valuable member of the organization.

Back 48

Think Inclusively

Front 49

These organizations make diversity a part of every effort, process, and procedure.

Back 49

Mainstream Diversity

Front 50

What are the 8 Socio-Behavioral Tendencies (SBTs)?

Back 50

- Assumptions

- Stereotypes

- Social Biases

- Perceptions

- Perspectives

- Collusion

- Prejudices

- Discrimination

Front 51

___________ is when we take the liberty of declaring something about a situation, item, or someone else that is not supported by fact.

Back 51

Assumptions

Front 52

___________ is is a “fixed or distorted generalization about ALL members of a particular group that share a particular diversity characteristic."

Back 52

Stereotype

Front 53

___________ is is where one unfairly favors or prefers one person, culture, group, or race to another.

Back 53

Socially Biases

Front 54

This is how we mentally view or “see” a situation or the world around us from a particular angle.

Back 54

Perspectives

Front 55

____________ occurs when people cooperate with others, knowingly or unknowingly, to reinforce the behaviors that prevent others from fully entering into the workplace culture.

Back 55

Collusion

Front 56

___________ is “the creation of an adverse or unreasonable opinion about a person or group without [gathering] all the facts and is usually based on deeply held beliefs.”

Back 56

Prejudices

Front 57

_________ is the visible act, or consideration to act, in favor of or against a person or thing based on the group, class, or category to which that person or thing belongs to rather than on individual merit or value.

Back 57

Discrimination

Front 58

Leading the FAIR way...what does the FAIR acronym stand for?

Back 58

- Feedback (giving)

- Assistance (offering)

- Inclusion (assuring)

- Respect (giving)

Front 59

What is giving and receiving information about expectations?

Back 59

Feedback

Front 60

What is making sure workers have what they need to work to their fullest potential?

Back 60

Assistance

Front 61

What is making sure everyone has the opportunity to fully participate in the workplace?

Back 61

Inclusion

Front 62

What is recognizing each person’s unique value, contributions, and potential to the organization?

Back 62

Respect

Front 63

"To offer or suggest information or ideas as a reaction from an inquiry" is the definition of what?

Back 63

Feedback

Front 64

"An opinion or recommendation offered as a guide to action or conduct" is the definition of what?

Back 64

Advice

Front 65

In follwership traits, what does the acronym CILI stand for?

Back 65

Competence

Integrity

Loyalty

Initiative

Front 66

What three attributes are in loyalty?

Back 66

Faithfulness, Obedience, Respectfulness

Front 67

What does the acronym SLICED stand for when talking about leadership traits?

Back 67

Selflessness

Loyalty

Integrity

Commitment

Energy

Decisiveness

Front 68

What does the acronym DAC stand for when talking about leadership skills?

Back 68

Diagnose

Adapt

Communication

Front 69

___________ is the step a leader takes to determine what is going on in an organization.

Back 69

Diagnosing

Front 70

What are four categories can you use to diagnose the status of your people?

Back 70

Morale

Esprit De Corp

Discipline

Proficiency

Front 71

_________ involves adjusting your behaviors and other resources based on what you have diagnosed in a way that helps close the gap between the current situation and what you want to achieve.

Back 71

Adapting

Front 72

________ is derived from your position within the organization and is given or delegated to you by your superiors.

Back 72

Postion power

Front 73

What are the four powers that affect the amount of positional influence a leader has?

Back 73

coercive, reward, legitimate, and connection

Front 74

Another power that is linked to your position is called ___________.

Back 74

connection power

Front 75

Influence based on position comes from the leader’s title, rank, or assignment in an organization; this is __________________.

Back 75

legitimate power

Front 76

_____________ power is the leader‘s ability to enforce discipline—the perception followers have of your ability to take action by counseling, giving administrative paperwork (LOC, LOR, etc.), recommending punishment, etc.

Back 76

Coercive

Front 77

____________ power is your ability to provide rewards—the perception the followers have of your ability to reward their actions by giving or recommending letters of appreciation, 3- day passes, medals, etc.

Back 77

Reward

Front 78

_________ power is derived from the confidence and trust that other people, normally the followers, have in the leader.

Back 78

Personal

Front 79

Personal power consists of ___________, __________, and __________ power.

Back 79

referent, expert, and information power.

Front 80

A person‘s _______ power is his/her special knowledge or skills related to the job.

Back 80

expert

Front 81

A person‘s _________ power is his/her perceived access to important data and useful information, like reenlistment information or promotion statistics.

Back 81

information

Front 82

_________ power is the personal charisma or likeability characteristics (trust, confidence, etc.) that a person has.

Back 82

Referent

Front 83

What are some factors to consider when diagnosing the developmental needs of Airmen?

Back 83

Aspirations

Personality

Self-concept

Attitudes and Values

Front 84

What is...

A communication process involving two or more people/groups where:

- the parties have a degree of difference in positions, interests, goals, values or

beliefs

- the parties strive to reach agreement on issues or course of action

Back 84

Negotiating

Front 85

What is defined as: The person or group with whom you are engaged in negotiations.

Back 85

Opposite

Front 86

In negotiations, a position is what you ______, not necessarily what you _____.

Back 86

want, need

Front 87

An interest is what you ______. It is the underlying reason behind your position.

Back 87

need

Front 88

In negotiating, what is the best each party hopes to get out of a negotiated agreement?

Back 88

Aspiration Point

Front 89

In negotiating, this is your ‘bottom line’ in negotiation. It is the point you will absolutely not got over...your limit.

Back 89

Reservation point

Front 90

What is ZOPA in negotiating?

Back 90

Zone of Possible Agreement (ZOPA): The area between each party’s aspiration point and reservation point. It is also called the ‘bargaining range.’

Front 91

What is BATNA when discussing negotiating?

Back 91

Best Alternative To a Negotiated Agreement (BATNA): An alternative to negotiation that you can execute independent of your ‘opposite’.

Front 92

When talking about a negotiating environment, what does the acronym TIPO stand for?

Back 92

Trust

Information

Power

Options

Front 93

A ________ relationship means you are willing to consider the opposite’s needs and desires during negotiations as well as sharing information with the expectation of receiving these actions of trust in return.

Back 93

trusting

Front 94

The ______ strategy is a passive, unassertive strategy where you do not have any motivation to work your expectations or meet their expectations.

Back 94

evade

Front 95

The ________ strategy tends to delegate the responsibility to the other person or party.

Back 95

comply

Front 96

The ______ strategy is useful when you believe that obtaining your objective is paramount, regardless of the cost to the opposite’s interests or the relationship.

Back 96

insist

Front 97

The _______ strategy may be an option when you seek resolution to a situation, but see little chance for you to really get it “your way” (e.g. the Insist Strategy) or you don’t want to “give in” (e.g. the Comply Strategy) to the opposite.

Back 97

settle

Front 98

The ________ Strategy (CNS) reflects high interests in both people and task orientations.

Back 98

Cooperative Negotiation Strategy (CNS)

Front 99

___________ is the “careful and responsible management of resources under one’s control.”

Back 99

Resource stewardship

Front 100

This is considered our “most valuable resource,” the appropriate amount (and mix) of skilled and qualified individuals provides the workforce necessary for organizations to meet ongoing and future mission requirements.

Back 100

Personnel

Front 101

This is the resource that is required in order to procure the material, information and technology, and warfare resources we need to accomplish our missions.

Back 101

Financial

Front 102

_________ are the physical goods that are required by our personnel to complete their assigned duties.

Back 102

Material resources

Front 103

__________ is a perpetual cycle of planning, programming, revising, adjusting, and spending.

Back 103

The budgeting process

Front 104

When does the fiscal year begin and end?

Back 104

Fiscal year (FY) which begins on 1 October and ends on 30 September of the following year.

Front 105

________ is a review cycle conducted twice during the fiscal year to identify, validate, prioritize, and request additional resources for unfunded requirements.

Back 105

The BER - The Budget Execution Review

Front 106

________ is an Air Force product used to balance available funding while delivering goods and services to customers within the Operations and Maintenance (O&M) appropriation.

Back 106

Financial Execution Plan (FEP)

Front 107

____________ is a law where Congress exercises its constitutional control over the public purse.

Back 107

The Anti-Deficiency Act (ADA)

Front 108

_________ prohibits from involving the government in a contract or obligation for the payment of money before an appropriation is made unless authorized by law.

Back 108

anti-deficiency act

Front 109

____________ is an act that results in exceeding limitations [misuse] of funds authorized and appropriated by Congress in support of contract obligations.

Back 109

Anti-Deficiency Act Violations

Front 110

_________ this is the organization that gathers and distributes cost data

Back 110

Cost center

Front 111

The __________ regulates the daily use of work hours, supplies, equipment, and services in producing or doing things.

Back 111

Cost Center Manager

Front 112

The basic purpose of the _______ submission is to ensure an equitable distribution of the President's Budget (PB) for the next fiscal year (budget year) consistent with accomplishing Air Force program objectives.

Back 112

FEP

Front 113

What is a legal binding agreement between the government and another party.

Back 113

Obligation

Front 114

This is biennial memorandum submitted to the Secretary of Defense from each Military Department and Defense agency.

Back 114

Program Objective Memorandum (POM)

Front 115

The ______________ participates actively in resource management, including the planning, programming, budgeting, acquiring, consuming, storing, and disposing of resources.

Back 115

resource advisor

Front 116

This computer product details the organization structure, (the number, skills, and grade and security requirements of manpower authorizations), the position number for each authorization and other pertinent data commanders and managers need to manage manpower resources.

Back 116

UMD - Unit manpower document

Front 117

Any change to the UMD requires a formal _________ signed by the appropriate commander.

Back 117

ACR - Authorization Change Request

Front 118

This is a requirement that is authorized and funded positions needed to accomplish the assigned workload.

Back 118

Funded Requirement

Front 119

This is a requirement that is authorized, but unfunded positions needed to accomplish the assigned workload.

Back 119

Unfunded Requirement

Front 120

This document deals with the spaces...

Back 120

UMD

Front 121

This document deals with the faces that fill the places....

Back 121

Unit Personnel Management Roster (UPMR) for faces in spaces.