1-10-2014 the patriot (joint base charleston)

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Budget reduction =force reduction

U.S. Air Force photo / Staff Sgt. William O’Brien

Vol. 5, No. 1 Team Charleston – One Family, One Mission, One Fight! Friday, January 10, 2014Patriot

Joint Base Charleston, S.C.

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Staff Sgt. Mike Barker, 15th Airlift Squadron, is greeted by his wife Hope Jan. 6, 2014, at Joint Base Charleston - Air Base, S.C. More than 80 Airmen from the 15th AS returned from a 60-daydeployment to Southwest Asia.

Page 4

INTERESTING TIMESThe challengeswe face in 2014

VOLUNTARY SEPARATIONExplaining the program,answering questions

Page 8

Courtesy of the 15th Airlift Squadron

More than 80 Airmen from the 15 Airlift Squadronreturned to Joint Base Charleston, Jan. 6, 2013, after asuccessful two-month deployment in support ofOperation Enduring Freedom.

The Airmen conducted combat operations in supportof OEF while deployed with the 816th ExpeditionaryAirlift Squadron.

"To date, the 15th AS has flown more than 600 sor-ties, accumulating 1,500 flight hours delivering 20 mil-lion pounds of cargo to include: 400 vehicles, 2,000 pal-lets and 14,000 passengers into and out of 32 airfields inthe Area of Operations," said 1st Lt. Jason Gossett, 15thAirlift Squadron C-17 Globemaster III pilot.

In addition, the squadron conducted the first C-17 air-drop at a new drop zone in the AOR, delivering 34 bun-dles of supplies weighing 51,000 pounds. The unit also

logged more than 3,500 hours of alert for contin-gency response.

"While we were deployed we also providedSecretary of Defense support during his recent visitto the AOR," said Gossett.

Additionally, during a five-day period, two 15th AScrews flew 33 sorties; airlifting 532 passengers, 23vehicles and 51 pallets totaling 855,100 pounds in sup-port of Operation ECHO CASEMATE, supportingAfrica Command by transporting Burundi peace-keep-ing forces and their equipment to the Central AfricanRepublic to help prevent the spread of sectarian vio-lence and protect innocent civilians in the country.

"It has been challenging for the squadron to beaway during the holiday season, but the talents andprofessionalism of the members of the 15th ASgreatly enhanced the mission of the 437th AirliftWing and OEF," said Gossett.

15th AS Airmen return from deployment

Two Airmen from the 15th Airlift Squadron hold a welcome home banner fortheir wingmen Jan. 6, 2014, at Joint Base Charleston — Air Base, S.C.

U.S. Air Force photo / Airman 1st Class Clayton Cupit

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WASHINGTON – Despite a congressional budget dealthat lessens the impact of sequestration on the Air Force, itdoesn't go far enough to halt actions to shrink the service, sen-ior service officials said.

Under Secretary of the Air Force Eric Fanning and Gen. MarkWelsh III, the Air Force chief of staff, said that even with somerelief from sequestration, the service will still have to reduce itsforce structure and sacrifice modernization and readiness.

How this occurs will affect what the service will look likein 2023, when sequestration ends, they said.

The proposed budget deal making its way throughCongress would mitigate some near-term readiness problems,Welsh said, and Air Force leaders will put any moneyCongress approves beyond sequestration into training andmaintenance accounts.

The budget agreement, which was months in the making,eases spending caps for the next two fiscal years while soften-ing the impact of across-the-board spending cuts, known asthe sequester, on defense and non-defense programs.

Overall, the agreement calls for more than $20 billion indeficit reduction.

Still, Welsh said, this doesn't change the long-term picture,noting that sequestration poses a dilemma for the Air Force.Does the service choose to keep near-term readiness high atthe expense of force modernization, or vice versa?

"That's the balance we're trying to walk," the general said. One example of this conundrum is the close air support mis-

sion. The Air Force is studying proposals on how best to carryout this core mission, the general said. One proposal wouldeliminate the A-10 Thunderbolt II close air support aircraft.

If money were no object, the A-10 would be a great plat-form to retain, the general said. But money is tight, he noted,and will be tighter.

"To pay our $12 billion-a-year bill toward sequestration,we have got to find savings in big chunks," Welsh said."That's the problem. And that's what all these discussions arebased on. It's not about a specific platform. It's about balanc-ing the mission sets."

The general said other aircraft – F-16 Fighting Falcons, B-1 Lancers and B-52 Stratofortresses – provide roughly 75 per-cent of the close air support in Afghanistan today.

"We have a lot of airplanes that can perform that missionand perform it well," he said. "Those other aircraft do otherthings for us."

The Air Force ultimately will replace the A-10 with the F-35 Lightning II joint strike fighter, Welsh said. "That plan has-n't changed."

“Saving money also is important. To do that, you have to starttalking about fleet divestitures, because you have to get rid of theinfrastructure behind the aircraft – the logistics tail, the supply sys-tems, the facilities that do all the logistical support and depot main-tenance, et cetera," he said. "That's where you create big savings."

Changing force structure also will inevitably change theservice, Welsh said.

"We will have to draw down people – both the tooth and thetail that comes with that force structure," he said.

Personnel policies will be used to shape the force, and theservice is getting these policies out to Airmen now so they canmake informed decisions, Welsh said.

"We'd love to get all this done with voluntary force-shapingmeasures over a period of time," he said. "If we ... have to takeinvoluntary measures, I would like everyone to have at least

six months of time to talk to their family (and) to think aboutthe impact this could have on them."

With only operations and maintenance and investmentaccounts remaining for quick assessment, a profound impactto readiness could ensue.

"The Air Force was already in a 20-year readiness decline,something we were just starting to address when sequestrationhit," said Fanning, adding that the service's size and structuredoesn't lend itself to a tiered readiness model.

"When the flag goes up, the Air Force is expected to get to thecrisis rapidly," he said. "Speed is a key advantage of airpower."

The number of Air Force squadrons equals the combatantcommanders' requirements, Fanning said, but with little or notime built into plans to bring forces up to full readiness.

"If it takes months to generate combat air power, the presi-dent loses deterrence, diplomatic influence and contingencyoptions on which the nation has come to depend," he said.

Fanning characterized budget compromises currently in debateon Capitol Hill as encouraging, though lower than service officialswould like. The additional funds over the next two years will helpcover readiness shortfalls, stability and planning, he said.

"Even with this relief, we will need to resize the Air Forceto one that is smaller than it is today in order to protect invest-ments we need for the future and to shape an Air Force thatwe can keep ready; we can't do these cuts individually, ad hoc,or in isolation," Fanning said. "If something's restored to thebudget we present to the Hill, something else will need to go."

Still, Fanning pledged a continued commitment to helpingAirmen get past the "distractions" of budget and political uncertainty.

"We will make the decisions that we can, as quickly as wecan, as transparently as we can ... to get the Air Force back tothat 'new normal,'" he said.

Force management programs necessary despite budget deal

This edition of the Patriot concentrates on Force Management '14 programs. Please note that these programs are fluid and subject to change. For the most up-to-date information, consult https://www.mypers.af.mil.

PotentiallySevere

Commentary by Airman 1st Class Zachary VucicAir Force News Service

FORT GEORGE G. MEADE, Md. – My experience at Air Force BasicMilitary Training is seared into my brain. Though the specifics are slowlyfading, I will always remember feeling every emotion on the spectrum on adaily basis, thanks in large part to “the monster,” my military traininginstructor, Tech. Sgt. Matthew Zien.

He was always lurking. He seemed to have an endless amount of energy;if we were awake, he was there. I remember seeing other MTIs and thinking,“Man, how bad is my luck that I drew Zien?”

It seemed the "I" in MTI stood for intimidation, rather than instructor, butas my flight progressed through the eight-week training, blind fear gave wayto a profound sense of respect. His lessons on resiliency still resonate withme today, and during a recent trip to Buckley Air Force Base, Colo., thoselessons from BMT were reinforced beyond what I could imagine.

It’s been more than two years since BMT, so I was surprised when I got aphone call from my old MTI. Zien had been working on a leadershipnewsletter to distribute to his wing, and called me to take cursory lookbefore he sent it out. Along with the newsletter, he sent his autobiography.As I read through the chronicling of his past year, I knew I had to act. Hisstory needed to be told.

Due to medical issues, Zien nearly lost his life. During his recovery, herelapsed into post-traumatic stress syndrome and attempted suicide. Once hemade the decision to get better, he shifted his focus from his own pain tomentoring.

He mentors anyone, military and civilian alike,drawing on his near-death experience for inspira-tion. During my two days with him, he took a dayto speak to elementary school students, told hisstory to the cameras at the Buckley AFB publicaffairs shop, and mentored the Airmen he workswith in one-on-one sessions. His message wasconsistent – “If you don’t like it, change it.”

For a man who still fights his own symptomsdaily, he was steadfast in his dedication to others.He would roam the halls of his work center, andwith genuine concern, he asked coworkers howtheir day was. When Airmen mentioned beingstressed or having trouble in their personal lives,he encouraged them to take action. He held con-versations with them until they felt better abouttheir situation.

His job at the medical wing was to heal, but hetold me that's not the way he operates. He didn'twant to sit idly by, knowing there was work to be

done. As he observed his surroundings, he saw where improvements couldbe made and without hesitation, jumped at chance to make an impact.

After spending a mere day at his work center, I observed firsthand as heassisted Airmen both personally and professionally. He made phone calls toclarify processes, offered advice and talked through situations with severalAirmen, all before noon. He was no longer the intimidating figure I knewhim as at BMT, he was an instructor in every sense of the word – a trueleader.

“If you don’t like it, change it,” – it was this message that I took with me.I now, like him, wake up with the deliberate intention of having a good dayand making an impact. When something goes wrong or I get frustrated, hismessage echoes, and I change it.

The Patriot • January 10, 20142

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Commentary by Col. James Fontanella315th Airlift Wing commander

This is the time of year prognosticators look ahead topredict what is on the horizon for the next 12 months. Idon't claim to have any powers of prediction, but if onewere to forecast some of the impacts that national andworld events will have on our military in 2014, I'll offerthese general areas to focus your scan.

Starting at the global level, it is no surprise we willcontinue to be engaged in Afghanistan. OperationEnduring Freedom has kept us pretty busy for the last 12years and 2014 will be no exception as we write its final chapter. Theadvertised drawdown may provide another spike in our ops tempo as webegin the retrograde of troops and supplies. The demand for strategic air-lift in this area of the world will most likely be as high as ever.

We may be stretched in two directions when we consider the nationalsecurity requirements in the Asia-Pacific theatre as well as CENTCOM's.The much anticipated "shift to the Pacific" may become a reality as weconsider the challenges presented by China and North Korea in theirrespective regions of influence. A look at our overseas AORs will mostprobably require regard in both the east and the west directions in 2014.

Closer to home, our own country's national political fireworks willprobably provide as much fodder for news junkies as 2013's did. We havea National Defense Authorization Act that was signed in December andremoves the threat of the fiscal cliff, but there is no sugar-coating the factthat the budget will continue to remain in a sharp decline - whether it's a

cliff or just a really steep hill. Force structure reductions will be areality for many and the National Commission on the Structure ofthe Air Force may rework our entire concept of a three componentAir Force. The report is due out in February and I know I'll betuned in to see what it provides. I am also eager to see the firstleadership challenges in the tenure of our new Secretary of the AirForce, Deborah Lee James.

Right here at the base, wing and unit levels, there will be plentyto keep our attention. Having reset the Unit EffectivenessInspection cycles for another two years, the implementationgroundwork has been laid. Now is the time to capitalize on ourmomentum and consolidate the gains all three wings have made in

their Commanders' Inspection Programs.Looking at the most tactical level, to our Airmen, Sailors and Soldiers,

there will be no reduction in the need to care for each other. Expect thecontinuation of the programs that make a difference to our people andvalue human worth, whether they are sexual assault prevention andresponse, suicide prevention, resiliency enhancement, Yellow RibbonReintegration Programs or others. Look to your fellow Wingmen,Shipmates and Battle Buddies for consistent comprehensive care. Wetruly can't accomplish our mission without this effort by all of our mili-tary and civilian members.

The demands on our uniformed services are not letting up. The missionis as important as ever while some of the rules of the game have unfortu-nately changed. Wherever we look, we will all be challenged in 2014.Our success depends on you taking care of yourself and each other. I lookforward to another great year with Team Charleston leading the way.

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COMMENTARY

Commentary by Col. Darren Hartford437th Airlift Wing commander

"There is a Chinese curse which says, 'May helive in interesting times.' Like it or not, we live ininteresting times ..."

Robert Kennedy

Happy New Year! I am not sure where 2013went, but 2014 is fully upon us and there is noturning back. 2013 was a year of unique challengesand 2014 is shaping up to be more of the same.

When I look back at 2013, I think of the chal-lenges we faced locally with implementing theBudget Control Act (better known as sequestra-tion), that impacted the funding available to sup-port Airmen. It led to the implementation of civil-ian furloughs. We teamed together to determinehow to mitigate the impact both professionallyand personally as we worked through the optionsthat took us from 22 days unpaid time off, to thefinal six days unpaid time off for a majority of thecivilian workforce. Let's not forget topping it offwith the government shutdown to start fiscal year2014, which led to more unpaid time off for someof our civilian employees.

I also remember that while we were dealingwith the sequestration challenge, we also hostedmultiple base-wide events to include visits by theAir Mobility Command commander, U.S.Transportation Command commander, and theSecretary of Defense.

The 315th and 437th AWs received the lastthree Air Force procured C-17s and the entire air-base hosted a two-day, final delivery celebration

where we hosted multiple cur-rent and retired general officersand more than 2,000 guests tocelebrate 20 years of the U.S.Air Force operating the C-17.We followed that up this pastmonth by celebrating the firstC-17 to reach 20,000 flighthours.

During the course of lastyear, the mission did not stop aswe faced those "opportunities toexcel" as one of my previous boss' used to callthem. We continued our on-going support toOperation Enduring Freedom by deployingAirmen around the globe. The aircraft of the315th and 437th flew more than 45,600 flyinghours on 13,200 sorties. By my rough math, thatmeans that every hour of every day last year, atleast five Charleston tails were flying.

In 2013, as a team we mourned the deaths ofseveral Team Charleston members. We also saidgoodbye to dear friends who retired or left vianormal Air Force Permanent Change of Stationcycles. But we also celebrated numerous births,weddings and gained new friends as a result ofthe same Air Force PCS cycles as well.

Finally, the year ended on a high note as TeamCharleston successfully began to implement theCommanders Inspection Program and all threewings earned "effective" ratings from our respec-tive MAJCOM Inspector Generals.

It seemed like every time I turned around lastyear, we had a new hurdle or major event. I amalmost tired just remembering it all. But I alsoknow that no one person did it by himself. For

every challenge we faced in 2013, we cametogether to plan, and took action to arrive ata solution as a team.

As we look to 2014, it is obvious thechallenges will keep on coming. I knowthere will be multiple changes of commandand an unknown number of high level visi-tors that will offer us more opportunities toexcel. During the past couple of weeks, wehave heard about the new manpower ForceManagement Programs that are comingdown the pike. While the overall manpower

reduction is roughly 7.5 percent of current active-duty Airmen, the number of Airmen who arereceiving e-mails telling them they may be eligi-ble for one of the programs is significantly higher.These programs will change how the Air Forceoperates.

These changes will impact almost everyAirman, either directly or indirectly. For some, itwill require some soul searching to decide if youwant to remain on active duty. For others, therewill be the uncertainty of not knowing if you willbe allowed to continue to serve. There will also bethose who are not directly impacted by one of theprograms who will be wondering what happensafter the reductions occur and what the impactwill be to their job and to the service. The onlything I know is that by this time next year (2015),we should know most of the answers for thisround of the program.

I offer that we will get through these new chal-lenges the same way we did in 2013 ... together asa team ... as an Air Force Family. Thank you forall you do. I look forward to serving with you inthe New Year!

Col. Darren Hartford

As a team – we live in ‘interesting times’

Col. James Fontanella

Looking ahead to the challenges of 2014

Joint Base Charleston’s Airmen Against Drunk Driving offers free, confidential rides home.To volunteer, email [email protected]

17 TOTAL SAVES FOR 2014# of Days Since Last JB Charleston DUI - 40 (Dec. 1 2013 - NHC NWS) Total # of DUIs for

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Airmen Against Drunk Driving: Wingmen Saving Lives

DUI CONDITION:GREEN

Airman learns: If you don't like it, change it

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WASHINGTON – The Air Force willreduce the size of its civilian workforce byabout 900 positions in addition to maintain-ing approximately 7,000 vacancies across theforce to meet the demands of a constrainedfiscal 2014 budget, officials announced.

Specific reductions by location have notbeen determined.

The Air Force will implement civilianworkforce shaping initiatives, along withcontinued targeted hiring to comply withmandatory funding targets and to rebalancethe civilian workforce to meet skill demands

for fiscal 2014 and beyond. "The Defense Department used administra-

tive furloughs to meet civilian pay budgetdemands in the compressed time framebetween sequestration and the end of theFY13. We will meet a similar budgetary chal-lenge in FY14 through a reduced workforce,"said Brig. Gen. Gina Grosso, the director offorce management policy for the Air Force.The general added that the Air Force's strate-gy to meet civilian pay budget targets does

not include a furlough.To reduce the number of employees

assigned against previously and newly abol-ished positions, the Air Force plans to maxi-mize the use of Voluntary Early RetirementAuthority and Voluntary Separation IncentivePay to entice employees who are eligible toleave federal service to do so voluntarily.These programs offer early retirement foremployees who are considering life outside offederal service and up to $25,000 for employ-ees whose voluntary separation would saveanother employee from being involuntarilyseparated.

"Over the last couple of years the Air Forcehas gone through significant civilian paybudget challenges,"Grosso said. "By imple-menting voluntary programs now we hope tomitigate future involuntary losses to the civil-ian workforce."

For information about civilian employ-ment, reduction in force and other personnelissues, visit the myPers website athttps://mypers.af.mil.

Joint Base Charleston’s Airmen Against Drunk Driving offers free, confidential rides home.To volunteer, email [email protected]

17 TOTAL SAVES FOR 2014# of Days Since Last JB Charleston DUI - 40 (Dec. 1 2013 - NHC NWS) Total # of DUIs for

JB Charleston 2014 - 0963 - AADD

Airmen Against Drunk Driving: Wingmen Saving Lives

DUI CONDITION:GREEN

FORCE MANAGEMENT

AF officials announce FY14civilian workforce shaping

To see the Patriot online,see back issues, or download a PDF of the most

recent issue of the paper, please visitwww.CharlestonMilitary.com

The Patriot • January 10, 20144 FORCE MANAGEMENT

WASHINGTON – Air Force leadership announced forcemanagement programs designed to reduce the force by thou-sands of Airmen over the next five years as a result of seques-tration.

Fiscal year 2014 force management initiatives are in addi-tion to the announcement made in July, stating the Air Forcewill implement several force management programs to meetbudget reduction requirements.

Below are commonly asked questions regarding FY14force management.

Q. Who do I contact to determine what FY14 ForceManagement programs are applicable to me?

A. Once specific details are available, AFPC will notifyAirmen via official personnel messages and public newsreleases that will be posted on www.afpc.af.mil andwww.af.mil. At that time, Airmen will be able to visit myPersat https://mypers.af.mil to read the personnel messages andguidance on eligibility and applications.

Q. How will I know if I'm affected by force managementactions?

A. Specific board information will be released on themyPers website at https://mypers.af.mil.

Q. Why is the Air Force announcing this now when detailson specific career fields aren't available?

A. The service has made a conscious decision to announcethese force management programs now in order to give Airmenas much time as possible to plan for their futures. Specificcareer field details will be available in the coming weeks.

Q. What career fields are vulnerable for this round of forcemanagement measures? Can those selected for an force man-agement-related separation volunteer for a different careerfield?

A. Specific career fields will be determined based on over-ages and identified on the matrix on myPers website by careerfield and year group. Airmen who are selected for a forcemanagement-related separation may have an opportunity tocontinue their service in either the Air Force Reserve or theNational Guard.

Q. Does this mean that a high quality officer or enlistedmember in an overmanned field can get kicked out when alower quality member in an undermanned field gets to stay? Ifso, why? If not, how will it work for the high-quality membersto be retained?

A. The AF will focus on retaining top performers acrossmultiple AFSCs. Retention boards, for both officers andenlisted, will be charged to review records and select high per-forming Airmen for retention.

Q. Are rated and medical officers vulnerable to force man-agement actions?

A. Yes, some rated and health professions officers will beeligible for voluntary and involuntary force management pro-grams.

Q. What grades and year groups will be vulnerable forForce Shaping Boards (FSB) and Reductions in Force (RIF)?

A. RIFs impact regular officers with 6 or more years TotalActive Commissioned Service and less than 18 years of TotalActive Federal Military Service below the grade of LieutenantColonel who have served at least 1 year of active duty in thecurrent grade; are not on a promotion list; and are not eligiblefor retirement or will not become eligible for retirement with-in 2 years. FSB will consider active duty officers with morethan 3 but less than 6 years of commissioned service as ofDec. 31, 2014. Officers selected for separation under FSB arenot entitled to any type of separation pay unless they have 6or more years Total Active Federal Military Service.

Q. Are there any other enlisted programs scheduled forFY14?

A. At this time, the Air Force plans to continue the Date ofSeparation (DOS) Rollback Program and implement EnlistedRetention Boards. Additionally, enlisted in over-mannedcareer fields with more than 15 but less than 20 years of serv-ice will be eligible for Temporary Early Retirement Authority(TERA) Phase II. The Air Force also plans to offer VoluntarySeparation Pay (VSP) to Airmen meeting an enlisted retentionboard with greater than 6 years but less than 15 years of serv-ice. Airmen meeting the quality force review board are not eli-gible for VSP.

Q. How will this affect specific bases and communities?A. We don't know yet how this overall force reduction will

affect specific bases or communities.

Chief Master Sergeant Retention BoardQ. How many chiefs will be considered by the board?A. It's contingent upon the number of chiefs who apply and

are approved under the voluntary retirement phase of the pro-gram. We won't have the answer to that question until the endof the volunteer phase.

Q. Will all career fields be considered or only selective

fields?A. This board will review the records of chief master ser-

geants in overage AFSCs and those with negative quality indi-cators and identify chiefs recommended for retirement.

Q. How long after meeting an involuntary board will mem-bers have to prepare for separation or retirement?

A. Approximately 4 months depending on board dates.

Q. Will there be an appeal process or is the board decisionfinal?

A. Airmen always have the right to appeal any recordsrelated issues, and routinely do so via the Air Force Board ofMilitary Records Correction. Guidance on the process isavailable on myPers at https://mypers.af.mil.

Q. Will ADSCs be waived? Which ones and to whatdegree?

A. The intent is to retain the highest quality Airmen.ADSCs will not be a factor in the process.

Q. Will Chiefs selected by the board for retirement have torepay TEB (Transfer of Education Benefits) to family?

A. If a chief meets the Department of VA Post-9/11 GI Billeligibility requirements, failure to be selected for retentionwill not impact benefits.

Q. What is the benefit for a chief in volunteering for retire-ment vs meeting the board?

A. A chief who volunteers for retirement will have moretime to plan for retirement versus meeting the board and hav-ing 60 days less transition time.

Enlisted Retention BoardsQ. How long will members have to prepare to meet a reten-

tion board?A. Enlisted members will be given 6 months advanced

notice of when retention boards will meet. Specific boarddetails with milestones for each board will be released byAFPC.

Q. Will members be able to submit a letter or memo to theretention board?

A. Specific board details will be announced in advance ofeach retention board.

Q. Will commanders be able to make a recommendation?A. Yes, similar to officer retention boards, commanders

will be required to make a retention recommendation.

Q. Will there be an appeal process for members selected forretirement/separation?


Q. Will this be an ongoing process, like promotion boards?A. Yes, under the new personnel management strategy,

enlisted retention boards are an enduring performance-basedmanagement tool designed to retain a high performing leanerforce.

Enhanced Selective Early Retirement BoardQ. What is an Enhanced Selective Early Retirement Board

(ESERB)?A. An ESERB allows the service to consider regular offi-

cers on the active duty list in the grades of Captain (with priorservice) through Colonel for early retirement. Colonels with2-4 years time in grade; lieutenant colonels who are retire-ment eligible and have been passed over once for promotion;and retirement eligible officers below the rank of Colonel onactive duty. Eligible officers can be considered by competitivecategories, grade, year group and AFSC. Colonels with atleast 4 years time in grade and lieutenant colonels twicedeferred to colonel are eligible for the regular SERB.

Q. Does ESERB provide the same "once every five years"eligibility constraint as the regular SERB?

A. No. Under the regularSERB, officers can only beconsidered by a board onceevery 5 years, which usuallymeans each officer is consid-ered once in a career.However, officers can be con-sidered by consecutiveESERB boards every yearuntil they voluntarily retire orbecome eligible for SERB.

Q. Does the Air Forceplan to consider officers forESERB by consecutiveboards?

A. The Air Force willmake that determinationafter finalizing the officer

end strength target for the out-years and analyzing retention,gains and other force management factors.

Q. Why is the Air Force using an ESERB to meet endstrength? Who will be considered? Just lieutenant colonelsand colonels or captains and majors as well?

A. Under the law, eSERB allows for more flexibility toselectively consider officers for retirement. ESERB will con-sider lieutenant colonels once deferred for promotion,colonels with 2-4 years TIG, and retirement eligible majors.

Q. How many officers will be selected for ESERB?A. By law, no more than 30% of the eligibles in each grade

in each competitive category may be selected for early retire-ment by the ESERB. We continually assess manning in eachcompetitive category with regard to projected end strength todetermine respective ESERB selection rates.

Q. If the Air Force receives enough voluntary applicationswill it still conduct the ESERB?

A. We will continue to assess manning in each competitivecategory with regard to projected end strength to determineESERB use and selection rates.

Voluntary Early Retirement Authority (VERA) andVoluntary Separation Incentive Pay (VSIP)

Q. What is VERA?A. The Voluntary Early Retirement Authority (VERA) is a

management tool used to downsize or restructure the civilianworkforce to meet mission objectives. It authorizes employ-ees to retire before reaching normal retirement eligibilitybased on age and years of Federal service. Reasons forapproving VERA include substantial reduction in force (RIF),reorganization or transfer of function (TOF).

Eligibility for VERA may be based on occupational seriesor grade; skills, knowledge or other factors related to a posi-tion; organizational, geographical, non-personal and objectivefactors; or a combination of these factors.

Q. Who can authorize the use of VERA?A. Authority for VERA previously delegated to installation

commanders, tenant commanders and agency heads wasrecently rescinded. The Assistant Secretary of the Air Forcefor Manpower and Reserve Affairs retains the authority.

Q. Who can approve VSIP?A. The Secretary of the Air Force has delegated this author-

ity to HQ AF/A1, who has further delegated it to local instal-lation commanders, tenant commanders and heads of activi-ties. This authority cannot be delegated to any lower level.HQ AF/A1 retains the authority for employees assigned to theCentral Salary Account. To maximize the use of voluntarymeasures to rebalance the civilian workforce, we expect allMAJCOM, installation and tenant commanders and heads ofactivities to use VERA/VSIP to the maximum extent possibleto reduce or preclude future involuntary actions for AFemployees. The goal is to preclude involuntary separations.

Q. What are the basic age and service requirements forVERA?

A. To be eligible for VERA, an Air Force employee must beeither age 50 with 20 years of creditable service or have 25years of total creditable service at any age. It is important tonote that if an Air Force employee covered by the Civil ServiceRetirement System takes a VERA, he or she will face a 2 per-cent reduction in annuity for each year he or she is under theage of 55. There is no reduction for Air Force employees cov-ered by the Federal Employee Retirement system.

Q. Are there any other restrictions that could prevent civil-ian employees from retiring under VERA?

A. Yes. Air Force employees on time-limited appointments(i.e., temporary or term appointments), and those who havenot been continuously employed by DoD for more than 30

(See FY14 Force Management, Page 5)

FY14 Military and Civilian Force Management Q&A

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days before the date on which the deter-mination to conduct a workforce reduc-tion or restructuring action has beenapproved, are ineligible to receive aVERA. In addition, Air Force employ-ees in receipt of a decision of involun-tary separation for misconduct or unsat-isfactory performance are not eligiblefor VERA.

Q. After the VERA window isopened, can management change thenumber of available VERAs, the target-ed positions for which it is beingoffered, the deadline for applying or thedate by which employees must retire iftheir applications are approved?

A. Yes. If the downsizing and/orrestructuring needs change, manage-ment may subsequently revise the clos-ing date for receipt of VERA applica-tions or the effective date for VERAretirements, or reduce or increase thenumber of early retirement applicationsit will accept. Once an employee isapproved for VERA, he or she willknow all the final details before com-

mitting to retirement through the normalapplication process.

Q. If an employee accepts VERA,when will the retirement be effective?

A. It will depend on the effective datethat AF decides upon for VERA/VSIP inFY14. At this time the proposed effec-tive date is Feb. 28, 2014.

Q. What is VSIP?A. Voluntary Separation Incentive

Pay (VSIP), commonly referred to as abuyout, is a payment of up to $25,000 toencourage eligible civilian employees toseparate from service voluntarily (eitherby retirement or resignation) to avoid orminimize the need for involuntary sepa-rations due to reduction in force (RIF),base closure, reorganization, transfer offunction or workforce restructuring. Thebuyout payment is equivalent to anemployee's severance pay entitlementup to a maximum of $25,000 (beforetaxes). Buyouts are used at manage-ment's discretion and are not an employ-ee entitlement.

Q. What are the basic eligibilityrequirements for VSIP?

A. An employee must be a U.S. citi-zen, employed in an appointment with-out time limitation and must have beenemployed by the Department for a con-tinuous period of at least 12 months. Anemployee is ineligible for a buyout if heor she:

• Is a reemployed annuitant• Is or would be eligible for disability

retirement under any Federal employeeretirement system

• Is on a Schedule C exceptedappointment

• Is a non-compensated employee• Has accepted a position with anoth-

er Federal agency• Has received a specific notice of

RIF separation• Has declined to relocate with his/her

position or declined a transfer of func-tion

• Has received a decision notice ofinvoluntary separation for misconductor unacceptable

performance or• Has previously received a buyout

Q. If an Air Force employee meetsthe basic eligibility requirements, arethere any other restrictions that wouldprevent offering VSIP?

A. Yes. Absent a waiver, an Air Forceemployee is ineligible for a buyout if heor she:

• Is covered by a written serviceagreement resulting from a PermanentChange of Station (PCS)

or training, or is in receipt of arecruitment or relocation bonus

• Is receiving a retention allowance• Is occupying a position defined as

hard to fill or• Is occupying a position for which

special salary rates are approved

Q. Are there any restrictions onemployees returning to work for the

Federal Government after they separatewith VSIP?

A. Yes. VSIP is essentially a buyout,so employees who accept VSIP cannotcome back to work for the federal gov-ernment for a minimum of 5 years aftertheir buyout separation date. If they do,they will be required to pay back thebuyout funds.

Q. Is VSIP paid in a lump sum or doemployees have other payment options?

A. In addition to lump sum payment,two installment options are available.The first option is bi-weekly paymentsin equal amounts. The employee selectsthe amount, but the payments must becompleted within 1 year of the date ofseparation. Under the second install-ment option, one half of the buyout ispaid 6 months after separation and theremaining half is paid 6 months later.

Q. What happens if the number ofemployees applying for VSIP exceedsthe number of available buyouts?

A. When the number of applicantsexceeds the number of available buy-outs, applications within the targetedgroup are processed in order of senioritybased on the employees' leave servicecomputation date (SCD-LV). The AirForce procedure is to place employeesinto three groups. The first is the groupof employees who are eligible for retire-ment. The second is the group ofemployees who are eligible for earlyretirement. The third and final group isthe group of employees that are interest-ed in resigning (that is, the employees inthis third group are not eligible for anytype of retirement).The first group(those who are eligible to retire) isranked in SCD-LV order with the onewho has the most seniority at the top ofthe list. Matches of the buyout are thenmade. If all matches are completed fromthe first group, then the next group isreviewed and matches made. Finally, ifthe buyout matches have been madeagainst both the first and second groups,and yet more employees are needed totake a buyout, then the matches aremade against the third group.

Q. What should an employee do if heor she gets a survey to indicate interestin VERA/VSIP?

A. First, employees should review allthe available information on the pro-grams at the myPers website athttps://mypers.af.mil, and word search"VERA" and "VSIP". For annuity esti-mates, employees should go to theAFPC Benefits and EntitlementsService Team (BEST) automated website (EBIS), and use the various tools,including the retirement calculator. Withthe information garnered at the myPersand BEST EBIS sites, employees shouldnext contact their local CPS to discusstheir individual situations and whatsteps to take in the event they areoffered VERA and/or VSIP.

For more information, visit the myPerswebsite at https://mypers.af.mil.

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WASHINGTON – Air Force leadershipannounced force management programsdesigned to reduce the force by thousands ofAirmen over the next five years as a result ofsequestration.

Fiscal year 2014 force management initia-tives are in addition to the announcementmade in July, stating the Air Force will imple-ment several force management programs tomeet budget reduction requirements.

- CMSgt Voluntary Retirement Phase.The voluntary retirement phase identifies tar-geted AFSCs and the number of CMSgtsneeded to retire. During this phase, CMSgtsmay apply for retirement in lieu of meetingthe CMSgt Retention Board based on the eli-gibility criteria outlined in the CMSgtRetention Board Personnel Services DeliveryMemorandum (PSDM). (Voluntary)

- CMSgt Retention Board. This boardwill review the records of Chief MasterSergeants in overage AFSCs and those withnegative quality indicators and identifyCMSgts recommended for retirement.(Involuntary)

- Quality Force Review Board (QFRB).The Quality Force Review Board will consid-er all Airmen (except those in the retirementsanctuary - greater than or equal to 18 yearsof service and less than 20 years of service asof 30 Sep 14) with specified negativeReporting Identifiers (RIs), ReenlistmentEligibility (RE) codes, AssignmentAvailability Codes (AACs), or Grade StatusReasons (GSRs). Voluntary separation paywill not be offered to Airmen meeting theQuality Force Review Board, however sepa-ration pay will be paid to Airmen with 6 ormore and less than 15 years of service whoare not retained. TERA will be offered toAirmen with at least 15 years of service whoare not retained. Retirement eligible Airmen(20 or more years) who are not retained willhave the opportunity to apply for normalretirement. (Involuntary)

- Temporary Early RetirementAuthority. TERA authorizes officer andenlisted Airmen, with more than 15, but lessthan 20 years of total active federal militaryservice to apply for early retirement with areduced amount of retirement pay.(Voluntary)

- Date of Separation (DOS) Rollback.The Service Secretary may discharge enlistedmembers within 12 months of expiration oftheir term of service based on prescribed cri-

teria. The purpose of the DOSRollback program is to accelerate theDOS by up to a year, for Airmen whohave declined to obtain service retain-ability for assignments, training,retraining, or Professional MilitaryEducation. (Involuntary)

- Enlisted Voluntary SeparationPay. Enlisted VSP applies to Airmenon the active duty list with 6 or moreyears but less than 20 years of TotalActive Federal Military Service.Airmen may apply for VSP in lieu ofmeeting an enlisted retention board(this does not include the QualityForce Review Board or SNCORetention Boards). Airmen may apply forVSP if they are in an overage AFSC andgrade, which includes Airmen who are eligi-ble to meet an enlisted retention board.(Voluntary)

- Senior Noncommissioned Officer(SNCO) Retention Boards. The ServiceSecretary may discharge enlisted membersbefore their term of service expires based onprescribed criteria. The SNCO retentionboards will determine which retirement-eligi-ble Airmen (at least 20 years as of 30 Nov 14)in an overage AFSC/grade are retained andwhich are selected to retire early.(Involuntary)

- Enlisted Retention Boards. The ServiceSecretary may discharge enlisted membersbefore their term of service expires based onprescribed criteria. The enlisted retentionboards will determine which Airmen (SrAthrough TSgt) are selected for retention andwhich Airmen will separate or retire early.These boards will consider Airmen (exceptthose in sanctuary - greater than or equal to18 years of service and less than 20 years ofservice as of 31 Jan 15) in an overageAFSC/grade to determine who will beretained. Voluntary separation pay will beoffered to those Airmen meeting a retentionboard with 6 or more years of service.Involuntary separation pay will be given toAirmen with 6 or more and less than 15 yearsof service who are not retained. TERA will beoffered to Airmen with at least 15 years ofservice before the board and to similarly eli-gible Airmen who are not retained.(Involuntary)

- Selective Early Retirement Board(SERB). This SERB applies to regular offi-cers on the active duty list in grades of

Lieutenant Colonel and Colonel. Eligibility isdefined as Colonels with at least 4 years timein grade and Lieutenant Colonels who havebeen non-selected for promotion to the nexthigher grade at least twice and who, in eithercase, are not on a list of officers recommend-ed for promotion. Officers can only be

considered by the SERB once in any 5-year period. Officers will be considered bythe SERB within competitive categories(similar to a promotion board); total numberof officers recommended for retirement can-not exceed 30 percent of the eligible popula-tion by grade. (Involuntary)

- Enhanced Selective Early RetirementBoard (ESERB). The ESERB is a newauthority granted in the FY13 NDAA that AirForce has not previously used. It applies toregular officers on the active duty list ingrades of Captain (with prior service) throughColonel. Eligibility is defined as Colonelswith 2 but less than 4 years time in grade;Lieutenant Colonels who have been oncenon-selected for promotion to the next highergrade; and retirement-eligible officers belowthe rank of Colonel on active duty. Officerscan be considered by the ESERB each year,provided they continue to meet eligibility cri-teria. The authority allows consideration bygrade, year groups, specialties, or competitivecategories; total number of officers recom-mended for retirement cannot exceed 30 per-cent of the eligible population within eachgrade. (Involuntary)

- Officer Voluntary Separation Pay.Officer VSP applies to Airmen on the activeduty list with 6 or more years Total ActiveFederal Military Service and less than 20years of Total Active Federal MilitaryService. RIF and Force Shaping Board eligi-ble officers (with 6 or more years Total Active

Federal Military Service) may applyfor VSP in lieu of meeting the board.(Voluntary)

- Reduction In Force (RIF). RIFsimpact regular officers with 6 or moreyears Total Active

Commissioned Service and lessthan 18 years of Total Active FederalMilitary Service below the grade ofLieutenant Colonel who have servedat least 1 year of active duty in thecurrent grade; are not on a promotionlist; and are not eligible for retirementor will not become eligible for retire-ment within 2 years. (Involuntary)

- Force Shaping Board (FSB).FSB will consider active duty officers withmore than 3 but less than 6 years of commis-sioned service as of 31 Dec 14. Officersselected for separation under FSB are notentitled to any type of separation pay unlessthey have 6 or more years Total ActiveFederal Military Service. (Involuntary)

ADDITIONAL VOLUNTARY PRO-GRAMS

- Limited Active Duty ServiceCommitment waiver program allows eligi-ble personnel to request a waiver for certainpreviously incurred service commitments inorder to separate or retire.

- Expanded PALACE CHASE. AFOfficer/Enlisted Expanded PALACE CHASEprogram facilitates transfer of personnel withactive duty service commitments from activemilitary service to an Air Reserve Component(ARC). Transfer to the ARC results in a 1-for-1 (not less than 1 year or greater than 6 years)commitment.

- 8 vs 10 Total Active FederalCommissioned Service Date Waivers. Thiswaiver authorizes eligible officers to retire asan officer with reduced active commissionedservice; 8 commissioned years of serviceinstead of 10 years.

- Time in Grade Waivers. Officers inoverage grade/specialties may request toretire or separate in their current grade withno less than 2 years time in grade versus nor-mal requirement of 3 years.

For more information and force manage-ment, force shaping, reduction in force andother personnel programs, go to the myPerswebsite at https://mypers.af.mil.


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On Dec. 13, the Air Force announced its current Date of Separation (DOS) roll backprogram to aid in the current reduction in forces we face. This program is designed to rollback the DOS for individuals throughout the Air Force who have turned down serviceretainability, because either they chose not to take an assignment, attend professionalmilitary education, go on a deployment or accept their promotion service requirements.Due to these limiting factors this program will only affect a very small scope of the AirForce population.

Two of the key factors to this program are that Airmen must have less than 15 years ofTotal Active Federal Military Service (TAFMS) as of May 31, 2014 or 20 years or more ofTAFMS on or before April 30, 2014. They must also have a current DOS of April 30, 2015or projected retirement date of May 31, 2015. If you do not fall into these categories youare not eligible for the program. Those Airmen who are selected under the DOS roll backprogram will receive an email notification from the Air Force Personnel Center confirmingtheir standing. It is vital you take action on this notification right away.

If you are selected under the DOS roll back you still have the opportunity to attend theTransition Assistance Program to help you as you begin the new phase of your life. Thereare many more programs as well as waivered items that go along with the DOS roll back.It is vital if you know you are affected by this program that you immediately take actionand seek out assistance from your supervisor, First Sergeants, Chief's, Commanders, andthe Military Personnel Section. They are all there to help answer any questions you mayhave and help ensure a successful transition with all the benefits that you are authorized.You can also follow the link below to read the Personnel Service Delivery Memorandumon the DOS roll back to help with any questions you may have.

For more information, visit https://gum-crm.csd.disa.mil/app/answers/detail/a_id/25484/related/1

DOS rollback included inFY14 force management

FORCE MANAGEMENT


The Air Force has made public anotherprogram designed to help reduce the overallsize of our force. This Temporary EarlyRetirement Authority (TERA) is phase II of aprogram that was utilized earlier this year.The program is designed to allow Airmen toretire from active duty before fulfilling a full20 years of service commitment.

This program is strictly voluntary andallows service members in specific careerfields with between 15 and 19 years of TotalActive Federal Military Service (TAFMS) asof July 31, 2014 to retire from the military.Additionally, if an Airman is between 19-20years of service they can apply for the pro-gram no matter what career field they areserving in. Airmen can begin applying for theprogram between Jan. 14 and March 26 ofnext year, and will have an effective retire-ment date of Aug. 1, 2014. All applicationswill be approved by April 1, 2014.

There are a few items to look for in thisprogram. First, although a voluntary programit does not guarantee you will be selected.Airmen should be sure to make no commit-ments thinking they will be automaticallyselected. All of these programs are designed

to shape specific career fields in predeter-mined ranks and year groups. You must deter-mine your eligibility with the MilitaryPersonnel Section and await approval fromthe Air Force Personnel Center before makingany post military decisions. Second, it is vitalyou determine the impact this will have toyour benefits. Although it is retirement it willbe at a reduced rate and will vary whether youare currently enrolled in the High 3 retirementprogram or REDUX. It is essential you checkwith the finance office to see how this willaffect your retirement pay.

This program has several exclusions thatmay make Airmen ineligible as well as manyother implications that must be consideredincluding education benefits and CareerStatus Bonuses. It is important you researchall of the information and sit-down with yourleadership and the Military Personnel flightand see how volunteering for TERA willaffect you individually. For specifics on theprogram log on from a Common Access Cardenabled computer and follow the link belowto read the Personnel Service DeliveryMemorandum on the subject.

For more information about TERA, visithttps://gum-crm.csd.disa.mil/app/answers/detail/a_id/25484/related/1

Temporary Early RetirementAuthority to aid force reduction

To see the Airlift Dispatch online or download a PDF of the paper, please visit www.Airlift.scTo see the Patriot online or download a PDF of the paper, please visit www.CharlestonMilitary.com


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The Air Force is continuing to release information on theupcoming force management changes that are designed toreduce our force by approximately 25,000 officers and enlist-ed Airmen over the next five years. The latest announcementprovided insight into the requirements for the VoluntarilySeparation Program and the monetary compensation that canbe expected if you take it. This program is targeted to Airmenin specific overage career fields who are selected to meet theenlisted retention boards and will reach at least six years ofservice by Jan. 31, 2015.

If Airmen already have six years of service by the time theymeet the retention board, then – if chosen for separation – theirseparation date will be Sept. 29, 2014. If an Airmen is selectedto meet the board, but does not reach six years until after Sept.29 they may still accept the VSP and their separation date willbe set between Sept. 30, 2014 to Jan. 31, 2015 to match the datewhen they will reach exactly six years of service.

The primary advantage to the VSP program will be theamount of separation pay that an Airman will receive. If yougo to the enlisted retention board and are selected for separa-tion you will receive your monthly base pay multiplied by 12,

then multiplied by your years of total active federal militaryservice with the addition of any whole months served over thetotal years. Then this is multiplied by 10 percent to providethe full separation pay someone who was not retained by theboard will receive. An example below taken from thePersonnel Service Delivery Memorandum on the subjectshows how this will compute out for a 12-year staff sergeantthat met the board and was not retained.

Full Separation Pay Example: A Staff Sergeant wtih 12years and 3 months and 13 days of total active federal militaryservice [($3095.00 monthly base pay) x 12 years x 147 (totalwhole months served) x (10%)] divided by 12 = $45,496.50.

(Please note in the example above the reason it is thendivided out by 12 at the end is to account for additionalmonths. If an Airman had been in for exactly 12 years, or 144months, then the formula would simply be $3095 x 144 thendivided by 10% giving the Staff Sergeant $44,568 in separa-tion pay.)

However, if the same Staff Sergeant were to take the VSPinstead of selecting to meet the board then their pay would becomputed slightly different. As a benefit for selecting toaccept VSP instead of meeting the board they would receivean additional 1.25 multiplier added on to their separation pay.Using the exact same information above in this scenario the

Staff Sergeant would receive an additional $11,374.12 in sep-aration pay. Again an example for the Air Force PersonnelCenter PSDM illustrating the separation pay break down isbelow.

Voluntary Separation Pay Example: A Staff Sergeant w/12 yrs and 3 months and 13 days of total active federal mili-tary service [$3095.00 (monthly base pay) x 12 years x 147(total whole months served) x (10%)] divided by 12 x 1.25times multiplier = $56,870.62.

As with all of the force management programs there areseveral requirements Airmen must meet in order to be eligi-ble. It is imperative that anyone who thinks they may be eli-gible for this program follow the link at the bottom and readthe entire PSDM on the subject and then sit down with yourleadership to help make a decision on how exactly these pro-grams will affect you. The site below also has the listing of allranks and career fields that are eligible for this program.Additionally, the Military Personnel Section and the Airmenand Family Readiness office are both great resources duringthese transitions. It is vital every Airmen takes ownership ofthe process and researches the information themselves so theyare fully informed on these changes.

For more information, visit https://gum-crm.csd.disa.mil/app/answers/detail/a_id/25484

Requirements for Voluntarily Separation Program

WASHINGTON – Read below for frequently asked ques-tions about the Voluntary Separation Pay program.

Q. Who is eligible for Voluntary Separation Pay (VSP)? A. Eligible Airmen who elect to voluntary separate in lieu

of meeting the Retention Board will receive VSP. Airmen withsix or more, but less than 18 years of Total Active FederalMilitary Service by 29 Sep 14, may apply for separation effec-tive no later than 29 Sep 14, under the Voluntary SeparationPay (VSP) program IAW Title 10 U.S.C. Section 1175a.Airmen eligible for the Enlisted Retention Board who reach 6years of service between 30 Sep 14 through 31 Jan 15 mayrequest a separation date equal to the date they complete sixyears of service to qualify for VSP.

Q. Is there a Reserve Commitment with VoluntarySeparation Pay (VSP)?

A. Yes. Airmen who are approved for VSP will sign a writ-ten agreement to serve in the Individual Ready Reserve forthree years. If the Airman has not completed their militaryservice obligation (MSO) at the time of their separation fromactive duty, the 3-year period they agree to serve in the ReadyReserve will begin on the date after they complete their MSO.The IRR is a non-active component of the Reserve and doesnot require participation, except to notify the Reserve if youraddress changes. This is inactive duty and members will besubject to recall, as are all individuals serving in the IRR.Generally, IRR members are not required to perform duty ormeet annual training requirements. There are no restrictionsagainst receiving VSP and being accepted for employment inthe civil service. Airmen with an existing military service

obligation at the time of their date of separation will fulfill thisobligation in the IRR in order to receive VSP. Airmen mustsign and submit a written agreement to serve in the IRR alongwith their VSP application.

Q. Do I have to repay the Voluntary Separation Pay pay-ment if I return to active duty at a later date?

A. If an individual voluntarily returns to active duty for 180consecutive days or more, they must repay their VSP. If theyare involuntarily recalled from the Individual Ready Reserve,they will not be required to repay the VSP. USC Title 10,Section 1175(a) offers more specific information regardingrepayment for members who return to active duty.

Q. Will I be subject to recall while serving in the IndividualReady Reserve?

A. Yes. This is inactive duty and members will be subjectto recall, as are all individuals serving in the IRR. Generally,IRR members are not required to perform duty or meet annualtraining requirements.

Q. If approved to separate under VSP, am I eligible for aninter-service transfer?

A. You may apply for inter-service transfer; however,Airmen volunteering to return to active duty, Guard, Reserveor another service will have to repay their VSP.

Q. Can I receive Voluntary Separation Pay and apply for aPalace Chase separation?

A. No. Palace Chase is a program that allows separationfrom active duty before active-duty service commitments are

complete. In return, the member agrees to serve three timesthe number of years remaining on the Active Duty ServiceCommitment in a traditional selected Reserve or Guard posi-tion. If desired, Airmen may apply for Palace Front ifapproved to separate under VSP. Please contact an in-servicerecruiter for more information concerning Palace Front. If theofficer later qualifies for retirement pay through Reserve orGuard service, the VSP payment would be repaid from theirReserve or Guard retirement pay.

Q. If approved to separate under Voluntary Separation Pay,how soon can I expect to receive my pay following separation?

A. Airmen approved for VSP can expect to receive pay-ment approximately 25 days following their date of separationfrom the Air Force. Personnel officials will inform theDefense Finance and Accounting Service of the separationand eligibility to process the lump sum payment, subject toapplicable federal and state income tax rates. Airmen whohave not received payment after approximately 25 days mayinquire about payment by calling Total Force Service Centerat (800) 525-0102.

Q. If approved to separate under Voluntary Separation Pay,and I later become eligible for retired pay, do I have to repaymy VSP?

A. If you later become eligible for retired or retainer payunder Title 10 or Title 14, U.S.C., based on active duty servicefor which you received separation pay, you will have anamount deducted from each payment of that retired or retainerpay until the amount deducted equals the total amount of ourVSP.

Voluntary Separation Pay FAQs answered

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The Patriot • January 10, 2014 9FORCE MANAGEMENT

WASHINGTON – Plans are underway to convene a Junesenior NCO retention board to consider eligible master ser-geants and senior master sergeants for retirement, officialsannounced Dec. 12.

The board is one of several fiscal 2014 force managementmeasures that have been or will be implemented to transitiontoward a leaner, well-equipped, and trained force, said Brig.Gen. Gina Grosso, the Air Force force management policydirector.

"While early retirement and separation boards are notunprecedented, this will be a first for the enlisted corps," she said.

Only master and senior master sergeants who are retire-ment eligible will be considered for retirement during this firstenlisted retention board.

"We know the Air Force is going to get smaller, but wedon't know how much smaller yet," Grosso said. "Force man-agement programs will enable us to adjust the force sizeaccordingly. 'Routine' voluntary programs have served uswell, so far, but we expect to face much more stringent budgetpressure and must now plan for and work toward a smallerforce."

Every service is working to reduce its footprint and vectormembers toward career fields with ongoing and increasingmission requirements, she added. Force management pro-grams coupled with such force shaping programs as officerand enlisted retraining help the services retain high-perform-ing members who will make up our leaner future force.

"Enlisted retention boards, though new, are tools we can

use to modernize our personnel management policies,"Grosso said. "Boards will be charged to identify for retentionAirmen who are consistently strong performers."

Specific information, including eligibility cutoff dates andretirement dates, will be provided once plans are complete,but senior NCOs should not wait until then to review andupdate their records.

"If you are eligible for retirement within the next 18months and want to continue serving, make the time to reviewyour records to make updates or corrections," she said.

To access the secure sites to review your personnel records,or for more information about retirement opportunities andother personnel issues, visit the myPers website athttps://mypers.af.mil.

FY14 force management to include senior NCO retention board

WASHINGTON – The Air Force will convene a chiefmaster sergeant retention board in June to select chief mastersergeants for retirement no later than Nov. 1, 2014, officialsannounced December 11, 2013.

The fiscal 2014 Chief Master Sergeant Retention Programis one of several force management programs slated to beimplemented during fiscal 2014 focused on transitioning to aleaner force, said Chief Master Sgt. Harold Hutchison, of theAir Force Chief Master Sergeant Management Office.

The fiscal 2014 force management programs include mul-tiple programs designed to shape the future force. Additionalprograms can be found on the myPers website athttps://mypers.af.mil.

"A chief's retention board is new for the Air Force, and

there are some understandable concerns," Hutchison said."Our sister services have successfully executed similar pro-grams for years, and we are working closely with expertsthroughout the Department of Defense to ensure we imple-ment deliberate processes."

The chief retention program will include two phases.During phase one, chiefs in specific career fields may applyfor voluntary retirement in lieu of meeting a retention board.Applications will be accepted through March 15, 2014, andactive-duty service commitment waivers will be consideredon a case-by-case basis, according to Senior Master Sgt. LisaSmith, of the Air Force Chief Master Sergeant ManagementOffice.

Chiefs with 20 years of total active federal military service

from identified overage career fields who do not apply forretirement before the phase one window closes March 15,2014 will be considered by the board during the second phase,Smith said.

Chiefs approved for retirement under phase one must retireno later than Jan. 1, 2015, while chiefs selected for retirementby the June retention board will be required to retire no laterthan Nov. 1, 2014.

For more information about the Chief Master SergeantRetention Program, including eligibility criteria and applica-tion instructions, go to the myPers website athttps://mypers.af.mil. Enter "chief retention" in the searchwindow.

AF to convene chief master sergeant retention board in June

From Joint Base Charleston Public Affairs

Read below the frequently asked questionsabout the Enlisted Retention Boards.

Q. How long will members have to prepareto meet a retention board?

A. Enlisted members will be given 6months advanced notice of when retentionboards will meet. Specific board details withmilestones for each board will be released byAFPC.

Q. Will members be able to submit a letteror memo to the retention board?

A. Specific board details will beannounced in advance of each retentionboard.

Q. Will commanders be able to make a rec-ommendation?

A. Yes, similar to officer retention boards,commanders will be required to make a reten-tion recommendation.

Q. Will there be an appeal process formembers selected for retirement/separation?

A. Airmen always have the right to appealany records related issues, and routinely do sovia the Air Force Board of Military RecordsCorrection. Guidance on the process is avail-able on myPers at https://mypers.af.mil.

Q. Will this be an ongoing process, likepromotion boards?

A. Yes, under the new personnel manage-ment strategy, enlisted retention boards are anenduring performance-based managementtool designed to retain a high performingleaner force.

Q. When is the Retention Board scheduledto convene?

A. The board is scheduled to convene 16Jun 14 through 25 Jul 14 for SrA thru TSgtand 16 Jun thru 4 Jul 14 for SNCOs.

Q. Will Airmen have any alternative tomeeting the Retention Board?

A. If an Airman is eligible to retire (20 ormore years Total Active Federal MilitaryService (TAFMS) as of 30 Nov 14, theAirman may apply for retirement in lieu ofmeeting the board; however, the Airman mustrequest a retirement date of no later than 1Feb 15. Airmen with 15, but less than 18years of TAFMS as of 31 Jul 14, may applyfor retirement under the Temporary Early

Retirement Authority (TERA) in lieu of meet-ing the board, but must request a retirementdate of 1 Aug 14. Airmen with 6 or moreyears of service TAFMS as of 29 Sep 14 willbe eligible for Voluntary Separation Pay(VSP) and separation NLT 29 Sep 14 in lieuof meeting the Retention Board. Those whoattain 6 years TAFMS after 29 Sep 14 but notlater than 31 Jan 15 will be eligible for VSPand separation on the date they reach 6 yearsTAFMS. Airmen with less than 6 years ofTAFMS may also request to separate in lieuof meeting the Retention Board; however,they don't qualify for separation pay due totime in service.

Q. Why is the Air Force conductingRetention Boards for enlisted members?

A. The Air Force had to make a difficultbut necessary decision to reduce the force.The Air Force has felt the effects of highretention rates over the past 18 years whichcan be contributed to our current economicstanding. Many additional factors such as jobsecurity and improved compensation havemade the Air Force a very attractive careerchoice. However, due to widespread forcestructure cuts the Air Force must take meas-ures to reduce and shape our force while mak-ing deliberate decisions to posture our forcefor the future.

Q. Are there any Air Force Specialtiesexempt from this Retention Board?

A. The board will target Airmen in overagespecialties using a performance based strate-gy to optimize the quality we retain in our AirForce.

Q. How will I know if my AFSC is beingconsidered for retention?

A. AFPC will publish a matrix on theForce Management page of the myPers web-site at the link below. This matrix will identi-fy the overage AFSCs and grades being con-sidered for retention under this program.

https://myPers.af.mil/app/answers/detail/a_id/25484

Q. If my AFSC meets its intended numbersof losses, will my AFSC meet the RetentionBoard?

A. No. Be sure to continuously monitorAFPCs website to see what AFSCs will meetthe Enlisted Retention Board. At any time, anAFSC can be removed from consideration.

Q. What volunteer programs are available

that will help my AFSC meet its intendednumber of losses?

A. Voluntary programs include retirementunder the Temporary Early RetirementAuthority (TERA), Voluntary Separation Pay(VSP), and voluntary retirement or separationin lieu of meeting the retention boards. Allvolunteer programs implemented to reduceour end strength can be found on the ForceManagement page of the myPers website,found at the link below:

https://myPers.af.mil/app/answers/detail/a_id/25484

Q. How many Airmen are the Air Forcetrying to separate by this board?

A. Historical retention rates and forcestructure cuts has resulted in a vast majorityof enlisted specialties being over mannedwhich has forced the Air Force to take meas-ures to reduce the enlisted force by approxi-mately 25K Airmen.

Q. How will Airmen know if they arebeing considered by the board?

A. Commanders will receive a list of theireligible Airman and eligible Airman willreceive notification by AFPC via a personale-mail through the virtual MPF.

Q. Will Commanders have the authority toretain an Airman who meets the eligibilitycriteria instead of meeting the retentionboard?

A. No; however, commanders will have anopportunity to complete a RetentionRecommendation Form to convey the qualityof each Airman.

Q. What will the board consider? A. The board will focus on duty perform-

ance, depth and breadth of experience utiliz-ing evaluations, decorations, an EnlistedRetention Brief, and an enlisted RetentionRecommendation Form to make their deci-sions. Additionally, the member is authorizedto write a one-page letter to the board toaddress any matter of record an Airmanbelieves warrants consideration.

Q. When will the results of the board bereleased and how will Airmen be notified ifthey have not been selected for retention?

A. Results of the board will be released inJuly-August 2014 and Airmen will be notifiedby their Commanders of the board's decision.Airmen will also be required to sign a notifi-cation letter.

Q. How will the Air Force help prepareAirmen and their families for this transition?

A. Board-eligible Airmen are eligible forfull Transition Assistance Program (TAP)benefits and other related services to includeemployment resources, financialplanning/management, spouse employmentassistance, relocation assistance and generalinformation and referral. In addition Airmenwill receive 180 days extended medical carefor themselves and their family, and an IDcard for 2 years of Commissary and BaseExchange privileges.

Q. Will Airmen receive any type of separa-tion pay?

A. Airmen not selected for retention areentitled to full separation pay, if otherwisequalified. To qualify, Airmen not selected forretention must have 6 or more years of activeservice and less than 20 years of active serv-ice as of the separation date.

Q. Are there other incentives for Airmenwho decide to separate before the board con-venes?

A. Eligible Airman with less than 6 yearsof service will have an opportunity to applyfor early separation in the best interest of theAir Force in exchange for their service in theIndividual Ready Reserve (IRR) untilMilitary Service Obligation (MSO) has beenserved. Airmen with greater than 6 years ofservice will be offered separation pay orTERA, if otherwise eligible.

Q. Who will serve as board members onthese Retention Boards?

A. Community functional experts willserve on these boards and will consist of twoChief Master Sergeants and a Colonel.

Q. How frequently will this board be con-ducted?

A. Boards of this magnitude aren't intend-ed to be enduring; however, in the futureyears the Air

Force may conduct boards to identifyAirmen for retraining and possible retention.

Q. Will Airmen not selected for retentionhave an opportunity to join the Air ForceReserve or Air National Guard?

A. Airmen not retained and interested intransition opportunities for continued servicewith the Total Force should contact their In-service recruiter to discuss their options.

Enlisted Retention Boards FAQs and answers

From Joint Base Charleston Public Affairs

Q. How many chiefs will be considered by the board?A. It's contingent upon the number of chiefs who apply and

are approved under the voluntary retirement phase of the pro-gram. We won't have the answer to that question until the endof the volunteer phase.

Q. Will all career fields be considered or only selectivefields?

A. This board will review the records of chief master ser-geants in overage AFSCs and those with negative quality indi-cators and identify chiefs recommended for retirement.

Q. How long after meeting an involuntary board will mem-bers have to prepare for separation or retirement?

A. Approximately 4 months depending on board dates.

Q. Will there be an appeal process or is the board decisionfinal?


Q. Will ADSCs be waived? Which ones and to what degree?A. The intent is to retain the highest quality Airmen.

ADSCs will not be a factor in the process.

Q. Will Chiefs selected by the board for retirement have torepay TEB (Transfer of Education Benefits) to family?

A. If a chief meets the Department of VA Post-9/11 GI Billeligibility requirements, failure to be selected for retentionwill not impact benefits.

Q. What is the benefit for a chief in volunteering for retire-ment vs meeting the board?

A. A chief who volunteers for retirement will have moretime to plan for retirement versus meeting the board and hav-ing 60 days less transition time.

Chief master sergeant retention board Q&A

To see the Airlift Dispatch online or download a PDF of the paper, please visit www.Airlift.scTo see the Patriot online or download a PDF of the paper, please visit www.CharlestonMilitary.com

The Patriot • January 10, 201410 JB CHS NEWS

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By Maj. Wayne Capps315th Airlift Wing Public Affairs

INCIRLIK AB, TURKEY – Imagine ... your child justgraduated high school and is deciding between college and theAir Force. But at 47-years-old, you join instead.

That is exactly what Capt. Karen Stewart did. Stewart is anewly qualified flight nurse with the 315th AeromedicalEvacuation Squadron at Joint Base Charleston, S.C.

"After my son graduated from high school, he was trying todecide if he wanted to go to college or join the military. Westarted looking at different Air Force jobs and I saw flightnursing," said Stewart, who is a civilian nurse of 11 years. "Ithought I was too old, then saw the age limit was 48 and Iknew I had to try it."

Her son decided to go on to college but Stewart contactedthe Air Force Reserve recruiter.

"The recruiter said I probably wouldn't make it at my age.I told him that he didn't know me and to send me the applica-tion," said Stewart. "It took 12 months to process my applica-tion but I was accepted and swore in 2 months before my 48thbirthday."

Stewart said she was proud to prove the recruiter wrong. "Itook my Air Force Physical Fitness test two days before my48th birthday ... and scored an excellent on it."

On her first overseas mission to Incirlik AB, Turkey, shewas fully engaged in the training at hand. "She is jumping inand was doing what needs to be done. She is a real team play-er," said 1st Lt. Howard Crowley, medical crew director on themission. "Her civilian nursing experience is very helpful. Innursing you never know what will happen next, you focus oncritical thinking and that really helps here," he said.

"I love flying, this has been great," she said. "I think everyday how blessed I am to do this."

"I don't want to see anyone get hurt but if that is the situa-tion, I want to be able to help them," said Stewart as shereflected on the wartime nature of being a flight nurse. "If itwere my child, I would want someone like me to bring themhome."

"I am excited about starting this new career," she said, asshe was finishing up the last leg of her first overseas trainingmission. "I can't stay in long enough to retire because of myage. But, I can stay in until I am 61-years-old and I plan ondoing that!"

Never say never – momtakes nursing to new heights

Master Sgt. Alex Evanosky (far left), an aeromedical evacuation technician assigned to the 315th Aeromedical EvacuationSquadron, Joint Base Charleston, S.C., gives instruction to newly minted flight nurses (left to right) Capt. Karen Stewart, 1st Lt. KofiOfori-Owusu and Capt. Rachel Hester while conducting training aboard a C-17 Globemaster III aircraft enroute to Incirlik Air Base,Turkey, Dec. 19, 2013.

U.S. Air Force photo / Senior Airman Bobby Pilch

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By Maj. Wayne Capps315th Airlift Wing Public Affairs

INCIRLIK AB, TURKEY – Managing a full-time collegecourse load can be hectic, but add the mission requirements ofa reserve flying schedule and it can be downright difficult.

Tech. Sgts. Shayne Katirgis and Kyle Simpson, reserveloadmasters with the 701st Airlift Squadron at Joint BaseCharleston, S.C., managed to fit in a C-17 mission to Incirlik,Turkey, and other flight duties while on Christmas break fromschool.

"Not many college students can say their part time job is tofly around the world," said Sgt. Simpson, a full-time studentstudying Physical Education at Charleston SouthernUniversity. "This is the best part-time job a person couldhave."

Simpson, who finds it somewhat easy to manage hisreserve requirements and his school life, has been a reservistfor the past three years and looks forward to graduating inMay and becoming a teacher. "Sometimes you feel like younever get a break, but it is absolutely worth it," he said.

Sgt. Katirgis, on the other hand, finds it harder to balanceschool and flying. "I have to be honest, it is hard. Balancing aschool schedule and the reserve is stressful," he said. "I mighthave two tests back to back, then have to drive down toCharleston to fly. Sometimes flying gets in the way ... but it isworth it because I enjoy what I do."

Katirgis has been a reservist since 2006 and is a student atSouth University's College of Pharmacy. "You just have to doit," he said when asked how he manages the busy life. "Youhave to just put your nose to the grindstone and do it. Gettinga doctorate isn't easy anyways, but adding the military to themix just adds to the stress," he said.

But, Katirgis credits the train-ing he has received while in themilitary with helping him dealwith the hectic schedule. "Mymilitary training really helps withthe stress in dealing with anaccelerated 3-year doctorate pro-gram," he said. "You just have toprioritize everything."

"My Christmas break is a per-fect example of some of the stressthat can be added. I had to makeup my October, November, andDecember UTAs (Unit TrainingAssemblies) while on break.Other students get to give theirbrains a rest but I have a checkride. But, there is a payoff," hesaid while reflecting on the bene-fits of being a reservist. "You geta chance to get away from schooland experience a differenttempo."

Both men agree that theirsquadron has been very flexiblewith their flying schedules. "Ican basically choose when I want to fly. It is easy to get onflights and fly during school breaks and weekends," saidSimpson.

"When I get back from a weekend trip and tell my class-mates what I did, they can't believe it," said Simpson. "Like Isaid, I think this is the best part-time job a student couldhave."

Master Sgt. Dennis Moore, evaluator loadmaster from the701st Airlift Squadron, who gave both aviators check-rides, orrecurring flight evaluations on the holiday mission to Turkey,summed up the pair's chaotic schedules. "We all have to bal-ance home, life and being a reservist. It is what we do," saidMoore. "They don't do it for the money, they do it becausethey are patriots."

Serve and learn – reservists juggle mission requirements and higher education

Master Sgt. Dennis Moore (middle), an air reserve technician with the 701st AirliftSquadron, Joint Base Charleston, S.C., provides technical instruction to Tech. SergeantsKyle Simpson (left) and Shayne Katirgis, loadmasters assigned to the 701st AS, duringtheir check ride from Incirlik Air Base, Turkey, Dec. 22, 2013.

U.S. Air Force photos / Senior Airman Bobby Pilch

Technical Sgt. Kyle Simpson, a loadmaster and full-time college student assigned to the 701stAirlift Squadron, Joint Base Charleston, S.C., assists in maneuvering palletized cargo aboard aC-17 Globemaster III aircraft prior to departing Incirlik Air Base, Turke,y Dec. 22, 2013.

Master Sgt. Dennis Moore (right),an air reserve technician with the701st Airlift Squadron, Joint BaseCharleston, S.C., provides techni-cal instruction to Tech. Sgt. ShayneKatirgis (left), a loadmasterassigned to the 701st AS, duringhis check ride from Incirlik AirBase, Turkey, Dec. 22, 2013.

To See More Photos & News, Visitwww.Charleston.Af.Mil

The Patriot • January 10, 201412 JB CHS BRIEFS

EventsAll classes or events will be held at the Fleet and Family Support

Center at Joint Base Charleston – Weapons Station (Building 755) unlessotherwise specified. To register for a class or event, please call 794-7480.

January 11/ Operation Clip & Save - 11 a.m to 1 p.m., learn how a penny-

pinching shopper saves hundreds!

January 13-16/ Command Financial Specialist (CFS) Training - This train-

ing is open to command appointed E-6 and above personnel only.Command Financial Specialists assist in preventing financial prob-

lems, starting a profitable sav-ings program, and providing membersassistance in car/insurance buying or investments. 8 a.m. to 4:30 p.m.

January 15/ Homebuying 101 - Do you know if you are ready to purchase

a home? Come learn the process of buying a property. 2:30 to 4:30p.m. at A&FRC (Also Feb. 10, from 3 to 4:30 p.m. at FFSC.)

January 15-20/ Pre-Separation Counseling - Are you within 24 months of

retiring or 12 months of separation from the service? If so, it’s timeto schedule your pre-separation counseling and TAP GPS Class.First, talk with your Command Career Counselor and then request todo your Pre-Sep counseling session. 15 & 16 Jan. 15 & 16 and Feb.6 & 20, 1 to 3 p.m. each session.

January 17/ Basic Resume and Cover Letter Writing - Attendees will

receive guidance on content & format as you develop your firstresume. 2 to 3:30 p.m.

January 21/ Military Spouse 101 - Spouses, welcome to the military! Being

a military spouse can be a challeng-ing adventure. Join the MilitarySpouse 101 class and meet other military spouses. You will learnmilitary culture, such as acronyms, ranks, chain of command, corevalues, and how to adjust to the military lifestyle. 9 a.m. to 1 p.m.

January 22/ Five Love Languages - What makes you feel loved? People

ex-press their love for one another in vari-ous ways. It is essential for

couples to identify how to communicate their love to one another sothey can improve their relationship. Come and discover your lovelanguage. 11 a.m. to 1 p.m.

January 29/ 4 Lenses - What is your color personality: Blue, Gold, Green,

or Orange? This workshop is designed to help individuals improvethem-selves through communication, time man-agement, stress man-agement, organization skills, change management, and informal pro-fessional development. 11 a.m. to 1 p.m.

Notices/ New Year, New Resume! - Military Saves, a component of the

nonprofit America Saves and a part-ner in the Department ofDefense’s Financial Readiness Campaign, that seeks to motivate,support, and en-courage military families to save money, reducedebt, and build wealth. The research-based cam-paign uses the prin-ciples of behavior economics and social marketing to change behav-ior. Military Saves encourages all service members, their families,and civilian employees to take the Military Saves pledge. Joint BaseCharleston’s Fleet & Family Support Center and Airman & FamilyReadiness Center will promote the Military Saves Campaign 24February through 1 March 2014. Please see page 3 for Military SavesWeek scheduled events.

See more briefs at www.charleston.af.milTo submit a news brief, send an e-mail to [email protected].

Make the subject line "NEWS BRIEFS." Submissions must be receivedno later than close of business the Friday prior to publication.

EventsAll classes or events will be held at the Airman and Family Readiness

Center (Building 500) unless otherwise specified. For more information,or to REGISTER for a class or event, please call 963-4406.

January 13-17/ A “Transition Assistance Program (TAP) GPS Workshop

for Retirees” will be held from 8 a.m. to 5 p.m. Learn how to transi-tion and become “career ready” with ease. Spouses are encouraged

to attend! Note: receipt of your mandatory TAP PreseparationBriefing (held on Thursdays) is required prior to attending this work-shop.

/ NOTICE: TAP GPS Workshops: The JB Charleston AB TAPGPS Workshop target audience will alternate between Separateesand Retirees, and for your convenience, JB Charleston WS will offerthe TAP GPS Workshop to alternating target audiences.

January 15/ A “Spouse Introduction to JB Charleston – Air Base” class

will be held from 9:30 to 11:30 a.m. Join us for this fun, fast-pacedintroduction to JB Charleston AB for military spouses who haverecently moved here. Meet other newly-arrived spouses, connectwith your unit Key Spouse and learn where to shop, dine and play inthe Lowcountry.

/ A “Charting a Path to Home Ownership” class will be heldfrom 2:30 to 4:30 p.m. Learn what it takes to prepare for home own-ership, how to qualify for a home, whether to seek a realtor, whereand what to look for in a home, and more.

/ Homebuying 101 - Do you know if you are ready to purchasea home? Come learn the process of buying a property. 2:30 to 4:30p.m. at A&FRC.

January 16/ A “Fine Tune Your Resume (Part II)” workshop will be held

from 9 to 10:30 a.m. or 10:30 a.m. to noon. Choose which time fitsyour schedule. Receive professional feedback.

January 22/ Basic Resume and Cover Letter Writing - Attendees will

receive guidance on content & format as you develop your firstresume. 9 to 11 a.m.

Notices/ SAI Yoga - Tuesdays and Thursdays from 1:15 to 2:15 pm. Get

all stretchy at the Air Base Fitness Center every Tuesday andThursday with SAI! Practice ancient techniques of balance and med-itation that will make you instantly more attractive and better at con-centrating. It's FREE!! This event is geared toward single Airmenand Sailors 18-25yrs but open to all.

/ Department of Veterans Affairs Benefits Briefers are avail-able to assist all service members, veterans, and family memberswho may have questions about VA benefits and services they are eli-gible to receive. Appointments are available in one hour blocks from9 a.m. to 3 p.m. Monday through Thursday, and walk-ins are wel-come. The Joint Base Charleston - Air Base office is located in build-ing 503, room 106, and the number is 963-8224. The JB Charleston- Weapons Station office is located in building 302, room 108, andthe number is 794-4304.

See more briefs at www.charleston.af.mil

To submit a news brief, send an e-mail to [email protected] the subject line "NEWS BRIEFS." Submissions must be received

no later than close of business the Friday prior to publication.

PETS9 week old bunnies. 4 boys 3 girls. Colors arebrown and silver. Call Robert 637-3536

HOMES/LAND FOR SALERidgeville/Givhans 2 Acres Campbell Rd ClearedFrontage Property Summerville Schools. ReducedSale Due to Retirement $43,000 843-826-0750

2Br/2Ba w/2x gar. Lg. porch & sunrm. Shade trees,irrigation, gated community, 208 Patchwork Dr.Ladson, Can fish from backyard. $108K negot. Info:843-364-2066

4 bed/2.5 bath Archdale home for sale. 2045 sq ft,2 car garage, Dorchester 2 school district, $160K.Close to base. Call 843-323-5354.

HOMES/APTS FOR RENTBeautifully furn 2BR/2BTH house, gated comm5mins from base. Utilities,phone, cable,internet opt.$1145/month. Mil disc & low deposit. Ready now!(863) 397-6588

2br/2ba condo available 2/1/14. $775 includeswater and reserved parking. Ground floor unit. CallCurt 843-278-5454

BOATING/RECREATIONPaddleboat good condition $250; trimline ellipticalTrainer $150. call Keith at 229-200-1925 MtPleasant.

2011 Kawasaki Ultra LX, 1500cc, 160hp, 17hrs,perfect condition, always washed/flushed after eachride. Asking $9000. Call 843-991-6414

AUTO / MOTORCYCLE'08 BMW 328i Red, Like Brand New perfect condi-tion. 34K mi. $21,500. 843-751-7890

'08 GMC Acadia SLT II Black 117K Mi. 3rd rowSeat. Very Clean in Excellent condition. $16,500843-751-7890

MISC ITEMS FOR SALE5 Pc Dinette $148, New in Box. Coffee

& End Tables $99, All New!Can Deliver if needed, 843-696-5212

Sears 10" Compound Miter Saw. 2HP Mounted ona cabinet/extra blades. $100.00 843-744-7615

KITCHEN CABINETSBeautiful. Never Installed.

Cost $4800, Sell $1650. Call 843-856-4680.

MATTRESS SETS11'' THICK PILLOWTOPS

Brand New, With Warranties.QUEEN $285, KING $395Twins & Fulls AvailableCan Deliver. 843-225-2011

Bedroom Suite, 5 pieces, like new, hardly used inspare bedroom, a real bargain at $500. Estate Sale,call now 843-797-0410

Queen Pillowtop Mattress Set w/ warranty.$150! King for $225. Can Deliver $150

843-696-5712

$395 Sofa & Love Seat, New in Plastic. DeliveryAvailable, must Sell! 843-696-5712

6 Pc. Cherry Bedroom Set with Mattress set,Still in the Box! $350! Delivery Available

843-696-5212

Military: Want To Place A Free Ad? Go To www.CharlestonMilitary.comTO PLACE A CLASSIFIED ADwww.CharlestonMilitary.com • 843-412-5861

fax 843-628-3454 • [email protected] Publishing, PO Box 2016, Mt. Pleasant SC 29465

Diggle Publishing accepts free three-line personal* classified adsfrom active duty, reserve and retired military personnel andtheir dependents. Each line is roughly approximately 45-55letters and spaces. The amount depends upon the number of cap-itals, punctuation, etc. Three lines is roughly 150-160 total lettersand spaces.

One ad per military family per issue. Military may re-submit ad eachweek. Only personal ads qualify to run for free (ie: garage sales,home rentals, pets, autos, furniture, etc.) Business-related ads (evenif a home business) do not qualify to run for free and must bepaid. (See information below.*) We DO NOT accept “work at home”or “multi-level-marketing” ads. Ads which do not adhere to submis-sion guidelines may be rejected without notice.

The Best Way To Submit A Free Classified Ad Is With Our Online FormAt www.CharlestonMilitary.comWe do not take ads by phone.

Please do not call us to confirm receipt of your free ad.

* Ads from non-military or business-related ads (even home businesses) cost $3 perline (45-55 letters and spaces per line). Additional lines (over the 3 free) for personalads may be purchased for $3 per line as well. To pay for an ad or additional lines,please submit your credit card number and expiration date - as well as the name of thecardholder - with your ad via fax, email, or by phone.

Deadline to submit an ad is 9 a.m. Wednesday morning. Ads printed on afirst come-first serve, space available basis.

Visit Our Website At

www.CharlestonMilitary.com

The Patriot • January 10, 2014 13REC REVIEWREC REVIEW

Rec Review is produced by the 628th Force Support Squadron Marketing Office as a supplement to The Patriot. All prices for events and services advertised are subject to change without notice. For questions about Rec Review, call the Marketing Office at (843) 963-3809. Mention of any sponsor or sponsorship in this publication is not a federal endorsement for the product or service. For more information on Force Support facilities, visit our website at www.JBCharleston.com.

Rec Review

The Patriot • January 10, 201414

12 Jeep Commander LtdLeather, loaded, low miles

$18,99511 Mini Cooper Countrymen

Auto, one owner, extra clean

$17,995

$21,995V6, auto, loaded, factory warranty13 Mustang Convertible

13 Nissan Frontier Crew CabAuto, loaded, only 13k miles

$23,99513 Ford Flex SEL

Loaded, leather, only 13k miles

$23,995

13 Jeep Wrangler SportAuto, loaded, 22k miles

$23,995

13 Nissan PathfinderAuto, loaded, one owner

$24,995

12 Volvo XC90Loaded, one owner, low miles

$30,99513 Ford Explorer XLT

One owner, extra clean

$28,99513 Ford F-250 Super Duty

Crew cab, Powerstroke diesel, 4x4

$38,995

13 Fiat 500 AbarthHatchback, only 4k miles, loaded

$18,995

13 Nissan XterraAuto, loaded, only 11k miles

$19,995

13 Ford Mustang GTPremium pkg, leather, extra clean

$26,995

06 Toyota Tacoma SR-5Crew cab, V6, auto

$13,995

12 Chevy Silverado Z71Crew cab, extra clean, loaded

$27,995

13 GMC Sierra SLECrew cab, leather, one owner

$24,995

10 Ford F150 Lariat Crew cab, moonroof, nav, 20k miles

$26,995

12 Toyota TacomaAutomatic, V6, double cab

$23,995

13 Chevy SilveradoExt. cab, lthr, 4WD, only 10k miles

$28,995

13 Volvo XC-60Glass roof, loaded, only 15k miles

$28,99513 Toyota RAV 4 XLE

Lthr, moonroof, 4x4, only 3k miles

$25,995

13 Toyota Tacoma PreRunner Dbl. cab, v6, auto, only 13k miles

$25,995

12 Nissan JukeLeather, moonroof, only 12k miles

$19,995

07 Jeep Wrangler XV6, loaded, extra clean

$16,995

10 Ford Mustang GTLoaded, racing stripes

$17,995

08 Ford Edge SELLeather, power pkg, extra clean

$13,995

13 Ford Fiesta SEAuto, loaded

$12,995

07 Ford Fusion SEAuto, loaded, extra clean

$8,995

12 Nissan Frontier SLDbl cab, leather, moonroof, 1 owner

$23,995

13 Toyota Corolla LEAuto, moonroof, extra clean

$15,995

04 Toyota Camry LEAuto, extra clean

$6,99506 Chrysler 300

Loaded, must see and drive

$8,995

13 Chevy Silverado LTExt. cab LT, 4x4, leather, 10k miles

$28,995

01 BMW 325 ciConvertible, auto, leather, loaded

$6,995

13 Mini Cooper Auto, loaded, factory warranty

$18,995

10 Hyundai Elantra Auto, power package, one owner

$10,995

11 Mercedes C 300Loaded, one owner, extra clean

$22,995

04 Honda Civic EXAuto, sunroof, extra clean

$6,995

13 Honda CR-Z CoupeHybrid, auto, only 5k miles

$18,99512 Lincoln MKZ

Loaded w/options, factory warranty

$21,995

13 Ford Expedition XLTLoaded, factory warranty

$28,995

Expires 1/31/14

12 Chevy HHR LTLoaded, extra clean, like new

$13,995

05 Ford Escape LtdV6, leather, moonroof

$7,995

06 Ford F-350 LariatCrew cab diesel, loaded, 1 owner

$12,995

10 Ford Flex XLELoaded, extra clean

$16,995

12 Nissan VersaLoaded, 17k miles

$10,995

13 Nissan TitanCrew cab, V8, only 16k miles

$23,995

13 Nissan Maxima VLoaded, moonroof, leather, 1 owner

$25,995

08 Ford Mustang GTConvertible, leather, premium pkg.

$20,995

08 Shelby GT500Racing stripes, only 20k miles

$34,995

09 Can-Am Spyder Low miles, great bike, must see

$11,995

05 Dodge Neon SXTAuto, loaded, only 69k miles

$5,995

14 Jeep Wrangler RubiconLeather, nav, hardtop, only 3k mi

$32,995

13 Chrysler 200 LimitedWeather, nav, moonroof, 1 owner

$18,995

05 Chevy Impala V6, auto, one owner, low miles

$5,995

13 Chevy Tahoe LTLeather, moonroof, DVD

$34,995

07 Mini Cooper SAuto, moonroof, extra clean

$11,995

10 Chrysler 300 SLeather, moonroof, like new

$16,995

13 Chrysler Town and CountryTouring edition, weather, DVD

$22,99513 GMC Sierra SLE

Crew Cab, V8, loaded, one owner

$23,995

05 GMC Yukon XLLoaded, one owner, 4x4

$12,995

08 Honda Accord EX-L V6, leather, moonroof, low miles

$14,99512 Honda Civic EX

Auto, loaded, only 10k miles

$16,995

12 Hyundai Sonata HybridLeather, moonroof, nav.

$18,995

13 Infiniti G37Loaded, extra clean

$25,995

10 Lincoln MKSLoaded, factory warranty

$21,995

11 Nissan Murano SL 4x4, leather, moonroof, navigation

$23,99512 Volvo S60

Leather, loaded, extra clean

$22,995

10 Lincoln MKXLoaded, factory warranty, 27k mi

$23,995

12 Ford Fusion SELeather, moonroof, one owner

$13,995

$22,995Loaded, only 30k miles

10 Mercedes Benz C300

1-10-2014 the patriot (joint base charleston)

Documents

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