2 January 1995

ANGRC/DPM, DSN 858-8393




AGR History/Background



Terms Defined



Full-Time Military Duty Career

Management Chain of Command



Assignment, Reassignment, and Utilization

Length of Tours



Military Technician Restoration Rights

Military Technician Benefits

Grade Comparability and AFSC Compatibility


Full-Time Military Duty/Military Technician Grade Comparability

Performance Evaluations


Duties of Full-Time Military Personnel

Temporary Military Duty Tours

Continuation of AGR Tour


Voluntary Separation

Separation at Expiration of Tour

Mandatory Separation

Involuntary Termination for Cause

Air National Guard AGR Separation Incentive Program (ASIP)



AGR General Benefits

Medical Benefits

Dental Benefits


Federal Holidays

On the Job Injuries or Illness


Clothing Allowance


On-Base Housing (Where Available)

Survivorís Benefits

Benefits for Dependents and Survivors of AGR Casualties

Mortuary Services Benefits (General Entitlements)

Dependency and Indemnity Compensation (DIC)

Non-Service Connected Death Pension

Social Security Payments

Continued Service Benefits and Privileges

Survivors Benefit Plan (SBP)

Death Gratuity

Unpaid Pay and Allowances

Servicemans Group Life Insurance (SGLI)

VA Home Loans



In-Processing Checklist

Base Map

Base Telephone Directory

CHAMPUS Handbook

Delta Dental Handbook


Organizational History /Mission

Organizational Chart/Functions/ Descriptions

ARPC Fact Sheets

Some Suggested Further Reading:

"National Guard Almanac", published annually by Uniformed Services Almanac, Inc., Falls Church VA - has all the current statistics and the details of many benefit programs, entitlements and programs. A rich source of information.

"Handbook for the Guard and Reserve", October 3, 1994, published as a supplement to the Air Force Times, Army Times Publishing Company, Springfield VA. A good overview of the Guard and Reserve with current information on money, job security, family, health care, separation and retirement.

"Prelude to the Total Force: The Air National Guard 1943-1969" , by Charles Gross, Office of Air Force History, Washington DC 1985. The best single volume history of the ANG. If you want to really understand some of the arcane policies, procedures, and programs of the ANG this is a must read. A follow-up publication" The Air National Guard, A Short History", (NGB 94-180) published in 1994, is a 34 page illustrated booklet which brings the reader to the present.

"Air Force Magazine" Almanac issue published by the Air Force Association, Arlington VA. A current overview of the Air Force to include structure, facts and figures.

"Sixth Quadrennial Review of Military compensation, Vol 1A, Compensation of Full-time Support Personnel" August 1988 US Govít Printing Office. A little dated, but a terrific overview of the DoD history of full-time support programs in a context of compensation. Lots of good background information here.



Our thanks to all the organizations who contributed to this product. ANGRC/DPM freely stole good ideas, formats, and entire pages from contributions made by many individuals and units. Our special thanks go to the 162nd Fighter Group, Tucson AZ who provided us with the foundation for this handbook. Other significant contributions came from the 166 AG, DE ANG, the 177 FIG, Atlantic City, the 170th/108th NJ ANG, the 139 MSS/DPEH MO ANG, the NH HRMO, and the WA ANG/HQ



    The purpose of the Active Guard/Reserve program is to provide a full-time mobilizable military asset to improve the readiness of the Air National Guard. AGRs are attached to organizations to meet mobilization standards and mobilize with units as required. AGR members provide assistance in organizing, administering, recruiting and retaining, instructing and training ANG personnel and organizations. They provide skills, stability, continuity, and full-time availability that cannot be reasonably obtained by using part-time drilling Reservists.


    The AGR program is managed by the AGR manager at state headquarters in the Human Resources Management Office (HRMO). This office is responsible for the management of all full time programs, both Army and Air, AGR and Military Technician. Much of the day-to-day service to AGR members has been delegated by state headquarters to the Military Personnel Flight (MPF) at the unit level for the Air National Guard. At some geographically separated (from state HQ) sites the state headquarters has provided a liaison in the form of a remote designee. The remote designee is assigned at the unit level, usually in the MPF, as the HRMO representative. He or she is a key link, and a person you should get to know. This outlines the chain of coordination and communication regarding the AGR program in most locations. Most of your immediate needs as an AGR member will be met by the MPF. But it is important to remember that ultimate responsibility for the AGR program resides at state headquarters in the HRMO. The Military Personnel Flight is here to provide daily personnel support to you. This handbook has been prepared to give you information on a variety of personnel topics which are vital to your AGR career. Although it cannot possibly answer all of your questions, it should offer enough general information to cover the more common areas of interest.


    The governing regulation for the full-time military duty (AGR) program is ANGI 36-101. The intent of this handbook is to act as a general program overview and ready reference. It is not intended to be used in lieu of the regulation. Other references include:

    - Department of Defense Directive No. 1205.18, Full Time Support (FTS) to the Reserve Components.

    - ANG Policy Directive 36-1, Full Time Support (FTS) to the Air National Guard 26 November 1993.

    - ANG Instruction 36-101, The Active Guard/Reserve (AGR) Program, 29 December 1993, and ANGI 36-101(C1) 4 August 1994.

    - Title 32 United States Code (USC) Section 502(f)

Terms Defined:

Active Guard/Reserve (AGR):  National Guard members on full-time National Guard duty to support the National Guard and Reserve components and who are paid from Reserve Personnel Appropriations of a military department. This includes all personnel of the National Guard and Reserve Forces serving on active duty under Sections 175, 265, 672(d), 678, 3040, 8021, or 8496 of Title 10, USC or Section 502(f) of Title 32, USC in connection with organizing, administering, recruiting, instructing, or training Reserve components.

AGR ManagerThe person in HRMO responsible for the management of both Army and Air National Guard AGR personnel in the state.

ARPASAir Reserve Pay and Allowance System

ASIP:  Air National Guard AGR Separation Incentive Program. A voluntary separation program designed to avoid involuntary separations as a result of force reductions. Includes VSI/SSB, and TERA benefits.

CompatibilityThe condition in which a weekend military assignment is substantially equivalent to the duties described in the full-time position description. The same job in the same unit and location.

CHAMPUSCivilian Health and Medical Program of the Uniformed Services

DAFSCDuty Air Force Specialty Code. Your daily job.

DEERSDefense Enrollment Eligibility Reporting System. A health care benefits verification system for military health care, CHAMPUS, Delta Dental and other programs.

Direct Unit Support:  Those full-time military duty personnel and military technicians within an individual state or territory who directly provide the day-to-day continuity in the operation and training of their assigned ANG unit.

Employment Authorization:  The annual allocation of unit support resources to support the positions on the Support Personnel Manpower Document (SPMD). Employment authorizations represent the maximum full-time hiring authority for each unit.

ETSExpiration Term of Service

Equal OpportunityThe management of AGR personnel will be free of discrimination based on race, color, religion, sex, national origin, or non-disqualifying age or disability. The objective of the equal opportunity program is to ensure fair, equitable, and non-discriminatory treatment of all, based on merit, fitness, capability, and potential; and to provide opportunity for upward mobility to leadership and management positions within the Air National Guard.

Family/Extended Family Members:  A family relationship to a military member, including father, mother, son, daughter, brother, sister, uncle, aunt, first cousin, nephew, niece, husband, wife, father-in-law, mother-in-law, son-in-law, daughter-in-law, brother-in-law, sister-in-law, step-father, step-mother, step-son, step-daughter, step-brother, step-sister, half-brother, or half-sister.

Full-Time Military Duty Personnel:  Those members of the Air National Guard (ANG) in full-time National Guard duty under 32, USC 502(f).

Grade Ceilings:  Limits established by law for the number of members by grade who may be on active duty in support of the Reserve components of the Air Force.

Human Resources Management Office (HRMO)The office in State Headquarters responsible for the management of full time military duty personnel and military technicians.

JUMPSJoint Uniform Military Pay System

Military Technicians:  Federal employees of the National Guard who are excepted civil service members of the ANG unit which they are hired to support as technicians pursuant to 32 USC 709.

Overgrade Status:  An assignment condition where a full-time military duty member's grade exceeds the maximum military grade authorized for his/her SPMD position, regardless of the cause.

Remote DesigneeThe HRMO representative assigned to some units when the HRMO is geographically separated. The key point of contact from state headquarters assigned at the unit level for full-time personnel programs

SBP:  Survivor Benefit Program

SGLI:  Servicemanís Group Life Insurance

Support Personnel Manpower Document (SPMD):  A document containing all validated full-time support positions authorized for a given unit as well as the authorized grade(s) for each position.

SSB:  Special Separation Benefit. A lump sum payment for voluntary separation as a result of unit force reductions for members with between six and fifteen years of service.

TAFCSTotal Active Federal Commissioned Service.

TAFMSTotal Active Federal Military Service. You need twenty years to retire. If you have eighteen, you enter the "sanctuary zone" and may not be separated unless for cause.

TERATemporary Early Retirement Authority. For members with between 15 and 20 years of satisfactory service who voluntarily separate as a result of unit force reductions.

Unit Manpower Document (UMD):  A document containing all authorized manpower positions (drill weekend positions) for an ANG unit.

VSIVoluntary Separation Benefit. An annual annuity for voluntary separation as a result of unit force reductions for members with between six and fifteen years of satisfactory service.



    Your supervisor has the responsibility to provide an orientation to your immediate job environment, explain standard procedures, show you the layout of your work area, and introduce you to your co-workers and the leadership in your organization. He or she will provide you with your work address, explain the telephone system, and discuss duty hours. You will be taken to key offices and functions on base which interface with your job. He or she will brief you on safety and security in your work area. The supervisor can answer your questions about your immediate needs such as where to park your car or where the copy machine is located. Your supervisor may appoint a knowledgeable sponsor to provide this orientation in his or her place.

    The MPF or Remote Designee will provide a copy of this handbook, and brief you on their schedule for newcomerís briefings which will cover topics such as healthcare, financial planning, career progression, educational benefits, retirement planning, leave and pass policy, housing and legal assistance. They can provide you a copy of the base map, information on registering your car, or answer your questions on how the AGR program works. You will want to bring your spouse and family members to these briefings to introduce them to the benefits and entitlements of military life. You should share the information in this handbook with your family members. Your family may also wish to visit the nearest active installation family support center which offers many services to family members.

Full-Time Military Duty Career:

    The AGR program is a career program. Individuals entering the full-time military duty personnel program should be making the decision to complete their direct unit support career in a military duty status. The ability of a person to complete the twenty years of service required to qualify for an immediate military retirement (10 USC 8911 or 8914) is an inherent part of entry into a career program.

Management Chain of Command

    The supervisor of the work center must be senior in military grade to the individual(s) being supervised. Grade inversion ( a junior member supervising a more senior member) is detrimental to the military nature of the ANG and is prohibited regardless of employment status (Military Air Technician vs. AGR). The concept of the senior individual being in charge is an essential element of the military structure and an inherent part of the military process.


    Upon entering a full-time military duty tour, member's must in-process. This action is accomplished as follows:

    1.  Supervisors are responsible for ensuring that personnel report to the Military Personnel Flight (MPF), on the morning of their first duty day.

    2.  The Personnel Assistant or Remote Designee will give the member copies of their orders and an AGR In-Processing Checklist. (See attachment 1) The in-processing will consist of several briefings and the collection of information and documentation necessary to build your full-time military files. This includes accomplishing your ID Cards, and, if applicable, family member ID cards, DEERS enrollment, and service history captures.

    3.  Educational Benefits Counseling. Information on the Montgomery GI Bill (Chapter 30) , Community College of the Air Force, State tuition assistance, or Air Force tuition assistance programs will be found at the Base Career and Education Managers (CEM) Office. For PME enrollment , CDCs, upgrade training, and formal schools, see the Training Office. You will also be scheduled for a Human Relations class, and a Total Quality Awareness class within the first several months of your arrival if you are new to the unit.

    4.  Clothing and Equipment. If your duties require special clothing or organizational equipment, your sponsor or supervisor will assist you in obtaining them from the Individual Equipment Unit (IEU).

    5.  Registration of Privately Owned Vehicles (POVs). Register all POVs with Security Police. If necessary, you can also get fingerprints there for a security clearance, and process ID cards and line badges as required.

    6.  Upon completion of the in-processing clearance requirements, the AGR In-Processing Checklist will be returned to the Military Personnel Flight.


    1.  The Military Pay Section will complete all your initial pay transactions. They will process and input initial gains, promotions, name changes, separations, extensions, SGLI, and entitlements, i.e. address, state and federal tax withholding, BAQ, BAS, VHA, flight pay. This combination creates the Military Master Pay Account in the Joint Uniform Military Pay System (JUMPS). NOTE: These changes pertain to pay only, this does not preclude changes being made at the MPF.

    2.  Casual payments may be picked up at the servicing Finance Center cashier until a member is fully gained into the JUMPS system (usually only once). This will take approximately 15-30 days after the start of your full-time military tour.

    3.  Paydays are the 1st and the 15th day of each month, with respect to weekends and holidays.

    4.  Personnel being promoted must bring a copy of their promotion orders to the Military Pay Section to ensure receipt and prompt update.

    5.  Submit leave requests, AF Form 988, through your supervisor, to finance at least 5 days prior to the first day of chargeable leave to allow sufficient time to process the request.

    6.  The servicing Finance Center has direct access to your pay files; therefore, you may direct any questions to the Finance Section.

Assignment, Reassignment and Utilization:

    To be eligible for assignment or reassignment to full-time military duty status, all full-time military duty personnel must hold military UMD assignments in the squadron/flight they support and in which they perform the duties of the SPMD position to which assigned. Their military grade cannot exceed the maximum military duty grade authorized on the SPMD for the position as specified in the grade comparability chart on page 14 and assignment must be to a vacant, validated SPMD position. The force structure of the AGR program is modeled on a similar active duty unit. However, because there is less mobility and less job turnover in the AGR program, advancement may be more difficult because of the relatively rarer promotion opportunities. As you advance up our pyramidal structure the grade comparability chart will gain more of your interest.

Length of Tours:

    Initial and subsequent full-time military duty tour orders will be for a period of five (5) years. An exception to this policy may be made under the following conditions only:

    1.  Enlisted member's mandatory separation age (age 60).

    2.  Officer's mandatory separation date (MSD).

    3.  Member's who have completed 20 years of active duty may be granted subsequent tours of one to five years.

    4.  Member's who have completed more than 15 years of active duty may be granted subsequent tours of one to five years as required to qualify for a 20 year active duty retirement. NOTE: Full-time military duty tours should correspond with an enlisted member's ETS whenever possible. Personnel entering or renewing tours should be extended IAW NGR(AF) 39-09 should their tour exceed their ETS.




    Enlisted AGR members currently serving in military duty status may be selected for a vacant SPMD position without an awarded 3 skill level in a compatible AFSC subject to the following restrictions:

    1.  If no mandatory technical training school is required, the member must successfully upgrade to the 3 skill level in the new AFSC.

        a.  If the member fails to successfully upgrade to the 3 skill level, they must be reassigned to an SPMD position for which qualified or be removed from full-time military duty status immediately.

        b.  The member must sign a statement acknowledging their understanding of the above conditions prior to assignment to the SPMD position. This statement may be made on the AF Form 2096 reassigning the member and a copy provided to the SPMO for inclusion in the member's full-time military duty personnel file.

    2.  If the SPMD position requires a mandatory technical training school for award of the 3 skill AFSC, the member must attend the technical training school prior to assignment to the new SPMD position.

    3.  The individual must continue to progress in training, IAW AFRs 50-23 and 35-1, to a skill level compatible with their SPMD assignment. Members who do not successfully upgrade will be reassigned to an SPMD position for which qualified or removed from full-time military duty status.

Military Technician Restoration Rights:

    Military technicians who separate from technician employment to enter into military duty have restoration rights while in full-time military duty status. The technician must apply for restoration rights within 90 days from the date of separation from the full-time military duty tour, and the State must restore them within 30 days following the date of the application. Individuals will not be restored to military technician status to gain entitlement to a new period of restoration rights or to establish a new "high three" years of income for federal civil service retirement computation, and then placed on a new tour of full-time military duty. It is possible that a reduction-in-force (RIF) within the unit may be necessary in order to make room for the individual exercising their restoration rights. When entering a tour of active duty, an individual is entitled to use military leave, annual leave, and compensatory time. The effective date of separation will be at the end of this period.

Military Technician Benefits:

    A military technician separating to accept an AGR tour is entitled to the following:

    1.  Receive a refund of their retirement deductions.

    2.  Restoration rights for up to five years.

    3.  Entitled to use any military leave, annual leave and compensatory leave prior to the effective date of the personnel action.

    4.  Receive a lump sum payment for annual leave, or have the leave remain to their credit until return from full-time military duty.

    5.  Military leave will be used at entry of full-time military duty tour. In other words, if you have 15 days military leave, you will be on your full-time military duty tour and in military leave status simultaneously (2 paychecks). Military leave will begin the day following separation from technician status which will include weekdays and weekends until depleted. Supervisors are required to continue to complete the individual's time sheet and forward to Accounting and Finance while individual is in a military leave status.

    6.  Federal Employee Group Life Insurance (FEGLI) and Federal Employee Health Benefit (FEHB) Insurance: a 31 day temporary free extension is granted when a military technician separates.

Grade Comparability and AFSC Compatibility:

    The full-time military duty grade on the SPMD for each position is commensurate with the level of duties and responsibilities of the position. The full-time military duty/military technician grade comparability chart below will be used to determine the maximum full-time military duty grade authorized for each position on the SPMD. The individual UMD assignment (DAFSC) must be compatible with their SPMD assignment.


    The number of full-time military duty personnel and their military grades cannot exceed the annually established military duty end strength and/or grade ceilings. Therefore, the following promotion controls are necessary:

    1.  Full-time military duty personnel will not be promoted above the grade authorized on the SPMD for their position (see Grade Comparability Table).

    2.  While serving in full-time military duty status existing ANG promotion policies will apply to both officers and enlisted personnel. Full-time military duty officers will be promoted IAW NGR(AF) 36-4 and AFI 36-2504. Full-time enlisted personnel will be promoted IAW ANGI 36-2502. In addition, all promotions for AGR personnel must be within the total authorizations for each grade reflected on the unit SPMD, the State's AGR grade ceilings as allocated from NGB and the individual's military assignment on the UMD.

    3.  Acceptance of a full-time military duty tour to an authorized support personnel manning document position where the grade authorized is below the grade currently held by the enlisted member, will result in a demotion to the maximum grade authorized by the SPMD position.

Full-Time Military Duty/Military Technician Grade Comparability

    The following grade comparison table determines the maximum military duty grade authorized for each position on the SPMD. Provisions of this table are not waiverable.

Comparable Military Technician Grade

MAX MIL                 GEN SCHED     WAGE       WAGE         WAGE

DUTY GRADE         MANAGER        SUPV       LEADER      GRADE

0-6, COL ................         14-15                 --                --                   --

0-5, LTC ................          12-13                --                 --                   --

0-4, MAJ ................            11                   --                 --                   --

E-9, CMS ................          9-10               7-16            11-13              14

E-8, SMS ................             8                   4- 6              10                  13

E-7, MSG ................            7                    1- 3             8- 9              11-12

E-6, TSG ................             6                      --               1- 7               9-10

E-5, SSG ................            1-5                    --                 --                 1- 8


NOTE 1: This table establishes GS-11 as the entry level for officers into full-time military status. Captains previously entered at the lower level may be retained; however, they may not be promoted to major unless occupying a valid GS-11 or above position.

NOTE 2: The entry of officers into WS-12 through WS-16 is prohibited. Officers previously entered into full-time military duty status in these grades may be retained; however, they may not be promoted above the grade of major.

Performance Evaluations:

    All full-time military duty personnel will have periodic appraisals rendered on at least an annual basis. Full-time military duty officers will have Officer Performance Reports as required by AFI 36-2402 and full-time military duty enlisted personnel will be rated according to procedures in ANGI 36-2403.



Duties of Full-Time Military Duty Personnel:

    1.  Duties of full-time military duty personnel will be governed by the functions inherent in the full-time position they occupy on the SPMD.

    2.  Full-time military duty personnel will participate with their unit of assignment during unit training assemblies (UTAs) and annual training periods, unless excused from duty IAW AFI 36-3003, Military Leave Policy. Full-time military duty personnel will also be available to participate in deployments, special projects, and exercises when required.

    3.  A condition of accepting a full-time military duty position is the obligation to perform a minimum of 40 hours of duty per week, plus a standard UTA weekend (four training periods) per month and any other duty periods associated with their unit of assignment's annual training, without compensatory time off.

Temporary Military Duty Tours:

    1.  Temporary military duty tours must only be used for short periods of time to fulfill work load requirements that are seasonal, backlogged, or unexpected.

    2.  Temporary military duty tours are subject to the following provisions:

        a.  They must be accommodated within allocated employment authorizations, unless additional resources are specifically provided by NGB/XPM.

        b.  They will be for a minimum of 30 days and will not exceed 139 days. The 139 day limit will normally not be waived, and applies equally to tours funded with additional resources.

        c.  Personnel must be assigned against valid SPMD positions, and may not exceed the maximum military duty grade authorized for the position.

        d.  Personnel placed in management (includes all officers), supervisory, or rated positions must be assigned to vacant SPMD positions.

        e.  If the temporary tour is effective on or through 30 September of the fiscal year, the incumbent must be counted and accommodated in the state's end strength and grade ceilings.

        f.  To be eligible for temporary military duty, personnel must meet the following criteria:

            (1)  They must hold a military UMD assignment in the unit they support and in which they perform the duties of the SPMD position to which assigned.

            (2)  Must be medically qualified IAW AFI 48-123.

            (3)  Must be within the weight standards.

            (4)  Airmen in the grade of SSgt (E-5) and below may be assigned without the required 3 or 5 skill level of the compatible AFSC, provided the temporary tour does not exceed 60 days.

            (5)  Airmen in the grade of TSgt (E-6) and above must have a minimum 3-skill level in a compatible AFSC.

            (6)  Individuals selected for a temporary tour must not have completed 18 years of active duty service or attain or exceed 18 years during this temporary assignment.

    3.  Temporary military duty tours need not be advertised through normal announcement procedures.

    4.  Individuals in temporary military duty status will be entered into the Personnel Data System IAW ANGR 35-03 and will be paid through the Air Reserve Pay and Allowance System (ARPAS) rather than JUMPS.

Continuation of AGR Tour

    Approval of AGR personnel for follow-on tours, or the decision to release the individual from a tour will be at the discretion of the Adjutant General. In case of termination, the individual will be notified in writing. Documentation of the individualís performance must substantiate the termination. In case of termination , DD Form 214 will be provided to each individual released from an AGR tour.

    About one year prior to your tour expiration you and your supervisor will be notified. At that time you may indicate your desire to remain with the AGR program. Normally your tour will be renewed providing you meet all the applicable criteria for renewal. Tours are for a maximum of five years or your military ETS.



Voluntary Separation:

    A member may request an early release from full-time military duty by submitting a fully justified request through channels to the Adjutant General, who is the final approval/disapproval authority. NOTE: Members who voluntarily request separation from full-time military duty or who voluntarily accept a position/promotion in a military technician status, are not entitled to separation pay since this action is considered to be entirely voluntary.

Separation at Expiration of Tour:

    Full-time military duty personnel will be separated from full-time military duty at the expiration of their current tour if:

    1.  They do not consent to a subsequent tour.

    2.  They were not selected for continuation in full-time military duty.

    3.  They are ineligible for a subsequent tour under the provisions of ANGI 36-101.

Mandatory Separation:

    Personnel will be separated for the reasons below, regardless of the expiration date of their current tour. Retention is not authorized. Personnel being separated under this paragraph should be given as much advance notice of separation as possible, ordinarily not less than 90 days. Separation is required when:

    1.  Officers reach their Mandatory Separation Date (MSD).

    2.  Enlisted personnel reach Mandatory Separation Date (age 60).

    3.  Failure to obtain, or the loss of, required security status.

    4.  Conviction by civilian or military authorities of an offense that will disqualify the individual for retention in the ANG.

    5.  When member is separated or discharged from the ANG.

    6.  When member is no longer medically qualified to serve.

Involuntary Termination for Cause:

    Reference ANGI 36-101, Chapter 6.5.

Air National Guard AGR Separation Incentive Program (ASIP):

    The Air National Guard AGR Separation Incentive Program is a voluntary program for AGR members in states and units subject to force reductions as a result of the downsizing of the total force. Every year, each state must not exceed end-strength manning goals. This program is designed to alleviate the need for mandatory or involuntary separations by offering incentives for members to voluntarily separate in order to meet end-strength. It provides Voluntary Separation Incentive (VSI), an annual annuity, Special Separation Benefit (SSB), a lump sum payment, or Temporary Early Retirement Authority (TERA) for AGR members prematurely terminating their careers. For members with between six and fourteen years of service the VSI/SSB option can be offered. For members with between fifteen and twenty 20 years of satisfactory service, the TERA is offered.

    The ASIP program benefits are driven by net position reductions in states on a fiscal year basis. Congressional authority for this program expires in 1999. A benefit package will be given to the state for each position reduced. The state will first attempt to offer displaced members alternate positions in the state. Although it is relatively rare, AGR members are subject to PCS (permanent change of station) moves. If no other suitable position can be offered, then the member may be offered an ASIP benefit. Other members in the organization may wish to take the benefit in order to reduce manning to AGR end-strength goals. If alternate members are offered ASIP benefits , the organization will seek to avoid retraining and relocating costs as part of the criteria for awarding benefits.


    1.  Military Duty Personnel may accrue sufficient creditable service to qualify for an active federal service retirement. This retirement may be attained through continuous Full-time Military Duty Service or by an accumulation of various types of active duty/active duty for training. Application for voluntary retirement will be IAW AFI 36-3203.

    2.  No Civil Service Retirement credit can be used toward Full-time Military Duty Tours - REF: Title 32 USC 502(f).

    3.  All Active Duty Points either AGR or Annual/Special Training count toward retirement. A minimum of approximately 7300 Active Duty Points (20 years of total active federal military service (TAFMS) are needed to qualify for an Active Duty (Title 10) retirement.

    4.  Enlisted members who retire for other than disability, may retire in the Reserve grade held on the date of retirement, subject to AFI 36-3203 restrictions.

Commissioned officers retiring under any section of Title 10 USC are retired in the highest grade held on active duty satisfactorily for at least six (6) months. To retire voluntarily in their current grade, lieutenant colonels and above, promoted after 15 September 1981, must have served on active duty in that grade for at least 3 years. A Lt Colonel for example, who submits for retirement due to non-selection by the selective retention board may be processed as an involuntary retirement. The member may retire as a Lt Colonel provided they served in that grade for at least 6 months.



AGR General Benefits:

    1.  Active Duty (green) ID Card and family member ID card(s).

    2.  Full Commissary and Exchange privileges. Theater, Bowling Center, Clothing Sales. The Commissary offers the same products found in civilian supermarkets. All items are sold at cost with a minimal surcharge to pay for operating expenses. The Exchange is similar to a department store. Services include check cashing facilities and layaway plans. There is no state sales tax on purchases at these facilities.

    3.  Full travel Benefits - As an AGR member you are entitled to space available flights on military aircraft for CONUS or OCONUS travel upon presentation of your green ID card and leave orders. Space available travel is strictly subject to mission requirements. The Air Mobility Command (AMC) cannot guarantee seats for space available passengers. Family members of AGRs are also eligible for OCONUS space available travel when accompanied by their sponsor (the AGR member). For further information, contact the nearest AMC passenger terminal for rules and tips governing flights.

    4.  Full Military retirement.

    5.  Tuition Assistance (75%) through sponsoring active duty base education office.

    6.  MWR Facilities: Fitness Center, Woodworking, Auto, and Arts & Crafts Shop, sports equipment rentals.

    7.  Other active duty base facilities: Swimming Pool, Thrift Shop, Aero Club, Library, Golf Course, Bowling Center, Gymnasium, Officer and Enlisted clubs.

    8.  Legal Assistance: Free legal advice is available from any active component installation, if time and resources permit, even on non-military matters, such as writing wills, understanding tax laws or dealing with creditors.

    9.  Chaplains are authorized to perform religious services from instruction to baptism to marriage. Chaplains also understand the demands a military career can make on families and can be a valuable counseling source.

    10.  Child care: Many active component installations have professional child care facilities with fees on a sliding scale according to income.

    11.  Physical Training: Individuals are encouraged to perform physical training at least three times per week. Physical training will be coordinated with the individuals supervisor to allow three training periods per week. Members are encouraged to run, jog, or bicycle at appropriate areas on base or use exercise equipment where available.

Medical Benefits:

    You and members of your family are eligible for medical treatment at any of the more than 100 military hospitals in the United States and overseas, almost free. Uniformed active duty members take precedence over family members for health care services at active component health care facilities.

    The Civilian Health and Medical Program of the Uniformed Services (CHAMPUS) is a dependent health care insurance program for family members. Family members are authorized civilian health care treatment by the doctor of your choice under this plan. They may also receive treatment on an outpatient basis at civilian hospitals and clinics and in some cases may qualify for inpatient treatment. CHAMPUS works much the same as other civilian health insurance plans with an initial deductible per person or per family cost, followed by a shared cost for remaining care, typically at 80% CHAMPUS, and 20% for the family.

    CHAMPUS also has a catastrophic cap which would limit your liability for cost sharing to typically $1000, at which CHAMPUS then converts to 100% coverage in a given year. CHAMPUS is a well known insurance program familiar to the medical community. Standard procedures are to bill them as you would any other insurance company by filling out the CHAMPUS forms and attaching the bill. Your MPF can provide you with more detailed information including a CHAMPUS handbook.

Dental Benefits:

    Dental care (AGR member only) available at military dental clinic. For care of dependents, the Delta Dependent Dental Plan is available for a minimal monthly premium deducted from your pay. Enrollment is accomplished through the MPF. All family members must be enrolled if any member of the family is enrolled. Enrollment of all eligible persons will be for a minimum 24 months unless spouse becomes eligible for an employer sponsored dental plan (NOTE: this must be substantiated with proof) or if sponsor loses all dependents. Coverage is effective on the first day of the month following the month in which the member initiates enrollment. Changes in enrollment status from individual to family, or family to individual, are effective on the first day of the month following the month in which the enrollment change is initiated. Termination of benefits occurs on the last day of the month in which the member disenrolls. Family eligibility is verified for each claimant through the Defense Enrollment Eligibility Reporting System (DEERS) prior to benefit payment.


    AFI 36-3003, Military Leave Policy, is applicable to AGR personnel. AGR military members accrue 2 1/2 days leave for each calendar month of active duty. The entitlement to leave is a right and should only be denied for military necessity.

Federal Holidays:

    When a holiday falls on Saturday, the preceding Friday is usually considered a holiday. When a holiday falls on Sunday, the following Monday is usually considered a holiday; however, scheduling off days for holidays is based on mission requirements:

    New Years Day - 1 January

    Martin Luther King's Birthday - 2nd Monday in January

    Washington's Birthday - 3rd Monday in February

    Memorial Day - Last Monday in May

    Independence Day - 4 July

    Labor Day - 1st Monday in September

    Columbus Day - 2nd Monday in October

    Veteran's Day - 11 November

    Thanksgiving Day - 4th Thursday in November

    Christmas - 25 December


Ordinary Leave:  Leave granted in execution of leave program, chargeable to member's leave account. Also called Annual Leave.

Non-Chargeable Leave:  Leave granted a member for illness, convalescence, permissive TDY and passes.

Advance Leave:  The use of unearned leave or leave not yet accrued. Approved by Squadron Commander.

Maternity Leave:  An AF Form 988, Leave Request/Authorization, will be used to request and approve/authorized leave. In accordance with AFI 44-102, Professional Procedures, "up to 30 days (including time in hospital) convalescent leave can be granted following childbirth". This is the maximum time allowed unless the attending physician determines the medical condition of the mother requires a longer period of convalescence. All leave must have prior approval of the individual's immediate supervisor.

PTDY:  Permissive Temporary Duty

Special Pass, AFI 36-3003 (Section E -- Liberty):  A pass, as differentiated from leave, is an authorized absence from duty station, granted for a relatively short period, to provide respite from the working environment or for other specific reasons. Passes are not a right to which a member is entitled, but a privilege to be awarded to deserving personnel. Such authorized absences are not chargeable as leave. The following reasons are examples of circumstances for which a special pass may be granted:

    - As recognition for exceptional performance of duty, such as Airman of the Month or Year.

    - To attend spiritual retreats or for observance of major religious events requiring the member to be absent from work or duty, when consistent with military requirements.

    - As compensatory time off for long or difficult deployment from home base, or for duty in an isolated location where a regular pass is inadequate, following periods of continuous duty or following duty on national holidays.

Special pass periods begin and end at the hour of departure from work and return to duty, and include the normal time off. They include at least one duty day for nonduty days taken with special 72-hour passes, and two consecutive nonduty days with extended 96-hour passes.

Use or Lose Leave:

    Individuals who will accrue in excess of 60 days leave have until the end of the fiscal year (30 Sep) to use their excess leave. Any amount of leave over 60 days after that date will be dropped or lost. Both the individual and their supervisor are responsible for the proper planning and usage of leave throughout the year to insure that no leave is lost by the individual and that the taking of "year-end-rush" leave will be avoided.

Cash Reimbursement for Accrued Leave:  Members should use their accrued leave prior to separation from full-time military duty status. Cash reimbursement for accrued leave is subject to the following conditions:

    1.  Personnel who are completing a tour of military duty or who are being ordered to an immediate follow-on military duty tour may either use their accrued leave, seek cash reimbursement for earned leave or carry it forward into the next tour.

    2.  Cash reimbursement for accrued leave has a maximum limitation of 60 days in an individual military career.

On the Job Injuries or Illness:

    The AGR member will report to their supervisor, either in person or by telephone, during normal duty hours for minor injuries or illness. The supervisor may excuse the individual, send them to sick call, or demand a doctorís excuse, depending upon the nature of the ailment and the trustworthiness of the individual. For scheduled medical care, particularly extended care, the member is in duty status, and will not be charged leave. For severe on-the-job injuries or illness, the AGR member will be taken immediately to the closest medical facility for treatment.


    DEERS is the Defense Enrollment Eligibility Reporting System. It is a way of verifying who is entitled to health care at military and Public Health Service hospitals and clinics. It will also verify who qualifies for CHAMPUS benefits and the Delta Dental Plan. Upon receipt of the Dependents ID Card, the family members will automatically be enrolled into DEERS. The following information is needed when completing the DD Form 1172 (Application for Uniformed Services Identification and Privilege Card):

    1.  SSANs for all members of family

    2.  Family ID Cards (if available)

    3.  Birth certificates, adoption/guardianship papers.

    4.  Marriage Certificate

    5.  Divorce Decrees

    6.  Children over 21 in college need a letter from the registrar's office giving approximate graduation date.

Clothing Allowance:

    AGR personnel do not receive a clothing allowance. Military clothing will be issued to enlisted AGRs at no cost through the Customer Support Section of Base Supply.


    AGR personnel are required to pay for meals consumed in the dining hall during unit training assemblies and consolidated annual training.

On-Base Housing: (Where Available)

    Please review the attached list of points you should consider if you think you may want to live in Base Housing. If you are interested in Base Housing, contact the Base Billeting Office.

Points to consider for on-base housing.

    -Loss of VHA and BAQ.

    -You will not have rental or mortgage payment to make for a place to live in.

    -You will not have to pay for utilities (gas/electric/water).

    -Refrigerators and stoves/ovens are furnished with the house.

    -According to the Housing Office the government will pay for your moving costs.

    -Upon vacating Base-Housing, be prepared to clean thoroughly yourself or to pay a professional service which may average from $100.00 to $200.00 depending on size of house and how much cleaning is required.

    -Rules concerning building (house) and grounds maintenance (cut grass, rake leaves, water lawns, etc., at prescribed times.)

    -Pay for phone hook-up.

    -Pay for Cable TV hook-up for extended service (HBO, TMC, etc).

    -Access to the Base. ID checks and gate control during bomb threats, demonstrations, etc.

    -House guests rules. Military not more than 30 days; civilians not more than 90 days.

    -Where children will go to school.

    -No more than 2 pets (1 cat and 1 dog, or 2 cats or 2 dogs).

    -Size of home will depend on size of family and age of children.

    -Your First Sergeant or Commander may be required to inspect your house if there are complaints concerning its maintenance. If you do not properly maintain the house, the Base Commander can direct you be moved off base at your expense.

    -You are responsible for any damage to the house and if you do not pay for damages the cost for repair will be taken out of your pay check automatically.

    -Expect delays for major repairs to the house.

    -"Self-help" may be the best (fastest) way for minor repairs.

Survivor's Benefits

Benefits for Dependents and Survivors of AGR Casualties:

    See AFI 36-3006 (Survivor Benefit Plan) for a description of the benefits. A copy of AFI 36-3006 is maintained in the MPF for your review.

Mortuary Services Benefits (General Entitlements):

    The Air Force will, through a contract funeral home remove the remains from the place of death, prepare and dress the remains, provide the casket, and deliver the casketed remains to the final destination indicated by the primary next of kin, entirely at Air Force expense. A military escort accompanies the remains to the final destination. The flag that drapes the casket is presented to the next of kin. If desired, the Air Force provides military honors at the place of burial. The government furnishes a headstone to mark the grave in either a national or civilian cemetery. Reference AFI 34-501 (Mortuary Services Benefits) for members who die while on active duty.

Dependency and Indemnity Compensation (DIC):

    1.  DIC payments are for widows or widowers, unmarried children under 18 (as well as certain helpless children and those between 18 and 23 if attending a Veterans Administration approved school), and certain parents of servicemen who die as a result of:

        a.  A disease or injury incurred or aggravated in the line of duty while on active duty or active duty for training.

        b.  An injury incurred or aggravated in line of duty while on inactive duty for training.

        c.  A disability otherwise compensable under laws administered by the Veterans Administration.

    2.  The rate of DIC paid is $750 regardless of the deceased members grade. The rate paid for a spouse with one or more children of the deceased is increased by $200 per month for each child .

Non-Service Connected Death Pension:

    Death pension applies to eligible widows or widowers and children of wartime or Vietnam-era veterans who die as the result of non-service connected causes; that is, causes not related to military service. The surviving spouse and unmarried children under age 18 may be (through age 23 if attending a Veterans Administration approved school) eligible for a pension if they meet income limitations prescribed by law. Those qualified children who become permanently disabled due to a mental or physical defect before reaching age 18 may receive a pension as long as the condition exists or until they marry. The rate for pension paid depends on the amount of income the surviving spouse or child receives from other sources. In addition, a pension is not paid to those estates so large that it is reasonable that the estate will maintain them financially. Eligible survivors should make application through the Veterans Administration for the benefit. They will determine your eligibility.

Social Security Payments:

    Social Security monthly benefits are paid to a spouse or a divorced wife, age 60 or over, or a disabled spouse or a disabled divorced wife at least 50 years old; a child under age 18; or age 18 through 21, if a full-time student or age 18 or over and disabled before age 18; and a spouse or divorced wife regardless of age, with children of the decedent under age 18 or disabled, in their care. A divorced wife must have been married to the service member at least 10 years. Dependent parents are eligible for benefits at the age of 62 if they are more than 50 percent dependent on the decedent for their support. The amount paid can only be determined by the Social Security Administration, which has a record of the wages earned by the member during the period of both military and civilian employment under the Social Security Program.

Continued Service Benefits and Privileges:

    The loss of your military sponsor does not end certain benefits and privileges you have been receiving. You may continue to receive medical care at medical facilities of the Uniformed Services (Air Force, Army, Navy, and Public Health Service) and civilian inpatient and outpatient care, subject to limitations as determined by local medical authorities. You may use the commissary, base exchange, and theaters at bases when these facilities are available. Although every effort is made to provide these benefits and privileges, you must realize that at some installations the facilities may be adequate only for the assigned military personnel and their dependents. In such cases, the commander of the base has the right to deny you the use of those facilities.

Survivors Benefit Plan (SBP):

    If a member has completed 20 or more years of active service (eligible to retire) and dies while on Active Duty, the spouse is entitled to the difference between the DIC monthly payments from the Veterans Administration, if awarded, and the maximum SBP payments the spouse would have received if the member had been retired. If DIC is not awarded, SBP will be paid in the full amount. Social Security payments will be offset under the SBP plan when there is a spouse with one child under 18 years of age, or when the spouse is age 62 with no children.

Death Gratuity:

    This a lump sum payment made to the eligible beneficiary of a member who dies on Active Duty. This is usually paid within 24 hours of death. It is used to take care of immediate expenses (transportation of family members, fees etc. ) The maximum is $6,000.00. The gratuity is paid to survivors in this order: lawful spouse, children (regardless of age), surviving parents, brothers and sisters in equal shares. The death gratuity is not paid to any other person when there are no survivors as listed. A will is not a legal designation for death gratuity.

Unpaid Pay and Allowances:

    This is a pay and allowances due and unpaid at death. It can consist of accrued leave (not to exceed 60 days), amounts due to travel, per diem expenses, transportation for dependents, and shipment of household goods, any unpaid installments of reenlistment bonuses, plus the proceeds of any checks not cashed. When there is no written designation by the member, any money due is paid to the first eligible survivor in the following order: spouse, children of member, parents in equal shares. If none of the above, to the duly appointed legal representative of the estate.

Servicemenís Group Life Insurance (SGLI):

    Determination and payment of claims are made by the Office of Servicemen's Group Life Insurance to the designated beneficiaries under the jurisdiction of the Veterans Administration.

VA Home Loans:

    The unremarried spouse is be eligible for VA home loan benefits. Apply to the nearest Veterans Administration office to determine eligibility.


    Dependent's education assistance sponsored by the Veterans Administration gives opportunities of education to children of deceased veterans. The parent or guardian of the children must file an application for assistance at any VA office.

Some Suggested Attachments:

In-processing Checklist Base Map

Base Telephone Directory CHAMPUS Handbook

Delta Dental Handbook Organizational History/Mission Statement

Paychart Organization Chart/ Functions/Descriptions

ARPC Fact Sheets

Attachment 1


Appointment Actions Required:

    1.  Medical certification and weight check required for all individuals entering active duty (negative pregnancy test required for female members).

AF Form 490 Medical Appointment slip completed and sent to section:________________

Returned to FTM by Medical Sq:____________________

    2.  Physical examination required, if member does not have a current physical (within the last 12 months).

AF Form 490 Medical Appointment slip completed and sent to section:________________

Returned to FTM by Medical Sq:____________________

    3.  NGB Waiver of Compatibility required:______________________________________________

Message sent to NGB on:__________________________________________________________

Received approved/disapproved on:_________________________________________________


1. Green I.D. Card application (DD Form 2ACT) _____________

2. Dependent I.D. Card application (DD Form 1172), DEERS Enrollment _____________

3. Enlisted Members: AF Form 220, To authorize BAS Payment _____________

4. AGR Handbook _____________

5. Educational Benefits Briefing/Information _____________

6. CHAMPUS Briefing/Information _____________

7. Delta Dental Briefing/Information _____________

8. Orders, 10 copies: _____________

7. Financial Planning Briefing/Information _____________

8. Vehicle Registration Information _____________

9. Safety/Security, Work Hours Briefing _____________

CHECKLIST (Attachment 1) Given by:

10. Leave, Pass, Authorized Absence Information _____________

11. Career Progression Briefing/Information _____________

12. Housing Information _____________

13. Legal Services Information _____________

14. Paychart _____________

15. Base Map, Telephone Directory _____________

16. Organization Mission/Goals/Vision , Statements _____________

17. Human Relations Briefing _____________

18. Total Quality Awareness Class _____________