Air Force Recruiter Spouse 101
Welcome to the
330th Air Force Recruiting Squadron and the world of recruiting! At
the 330th we know that our Air Force active duty members couldn’t accomplish their mission without your caring,
support, hard work and adaptability. It is deeply appreciated.
We all know
that military service is not just a job, it’s a lifestyle. The same can
be said about recruiting. Recruiting is a hybrid of military life which brings
about additional challenges not faced in the “mainstream” military community or, as we like to refer to it, “Mother
Air Force.” While recruiting service offers benefits that may not be available
in other career fields, it also comes with unique challenges rarely experienced in other career fields which we try to cover
in this manual.
takes into consideration that you’ve probably been in the military for awhile so it deals primarily with things specific
to recruiting. It is not intended to answer all of your questions with regard
to life in a recruiting squadron. Nothing can.
Each recruiting assignment is unique in its location, marketing demographics, community amenities, and so on. For information on military life in general, please refer to the accompanying military
spouse handbook, Air Force Spouse 101.
Our goal is
to provide you with as much information as possible so that your family will know what they can expect during this assignment. We also provide suggestions and words of advice from other recruiter spouses letting
you know how they have adapted to this lifestyle. Recruiting is not an easy assignment. The job is what it is and can’t be changed. Just as with any other tour of duty if you go into it knowing what to expect, are
prepared, and have a positive attitude, it can be a wonderful assignment. We
hope you enjoy your stay with us and look forward to seeing you soon!
in this handbook is accurate to the best of our knowledge. If anyone finds that any of these facts are not correct, please
let us know, and we’ll make the necessary corrections. Likewise, if you have any thing you’d like to add, please let us know that as well.
What makes a recruiting assignment different from another assignment?
There are basically
three things that make a recruiting assignment different from any other type of assignment in the Air Force. The first would be location, the second would be the type of job it is, and the third would be the difference
in obtaining medical care.
I think location
away from the military community is one of the most difficult things to adapt to. On
the bright side, recruiting duty is a controlled, 3-year tour and you did have some control over the location. You most likely chose a spot based upon whether you have relatives and/or friends in the area or it may
be an area that you’ve always wanted to live in. Being able to have as
much choice in your assignment location is not normally the case in Mother Air Force.
In that respect, being in an area of your choosing will hopefully offset any of the job’s additional demands
but it can still be a little overwhelming if you’re used to being on or near a base.
While all of
us are used to being transferred from one military assignment to another, recruiting is different in that this time we aren’t
PCSing (Permanent Change of Station) to another base. In recruiting, you most
likely will not be located near a base, the squadron headquarters, or even within close proximity to your flight mates. We are usually stationed within a civilian community without convenient access to
a base or the usual military resources. While we are still bound morally and
contractually to our military goals and objectives, we have to try to balance ourselves between military and civilian life. We assimilate our families into the civilian sector as best we can. Our children attend civilian schools, we live in civilian neighborhoods, and we take part in the local
community. However, our spouses are still on active duty and we are still living
our military lives.
When you live
on a base during a normal tour of duty, everyone else there is in the same situation.
We all know that it’s not a permanent stay and we learn to make friends quickly.
We are willing to help each other at the drop of a hat and learn to rely on each other for support even though we may
virtually be strangers. In recruiting, everyone else living in the community
around you is settled. They may have been there for years and will continue to
be there when you leave. They have had a lifetime to make friends and most likely
have family in the community. Furthermore, while most civilian families try to
be sympathetic, most of them just don’t comprehend the military lifestyle or face the same situations and challenges
that military families do. While many communities are very accepting of military
families, some may seem close knit and not be as welcoming. Each area is going
to be different.
Because of the
unusual demands of a military career, we are used to taking on much more than the average spouse. Your spouse will be putting in some very long hours as a recruiter and, as always, we’re expected
to pick up the slack. In that aspect, recruiting is no different from regular
duty. Our military counterparts need to accomplish their missions so we’ve
become accustomed to the fact that our spouses don’t keep regular hours. That
won’t change. What will change is what you see going on around you. Your non-military friends and their spouses keep regular business hours. While your spouse is still at work, the family next door is sitting down to dinner together. They may have more time to spend together as a family and may divide household chores more readily. It’s only natural that this can sometimes make us feel isolated and like things
aren’t the way they should be. It’s very important keep this all
in perspective and to remember why you chose a military life. Do not let your
neighbors become a template for what you think your life should be. Military
spouses are some of the most independent, strong, versatile, intelligent, compassionate, and interesting people. Keep faith in yourself and your family values. Know that what
your family is doing important and that, yes we live a different lifestyle. When
you need to, reach out to the spouses in your support group. That’s what
they’re there for.
will be a lot of hard work and long hours, there are definitely huge benefits to recruiting.
Your spouse will be helping our Air Force to maintain its quality and strength.
They will be helping young men and women choose career paths and build the foundations of their adult lives. They will be challenging themselves to strive for excellence. All
of this can be extremely rewarding. And, at the end of the night, we have the
comfort of knowing that our spouses will be coming home. They won’t be
TDY overseas or stationed in the desert. It may be late, but they’ll be
Since we are
living in an area where there isn’t a military Medical Treatment Facility (MTF), all eligible family members will be
enrolled in TRICARE and will have the option to pick any physician in the TRICARE system as your Primary Care Provider (PCP). For the recruiter, 100% of any medical expenses are paid for by TRICARE.
The family’s medical expenses are determined by which plan (Prime, Extra,
Standard, or Remote) in TRICARE you qualify for and choose. For most recruiting
families, it is recommended that you enroll in TRICARE Prime Remote. Dealing
with TRICARE issues brings along its own unique challenges. TRICARE coverage
is a very complex subject so it will be covered more in-depth later in the booklet and in the TRICARE booklet enclosed in
your welcome packet.
In order to
understand exactly why this job is so different from any other in the Air Force, it is first important to understand exactly
what recruiting is, how it works, and why it’s so important.
What is Recruiting?
In order to
understand what you can expect while in recruiting, you first need to understand exactly what recruiting is and how it works. One definition of recruiting is as follows:
Recruit, recruiting: 1.) The act of seeking out and engaging
(someone) for work or service. 2.) To supply with new men, as an army; to fill up or make up by enlistment. 3) to restore the wasted vigor of; to renew in strength or health; to reinvigorate. 4.)
To gain new supplies of men for military or other service; to raise or enlist new soldiers; to enlist troops. 5.)
A supply of anything wasted or exhausted; a re-enforcement. (Webster's Dictionary 1913 Edition)
In a nutshell,
it is the recruiter’s job to replenish the force. They have one of the
most vital and time critical missions in the military. Our national defense structure
requires a steady flow of highly qualified and motivated young men and women to perform the jobs in the military. Recruiters are responsible for filling those positions. Without
the recruiter enlisting a qualified candidate to fill a specific job at a specific time, our troops would eventually deplete
and our national defense system would be weakened. While this may sound very
dramatic, it’s true. Without resorting to a non-voluntary force, our only
way to keep the military strong is to actively recruit new members.
As if that’s
not pressure enough, they are also representatives of the Air Force in the community.
Public opinion of the Air Force will be based upon their appearance, their opinions, and their actions. They are the first to touch the lives of the men and women who will become our future Air Force. They are entrusted with helping these young adults make life altering decisions about their careers and
their futures. Your spouse has been handed an enormous amount of responsibility. While this could be the most challenging
assignment your spouse may ever have, it may quite possibly be the most satisfying and rewarding of their Air Force career
You should realize
that as the spouse of an Air Force member, you too will be looked upon as a representative of our nation’s military
within your community. Most civilian communities are not familiar with the military
life so you are the only example that they have to base their impressions and opinions on.
Financial Aspects of Recruiting Duty
Living in civilian
communities where commissary, exchange, medical and other government facilities are not readily available is usually more
expensive than living on or near a base. Recruiters do receive Special Duty Assignment
Pay (SDAP) which is currently $450 a month. However, this pay is not designed
to offset the additional expenses associated with living away from base facilities.
It varies within each squadron and even within each flight. It just depends
on where you are. If you are located in a high cost of living area, you may be
entitled to a cost of living allowance for that geographical area. In some high
cost areas where there isn’t government housing available, you may be eligible for the leased housing program. You would need to check with the First Sergeant to see if you’re eligible for
this or not.
are expected to look sharp at all times, in addition to their usual annual clothing allowance, he/she will also receive an
additional supplemental clothing allowance, which is currently $197 a year. A
recruiter is also allowed a monthly out-of-pocket expense account for any reimbursable expenses incurred during the performance
of their recruiting duties up to $75. It is important to remember that this is
only for duty related expenses such as taking applicants to lunch or buying soda and/or snacks for applicant consumption in
not expected to use their own vehicles for work purposes and are provided with a GOV (Government Owned Vehicle) for use during
their business day. They are not permitted to take them home or use them for
personal business nor are spouses, children, or any other family members allowed to be transported in them. Please keep this in mind. The repercussions for doing so can
What is expected of the Recruiter?
a sales job- plain and simple. As such the recruiter must tailor his/her daily
activities to the availability of their client base- the prospective applicants and community influencers. This often requires irregular hours and the possibility of an occasional short TDY (Temporary Duty) away
from home. Each recruiter is assigned a zone which is the area that they are
expected to cover. Some zones are geographically larger than others, so travel
time may be a factor, while other zones may have a larger population than others. Each
zone is going to be different and the recruiter will have to adapt accordingly to the needs of their specific zone. They will be meeting with students, parents, and school officials so they will need to be available when
they are. That means that they may need to work evenings, weekends, and holidays. They are expected to interact with civic and community organizations, establish rapport
with school officials, and visit all of the schools in their zone routinely. Other
activities may include participating in parades and attending community events, creating community awareness, working with
local radio and television public service directors… basically anything they can do to promote Air Force opportunities. You may find that even when they’re
not “working”, they’re still working. They are constantly on
the job and looking for prospective applicants. Don’t take this personally. It’s the nature of the beast.
constantly hear the battle cry: “I have to make goal”. But what exactly does that mean? Successfully meeting monthly recruiting goals is vital to the Air Force mission. Millions of dollars are committed to the basic military and technical training programs and obtaining sufficient
qualified recruits and applicants to fill personnel requirements is essential. The
mission of Air Force Recruiting Service (AFRS) is to enlist a required number of new recruits to fill specific jobs within
a given year. Air Force personnel requirements are given to Recruiting Service
in the form of program goals for enlisted accession (EA), line officers (Officer Training School), health care professionals
(also known as Health Professions or HP, i.e.: physicians, nurses, dentists, etc.), applicants for Air Force Reserve Officer
Training Corps (AFROTC) scholarships and others as required. That determined
number is broken down amongst the four Air Force Recruiting groups. Within the
groups, it is then broken down amongst the squadrons, down to the flights and, finally, to your recruiter spouse.
To help new
recruiters transition successfully into their assigned recruiting goals, during the first two months they are enrolled in
the Recruiter Transition Program (RTP). During this period of time, they don’t
have an assigned goal. This gives them time to learn the recruiting and enlistment
process, familiarize themselves with their zone, and begin looking for applicants. Their
flight chief will be spending five days with him/her at his/her office, the squadron training team will visit the office as
well to conduct the required initial training, and they will most likely be visited by the Commander, First Sergeant and Superintendent. Please note that RTP is not a vacation. The 3rd month of RTP each recruiter has a goal of 1. It is expected that by this time, a recruiter should be able to locate and enlist a qualified applicant
into the AF.
After the RTP,
your spouse will be assigned a goal each month. This is commonly referred to
as being “on the bag”. They will also be assigned production expectations
on a weekly, monthly, quarterly and annual basis. What exactly are production
expectations? These are the number of phone calls, RGMs (Recruiter Generated
Mail), school visits, COI’s (Center of Influence events), and appointments that it is estimated will need to be made
to reach the assigned goal.
are based upon a detailed analysis of the recruiter’s assigned area and are as fair and equitable as possible. In the beginning, since there is no past history for this recruiter to draw from,
expectations are determined by the flight chief based on their experience and knowledge of the office and zone. These expectations are designed to assist the recruiter in determining the best possible course of action
to get the desired result. After that, the information that the expectations
are based upon comes directly from the recruiter. Each month they report such
things as how many phone calls they made, how many RGMs they sent, how many school visits they made, and how many appointments
they got as a result of their efforts and, ultimately, how many qualified applicants they recruited. This monthly productivity is carefully analyzed and evaluated and expectations are adjusted accordingly. For example, if during one month the recruiter meets all his expectations (number
of phone calls, RGMs, school visits, etc) and does not attain goal, it may be determined that those numbers need to be increased.
Therefore it’s important for the recruiter to remember that when reporting
this information, they need to be as accurate as possible. We’ve all heard
the old adage “garbage in, garbage out”. Well, that holds true especially
in this case. If the numbers reported are incorrect, that means that the expectations
derived from those numbers will be incorrect and will be a waste of their time.
The goal assignment
and expectations systems used by recruiting managers is more closely monitored than most work allocation systems used in other
Air Force specialties. Despite AFRS’s emphasis on goal and expectation
attainment, a recruiter’s Enlisted Performance Report (EPR) is never solely based on attainment of assigned goals. Even with this
goal emphasis, no other Air Force job similarly allows individuals to establish their relative success in competition with
other Airman or NCOs. Nor does any other job in the Air Force provide you with
the autonomy and innovativeness to establish and run your own “business”.
It is truly a challenging and refreshing experience. The recruiter plans
the work and then works the plan. They have the opportunity to be in control.
is very important and the mental, physical and moral qualifications are high, especially in the Enlisted Accession program
where all new recruiters start. The Air Force wants only the best. Therefore, their qualification requirements are the toughest of the services. Every recruiter is ensured a sufficient market and the proper guidance and training to achieve his or her
assigned goals. Recruiters who meet or exceed goals are properly recognized and
those who fail to achieve goal requirements are evaluated to determine the reason and then are provided additional training
as deemed necessary. If they are following the recommendations of their flight
chief and meeting their expectations, every possible effort will be made to assist them in achieving their goals. But let’s face it, not everyone is cut out for sales. In
the event the recruiter has done everything asked of them and they still just can not get the hang of recruiting, they may
be returned to their primary career field.
Competition and Awards
are goals, it goes without saying that there is competition. Where there is competition,
naturally, awards and honors follow! Recruiting Service has a structured competition
system in which awards are given to those who go above and beyond their assigned goals.
Awards are given monthly, quarterly and annually. They are earned on the
squadron level, the group level and on the national level. Some of the more coveted
annual awards are: Gold Badge Recruiter, Silver Badge Recruiter, Recruiter of
the Year, the Commander’s, Superintendent’s, and First Sergeants Achievement Awards, Top Support NCO, Top Rookie
Recruiter, Top Enlisted Programs Recruiter, Top Flight Recruiters, Top Flight, Top MEPS, and so forth and so on.
who is eligible to receive the awards, there’s a series of complex requirements that need to be met. These vary from award to award and are too complex to cover in-depth.
The flight chiefs, superintendent, and operations personnel all keep track of this information and submit qualified
candidates for consideration.
realizes that we spouses play an important role in our husband’s and/or wife’s career accomplishments; especially
under these circumstances. While the squadron appreciates every spouse’s
support, patience, and contribution, each year they show their appreciation to one spouse who truly exemplifies these traits
with the presentation of the Spouse of the Year award. Spouses are nominated
by their military counterparts via an application explaining why they feel their spouse should be chosen. The application is then submitted for review and consideration by their flight chief and members of their
squadron headquarters. Presentation of the award is made at the annual Training
Conference and Awards Banquet along with the other annual military awards. This
event is covered a little later in the manual. On the national level, the Joan
Orr Award is available to military spouses.
An Overview of the Military Entrance Processing Station (MEPS)
by which an applicant enters the military is a detailed and lengthy process beginning with the MEPS. MEPS is a Department of Defense joint-service organization staffed with military and civilians. Their job
is to determine an applicant's physical qualifications, aptitude, and moral standards as set by each branch of military service,
the Department of Defense, and federal law. Our squadron has two MEPS; one in
and one in Louisville but also utilizes MEPS in Chicago,
Lansing, and Nashville.
an applicant to MEPS, the recruiter will do an initial medical “prescreening”.
The recruiter sends the results of this screening to MEPS, in advance, to be reviewed by MEPS medical personnel. If
the prescreening shows a medical condition which is obviously disqualifying, with no chance of a waiver (exception to disqualification)
then the processing stops at that point. Some medical conditions require additional medical records. The prescreening is designed
to identify those conditions so that the recruiter can help the applicant obtain required medical records BEFORE going to
MEPS. This saves time and money from the applicant being "temporarily or permanently disqualified," which would require an
additional trip later with the necessary records for full qualification. The
recruiter also pre-screens the applicant by checking for any history of legal infractions, financial problems, and general
qualifications for military enlistment. Once it is determined that the applicant
is tentatively qualified, they then go to the MEPS for further evaluation.
Going to the MEPS
military requires two (or more) trips to the MEPS. At a very minimum, an applicant will make a trip to MEPS for initial processing,
then a second trip to MEPS for final processing on the day he/she ships out to basic training.
On the afternoon of arrival, the applicant takes the ASVAB (the ASVAB is the Armed Forces
Vocational Aptitude Test.) Test results determine (1) whether or not one qualifies for military service, and (2) if so, what
jobs they qualify for. If they’ve already taken the ASVAB within the past
24 months and received qualifying scores, they aren’t required to retest. They
then proceed with the rest of the process.
job of MEPS is to determine, under military regulations, policies, and federal law, whether or not the applicant is qualified
to serve in the Air Force, and, if so, what jobs he/she may qualify for. MEPS
personnel also determine whether the applicant is medically qualified to serve. Additionally, at MEPS the applicant’s
job qualification and security qualifications are determined. At most MEPS locations,
one of the very first things they do in the morning is take a breathalyzer test to ensure that the applicant is not currently
under the influence of alcohol.
The Medical Evaluation
begins with the completion a medical questionnaire. After that the process continues
with a blood and urine test (including a test for drugs). Females will be tested for pregnancy. Blood is tested for HIV, Hemoglobin,
Hematocrit, RPR, and Alcohol. There are also two different urine tests; one is the legal drug urine and the other tests for
pH, blood, protein, and specific gravity. They are also given a hearing
test, and an eye exam, including depth perception and color vision. (Note: Lack of depth perception & color vision is
not a disqualifying factor for military service, but many military jobs require normal depth perception and color vision).
Air Force personnel will take a strength test (required for job qualification).
They also do a weight check. If the weight exceeds the standard listed by the Air Force, they'll undergo a body-fat-measurement. As part of the medical examination, the applicant is also personally interviewed by
a physician. If, based on medical history, the physician determines that additional
examination is needed; it will either be done at this time or a consultation will be set up for a later date with a local
As you can see,
there is a lot that is taken into consideration. If the applicant is determined
unqualified in any way, it is then determined if a waiver is needed or if it is permanently disqualifying. This then requires additional work by the recruiter.
At this stage,
the applicant meets with the service counselor/liaison to select a “military job.” Depending on the needs and
wants of the service and the desires of the applicant, this can be a very short or long process.
is based on several factors. Most significant, are the ASVAB "line scores." The
services have assigned minimum ASVAB line scores to each enlisted job. In addition
to ASVAB line scores, many jobs require the applicant to qualify for a security clearance.
If the applicant has anything in their background that may prevent approval of a clearance, the MEPS job counselors
are unlikely to allow the applicant to reserve that job. Some jobs require additional
testing. For example, any job that requires one to learn a foreign language requires a passing score on the Defense Language
Aptitude Battery (DLAB). Different
jobs have different physical requirements. When an applicant goes through their medical examination at MEPS, they are assigned
a physical profile; this is a series of numbers that indicates the member's medical condition in designated medical areas.
In order to reserve a job, one must meet the minimum physical profile required for that job. Some
jobs, especially those designated as "direct ground combat" jobs are restricted, by law, to males only. Some jobs require
a minimum lifting ability which must be demonstrated before the job can be reserved for the recruit.
The Air Force
calls their enlisted jobs "Air Force Specialty Codes," or "AFSCs." The Air Force
has two enlistment options: guaranteed job, or Guaranteed Training Enlistment Program (GTEP), and Guaranteed Aptitude Area.
Under the GTEP program, the applicant is guaranteed training in a specific AFSC (Air Force Job). Under the Guaranteed Aptitude
program, the applicant is guaranteed that he/she will be selected for a job that falls into one of the designated aptitude
areas. The Air Force has divided all of their jobs into four aptitude areas (general, electronic, mechanical, and administrative). It is unfortunate, but true that a majority of Air Force jobs (approximately 60 percent)
are reserved for individuals joining under the Guaranteed Aptitude program. Therefore, many of the available jobs are not
released to the Air Force Jobs Counselor. Instead, they are "reserved" and offered to recruits in basic training, who enlisted
under the Guaranteed Aptitude Program.
If the applicant
has a "guaranteed job" in their enlistment contract, it does not necessarily mean that they will get that job. After enlistment
there may be reasons that they can't get the job that the enlistment contract "guarantees." What happens in that case depends
on the situation. In general, if they can't get the job due to something
beyond their control (such as the service phased out the job, or downsized the job, or made a mistake and discovered that
the applicant doesn’t qualify for the job, or are denied security clearance, not due to giving false information), then
he/she will be given the choice of applying for a discharge, or choosing a new job from a list of available jobs that they’re
to enlist in the Air Force must be very flexible when it comes to job assignment. Regardless of what some of the military
recruiting commercials on TV indicate, the military is not a job-placement agency. For
the past two years (and currently), the Air Force has done exceptionally well in recruiting. In fact, at one time the Air
Force has thousands more volunteers than they had enlistment slots for. Air Force recruiters didn't even have recruiting goals
assigned to them between May 2004 and May 2005.
Force applicants have a say in their job choices and the time frame in which they want to leave, it is very common for an
applicant to process through MEPS, and return enlisted in the DEP (Delayed Enlistment Program (this is explained further below)
without a reserved job-slot or shipping date. Instead, while at MEPS, they provide a list of job and aptitude area preferences
to the job counselor, then they are placed on the QW (Qualified Waiting List), for one of their preferences to become available
within the correct time period. This can take several months. Procurement of the job then becomes the responsibility of our
operations area. Information on how this is done is covered under “job
drop”. It's not uncommon, these days, for an Air Force applicant to remain in the DEP for 4 to 8 months, or more, before
finally shipping out to basic training.
For those with
lots of flexibility, the Air Force has a program called the "quick ship list." Every
once in a while an applicant with a reserved slot will become disqualified at the very last minute. As it would be a waste
of time and resources to allow this class seat to go unfilled at basic training and technical school, the Air Force will allow
applicants in the DEP to voluntarily put their name on the "quick ship list," to take the place of the applicant who was disqualified.
This means they have to be willing to leave on very short notice.
What is the DEP?
Unfortunately for recruiters, a person cannot simply walk into a recruiter's office, sign some papers and ship off
to basic training immediately. That would be too easy. In general, the recruiting commands must reserve a
for the recruit at basic training. Usually, such slots are booked up months in advance or the applicant isn’t willing
to leave until some period in the future. One reason may be for a high school
senior to complete school.
the Delayed Enlistment Program (sometimes called the "Delayed Entry Program") comes in. Individuals going onto active duty,
enlist first into the DEP. The DEP is a legal, binding contract. When the recruit signs the DEP Enlistment Contract, he/she
is legally agreeing to enlistment into the inactive reserves, with an agreement to report for active duty (to ship out to
basic training) at a specific time in the future. Under current regulations, one can remain in the DEP for up to 365 days.
This can create
challenges for the recruiter. It’s the recruiter’s responsibility
to keep tabs on the all members in his/her DEP and to keep them interested in the Air Force.
When I say keep tabs on, this means he has to keep them morally, financially, physically and mentally qualified. That’s a big task when you’re dealing with young, sometimes teenage, men
and women! Let’s face it; these are people who can’t decide what
they’re wearing to go out on Saturday night let alone what they want to do with the next four years of their lives!
Recruiters work long hours and prepare reams of paperwork to enlist a recruit. The services spend big bucks (of our tax-money!)
to process a recruit through the enlistment process. While it may be unfair to
the hard-working recruiter, and the tax payers to sign an agreement to join the military, and then back out on the deal, some
do change their minds and request release from their contract.
of Defense (DoD) and individual service recruiting regulations allow anyone in the DEP to request a separation from the Delayed
Enlistment Program. Most DEP discharge requests are approved. Even in those few cases where a stubborn recruiting commander
disapproves the request, if the applicant refuses to ship out to basic training, absolutely nothing happens to them. Today's
military is an "All Volunteer Force." The services do not need, nor do they want individuals who are not volunteers.
can see the amount of work a recruiter needs to put in even after they’ve found the applicant. They need to keep them interested up until the time they ship out.
Recruiters work on quotas. Even though most DEP discharge requests are approved, if someone gets discharged from the
DEP, the recruiter has wasted all the time and effort he/she spent to enlist that applicant, and is going to have to work
hard to find a replacement. Understandably, a recruiter is not going to be happy and the recruiter's boss is not going to
The Job Drop
If there is
not a job available for an applicant while they are at the MEPS, they go into the DEP and are considered to be on the “Q”
(Qualified Waiting List). As jobs are released by AFRS, squadrons will look to
see if they have an applicant who meets the requirements and who has the job on their preferred list. If so, they will try to book the job for the applicant. This
requires a lot of time and patience by the people in operations. They need to
watch and see when the jobs come up and quickly try to fill the position before another squadron does. Due to the wait list for certain jobs and the unavailability of those jobs on an ongoing basis, this can
take several months. They try to fill them as quickly as they can; but, if the
job isn’t available-- it isn’t available. That’s why it’s
important that every recruiter sells the Air Force, not jobs. Applicants must
be as flexible as possible. This is why it takes a lot of time and patience on
the part of the recruiter to keep the member in his/her DEP qualified and interested until they can get the jobs they are
qualified for and want.
Shipping to Basic Training
The second trip
to the MEPS is for actually enlisting on active duty, and shipping off to basic training.
When they arrive, enlistees again go through a series of interviews and examinations to ensure that nothing has changed
and that they are still eligible and qualified for the service. Once they’ve
completed all of that, the applicant takes their oath and it’s off to basic training they go! Hopefully!
Spouse and Family
How does this all relate to you?
So now that
you have an understanding of what recruiting is and how it works, what does this mean to you and your family?
the beginning, when they’re building their “client base”, the recruiter will be putting in long hours and
a lot of work. They may have to miss dinners, Saturday outings with the family,
etc. Be prepared for this. It doesn’t
mean that they don’t want to do those things; they’re just under an incredible amount of pressure to locate, qualify,
and keep their new recruits ready to go. If they’re new to the sales game,
it could take some time for them to get the hang of it and it always takes some time to get established.
encourages spouses to be as active in their recruiter’s career as they’d like to be, as long as it doesn’t
become interfering, of course. Some of our spouses have found that by doing such
things as helping with RGM’s (Recruiter Generated Mail or required mail outs), handing out giveaways at marketing events,
talking up the Air Force within the community, assisting with the DEP, participating with community events, etc. that they
are able to spend some time together while also helping their recruiter spouse achieve their goals. Sometimes spouses of those who are enlisting have questions. Who
better to answer these questions than another spouse?
A great way
to spend time together as a family “while working” is to attend community events together. Things such as high school sporting events, plays, local fairs, local community fundraisers and gatherings,
etc. can be wonderful ways for the family gets to spend some fun, quality time together while the recruiter gets out into
the community to make necessary contacts.
One of the things
we used to do as a family while we were watching television was the RGMs. One
of us did the addressing, one did envelope stuffing, and one put the stamps on. It
wasn’t our first choice for a family activity; but, it gave us some extra time together when otherwise he would’ve
been doing this in the office. When my spouse got behind with typing or filing,
I’d go in and assist in that way.
being a sounding board is what he/she may need. If your spouse is unfamiliar
with sales, this could be difficult to get the hang of right away. It may take
some time for them to find their niche. If they have trouble speaking with people
or, more importantly, listening, try working with them on this. It’s like
anything else, the more you practice the more comfortable you are and the better you’ll come across. Listening is extremely important. Sometimes prospective applicants
can say one thing but may mean something totally different. If you can, practice
with them and help them determine the difference.
is organization and prioritization. If your spouse is not good at this, try to
help them learn how to organize and prioritize. This will cut wasted time immensely. If he/she is at work late, see if it’s convenient to bring dinner by so that
you can eat together in the office.
For others the
best way for them has been to handle the added responsibilities of managing all household aspects, i.e.: taking care of the
children, finances, etc. What with
raising a family, working, going to school and everything else that we do, there just may not be the time or energy to undertake
any additional tasks. It’s entirely up to you and what works best for your
an extremely tough, demanding, and unforgiving profession. They will have good
days and they will have bad days. As Frank Sinatra once said, he/she could be
“riding high in April, shot down in May”. Unfortunately, that goes
along with the territory. Any sales position, be it in the military or civilian
world, is like that. It’s a “what have you done for me lately”
job. Even though they may have been doing well all along and then they hit a
bad streak, they will still hear about it. It’s the nature of the beast.
They may feel stressed and unappreciated. The most important thing you can do
is be patient and supportive.
Pacesetters Spouse Support Group
You can see
that a lot has been placed on your spouse’s shoulders. But this also places
a lot on your shoulders as well. That doesn’t mean that you have to go
it completely alone. Since we are all spread so far apart, a Spouse Support Group
in the typical sense is not possible.
Pacesetters Spouse Support Group (PSSG) tries to provide support as best we can. We
maintain a web site (http://330rcs.tripod.com) which is updated almost daily and features current news about the Air Force,
Recruiting Service, TRICARE and many other items of interest to military families. It
also has information about what’s going on in the squadron, in the flights and with our recruiting family. It a great way for spouses to share with each other and features
pages from the Commander and the First Sergeant so they can share their thoughts and keep the spouses informed as to what’s
going on. The web site also has links to many other informational web sites covering
a myriad of topics. Spouses can also have their contact information listed on
the website making themselves available to call if you just need a friendly ear.
You can also
contact the flight secretaries. The 330th has wonderful flight secretaries
who are more than willing to help in any way they can. They are a valuable resource
and a wealth of knowledge. They knew the recruiters that were in those offices before and may have some insight as to medical
care, schooling, housing, etc in your area. And you can always call upon your
flight mates for information as well.
The Air Force
has some of the best First Sergeants in the military. They are always available
should you need assistance with regard to medical coverage, pay, leave, dependent care, or any other problems that may arise.
to remember that you’re not the only one out there. There are others of
us living under the same circumstances, going through the same things. If you
find that you’re having trouble, or have questions and need assistance with anything at all, don’t hesitate to
contact someone. We are all here to help each other and chances are one of us
may have already gone through the same situation.
Each year the
squadron has an Annual Training Conference and Awards Banquet. During this time
the squadron plans events for any spouses who plan on attending while their military counterparts are in training. The web site is utilized as a means to correspond with each other as to what types of events spouses would
like to see offered and keep the spouses apprised as to the who, what , where, and when of the event. The event itself is a wonderful time to get to know some of
the other spouses and military members. It’s usually held the end of October
or beginning of November and the location varies each year. While the military
personnel are in training, it provides the spouses with time to get together to meet each other, enjoy some activities and
sites, and to just get together to talk and discuss any items of interest. There
is a formal awards banquet one night and a promotion party the other night. It’s
just a really fun time for the squadron to get together to celebrate the accomplishments of the past year and to gear up for
the year ahead!
The Military Spouse Resource Center
"The [Department of Labor] is dedicated to helping the spouses of active duty military personnel. We want to open
up our training programs and placement services to these worthy partners in our military preparedness. Sometimes the availability
of training and a good job for a spouse is the difference between a service member staying or leaving the military." Elaine L. Chao, Secretary of Labor
Spouse Resource Center
(MilSpouse.org) is a U.S. Department of Labor sponsored web site designed to assist the spouse of any active duty member of
the U.S. Military or the reserves. Their mission is to provide easy access to
information, resources, and opportunities related to education, training, and employment within the United
will be extending services to military spouses directly through this site and through partnerships with other organizations
and the U.S. Department of Labor's local One-Stop Career Centers.
has links to provide information about military bases, relocating, job information and opportunities, and education and training
information (including a large education financial assistance database).
Some other military
family and spouse support websites and organizations are as follows and are also listed on the Links page of our website. Links are continually added to the website so be sure to check often.
AAFES online shopping: http://www.aafes.com
Air Force Aid Society: http://www.afas.org
Air Force Link: http://www.af.mil/
Air Force Crossroads: http://www.afcrossroads.com/
Air Force Recruiting Service: http://www.rs.af.mil
American Red Cross: http://www.redcross.org
Support Center web pages: http://www.afpc.randolph.af.mil/famops/FSCHOMEPAGES.htm
4 Military Families: http://www.4militaryfamilies.com
Military HomeFront: http://www.militaryhomefront.dod.mil/
Military Information: http://www.military.com
Spouse Career Center: http://www.military.com/spouse
Spouse Resource Center:
Military Wives: http://www.militarywives.com
Military Wives and Moms: http://www.militarywivesandmoms.org
National Military Family Association: http://www.nmfa.org
myPay - LES online: https://mypay.dfas.mil/mypay.asp
Pay charts: http://militarypay.dtic.mil/pay/bp/index.html
TRICARE Dental Plan: http://tricare.osd.mil/dental/
Thrift Savings Plan: http://www.tsp.gov/
U.S. Air Force Fact Sheet
AIR FORCE RECRUITING SERVICE
Air Force Recruiting Service, with headquarters at Randolph Air Force
Base Texas, is a major component of Air Education and Training Command. The command develops implements and manages various
enlisted and officer recruiting programs for the U.S. Air Force.
The mission of Air Force Recruiting
Service is to recruit quality men and women with the right skills, at the right time, in the right numbers to sustain the
combat capability of America’s Air Force. Emphasis is on recruiting people with no prior military service into
one of more than 150 enlisted career opportunities. Qualified individuals are mentally, morally and physically capable of
handling the sophisticated systems and equipment of today's highly technical air and space force.
Air Force Recruiting Service recruits prior and non-prior service officer candidates for Officer Training School at Maxwell AFB, Ala. AFRS also recruits
chaplains, physicians, dentists, nurses, health care administrators, and biomedical science corps members. The command is
responsible for accessing 100 percent of the enlisted force,
90 percent of the service's medical officers, 25 percent of the line officers and 100 percent of Air Force chaplains.
This fiscal year's recruiting efforts are focused on linguists, pararescuemen, combat controllers
and health professionals.
Air Force Recruiting Service is composed of four groups and 28 squadrons with approximately 3,270 active-duty
and 305 civilian recruiter and support personnel. The command uses business principles, including sales training
and advertising, to market the U.S. Air Force as a challenging opportunity for young Americans.
There are more than 1,800 enlisted and officer accessions recruiters located in more than 1,400 recruiting offices
throughout the United States. There is also a recruiting presence in England, Germany, Italy, Japan, Puerto Rico
Every Air Force recruiter is a volunteer or is nominated and selected from among the best in his or her career field.
Recruiters are trained at the Air Force Recruiting School, Lackland AFB, Texas.
When the Air Force became a separate department in 1947, the Army and the Air Force conducted
a joint recruiting program through the Army's recruiting organization. The Air Force assumed responsibility for its own recruiting
in 1954, and assigned the mission to the 3500th U.S. Air Force Recruiting Wing at Wright-Patterson AFB, Ohio. On
July 8, 1959, the wing was inactivated and in its place, the U.S. Air Force Recruiting
Service was activated. Six
years later the headquarters moved to its present location near San Antonio at Randolph AFB, Texas. The command has been an operational headquarters under
Air Training Command, later Air Education and Training Command, since 1974. The command was renamed Air Force Recruiting Service
367th Recruiting Group
710 Ninth Street
AFB, GA 31098-2234
Phone (478) 926-2305
Recruiting Group is the United States Air Force headquarters directing the recruiting activities of eight squadrons that services
a market size of 63 million people with approximately 970 active-duty and civilian personnel, situated in 340 recruiting offices
in states covering 8 Squadrons from Michigan, Indiana, Ohio, Tennessee, Florida, Kentucky, Georgia, Alabama, South Carolina
to Caribbean. The headquarters is located in Robins AFB, Georgia. The group’s mission is to recruit highly motivated
men and women, of outstanding quality, high moral character, prepared to enter into the service of their country in the United
States Air Force.
330th Recruiting Squadron
9152 Kent Avenue, Suite C-300
Indianapolis, IN 46216-2036
Phone (317) 377-6979
The 330th Recruiting Squadron
directs and operates the recruiting activities of 8 flights with 86 active duty recruiters, and 9 civilian personnel, situated
in 44 recruiting offices located in Indiana, Illinois, and Kentucky. The squadron Headquarters is located in Indianapolis,
Indiana. The squadron mission is to recruit quality men and women from these locations to sustain the combat capability of
the United States Air Force, covering over 56,000 square miles of the Midwest United States.
Recruiting Squadron Chain of Command
A major command (MAJCOM) is a major
subdivision of the Air Force, assigned a major segment of the USAF mission. They are directly subordinate to Headquarters, US
Air Force and possess the full range of staff functions needed to perform required tasks.
AETC - Air Education and Training Command, HQ: Randolph AFB, TX
Wing: A wing that performs a specialized mission and usually does not have aircraft or missiles assigned to it. For example,
intelligence wing, training wing, and so on.
A group is level of command below
the wing. It is a tactical echelon without significant staff support that usually has two or more subordinate units and approximately
500 to 2,000 assigned members.
367th Recruiting Group
The squadron is the basic group in
the Air Force. A squadron may be either a mission unit, such as an operational flying squadron, or a functional unit, such
as civil engineers, security forces, etc. Squadrons vary in size according to responsibility, but usually have 50 to 750 assigned
330th Recruiting Squadron
Enlisted & Officer
Chain of Command within the Squadron
Squadrons are divided up into smaller
elements of flights, usually performing specific missions.
“A” Flight, “B” Flight, “C” Flight, “E”
Flight, “F” Flight, “G” Flight, “OA” Flight
Medical and Dental Benefits
Dealing with medical and dental benefits in recruiting service can be quite different
from what you’re used to. TRICARE is the military health care program for
active and retired service members and their families. While it’s important
that you become educated about your TRICARE benefits when in the military, it is even more important to learn and understand
the ins and outs when in recruiting service. It is also very important that active
duty members notify the first sergeant if they have a family member (spouse or child) that has a special medical condition
or situation that requires ongoing medical care.
Active duty members are not automatically enrolled in Tricare Prime; they must enroll
each time they PCS. Once an active duty member adds a spouse, the spouse automatically has Tricare Standard, unless they elect
for Tricare Extra, TRICARE Prime or Tricare Prime Remote. You can review
the benefits of each option in the Air Force
Spouse 101 manual. In recruiting service it is highly recommended that
you utilize the TRICARE Prime Remote option. Therefore that is what we’ll
cover in this manual.
It’s important to remember that TRICARE rules change. When in doubt, be sure to call them, check their website, or contact the First Sergeant if you have any
questions. It’s important to alleviate any problems before they come up.
TRICARE Prime Remote
Remote (TPR) is designed to provide health care coverage through a civilian network of TRICARE-authorized
providers when the active duty service member is on remote assignment, i.e., he or she is stationed 50 miles or more (or about
one hour's drive) from an MTF. TRICARE Prime Remote for Active Duty Family Members (TPRADFM) is the TPR benefit for family
members, with similar coverage and program requirements.
is specific to geographic location, and eligibility is based on the ZIP CODE of the service member's residence and work address.
The best source of information about the Remote programs and about meeting requirements for eligibility is the TPR Handbook. If family members choose not to enroll
in TPR/TPRADFM, they are always covered by TRICARE Standard and TRICARE Extra (neither require enrollment). If you need assistance in locating a doctor who will accept TRICARE, please visit the TRICARE Standard
Directory on their website.
Routine eye exams are covered under Prime. You may have your eyes examined once every two years as a family member.
Tricare DOES NOT cover the contact lens exam, contact lenses, or glasses/frames. That is an out of pocket expense.
The only other
co-payments that active duty family members would have are for prescriptions. If they get their prescriptions on base there
is no charge. However, at the time of this writing, the co-payment for prescriptions if using a network pharmacy off base
is $3 for generic and $9 for brand name for a 30 day supply. The National Mail Order Pharmacy provides a 90 day supply at
the same cost.
TRICARE Pharmacy Program
TRICARE provides a
world-class pharmacy benefit to all eligible Uniformed Services members. Eligible
beneficiaries may fill prescription medications at military treatment facility (MTF) pharmacies; through the TRICARE Mail
Order Pharmacy (TMOP); at TRICARE retail network pharmacies (TRRx); and at non network pharmacies. To have a prescription
filled, beneficiaries need a written prescription and a valid Uniformed Services identification card. To update personal information
and obtain a valid identification card, beneficiaries should contact the Defense Enrollment
Eligibility Reporting System.
policy requires that prescriptions be filled with a generic product, if one is available. In
States, all generic drugs must undergo Food and Drug Administration testing and approval,
and are considered safe alternatives to brand-name drugs. Beneficiaries may refer to the brochure 'Tips for
Managing your Medications' for more information about generic medications.
To learn more about
any medication and common drug interactions, or to check for generic equivalents, beneficiaries may use the TRICARE Formulary
Search Tool. For information on how to save money and make the most of the TRICARE pharmacy benefit,
they may visit www.tricare.osd.mil/pharmacy, or call 1-877- DoD-MEDS, (1-877-363-6337).
Benefit Program Co-payment Structure
currently pay the pharmacy co-payment based on whether the prescription medication is classified as a formulary generic (Tier
1), formulary brand name (Tier 2), or non-formulary (Tier 3) drug. The co-payment depends on where the beneficiary chooses
to fill their prescription.
may fill their prescriptions at the MTF, through the TMOP or at one of the more than 54,000 TRRx in the nationwide network.
Beneficiaries may also have prescriptions filled at non-network pharmacies, but will pay significantly more and must meet
service members do not pay co-payments for prescriptions. However, if they receive medications through an overseas pharmacy
or an out-of-network pharmacy, they may need to pay out-of-pocket for the total cost of the medication and then file a claim
for reimbursement for the full amount.
structure applies to all TRICARE beneficiaries. A comparison of the point-of-service co-payment and the associated quantity
of medication dispensed is available on their website.
Mail Order Pharmacy (TMOP)
TMOP is administered
by Express Scripts Inc. (ESI), and is available for prescriptions that beneficiaries take regularly. Beneficiaries may save
up to three times the amount of money by using the TMOP for maintenance medications rather than retail network pharmacies.
Beneficiaries may receive up to a 90-day supply for most medications. Prescription refills may be requested by mail, phone
or online. Beneficiaries who have prescription drug coverage from other health insurance (OHI) plan may not use TMOP, unless
the medication is not covered under the other plan, or the beneficiary exceeds the dollar limit of coverage under the other
To use TMOP, beneficiaries
register with TMOP by completing the registration form available at www.express-scripts.com/TRICARE. They should follow the instructions on the ESI Web site to submit the form. Beneficiaries
must then mail their health care provider's written prescription and the appropriate co-payment to ESI. New prescriptions
may also be faxed or phoned in by the provider. Within 10-14 days, the medications are sent directly to the beneficiary. Beneficiaries
may also contact the TRICARE Service
Center for help.
For more information
about TMOP, beneficiaries may visit the ESI Web site at www.express-scripts.com/TRICARE or contact TMOP member services at 1-866-DOD-TMOP, (1-866-363-8667), within the
Continental United States; or toll-free, 1-866-ASK-4PEC, (1-866- 275-4732), outside the Continental United States.
also visit the TRICARE Pharmacy Web site at www.tricare.osd.mil/pharmacy/tmop.cfm or search Frequently
Asked Questions (FAQs) (select "Pharmacy" in the "Search box").
Retail Pharmacy Program (TRRx)
TRRx is also administered
by ESI. Beneficiaries in the Continental United States and its territories (Guam, Puerto
Rico, U.S. Virgin Islands) may use
an expanded, nationwide network of more than 54,000 retail pharmacies to fill prescriptions which can be found using the TRICARE pharmacy
locator service available on the ESI Web site or calling 1-866-DoD-TRRx, (1-866-363-8779).
More information on
TRRx is available on the TRICARE Web site at www.tricare.osd.mil/pharmacy/ or at Frequently
Asked Questions, (select "Pharmacy" in the "Search box"). Beneficiaries may also visit the TRRx Web page
on ESI's Web site, at www.express-scripts.com/TRICARE.
pharmacy" is a retail pharmacy that is not part of the TRICARE network. To verify that a pharmacy is or is not a part of the
TRICARE retail pharmacy network, beneficiaries should check the TRICARE pharmacy
locator service, or call 1-866-DoD-TRRX, (1-866-363-8779). Filling prescriptions at non-network
pharmacies is the most expensive option. Beneficiaries may have to pay for the total amount first, and file a claim to receive
understands that patient-treatment decisions are between the patient and the doctor. If a doctor believes that it is medically
necessary for a patient to receive a non-formulary (Tier 3) medication instead of any of the formulary alternatives that are
on the Uniform Formulary, the medication can be provided at the formulary brand name (Tier 2) co-payment if medical necessity
can be substantiated. To establish medical necessity, sufficient information must be provided showing that one or more of
the following conditions exist:
- Use of all formulary medications is contraindicated, and the use of the non-formulary
medication is not contraindicated;
- The patient must experience, or would be likely to experience, significant adverse effects
from the formulary medication, and the patient is reasonably expected to tolerate the non-formulary medication;
- The formulary medication has resulted in, or is likely to result in, therapeutic failure,
and the patient is reasonably expected to respond to the non-formulary medication;
- The patient has previously responded to the non-formulary medication, and changing to
a formulary medication would incur an unacceptable clinical risk; or
- There is no alternative pharmaceutical agent on the formulary.
Medical necessity forms are available on the TRICARE Pharmacy Web site:
www.tricare.osd.mil/pharmacy/medical-nonformulary.cfm. Procedures for how to complete and submit medical necessity information are on
with OHI, filing a pharmacy claim with TRICARE should mail the claim to: Express Scripts Inc., P.O. Box 66518, St. Louis,
MO, 63166-6518. Claims must be filed within one year
of the date of service. A downloadable TRICARE claim form (DD 2642) is available at www.tricare.osd.mil/pharmacy/claims.cfm. Beneficiaries may call 1-866- DoD-TRRX, (1-866-363-8779) for questions filing
a pharmacy claim.
How to Fill Prescriptions
must submit valid prescriptions electronically, by fax or by telephone to a retail network or non-network pharmacy, depending
on state pharmacy laws. The provider may give beneficiaries a written prescription to take to a retail pharmacy or mail to
the TMOP. Beneficiaries should talk with their provider about where they would like to fill their prescriptions.
Using Other Health Insurance (OHI)
insurance other than TRICARE, the OHI is the first payer. Beneficiaries may then be eligible for full or partial reimbursement
from TRICARE for out-of-pocket costs, including co-payments. Beneficiaries who have OHI should use a retail pharmacy under
their private insurer that is also in the TRICARE retail network to avoid paying the TRICARE non-network deductible. Beneficiaries
who have prescription drug coverage from OHI may not use TMOP, unless the medication is not covered under the other plan,
or unless the beneficiary exceeds the dollar limit of coverage under the other plan. When beneficiaries have OHI, the rules
of that insurer apply. Beneficiaries should call ESI at 1-866-DoD-TRRx, (1-866-363-8779), for specific instructions about
filing pharmacy claims if they have other health insurance.
Eligibility for Children
Children are eligible for Tricare until they turn 21, unless they are a full time student, then it is 23. The active
duty member would have to take proof of the child’s student status to their local DEERS Military Personnel Flight to
determine eligibility. If a spouse’s or child’s military ID card expires, they will be disenrolled, and they would
have to reenroll. Children MUST get a military ID card when they turn 10, or they will show ineligible and will not be seen
on base. All patients must have a valid military ID card, and show eligible in DEERS.
Medical Care while Traveling
If a beneficiary is traveling and needs to be seen, here are the procedures:
Emergency -- go to the nearest emergency room. Within 24 hours, call the toll free number on the back of your card
to get authorization for that visit. It is not mandatory that you do that in an emergency; however, if the hospital doesn't
bill the claim as an Emergency/ER room visit, then it will go Point Of Service (see above for cost). An emergency is threat
of loss of eyesight, limb, life, and requires immediate treatment.
Urgent care – Conditions requiring urgent care should be seen within 24 hours but don’t require care
in an emergency room. If you or a loved one need medical care after hours, but the case is not life threatening, contact your
Primary Care Manager.
If you are hospitalized while traveling, you or a family member must contact the toll free number on the back of
your TRICARE Prime card within 24 hours to get an authorization for hospitalization.
If you are traveling and have to pay for a prescription or a visit out-of-pocket, you can submit a claim to Tricare
for reimbursement. You may not get all your out-of-pocket expenses back, but you should receive some reimbursement. You can
get the claim form from the local Tricare Service
can get claims (and other) information on-line from www.tricare.osd.mil.
As a beneficiary, please make sure that your information in the DEERS system and the Tricare system is updated.
If you move, change phone numbers, the active duty member gets promoted, etc., you need to update DEERS and Tricare.
Many military associations and private companies offer supplemental insurance policies. Before purchasing a supplement, however, TRICARE beneficiaries should carefully consider their individual
and family members’ health care needs. Unlike Other Health Insurance (OHI),
which pays first for health care services before TRICARE pays—supplemental insurance always pays after TRICARE pays. Some plans may offer TRICARE Prime supplemental coverage even though TRICARE Prime
pays most of the out of pocket health care expenses for TRICARE beneficiaries.
After TRICARE pays its portion of the bill, supplemental insurance reimburses TRICARE beneficiaries for out-of-pocket
medical expenses paid to civilian providers based on the supplemental plan coverage policies.
Each supplemental insurance plan may have its own rules regarding eligibility, benefits covered, pre-existing medical
conditions, cost shares and deductibles and procedures for claims processing. Cost
shares for TRICARE beneficiaries may be substantial if they use TRICARE Standard or Extra.
Below is a list of questions to help beneficiaries decide if they should purchase a supplemental insurance.
1. What type of health care services does the supplement cover? Will the plan cover amounts beyond what
2. Does the supplement pay for services not covered by TRICARE or limit
the conditions it does cover?
3. How much is the supplement premium?
How often is it paid?
4. Are there different premium rates based on military status (active
or retired) or age?
5. Can premium payments be increased?
Under what conditions?
6. Is there a deductible to pay before the supplement pays?
7. Is there a maximum limit on benefits (lifetime, annual, etc.)?
8. Is there a pre-existing condition clause? If so, how long is the waiting period?
9. Are there treatments that must be pre-approved before care can
10. Does the supplement cover enrollment fees or co pays?
11. Will the supplement pay my cost-share under the TRICARE Diagnostic Related
12. Does the TRICARE supplement convert to a Medicare supplement? If so, how long before it can convert?
13. Does the supplement cover inpatient, outpatient, long term or overseas
14. Does the supplement have membership fees (annual or lifetime)?
15. Will the supplement continue to cover care upon retirement from active
16. Will the plan continue to provide coverage for surviving TRICARE-eligible
spouses and family members?
17. What are the procedures for filing a claim? Is there a time limit to file a claim?
18. Does the plan have higher rates for smokers?
19. Does the plan cover college students who live in a different part of the
20. What happens if beneficiaries move to another region, does the plan move
The TRICARE Dental Program (TDP) for active duty family member dental care is covered
by United Concordia in the U.S. Their toll free number is 1-800-866-8499. In order to use this benefit, you must be enrolled with them.
You can pick up the forms and handbook at your local TRICARE Service
cost for one family member is approximately $8 per month; for more than one family member it is approximately $20 per month.
Fees increase slightly each year, the exact amount is posted on their web site under the “Paying for the TDP”
link. The initial payment has to be mailed to them, or you can enroll on-line through their web site. After the initial payment,
it is taken automatically out of the active duty member’s military pay.
For more information, go to their web site: http://tricare.osd.mil/dental/
If you are experiencing any problems with TRICARE and can not find the answers through
the usual resources, the First Sergeant is always available to aide you. Please
don’t wait until it becomes a crisis. Contact him/her as soon as you think
there may be a problem.
Learned the Hard Way
As mentioned earlier, dealing with TRICARE can be very trying. Following
are some of the things we’ve learned over the years that may be of help. Don’t
forget, our First Sergeant knows a lot about TRICARE and is available to assist you if you run into any problems. If you are experiencing problems, get him/her involved early. It’s
easier to deal with a situation prior to it reaching a crisis point.
initial appointments with doctors, be sure that they are really a TRICARE provider and will accept what TRICARE pays. Doctors who participate in TRICARE change constantly.
To make sure a doctor is actually a provider, be sure to either contact TRICARE to verify it or you can check their
website. They have a tool on there to locate participating providers. We provide a direct link to this on our website.
with any specialist, see if you need to get a referral first from your PCM (Primary Care Manager). Remember, referrals are ALWAYS required for the active duty member no matter what the physician’s
office may tell you.
If you receive an EOB (Explanation of Benefits) from TRICARE that indicates
the member is not enrolled in DEERS, be sure to check the social security number and name for which the service is being remitted. Many times the staff at the doctor’s office has switched the social security
numbers and names of the patient and the sponsor which can lead to confusion. No
one will check to see if that’s the case, they will just deny the claim.
There aren’t too many instances in recruiting where you’ll really have to worry
about protocol. We are a little more relaxed than a lot of other military units. Just
remember that if the Commander or Superintendent are visiting or we have visitors from the Group or AFRS you should be on
what your mom used to call your best behavior. Just use common sense. The Annual Training Conference and Awards Banquet is probably the only time in recruiting where you’ll
come across the need for basic protocol.
Annual Training Conference and Awards Banquet
Recruiting Service presents many levels of awards in recognition of service or achievement. The
Commander's presentation of the awards at a "public" ceremony greatly enhances the value of the award to the recipient and
is a plus for the entire unit. The 330th does this each year at the
Annual Training Conference and Awards Banquet. This is usually scheduled during
the latter part of October or beginning of November and consists of a three day training seminar in conjunction with an awards
banquet to honor those recruiters’ accomplishments. The awards banquet
is a formal event and is attended not only by all members of the squadron, but also by some very important representatives
from the group and from AFRS headquarters. Knowing
a little about protocol can make you feel more comfortable and confident. As
an Air Force spouse, it is important to know the protocol of the military world, which is a combination of tradition, etiquette,
and courtesy. Protocol is covered in-depth in Air Force Spouse 101 but we’ll cover some of the basics here.
Spouse dress code
The Awards Banquet
is considered a semi-formal/formal event. Military members wear either the semi-formal
uniform or Mess Dress. The civilian equivalent of this would be a long or short
evening or cocktail dress for the women and dinner jacket or suit for men. This
is the perfect opportunity to get all dressed up in your finest wear!
POW/MIA Presentation Table
At the awards
banquet, it's traditional to display a table dedicated to America's Prisoners of War and Missing in Action. It is set up near the head table and is a way of symbolizing the fact that members of our profession
of arms are missing from our midst. They are commonly called POW/MIA’s,
we call them brothers. There is a ceremony that explains the symbolism of the
table which is done prior to the beginning of the evening’s events.
The many awards
presented during the banquet are presented on different levels. Some awards are
presented at the squadron level, some from the group level and some from AFRS. The
type of award being presented dictates who presents it. That’s why you’ll
see some “shifting” on the stage by the presenters as award levels change.
Some of the awards presented are as follows: Gold Badge Recruiter, Silver
Badge Recruiters, the Commander’s Achievement and Significant Improvement Awards, the Superintendent's Achievement Award,
the First Sergeant's Achievement Award, and a myriad of awards for top recruiter, top flight, top MEPS, etc. Along with all of the military awards, the Spouse of the Year award is presented at this event as well.
The awards banquet
is a wonderful way to honor all of our recruiters and support personnel for the great job they’ve done all year long. It’s also the perfect time to relax and enjoy a little break before we
get fully underway for the year ahead!
During one of
the evenings of the training conference, there is a party to celebrate with all personnel who were promoted during the year. This is an informal, fun event. Usually
there is a theme associated with it and it changes each year. In the past we’ve
done such things as: your favorite movie personality, a hunting camp theme, survivor/luau
theme, etc. We have a lot of fun and it’s a great time to get to know each
other outside of the work environment. Information
about the party and the banquet is provided on the web site as the event nears.
Items of Note
to remember that this is a training conference. That means that the military
members are in training sessions during most of the day(s). You need to be prepared
to spend time on your own or you can participate in any of the events that the squadron puts together. We try to put together a variety of events based on the location of the annual and availability of amenities. Some of the events that we’ve planned in the past were; beading and card making
classes, train & trolley rides, facials, shopping trips, spouse get-togethers, etc.
There is also time scheduled for the spouses to meet with the Commander and First Sergeant to discuss any concerns
and to get information as to what’s in store for the following year. And,
on occasion, TRICARE has a representative on-site at some time during the seminar for a question/answer session.
are more than welcome to come along and participate in most of the daytime events, they are not permitted at the evening events
- neither the awards banquet nor the promotion party so please plan accordingly for child care. A lot of couples like to use this as a little get-away time so it might be fun to have the children get
better acquainted with their grandparents or aunts and uncles and use this as some “alone time” for you and your
spouse. Well, when they’re not in training that is! Whatever you choose, please plan accordingly.
remember that spouses and children are not permitted to ride in the GOVs (Government Owned Vehicle) so you will need to plan
alternate transportation for the weekend. If you are planning on attending and/or
bringing your children, you must take your POV (privately owned vehicle.)
Other Types of Ceremonies and Events
a variety of Air Force ceremonies and events. Since these are all covered in Air Force Spouse 101, we won’t go into those here. Just be aware that on occasion within recruiting service there may be an opportunity to attend some different
ceremonies. Those that may come up are as follows:
can be as simple as reading the order and pinning of the insignia and as complicated as having multiple activities occurring
(presentation of certificate of promotion; presentation of a General Officer's flag; presentation of General Officer uniform
items to include belt, weapon, etc.) Sometimes the promotee’s spouse is invited to help “pin on” the new
rank insignia. As in Award and Decoration ceremonies, dress for a promotion ceremony can range from casual to business suit/informal.
The change of
command ceremony is a clear, legal, and symbolic passing of authority and responsibility from one commander to the next. At
the conclusion of the ceremony, the new commander will most likely host a reception immediately afterward, which may include
a receiving line. By tradition, the relieved commander seldom attends the new commander's reception. Dress for a change of
command is usually business suit/informal, but may also be casual.
of members who are retiring from a career of long, faithful, and honorable service is one of the oldest traditions of military
service. Each retiree should leave the service with a tangible expression of appreciation for his/her contribution to the
Air Force, and with the assurance that they will continue to be a member of the Air Force family in retirement. The retiree’s
spouse is honored in the ceremony as well. The retiree’s children may also be invited to attend the ceremony, but younger
children will require supervision because the retiree’s spouse will be included in the ceremony. Guest’s children
are not invited to this formal event. Attire is business suit/informal.
Ever wonder what all those utensils are for? Real easy, the etiquette experts tell us. The general rule with utensils is to start from the outside of
your place setting, and work your way toward the service plate (the main meal plate): soup spoon first, then fish knife and
fork, then service knife and fork. Keep in mind that when you take your seat
at an official dinner, your drinks or glasses are to your right. Your roll or
pre-set food items are to the left. A good rule of thumb is to remember: drinks to the right, eats to the left!
etiquette is thoroughly covered in Air Force
Spouse 101, we’ll just mention a few items of note:
1. The head table will be served first and that during
the entrance and exit of the head table you will be asked to stand.
2. Those who are missing in action or have fallen in the
line of duty are traditionally toasted with water.
3. Serving utensils should be used when taking food from
passing dishes- not your own.
4. Putting your knife and fork on your plate is a signal
to the wait staff that you are finished. Do not push the plate away. The wait staff will remove it for you.
5. You should never put your napkin on the table until
the meal is completed. If you need to leave, place it on your chair until you
6. We aren’t so formal here in the 330th. Have a great time and as long as a food fight doesn’t break out, everything
will be just fine!
The U.S. Air Force symbol honors the heritage of our past and represents the promise of our future. It
retains the core elements of our Air Corps heritage -- the "Arnold" wings and star with circle -- and modernizes them to reflect our aerospace force of today and tomorrow.
The symbol has two main parts. In the upper half, the stylized wings represent
the stripes of our strength -- the enlisted men and women of our force. They are drawn with great angularity to emphasize
our swiftness and power, and they are divided into six sections, which represent our core competencies -- aerospace superiority,
global attack, rapid global mobility, precision engagement, information superiority, and agile combat support.
In the lower half are a sphere, a star and three diamonds. The sphere within the
star represents the globe. It reminds us of our obligation to secure our nation's freedom with Global Vigilance, Reach and
Power. The globe also reminds us of our challenge as an expeditionary force to respond rapidly to crises and to provide decisive
aerospace power, worldwide.
The area surrounding the sphere takes the shape of a star. The star has many meanings.
Its five points represent the components of our one force and family -- our active duty, civilians, Guard, Reserve and retirees.
The star symbolizes space as the high ground of our nation's aerospace force. The rallying symbol in all our wars, the star
also represents our officer corps, central to our combat leadership.
The star is framed with three diamonds, which represent our core values -- integrity
first, service before self and excellence in all we do. The elements come together to form one symbol that presents two powerful
images -- at once it is an eagle, the emblem of our nation, and a medal, representing valor in service to our nation.
The Air Force Song
by Robert Crawford
Off we go into the wild blue yonder, Climbing high into the sun;
Here they come zooming to meet our thunder, At 'em boys, give 'er the gun!
Down we dive spouting our flame from under Off with one helluva roar!
We live in fame or go down in flame, hey! Nothing'll stop the U.S. Air Force!
Minds of men fashioned a crate of thunder, Sent it high into the blue;
Hands of men blasted the world asunder; How they lived God only knew!
Souls of men dreaming of skies to conquer Gave us wings, ever to soar!
With scouts before and bombers galore, hey! Nothing'll stop the U.S. Air Force!
Here's a toast to the host Of those who love the vastness of the sky,
To a friend we will send a message of his brother men who fly
We drink to those who gave their all of old,
Then down we roar to score the rainbow's pot of gold
A toast to the host of men we boast, the U.S. Air Force!
Off we go into the wild sky yonder, Keep the wings level and true.
If you'd live to be a gray-haired wonder Keep the nose out of the blue!
Flying men guarding our nation's border, We'll be there, followed by more.
In echelon we carry on, hey! Nothing'll stop
the U.S. Air Force!
Air Force Song
In 1938, Liberty magazine sponsored a contest for a spirited,
enduring musical composition to become the official Army Air Corps song. Of 757 scores submitted, Robert Crawford’s
was selected by a committee of Air Force wives. The song (informally known as "The Air Force Song" but now formally titled
"The U.S. Air Force") was officially introduced at the Cleveland Air Races on September 2, 1939. Fittingly, Crawford sang
in its first public performance.
United States Air Force Recruiter's Creed
To recruit highly qualified personnel without
regard to race, color, or sex.
To set an example of higher standards as a
United States Air Force representative.
To meet and willingly accept the challenges of
our day to day duties.
To be responsive to the qualitative and
quantitative needs of the Air Force.
To stand united in our daily efforts to achieve
To never compromise our integrity or that of
the United States Air Force.
To be always aware of our obligations to
maintain our Air Force traditions.
To achieve our recruiting objectives without
forsaking the pursuit of excellence.
To remember our responsibility to the
American public and truthfully present Air
Force opportunities and challenges.
Air Force Recruiter Ribbon
Air Force Recruiter Ribbon, The authorization
to wear the ribbon is retroactive for any individual who has successfully completed 36 months of duty as an Air Force recruiter
and is currently on active duty or a member of a reserve component as of the establishment date of 21 June 2000. Air Force
Awards and Decorations (enhance color), U.S. Air Force graphic, AFNEWS/PAND. The JPG image is a stylized version whereas the
EPS version is a two-dimensional line art illustration. The line art illustration can also be provided as a JPG by submitting
an email request to email@example.com. Please be sure to include the file number in your request.
Recruiting Acronyms and Phrases
A list of military acronyms and phrases can be found in Air Force Spouse 101 or on-line at http://www.dtic.mil/doctrine/jel/doddict
. Following are some that are specific to recruiting service.
AFRISS – Air Force Recruiting Information Support System. Management information system for recruiting service.
AFRO – Air Force Recruiting Office
AFRS – Air Force Recruiting Service
AFSC – Air Force Specialty Code.
Code used to designate career fields
ASVAB – Armed Services Vocational Aptitude Battery.
Test taken by applicant to determine job qualification
ATB – Across The Board. If
a recruiter is ATB, it means that he/she is at goal (or greater!) for the year.
BMT – Basic Military Training. -
AF boot camp at Lackland AFB, San Antonio, TX. It lasts 7 weeks.
CANX – Cancellation. A recruit
is disqualified from the AF and is removed from the DEP or DEPer requests to be released from contract and is removed from
DEP. Examples of disqualification might be overweight, illness, pregnancy, law
CERT – Certification. The
evaluation which, if passed, “certifies” an individual as a fully qualified recruiter.
DEP – Delayed Entry Program. A
Recruit has contracted to join the AF and is waiting to go to basic training.
DLAB- Defense Language Aptitude Battery. Written test applicant must pass for Linguist AFSC.
EA – Enlisted Assessions. Recruiter.
EAD- Entered Active Duty. Recruit
comes on active duty.
EST- Enlistment Screening Test. Practice
test used to determine estimated ASVAB score.
FED- Financial Eligibility Determination.
A process initiated for an applicant whose suitability is in question due to financial problems.
Goal- the number of applicants a recruiter has to enter into their DEP. An EA recruiter has a monthly, quarterly, and annual goal. An OA recruiter has quarterly expectations and an annual goal.
GOV – Government Owned Vehicle.
LIT – literature.
MEPS – Military Entrance Processing Station. Location where recruits do physicals, job counseling, and from where they ship.
NETRES- Net Reservations. Total
job reservations (new DEPers) minus any cancellations.
NPS- Non Prior Service. EA program
for applicants with no prior military service.
OA – Officer Assessions. These
are the recruiters for nurses, doctors, dentists, etc.
OPS- Operations. The Operations
flight formulates competition systems, allocates goals to flights, and monitors production.
PAST- Physical Ability and Stamina Test.
Physical test applicant must pass to qualify for PJ (pararescue) or CCT (combat controller). PJ and CCT are AF Special Forces AFSCs.
PE- Production Evaluation. Assessment of work/training for any recruiter who misses goal for 3 consecutive months or two quarters.
PIR- Personal Information Record. AFRISS
data record on each applicant a recruiter interviews.
PS- Prior Service. EA program for
applicants with previous military service.
PSS- Professional Selling Skills. Sales
course recruiters go through to learn how to sell (recruit).
QT- Qualifying Total. Composite
score from the ASVAB test. A minimum of 36 QT is required to qualify for the
RAP- Recruiter Assistance Program. Program
for AF personnel to save leave by assisting at a recruiting office. RAPers are
most commonly airmen who have finished tech school but not yet gone to their first assignment.
RES- Reservation. Applicant has
booked a job and entered the DEP.
RGM- Recruiter Generated Mail.
RIC- Recruiter Identification Code. Individual
identification code for each recruiter. Sometimes RIC is used as slang instead
RTF- Return to Force. Recruiter
returns to previous career field and does not career progress in recruiting. It
can be elected or directed.
RTP- Recruiter Transition Program. Recruiter
applies what they learned at school and turns knowledge into zone production over a 2-month zero goal period followed by a
3rd month with a goal of 1.
SPI- Special Promotional Item. Give
away items (i.e.: t-shirts, mugs, pens, balls, etc)
Waiver- An exception requested for an applicant who is not qualified to enter the AF.
Spouses’ Comments and
Points of View on Recruiting and Words of Advice
C. No-one from
squadron headquarters takes the time to come visit us socially. They just come
to see the recruiter and the leave.
A. While it would be great, it’s virtually impossible for the Commander (CC), the
First Sergeant (CCF), the Superintendent (CCU), or the Production Superintendent (CCY) to spend time with each family socially. While you may think your spouse has a large area to cover, the CC, CCF, CCU, and CCY
have the whole squadron to cover. And while your spouse may have a goal of 1
or 2 for the month, squadron headquarters overall may have a goal of 80 or more.
spend a lot of time on the road going from location to location to ensure that each flight chief and all the recruiters are
performing their necessary tasks, providing training, and keeping the mission on track.
Time just doesn’t permit them to spend much social time in each location.
They usually do what they need to do and then hit the road to get to their next appointment. Mix into this the managerial meetings they need to attend each year in Florida,
etc. Believe me, they spend a lot of time on the road.
C. “I feel that recruiters should be given more support and less criticism. I hate that in recruiting everything is all about the numbers, not the individual and their situation.”
A. Every effort is made to give each recruiter the training, guidance and support they
need to accomplish the mission. While everyone is concerned about each individual’s
health, well being, and family situation, the bottom line is that the job has to get done.
Each recruiter is entrusted to make their goal. If they don’t, that
means that the other recruiters within his/her flight need to make up for that. If
the flight is unable to make it up, then the other flights have to and so forth and so on.
This puts undue hardship on others who are already dealing with their own goals and personal situations. Therefore, if a recruiter isn’t doing his/her part, they are going to feel pressure to make the changes
and corrections necessary to make them successful and able to perform their share of the duty at hand.
most difficult things about recruiting is that I often feel like a single parent. Because
my husband works such long hours, running everything at home myself can be challenging and frustrating. Our children comment that they don’t see their dad enough so I end up working twice as hard to make
up for it.”
A. “Don’t let yourself feel isolated!
Get out into your local community to meet new people, participate in squadron events to meet other spouses, and keep
doing those hobbies/activities that you enjoy most! Don’t lose sight of
your own goals and do your best to be a source of strength and stability for your family.”
matter what the job, there is always a trade off of some sort. With recruiting
you’re getting a controlled tour, some say in your assignment location, and no long TDY’s. So, you need to be prepared for the job demands such as the long hours and hard work. You need to keep this in mind when you’re wondering why you and your spouse chose this career field.”
was the hardest four years of our military career.”
A. “Recruiting can be a hard career field; but it gives the recruiter the chance
to really show what he/she can accomplish on their own merit. There aren’t
too many jobs in the military where you can basically be your own boss. There
also aren’t too many where you can affect so many people’s lives in such a positive way. We are all in the military because we think it’s a great way of life.
What better way to pass that along than to show others the advantages and possibilities of the military way of life?”
is good and bad in every assignment. Just as with any other, you need to look
for the positive and make the best of the situation. There isn’t anything
that can’t be overcome if you set your mind to it.”
with TRICARE can be very difficult. I have to drive my children over an hour
to get to a TRICARE approved physician when they are ill.”
A. As far as I’m concerned, dealing with TRICARE is the hardest issue to deal with
in recruiting. While, compared to most programs, our coverage is excellent;
it’s sometimes difficult to get through the red tape. You need to keep
on top of TRICARE constantly.
doctors who will accept TRICARE and, more importantly, who know how to work the system can be difficult. The best advice I can give is to check everything out carefully before committing to anything! Make sure your physician is a TRICARE Participating Provider and that they will accept what TRICARE pays. Not that they’ll just bill them and then make you pay the difference. Ask the questions.
has come a long way with their web site so you can look up which doctors participate, what things are covered, what procedures
you need to take for referrals, etc. The most important thing is to do your homework.
Yes it’s a lot more work than when you were able to visit a base facility;
however, we no longer have that option. If you are unsure, make the phone call
to TRICARE. If you’re experiencing
problems with coverage, call the First Sergeant. TRICARE issues are better handled
BEFORE they become critical.