Study guide
18.4 Addressing Misconduct & Prohibited Behavior
Air Force PFE Promotion Fitness Examination
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1 Introduction & Exam Overview
1.1 PFE Exam Facts & Format 1.2 The WAPS Scoring System 1.3 The Tested AFH 1 Chapters & Study Strategy
2 Professionalism (AFH 1, Chapter 1)
2.1 The USAF Professional & the Profession of Arms 2.2 The Air Force Core Values & Their Virtues 2.3 Ethical Standards & the Airman's Creed
3 Military Organization & Command (AFH 1, Chapter 5)
3.1 The United States Armed Forces 3.2 The Military Departments & Services 3.3 Military Command Structure & Combatant Commands 3.4 The Air Force Total Force 3.5 Air Force Organizational Structure
4 Enlisted Force Development I (AFH 1, Chapter 7A–7D)
4.1 Leadership Levels 4.2 The Enlisted Force Structure & Tiers 4.3 Duty Titles & Special Positions 4.4 Force Development & the Competency Framework
5 Enlisted Force Development II (AFH 1, Chapter 7E–7H)
5.1 Training Responsibilities & Upgrade Training 5.2 Professional Military Education 5.3 The Community College of the Air Force 5.4 Continuing Education & Voluntary Programs
6 Assessments & Recognition (AFH 1, Chapter 8)
6.1 The Airman Comprehensive Assessment 6.2 Performance Evaluations & the EPB 6.3 Reenlistments, Retention & Continuation 6.4 Awards & Decorations
7 Enlisted Promotions (AFH 1, Chapter 9)
7.1 Promotion Systems & Programs 7.2 Promotion Cycles & Eligibility 7.3 Preparation & Individual Responsibilities 7.4 Promotion Testing & Test Control 7.5 Evaluation Boards & Central Selection
8 Personnel Programs & Benefits (AFH 1, Chapter 11)
8.1 Benefits & Services 8.2 Leave & Authorized Absences 8.3 Military Associations & Civilian Programs
9 Finance, Manpower & Resources (AFH 1, Chapter 12)
9.1 Individual Finances & Allowances 9.2 Official Travel Expenses & Allowances 9.3 Manpower Management 9.4 Resource Management & Stewardship 9.5 Environmental Commitment
10 Developing Organizations (AFH 1, Chapter 13)
10.1 Strategic Thinking & Results Focus 10.2 Resources & Organizational Structure 10.3 Change Management & Problem Solving
11 Developing Others (AFH 1, Chapter 14)
11.1 Teamwork & Team Dynamics 11.2 Develops People: Mentoring, Coaching & Feedback 11.3 Service Mindset & Fostering Effective Relationships 11.4 Leadership: Styles, Power & Influence
12 Developing Self I (AFH 1, Chapter 15A–15C)
12.1 Accountability & Self-Management 12.2 Military Communication 12.3 Preparing to Communicate
13 Developing Self II (AFH 1, Chapter 15D–15F)
13.1 Written Communication 13.2 Spoken Communication 13.3 Electronic Messaging
14 Developing Ideas (AFH 1, Chapter 16)
14.1 What We Know: Priorities & Innovation 14.2 Cognitive Processes & Critical Thinking 14.3 Informed Decision-Making 14.4 What We Don't Know: Uncertainty & Assumptions
15 Emergency Management (AFH 1, Chapter 17)
15.1 Air Force Emergency Management, Disasters & Hazards 15.2 Preparedness, MOPP & Individual Protection 15.3 Crisis Response & Recovery 15.4 Department of the Air Force Mishap Prevention 15.5 Risk Management
16 Security (AFH 1, Chapter 18)
16.1 Integrated Defense & Force Protection Conditions 16.2 Operations Security (OPSEC) 16.3 Information Protection & Classification 16.4 Information Access, Cybersecurity & Mobility 16.5 Antiterrorism
17 Standards of Conduct (AFH 1, Chapter 19)
17.1 A Way of Life: Oaths, Standards & Off-Duty Conduct 17.2 The Law of War 17.3 The Code of Conduct
18 Enforcing Military Standards (AFH 1, Chapter 20)
18.1 The Air Force Inspection System 18.2 Individual Accountability & Corrective Action 18.3 Appropriate Working Relationships & Fraternization 18.4 Addressing Misconduct & Prohibited Behavior
19 Fitness & Readiness (AFH 1, Chapter 22)
19.1 USAF Fitness & Comprehensive Airman Fitness 19.2 The Official Fitness Assessment 19.3 Nutrition & Performance 19.4 Substance Use, Abuse & Treatment Programs 19.5 Readiness State of Mind & Resilience
20 Military Customs & Courtesies (AFH 1, Chapter 24)
20.1 Honored Traditions: Saluting, Titles & Reporting 20.2 Respect for the Flag 20.3 Respect for Individuals 20.4 Ceremonies & Events 20.5 Drill & Formation 20.6 Preserving Our Heritage
21 SJT Format & Competencies
21.1 SJT Format & Mechanics 21.2 Airman Leadership Qualities (ALQs) 21.3 Foundational Competencies & Behaviors
22 SJT Reasoning, Scenarios & Traps
22.1 SJT Reasoning Strategies 22.2 Sample SJT Scenarios 22.3 SJT Traps & Best Practices
18.4 Addressing Misconduct & Prohibited Behavior
Key Takeaways Explain This Topic AI
Placement on the control roster is a mandatory Unfavorable Information File entry and is initially instated for six months.
Individuals have three duty days to acknowledge and respond before a commander finalizes a UIF or control roster action.
Mandatory UIF documents include Article 15 punishment of more than one month (31 days or more), court-martial conviction, qualifying civilian conviction, and control roster actions.
Preponderance of the evidence — the greater weight of credible evidence — is the standard used in administrative action proceedings.
The three service characterizations for administrative discharge are honorable, general (under honorable conditions), and under other than honorable conditions.
Last updated: August 2026
The Purpose of Corrective Action
Commanders, supervisors, and other persons in authority can issue administrative counseling, admonitions, and reprimands "intended to improve, correct, and instruct subordinates who depart from standards of performance, conduct, bearing, and integrity, on- or off-duty, and whose actions degrade the individual and the unit mission."
Note the purpose verbs — improve, correct, instruct — which frame corrective action as developmental rather than purely punitive, consistent with the accountability definition in Chapter 14.
The Two Files
File Purpose and rules
Personnel Information File (PIF) Authorized by DAFI 36-2608 . If established, use of AF Form 10A, Personnel Information File is required. Custodians must keep PIFs current and secured in a locked area or container. The member may gain access to their PIF at any time. Contents must be available to commanders, raters, first sergeants, senior raters, AFOSI, and Staff Judge Advocate personnel, as warranted
Unfavorable Information File (UIF) "Provides commanders with an official and single means of filing derogatory data concerning a USAF member's personal conduct and duty performance." With some exceptions, the commander has wide discretion as to what is placed in or removed from a UIF. Governed by DAFI 36-2907, Adverse Administrative Actions
Mandatory UIF Documents
Four categories, and the first one's threshold is the detail most often tested:
- Suspended or unsuspended Article 15 punishment of more than one month (31 days or more)
- Court-martial conviction
Civilian conviction where the penalty or equivalent action resulted in confinement of one year or more, or could have resulted in confinement for more than one year or death
Control roster actions
Optional documents may be included in UIFs for up to one year.
Process: individuals have three duty days to acknowledge and provide pertinent information before the commander makes the final decision. The commander then advises the individual of the decision, and if the information is filed, the individual's response is also filed.
Review requirements: unit commanders must review all UIFs within 90 days of assuming or being appointed to command ; when individuals are considered for promotion, reenlistment, permanent change of station or assignment, and reclassification or retraining ; and annually, with the assistance of the Staff Judge Advocate.
Authorized UIF access extends to: the member, commander, first sergeant, enlisted performance report reporting and rating officials, force support squadron personnel, inspector general, inspection team, legal office personnel, military equal opportunity personnel, law enforcement personnel, and substance abuse counselors.
The Control Roster
Control rosters are used "to establish an observation period as a rehabilitative tool for individuals whose duty performance is substandard or who fail to meet or maintain USAF standards of conduct, bearing, and integrity, on- or off-duty."
The threshold rule: "A single incident of substandard performance or an isolated breach of standards not likely to be repeated, is not ordinarily a basis for a control roster action." Commanders should consider prior incidents, acts, failures, counseling, and rehabilitative efforts.
- Element Detail
- Form used DAF Form 1058, Unfavorable Information File Action
Effect Puts the member on notice that performance and behavior must improve, or he or she will face more severe administrative action or punishment
- Response window Three duty days to respond and submit a statement before the action is finalized
- UIF entry Mandatory
- Initial duration Six months , though it can be removed early at the commander's discretion
Timing The six-month period begins the day the DAF Form 1058 is finalized and ends at 2400 hours six months later
If not rehabilitated The commander initiates more severe action
The limit AFH 1 attaches: "The control roster is not to be used by commanders as a substitute for more appropriate administrative, judicial, or nonjudicial action."
Counseling, Admonishment, and Reprimand
These are "quality force management tools" that "should be used as part of a graduated pattern of discipline in response to repeated departures from standards." The decision on which to issue "should be based primarily on the nature and seriousness of the incident and on the previous disciplinary record of the member."
Action Purpose Filing rules
Letter of Counseling (LOC) Used by first line supervisors, first sergeants, and commanders to help Airmen use good judgment, assume responsibility, and face and solve problems ; helps develop skills, attitudes, and behaviors consistent with maintaining USAF readiness May be documented on a DAF Form 174, Record of Individual Counseling , or on bond paper or letterhead as a letter of counseling
Letter of Admonishment (LOA) Documents "an infraction that warrants more severe action than a counseling, but not serious enough to warrant a reprimand" For officer personnel, if not filed in the UIF, it must be filed in the individual's PIF
Letter of Reprimand (LOR) "More severe than a letter of counseling and letter of admonishment and indicates a stronger degree of official censure" Commanders may elect to file an LOR in a UIF for enlisted personnel ; LORs are mandatory for file in the UIF for officer personnel
Two format points: counseling statements may be verbal or written , but "written corrective actions are more meaningful to the member, and when documented properly, may be used in subsequent proceedings." Written actions are subject to the rules of access, protection, and disclosure outlined in the Privacy Act of 1974 — including copies kept by supervisors and commanders , not just those filed in a UIF or PIF.
The evidentiary standard is the most testable item in this passage:
"Preponderance of the evidence is the standard to utilize in administrative action proceedings when evaluating whether the evidence establishes that misconduct occurred. A preponderance of the evidence simply means the greater weight of credible evidence."
And the consequence of falling short: "If such proof is lacking, administrative action is susceptible to being found to be legally unsupportable and, as a result, could be set aside."
Administrative Demotion and Separation
Administrative demotion is "a tool available for commanders for certain reasons" and "should not replace action under the UCMJ." Reasons include failing to fulfill Airman/NCO/SNCO responsibilities, failure to keep fit, and student status termination. "When appropriate, Airmen should be given an opportunity to overcome their deficiencies before demotion action is initiated." The process is in AFI 36-2502 — the same instruction that governs promotions.
Administrative separation. "Airmen are entitled to separate at their expiration of term of service unless there is a specific authority for retention." But the key nuance: "As a rule, Airmen separate on the date their expiration of term of service occurs, but their separation is not automatic. Airmen are members of the USAF until they are separated by administrative action."
Commanders must consult the servicing Staff Judge Advocate and military personnel flight before initiating an involuntary separation.
Type Examples
Required separation Airmen continuing to serve in another military status — separating to serve with the Air Force Reserve or Air National Guard , or to accept appointment as a commissioned officer of the USAF or warrant or commissioned officer of another branch
Voluntary separation Early separation for the convenience of the government if criteria are met — entering an officer training program, pregnancy, conscientious objection, hardship, and early release to attend school
Involuntary separation Physical conditions interfering with duty performance or assignment availability, inability to cope with parental responsibilities or military duty, insufficient retainability for required retraining , and defective enlistment (fraudulent or erroneous) . Discharge for cause may be based on unsatisfactory performance, substance abuse, misconduct, or the interest of national security
Service Characterization
Under DAFI 36-3211, Military Separations , service may be characterized three ways:
Characterization When given
Honorable Members separating at their expiration of term of service, or voluntarily or involuntarily separating for the convenience of the government . Given when the quality of service generally has met USAF standards of acceptable conduct and performance of duty , or when service is otherwise so meritorious that any other characterization would be inappropriate
General (under honorable conditions) Given when service has been determined to be honest and faithful, but significant negative aspects of the member's conduct or performance outweigh positive aspects of the record
Under Other Than Honorable Conditions Given based on a pattern of behavior, or one or more acts or omissions, that constitute a significant departure from the conduct expected of an Airman . Can be given only if the member is offered an administrative discharge board, or if a discharge is unconditionally requested in lieu of trial by court-martial
The procedural protection attached to "under other than honorable conditions" — the board offer or the request in lieu of court-martial — is what distinguishes it and is frequently tested.
Discharge in lieu of trial by court-martial: if charges have been preferred and the UCMJ authorizes punitive discharge for any preferred offense, the Airman may request an administrative discharge instead of trial — but "there is no guarantee that the Airman's request will be granted."
The Two Boards
Board Scope
Air Force Discharge Review Board Affords former members the opportunity to request review of their discharge within 15 years of the date of separation — except for a bad-conduct discharge, dishonorable discharge, or dismissal by general court-martial . Considers changing the characterization of service, the reason for discharge, and the re-enlistment code , based on standards of propriety or equity . A personal appearance before the board is a statutory right , in person or via video teleconference . Application is DD Form 293
Air Force Board for Correction of Military Records (AFBCMR) "The highest level of administrative review for correcting military records." Records that may be changed include enlisted performance reports, fitness test results, debts incurred, discharges and reenlistment codes, survivor benefit plans, accumulated leave days, Article 15 actions, and reinstatement. Records may be changed, voided, or created to correct an error or remove an injustice. The board is a recommending body and votes to grant, partially grant, or deny ; favorable recommendations go to the Secretary of the Air Force or designee for final decision , which — unless procured by fraud — is final and binding on all USAF officials and government agencies . Application is DD Form 149
Two contrasts drive the items here. First, a personal appearance is a statutory right before the Discharge Review Board , but before the AFBCMR it is "not a statutory right and is granted solely at the discretion of the board," predicated on finding that the applicant's presence will materially add to the board's understanding .
Second, the AFBCMR requires exhaustion : "Applicants must exhaust other reasonably available administrative avenues of relief prior to applying." If they have not, the DD Form 149 will be returned without action.
Form numbers to memorize: DD Form 293 for discharge review; DD Form 149 for records correction; DAF Form 1058 for control roster; DAF Form 174 for individual counseling; AF Form 10A for the PIF.