BY ORDER OF THE AIR NATIONAL GUARD …

1 BY ORDER OF THE CHIEF, NATIONAL GUARD BUREAU AIR NATIONAL GUARD INSTRUCTION 36-2110 1 SEPTEMBER 2017 Personnel THE human RESOURCE advisor PROGRAM COMPLIANCE WITH THIS PUBLICATION IS MANDATORY ACCESSIBILITY: Publications and forms are available for downloading on the e-Publishing website at RELEASABILITY: There are no releasability restrictions on this publication OPR: NGB/CFD Supersedes: ANGI36-2110, 28 October 2011 Certified by: NGB/CFD (Col Kerry Lovely) Pages: 30 This instruction establishes procedures for the Air NATIONAL GUARD human Resource advisor Program. It implements AFPD 36-70 and AFI 36-7001, Diversity, and includes references to Air Force institutional competencies. It also implements strategies aligned with the goals of Executive Orders 13583 & 13714. These documents serve as the common language for Diversity & Inclusion, Force Development, and Force Management efforts.

2 It defines ANG policy on authorizations, selections, tenure, duties, and responsibilities of the HRA position. It is applicable to all HRAs. This instruction applies to all ANG personnel, Active GUARD Reserve (AGR), civilian employees and/or members who are in Federal status. This publication requires the collection and or maintenance of information protected by the Privacy Act of 1974 authorized by Title 10, , Section 8013. The applicable Privacy Act SORN F036 AF A is available at Refer recommended changes and questions about this publication to ANG Office of Diversity Operations (NGB/CFD), using the AF Form 847, Recommendation for change of Publication. Ensure that all records created as a result of processes prescribed in this publication are maintained in accordance with AFMAN 33-363, Management of Records, and disposed of in accordance with the Air Force Records Disposition Schedule (RDS).

3 The ANG Chief of Diversity or HRA Program Manager are the approval authorities for exceptions for any part of this publication. Refer to Appendix for a glossary of references and supporting information. 2 ANGI36-2110 1 SEPTEMBER 2017 SUMMARY OF CHANGES Substantial changes have been made to this instruction. Major changes include, removal of references to State HRA positions, updated training requirements, SEI information, Field Leadership structure and operation, councils, reporting procedures, and changes to recognition guidance. Chapter 1 INTRODUCTION 4 4 Scope.. 4 Program Guidelines.. 4 Chapter 2 PRIMARY HRA POSITION DUTIES AND RESPONSIBILITIES 6 Primary Responsibilities and Duties of the HRA Program Manager: .. 6 Primary Responsibilities and Duties of the Wing human Resource advisor : .. 7 Chapter 3 HRA PROGRAM PRIMARY TEAM RELATIONS 10 Responsibilities of the Chief of ANG Office of Diversity Operations.

4 10 Responsibilities of the Wing Commander.. 10 Responsibilities of State and Wing Command Chief Master 11 Responsibilities of Recruiting & Retention.. 11 Responsibilities of First Sergeants.. 11 Responsibilities of Equal Opportunity .. 11 Chapter 4 HRA ELIGIBILITY, SELECTION, VALIDATION AND TERM OF APPOINTMENT 13 Eligibility .. 13 13 14 Term of Appointment.. 14 Chapter 5 HRA REGION REPRESENTATIVE AND FIELD LEADERSHIP 16 16 Responsibilities of the HRA Region Representatives.. 16 Responsibilities of the Field Leader.. 16 ANGI36-2110 1 SEPTEMBER 2017 3 Criteria for selecting Region Representatives and Field Leaders.. 17 Chapter 6 METRICS AND STATISTICAL TREND ANALYSIS 18 Purpose and methods.. 18 Chapter 7 FUNDED RESOURCES FOR HRA DUTY PERFORMANCE 19 Responsibilities.. 19 Discretionary NGB/CFD funded resources.

5 19 Chapter 8 RECOGNITION PROGRAM 20 HRA Award Types.. 20 Nomination Submission.. 20 Submission Instructions.. 21 Attachment 1 GLOSSARY OF REFERENCES AND SUPPORTING INFORMATION 22 Attachment 2 HRA VALIDATION LETTER SAMPLE (GENERATED BY THE HRA PROGRAM MANAGER) 25 Attachment 3 SAMPLE OF HRA APPOINTMENT LETTER (GENERATED BY THE APPOINTING WING AND SENT TO THE HRA PROGRAM MANAGER) 26 Attachment 4 NGB FORM 840, HRA MEMBER DATA INFORMATION FORM SAMPLE 27 Attachment 5 HRA EXTENSION LETTER SAMPLE (GENERATED BY THE APPOINTING WING AND SENT TO THE HRA PROGRAM MANAGER) 29 Attachment 6 WING HRA DUTIES AND RESPONSIBILITIES CHECKLIST 30 4 ANGI36-2110 1 SEPTEMBER 2017 Chapter 1 INTRODUCTION Purpose. To provide Air NATIONAL GUARD (ANG) unit leadership with policy, guidance and direction on the ANG human Resource advisor (HRA) Program. Direction and success of the program are dependent upon accountability and proper utilization of the positions as authorized under the HRA Program.

6 This instruction is developed as a guide for the command function. Scope. The HRA Program was instituted to serve the interests of all members in the ANG, officer, enlisted, and civilian, through the whole life cycle of their careers. With its focus on diversity, inclusion, development, and force management advising, it also serves the interests of the entire ANG organization in the pursuit of the best talent available regardless of gender, race, background, economic status, and life experience. The HRA is a dynamic resource charged with advising Commanders and support positions on programs within the above focus areas. The Chief of ANG Office of Diversity Operations (NGB/CFD) will establish primary duties for a Program Manager and procedures for additional positions at subordinate levels. The HR MVA hiring process as indicated IAW ANGI 36-6 determines the selection and tour length of the Program Manager.

7 The Program Manager serves as the functional manager for all HRA positions authorized at the Wing level. The Program Manager validates the appointed HRAs to ensure compliance with ANG Manpower requirements. Each Wing is authorized one HRA position designated on their Unit Manning Document (UMD). Program Guidelines. HRAs advise and assist ANG senior leadership on strategic initiatives that directly affect organizational culture, compliance with DoD, AF, and ANG diversity & inclusion guidance, force development/management requirements, and on overall talent management of all Airmen in the ANG. Diversity & Inclusion. HRAs are charged with helping increase mission readiness through statistical analysis of the organization and using the results of that analysis to deploy training, promote mentorship, communicate programmatic and career progression information, and report results to the senior leadership of the organization.

8 Effective strategies include participating in the deliberate development of Airmen from accession to positions of leadership and to increase retention rates of the highest quality personnel. Diversity, which includes all Airmen and DoD civilian employees, focuses on the organization and its people and purports that differences add value to the entire organization and contribute to effective mission accomplishment. Force Development. HRAs are trained and equipped to advise and contribute towards the professional development of airmen who will collectively leverage the cumulative strengths of the ANG. This process provides leadership focus at all levels in an Airman s career and seeks to ensure all Airmen have the same access to such developmental opportunities. Effective leaders can only be created through an iterative process of development involving education, training, and expeditionary operations seasoned with experience and ongoing mentoring by more experienced leaders.

9 HRAs become certified in instruments useful to this leadership developmental process. Force Management. Strategy and decisions with regard to force management relies heavily on accurate data and information. HRAs partner with Force Support Squadron (FSS), ANGI36-2110 1 SEPTEMBER 2017 5 Equal Opportunity (EO), Command Chief (CCM) both Wing and State, and Recruiters and Retention Office Managers (ROM) to provide guidance in the defined life cycle for the management of human resources. This covers the point at which recruits enter military service, their preparation and training for contributing meaningful service, their continuous motivation and, finally, their formal release from military service with honor and dignity. 6 ANGI36-2110 1 SEPTEMBER 2017 Chapter 2 PRIMARY HRA POSITION DUTIES AND RESPONSIBILITIES Primary Responsibilities and Duties of the HRA Program Manager: The Program Manager serves as the functional manager for all HRA positions.

10 Provide resources, policy oversight, guidance, and support to ensure all HRAs are properly trained and equipped. Develop and implement training initiatives to provide basic job performance skills; develop and implement subsequent follow-on training as required to maintain proficiency and experience. Coordinate an annual HRA training event which includes job related field training and region breakout training sessions. Coordinate a two-week HRA Orientation Course based on field demand and turnover. Provide guidance and coordinate other training events for certifications, leadership development, and other advanced training opportunities to equip HRAs for excellence in all the challenging aspects of their role. Appoint and sustain a Region Representative and Field Leadership team. Support Region Representative and Field Leadership teleconferences and face-to-face meetings.