DAFMAN36-142 4 OCTOBER 2022 53
Figures 5.3, 5.4, 5.5, and 5.6 CFMs will work with cross-functional representatives and the CFTs
to develop and maintain their respective career field chapters and career planning roadmaps for
progression toward enterprise leadership or functional/cross-functional expert/leadership
positions. Career field chapters and their respective career roadmaps will be hosted in MyVector.
When used in conjunction with the DAF Career Roadmaps, each civilian and their supervisor will
have the tools necessary to plan for a successful career and to develop a meaningful annual IDP
that facilitates their growth and development. The mandatory annual IDP requirement for civilians
serves as documentation of the individual’s career goals IAW their chosen career path (enterprise
leader or functional expert/leader). For IDP information, see section 4.2.
5.13. Funding. The DAF centrally funds selected key training and development opportunities for
career fields. The Force Development Integration Division (AF/A1DI) will be the program
element manager for all DAF civilian training funds, and they will provide AFPC with budget
authority for their programs. (T-1). AFPC’s Resource Section submits budgets and financial plans
based on requirements developed by individual CFTs as well as the needs of other centrally-
managed programs. CFTs and other centrally-managed programs prioritize their training
requirements and submit their requests through AFPC’s Resource Section, which processes those
requests, pays training providers, and tracks overall training funds.
5.14. Repayment of Training Funds. All individuals selected for a CD program will sign a
training agreement prior to participating in the program. Employees who fail to either attend or
successfully complete scheduled training must reimburse the DAF for all training costs (excluding
salary) associated with their attendance. AFPC/DP2Z will serve as the approval authority for any
requests to waive this requirement.
5.15. Short-Term Training. Short-term training consists of training for less than 120
consecutive duty days accomplished either in government or non-government facilities.
5.16. Long-Term Training. Long-term training is full-time, in-residence, off-the-job training
that consists of more than 120 consecutive duty days accomplished in either government or non-
government facilities. The intent of long-term training is to develop selected employees in order
to keep the DAF abreast of professional, managerial, technical, and scientific achievements.
Available programs include, but are not limited to, those offered through CD (i.e., professional
military education, fellowships, and specific college graduate programs). They may also include
attendance at the AF Institute of Technology graduate programs, Education with Industry, or
programs tailored to the specific needs of a career field.
5.17. Civilian Development. Most long-term civilian education and development is offered
through the CD office, IAW DAFI 36-2670. CD provides developmental education, programs,
assignments, and leadership opportunities that prepare civilian Airmen and Guardians to anticipate
and successfully meet challenges across the wide range of DAF operations and missions. These
programs expand participants’ knowledge and increase their understanding of the role of air, space,
and cyberspace power. CD positively impacts retention of high-potential leaders and future
leaders, and is a mission-centered approach the DAF uses to care for and invest in its people.
Examples include professional military education programs, academic and fellowship programs,
experiential programs and assignments, leadership seminars, and short-term programs. Civilian
Airmen and Guardians selected for CD opportunities are not expected to perform the daily duties
normally associated with their jobs while in full-time training status. In the case of development
opportunities that require placement into an assignment (e.g., CSLP and the Legislative Fellows