DAFI 36-901: CIVILIAN SENIOR EXECUTIVE MANAGEMENT

DAFI 36-901 — index record

Number	DAFI 36-901
Title	CIVILIAN SENIOR EXECUTIVE MANAGEMENT
Published	June 12, 2024
Certified current	July 24, 2025
Office of primary responsibility	SAF/MR
Issued by	Headquarters, Department of the Air Force
Status on the index	Current
Last index action	UpdateContact, August 11, 2026
Source index	Air Force e-Publishing
Index last read	October 20, 2026

Copied from Air Force e-Publishing (index). The publication itself is the authority; this page does not summarize or interpret it. Verify the current edition on the index before acting.

From the publication itself

Text below is lifted mechanically from the official PDF (52 pages, read October 20, 2026) with no editing or interpretation. Quote the document, not this page.

Purpose, in the publication’s words

and Use. Reprimands are used to correct significant misconduct and repeated lesser offenses. It is a severe disciplinary action that may be adequate for many disciplinary situations requiring an action. The proposing official may decide a reprimand is appropriate; in these cases, the proposing official signs out the reprimand and the supervisor issues the reprimand.

Summary of changes, as printed

This interim change revises DAFI 36-901, Civilian Senior Executive Management to implement more objective language, replacing terms like "diversity," "equity," and "fairness" with measurable criteria and a focus on demonstrable skills, experience, and performance. The revisions promote a transparent, consistent, and legally sound framework for organizational processes. Updates made to paragraphs 1.4.8, 1.4.11, 3.2.2, 3.2.2.2, 8.2.2.6, and 9.5.3. Deletions and updates to Attachment 1 include the definition of Diversity was deleted and the definition of Performance Review Board (PRB) was updated. A margin bar (|) indicates newly revised material.

Chapter 1—MANAGING CIVILIAN SENIOR EXECUTIVE RESOURCESp. 5
Chapter 3—RECRUITMENT AND SELECTIONp. 12
Chapter 4—OTHER STAFFING ACTIONSp. 17
Chapter 5—DISCIPLINARY ACTIONSp. 20
Chapter 6—PERFORMANCE MANAGEMENTp. 23
Chapter 7—PAY AND OTHER COMPENSATIONp. 30
Chapter 8—AWARDS AND OTHER RECOGNITIONp. 34
Chapter 9—TALENT MANAGEMENT AND CAREER DEVELOPMENTp. 36
Chapter 10—HIGHLY QUALIFIED EXPERTS (HQE)p. 40
Attachment 1—GLOSSARY OF REFERENCES AND SUPPORTING INFORMATIONp. 46

All 78 contents entries

Chapter 1—MANAGING CIVILIAN SENIOR EXECUTIVE RESOURCESp. 5
1.1. Overviewp. 5
1.2. Retained Authorityp. 5
1.3. Position Typesp. 5
1.4. Roles and Responsibilitiesp. 6
2.1. Executive Resource Planningp. 9
2.2. Allocation Managementp. 9
2.3. Establishing Civilian Senior Executive (CSE) Positionsp. 10
2.4. Maintaining a CSE Positionp. 10
2.5. Biennial Requirements Surveyp. 10
2.6. Precedence Priority Codes and Position Tiersp. 10
Chapter 3—RECRUITMENT AND SELECTIONp. 12
3.1. Recruitment Processp. 12
3.2. Selection Processp. 12
3.3. Appealsp. 14
3.4. Types of Senior Executive Service (SES) Appointmentsp. 14
3.5. Other Appointment Typesp. 15
3.6. Conditions of Employmentp. 15
3.7. Probationary Period for New Appointmentsp. 16
Chapter 4—OTHER STAFFING ACTIONSp. 17
4.1. Reassignmentsp. 17
4.2. Reassignment Actionp. 17
4.3. Detailsp. 18
4.4. Reduction-in-Force (RIF)/Adjustment in Force (AIF)p. 18
4.5. Resignationsp. 19
Chapter 5—DISCIPLINARY ACTIONSp. 20
5.1. Employees and Actions Covered by This Instruction and Specific Exclusionsp. 20
5.2. Governing Requirementsp. 20
5.3. Senior Officials Designated to Serve as Proposing and Deciding Officialsp. 20
5.4. Burden of Proofp. 20
5.5. Disciplinary Actionsp. 20
5.6. Reprimandp. 21
5.7. Suspensionp. 21
5.8. Removalp. 21
5.9. Removal of Non-Career SES (NC) and Limited Term SES (LTA)p. 22
5.10. Disciplinary Removalp. 22
5.11. Restrictions on Removalp. 22
Chapter 6—PERFORMANCE MANAGEMENTp. 23
6.1. Performance Managementp. 23
6.2. Performance Planp. 23
6.3. Performance Requirementsp. 24
6.4. Performance Appraisal Periodp. 24
6.5. Progress Reviewsp. 25
6.6. Initial Summary Rating (ISR)p. 25
6.7. Annual Performance Appraisalp. 25
6.8. Higher level reviewsp. 27
6.9. Pay pools and Performance Review Board (PRB)p. 27
6.10. Total Performance Payoutp. 28
Chapter 7—PAY AND OTHER COMPENSATIONp. 30
7.1. Backgroundp. 30
7.2. Pay Rangesp. 30
7.3. Setting Payp. 31
7.4. Pay Flexibilityp. 32
Chapter 8—AWARDS AND OTHER RECOGNITIONp. 34
8.1. Backgroundp. 34
8.2. Monetary Awardsp. 34
8.3. Non-Monetary Awardsp. 35
Chapter 9—TALENT MANAGEMENT AND CAREER DEVELOPMENTp. 36
9.1. Talent Managementp. 36
9.2. Talent Poolp. 36
9.3. Talent Management Board (TMB) and Talent Management Committee (TMC)p. 36
9.4. Succession Planningp. 37
9.5. Career Developmentp. 38
Chapter 10—HIGHLY QUALIFIED EXPERTS (HQE)p. 40
10.1. Backgroundp. 40
10.2. HQE Pre-Appointment Staffing Review Requirementsp. 40
10.3. HQE Appointmentp. 40
10.4. Highly Qualified Expert (HQE) Dutiesp. 41
10.5. Precedence Priority Codes and Position Tiersp. 41
10.6. Recruitment and Selectionp. 41
10.7. Former Civil or Uniformed Service Employeesp. 41
10.8. Funding and Manpowerp. 42
10.9. Compensationp. 42
10.10. Performance Managementp. 42
10.11. Work Schedulep. 44
10.12. Conditions of Employmentp. 44
10.13. Suspensions, Removals and Terminationsp. 45
Attachment 1—GLOSSARY OF REFERENCES AND SUPPORTING INFORMATIONp. 46

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DAFI 36-901

DAFI 36-901 — index record

From the publication itself

Purpose, in the publication’s words

Summary of changes, as printed

Contents

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