This sample test for CDC 3S071 Volume 3 helps learners understand the structure and responsibilities within the Air Force's personnel management. It assesses knowledge on various Air Staff functions, including manpower, organization, and Airman development.
A. Two
B. Four
C. Six.
D. Eight.
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A. Issues Team (AF/A1I).
B. Executive Services (AF/A1Z).
C. HQ United States Air Force (USAF).
D. HQ. Air Force Personnel Center (AFPC).
A. Directorate of Airman Development and Sustainment (AF/A1D).
B. Directorate of Force Management Policy (AF/A1P).
C. Directorate of Plans and Integration (AF/A1X).
D. Issues Team (AF/A1I).
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A. Directorate of Airman Development and Sustainment (AF/A1D).
B. Directorate of Manpower and Organization (AF/A1M).
C. Directorate of Force Management Policy (AF/A1P).
D. Directorate of Plans and Integration (AF/A1X).
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A. Directorate of Airman Development and Sustainment (AF/A1D).
B. Directorate of Manpower and Organization (AF/A1M).
C. Directorate of Force Management Policy (AF/A1P).
D. Directorate of Plans and Integration (AF/A1X).
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A. developing objectives.
B. performing analysis.
C. developing force management policies.
D. developing doctrine and legislative guidance.
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A. Directorate of Airman Development and Sustainment (AF/A1D).
B. Directorate of Manpower and Organization (AF/A1M).
C. Directorate of Force Management Policy (AF/A1P).
D. Directorate of Plans and Integration (AF/A1X).
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A. Directorate of Airman Development and Sustainment (AF/A1D).
B. Directorate of Manpower and Organization (AF/A1M).
C. Directorate of Force Management Policy (AF/A1P).
D. Directorate of Plans and Integration (AF/A1X).
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A. Air Force Manpower Agency (AFMA).
B. Air Force Personnel Operations Agency (AFPOA).
C. Headquarters Air Force Personnel Center ( HQ AFPC).
D. Headquarters Air Force Resource Management Process (HAFRMP).
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A. meet field commander requirements.
B. ensure strategic goals are effectively aligned.
C. design, develop, and test personnel processes.
D. execute wartime and home station capabilities.
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A. Active duty.
B. Air Force retirees.
C. Active duty, reservists, and guardsmen.
D. Active duty, reservists, guardsmen, and civilians.
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A. Assignments.
B. Personnel Data Systems.
C. Civilian Force Integration.
D. Air and Space Expeditionary Force Operations.
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A. Assignments.
B. Personnel Data Systems.
C. Civilian Force Integration.
D. Air and Space Expeditionary Force Operations.
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A. Assignments.
B. Force Operations.
C. Personnel Services.
D. Personnel Data Systems.
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A. Air and Space Expeditionary Force Operations.
B. Personnel Services.
C. Force Operations.
D. Assignments.
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A. Staff.
B. Force Operations.
C. Personnel Services.
D. Personnel Data Systems.
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A. Staff.
B. Force Operations.
C. Personnel Services.
D. Personnel Data Systems.
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A. Air Force Manpower Agency (AFMA).
B. Air Force Personnel Operations Agency (AFPOA).
C. Headquarters Air Force Personnel Center ( HQ AFPC).
D. Headquarters Air Force Military Personnel Center ( HQ AFMPC).
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A. Air Force Manpower Agency (AFMA).
B. Air Force Personnel Operations Agency (AFPOA).
C. Headquarters Air Force Personnel Center (HQ AFPC).
D. Headquarters Air Force Military Personnel Center (HQ AFMPC).
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A. Programs.
B. Manpower.
C. Equipment.
D. Additional duties.
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A. Military personnel data system (MILPDS).
B. Personnel service delivery model (PSDM).
C. Base-level service delivery model (BLSDM).
D. Automated records management system (ARMS).
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A. Four.
B. Five.
C. Six.
D. Seven.
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A. wing.
B. numbered air force (NAF).
C. commander’s support staff (CSS).
D. military personnel section (MPS).
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A. Test analysis.
B. Periodic staff assistance visits.
C. Nuclear Surety Inspections (NSI).
D. Unit Compliance Inspections (UCI).
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A. 8.
B. 9.
C. 10.
D. 11.
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A. major command (MAJCOM).
B. a numbered Air Force (NAF).
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A. combatant commanders.
B. squadron commanders.
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A. There were no longer facilities available to support the AEFC at Langley AFB.
B. The Air Combat Command Commander (COMACC) requested the move.
A. Airmen fully engaged in global vigilance, reach, and power.
B. officers fully engaged in global vigilance, reach, and power.
C. enlisted fully engaged in global vigilance, reach, and power.
D. Airmen partially engaged in global vigilance, reach, and power.
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A. 380.
B. 400.
C. 420.
D. 440.
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A. state mission.
B. overseas mission.
C. local government mission.
D. District of Columbia mission.
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A. Air National Guard (ANG) Bureau.
B. Air Force Manpower Agency (AFMA).
C. Headquarters Air Force Personnel Center (HQ AFPC).
D. Headquarters Air Force Reserve Command (HQ AFRC).
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A. 25.
B. 50.
C. 75.
D. 100.
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A. Vice president.
B. President.
C. Governor.
D. Mayor.
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A. Skill level.
B. Career field.
C. Career group.
D. Career field subdivision.
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A. skill level.
B. career field.
C. career group.
D. career field subdivision.
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A. Skill level.
B. Career field.
C. Career group.
D. career field subdivision.
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A. skill level.
B. career field.
C. Career group.
D. career field subdivision.
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A. Three.
B. Five.
C. Seven.
D. Nine.
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A. Duty.
B. Control.
C. Primary.
D. Secondary.
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A. advise civilians on civilian personnel issues and programs.
B. create, maintain, and audit personnel records.
C. provide casualty assistance.
D. perform personnel actions.
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A. Preparation of movement.
B. Personnel accountability.
C. Personnel classification.
D. Personal support.
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3.
5.
7.
9.
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Training is key to the success of the Air Force.
Advanced specialty training occurs as the trainee gains experience.
Completing a career development course is the most important form of training.
On-the-job training teaches the trainee everything they need to know about the job.
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Career progression.
Maintain readiness.
Mission accomplishment.
Review evaluation reports.
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Staff sergeants.
Technical sergeants.
Master sergeants.
Senior master sergeants.
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Technical sergeants.
Master sergeants.
Senior master sergeants.
Chief master sergeants.
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Technical sergeants.
Master sergeants.
Senior master sergeants.
Chief master sergeants.
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