DAF issues new guidance to implement changes from SECWAR memos

The Department of the Air Force has issued new guidance to implement several directives from the Secretary of War, tightening policies on medical shaving profiles, setting new CBRN mask fit validation requirements, revising chaplain evaluations and promotions, and updating equal opportunity and harassment procedures.

Under an update to DAFI 36-3211, Military Separations, the department will consider administrative separation starting Feb. 1, 2026, for service members who accumulate more than 12 months of medical shaving profiles within a 24-month period. Commanders will be required to initiate discharge processing or submit a retention package for those who reach the threshold, with decisions made case by case based on factors such as performance, unit manning and retention, specialized training, and replacement costs and timelines. The policy applies only to medically based shaving waivers; personnel with approved religious accommodations for facial hair are excluded and will be managed under Department of War and DAF policy. The change implements the memorandum titled “Grooming Standards for Facial Hair.”

The department also set a Dec. 31, 2026, deadline for all Airmen and Guardians—including Air National Guard and Air Force Reserve members—to complete two new CBRN defense requirements established by a Department of the Air Force Guidance Memorandum to DAFI 10-2503, CBRN Defense Program. First, members must complete the CBRN Defense Foundations Course, an annual web-based module delivered through DAF e-Learning. Second, they must complete an in-person mask validation, or negative pressure check, with a unit mask fit validation monitor. After the initial deadline, both elements shift to annual requirements. The changes align with “Grooming Standards for Facial Hair Implementation” and emphasize readiness for CBRN threats and other missions requiring respiratory protection.

Chaplains will see evaluations reoriented to core religious ministry functions, consistent with July 14 guidance from the Secretary of War. A ministry performance assessment authored by a chaplain—either in the member’s rating chain or a senior chaplain serving as a Chaplain Functional Examiner—will cover four areas: providing religious services and rites; offering pastoral care and counseling; advising commanders on religion and morale; and executing religious support in operational environments. Chaplains will continue to be assessed on the Officer Performance Brief, AF Form 715, using current Airman Leadership Qualities. The new evaluation approach first applies to second and first lieutenants with closeout dates of Oct. 31, 2026; the current captain cycle closing Aug. 31, 2026, will proceed under existing processes. For promotion boards, a chaplain general officer will serve as president and at least two Chaplain Corps officers will sit as members, with board instructions directing prioritization of ministry performance. The changes implement three mandates in the Secretary of War’s directive: inclusion of a supervisory chaplain in evaluations or as a Chaplain Functional Examiner; assessment tied to delivery of religious ministry; and updated promotion board instructions, procedures, and membership.

In a separate update to DAFI 36-2710, Equal Opportunity Program, the department implemented the Department of War memorandum Military Equal Opportunity and Harassment Policy, incorporating the Secretary of War’s Implementation of Military Equal Opportunity and Equal Employment Opportunity Reform Plan and Review of Hazing, Bullying, and Harassment Definitions. The policy now:
– Enables confidential reporting for prohibited discrimination and harassment.
– Ends military equal opportunity processing of anonymous allegations of prohibited discrimination or discriminatory harassment, except for bullying and hazing.
– Adds alternative dispute resolution as an option to resolve allegations outside other formal channels.
– Authorizes commanders to dismiss formal complaints that meet specified criteria.
– Requires resumption or completion of favorable administrative personnel actions once a complaint is dismissed or not substantiated.
– Bars withholding favorable personnel actions solely because a service member is the subject of an equal employment opportunity complaint without a substantive finding of misconduct.
– Clarifies that false complaints may constitute a violation of Article 107 of the Uniform Code of Military Justice.
– Updates the definitions of harassment, bullying, and hazing.

The department said full guidance is available through official channels.