ARLINGTON, Va. (AFNS) -- The Department of the Air Force recently announced additional guidance for implementation for several Secretary of War directives. The changes include updates to the handling of medical shaving profiles, the requirement for Mask Fit Validation due by Dec. 31, 2026, a reform to chaplain evaluations and promotions, and Religious Affiliation Code updates.
Medical shaving profile separations
The Department of the Air Force has updated DAFI 36-3211, Military Separations to consider administrative separation for members who accumulate more than 12 months of medical shaving profiles within a 24-month period beginning Feb. 1, 2026.
These changes implement the Secretary of War’s memorandum titled “Grooming Standards for Facial Hair,” which directed commanders to initiate separation when a member requires a shaving waiver after more than one year of medical treatment and align with the SECWAR’s implementation guidance.
For members who maintain a shaving waiver for a combined 12 months in a 24-month period, commanders will initiate discharge processing or submit a retention package. Retention is considered case by case, factoring several aspects, including the member’s performance, unit manning and retention, special experience or specialized training, the cost and time to replace the member and other factors.
The policy applies only to members on medical shaving profiles. Members with an approved religious accommodation for facial hair are not subject to it and will be managed under Department of War Instruction and DAF policy.
CBRN mask fit validation
Additionally, every Airman and Guardian, including Air National Guard and Air Force Reserve members, must complete two new CBRN defense requirements established by a Department of the Air Force Guidance Memorandum to DAFI 10-2503, CBRN Defense Program, by Dec. 31, 2026. Both requirements will then transition to annual requirements for Airmen and Guardians.
The requirements are completed in order. First is the CBRN Defense Foundations Course, an annual web-based course taken through DAF e-Learning. Second is the mask validation, or negative pressure check, done in person with the unit mask fit validation monitor.
These changes align with the Secretary of War’s guidance titled “Grooming Standards for Facial Hair Implementation,” and reinforce how these skills are critical not only for defense against CBRN threats, but also for other hazardous mission sets where respiratory protection may be required.
Chaplain evaluations and promotions
To align with SECWAR’s July 14 guidance, chaplains will now be predominantly evaluated using criteria aligned to their core religious ministry functions. Chaplains will receive a ministry performance assessment written by a chaplain: either a chaplain rater in the member’s rating chain or a senior chaplain serving as a Chaplain Functional Examiner. The assessment covers four areas: providing religious services and rites, offering pastoral care and counseling, advising the command on matters of religion and morale, and executing religious support in an operational environment.
Chaplains will continue to be assessed on the Officer Performance Brief, AF Form 715, using the current Airman Leadership Qualities. The changes first apply to second and first lieutenant evaluations closing out Oct. 31, 2026. The current captain cycle, closing out Aug. 31, 2026, will route under existing processes.
When chaplains meet a promotion board, a chaplain general officer will serve as board president and at least two Chaplain Corps officers will serve as board members. The Secretary of the Air Force’s Memorandum of Instructions to promotion boards will also direct board members to prioritize ministry performance to ensure chaplains have their performance as commissioned officers evaluated in a manner that prioritizes their unique and primary role as religious ministry professionals.
These changes implement three mandates in the Secretary of War’s directive: a supervisory chaplain included in the rating chain or serving as a Chaplain Functional Examiner; assessment of chaplains on their ability to deliver religious ministry; and updated promotion board instructions, procedures and membership.
Military equal opportunity and harassment
The Department of the Air Force released updated guidance in DAFI 36-2710, Equal Opportunity Program, to implement Department of War Memorandum, Military Equal Opportunity and Harassment Policy, which implements the Secretary of War’s Memoranda, Implementation of Military Equal Opportunity and Equal Employment Opportunity Reform Plan, and Review of Hazing, Bullying, and Harassment Definitions.
This guidance updates policy and procedures to implement confidential reporting for prohibited discrimination and harassment; discontinue military equal opportunity processing of anonymous allegations of prohibited discrimination or discriminatory harassment (excluding bullying and hazing); implement alternative dispute resolution as an option to informally resolve allegations as an alternate to other formal resolution; allow commanders to dismiss formal military equal opportunity complaints that meet specified criteria; require all favorable administrative personnel actions for the subject of a military equal opportunity complaint be resumed or completed after the complaint is dismissed or found to be not substantiated; require that no favorable personnel actions may be withheld solely on the basis that the intended recipient is the subject of an equal employment opportunity complaint without a substantive finding of misconduct; clarify that false complaints may constitute a violation of Article 107 of the Uniform Code of Military Justice; and update definitions for harassment, bullying and hazing.
The full DAF guidance is available here.