Post on 19-May-2018
transcript
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Today’s Quiz Will Cover……
Force Development
Career Development
Your role in the development process
Personnel initiatives
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3
SAF/FM Priorities
View from the Top
AF PrioritiesForce Development
Develop and Care for Airmen and their Families• Ensure Airmen possess the appropriate skills to conduct joint operations in air, space, and cyberspace• Sustain deployed & home station quality of service
Developing and Empowering FM Professionals• Prepare FM Airmen to carry out full range of missions…• Provide FM skills…and training• Ensure timely, accurate & responsive financial operations to support commanders, Airmen & their families• Provide AF leadership accurate insight to make informed AF family decisions
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Force Development andManagement Structure
Individual / Chain-of-Supervision
Force Management & Development Council
SECAF / CSAF
Development Team
Functional Authority
Functional Manager
Career Field Manager
Assignment Team
AdvisoryCouncil
Formal organizational structure outlined in
AFI 36-2640
Formal organizational
structure outlined in AFI 36-2640
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Force Development
Development Team (DT) Membership: SAF/FM, SAF/FMB, SAF/FMP, MAJCOM/FMs, ANG/FM, AFR/FM,
COCOM Rep (rotates)
Vector Military Officers & Civilians
Select FM Civilian Development Education (CDE) candidates
Select SQ/CC candidates
Select candidates for any AF Special Programs
Assignment Teams Support DT, Career Field Managers, Functional Managers & Functional Authority
Liaison with the career field & AFPC
Tuition Assistance
FM PALACE Acquire Intern & Career Broadening programs
Career counseling
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Individual’s Role Be accountable for personal
development Conduct a self assessment to
identify gaps/shortfalls Research available resources Set goals Consult with your supervisor to
establish an annual career development plan (CDP)
Seek additional assistance through your Assignment Team (AFPC/DPIBI) and Career Field Manager (SAF/FMEW)
Supervisor’s Role Work with employee to establish realistic
developmental goals Clarify performance elements based on
employee’s work level, grade/band or supervisory role
Identify organizational goals & future trends
Assist in identifying gaps/shortfalls Track & record employee progress Verify completion of identified activities &
training Encourage employee to apply learned
skills in the workplace Provide accurate employee assessment
GS-12 & above for DT All others (non-centrally managed) –
career counseling
Force Development
How do you build a development plan?
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Force Development Information & Roadmaps
Officer & Enlisted CivilianCorporate & Technical
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Updated every 2 years (2010 Blue Edition distributed at PDI) Military & Civilian development roadmaps Experience Education & Training Leadership
Learning Catalog FM Distance Learning
Center (FM DLC)
FM Force Development Primer 2010 Edition
The Force Development Primer and other helpful information can be accessed via the FM Education & Training Community of Practice at: https://afkm.wpafb.af.mil/community/views/home.aspx?Filter=21995
GreatMentor/Mentee
Tool
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DoD Tools
DoD launched the FM Online and FM myLearn websites last month: https://fmonline.ousdc.osd.mil
FM Online Answers the “What’s New in FM?” Current information & articles on
topics of interest across FM FM myLearn
On-line data base of DoD FM professional training – all at one site
Provides a comprehensive e-catalog of FM training and professional development courses across DoD
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Leading Change
Leading People
Results Driven
Business Acumen
Building Coalitions
Enterprise-Wide Perspective
This core competency involves the ability to bring about strategic change, both within and outside the organization, to meet organizational goals. Inherent to the competency is the ability to establish an organizational vision and to implement it in a continuously changing and highly ambiguous environment. Balances change with continuity and addresses resistance.
This core competency involves the ability to lead and inspire a multi-sector group [not only employees, (civilian and military) but also other government agency personnel at the Federal, State and local levels, as well as contractors and grantees] toward meeting the organization’s vision, mission, and goals. Inherent to this competency is the ability to provide an inclusive workplace that fosters the motivation and development of others, facilitates effective delegation, empowerment, personal sacrifice, and risk for the good of the mission, as well as trust, confidence, cooperation and teamwork, and supports constructive resolution of conflicts.
This core competency involves the ability to meet organizational goals and customer expectations. Inherent to this competency is stewardship of resources, the ability to make decisions that produce high-quality results by applying technical knowledge, analyzing problems, and calculating risks.
This core competency involves the ability to manage human, financial, and information resources strategically. Inherent to the competency is the ability to devise solutions with an understanding of how to impact business results by making connections between actions and/or performance and organization goals and results, as well as external pressure points.
This core competency involves the ability to build coalitions internally and within other Federal agencies, State and local governments, nonprofit and private sector organizations, foreign governments, or other international organizations to achieve common goals.
This core competency involves a broad point of view of the DoD mission and an understanding of the individual or organizational responsibilities in relation to the larger DoD strategic priorities. The perspective is shaped by experience and education and characterized by a strategic, top-level focus on broad requirements, joint experiences, fusion of information, collaboration and vertical and horizontal integration of information.
Definitions
Creativity and Innovation
External Awareness
Strategic Thinking
Vision
Flexibility
Resilience
CompetenciesConflict Management
Leveraging Diversity
Developing Others
Team Building
Accountability
Decisiveness
Entrepreneurship
Customer Service
Problem Solving
Technical Credibility
Financial Management
Human Capital Management
Technology Management
Computer Literacy
Political Savvy
Influencing/Negotiating
Partnering
Joint Perspective-Mission Orientation-DoD Mission and Culture-DoD Corporate Perspective-National Defense Integration-Global PerspectiveNational Security-National Security Foundation-National Security Environment-National Security Strategy
Fundamental CompetenciesThese competencies are the foundation for success in each of the core competencies.
● Interpersonal Skills ● Written Communication ● Continual Learning
● Integrity/Honesty ● Oral Communication ● Public Service Motivation
DoD Civilian Leader Development Framework
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Flexibility Integrity/Honesty Interpersonal SkillsResilience Customer Service Oral CommunicationContinual Learning Problem Solving Written CommunicationService Motivation Technical Credibility Mission OrientationComputer Literacy
Team BuildingAccountability
DecisivenessInfluencing/Negotiating
DoD Mission and Culture
Human Capital ManagementLeveraging Diversity
Conflict ManagementDeveloping Others
DoD Corporate PerspectiveNational Security Foundation
Technology ManagementFinancial Management
Creativity and InnovationPartnering
EntrepreneurshipNational Defense Integration
National Security Environment
VisionExternal Awareness
Strategic ThinkingPolitical Savvy
Global PerspectiveNational Security Strategy
Lead the Institution
Lead Self
Lead Teams/Projects
Lead People
Lead Organizations/Programs
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Career DevelopmentExperience
Gain breadth locally / abroad
Career Broadening Within FM
Cross Functional / Service
Deployment DoD civilian expeditionary workforce initiated in Sep 08
Civilian deployment opportunities/info are posted at: www.cpms.osd.mil/expeditionary
BASE LEVEL / CENTER / DRU / FOA / MAJCOM / WFHQ / JOINT / HQ
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Force Development Timeline
Jan Feb Mar Apr May Jun Jul Aug Sep Oct Nov Dec
• AY 12 Civilian Development Education (CDE) Call (includes Defense Senior Leader Development Program (DSLDP)• Civilian Strategic Leader Program (CSLP) Call
Summer DT• CDE packages• Career Broadening Outplacement• CSLP candidates
FM CFT• Sends out Airman Development Plan (ADP) call
FM CFT• Sends AY12 CDE & CSLP Call to career field via List Server Message• Work with DT to finalize follow-on assignments for graduating CDE attendees (goal)
Fall / Winter DT• ADP packages• Vectoring• Career Broadening Outplacement• CDE follow-on assignments
• AY 12 AF CDE Board• CSLP Director Screening Board (DSB)
• CSLP Bidding/Matching/CSAF Approval• DSB candidates selected & notified
• AY 12 CDE packages due to AFPC (1 May)
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Career Development
Become an active participant – it is never too early or too late to take control of your careerPeriodically review your career brief & keep a copy - do not wait until you apply and/or self-nominate to updateParticipate in the Civilian Development Plan (CDP) process
Centrally managed positions at GS-12 and aboveIdentify career goals, education & development preferences to leadershipReceive supervisor & endorser input / feedbackCommunicate your goals to FM senior leadership (via the DT)Receive senior leadership feedbackBe realistic when developing your plan
So…why is your career brief important?
Bottom line…YOUR career is YOUR responsibility
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Evaluation Tools
FACTOR WHAT IS EVALUATEDPerformance Career Brief, endorsement, appraisal
Professional Qualities Endorsement
Leadership/Job Responsibility Career brief, endorsement, resume
Depth and Breadth of Experience Career brief, resume
Specific Achievements Endorsement, resume
PME/Education Career brief, resume
Post-utilization (follow-on assignment) Employee statement, endorsement, Functional DT review , CDP (if available)
Appropriateness of training at this stage of candidate’s career
Framework, career brief, Developmental Team comments/recommendations
How can you update your career brief?
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How to Update Your Career Brief
System or Office of Primary
Responsibility
Prof Military Education (PME)
Academics, Certifications, Registrations
Experience History, Skill Codes, etc.
Electronic Civilian Records Update (ECRU)
AFPC Secure Application (Self entry)
AFPC Secure Application(Self entry)
My BizDefense Civ Pers Data Sys (DCPDS)
Defense Civ Pers Data Sys (DCPDS)
Air Force Manpower Agency (AFMA/MAHT)
Fax certificate & OPM OF 612 to: DSN 665-2937(45+ days to process)
Fax certificate & OPM OF 612 to:DSN 665-2937(45+ days to process)
Local Civilian Personnel Office
OPM OF 612 (60+ days to process)
OPM OF 612 (60+ days to process)
OPM OF 612(60+ days to process)
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Personnel Initiatives
AF/A1 launched My Development Plan (MyDP) Access via the AF Portal: Life & Careers > Force Development (FD) > My
Development Plan – MyCDP MyEDP MyODP Allows employees regardless of grade to prepare a development plan Allows employee to identify/request a mentor to obtain feedback Be realistic when completing a development plan
Single Staffing Tool (SST) – 15 Nov 2010 Roll-out Resume based application process for internal & external candidates Provide responses to assessment questions Exception: AFMC bases, Luke AFB and Hulbert still using “self-nominate”
process
If you are considering a transition to civil service…
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Transitioning From Military to Civilian Career
Current vacancies: USAJOBS at http://www.usajobs.gov/ FM occupational series include
Any series beginning with 05 Some 0301, 0343 and 1515 jobs, announcement will state if FM
Application process Submit resume
Make it as easy as possible for staffing specialist to match your experience with the job requirements
Use same words announcement uses for major duties and Knowledge, Skills and Abilities to describe your experience
Do not use job titles or acronyms, describe work you did If have worked civil service jobs, include series and grade
Submit supporting documents - if missing you will not be referred Copy of DD 214 to verify veteran status Copy of VA disability determination letter Copies of transcripts if applying for 0510 Accountant, 0511 Auditor, or
1515 Operations Research Analyst positions
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Transitioning FromMilitary to Civilian Career (cont.)
Questionnaire – make sure your answers match/support your resume
Determine your hiring eligibility (different from qualifications) Veterans have 3 - include all you have
Veterans’ Recruitment Appointment (VRA)30% Disabled Veteran Veterans’ Employment Opportunity Act of 1998 (VEOA)
Information on managing the force within Congressional authorized end strength can be found at www.ask.afpc.randolph.af.mil
Let’s look at some helpful hints for all employees…
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Create an account in USA Jobs Set-up automatic notification for job series & locations you are interested in -
you will receive email when a position matches your criteria FM series/positions are all 05XX (except 0511 – Audit), 1515, and some 0301
and 0343 positions
Upload important documentation early, to include, but not limited to: Professional (1-2 page) Resume VA Letter/Documentation showing benefit DD Form 214 (veteran’s only) Letters of Recommendation
USA JobsTips for the Application Process
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Build a resume now Do not wait until you find that perfect job announcement
Keep in mind a non subject matter expert will review
Avoid terms such as “responsible for…” – does not indicate action
Avoid using job objectives
Focus on “action” – challenge, action taken, result
Make sure your resume is current
Be sure your resume and responses to application questions are consistent
USA JobsTips for the Application Process
If your return to CONUS is approaching…
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Start looking for positions at 2 ½ year mark
Ensure your resume is up-to-date on USA Jobs so you can apply when the time is right Reminder – continue to ‘Self Nominate’ through the AFPC Secure site for
AFMC, Luke AFB and Hulbert positions
At the end of your ‘contract’ there are three options for your return to CONUS: Return to previous positions (if you have Return Rights)
Apply for and be selected for position at CONUS base; you will be competing will other FMer’s that apply
Apply for PPP through CPO – you will be offered first job you qualify for in the states
Permanent Change of Station (PCS)Returning From Overseas
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Helpful Information
Subscribe to the FM List Server Used to provide current/updated career field information
Send email to: lyris@afpclist.afpc.randolph.af.mil
Subject line: Subscribe fmcfmt
Will reject if there is content in the body of the email
Contact the FM Career Field Team Telephone: DSN 665-2595 / Comm (210) 565-2595 Fax: DSN 665-6263 / Comm (210) 565-6263 Email General Inbox: afpc.fmccfp@us.af.mil
PAQ Issues: fmpc.paq.admin@RANDOLPH.AF.MIL
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And Now for the Quiz…
1. The FM Strategic Plan…a. Provides retirement financial planning adviceb. Encourages the use of a financial planner when planning for retirementc. Maps AF priorities to FM priorities and creates metrics to track success
in meeting priorities
2. Your role in the development process is to…a. Be accountable for your personal developmentb. Be an active participant in your developmentc. Work with your supervisor to establish a development pland. All of the above