Tab 1 - AFPC Update (Leadership Town Hall Aug Roadshow ... · Agile, Innovative, and...

The Air Force’s Personnel Center

AFPC Update

Colonel Julie BoitAFPC/DP2 Mil

Agile, Innovative, and Responsive…Fueling the Fight! 2

Overview

Initiatives to Support the Squadrons

Hot Topics

Talent Marketplace

Civilian Hiring Initiatives

Civilian Development

Care Solutions

Other Emphasis Items

3


AFPC Command Chief

CMSgt Dan ”Hogey” Hoglund AFPC/CCC


Initiatives to Support Squadrons


Senior Leader Perspective

“The way I see the organizationalchart, the Secretary and I are at thebottom, squadron commanders are atthe top. Everybody else is there tomake sure they get their missiondone”-- General David L. Goldfein, CSAF


AFPC Support to the Warfighter

Policy/Strategy

Total Force Airmen, Retirees & Families

Execution


AFPC Roadshows

Base Visits designed to:

Enable better awareness, transparency, teamwork, and execution

Improve AFPC’s responsiveness to the field

Strengthen AFPC’s relationship with Airmen and CCs in the field

WingLeadership

TownHall FSS

3Tiered

Approach

Tailored Messages for each of the three audiences


AFPC Initiatives to Support the Squadrons

AFPC Squadron Commander & Superintendent Course

Rebuilding CSSs…Efforts to Improve Manning and Expertise

Social Media Engagement

Bi-Weekly Field Communication


Revived based on high-demand from the field

Target audience – sitting CCs/Supts 2-6 months in seat

Provides CCs/Supts tools/techniques to fulfill their critical role managing their squadron’s talented Airmen

Optional/unit funded course – absolutely does NOT replace MAJCOM, AU, functional Sq/CC courses

2019 Course Dates: (more dates due to demand!) 19-22 Aug (at capacity) 9-12 Sep 21-24 Oct 18-21 Nov Contact your MAJCOM A1 to request registration

AFPC Squadron Commander and Superintendent Course

Agile, Innovative, and Responsive…Fueling the Fight!

Commander’s Support Staff

11

Growing section CCs: 170 (FY18: 54; FY19: 57; FY20: 59) Added Section/CC guidance and CSS Checklist to CSS PSD guide in Jun 19

Standardized CSS training included in new 3-level course (Apr 19)Whe

re W

e A

re N

ow

Squadron CSS requirements to be funded at 87% to be 100% by 2020

New CSS Manpower study published for CSS in Aug 17: Added 1.6K in FY18-20; 639 mil / 961 civ (funding/hiring exemption approved) – MAJCOMs added billets to UMDs

Specialty Training Requirements Teams (STRTs) conducted in CY17 to determine CSS tasks; CSS tasks now standardized and published (3F0X1 and 3F5X1 AFSCs)

CSS PSD guides published in Aug 17; included Master Task Listings for non-A1 tasks

AFSOC CSS continuity published; cradle to grave “how to” for CSS

MilPDS access expanded for CSSs in May 17, includes all CSS AFSC/personnel

Whe

re W

e’ve

Bee

n


AFPC on Social Media

AFPC is on YouTube and Facebook Live

Follow us!

www.facebook.com/airforcepersonnelcenter

www.youtube.com/airforcepersonnelcenter *Best viewed in Google Chrome*

Talent Marketplace Assignment Civilian Benefits & Entitlements Retirement Promotion

Retention Force Management Retraining … 80+ videos and growing!

Binned by Topic Playlists


https://myairforcebenefits.altess.army.mil/


Bi-weekly Field Communication

AFPC/CC’s Direct line for NAF and Wing CCs: [email protected]


Hot Topics

CMSgt Rebecca BaxterAFPC/DP2


What’s in it for our Airmen: Increase Visibility of Available CONUS Locations Transparency and Informed Opportunities

Background: Positive feedback from 1st cycle run Jan ‘19

Current State: Jul ‘19 second CONUS to CONUS cycle

First Term Amn and SF integration Locations Advertised in AMS OSR/CMM Listings for each AFSC/Grade Must have 48 months TOS Update Assignment Preferences in vMPF

CONUS Assignment Cycle (Evolution of Base Preference)

Test Bed for Delivering a More Transparent Enlisted Assignment Process Focused on Commander Involvement, Airmen Development and Mission


What’s in it for our Airmen: Improve TMO / HHG / PCS experience Jun/Jul

Background: 29K moves occur May - Sep

13K w/o dependents 68% of officers 8.5K in July alone 47% of enlisted

Current State: Phase I – Intentionally moved roughly 450 enlisted overseas

allocations from Jun 20 to Apr/May 20 Phase II – Enlisted moves to OCONUS Jul to Oct Phase III – CONUS to CONUS moves Officers – Some moves from Summer to Winter Cycle 2020

OSD, TRANSCOM, & Mil Senior Leader Efforts Contracting initiative to restructure personal property

logistics process Personnel Relocation / HHG Movement Cross Functional

Team (CFT) – Meets bi-weekly Goal: 10% fewer PCS moves during peak season (May - Sep)

5% fewer PCS moves during peak of peak season (25 May - 4 Jul)

PCS Peak SeasonDemand Smoothing

0%

5%

10%

15%

20%

25%

Perc

ent o

f PC

Ss

PCS Percent by Month for Enlisted and Officer (5 Year Average)

Enlisted Officer

-

1,000

2,000

3,000

4,000

5,000

6,000

OCT NOV DEC JAN FEB MAR APR MAY JUN JUL AUG SEP

PCS Arrivals by Month (5 Year Average) E Moves O Moves


What’s in it for our Airmen: Incentivize volunteerism by publishing advanced assignment orders 16 months prior to

next assignment RNLTD…4 months prior to start of deployment Increase family stability

Background: Airmen not provided advanced assignment notification until deployed for at least 60 days /

orders not published until 120 days prior to their RNLTD to their new assignment Airmen were not one of the “specific circumstances” that allowed AFPC to authorize

Housing waivers

Current State: Airmen can request advanced assignment orders prior to departing for deployment Facilitates early movement of dependents to advanced assignment location Facilitates early reunification w/ their families More application of the assignment “art”

Incentivizing 365-day Extended Deployments


EPME Self Registration

AFPC created a platform to provide enlisted Airmen flexibility in scheduling Professional Military Education.

CLC self-registration began 3 Jul 19 208 targeted self-enrollment message 156 responses received 0 defermentsNOTE: Registration locks 60 days from Class Start Date

SNCOA ready to launch NCOA projected to launch Dec 19

CMSgt Michael Olsen,


What’s in it for our Airmen: Keep military couple together at same installation If unable, may be assigned within 50 miles of each other Join Spouse consideration takes priority over individual assignment preference

Background: Update of Join Spouse Intent Code is crucial to the process Previous denials were approved at assignment branch level

Current State: Join Spouse denials must be approved by AFPC/CC

Join Spouse Assignments

Air Force Will Try to Keep a Military Couple Together with AFPC Having a Key Rolein the Success of the Assignment of Military Couples


Accelerated PCS Orders – Test and Expansion Launched PCS orders issuance initiative at Osan AB & JBSA

Began Dec ‘18 – allows issuance of orders up to 180 days prior to departure w/out all PCS requirements being complete

New flow plan expands initiative to RegAF Airmen within 60 days of Projected Departure Date Next expansion roughly 1 Oct (PCS budget pending)

GOAL: Enhance PCS experience by providing orders in-hand earlier to facilitate scheduling HHGs and simplifying process

Early notification of assignments to CCs 7-days ahead of time (Not a reclama period)

Other Assignment Initiatives


Reenlistment, RegAF Airmen with 15 or more years of service will have their DOS aligned with their HYT Alleviates pay issues due to system data mismatches Facilitates assignment process (no waiting for retainability) No impact to selective retention bonuses Eliminates ~13K routine contracts per year

Implementation target: Aug ‘19

Career Status Program (Indefinite Reenlistment)


Developmental Special Duty (DSD)

Successful Commander Participation Requires Understanding the nomination criteria Communicating with your enlisted leaders and your potential nominees Nominating eligible candidates per the DSD eligibility criteria

Critical Information Your MAJCOM can adjust the nominations before they reach AFPC Not every nominated Airman gets selected (~3.5K noms for 1K requirements) Must have a Career Field Manager release in PAFSC in order to be selected (release is coordinated by AFPC)

Hot Topics We heard your feedback – new process for local hires coming soon! We want your volunteers!

Developing a myPers application to accept volunteers endorsed by their commander Expect roll-out during the Spring 2020 cycle

8F000, First Sergeant Program restructuring Implemented 8F000 guide Restructured myPers page


AFPC Personnel StatisticsPERSTAT

https://starsraw.afpc.randolph.af.mil/PERS_STAT/


Enlisted Evaluation Timeliness

Outstanding improvement in 2019, at all levels--supervisors, reviews, CCs and MPF/CSS personnel--thank you & please keep this up!

Board SCOD Rankon EPR

# of Days After Eval Closeout (% = On-Time Rate)

45 Days (Due to AFPC)

60 Days 90 Days 120 Days

18E5 31 Mar 18 SrA 32% 56% 80% 92%18E9 31 Jul 18 SMSgt 48% 67% 85% 94%19E8 30 Sep 18 MSgt 58% 74% 87% 92%19E7 30 Nov 18 TSgt 46% 71% 89% 95%19E6 31 Jan 19 SSgt 69% 69% 88% 92%19E5 31 Mar 19 SrA 39% 59% 83% 89%

For 19E7 Board: outstanding EPRs were down to <5% on file freeze!!


Enlisted Evaluation System –Promotion Results

System is working as expected; exemplary Airmen with PNs and MPs are getting promoted, and quality Airmen with Ps are competitive

% Eligible % of Selects RatePromote Now 6% 23% 90.2% (1,129)Must Promote 10% 33% 74.6% (1,588)Promote 81% 42% 12.8% (2,015)

% Eligible % of Selects RatePromote Now 6% 18% 96.5% (1,753)Must Promote 11% 26% 75.9% (2,420)Promote 81% 56% 22.3% (5,282)

% Eligible % of Selects RatePromote Now 6.1% 11.8% 98.8% (1,845)Must Promote 16.8% 29.7% 90.0% (4,647)Promote 74.7% 58.5% 40.0% (9,170)

18E5 Results: 15,669 selected of 30,651 eligible Promotion Rate: 51.12%




Talent Marketplace

Capt Bill WernerAFPC/DP2LSP


Talent Marketplace

SCIENCE

ART

What it Does Meets warfighting requirements Increases transparency Increases visibility of

officers’ preferences Incorporates gaining

commander input

LosingCommander’s

Input

GainingCommander’s

Needs

Airman’sInput


Talent Marketplace Execution / Way-Ahead

Talent Marketplace Objective: Provide the best match for the AF, the CC, and the member

Past Summer ‘18: Fighter Community Only – Pioneered basic infrastructure Winter ‘18: All Rated, Cyber, Force Support, & Health Services officers Summer ‘19: All Rated, Cyber, Force Support, & Health Services, Air Liaison Officer, Space, & Ops

Research/Scientists (50% integrated) Winter ‘19: Expanded to ALL officer AFSCs (minus JAG) 3-Cycle average match rates

59% of Officers matched to a job on their preference list 45% of Billet Owners who participated received an officer they bid on

Present Officer Instructor and Recruiting Special Duty Board…started 15 Jul 19 TACP Enlisted Beta Test Summer ‘20 Cycle for ALL officers (minus JAG)…started 1 AugFuture 365-day Deployments Enlisted Assignments Automation/eliminate duplication of effort


Talent Marketplace Demo


Civilian Hiring

Ms. Sharon SeiberAFPC/DP3C


Civilian hiring is a team sport

We don’t all start from the same block

We need your help

Civilian Hiring

Goal 80 Total Days

AFPC Base

Goal 50 Total Days

AFPC Base

Pre Intake

Pre Intake


We must improve our time to hire June Time to Hire

Conventional Hiring – 107 days Express Lane Hiring (DHA/EHA) – 74 days

DoD and AF continue to request more direct hire authorities Implemented

Child care positions – Child Development Centers Maintenance positions – ~150 occupational positions

AFPC Hiring Transformation Provide premier customer service to deliver civilian talent Improve customer experience and interactions with all customers Continuously assess our service delivery

Civilian Hiring


Added 52 staffers to production floor IMPACT: Consistently closing higher volume of actions each month

Civilian One Link IMPACT: One-stop civilian HR, standard work processes, training, Hiring DASHBOARD

AutoNOA – Automated routing of Requests for Personnel Action (RPA) IMPACT: Frees up AFPC personnel to work “Art” tasks

Implemented Process Improvements for Intake of RPAs IMPACT: Timeline down from ~18 days to ~1

Restructured staffing teams to process by functional series vs MAJCOM IMPACT: Staffers more proficient in specific jobs; drives efficiencies

Examples of Recent InitiativesCompleted / In Progress

Goal – Expediting / Fixing the processes within our control


Utilize SCPDs (Cuts ~15 days off hiring) AFI 36-1401 Mandatory requirement

Prioritize fills – work w/AFPC team chief to expedite critical fills Maximize use of Special Hiring Authorities

Expedited Hiring Authority (EHA)/Direct Hiring Authority (DHA) (eliminates 30-50 days off hiring) – SAF/MR directive

Collaborate with AFPC Talent Acquisition team (BNR) – 30% Disabled Veterans Types of positions eligible for EHA/DHA

Acquisition Positions, Information Technology, Recent Graduates, Select Technical Acquisitions, Temp/Term Non-Comp for Critical Hires

Streamline local onboarding where you can – SAF/MR drug waiver, waiver of pre-employment physical, and SAF/AAZ Security Clearance prioritization

Increase workforce planning efforts Initiate RPA prior to vacancy or as soon as vacancy is known

Key Actions for Civilian Hiring Improvement


A Commander’s Toolbagto Accelerate Hiring

Submit Requests for Personnel Action (RPA) prior to a position going vacant; i.e., as soon as you know the position will go vacant -- do not wait until the position is vacant!

30-50 days faster

30% Disabled vets, Acquisitions, IT, recent grads, etc.

Use SAF/MR Drug Test Waiver

Use Pre-employment Physical Waiver

Use SAF/AAZ Security Clearance PrioritizationProcess

*The CC owns the onboarding process

15+ Days Faster

SPD library has ~1,725positions covering 57,000 positions

Be involved in recruiting

Help w/ hard to fill positions

By-name requests

*If you know who you want to hire, TELL US!

AF Hiring Process – How we can partner to get to 80 Days

36


AF Contracted Employee Assistance Program – FREE 1-800-222-0364 FOH4You and WorkLife4You Available to all civilians – 24 hrs/7days for 365 days/yr Services include financial and legal; counseling and education; resources for family

care; health and wellness and crisis response Confidential

Civilian Updates


Main Website: https://mypers.af.mil Benefits and Entitlements Career Field Information Career Management Classification Employment Opportunities Force Development Hiring Manager Permanent Change of Station Recognition Retirement

myPers Resources


Civilian Development

Ms. Jill GibsonAFPC/DP2


TA available for Doctorate programs (except Interns)

Available to assist employees with completion of formal education

AFI 36-401 governs TA policy Does not allow funding for same level course work as degree held

Workforce DevelopmentCivilian Tuition Assistance (TA)

https://mypers.af.mil/app/answers/detail/a_id/32991/kw/tuition%a20assistance/p/2

Non-ACQ/Non-Intern Interns (Non-ACQ) Acquisition

All GradesGS-7 thru GS-12 centrally funded

Must be in an acquisition coded position

75% funded$4,500 annual cap

100% fundedno annual cap $50K total for a degree

May take up to two courses at a time

Amount over $50K must be funded by employee

first


Workforce DevelopmentCivilian Development Education (CDE)

Select the right person, for the right training, at the right time

CDEGoal is to meet long term AF

leadership needs

Leadership Training ProgramsShort Term & Long Term

Prepare high potentialAF civilians

Increased Responsibility

Shared leadershipwith military

Purpose

Optimize new training/skill in appropriate outplacement (can be different position in local commuting area)


Developmental Education & CSLPAcademic Year (AY) 2020-2021 Timeline

Don’t wait! Go to MyVECTOR – Prepare your package now!

Jan Feb Mar Apr May Jun Jul Aug Sep Oct Nov Dec

• Civilian Development Education (CDE) Call

• Civilian Strategic Leader Program (CSLP) Call• Released 1 Mar

Development Team (DT) cycle- Career Fields Meet during this time

• AF DE Board• CSLP Director Screening Board (DSB)

Civilian DE & CSLP packages

due 1 May to AFPC

CSAF approval of civilian DE selectees

Public release of selects


Care Solutions


Colonel Michael Flatten, Division Chief, Warrior Care 9,804 enrolled: 3,569 active cases (2,977 Regular / 404 Guard / 188 Reserve), 14% combat related Advocate for wounded, ill & injured Airmen during transformation process; back to duty; separation,

or retirement 42 Recovery Care Coordinators (RCCs) cover every AF base through regional construct Restorative Care: Adaptive Sports, Resilience, Caregiver, Case Management/Mentorship &

Outreach Programs Active Commander involvement is critical to success of Care Management Team support to Airmen

Be engaged with AFW2 Airmen; Facilitate treatment/recovery; AFW2 supports Airmen and Command

Air Force Wounded Warrior ProgramProvides personalized restorative care, services and advocacy to seriously or very seriously wounded,

ill or injured Total Force Airmen, their caregivers and families


AFW2 Referral


How to Connect to AFW2

Director: Col Michael Flatten [email protected], Office: (210) 565-2783 Website: www.woundedwarrior.af.mil E-mail: [email protected]

www.twitter.com/afw2

http://instagram.com/afw2

www.facebook.com/airforcewoundedwarrior

www.flickr.com/airforcewoundedwarrior


SOES (SGLI)/ Record of Emergency Data

Service members’ Online Election System (SOES): SOES enables Airmen to make automated Service members’ Group Life Insurance and Family SGLI coverage/beneficiary elections 24/7, 365 days a year via milconnect. Contact your SOES Unit Administrator or Installation SOES Site Security Manager in the FSS to pull individual and by-name unit reports (i.e. FSS/CC).

Record of Emergency Data (RED): Serves as official source document for members to identify the name(s) and address(es) of the person(s) to be notified in case of their death or injury. Designates beneficiaries for Death Gratuity and Unpaid Pay and Allowances. Identifies the Person Authorized to Direct Disposition (PADD) of their remains.

Complete AF Peterson/SchrieverSOES 33% 76.65%vRED 86.04% 89.56%

*Data reflects last 12 months





Complete AF WhitemanSOES 33% 56.6%vRED 86.04% 76.28%






Complete AF ScottSOES 33% 49.85%vRED 86.04% 83.09%



Impact of Failure to Update: Examples

BL: Need CC engagement to ensure Airmen update data following life-changing events (marriage, divorce, birth of child, change of address, etc.)

Deceased Major – vRED contained old info (7 years out of date)

Deceased ex-wife still listed

Current spouse (5 months pregnant) not listed Casualty officer did not know to

notify current wife

Impacted burial of Major

Current spouse unable to receive death gratuity

Deceased SSgt – Did not update vRED

Notification team went to 5 locations

2 full days before father notified OSD requirement is 12 hours

Social Media proliferation


Other Emphasis Items


Effective 12 Jul 19 All applicants must be eligible to complete the required 4-yr service commitment Additional clarifications for Airmen going through med/disability evaluation boards, etc.

Effective 12 Jan 20 Limits transfer of benefits to members w/6-16 years

Note: Different rules apply for Purple Heart recipients (currently serving)

Post-9/11 GI Bill Transfer of Educational Benefits

Changes consistent w/DoD’s focus on retention and preserves distinction of transferability as recruiting and retention incentive rather than entitlement

https://www.benefits.va.gov/gibill/post911_transfer.asp


Officer Instructor & Recruiting Special DutyProcess Overview

Education + Training + RecruitingStakeholder-involvement

Member + Commander-involvement

Member + Billet Owner + Functional-involvement

Selection/Matching:• Candidate list release message• Talent Marketplace:

• Candidates apply for open positions (during the cycle)

• Billet owners bid on candidates• AFPC finalizes matches by AFSC

OUTPUT: Selection Announcement

Nomination/Endorsement:• Window opens in MyVector• Individual:

• Volunteer, if desired• Provide comments and initial

preferences (e.g. Recruiting, ROTC, OTS, PME, USAFA, etc.)

• Senior Rater: Endorse officers and provide comments to the central screening board

Central Board/Screening:• Chair: AETC/USAFA (rotate)• Members: USAFA, AETC, OTS,

ROTC, SOS, ACSC, AU, 2 AF, AFRS, AFPC, AF/A1D, and other senior representatives

• Main Task: Screen for suitability (quality, qualifications, AF needs)

OUTPUT: Candidate List

Central selection process for all ROTC Det/CCs, 81C, 81T, 82A, and 83R AFSCs

Functional selection process for all formal training instructors (T-prefix AFSCs)

Development Teams (DTs) will establish vetting processes to select officers for functional instructor duties


Officer Instructor & Recruiting Special DutyIncentives

Enterprise Incentives (Applies to all OI&RSD)Highlight on Officer Selection Briefs (OSB) to promotion board – starting in 2020

Emphasized in SecAF Memorandum of Instruction (MOI) to promotion board – starting in 2020

Other Potential Incentive Options

2-year assignments, when possible (specified within the program description guide)Alma mater preference for ROTC, when possible

Follow-on assignment preference (as determined by members respective career field)Deployment exemption while serving in formal instructor and recruiting special duties (up to 2 years)


2-line PRF & Promotion Process Summary: Board members still have unlimited time to review records 2-line enhances SRs voice to board Characterize performance related to potential to serve in the next higher grade

N-O PRFs Primary stratification (eligible) not required

Immediate Feedback/Observations (a/o 22 Jul 19) Line content regurgitating officer’s record Use of authorized “push” statements Use of veiled unauthorized statements N-O PRF update (“re-writes”) need original SR to re-sign

2-line PRF Overview


Authorized Peer Groups. For the purposes of stratification, authorized peer groups are limited to the following categories: AF Grade. Includes only Air Force officers in the same grade (e.g. Captains, Majors, Lieutenants Colonels)

Company Grade Officers (CGOs) and/or Field Grade Officers (FGOs) are not an authorized peer group for stratification purposes

Joint Grade. Includes only US sister-service officers in the same grade under the same senior rater’s scope of rating authority, regardless of service affiliation (e.g. Army officers of same grade) Joint grade peer group stratification only for individuals permanently assigned to a position on a Joint Manning

Document (JMD) Command Position. This refers to officers filling command positions (e.g. detachment, squadron, group, or

wing commanders and materiel leaders) Command position stratification statements for individuals below O-6 may also include their grade with the

stratification statement (i.e. #2/6 Maj Sq/CCs) Duty Position. This refers to the officer’s duty position type, level and scope of responsibility (e.g. section

chiefs, flight commanders, operations officers, branch chiefs, action officers, analysts, instructors, combat systems officers, pilots, etc.) Stratification statements based on awards are not authorized (e.g. #1/50 as Flight Commander of the Quarter)

Adjustments to the PRF


Fully Qualified Promotion Process (O-1 thru O-3)

Officer Promotions Process

Best and Fully Qualified Promotion Process (O-4 and above)

Record of Performance

Commander Recommendation

Promote

Promotion Board

How does the officer promotions process change if we establish more categories?More categories does not change promotion processes

Record of Performance PRF

Quality Review Award/Confirm DP

Recommendations

SecAF Responsibilities Establish promotion opportunity by

category based on needs Publish Memorandum of Instruction

(MOI) to promotion board members Ensure a fair & equitable process

Management Level Review (MLR)

57


Establish 6 separate developmental categories What this means: Instead of competing for promotion against officers from 40+ different core

specialties, officers will compete for promotion against officers within their developmental category — all of which have similar career development patterns

58

Recommendation

Developmental Category Composition

Air Operations & Special Warfare Pilot (11X), Combat Systems (12X), Air Battle Manager (13B), Special Tactics (13C), Combat Rescue (13D), Tactical Air Control Party (13L), Remotely Piloted Aircraft Pilot (18X)

Space Operations Space Operations (13S), Astronaut (13A)

Nuclear & Missile Operations Nuclear and Missile Operations (13N)

Information Warfare Information Operations (14F), Intelligence (14N), Weather (15W), Cyber Operations (17X), Public Affairs (35X), Operations Research Analyst (61A), Special Investigations (71S)

Combat SupportAirfield Operations (13M), Aircraft Maintenance (21A), Munitions and Missile Maintenance (21M), Logistics Readiness (21R), Security Forces (31P), Civil Engineering (32E), Force Support (38F), Contracting (64P), Financial Management (65X)

Force Modernization Chemist (61C), Physicist/Nuclear Engineer (61D), Developmental Engineer (62E), Acquisition Management (63A)


Potential improvements to promotion procedures:

Career Field Briefs: In addition to the SecAF’s MOI outlining broader AF values, promotion board members will have a brief from each career field outlining what that AFSC considers important (e.g. experience, progression paths, etc.) for use during scoring … open book test

59

Recommendation (cont.)

Record Distribution: A promotion board will be presented records by AFSC to encourage full use of the career briefs and minimize standard proxy discriminators

Floors: When needed, “floors” will be implemented by AFSC (i.e. minimum quota)


Way Ahead

Timeline:

Feedback to MAJCOM/CCs through chain of command received 31 Jul 19

MAJCOM/CC feedback due to AF/A1 NLT 15 Aug 19

AF/A1 final recommendation to SecAF and CSAF due NLT 30 Aug 19

For more information:

YouTube Video: https://www.youtube.com/watch?v=L2kSORNlfrg&app=desktop

E-mail: Airmen can send comments or questions to the HAF/A1 organizational box:[email protected] or [email protected]

Web: As releasable information and/or products become available, they will be posted on MyPers at https://mypers.af.mil/app/answers/detail/a_id/43326


Officer Talent Management Reform

Responsive

Transparent and Simple

Empowering Performance

Agile

Developing Exceptional Leaders

Increasing Lethality

Competence

Character

Talent Marketplace – New web-based assignment system

Officer Instructor & Recruiting Special Duty Process – Screen and select officers to produce/develop the next generation of Airmen as a valued part of career progression

Potential-focused PRF – Enhance senior rater’s voice and stratification guidelines

Officer Evaluation System Transformation – Assess officers against what we value in performance and provide better insight through lifetime scoring averages


Questions

Questions/Comments/Feedback

Date post:	06-Jul-2020
Category:	Documents
Upload:	others
View:	0 times
Download:	0 times

Tab 1 - AFPC Update (Leadership Town Hall Aug Roadshow ... · Agile, Innovative, and...

Documents