MAF Rated Officer Development - Amazon Web …...MAF Officer Touch Points CGO / FGO Development...

Headquarters Air Mobility Command

Air Mobility Warriors – Projecting Decisive Strength and Delivering Hope… Always!

MAF Rated Officer Development

AMC A1KO/KB TeamLt Col Thornburg, Maj Vilven, Capt Krupa


Overview

MAF Officer Touch PointsCGO / FGO Development OpportunitiesHot Topics

Presenter

Presentation Notes

First the disclaimer—this briefing is open to anyone, but the focus is the rated officer in a core AFSC of 11M or 12M. Why? If you’re a maintenance officer or a comm/cyber officer, your development team is at the Air Staff. They manage the same milestones we’ll describe today, but they do it for all of you, regardless of whether you’re working/assigned in AMC, PACAF, USAFE, etc. For the rated force, the numbers are staggering, so the HAF/A3 delegated the Development Team responsibilities to the core MAJCOM. Fighters to ACC, mobility folks to AMC. So you’re welcome to stay and you will learn general principles of officer development, but there will be discussions of programs and opportunities that simply do not apply to you. We encourage you to take notes and ask your career functional managers if there is something similar for your AFSC.


MAF Officer DevelopmentTouch Points

O-6

O-5

Sq/CC

O-4

AMC

Phoenix Eagle

RES IDE Selection/ Outplace

Sq/CCOutplace

RES SDE Selection/Outplace

A1L

A1KB

A1KO

O-6 Promotion

O-5 Promotion

O-4 Promotion

A1L

Phoenix Horizon

Maj(s) Vector

Lt Col(s)Vector

O-3

MAF DT ACTION

Boarded Selection

Presenter

Presentation Notes

There are currently about 5200 Rated Officers throughout the MAF (2700 AMC) (CAO Aug 17), which represents half the total number of officers in AMC. Different teams in AMC support officers at different times in their careers, with plenty of overlap so we don’t drop the ball A1KO starts to engage with mid-level Capts (as they start to apply for special programs) through Sq/CC selection A1KB starts to engage around IDE in-res through Sq/CC and SDE outplacement A1L starts to engage when officers are selected for O-6 We all sit within about 20 feet of each other, and are constantly sharing information.


IDE SDE

0 2 4 6 8 10 12 14 16 18 20 22 24 26+ YRS

MAJCOM / HAF / Joint Staff

SOS

Developmental Pgms (CGO)

Grp/Wg Staff

Staff

Both Rated & Support

AF In-Residence DE

Rated Specific

Sq/CC Wg/CVGrp/CC

DEVELOPMENT TIMELINE

Depth Broadening

PRF to Maj

Formal Leadership Command

Developmental Pgms (FGO)

PRF to Lt Col PRF to Col

DT AAD

Functional Expert Into Developed Leader

Presenter

Presentation Notes

The Goal: The Goal of the MAF DT and A1KO/A1KB/A1L is to take that talent pool of 3200 or so rated officers and from among them build a deep bench of MAF professionals who are ready to lead at the O-6 level and beyond. If we work that problem backwards, we need to start by developing Captains in time to be competitive for in-residence IDE; develop Majors in time to maximize BPZ and/or SDE Selects; and build a very competitive talent pool from which to select our Sq Commanders. The central premise here is that we’re part of a meritocracy and we all want to be led by the very best officers. Key Points: 1st four years: be the technical expert; be the best co-pilot, work to upgrade to AC & IP (most jobs above the Sq require you to be an IP); ask lots of questions; take the initiative and get involved; learn all you can because soon you’ll be in charge 4 – 12 years: Seek opportunities beyond the jet (leadership positions in the Sq, when eligible…duties at the Gp or Wg) and beyond IP (Lead Airdrop, Phoenix Horizon, WIC, etc) 12 years and beyond: In-residence school, staff, preparing for command, mentoring next generation Majority of the programs listed here are geared towards Captains. That is done on purpose to help build extra breadth and or depth prior to your Majors board in order to keep doors and options open for as long as possible. Also, there are literally hundreds of ways to serve on staffs, so it would be impractical to try to list them all here. That blue band of staff is a lot more inclusive than the single line on the slide would have you think. We’ll go into some of these programs and timelines in more depth but the takeaway here is that there are lots of opportunities to expand beyond your original skill set. Individual timing is important as eligibility windows for these programs vary as does their impact on your future options. If interested in any programs listed here, do some research on them and engage your Sq/CC on the best path to accomplish your short and long term goals. Focus Areas: 1st four years: be the technical expert; be the best co-pilot, work to upgrade to AC & IP (most jobs above the Sq require you to be an IP); ask lots of questions; take the initiative and get involved; learn all you can because soon you’ll be in charge 4 – 12 years: Seek opportunities beyond the jet (leadership position in the Sq, Phoenix Torch or Mobility, when eligible…duties at the Gp or Wg) and beyond IP (Lead Airdrop, WIC, Phoenix Reach, etc) 12 years and beyond: In-residence school, staff, preparing for command, mentoring next generation Some doors are now closed with those opportunities now behind you (as an FGO) but some are now opening that weren’t available as a CGO


MAF Mentorship Tool


CGO/FGOCareer Broadening Opportunities

MyPers Force Development Developmental Education & Special Programs

USAF Weapons School (CGO) PHOENIX HORIZON (REACH / MOBILITY / TORCH) (CGO) Expeditionary Center (CRW / AMOW / AMLO) AETC: White Jets / FTU STARNOM / CAPNOM; Exec / Aide-de-Camp FAO: Foreign Area Officer / PAS: Pol-Mil Affairs Strategist Olmsted / Mansfield / White House Fellows Defense Advanced Research Projects Agency (DARPA) Executive Leadership Development Program (ELDP) CSAF Capt & SECAF STEM Prestigious PhD Programs Executive Airlift / OSA Officer Instructor & Recruiting Special Duty Other Opportunities

Presenter

Presentation Notes

OI&RSD options: AF Recruiting Service – 3 years AFROTC Detachment Commanders – 3 years USAFA Dean of Faculty & Sister Service Schools – 3 years AFROTC Instructors – 2 years Basic Military Training (BMT) Instructors – 2 years Air University Instructors – 2 years USAFA (Commandant of Cadets, Athletic Department, and Preparatory School) – 2 years


USAF Weapons School

Develop Leaders with Expertise & Experience in: Instruction in MWS Employment and TTP Development Tactical Planning & Execution Integration Across Core Competencies Operational Planning Integration Across Multiple Domains and Core Competencies

AMC: C-17, C-130, KC-135, RPA, Intel, Space, Cyber

Eligibility (Varies by Weapons System): Nominated by Wing Commanders MWS IP w/>50 IP Hours Captain to 9-10 Years TAFCSD by Course Start Date

Presenter

Presentation Notes

While not a wholly owned AMC force development program (ACC owns it), the USAF Weapons school is an great opportunity to develop yourself and increase your credibility within the MAF, as well as the Air Force. Weapons School is a positive discriminator and affords officers the opportunity to become experts within their particular Major Weapons System (MWS). In-Depth Practical Experience in MWS Employment, Training Experienced Decision-Making in AF/Joint/Coalition Tactically & Operationally Integrating AF Core Functions Experienced Mission Anaylsis & COA Development for GCCs/FCCs Instant cred when working with CAF & Joint partners Examples: CENTCOM Ops, Libya, Tanker Surge, JFE, & AOCs BL: these officers are in high demand across the MAF and Air Force


AMC’s Leadership and Force Development Program Benchmark Program to Develop Air & Space Leaders

4 Programs: PHOENIX MOBILITY, MOBILITY-AMLO/AA, REACH & TORCH Jul ‘19 Board Placed 24 Officers (8 R / 8 M / 8 T) Next Board Scheduled for Aug ‘20

CONEMP Loaded on AMC/A1KO Portal Page

Phoenix Horizon

Presenter

Presentation Notes

Jan ‘19 board placed 29 officers (12 reach, 9 mobility, 8 torch) PH is designed as a Force Development/Leadership program while building strength in our core mobility missions (AL, AR, CR) Units benefit from increased understanding of other missions. Later, staffs (HAF/Joint/COCOM) benefit from getting an officer with multiple experience sets (Airlift & Tanker msns or Tanker & Contingency Response, etc). With continuous decreases in manning, getting an officer with a background in multiple skillsets is valued and sought after. One important thing to note is that you cannot apply for the programs separately—you must apply for Phoenix Horizon as a whole. On the nomination checklist, you can rank order your preferences, but ultimately the board will place the selectees into the program that they feel is most appropriate—based on experience, recommendations, and timing.


Develop Leaders with Extended Contingency Response and Enroute Mobility Structure Skill Sets CRW: Airbase Opening & Humanitarian Relief AMOW: Enroute Mobility Support AOC: Operational Warfare Professional Development / Mentoring

Potential Outplacement Cross-Flow Opportunities Eligibility 4 – 8 Years TAFCSD 2013 – 2017 Year Groups

Nonrated: 13M, 21A, 21R Rated (11M & 12M) IP/IN: MAF, UPT or OSA

2 Yrs TOS by 31 May 21 Requires AFPC Functional Release

Phoenix Mobility

Presenter

Presentation Notes

The purpose of the program is to develop officers with a strong foundation in expeditionary mobility operations and worldwide air mobility operations, while developing an understanding of senior leadership responsibilities. The PH-M program is open to rated and non-rated officers. Selected officers will become fluent in either Contingency Response Wing (CRW) operations, Air and Space Operations Center (AOC) operations, and Expeditionary/En-route Mobility Operations (EMO) or Air Mobility Operations Wing (AMOW) operations. This planned 36-month assignment builds mobility leaders by immersing the officers into critical aspects of the AMC mission. Rated PH-M officers who are current and qualified in an MWS will usually be authorized to fly in an attached status. Logistics and Maintenance officers (up to two 21A and 21R per year) will only be placed in one of the two Air Mobility Operations Wings (AMOW).


Develop Leaders who directly support Army & USMC commanders, their staffs, and international partners.

PH19 Board placed an AMLO at Fort Carson, COPotential Outplacement Cross-Flow Opportunities Eligibility 4 – 8 Years TAFCSD 2013 – 2017 Year Groups

Nonrated: N/A Rated (11M & 12M) IP/IN: MAF, UPT or OSA


Phoenix Mobility - AMLO/AA

Presenter

Presentation Notes

The purpose of the program is to develop officers with a strong foundation in expeditionary mobility operations and worldwide air mobility operations, while developing an understanding of senior leadership responsibilities. The PH-M program is open to rated and non-rated officers. Selected officers will become fluent in either Contingency Response Wing (CRW) operations, Air and Space Operations Center (AOC) operations, and Expeditionary/En-route Mobility Operations (EMO) or Air Mobility Operations Wing (AMOW) operations. This planned 36-month assignment builds mobility leaders by immersing the officers into critical aspects of the AMC mission. Rated PH-M officers who are current and qualified in an MWS will usually be authorized to fly in an attached status. Logistics and Maintenance officers (up to two 21A and 21R per year) will only be placed in one of the two Air Mobility Operations Wings (AMOW).


Develop Experience Across the Spectrum of Air Mobility Operations

Cross-Flow Opportunities MAF MWS, UPT Platform or 89th Airlift Wing

Eligibility 4 – 8 Years TAFCSD 2013 – 2017 Year Groups

Rated (11M Only) IP: MAF, UPT, or OSA


Phoenix Reach

Presenter

Presentation Notes

Provides Rated Exposure/Experience Across the Full Spectrum of Airlift and Aerial Refueling Mission sets Immersed in different operational culture, language and viewpoint Mobility skillset (Airlift & Tanker) in demand on staffs (AMC/HAF/COCOMS/etc) as gaining Director gets equivalent of two officers in one (Airlift & Tanker expert) PH-R targets mobility aviators with 4-8 years of total active federal commission service for MWS crossflow with the goal of developing well-rounded mobility officers for advanced leadership opportunities in tomorrow’s Air Force. PH-R allows selected officers to crossflow between AMC’s MWSs. Crossflow opportunities are a function of force development requirements, available programmed flying training and MWS manning/experience and are made as an investment towards future Air Force senior leader development. Most selected airlift officers will crossflow to a tanker MWS, and most tanker officers will crossflow to an airlift MWS. Only by exception will airlift-to-airlift or tanker-to-tanker crossflows be approved.


Broaden Officers w/Enterprise Perspective, Gain Staff Competencies & Experience Senior Leader Decision Making

Two Year Program – Staff Broadening (618 AOC & AMC)Potential Outplacement Cross-Flow Opportunities Eligibility 4 – 8 Years TAFCSD 2013 – 2017 Year Groups

Non-Rated: 13M, 21A, 21R Rated (11M & 12M) IP/IN – MAF, UPT or OSA


Phoenix Torch

Presenter

Presentation Notes

PHOENIX TORCH TORCH officers are assigned to positions across the staff (AMC, 618 AOC) to gain staff level experience—filling Major and above positions In-Depth Practical Experience in command-level functions Experienced Decision-Making & Integration Within Rapid Global Mobility Exposure to AMC’s Organize, Training & Equip mission for its forces Exposure to AMC’s warfighting operations in the & 618 AOC (TACC)


■ Be Aware of Your Options & Timing

■ Feedback – Request & Give

■ No Golden Ticket, You Define Your Own Success

■ BL: Performance in Primary Duty is key

Overall Bottom Line

Presenter

Presentation Notes

Superior performance sets you up for entry into the next level. Wherever you end up, strive to excel to remain competitive for future opportunities. Realize that some doors may have closed but lots of new opportunities are open as a Major & Lt Col. - Set yourself apart DG Special Programs/Opportunities DLAB for International Program Consideration Challenge Yourself – Increasing Levels of Leadership & Responsibility Experience Above the Wing


What do you want to talk about?

IDE/SDE Process

What Do We Value Feedback

Transparency

MAF Development Team

UPT “White Jet”

Officer Instructor & Recruiting Special Duty

Phoenix Eagle Process

Manning/Ops Tempo

Positive Changes in the Air Force

What is your Narrative

Developmental Categories

Presenter

Presentation Notes

OI&RSD options: AF Recruiting Service – 3 years AFROTC Detachment Commanders – 3 years USAFA Dean of Faculty & Sister Service Schools – 3 years AFROTC Instructors – 2 years Basic Military Training (BMT) Instructors – 2 years Air University Instructors – 2 years USAFA (Commandant of Cadets, Athletic Department, and Preparatory School) – 2 years


White Jet Process Development

CSAF directed DTs to approve all officers sent to UPT assignments MAF DT Chair requested Wings to submit 2 categories of names to the DT:

• Aircraft Commanders that should be added to the list• Instructors not endorsed

Board scores records needing decision• Grading done on a yes/no scale

List of MAF DT approved/disapproved officers is kept by AFPC, DT & A1KPoint of Emphasis: This is ONLY a vetting process to identify potential

candidates for UPT assignments. This does not thwart the normal assignment matching process between the member, their Commander and AFPC

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Officer Instructor & Recruiting Special Duty

Incentive: Officer Instructor & Recruiting assignments are now an expected part of a successful career and as such are reflected in updated AF Career-field pyramids. Experience will be annotated on Career Data Brief

Rated information: Rated officers (pilots, NAVs, ABMs and RPA pilots) must be first gate complete by their OI&RSD report date

Board make-up: Senior leaders from HQ Air University, HQ Air Education and Training Command (AETC), 2nd Air Force, Air Force Recruiting Service, the US Air Force Academy, HQ Air Force Personnel Center and other organizations will serve as board members

Timeline: 1st Lts - Lt Cols meeting the 12-month Time on Station requirement will receive an email via MyVector announcing when the board opens

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2019 Boarded (AY 2020) Rated Officer Allocation:• 20 ROTC positions• 20 DET/CC (O-5 only) positions• “Handful” of AU/OTS positions• 0 USAFA positions


A1KOChief, Maj Mike Vilven

Dep Chief, Capt Brandon KrupaDSN 779-7950

A1KBChief, Lt Col Jacob Thornburg

DSN 779-1052

Questions?

A1LChief, Lt Col Angela Ochoa

DSN 779-7889


IDE/SDE

Candidates• No more “Select” status• MyVector replacing 3849 process: Officer Development Plan – Developmental Education• All eligible rated officers:

School preference, Comments, SR Vector, SR Comments

Nomination via MyVector: up to 30% of Candidates• 3 Looks IDE/5 Looks SDE (starting 2019)• SR Accountability: 1 Jan 20XX• DL Consideration Memo – complete DL when you want to/not a pre-req for in res

School Selection Process• Officer indicates up to 5 programs• Commander Nominate/Not Nominate, Stratify/Rank, Comment• Central PME Board scores (Lt Col 4 – 29 Mar 19; Maj 2 – 13 Dec 2019)• Development Team recommends school matches (15 – 19 July 2019)• Developmental Education Designation Board (DEDB) finalizes selection (Aug 19)

Presenter

Presentation Notes

SRs may nominate 100% of Selects, 20% of Candidates MyPers >


■ Most Officers Attend ACSC■ Sister Service Schools■ IDE Fellowships■ International Schools■ Joint Schools■ USAFA AOC Program

MyPers Force Development Developmental Education & Special Programs “2019 Program Description Guide”

IDE / SDE Opportunities

Presenter

Presentation Notes

The number of attendees per school changes every year. AFPC sends the list out every year.


Developmental Education Process

DT Vectoring

Central PME Board

ODP-DE due in Talent

Marketplace

Schools Match Board & Pri/Alt

list released

DEDB school results notification

released to the field

March ---------

April ---------------------------------

May ---------------------------------------------------------

August -------------------------------------------------------------------------------

Oct/Nov ----------------------------------------------------------------------------------------------------------

Eligible officers complete with their top 5 options; SRs nominate & stratify officers with comments

Central board reviews records, ODP-DE, SR’s nomination comments; creates Relative Order of Merit (ROM)

DT’s use ROM, soft-match candidates to 3 options. Send list and soft-matches to AFPC

DEDB finalizes Primary/Alternate list, Finalizes school matches

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Presenter

Presentation Notes

ODP-DE (Officer Development Plan – Developmental Education) – Similar to ADP, member lists their top 5 preferences and why they’re qualified. SR Comments are important, especially for SDE nominees that are in their first year of Sq/CC and don’t have a current Command OPR on top yet. The SR comment section is the best place to capture the member’s development and progress for the CPME. Phase I PSDM (August) – List of Primary/Alternates released to the field DT Vectoring - Recommend shoot for the moon on first 1-2 preferences, but also put generic, realistic schools as well. This helps the MAF teams vector you to something you listed, instead of just filling Needs of the Air Force. (ex: Don’t list all Fellowships) DT’s will soft-match members to 3 choices based on available school slots and ROM. DEDB takes member’s records, ODP-DE, SR comments, and DT soft-matches, and make final matches for all AFSCs. Final school list approved by AF/A1, Phase II PSDM released to the field with School matches (released Oct/Nov timeframe) School-slot declinations can take place all the way up to the first day of school, but 1 Mar is the goal date, to allow for backfill family flexibility.


MAF Development Team (DT)

Support the MAF DT Chair• Advocate Force Development Goals• Provide Force Development

Solutions MAF DT Staff Vector Estimated

Percentages Staff match doesn’t = performance Vector comments sent to officers Summer MAF DT (May ‘20) Maj(s) Vectors, IDE / SDE

Recommendations Fall MAF DT (Oct ‘19) Lt Col(s) Vectors, IDE / SDE &

Sq/CC Outplacement Vectors

Right AirmanRight TimeRight Opportunity

O-4 (Sel)

IDE Vectors

O-5 (Sel)

Sq/CC Outplacement

SDE Vectors

IDE Outplacement

A1KB

SDE Outplacement


MAF Development Team (DT)

2017

Vectors directly linked to performance

Explanatory comments were not

included

Vectors broken out by ranking

• JCS 3%

• Joint Other 7%

• HAF 10%

• AOC 10%

• MAJCOM 70%

2019

Vectors not directly linked to

performance

Comments included

• Tailored feedback on performance

Well Above Peers

Above Peers

On Par with Peers

Below Peers (Maj(s) Only)

• Future opportunities recommendation Wing Jobs, DO, CC, deployed positions, etc.

• Staff recommendation

Based on ranking and previous

experience


MAF DT Vectors 2019 - O-4(s)

The DT vectored 415 Major selects in the 2010 year group promoted during the 0418D board

“Well Above Peers” • “At this point in your career, your record has been assessed to be in the top of your peer group. The MAF DT considers you a Top Tier

Officer and is flight following you for future leadership opportunities with a possibility of attending IDE in-residence. Meet with your leadership to discuss developmental opportunities such as Joint Staff, HQ Staff, Air Operations Center, Sq/DO, and deployed positions.”

“Above Peers” • “At this point in your career, your record has been assessed to be in the top of your peer group. The MAF DT evaluated that you clearly met

the high expectations of performance and development asked of its CGOs. As an FGO, it is important to further demonstrate leadership and problem solving skills at tactical and operational levels. Meet with your leadership to discuss developmental opportunities such as Group/Wing level jobs, staff above Wing level, Air Operations Center, and deployed positions.”

“On Par with Peers” • “At this point in your career, your record has been assessed to be in the middle of your peer group. The MAF DT evaluated that you met the

expectations of performance and development asked of its CGOs. As an FGO, it is important to further demonstrate leadership andproblem solving skills at tactical and operational levels. Meet with your leadership to discuss developmental opportunities such as Group/Wing level jobs, staff above Wing level, Air Operations Center, and deployed positions.”

“Below Peers” • “At this point in your career, your record has been assessed to be in the bottom of your peer group. While the MAF DT assessed that you

have met expectations of performance and development asked of its CGOs, in this competitive environment, your strength of record must continually improve. As an FGO, it is important to further demonstrate leadership and problem solving skills at tactical and operational levels. Meet with your leadership to discuss developmental opportunities such as Group/Wing level jobs, staff above Wing level, and deployed positions.”


MAF DT Vectors 2019 - Sq/CC

• Well Above Peers “The MAF DT met 30 Sept – 3 Oct. Senior leaders reviewed and scored 81 Squadron Commander records. The DT determined your record is

Well Above your Squadron Commander peers. Based on your previous experiences, we recommend you complete SDE and pursue [XXXX staff]. Please note, this is not a guaranteed match to your next assignment but rather career guidance designed to aid you in future development. While individual preferences will be considered, assignments will be based on needs of the Air Force, availability, manning, and force development considerations. Force development should begin at the local level. If you have career-related questions, please contact your local leadership first to discuss further broadening and developmental opportunities.”

• Above Peers “The MAF DT met 30 Sept – 3 Oct. Senior leaders reviewed and scored 81 Squadron Commander records. The DT determined your record is

Above your Squadron Commander peers. Based on your previous experiences, we recommend you complete SDE and pursue [XXXX staff]. Please note, this is not a guaranteed match to your next assignment but rather career guidance designed to aid you in future development. While individual preferences will be considered, assignments will be based on needs of the Air Force, availability, manning, and force development considerations. Force development should begin at the local level. If you have career-related questions, please contact your local leadership first to discuss further broadening and developmental opportunities.”

• On Par with Peers “The MAF DT met 30 Sept – 3 Oct. Senior leaders reviewed and scored 81 Squadron Commander records. The DT determined your record is On

Par with your Squadron Commander peers. Based on your previous experiences, we recommend you complete SDE and pursue [XXXX staff]. Please note, this is not a guaranteed match to your next assignment but rather career guidance designed to aid you in future development. While individual preferences will be considered, assignments will be based on needs of the Air Force, availability, manning, and force development considerations. Force development should begin at the local level. If you have career-related questions, please contact your local leadership first to discuss further broadening and developmental opportunities.”


MAF DT Vectors 2019 - SDE

• Well Above Peers “The MAF DT met 30 Sept – 3 Oct. Senior leaders reviewed and scored 32 SDE records and the DT determined your record of performance is Well

Above your PME peers. Based on your previous experiences, we recommend [XXXX staff]. Please note, this is not a guaranteed match to your next assignment but rather career guidance designed to aid you in future development as an officer. While individual preferences will be considered, assignments will be based on needs of the Air Force, availability, manning, and force development considerations. Force development should begin at the local level, so if you have career-related questions, please contact your local leadership first to discuss further broadening and developmental opportunities.”

• Above Peers “The MAF DT met 30 Sept – 3 Oct. Senior leaders reviewed and scored 32 SDE records and the DT determined your record of performance is

Above your PME peers. Based on your previous experiences, we recommend [XXXX staff]. Please note, this is not a guaranteed match to your next assignment but rather career guidance designed to aid you in future development as an officer. While individual preferences will be considered, assignments will be based on needs of the Air Force, availability, manning, and force development considerations. Force development should begin at the local level, so if you have career-related questions, please contact your local leadership first to discuss further broadening and developmental opportunities.”

• On Par with Peers “The MAF DT met 30 Sept – 3 Oct. Senior leaders reviewed and scored 32 SDE records and the DT determined your record of performance is On

Par with your PME peers. Based on your previous experiences, we recommend [XXXX staff]. Please note, this is not a guaranteed match to yournext assignment but rather career guidance designed to aid you in future development as an officer. While individual preferences will be considered, assignments will be based on needs of the Air Force, availability, manning, and force development considerations. Force development should begin at the local level, so if you have career-related questions, please contact your local leadership first to discuss further broadening and developmental opportunities.”


MAF DT Vectors 2019 - IDE

• Well Above Peers “The MAF DT met 30 Sept – 3 Oct. Senior leaders reviewed and scored 99 IDE records and the DT determined your record of performance is Well

Above your PME peers. Based on your previous experiences, we recommend squadron leadership or [XXXX staff]. Please note, this is not a guaranteed match to your next assignment but rather career guidance designed to aid you in future development as an officer. While individual preferences will be considered, assignments will be based on needs of the Air Force, availability, manning, and force development considerations. Force development should begin at the local level, so if you have career-related questions, please contact your local leadership first to discuss further broadening and developmental opportunities.”

• Above Peers “The MAF DT met 30 Sept – 3 Oct. Senior leaders reviewed and scored 99 IDE records and the DT determined your record of performance is

Above your PME peers. Based on your previous experiences, we recommend squadron leadership or [XXXX staff]. Please note, this is not aguaranteed match to your next assignment but rather career guidance designed to aid you in future development as an officer. While individual preferences will be considered, assignments will be based on needs of the Air Force, availability, manning, and force development considerations. Force development should begin at the local level, so if you have career-related questions, please contact your local leadership first to discuss further broadening and developmental opportunities.”

• On Par with Peers “The MAF DT met 30 Sept – 3 Oct. Senior leaders reviewed and scored 99 IDE records and the DT determined your record of performance is On

Par with your PME peers. Based on your previous experiences, we recommend squadron leadership or [XXXX staff]. Please note, this is not a guaranteed match to your next assignment but rather career guidance designed to aid you in future development as an officer. While individual preferences will be considered, assignments will be based on needs of the Air Force, availability, manning, and force development considerations. Force development should begin at the local level, so if you have career-related questions, please contact your local leadership first to discuss further broadening and developmental opportunities.”


MAF DT Vectors 2019 - Lt Col(s)

• Well Above Peers “The MAF DT met 30 Sept – 3 Oct. Senior leaders reviewed and scored 137 Lt Col-select records and the DT determined your record of

performance is Well Above your Lt Col(s) peers. Based on your previous experiences, we recommend squadron leadership or [XXXX staff]. Please note, this is not a guaranteed match to your next assignment but rather career guidance designed to aid you in future development as an officer. While individual preferences will be considered, assignments will be based on needs of the Air Force, availability, manning, and force development considerations. Force development should begin at the local level, so if you have career-related questions, please contact your local leadership first to discuss further broadening and developmental opportunities.”

• Above Peers “The MAF DT met 30 Sept – 3 Oct. Senior leaders reviewed and scored 137 Lt Col-select records and the DT determined your record of

performance is Above your Lt Col(s) peers. Based on your previous experiences, we recommend squadron leadership or [XXXX staff]. Please note, this is not a guaranteed match to your next assignment but rather career guidance designed to aid you in future development as an officer. While individual preferences will be considered, assignments will be based on needs of the Air Force, availability, manning, and force development considerations. Force development should begin at the local level, so if you have career-related questions, please contact your local leadership first to discuss further broadening and developmental opportunities.”

• On Par with Peers “The MAF DT met 30 Sept – 3 Oct. Senior leaders reviewed and scored 137 Lt Col-select records and the DT determined your record of

performance is On Par with your Lt Col(s) peers. Based on your previous experiences, we recommend squadron leadership or [XXXX staff]. Please note, this is not a guaranteed match to your next assignment but rather career guidance designed to aid you in future development as an officer. While individual preferences will be considered, assignments will be based on needs of the Air Force, availability, manning, and force development considerations. Force development should begin at the local level, so if you have career-related questions, please contact your local leadership first to discuss further broadening and developmental opportunities.”

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Process exists to prioritize vacant staff billets

Occurs twice a year (Winter & Summer Requisitions/Allocation)

Staff assignments are limited

Senior Leader Requests (formally BNR)

Rated Management Directive(RMD)

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Presenter

Presentation Notes

Start by saying that MOST of us go to staff because we are out-placed from IDE or SDE. That is the >95% solution. Dates for PRD window? And what does PRD-Projected Requirements Display stand for? Way more demand for rated officers than available? Released by functional CSAF Rated Staff Allocation Plan (RSAP) Harder to get to staff today than EVEN a year ago Force Shaping will increase challenges on staff manning through fall cycle 2015 Compete against peers Vector following Major’s board plays a part JCS Joint HAF MAJCOM Other Soft capped at 10% of requisitions to Compete at the Rated Staff Match as Coord’d by Sq/CC 3-Star or Better Can’t BNR Capts Providing a Plan Doesn’t Always Help


2019 AFOAS Timeline - NEW


PHOENIX EAGLE

PHOENIX EAGLE Timeline Announcement March w/ 3 May Suspense Board in June, Results in Aug Initial CC/CoS Bids: Aug/Sep 2019 PE Eligibility

Bid Process Arbitrated by A1KB & Approved by 18AF/CC or EC/CC DO Hiring (or unexpected command opportunities) Begins approx 2 weeks after bid approval (September) Process similar to PE No requirement to hire from PE list

AETC, AFSOC, and AFMC have separate CC processes Applicants can apply for multiple command lists

Non-rated Command Candidate Lists Determined via DT


Portal Page

Headquarters U.S. Air ForceI n t e g r i t y - S e r v i c e - E x c e l l e n c e

Line of the Air Force (LAF) Developmental Category

Reconfiguration

As of 21 Oct 19


BLUF: Developmental Category—A grouping of officers who compete among themselves for promotion

Prior to Oct 19, the categories were: Line of the Air Force (LAF), Judge Advocate General Corps (LAF-J), Medical Corps (MC), Dental Corps (DC), Chaplain Corps (CHAP), Medical Service Corps (MSC), Biomedical Sciences Corps (BSC), and Nurse Corps (NC)

10 U.S.C. § 621 (RegAF) and § 14005 (USAFR) – the Secretary of each military department shall establish categories for promotion. Officers in the same category shall compete among themselves for promotion.

DoDI 1320.14 – Service Secretaries will establish categories, as required, to manage the career development and promotion of certain groups of officers. In relation to the requirements of these officer categories, separate career management is desirable based on their specialized education, training, or experience, and often relatively narrow career field utilization.

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What is a Developmental Category?


Effective Oct 19, the LAF (active component) has expanded into 6 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

34Way Ahead

Developmental Category Composition

Air Operations & Special Warfare (LAF - A) 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 (LAF - S) Space Operations (13S), Astronaut (13A)

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

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

Combat Support (LAF - C)Airfield 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 (LAF - F) Chemist/Nuclear Chemist (61C), Physicist/Nuclear Engineer (61D), Developmental Engineer (62E), Acquisition Management (63A)

Note: Once fully established as a Core AFSC, 13O (Multi-Domain Command and Control) will be added to a category.


Next Steps

Promotion Opportunity: The approximate percentage of officers in a cohort group that may be selected for promotion—published before competing for promotion

SecAF Memorandum of Instruction (MOI): Outlines broad AF values, expectations, and considerations for officers—published annually and posted on MyPers

Career Development Briefs: A brief from every career field outlining progression milestones, development guidance, and unique considerations (explanation on next slide)

Officer Selection Brief (OSB): Similar to the OPB/DQHB, this product includes summary data a promotion board may review on each eligible officer, e.g. PME completion, assignment history, decorations, joint duty—officers receive and review prior to competing for promotion

Key Dates Milestones

4 Oct 19 PRF Accounting Date

Oct/Nov 19 Detailed Board Guidance Released (via PSDM)

EarlyDec 19

Publically Release:- Promotion Opportunity- Updated SecAF MOI- Career Development Briefs- Updated OSB Format

17 Dec 19 AF Student MLR

2-22 Jan 20 MLR Window

2 Mar 20 Central Selection Board

First implementation of the new developmental categories will be the Mar ‘20 Lt Col Board

Note: Updates to the SecAF MOI, Career Development Briefs, and OSBs will include formal instructor and recruiting duty as coveted part of career advancement


Career development briefs are generated by functional community leaders, coordinated with each MAJCOM, and approved by the SecAF on an annual basis

Briefs include typical career progression milestones, developmental guidance, and other unique considerations for officers within each core AFSC and/or functional community NOTE: Strict adherence to the progression norms and developmental guidance depicted is not a prerequisite for

promotion—promotion is based on performance/demonstrated potential to serve in the next higher grade

Once approved by the SecAF, these briefs will be posted publically on myPers (Dec ‘19)---------------------------------------------------------------------------------------------------------------------------------------------

What these briefs are not… A rack and stack of important positions or experiences A formula for promotion or making High Potential Officers (HPOs)

36Summary – Career Development Briefs

#1 purpose is for officer career development and planning…also serves as reference material to educatementors, hiring authorities, and promotion board members about the career field


37 Demographics of Eligibles Determine Board Member Demographics

*This is not a change (status quo) for JAG Corps, Chaplain Corps, and all Medical categories

Promotion Board Procedural Adjustments

Record Distribution:

A promotion board will be presented records by AFSC to

encourage full use of the career development briefs and minimize

generic discriminators that may be less relevant to some career fields

Floors: “Floors” (or minimum quotas)

will be implemented by AFSCwhen needed—determined by AF needs and approved by SecAFprior to each board

For Mar ‘20 Lt Col Board, no floors will be utilized

Promotion Board Membership:

Every board, regardless of size, is comprised of the appropriate balance of joint, race, gender, ethnicity, MAJCOM, and AFSC representation

Promotion Board Size: Large Board (Air Ops & Special Warfare)—1 panel/13 members

8 reps from AFSCs within category + 5 reps from outside category

Medium Board (Info Warfare, Combat Support, Force Modernization) —1 panel/7 members 4 reps from AFSCs within category + 3 reps from outside category

Small Board (Space Ops, Nuclear & Missile Ops, Chaplain Corps, JAG Corps, and all Medical categories)—1 panel/5 members 2 reps from AFSCs within category + 3 reps from outside category

Presenter

Presentation Notes

The demographics of board membership begin with evaluating the demographics of the eligible population. In this example, we built the board membership from the demographics of the 2018 Line of the Air Force Lieutenant Colonel Board. Overall, board membership rules dictate we include at least one CJCS-approved joint representative if any officers have joint experience. We are also required to ensure board membership mirrors the population in terms of gender, race, and ethnicity. Current rules place MAJCOM representation as the next priority, with aeronautical rating and career area, such as operations, maintenance, and support, among others, as the final consideration. For a Lieutenant Colonel board, five panels of five members each make up the scoring board members, ensuring a fairly wide represenation of specialties on the board, although we do not manage this to the AFSC level—just the aero rating and career area. Future board membership will focus our aim more precisely on the specialties considered, with MAJCOM representation a lesser priority. As you can see in the Air Operations and Special Warfare case, 11X and 12X will have significant representation, while the smaller specialties will rotate representation on the board each year; specialties within this category will have 8 of the 13 seats. The remaining 5 spots will be sourced from other line categories outside Air Operations and Special Warfare to provide a different perspective in determining those best and fully qualified for promotion. For other line developmental categories, we use Force Modernization as the visual example, with representation on a 7 member panel allocating 4 seats within the category and 3 seats from other categories; this same panel makeup applies to Information Warfare and Combat Support. For Space Operations, Nuclear and Missile Operations, and non-line categories, less than half of the panel members will come from within to provide a wider perspective from outside these small career fields on the board. You’ll notice the “Small Specialties” box in green. The career fields represented here are so small in number that they would never have enough eligible to earn a seat on the board. To ensure we are accessing their expertise when selecting future leaders, we will source a panel member from one of these specialties for each board. For example, we might see an 18X on the board for the Spring 2020 Lieutenant Colonel Board, while the Fall 2020 Colonel Board may have a 13D on the panel. The key here is to take advantage of the experiences of these smaller specialties as much as practical.


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Developmental Categories Assigned Core Air Force Specialties

Air Operations and Special Warfare (LAF-A) 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 (LAF-S) Space Operations (13S), Astronaut (13A)

Nuclear and Missile Operations (LAF-N) Nuclear and Missile Operations (13N)

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

Combat Support (LAF-C)Airfield 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 (LAF-F) Chemist/Nuclear Chemist (61C), Physicist/Nuclear Engineer (61D), Developmental Engineer (62E), Acquisition Management (63A)

Judge Advocate General’s Corps (LAF-J) Judge Advocate (51J)

Chaplain Corps (CHAP) Chaplain (52R)

Medical Service Corps (MSC) Health Services Administrator (41A)

Biomedical Sciences Corps (BSC) Biomedical Clinicians (42X), Biomedical Specialists (43X)

Nurse Corps (NC) Nurse (46X)

Medical Corps (MC) Physician (44X), Surgery (45X), Aerospace Medicine (48X)

Dental Corps (DC) Dental (47X)

All Officer Developmental CategoriesActive Component – As of Oct 19


39Questions?

For more information and frequently asked questions:

As additional information and/or products become available, they will be posted on myPers

https://mypers.af.mil/app/categories/c/656/p/9

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What the MAF DT Valued

Performance in Primary Duty

Leadership

Technical Expertise

Jobs at/above the Group or Wing Level

Joint Experience

FTU/Teaching Assignment

Special Programs (Breadth/Depth)

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Presenter

Presentation Notes

Provided by DT Chair or discussed during DT

MAF Rated Officer Development - Amazon Web …...MAF Officer Touch Points CGO / FGO Development...

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