Transcript Civilian Acculturation & Leadership Training

OKLAHOMA CITY
AIR LOGISTICS CENTER
TEAM TINKER
Civilian Career
Development
20 May 2010
Mr. Bill Swigert
OC-ALC/DP
405-739-3334
[email protected]
Integrity - Service - Excellence
Overview
• AF Civilian Force Development
• Career Field Management
• Tinker Civilian Force Development
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Supervisory Development Program (SDP)
Intermediate Leader Development Program (ILDP)
Employee Enhancement Program (EEP)
Tinker Opportunity for Professional Service (TOPS)
Civilian Tuition Assistant Program (CTAP)
• Questions
Air Force
Civilian Force Development
SECAF & CSAF Memo to Airmen
• Secretary Donley and Chief of Staff Gen.
Schwartz signed a memorandum 26 Jun 09
– Endorsed the Civilian Development Continuum
providing a guide for professional development of
civilians
– Endorsed four new initiatives to close the gaps that
currently exist in civilian development
• New Employee Orientation
• Continuous Self-Development
• Completion of non-residence Professional Military Education
• Civilian Acculturation and Leadership Training
AF Development Levels, AFDD 1-1,
Foundational Knowledge = Basic acculturation to the AF
Tactical Expertise
Master primary duties
Build warfighting skills
Build joint and coalition
knowledge
Develop Institutional
Competencies (Personal
category)
Correlates to
GS 1-8 / Equivalent
Operational Competence
Understand broader AF perspective
and capabilities to execute
operations
Hone joint and coalition
understanding
Combine deep occupational skills
with Institutional Competencies
(Personal, People/Team,
Organizational categories)
Correlates to
GS 9-13 / Equivalent
Strategic Vision
Develop understanding of
leadership at institutional and
interagency levels
Understand AF operations
within joint, multinational, and
interagency relationships
Broaden Institutional
Competencies (Organizational
category)
Correlates to
GS 14-15 / Equivalent
Civilian Force Development information, AF Portal:
https://www.my.af.mil , select Force Development under the Life and Career tab
Civilian Development Continuum
CSLP
SDE (Residence)
IDE (Residence)
Experiential Management
CSLP
Director
Assignment
Strategic Leadership Education III
AF Level
Strategic Leadership Education II
Development
Team
Career Broadening (Other Functional, Joint, Other Agencies
OPM / AFPC Leadership Training
SOS (Residence)
CALT
AFPC Leadership Training
ACSC DL Masters
Degree Programs
MAJCOM / Base Seminars
Career Field
Manager /
Career Field
Team
MAJCOM /
Base
First Time Supervisors Course
FOUNDATIONAL BASELINE
SOS (non-residence)
ACSC (non-residence)
AWC (non-residence)
Foundational /
Local
Continuous Self-Development (e.g., Supervisors’ Resource Center, Skillsoft)
New Employee Orientation (NEO)
Entry is at the bottom to complete NEO
Entry can happen at any development level--Tactical, Operational, or Strategic
Mandatory
Level of Oversight
Strategic Leadership Education I
Civilian Acculturation & Leadership Training
•Modeled on the Officer Training School curriculum, provides similar
knowledge and skills used to develop officers
– 2-week formal indoctrination in leadership, communication, and
warfighting
• Focuses on leadership and followership, problem-solving, and best
practices management
• Builds on institutional competencies
• Provides a leadership training experience
– Annual AFPC call
– Selection is from GS 1-13/equivalent members with no prior
military experience
POC: Mr Michael Hameroff, AF/A1DD, [email protected]
Web: http://www.au.af.mil/au/holmcenter/CALT/index.asp
Civilian Development Education (CDE)
• Civilian Developmental Education process
– Call for nominees – annually each Spring
• Applications processed through chain of
command and Developmental Teams
• Various developmental opportunities –
– Some grade level requirement (see web site
below)
– Selections – announced each Fall
– Visit AFPC web site (http://ask.afpc.randolph.af.mil/)
• Click on Civilian Employee, Click on Career
Development
POC: Ms. Loretta Brown, AFPC/DPIF, [email protected]
Civilian Development Education (CDE)
• Basic, Intermediate and Senior Level (via
Correspondence /Distance Learning)
– Squadron Officer’s Course - GS-9, WG-10, WL-9, and
WS-8 and above and NSPS equivalent are eligible
– Air Command and Staff College - GS12/13, PB2 and a
bachelors degree.
– Air Command and Staff College On-Line Master’s
Program
– Air War College - GS-15, NSPS employees in Pay Band
3/4 and a bachelors degree.
Local POC: Javier Solis, 72 FSS/FSDT, 739-7538
AFPC
Career Field Management
Career Field Management
• What
– Functionally-oriented career development approach
– Career Field Managers set education, training, and
experience requirements
• Why
– Obtain guidance from functional specialists on
career development opportunities
• How
– Data Call directly to eligible employees
– Self-nominate for desired positions
Career Field Management
• Who to call
– Contracting Career Field: DSN, 665-0033
– Financial Management Career Field: DSN, 665-1994
– Manpower & Personnel (Force Support) Career Field:
DSN, 665-1782
– Logistics Career Field: DSN, 665-1009
– Program Management Career Field: DSN, 665-1610
– Scientist & Engineer Career Field: DSN, 665-1665
• Resources for more information
– Career Brief (Career Field ID)
– My Development Plan
• Accessed through Air Force Portal
– Life and Career>Career>MyDP
OC-ALC Functional Management
Functional Area
Center Senior Functional(CSF)
Contracting
Colonel Scott Kiser, OC-ALC/PK
Financial Management
Mr. Don Davis, OC-ALC/FM
Life-Cycle Logistics
Mr. Bob Valdez, 327 ASW/DV
Manpower & Personnel
Mr. William Swigert, OC-ALC/DP
Program Management
Colonel Mark Beierle, 327 ASW/CC
Science and Engineering
Colonel Malory Knight, OC-ALC/EN
Tinker AFB
Civilian Force Development
Supervisor Development Program (SDP)
• What is SDP
– SDP is a program that selects employees based on
self-initiative and demonstrated leadership
competencies and prepares candidates for future
supervisory positions by providing useful leadership
tools prior to placement as a supervisor
• Goal of SDP
– To fill all first level supervisor positions using the SDP
candidate pool
• Qualifications
– Meets position skill requirements
– Last appraisal at least fully successful
SDP
• Applicant Requirements
– Self-nominate on AFPC website
– Application package (if qualified to compete)
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Supervisor rating
Education
Organization endorsement
Written statement
– Supervision Decision Course
– Interview
• Next Data Call
– January 2011 (projected)
SDP
• Training Requirements
– 5 classes totaling 21.5 days
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Preparing to Lead – 5 days
Human Relations – 5 days
General & Financial Management – 5 days
Customer Service University – 1.5 days
Lean Facilitator Training – 5 days
• Experiential Requirements
– 2 experiential elements totaling 40 hrs
• Job shadowing – 16 hrs
• First Level Immersion – 24 hrs
POC: Aaron Wilkerson, OC-ALC/DPD, 736-0312 (off base)
Intermediate Leader Development Program
(ILDP)
• What is ILDP?
– ILDP is a cross-functional, cross-organizational management tool
– Established to build future leaders and develop the workforce
– Primarily for employees who have chosen to remain Tinker assets
(not geographically mobile)
– ILDP Program Cycle: May to April (apply via Self-Nomination Call in
May)
• Goal of ILDP:
– Provide a process to identify local career broadening assignments
and offer developmental opportunities
ILDP
• Qualifications:
– GS12-14 & NSPS Pay Band 2 Equivalents, WS16-19
• Applicant Requirements:
– Apply via Self-Nomination Call in May of each year
• Local Career Broadening:
– Opportunities to broaden experience by assignment
to various areas of OC-ALC, SCMW
– Employee retains right of refusal
– Permanent, lateral moves
ILDP
• Developmental Opportunities:
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Leadership Luncheon
Job Shadowing
Vectoring Session
OU/OSU Executive Leadership Program
Federal Executive Board – Executive Leadership
Program
– Oklahoma Certified Public Manager Program
POC: Julie McGuinness, OC-ALC/DPD, 736-0328 (off base)
Employee Enhancement Program (EEP)
• What is EEP
‒ Competitive leadership program for high-potential
journeymen, preparing them for future leadership
roles
‒ One year program/three groups of 26 each per year
• Goal of EEP
– Develop the ability to lead change, create employee
networks and build realistic career plans
EEP
• Qualifications:
– OC-ALC Civilians - journeyman level
• GS-09 Through GS-12 /NSPS Equiv
• WG-10 through WS-14
• Applicant Requirements:
–Self nominate via annual Data Call Nov- Jan
POC: Tim Collins, 72 FSS/FSDT, 739-5472
Tinker Opportunity for
Professional Service (TOPS)
• What is TOPS?
– Allows current employees a developmental
opportunity to transition into specific GS series
based on education, experience and performance
– Three series for the TOPS program:
• Equipment Specialist (GS-1670)
• Quality Assurance Specialist (GS-1910)
• Management and Program Analyst (GS-343)
– A formalized training plan has been developed for
each series with an entry level of GS-5 and a target
grade of GS-11
TOPS
• Goal of TOPS?
– Competitively move employees into positions that maximize
their education and experience
– A 90-day standing register is used to refer candidates for
consideration
• Applications
• Self-nominate for each series interested in each time the
announcement is open
• Self-nomination is accomplished through the Air Force
Personnel Center Website at
https://ww2.afpc.randolph.af.mil/resweb/log_in.asp or through
the Interactive Voice Response System at 1-800-616-3775
POC: Kristen Matthews, AFPC/DPIDOM, 734-4533
Civilian Tuition Assistance (CTAP)
• What is CTAP?
– Air Force program designed to benefit the Air
Force mission (AFI 36-401)
– Covers 75% of tuition/$187.5 max per sem hour /
$3500 yearly cap (Funds permitting)
• Goal of CTAP:
– Provide monetary assistance for mission related
courses
CTAP
• Qualifications:
– Civilians on permanent appropriated funded
positions in OC-ALC and ABW organizations
– Career Program & Acquisition qualified employees
must apply through AFPC first
• Applicant Requirements:
– Requests must be submitted prior to course start
date
– Application procedures and required documentation
are listed on the Tinker Homepage under the
Education and Training tab (CTAP)
POC: Suzy Kalousdian, 72 FSS/FSDT, 739-4394
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Three Steps To Planning Development
• STEP ONE: Identify personal capabilities and job requirements
– Determine leadership development level using the following
correlation:
• GS 1-8/equivalent =
• GS 9-13/equivalent =
• GS 14-15/equivalent =
tactical expertise level
operational competence level
strategic vision level
• STEP TWO: Discuss your short- and long-term professional
goals with supervisor/mentor and determine right mix of
institutional competencies to develop
• STEP THREE: Create Individual Development Plan using the
Civilian Development Continuum and utilize it to capture goals
and potential opportunities
Additional Civilian Force Development information:
AF Portal > Life & Careers > Force Development
Civilian Career Development
Resources
Supervisors’ Resource Center
•
Supervisor Resource Center:
https://afkm.wpafb.mil/src
•
Force Development CoP:
https://afkm.wpafb.af.mil/community/views/home.aspx
?Filter=22705
POC: Ms Maggie Grace, AFMC/A1D, [email protected]
Web: https://afkm.wpafb.af.mil/src
Questions?
TEAM TINKER