Civilian Career

Development

20 May 2010

OKLAHOMA CITY AIR LOGISTICS CENTER

Mr. Bill SwigertOC-ALC/DP405-739-3334william.swigert@tinker.af.mil

I 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

TEAM TINKER

• AF Civilian Force Development• Career Field Management• Tinker Civilian Force Development

– 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

Overview

Air Force

Civilian Force Development

• 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

SECAF & CSAF Memo to Airmen

AF Development Levels, AFDD 1-1,

Foundational Knowledge = Basic acculturation to the AF

Tactical ExpertiseMaster primary dutiesBuild warfighting skillsBuild joint and coalition

knowledgeDevelop Institutional

Competencies (Personal category)

Operational CompetenceUnderstand 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)

Strategic VisionDevelop understanding of

leadership at institutional and interagency levels

Understand AF operations within joint, multinational, and interagency relationships

Broaden Institutional Competencies (Organizational category)

Correlates toGS 1-8 / Equivalent

Correlates toGS 9-13 / Equivalent

Correlates toGS 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

Mandatory

AF Level

Development Team

Career Field Manager /

Career Field Team

MAJCOM / Base

Foundational / Local

ACSC DL Masters

First Time Supervisors Course

MAJCOM / Base Seminars

Degree Programs

SOS (Residence)

OPM / AFPC Leadership Training AFPC Leadership Training

Career Broadening (Other Functional, Joint, Other Agencies

Strategic Leadership Education I

Strategic Leadership Education II

Strategic Leadership Education III

IDE (Residence) SDE (Residence)CSLP

Experiential Management

CSLPDirector

Assignment

CALT

FOUNDATIONAL BASELINE

Continuous Self-Development (e.g., Supervisors’ Resource Center, Skillsoft)

SOS (non-residence) ACSC (non-residence) AWC (non-residence)

New Employee Orientation (NEO)

Entry is at the bottom to complete NEO

Entry can happen at any development level--Tactical, Operational, or Strategic

Leve

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ight

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, michael.hameroff@pentagon.af.milWeb: 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, loretta.brown@randolph.af.mil

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

• 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

Career Field Management

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

• Applicant Requirements– Self-nominate on AFPC website– Application package (if qualified to compete)

• 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

• 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)

SDP

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

• 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:– 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)

ILDP

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

• 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

EEP

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)

26 POC: Suzy Kalousdian, 72 FSS/FSDT, 739-4394

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 = tactical expertise level• GS 9-13/equivalent = operational competence level • GS 14-15/equivalent = 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, maggie.grace@wpafb.af.milWeb: https://afkm.wpafb.af.mil/src

Questions?

TEAM TINKER