Overview

ObjectivePersonnel Life CycleEmploying Force ManagementAssignments with ANGResponsibilitiesUnit and Career Survival

MP 1: Objective

• To sustain mission accomplishment by RECRUITING, RETAINING, and REPLACING human resources when appropriate

MP 2: Personnel Life Cycle

• Accession– The process of bringing people into the

organization– Builds the workforce based on unit

vacancies• Recruit to fill vacancies• Assign recruits to vacancies

– Recruiters are the primary source

• Training / Education– Specialty Training– Professional Military Education– Professional Continuing Education– Ancillary Training– Civilian Education

MP 2: Personnel Life Cycle

• Utilization– Utilize members in their assigned specialty– Assign duties commensurate with their

grade, expertise and capabilities– Communicate mutual expectations

MP 2: Personnel Life Cycle

• Sustainment– Establish and utilize recognition programs

• Recognize hard work and commitment• Reward results when performance is above

and beyond what is required– Mentor

• Prepare members for greater levels of responsibility

– Ensure upward mobility• Select right people for promotion

MP 2: Personnel Life Cycle

• Replacement– May occur as a result of voluntary or

involuntary separations• Retirements• Selective Retention

MP 2: Personnel Life Cycle

3. Utilization

1. Accessions

2. Training4. Sustainment

5. Replacement

MP 2: Personnel Life Cycle

MP 3: Assignments

• Military – UMD – know it!– ANGI 36-2101 – Assignment with ANG– ANGI 36-101 – AGR– Grade Ceilings

Grade Percent

CMSgt 100%

SMSgt 110%

MSgt 120%

TSgt 125%

SSgt No restriction

MP 3: Assignments

• Technician– Voluntary Retirement

• FERS – AGE 55 with 30 years of service

• CSRS– AGE 50 with 20 years of service

– Involuntary Retirement/Retention– Selective non selective on guardsmen is based on the military side

• TPR 715 states :Federal law requires civilian personnel employed pursuant to 32 U.S.C. 709 (a) to maintain membership in the National Guard as a condition of continued employment and requires prompt termination from the current position upon loss of membership in the Army or Air National Guard. 5

• JFHQ send 30 Days notification to member discharge

– Reduction in - 5% per year for each under age 62 in retirement (note – for involuntary separation, there is no reduction of 5%)

MP 3: Assignments

• Military Grade Inversion– The military structure is preeminent over the full-time structure

and military grade inversion within the full-time work force is not permitted

MP 3: Assignments

ANGI 36-101 Table 13.1 Manpower Change Request AGR Grade Comparability Table

GS/GM WS WL WG Highest Possible AGR Grade Allowed

14,15 Officers up to Colonel

11, 12, 13 Officers up to Lt Col

9,10,11,12 7-16 11-13 14 Enlisted up to CMSgt

8 4-6 10 12 Enlisted up to SMSgt

Up to 7 1-3 Up to 9 Up to 12 Enlisted up to MSgt

MP 3: Assignments

• First Sergeants– AFI 36-2113 – Return to old UMD with 2 years over-grade allowed

• Where next?– Position within your previous AFSC in same grade– Over grade with 2 years– HRA position within wing

Enlisted Force Development

APPRENTICE, WORKER, JOURNEYMAN, SUPERVISOR, CRAFTSMAN APPRENTICE, WORKER, JOURNEYMAN, SUPERVISOR, CRAFTSMAN

NCO ACADEMYNCO ACADEMY

0 4 6 8 10 12 14 16 18 20 22 24 26 28

SENIOR NCO ACADEMY

SENIOR NCO ACADEMY

30

CRAFTSMAN, SUPERVISOR, MANAGER CRAFTSMAN, SUPERVISOR, MANAGER

3 - LEVEL TECH SCHOOL

5 - LEVEL TECH OJT/CDC

s

SUPERINTENDENT, MANAGERSUPERINTENDENT, MANAGER

FTAC

BMTSBMTS

AIRMANLEADERSHIP

SCHOOL

AIRMANLEADERSHIP

SCHOOL

CMSGT Assignments

7 - LEVEL TECH SCHOOL MAJCOM

CMSGT ORIENTATION

ANGCMSGT

Exec Course

CCAF

CMSGT MANAGEMENT

NOMINATIVEPOSITIONS

NOMINATIVEPOSITIONS

JOINT PME – ON LINE

BASE PROF ENHANCEMENT

COURSE

*BASE PROF ENHANCEMENT

COURSE

BASE PROF ENHANCEMENT

COURSE

BASE PROF ENHANCEMENT

COURSE

SR LEADER

CMSGTPME

CMSGTPME/CLC

AIR STAFF/MAJCOMCOURSE

AIR STAFF/MAJCOMCOURSE

CCM ORIENTATION

CCM ORIENTATION

BACHELORS DEGREE – LOCAL OR AUABC

TACTICALLEVEL REQUIREMENTS

(WORKERS, TRAINERS & SUPERVISORS)

TACTICALLEVEL REQUIREMENTS

(WORKERS, TRAINERS & SUPERVISORS)

OPERATIONAL LEVEL REQUIREMENTS(SQ THROUGH BASE - LEVEL MANAGERS, LEADERS)

OPERATIONAL LEVEL REQUIREMENTS(SQ THROUGH BASE - LEVEL MANAGERS, LEADERS) STRATEGIC LEVEL

REQUIREMENTS(MAJCOM & AIR STAFF LEADERS)

STRATEGIC LEVEL REQUIREMENTS

JFHQ, NGB & AIR STAFF LEADERS)

State and Wing CCM

Prof DevelopmentEnterprise LeadershipCtr for Creative LdrshpGettysburg

*ANG has no Base Prof Enhancement course unless done out of hide**NGB/A1 & AF/A8 have 30 Leadership Development Course – Level 1 and 2 going on now – can it continue?

Student Flt

AFSO 21 Exec Course

APPRENTICE, WORKER, JOURNEYMAN, SUPERVISOR, CRAFTSMAN APPRENTICE, WORKER, JOURNEYMAN, SUPERVISOR, CRAFTSMAN

NCO ACADEMYNCO ACADEMY

0 4 6 8 10 12 14 16 18 20 22 24 26 28

SENIOR NCO ACADEMY

SENIOR NCO ACADEMY

30

CRAFTSMAN, SUPERVISOR, MANAGER CRAFTSMAN, SUPERVISOR, MANAGER

3 -LEVEL TECH SCHOOL

5 -LEVEL TECH OJT/CDCs

SUPERINTENDENT, MANAGERSUPERINTENDENT, MANAGER

BMTSBMTS

AIRMANLEADERSHIP

SCHOOL

AIRMAN

LEADERSHIPSCHOOL

CMSGT Assignments

7 -LEVEL TECH SCHOOL

ANG ENLISTED FORCE

MAJCOMCMSGT

ORIENTATION

ANGCMSGT

Exec course

CCAF

CMSGT MANAGEMENT

NOMINATIVEPOSITIONS

NOMINATIVEPOSITIONS

JOINT PME – ON LINE

BASE PROF ENHANCEMENT COURSE

*BASE PROF ENHANCEMENT

COURSE

BASE PROF ENHANCEMENT

COURSE

BASE PROF ENHANCEMENT

COURSE

CMSGTPME

CMSGTPME/CLC

AIR STAFF/MAJCOMCOURSE

AIR STAFF/MAJCOMCOURSE

CCM ORIENTATION

CCM

ORIENTATION

BACHELORS DEGREE – LOCAL OR AUABC

TACTICALLEVEL REQUIREMENTS

(WORKERS, TRAINERS & SUPERVISORS)

TACTICALLEVEL REQUIREMENTS

(WORKERS, TRAINERS & SUPERVISORS)

OPERATIONAL LEVEL REQUIREMENTS(SQ THROUGH BASE - LEVEL MANAGERS, LEADERS)

OPERATIONAL LEVEL REQUIREMENTS(SQ THROUGH BASE -LEVEL

MANAGERS, LEADERS) STRATEGIC LEVEL REQUIREMENTS

(MAJCOM & AIR STAFF LEADERS)

STRATEGIC LEVEL REQUIREMENTS

JFHQ, NGB & AIR STAFF LEADERS)

Exercise – Part 1

• Based on the info provided, make a decision whether to retain or non-retain:

Name Member Info UMD Slot

Chief Jones 26 yrs TIS, 7 yrs in position, 9-level E-9 (9-level)

MSgt Smith 22 yrs TIS, 9 yrs in position, 7-level E-8 (7-level)

MSgt Brady 18 yrs TIS, 4 yrs in position, 7-level E-7 (7-level)

TSgt Thompson 16 yrs TIS, 7 yrs in position, 7-level E-6 (7-level)

TSgt Lynn 20 yrs TIS, 4 yrs in position, 7-level E-6 (7-level)

SSgt Hall 6 yrs TIS, 3 yrs in position E-5 (5-level)

SrA Black 7 yrs TIS, 7 yrs in position E-5 (5-level)

SrA Ball 4 yrs TIS, 4 yrs in position E-5 (5-level)

MP 4: Employing Force Management

• Reasons– Maintain a strong force– Mandated downsizing / reorganizations

• Results– Change in life style, skills and jobs– Mission Readiness (Ready force)

• Communication– Eliminates guessing and the spread of rumors

MP 5: Responsibilities

• Commanders are ultimately responsible for employing personnel force management with the assistance of first sergeants and supervisors

MP 6: Unit & Career Survival

• Applying the principles of personnel force management allows the unit to operate and meet mission requirements while experiencing change

Summary

ObjectivePersonnel Life CycleEmploying Force ManagementResponsibilitiesUnit and Career Survival