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Civilian Development

Mike Cerda 16 Jul 2015. Civilian Development. Overview. SECAF/CSAF Interest item - Diversity Civilian Development Update Career Field Initiatives. SECAF/CASF Interest Item Diversity - Baseline.

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Civilian Development

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  1. Mike Cerda 16 Jul 2015 Civilian Development

  2. Overview • SECAF/CSAF Interest item - Diversity • Civilian Development Update • Career Field Initiatives

  3. SECAF/CASF Interest Item Diversity - Baseline • Equal Employment Opportunity Commission (EEOC) Management Directive (MD-715) annual report measures workforce to the National Civilian Labor Force and assess agency as Model EEO program. • Air Force officials did not maintain a workforce as diverse as the civilian labor force. While the national civilian labor force has become more diverse over the last 10 years, the Air Force civilian workforce has become less diverse.

  4. AF Barrier AnalysisWorking Groups (BAWG) • Five working groups established to identify opportunities to improve workforce diversity • Disability Employment • Hispanic Employment and Analysis • Women’s Issues • Senior Leader Advancement • Education and Training • Women’s Issue BAWG • Recommended 10 policy changes • Example: use hiring panels for GS-14/15 fills

  5. Civilian Development Education (CDE) Update

  6. Developmental EducationAcademic Year (AY) 2016 Timeline • AF CDE Board • CSLP Director Screening Board (DSB) • Military fellowship/intern program board • Development Education (DE) Call released • Military & Civilian • Civilian Strategic Leader Program (CSLP) Call CSAF approval of military & civilian DE selectees Civilian DE packages due 1 May to AFPC • Military • Web-based 3849 available for nominations • Due date included in DE Call Public release of selects Development Team (DT) cycle • FM DT meets 3-4 Aug 2015 • Review Military and Civilian DE packages • SQ/CC Board Military • USAFA Board if quotas available Call released 1 March

  7. CDE Portfolios Basic Developmental Education (BDE) – DT Selection Defense Civilian Emerging Leader Program (DCELP) – GS-7/11 Civilian Acculturation Leadership Training (CALT) – up to GS-13 Squadron Officers School – GS-9 thru GS-12 Intermediate DE (IDE) – AF CDE Board selection GS-12/13 and equivalent Exception: ACSC-OLMP selection through DT Senior DE (SDE) – AF CDE Board selection GS-14/15 and equivalent Exception: STRAT I selection through DT CALT & OLMP out-of-cycle window 1 Jul thru 30 Sep 15

  8. CDE Selection Criteria Whole Person Concept considers: Performance Academic education Professional Military Education (PME) Leadership Depth and breadth of experience Job responsibility Professional qualities Specific achievements Appropriateness of training at this stage of employee’s career

  9. CDE ChangesStarting AY16 • Mobility – geographic mobility following ACSC in residence is now optional • Strategic Education (STRAT) • AY 2015 – Level I / II / III • AY 2016 – Level I / II • Level II / III combined to eliminate duplication • STRAT eligibility changed to every two years • AY 2014 attendance; AY 2016 next opportunity for STRAT attendance • Defense Senior Leader Development Program (DSLDP) • 4-6 month joint assignment/experience is no longer required • Services start paying program costs in FY16

  10. Career Field Initiatives

  11. Career Field Initiatives Goal: Improve participation in and the quality of civilian development • Develop web-based Individual Development Plan (IDP) • Implement Opportunity Development

  12. Planning for Your Success

  13. FM career is a portal for FM development tools. The first tool developed is myIDP. In myIDP you can electronically create, submit, and track your Individual Development Plan (IDP). myIDP is exactly what it sounds like: YOUR plan myIDP features 3 main sections plus a dashboard and reporting features for supervisors My Goals: Outline your near-term (1-2 years) & far-term goals (3+ years) and set deadline alerts My Training: List your desired training for your supervisors to approve My Feedback: A message feature to maintain an open dialogue with your Supervisor and Mentor(s)

  14. : Who does it serve? • Individuals need a reliable way to track and plan career development and navigate professional development content • Supervisors need a consolidated toolkit to monitor their employees’ progress and provide meaningful mentorship • Training Managers need a robust, efficient means to establish a training budget and allocate money effectively • Goal: address the needs of all parties involved in workforce development • Currently, myIDP best serves the Civilian workforce • May be used as a development tool by all Air Force FMers.

  15. : Why Now? AFI 36-2640 instructs the use of IDP for civilian career planning 2013 AF E&T questionnaire results indicated inconsistency in IDP across the workforce PAST PRESENT • CAC / Sign Up authentication • Utilize AFDS data to populate user fields • Review / Interact with supervisor/mentor • Submit IDP for approval • Receive feedback • Save IDP Instance / Archive / Print • User data Metrics • Reporting Features • PDF features confusing or frustrating • Heavy human burden for data extraction • Difficult to maintain IDP library • Hard copy Vs. digital use • Digital Signatures

  16. : How does it work? • Visit myFM Career today! • https://bluebird.hq.af.mil/FMIDP • Demo videos available in the Video Gallery on the homepage • Look out for announcements of new tools coming soon

  17. Demo

  18. Supervisors / Mentor Perspective

  19. FutureDirection • CET Tracker / Documentation • Operationalized Roadmaps and Primer • Civilian Opportunity Development • Course data automatic population

  20. vs. Career Path Tool My IndividualDevelopmentPlan (IDP) CareerPathTool (CPT) Documents Work Experience Standardize career field management for all Air Force career fields Groups individuals according to job function and duties within Career Field Tracks progress against job/rank expected duties and career field track Map Airman Capability Management (ACM) codes/duties Enlisted, Officers, and Civilians Directly feeds military & civilian DTs for Rank promotions and open positions Mentors can comment on career plan but do not approve or disapprove • Documents Continued Education and Training • Manage professional development of FM workforce • Groups individuals according to Supervisor and leadership • Tracks progress against self-directed professional development and training • Creates way to assess Officer/Civilian development progress with and without promotion considerations • Supervisors and Mentors are engaged to approve development goals and training • Key Observations: • Both tools gather a form of goals but each uses the goals differently; CPT compares to career field track—IDP assesses development within a position • The part of the CPT most similar to the IDP is its mentoring capability which is not yet fully developed

  21. Reporting Feature

  22. IDP Print View

  23. User Profile Employee Leaders- Supervisor - Mentor The highlighted (My Profile) tab displays users personal info, Service Info and Career Info. Empowering the user to easily populate their information utilizing a user friendly display.

  24. My Goal Plan The highlighted tab displays users goal plan

  25. My Education and Training The highlighted tab displays education and training

  26. Supervisor Dashboard

  27. Development Teams &Opportunity Development • Career Field Team (CFT) management • Centrally Managed Positions (GS 13-15) • Key Career Positions (GS-15) * • Career Broadening (GS 12-15) • Civilian Development Education (CDE) • Tuition Assistance (GS 11-15) * Air Force FM Development Team MAJCOM Career Panel • MAJCOM management • Non-Centrally Managed Positions (< GS-12) • Tuition Assistance * • Career Broadening * • Civilian Development • Functional training • Tactical Development (e.g. Squadron Officer School, CALT, DCELP) • Identify candidates for higher level development opportunities Opportunity Development LocalCareer Panel Foundation: Individual Development Plan (IDP)

  28. AFPC Contact Information FM Career Field Team Telephone: DSN 665-2595 / Comm (210) 565-2595 Email General Inbox: afpc.fm.cft@US.AF.MIL Audit Career Field Team Telephone: DSN 665-4569 / Comm (210) 565-4569 Email: afpc.audit@US.AF.MIL

  29. Air Force Personnel Center

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