Civilian Career Development 20 May 2010 - PowerPoint PPT Presentation

OKLAHOMA CITY

AIR LOGISTICS CENTER

TEAM TINKER

Civilian Career Development 20 May 2010

Mr. Bill Swigert

OC-ALC/DP

405-739-3334

william.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

• 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

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

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)

• 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)

• 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 1-8 / Equivalent

Correlates to

GS 9-13 / Equivalent

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

CSLPDirector Assignment

CSLPExperiential Management

SDE (Residence)

IDE (Residence)

AF Level

Strategic Leadership Education III

Strategic Leadership Education II

Strategic Leadership Education I

Development Team

Career Broadening (Other Functional, Joint, Other Agencies

OPM / AFPC Leadership Training

AFPC Leadership Training

Career Field Manager /Career Field Team

Level of Oversight

ACSC DL Masters

SOS (Residence)

CALT

Degree Programs

MAJCOM / Base Seminars

MAJCOM / Base

First Time Supervisors Course

Foundational / Local

SOS (non-residence)

ACSC (non-residence)

AWC (non-residence)

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

Mandatory

New Employee Orientation (NEO)

Entry is at the bottom to complete NEOEntry can happen at any development level--Tactical, Operational, or Strategic

FOUNDATIONAL BASELINE

POC: Mr Michael Hameroff, AF/A1DD, michael.hameroff@pentagon.af.mil

Web: http://www.au.af.mil/au/holmcenter/CALT/index.asp

• 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

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

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

• 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

Tinker AFB

Civilian Force Development

• 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)
• Supervisor rating
• Education
• Organization endorsement
• Written statement
• Supervision Decision Course
• Interview
• Next Data Call
• January 2011 (projected)

• 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)

• 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

• 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)

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

• 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

• 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

• 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

• 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

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

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.mil

Web: https://afkm.wpafb.af.mil/src

TEAM TINKER