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OKLAHOMA CITY AIR LOGISTICS CENTER. TEAM TINKER. Civilian Career Development 20 May 2010. Mr. Bill Swigert OC-ALC/DP 405-739-3334 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. Overview. AF Civilian Force Development Career Field Management

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Civilian Career Development 20 May 2010

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civilian career development 20 may 2010




Civilian Career Development 20 May 2010

Mr. Bill Swigert



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
af development levels afdd 1 1
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)
  • 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:, select Force Development under the Life and Career tab

civilian development continuum
Civilian Development Continuum

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)


Degree Programs

MAJCOM / Base Seminars


First Time Supervisors Course

Foundational / Local

SOS (non-residence)

ACSC (non-residence)

AWC (non-residence)

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


New Employee Orientation (NEO)

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


civilian acculturation leadership training
Civilian Acculturation & Leadership Training

POC: Mr Michael Hameroff, AF/A1DD,


  • 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 development education cde
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 (

Click on Civilian Employee, Click on Career Development

POC: Ms. Loretta Brown, AFPC/DPIF,

civilian development education cde1
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



Career Field Management

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 management1
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

Tinker AFB

Civilian Force Development

supervisor development program sdp
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)
  • 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)

intermediate leader development program ildp
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
  • 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


  • 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
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
  • 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 or through the Interactive Voice Response System at 1-800-616-3775

POC: Kristen Matthews, AFPC/DPIDOM, 734-4533

civilian tuition assistance ctap
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
  • 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

three steps to planning development
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

supervisors resource center
Supervisors’ Resource Center

Supervisor Resource Center:

Force Development CoP:

POC: Ms Maggie Grace, AFMC/A1D,