Civilian Career Development 20 May 2010

Presentation Transcript

OKLAHOMA CITY

AIR LOGISTICS CENTER

TEAM TINKER

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

Overview

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,

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

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)

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

Civilian Acculturation & Leadership Training

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 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

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

OC-ALC Functional Management

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

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)

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)

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

ILDP

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)

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

Self nominate via annual Data Call Nov- Jan

POC: Tim Collins, 72 FSS/FSDT, 739-5472

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

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

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