1. Volume 1, Issue 11 December 2011
Force Development
Highlights
The force development newsletter for ALL Air Force employees...
A I R F O R C E M A T E R I E L C O M M A N D
S I T E S O F T a k i n g a C o m p e t e n c y -
I N T E R E S T :
B a s e d A p p r o a c h
Supervisor Resource Center
Acq Now
T he Air Force is transforming the development
of civilian employees by taking a compe-
tency-based approach. To better understand a
mal learning opportunities. To better support cus-
tomers requiring Competency Modeling support
and to help professionalize the Force Development
Competency-Based Workforce (CBW), one must community, a pilot initiative is underway using a
ADLS define competency. AFPD 36-26, Total Force competency-based approach.
Development, defines it as an ―observable, measur-
My Development Plan
able pattern of knowledge, skills, abilities, behav- In July 2011, we formed an Instructor Certification
DAU Online Catalog iors, and other characteristics needed to perform Team comprised of experienced Instructors, Force
institutional and occupational functions success- Development advisors, and Instructional Systems
ETMS Web fully‖. Development experts. Since then, the team has
been able to successfully identify critical instructor
Currently personnel are developed through various competencies, define the competencies, define five
AFMC Force Development methods to include education, training, and experi- levels of proficiency for each competency, identify
4375 Chidlaw Road, Rm N208
WPAFB, OH 45433 ence. Education and training requirements are of- the need for two levels of certification and, deter-
ten defined by the employee defining a course they mine the competency proficiency level for each
would like to attend, without considering the com- level of certification.
ON THE WEB
petencies needing development.
The team is now in the process of determining
Questions one should ask are: 1. Is the person assessment strategies for each level of proficiency
competent at the appropriate proficiency level for and will eventually map developmental opportuni-
Did You the current job? 2. What are the competencies ties to each competency and proficiency level.
K n o w ? required to meet future requirements? If leaders
know what competencies individuals possess and Once the Instructor Certification pilot program is
T he Force Development
Newsletter has gone
global—it’s now posted
the competencies required for the job, then the
competency gaps are obvious.
completed, we will have a sustainable process for
developing competency models. The goal is to
build competency models for other Force Develop-
monthly on the Air Force Portal. Benefits from a Workforce Development Perspec- ment occupations and then expand into other Hu-
To download the newsletter tive include: Personnel are deliberately developed man Resource entities. Professionalizing Force
from the portal go to: based on competency requirements; Developmen- Development personnel is critical to ensure we
https://www.my.af.mil/gcss-af/ provide the support and critical strategic advice our
tal opportunities are linked to competencies;
USAF/AFP40/d/ customers need and deserve. For more information
Scarce resources are devoted to fulfilling compe-
s6925EC1356510FB5E0440800
tency gaps; Assessments mean personnel can re- contact your Force Development Flight.
20E329A9/Files/editorial/
Nov2011ForceDevelopmentNe ceive credit for what they already know and, Tech-
wsletter.pdf nology can be leveraged to take advantage of infor-
M a n a g e Y o u r C a r e e r w i t h M y D P
T here are a host of online
tools available to help
Airmen manage and grow their
MyDP is tailored to each
individual user based on career
field, which allows users to see
discussion forums to learn more
about a variety of interests while
interacting with other members
and MyDP, users will be better
able to communicate their career
goals and preferences in the
careers. Significant career what the Air Force and the and leaders. CPT is a new tool ADP.
development tools include My career field advise regarding that allows Airmen to see their
Development Plan (MyDP), the education, training and past assignments, education and Go to the below link to access
Airman Development Plan experience. deployments, and to plan for MyDP:
(ADP) and the Career Path Tool future opportunities. With
(CPT). Users can also take advantage of information gleaned from CPT .My Development Plan
Subscribe or send story ideas or suggestions to ForceDevelopmentNewsletter@wpafb.af.mil

2. Volume 1, Issue 11 Page 2
I n d i v i d u a l D e v e l o p m e n t P l a n s A F D i v e r s i t y
A n IDP is the foundation of the ca-
reer partnership between the em-
ployee and the supervisor. It is a written
munication between the employee and
their supervisor. A ir Force senior leaders released a memo
on Oct 14 entitled "Declaration on Diver-
sity" stressing the importance of diversity in
schedule or plan designed to meet par- 1. Identify Short- and Long-Term today's Air Force.
ticular goals for career development. Career Goals
IDPs identify strengths and develop- Secretary of the AF Michael Donley, AF Chief
mental needs and align these with the 2. Identify Site and Position-Required of Staff Gen. Norton Schwartz and, Chief Mas-
goals of an organization. It is an indi- Training ter Sgt. of the Air Force James Roy signed the
vidually tailored action plan that out- Declaration on Diversity, stressing the impor-
lines developmental objectives with the 3. Determine Development Opportu- tance of diversity at tactical and strategic levels
activities to achieve the objectives. nities & Objectives as keys to mission success. "Diversity, as de-
fined by the Air Force, aggregates our strengths,
IDPs are used to plan training and re- 4. Explore Development Options and perspectives and capabilities in a way that tran-
lated developmental experiences Select Activities scends individual contributions," the memo
(details, special projects, on-the-job states. "It speaks to each Airman's responsibil-
training, etc.) They can change from 5. Develop/Review Individual Devel- ity, as public servants, to embrace and gain a
year to year, and their primary purpose opment Plan with Supervisor and better understanding of diversity as a tool to
is to help employees set up reasonable enter data enhance unit cohesion and the Air Force's abil-
goals, assess their particular strengths, ity to carry out its mission globally.‖
and chart where they can best contribute 6. Take Action
and grow. "From our perspective, diversity throughout our
7. Monitor Progress Air Force is a military necessity," the senior
Because "development" does not just leaders said. "We will promote an Air Force
mean moving up or into another job, the An IDP is not a performance ap- culture that embraces diversity and provides the
IDP can be concerned with the em- praisal. The IDP focuses exclusively opportunity for all Airmen to reach
ployee's growth in their current job- on the employee's growth and devel- their full potential and provide the required sup-
mastery of skills or learning different opment. Supervisors will provide porting programs and resources."
facets of the job. Requirements are con- information on the organization's short
stantly changing and it is critical to be -and long-term plans, its staffing View the Declaration on Diversity at: http://
current, if not ahead of the change. needs, its need for particular skills, www.af.mil/shared/media/document/AFD-
and what career paths exist or are 111101-008.pdf
The IDP Process is a seven-step process planned for the employee.
that involves continuous two-way com-
F o r m a l M R T P D a t a C a l l
Develop a passion for
T he FY15 Mission Readiness
Training Program (MRTP) Data
Call is now underway. The AFMC
Data Call. In addition to building the new
FY 15 MRTP requirements, this is also our
opportunity to review and validate FY13
learning. If you do, you
will never cease to grow.
Functional Managers (FM) should be and FY14 requirements. The AFMC FMs
working with their counterparts at each will incorporate all responses in an effort
of the AFMC Bases; this could include to eliminate duplications. AFMC Base and - Anthony J. D'Angelo
but not limited to their Base Training HQ AFMC contacts can be found on the
Focal Points. Suspense from the MA- third tab on the spreadsheet.
JCOM FMs to AFPC is 9 Dec 2011.
What does this mean to you? This is Go to: https://afkm.wpafb.af.mil/
your chance to be proactive and look at community/views/home.aspx?Filter=MC-
future requirements. How can you ED-01-69
help? Recommend you ensure that
your base contacts are aware of the

3. Volume 1, Issue 11 Page 3
N e w A P D P E x p e r i e n c e M y E T M S We b
U p d a t e P r o c e s s
I n July 2011, SAF/AQH implemented
an Acquisition Career Management
System (ACMS) tool to document past
System (DCPDS). However, any back-
log of existing acquisition coding up-
date requests will be processed by the
E TMS Web/MyETMS was updated to
include the self-registration process.
What does this mean to you and your cus-
acquisition experience coding for civil- applicable civilian personnel office and tomers?
ians. input into DCPDS. ETMS Web now allows the scheduling
of Self-Registration Classes. These classes
New employees no longer have to Local processes currently used for can be built for any type of course in the
wait until their prior experience is en- reviewing and submitting adjudication online catalog, but they differ from quota
tered into their civilian career brief to and coding update requests to the managed classes in the following ways:
request adjudication. MAJCOM APDP functional manager The classes will never have costs associated
remain the same with the implementa-
with them AND The classes will never
MAJCOM APDP functional manag- tion of this new tool.
have quotas allocated. Employees are en-
ers can now input civilian acquisition
rolled on a first-come, first-served basis.
experience coding updates directly into The center functional or APDP man-
ACMS following their review and adju- ager performs the initial review to ensure Employees may enroll themselves in a
dication of civilian documentation of proper documentation is provided to class roster via the MyETMS system up
previous acquisition experience. support the request prior to forwarding until the class suspense date, or until the
The acquisition experience credit will be to the MAJCOM APDP functional man- class has been closed by the E&T, which-
reflected in the ACMS career brief, but ager for adjudication and approval. The ever occurs first.
will not flow into the official personnel new process eliminates the time and ex- Employees do not need to have a vali-
record. tra steps for the record update. dated training requirement in order to be
enrolled in the class roster. Instead, a train-
New requests for APDP experience If you do not know the local process ing requirement will be added (in Com-
coding updates no longer need to be sent for requesting acquisition experience pleted status) to the employee’s IDP after
to the local Civilian Personnel Flight or adjudication contact your center APDP the training is completed.
AFPC because the APDP coding will no manager. https://etmsweb.wpafb.af.mil/etmsasp/
longer be input into the duty history area public/homepage.asp
of the Defense Civilian Personnel Data
A F D D 1 - 1 A i r F o r c e C D E P r o g r a m
A revised AFDD 1-1, Leadership
and Force Development Doctrine, T he Civilian Developmental Education
(CDE) program offers a wide variety
of basic, intermediate, and senior level
AFPC-managed Development Teams and
career field teams are responsible for iden-
tifying, vectoring, and making selections.
was recently approved. This doctrine
lays out the best AF practices for opportunities for civilians to develop cor- Hundreds of CDE candidates in grades GS
creating leaders and applying porate leadership and management capa- -7 through GS-15 are annually selected for
leadership. The term ―Airman‖ now bilities. The goal of the CDE program is to CDE programs, including in-residence
includes all uniformed members of the identify and select high-potential employ- professional Military Education programs.
Air Force as well as DAF civilians. ees to attend developmental education CDE Timeline: Call for applications—
AFDDs are available on the Air Force (DE) programs which best suit their career Mar; Applications due—May; Selections
Portal homepage (Doctrine tab) as well goals and the needs of the AF. Employees announced – Nov. For CDE info call your
as the Air Force’s electronic publishing are then placed in a follow-on assignment Force Development Flight. For more info
web site. Go to: www.my.af.mil utilizing their DE experiences. go to: www.af.mil
D
S O S U p d a t e o you have a story or an idea for a
story you’d like to share with the
S OS resident is offered five times
annually to four to seven year cap-
tains and DoD civilians grades GS-9,
residence SOS is not affected by dis-
tance learning completion. For more
information go to:
Force Development audience? If so, please
send an email to:
WG-10, WL-9 and WS-8 and above https://gum-crm.csd.disa.mil/app/ ForceDevelopmentNewsletter@wpafb.af.mil
with four years of continuous Civil Ser- answers/detail/a_id/9067/kw/SOS%
vice employment. Eligibility for in- 20resident/p/1%2C2/r_id/100169