December 2012 Force Development Newsletter

1. Force Development
Highlights
VOLUME 2, ISSUE 12 DECEMBER 2012 THE FORCE DEVELOPMENT NEWSLETTER FOR ALL AIR FORCE EMPLOYEES
Professionalizing Human Resource Development AFMC Force Development
M
4375 Chidlaw Road
any changes have on just transactional services viewed as over- Room N208
occurred in the field head, but one that impacts the organization’s WPAFB, OH 45433
of Human Resource bottom line. In industry, that bottom line is
Development (HRD) profit. In the Air Force, the bottom line is so
but one thing remains constant; the much more critical…"Equipping the Air Force
need to continually develop our for World-Dominant Airpower." The majority of
workforce. During downsizing, rightsizing, re- HRD jobs in industry require an advanced de-
engineering, out-sourcing, in-sourcing, reductions- gree, professional certification, and several years
SITES OF
in-force, and other force shaping activities, sup- of experience. Yet, with so much at stake in the INTEREST:
port personnel have served as a target. However, Air Force, we often fill our vacancies with mini-
the requirement to develop our workforce continu- mal HRD education or experience requirements, Supervisor Resource
ously drives the need for HRD professionals. and have failed to adequately develop ourselves Center
As HRD professionals, we dedicate ourselves to adapt to our evolving function.
to developing people. We have a passion for our To have the kind of impact the Air Force ACQ Now
work and are motivated through the development needs from us, the HRD function must become
of others! Our greatest satisfaction comes from more strategic. Our focus needs to be on ensur- DAU Online Catalog
watching people grow personally and profession- ing our people are equipped with the right com-
ally while knowing we influenced that growth. petencies at the right proficiency levels – thus ADLS
We spend our lives developing others, but, are we our approach… PHrD.
the proverbial cobbler’s children with no shoes? Our PHrD credentialing program will provide ETMS Web
It is time we invest in our HRD personnel by opportunities to obtain progressive levels of cre- My Development Plan
professionalizing our workforce through a well dentials and provide a roadmap for career devel-
defined, competency-based approach that provides opment. Next month, we will identify the PHrD YoCE
credentials to the individual and earns the respect target audience and emphasize the importance of
of our customers. HRD personnel involvement in this critical and
Over the next few months, this section of the exciting endeavor!
newsletter is dedicated to keeping you apprised on Further information on PHrD will be pro-
AFMC’s approach to Professionalizing Human vided next month. Your AFMC HRD Senior
Resource Development (PHrD). Functional is Mr. Mitch Clark. If you have ques- Education is the most
What is driving this need to professionalize our tions please e-mail: mitch.clark@wpafb.af.mil. powerful weapon which you
function? HRD has evolved over the years as a can use to change the world.
field of study. Our function no longer focuses Nelson Mandela
Letters of Evaluation for Officers and Enlisted Members
A
F Form 77, Letters of Evaluation, should be used for Officers and Enlisted members to: 1. Document duty performance
with less than 120 days of supervision, 2. Missing evaluation report, 3. Cover gaps in performance records, 4. Provide
continuation sheets for referral reports, 5. Provide comments by commanders, Air Force advisors, or Acquisition Exam-
iners, 6. Document Enlisted personnel participation in the World Class Athlete Program (WCAP), 7. Other purposes
directed by HQ USAF. Stratifications on Enlisted Letters of Evaluation cannot be used on future reports however, stratifications on
deployed Officers Letters of Evaluation can be used on future Officer Performance Reports. Assignment, command, and develop-
mental education (DE) push statements in deployed Letter of Evaluations are authorized. Deployed stratifications and push state-
ments may be quoted in future officer performance reports (as long as the stratification is not previously documented in the perma-
nent record) and promotion recommendation forms (PRFs). Additionally, deployed Commander Letter of Evaluation is a CSAF
initiative requiring the performance of all commanders on “G” Series orders and for those filling a squadron, group or wing com-
mander position in the deployed environment. The method for capturing this information can be completed in any deployed environ-
ment. AFI 36-2406 Chapter 4 and PSDM 09-12 have specifics on use of the form. Contact your local MPS for further information.
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2. VOLUME 2, ISSUE 12 DECEMBER 2012 Page 2
Steps to Acquisition Career Management DAU/AFIT Requirements Call
S S
upervisors are responsible for creating an environment that o, how are training require-
enables their employees to reach their full leadership poten- ments solicited for the Acquisi-
tial. This includes playing an active role in assisting and ad- tion Workforce Member? The
vising the employee on career development decisions; ensur- Acquisition Workforce member
ing education and training needs are included on the Individual Devel- is required by law, to obtain certification
opment Plan (IDP); providing for adequate time to pursue career devel- in their functional area which includes
opment activities; and encouraging cross-functional training/ courses offered by Defense Acquisition
assignments. While it can be challenging understanding all of the re- University (DAU), then remain current
quirements you need to cover, a short list has been developed to aid in by earning Continuous Learning Points
successful employee mentoring (CLP).
1 Position Coding: You can’t begin mentoring your employee with-
out first understanding the requirements of the position they’re filling.
Annually, AFMC/A1D solicits from
each AFMC installation, the acquisition
Review the position to ensure all acquisition position information is
workforce member’s requirements for
correctly documented. DAU courses. How do I know what I
2
need to take from DAU? Acquisition
Current Qualifications: Review the Acquisition Career Manage- workforce members will need to check
ment System (ACMS) Single Unit Retrieval Format (SURF) with your online for DAU certification standards.
employee. The ACMS SURF is an automated, official record of the What sources can I obtain CLPs? In the
employee’s education, training, and acquisition assignment history. same requirements call, each installation
https://w20.afpc.randolph.af.mil/AFPCSECURENET20/PKI/ submits requirements to support CLPs.
MainMenu1.aspx. AFIT/LS courses cover a wide array of
3 Certification Requirements: Discuss the position certification re-
Acquisition and Logistics areas, many of
which will help meet the statutory re-
quirements with the employee. Employees must meet certification re- quirement for 80 CLPs.
quirements (education, training and experience) associated with the Be sure to check online for DAU certifi-
position they encumber within 24 months after assignment. The most cation standards, http://icatalog.dau.mil/
updated certification requirements are documented in the Defense Ac- and AFIT/LS course listings, http://
quisition University (DAU) iCatalog at http://icatalog.dau.mil/. www.afit.edu/ls/ for all your acquisition
4 Discuss the IDP: Preparation of the IDP is a joint venture between
the employee and the supervisor. The IDP permits the employee and
training requirements!
supervisor to identify and track career objectives in the areas of educa- CDE Selections for 2013
O
tion, training and experiential opportunities.
5
n 1 Nov 12 AFPC an-
Update ACMS SURF and IDP: The first place to start for updating nounced the CY12 Civilian
or making corrections to an individual’s ACMS SURF is the APDP Developmental Education
Functional Manager. They’ll know who to contact and the process for (CDE) Designation Board
making any changes to your official SURF. civilian selectees to attend developmen-
6 tal education in-residence during Aca-
Apply for DAU Training: Now it’s time to put the IDP into action. demic Year (AY) 13-14. AFMC had
After the IDP is reviewed/approved, the employee may apply for DAU over 400 individuals chosen for AF Ba-
courses at https://www.atrrs.army.mil/channels/acqnow/logon.asp. sic, Intermediate, and Senior Level De-
7 velopmental Education. This represents
Approve DAU Training Application: Once you approve the train- a terrific investment in the civilian
ing, it is imperative you honor this commitment to mandatory training workforce who share, or will in the fu-
by affording your employee the time to complete the training. ture share, the mantle of leadership with
Following these steps will enable you to have a more productive military members. Servicing Force De-
mentoring session with your acquisition workforce professional and velopment Flights have more informa-
equip them for the next step in their acquisition career. tion. Congratulations to all selects.
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