1. Volume 1, Issue 3 April 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
SITES OF
INTEREST:
Le a de r ship K now l e dg e C e nte r
 Supervisor Resource
Center
I n our continued pursuit to illustrate all of the force
development resources you may need to perform
your mission, we‟re bringing you SkillSoft‟s Leader-
assets designed to meet the needs of different learn-
ers. Users can access hands-on, interactive assets
that let them put growing skills to the test in realis-
 DoD Hiring Reform ship Knowledge Center. tic situations.
 USAJobs
.  Learning Roadmaps - a set of courses and aids
SkillSoft's Leadership Knowledge Center offers im- with specific focus areas such as building improved
 Human Resources mediate access to a wealth of comprehensive refer- working relationships, leading the workforce gen-
Management School ence materials, topical spotlights, and ongoing auto- eration, giving effective presentations, and effective
Virtual Campus matic content updates, facilitating both on-the-job use of feedback.
learning and more formal instruction. From the Lead-  Books 24x7 - topical references from the books
 ACQ NOW
ership Knowledge Center, you can access: 24x7 library on a wide variety of leadership sub-
 AFMC Force Development jects
 Featured Topic (updated monthly) - contains SkillSoft Courses - organized into targeted learn-
 My Development Plan
suggested reading, a course spotlight, and a leader- ing roadmaps
AFMC Force Development ship challenge, a brief presentation of a situation
4375 Chidlaw Road, Rm N208 or problem that asks the learner to think of a solu- You can get to the Leadership Knowledge Center from
WPAFB, OH 45433
tion before consulting recommended solutions the Supervisor Resource Center (SRC) at https://
 Business Impact and Challenge Series - a set of afkm.wpafb.af.mil/src. Once there, click on Resources
concise, scenario-based vignettes created with the for Development icon on the right side of the page.
learner in mind. This content is designed to en- Clicking on the Leadership Knowledge Center link will
ON THE WEB gage the learner in rich content designed to enable take you to SkillSoft‟s site, which contains a wealth of
problem analysis and solution definition. resources for your development. To continue to the Air
 Practice Zone and Labs - a variety of learning Force Leadership Knowledge Center, simply click on
the link.
Re sume Writing M anda tor y S upe r visor
Re sourc e s Tra ining E quiva l e nc y
A re you planning to apply for a
different civilian position? If
so, pay attention! AFMC will
for some). Each applicant can
store up to 5 resumes to allow for
different position requirements.
M andatory supervisor training
for newly-assigned military
policy updating acceptable
equivalent courses for the
and civilian supervisors is a critical
Supervisor Course. Newly-
soon launch a Single Staffing Tool element to successful performance assigned civilian supervisors with
(SST). Current AF employees There are numerous resources of supervisory duties. a course completion within the
self-nominate for positions via the available to aid in your resume previous five years of supervisory
AFPC secure website. No resumes development. For example, USA To meet initial and continuing assignment in ALS, NCOA,
were required in this system, be- Jobs has an information page dedi- supervisor development, the Air SNCOA, SOS, ACSC, or AWC
cause skill codes and career briefs cated to creating a winning re- Force offers three courses - USAF will be granted course equivalency
were used to qualify, rate, and rank sume. http://www.usajobs.gov/EI/ Supervisors Course (for all civilian for USAFSC.
internal applicants. That will no resumeandapplicationtips.asp#icc supervisors), Civilian Personnel
longer be the case with the SST. Management Course (for civilian Servicing Force Development
The Supervisor Resource Center at and military members supervising Flights will ensure proper
The SST is a staffing method that https://afkm.wpafb.af.mil/src con- civilians), and Military Personnel equivalency credit and official
streamlines the civilian hiring tains numerous resources on Skill Management Course (for civilians record update is completed.
process by providing one location Soft under the Resources for De- supervising military) which must
for job announcements for all ap- velopment page. be completed within the initial 180 To register for supervisory
plicants (both internal and exter- days of supervisory assignment. training, newly-assigned
nal). You can now see all posi- Resume training and assistance is (AFMC policy will soon be 120 supervisors can go to the
tions offered at www.usajobs.gov. also available from your local days.) Supervisor Resource Center at
To aid in rating applicants, USA- Airman and Family Readiness https://afkm.wpafb.af.mil/src.
Jobs uses resumes (a big change Center (A&FRC). AF/A1 recently implemented
Send story ideas or suggestions to timothy.frey@wpafb.af.mil.

2. Volume 1, Issue 3 Page 2
Hiring Re f or m - A M ana g e r’s Pe r spe c tive
H iring Reform consists of several key
focus areas, one being the active in-
volvement of managers in the hiring process.
ATTRACTING THE CANDIDATE
Attracting quality candidates is enhanced by
accurate and understandable descriptions of
 Notify appropriate officials of your deci-
sion
While hiring is a shared responsibility with job duties, responsibilities, and required quali- SHAPING EARLY EXPERIENCES
shared accountability among many stake- fications. A smooth transition into the new job increases
holders, hiring the best person to meet the mis- employee productivity and retention. Research
sion needs is a management responsibility. As AS A HIRING MANAGER, YOU SHOULD: shows most employees decide if they are going
a hiring manager, recruiting top talent for your  Confirm required skills and responsi- to stay or go within the first six months of
work effort is one of the most important and bilities, and align with needs employment, so be sure to make a positive
pressing activities you can undertake to meet first impression.
your mission
requirements.
This article pro-
vides a brief
introduction
to the four key steps of the hiring process, with  Choose the best recruitment strategy AS A HIRING MANAGER, YOU SHOULD:
helpful tips to facilitate that process.  Stay informed and involved
 Use simplified job announcements
 Plan for a successful Day One
PLANNING
Planning for hiring requires sound strategy and
MAKING HIRING DECISIONS  Cultivate a positive experience for the
Involving your HR office can eliminate prob- new employee
careful implementation.
lems and ease the process.
AS A HIRING MANAGER, YOU SHOULD: Finding and hiring top talent for the Air Force
AS A HIRING MANAGER, YOU SHOULD: is critical to achieving our mission. Your ac-
 Review your strategic workforce plans
 Determine schedule availability and set tive participation in workforce planning, re-
 Identify your talent requirements aside time for interviews early in the cruiting, hiring and developing talent strength-
 Consider the labor market process ens the Air Force and makes us an employer of
 Complete timely interviews choice. Contact your HR office for assistance.
K now le dge Nugg e t Fa l l 1 1 A s s i g n m e n t s
“If you sign up to be a supervisor,
you have got to be committed, be-
cause it‟s not only the talking. It‟s
help you right now,” -- you‟re done.
Forget it because that story will go
across your organization, and people
F all 11 assignment cycle details for submitting position
requirements to AFPC via the AMS data base:
the documenting. It‟s putting the will know „he talks it but he doesn‟t KEY DATES
good things on paper. Because guess walk it.‟ That‟s the other thing about  VML Starts: 21 Mar 11
what -- people don‟t get promoted, being a supervisor - you‟ve got to  Last Day for Reclamas: 31 Mar 11
and people don‟t get advanced, and know yourself, and you‟ve got to be
 Last Day to Submit By-Name-Requests (BNRs): 07 Apr 11
people don‟t get recognized. They committed. And if you‟re not com-
don‟t get awards unless somebody‟s mitted, don‟t do it because it‟s hard  Last Day to Submit Requisitions: 07 Apr 11
back there doing the work. And if to be good. You can be great and  Final VML Posted: 5 Apr 11
you sign up to be a supervisor, then you can do one thing wrong, and a lot  PRD Visibility Window : 22 Apr 11 – 16 May 11
you‟re responsible to do that as well. of people will turn you off, because  ADP due: 16 May 11 (COB)
And that‟s a hard thing for people to you‟re on display all the time. Peo-  Assignment Matches: Jun – Jul 11
understand. So that‟s why I tell peo- ple expect you to be good. They
 RNLTD: Oct 11 - Jan 12
ple, if you want to do this great, but want you to be good, but they hold
make sure you know what you‟re you accountable for what you do for
*VML reclamas should be coordinated with an officer‟s AFPC
getting yourself into because you‟re them. And I think that‟s reasonable.”
Functional Assignment Officer (per officer‟s AFSC) using
making a commitment to those peo- - Brig. Gen. Joseph M. Reheiser
AMS.
ple. If you really care about your was Commander, Air Force Security
people, that‟s the thing, you can‟t Assistance Center, Wright-Patterson
Note: Unfilled Summer 11 requirements will not be
fake it. I mean, if you say you care AFB, Ohio. He retired on 1 June
automatically "rolled" for consideration into the Fall cycle.
and the first time one of them calls 2009.
New requirements must be created in AMS for any vacant or
you up and says they need help and For complete Nugget library access,
vacating position that a staff/organization desires to be filled.
you go, “well, you know, I‟m out to please visit the Supervisor Resource
This will prevent duplicate requirements and address situations
dinner with my wife and I really can‟t Center. https://afkm.wpafb.af.mil/src
where the position was filled internally due to a projected gap.