The document summarizes the history and purpose of the My Development Plan (MyDP) application used by the Air Force. It began as separate applications for enlisted members (MyEDP), officers (MyODP), and civilians (MyCDP). These have now been combined into a single MyDP application to provide a centralized force development platform with information from multiple personnel systems. MyDP gives Air Force members easy access to education, training, and experience data to help with career and professional development planning. The article provides links and resources for using MyDP.

1. Volume 1, Issue 4 May 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 M y D e ve l opme nt Pl a n (M y D P )
A
INTEREST:
re you confused with all of the ―Development cation is now called "My Development Plan"
 Supervisor Resource Plans‖ you’ve seen recently? There was (MyDP) and consists of an improved MyEDP, My
Center MyEDP, MyODP, MyADP, MyCDP, and MyXDP. Officer Development Plan (MyODP), and My Civil-
 DoD Hiring Reform This article will sort through the history and what ian Development Plan (MyCDP). MyXDP was an
you need to know about ―My Development Plan interim name for this application. The bottom line is
 Air Force Diversity (MyDP).‖ whether you’re enlisted, officer, or civilian, MyDP
is the place to go to find your information.
 ACQ NOW
In October 2006, the Air Force launched "My
 AFMC Force Development Enlisted Development Plan" (MyEDP). MyEDP MyDP is the "go-to" informational site for all Air
was designed to aid enlisted members (both active Force members (military and civilian), providing
 My Development Plan and reserve) by giving them a single source for in- one central force development platform for an indi-
 APDP Information Trifold teractive information on Force Development areas of vidual's education, training and experience. MyDP
education, training, and experience for their rank compiles information from multiple systems
AFMC Force Development and career field. MyEDP also included a mentoring (including MilPDS, DCPDS, and ADLS) and dis-
4375 Chidlaw Road, Rm N208 capability, online forums, and access to real-time plays relevant force development data in easy-to-
WPAFB, OH 45433
data from AF personnel, education, and training read reports, therefore dramatically reducing the
systems so they could set appropriate goals and need for members to log into multiple systems. It
make informed personal and professional develop- also offers mentoring capability as well as Air
ment decisions. Force-wide and Career Field-specific forums for
members.
ON THE WEB On 1 March 2010, the Air Force launched a major
enhancement to this application by expanding its You can access MyDP from the Air Force Portal or
availability to officers and civilians; the new appli- AFPC Secure websites.
AFMC Military F Y 1 2 DA U CY11 Force
Decorations Guide Course Schedule Management Boards
P rocessing military decorations can seem
like a daunting task at times. In order to
create a more effective process, AFMC/A1D
T he FY12 DAU course schedule
will be released for student
registration on or about 18 May 2011.
I n January 2011, Air Force Officials
announced Involuntary Force Management
measures will be implemented in FY11 in
developed a military decorations guide. This The course schedule is open DoD-wide order to meet the congressionally mandated
guide will inform AFMC personnel on re- with no quotas held specifically for the end strength for FY12. These measures will
quirements for decorations requiring AFMC/ Air Force. History tells us many include a Force Shaping Board (FSB) and
CC/CV or SAFPC approval. courses fill within the first few weeks of Reduction in Force Board (RIF). The key
open registration. While DAU courses
Personnel preparing an award nomination can dates for the boards are below.
are not the sole requirement for
view the manual on the AFMC EIM site at certification, they are an important
https://cs.eis.afmc.af.mil/sites/AFMCAwards/ piece. Please understand your CY11 Board Dates FSB RIF
Military Awards Program/AFMC Military acquisition position certification RRFs due to AFMC 10-Mar-11 22-Jul-11
Decoration Manual - 1 March 2011.docx. requirements, and be the first to register
for classes in May. If you are unsure of RRF to members NET 8 Apr 11 NLT 2 Sep 11
AFMC Supplement to your APDP position coding, talk with AFPC Board 9-May-11 19-Sep-11
AFI 36-401 Released your supervisor.
Member Notified Jul-11 Nov-11
T For more details about APDP Member Separated 1-Oct-11 1-Feb-12
he long awaited AFMC Supplement to
AFI 36-401, Employee Training and certification and the training
requirements, please see the DAU Contact your local Force Support Squadron
Development has been released. This publica-
tion is available via AFPubs iCatalog.at http://icatalog.dau.mil/ Career Development office with questions.
(http://www.e-publishing.af.mil/). onlinecatalog/careerlvl.aspx.
Send story ideas or suggestions to timothy.frey@wpafb.af.mil.

2. Volume 1, Issue 4 Page 2
Hiring Re f or m - An HR Pe r spe c tive
I f you’ve been following along, the previ-
ous two newsletters discussed Hiring
Reform – we provided a brief background
position beyond the job posting, especially
for hard-to-fill positions. These kinds of
coordinated efforts direct the success of an
Select the Best
Assessing and selecting the right candidates
for a position is a critical part of the hiring
and illustrated Hiring Reform from a Man- agency’s recruiting efforts and, ultimately, process. Identifying the person who is the
ager’s perspective. We’ll use this final arti- the quality of candidates hired. best fit is critical to satisfying hiring manag-
cle in the three-part series to discuss Hiring ers and ensuring top talent is continually
Reform from a Human Resource Profes- entering and progressing through Federal
sional’s perspective. This article isn’t employment. One size does not fit all
intended to explain every facet of Hiring when it comes to assessment. Choose an
Reform. Instead, we’ll provide a little approach based on multiple factors that fit
background on select points and show you 1. Prepare to Hire 2. Recruit Top Talent the situation.
where you can go for additional informa-
tion. Measure Success
Although improving the hiring process
Improving your hiring process in a mean- 3. Select the Best 4. Measure Success often focuses only on shortening the time
ingful way is what Hiring Reform is to hire, it's equally important to assure the
about, whether it is shortening the time it Recruit Top Talent quality of hires. Meaningful metrics can
takes to post a position or sharpening the Posting a job announcement to satisfy pub- help you measure how well new hires fit
way you select the best candidate for the job. lic notice requirements may not be enough. their jobs over the long run. The appropri-
To hire top talent, we must actively recruit ate set of hiring metrics may vary from
Prepare to Hire in ways that appeal to highly qualified indi- agency to agency, depending on hiring goals
Many steps in the hiring process occur be- viduals. The job announcement is not only and business needs, but should always in-
fore an agency even posts a job. During this a marketing tool – it’s also the first step in clude both time and quality measurements.
critical front-end period, collaboration be- the assessment process, as it is the basis
tween the HR team and the hiring manager upon which potential applicants determine For more information, visit the Office of
is vital. The HR team elicits important de- whether or not they meet the requirements Personnel Management (OPM) Hiring Re-
tails about the job’s requirements and the of the job. This is why it is so important to form website
hiring manager communicates his or her clearly articulate the requirements for skills http://www.opm.gov/hiringreform/ and the
expectations about the ideal candidate. To- and experience, sell the position, and pursue DoD Hiring Reform website
gether, they discuss how to best market the candidates in the right places. http://www.cpms.osd.mil/HiringReform/.
Air Forc e D ive r sity Roa dma p
―Diversity is a strategic imperative for our Nation, and something eign language, and physical fitness.
that we must pursue together. Our Commander-In-Chief has rightly
sounded the clarion call for service and sacrifice- in or out of uni- RECRUIT high-quality, diverse individuals to serve with the
form…‖ -- General Norton A. Schwartz, CSAF United States Air Force in uniform or as a civilian employee - In-
crease the Air Force’s ability to hire a high quality, diverse work-
The Air Force broadly defines diversity as a composite of individual force.
characteristics, experiences and abilities consistent with the Air
Force Core Values and the Air Force Mission. Diversity encom- DEVELOP a high-quality, talented and diverse Total
passes demographic, cognitive/behavioral, organizational/structural Force—officers, enlisted and civilians - Ensure effective training,
and global diversity. education, mentoring, and professional development to provide
tools for personnel to navigate career progression while nurturing
In order to create a more diverse workforce, the Air Force has cre- innovation, service and leadership.
ated a diversity roadmap outlining five diversity priorities.
RETAIN a high-quality, diverse Total Force - Achieve an inclusive
INSTITUTIONALIZE…Diversity as Necessary to Mission Suc- environment that provides the total force with the opportunity to
cess - Develop structures and strategies to equip leaders with the realize their full potential, and the ability to apply it in their service.
ability to manage diversity, be accountable, measure results and
engender a culture of inclusion. There are 73 books, courses, and job aids on diversity available
through the Leadership Knowledge Center section of the Supervisor
ATTRACT high-quality, talented, diverse individuals to consider Resource Center (SRC) at https://afkm.wpafb.af.mil/src. Once
service in the United States Air Force - Air Force role models create there, click on Resources for Development icon on the right side of
a positive influence in the community specifically with regard to the page. Clicking on the Leadership Knowledge Center link will
encouraging skills and habits consistent with Air Force service such take you to SkillSoft’s site, which contains a wealth of resources for
as STEM (science, technology, engineering and mathematics), for- your development.