May 2012 Newsletter

1. Force Development
Highlights
VOLUME 2, ISSUE 5 MAY 2012 THE FORCE DEVELOPMENT NEWSLETTER FOR ALL AIR FORCE EMPLOYEES
DAU Registration Coming—Ensure Member Gets Seat AFMC Force Development
4375 Chidlaw Road
A
Room N208
cquisition workforce mem- the first day of registration starting at 4 WPAFB, OH 45433
bers should regularly monitor a.m. CST. The number of students in
the ACQ NOW website DoD taking DAU training is well over
https://www.atrrs.army.mil/ 100K. These courses are open to stu-
channels/acqnowcl/registrar/ for all cur- dents across the entire federal govern-
rent information regarding DAU registra- ment, not just Air Force. All military
tion and course updates. Supervisors of service components (Army, Navy, AF, SITES OF
INTEREST:
employees on acquisition coded positions DoD) as well as other service compo-
are responsible to ensure the required nents, federal agencies and organizations Supervisor Resource
training is completed during the grace are registering for DAU courses at the Center
period. same time.
Annual feedback sessions are an op- Most resident classes only hold 30 ACQ Now
portunity for supervisors to discuss/ students. Students should apply immedi- DAU Online Catalog
develop employees training plans to in- ately on release of the schedule and un-
clude required acquisition training. This derstand there may be a hundred or more ADLS
is an important step to ensure the mem- other students applying for the same
ber is ready to register and to get their class. ETMS Web
desired schedule for required courses as For commonly used courses such as My Development Plan
soon as registration opens. ACQ 201B, students should apply for YoCE
The FY 13 DAU registration will more than one offering. Even though
open on or about May 17, 2012. Stu- ACQ Now may show availability, the
dents should apply as soon as possible as ACQ Now site is refreshed every 24
classes fill up quickly. The member’s hours. Since classes fill up and form
application will be processed by priority, waitlists, students will not see updates
supervisor approval date, and class start until the following day. Apply early and Leadership and Learning are
date. Priority 1 students take precedence. apply for multiple offerings. APDP Cer- indispensible to each other
In FY 12, SAF/AQH-AFATO proc- tification delinquencies are tracked and
essed nearly a thousand applications on reported to AFMC/CV semi-annually. John F. Kennedy
Supervisor Resource Center Highlight on Change Management
R
ecent changes in the AFMC center change process.
structure will very likely have an impact To help lead your employees through organizational
on many supervisors, possibly in the form changes and successfully navigate unexpected
of changes to staffing levels, the chain of obstacles, visit the SRC Online to brush up on some
command, reductions in the availability of resources key concepts about managing change.
necessary to meet the mission needs, or even a This month’s SRC “Spotlight Topic” section
change in the mission itself. Regardless of the form suggests several short on-line courses and other
it takes, change is inevitable but can be made more reference materiel to help you manage the change
acceptable by involving your employees in the process.
Subscribe to ForceDevelopmentNewsletter@wpafb.af.mil

2. VOLUME 2, ISSUE 5 MAY 2012 Page 2
Human Resource Management Courses Eaker In-Residence FSS Courses
W T
ondering how you the entire A1 Force Support he USAF Eaker College at
can participate in workforce, such as Civilian and Maxwell AFB offers a num-
AFMC’s Year of Military Personnel Management, ber of in-residence
Continuing Force Support Squadron (FSS) Force Support Squadron
Education (YoCE) and enhance Leadership, and Employee (FSS) Leadership courses.
your personnel management Management Relations, to name These include the Force Support
skills as well? a few. Squadron (FSS) Community Services
The Air Force Human For enrollment and course Flight Leadership Course (MFSS305),
Resource Management School requirement information, contact the FSS Sustainment Services Flight
(AFHRMS) can help! AFHRMS at 334-953-3444, or Leadership Course (MFSS308), and
The AFHRMS, located at visit the website at http:// the FSS Manpower and Personnel
Maxwell AFB, has developed www.au.af.mil/au/ecpd/hr/. Flight Leadership Course (MFSS309).
both in-resident and distance In addition, visit and “Like” Students must be recently selected or
learning courses which are the AFMC YoCE facebook page placed as FSS flight commanders/
available to both US Air Force at https://www.facebook.com/ chiefs to be eligible to attend.
civilian employees and Force pages/AFMC-Year-of- Contact your servicing Force De-
Support military and civilian Continuing- velopment Flight for further informa-
employees. Education/196367660441660 tion or to apply to attend.
There are courses to support
ETMS Web and the Individual Development Plan
T
he Air Force Materiel ETMS Web is the web-based iences (details, special projects, on-
Command (AFMC) interactive training management the-job training, etc.) and can change
continually faces mis- system developed by AFMC to from year to year. The primary
sion and management systematically develop the IDP. purpose of the plan is to help
challenges calling for increased An IDP is the foundation of employees set up reasonable goals,
attention to employee develop- the career partnership between the assess their particular strengths, and
ment. employee and the supervisor. It is chart where they can best contribute
Resource constraints and on- a document designed to meet and grow.
going organizational restructur- particular goals for career An effective IDP not only
ing are just two of the many development. IDPs are a method addresses how an organization can
challenges directly impacting the of systematically planning assist an individual in development,
AFMC workforce. New human training and experience in order but it also addresses activities of self
resource processes need to be to develop the specific development undertaken by the
developed and implemented to competencies that may be needed. individual on their own time and at
ensure our workforce has the re- The IDP gives both the their own expense.
quired skills to meet the needs of employee and the supervisor the An IDP is not a binding contract.
their evolving workloads. opportunity to set objectives that While every effort should be made
Individual Development will ensure progress in career by both the employee and the
Plans (IDPs) are essential for development. supervisor to adhere to the plan,
ensuring the training and career The IDP is realistic because circumstances may require
development of employees are the process includes both the modifying the IDP.
strategically aligned with the supervisor’s and the employee’s For more information go to:
mission of the Command and the perspective. https://etmsweb.wpafb.af.mil/
needs of the individual. IDPs are used to plan training etmsasp/public/homepage.asp
and related development exper-