1. Volume 1, Issue 5 June 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
A i r m e n D e v e l o p m e n t P l a n ( A D P )
INTEREST:
a n d C i v i l i a n D e v e l o p m e n t
T
 Supervisor Resource
he Air Force will begin using the Airmen Devel- Civilians and supervisors can familiarize themselves
Center
opment Plan (ADP) system for civilians who with the application through tutorials, manuals, and
 Professional Development wish to be considered for certain developmental oppor- FAQs that are available on the AFPC ADP webpage at
Guide tunities. ADP has been used by Air Force military https://gum-crm.csd.disa.mil/app/answers/detail/
officers since March 2009. With the recent update to a_id/8987/kw/8987/r_id/100169. You may also search
 ACQ NOW
ADP, the Air Force will have one total force tool to on keywords ADP, Airmen Development Plan, or 8987
 My Development Plan create development plans. This release will replace the (the knowledge article number).
Transitional Civilian Development Plan (T-CDP). The
 APDP Information Trifold current AY12 Civilian Developmental Education ADP now provides the Air Force with one total force
 Language Enabled Airman (CDE) application call will not require the use of ADP. process for both military and civilians who wish to be
Program (LEAP) considered for developmental opportunities. The Ca-
Civilians can use ADP to create development plans and reer Development Teams will also have a streamlined
 Defense Civilian Emerging send them to the Air Force Personnel Center (AFPC). and simplified method to conduct development vector-
Leader Program (DCELP) The ADP facilitates the force development process for ing and ranking events that involve both military and
officers and civilians. civilian members. Prior to this change there was no
AFMC Force Development consistent method across Career Fields or between
4375 Chidlaw Road, Rm N208 In March 2011, select career field teams began direct- military and civilian members to be considered for
WPAFB, OH 45433 ing civilians to use ADP to apply for certain develop- developmental opportunities.
mental opportunities. ADP use by civilians and super-
visors begins as each Career Field Team announces If you have questions, contact the Total Force Service
their Developmental Team (DT) vectoring calls. The Center at 1-800-525-0102; select option 2, and then
application is currently available on the Air Force Per- option 3. Counselors are available Sunday 3 p.m. to 11
ON THE WEB sonnel Services website at p.m.; Monday through Thursday, 7 a.m. to 11 p.m.; and
https://gum.afpc.randolph.af.mil under the "Secure Friday 7 a.m. to 6 p.m. (Central Standard Time).
Apps" link at the top right of the screen.
New Professional Mandatory Supervisor MyDP -
Development Guide Training Mentoring Module
T he new Professional Develop-
ment Guide (AFPAM 36-2241)
is available on the Air Force e-
A ttention new supervisors! AF policy requires
newly-assigned supervisors of civilians to
complete Mandatory Supervisor Training (MST)
M yDP contains a mentoring module where
you can share your Development Plan with
other people such as a mentor or supervisor. Your
Publishing web site. The effective within the first 180 days (120 days for AFMC). mentor will have the ability to view your career
date of the new PDG is 1 October Recently many supervisors attempting to enroll progress in your development plan and give you
2011. To supplement the PDG and were experiencing difficulty as course rosters were feedback and advice.
assist Airmen in studying for promo- often full.
tion testing, Mp3 audio files and inter- To gain a mentoring session, simply log-in to the
active exercises will be available on AETC Eaker Center has received additional AF Portal and click on the My Development Plan
resources to meet a surge in enrollments.
the Air Force On-Line Professional link on the left side of the page (or click here My
Additional MST course offerings were added in
Development Guide web site. Development Plan). Then click on the Mentor
April with more coming on line in May through
Sept. AETC makes every effort to fill all Network link under My Account. From there, you
Active duty airman testing in the 2012 available seats as quickly as possible. If you’re can request a person view your development plan
and 2013 cycles will use the 1 October experiencing issues in registering for classes or as a mentor. You’re not finished yet! The next
2011 PDG. You can get the new PDG have any questions, please contact Ms. Benita Lee step is to schedule time with that person for a
at the following sites. at 334 953-8944 (DSN 493) or mentoring session.
benita.lee@maxwell.af.mil.
Professional Development Guide site Enrollment: https://wwwd.my.af.mil/afknprod/ What you learn from mentoring may put you on a
ASPs/CoP/OpenCoP.asp?Filter=AF-ED-00-38. career path you may have never imagined.
Air Force e-Publishing web site
Send story ideas or suggestions to timothy.frey@wpafb.af.mil.

2. Volume 1, Issue 5 Page 2
La ng ua g e E nable d Air ma n Pr og ra m (LE AP )
L EAP is a newly established career-
spanning program to select, develop and
increase foreign language capability within the
was an Air Force recognition of this require-
ment.
be encouraged to regularly practice their lan-
guage skills (with guided instruction). Other
language intensive learning opportunities will
general population of Airmen. The objective A primary goal of LEAP is development of a be provided at key scheduled intervals
of LEAP is cross-culturally competent leaders core group of Airmen across all Air Force throughout a career at no cost to the Airman.
across all Air Force specialties with working specialties and careers (up to 5% of the total Participants will be required to take an annual
level foreign language proficiency – leaders active duty force) possessing a capability to Defense Language Proficiency Test and are
that can meet Air Force global mission require- communicate in one or more foreign lan- eligible for applicable foreign language profi-
ments. LEAP is a volunteer program targeting guages. Participants recruited into the pro- ciency bonuses. LEAP participants will be
those early-career Airmen most likely to take gram will acquire one of 26 languages on the afforded unprecedented opportunity to use
fullest advantage of language learning. USAF Strategic Language List of “Immediate their language skills in support of the Air
Investment” or “Stronghold” priority catego- Force global mission.
Numerous studies have documented the com- ries.
pelling need for US military personnel with The next board is scheduled to take place at
greater foreign language, regional and cultural LEAP will select qualified volunteers, provide Maxwell Air Force Base on Sept. 14 and
proficiency. In response, CJCSI 3126.01, Lan- them career-long sustainment language train- 15. Application criteria will be released on
guage and Regional Expertise Planning (11 ing, then track their progress across a service July 5, 2011. Applications will be accepted
Feb 2008) explicitly identified foreign lan- career, with a goal of achieving and maintain- from July 5th until September 5th, 2011. In
guage and regional abilities as “critical war- ing an ILR (Interagency Language Roundta- preparation for the next board, candidates are
fighting skills,” stating that these should be ble) skill level of 2. Selection will be based on encouraged to ensure DLPT scores are within
integrated into future operations “to ensure that an Airman’s potential to achieve higher levels one year of selection board date.
combat forces deploy with the essential ability of proficiency as indicated by past perform-
to understand and effectively communicate ance in language courses, DLPT/DLAB LEAP is managed by the Air Force Culture
with native populations, local and government scores, and previous foreign language expo- and Language Center, Maxwell AFB, AL, on
officials, and coalition partners when in thea- sure. LEAP participants will commit to main- behalf of the Air Staff. Questions may be
ter.” This requirement not only applies to mili- taining their language skills throughout their addressed to Mr. Jay Warwick at
tary language professionals, but also to mem- careers while pursuing their normal opera- jay.warwick@MAXWELL.AF.MIL or DSN
bers of the General Purpose Forces (GPF) who tional assignments. Upon entry into the pro- 493-1052 (Comm. 334-953-1052). For more
must apply language skills in support of unex- gram, LEAP participants will undergo an ini- information, visit
pected, short notice requirements and expedi- tial language intensive learning opportunity http://www.culture.af.edu/leap/index.html.
tionary operations. The Air Force Culture, and then be connected to a distance learning-
Region and Language Flight Plan (May 2009) based community of learners, where they will
Defense Civilian Emerging Leadership Knowledge
Leader Program (DCELP) Center: Succession Planning
D CELP is a new DoD program for individuals in permanent, full-
time GS 7-11 (or equivalents) positions to fill a critical need of
leader development at the entry level for the civilian workforce. The
E ach month, the Leadership Knowledge Center showcases a
Featured Topic. This month’s topic is Succession Planning.
Succession planning is a process for identifying and developing internal
Civilian Personnel Management Service (CPMS) Leader & Profes- people with the potential to fill key leadership positions in the company.
sional Development Division developed a curriculum for emerging Succession planning increases the availability of experienced and
leaders that includes DoD acculturation and addresses various leader- capable employees that are prepared to assume these roles as they
ship competencies. become available. Effective succession or talent-pool management
concerns itself with building a series of feeder groups up and down the
Each DCELP program is made up of a series of in-residence courses at entire leadership pipeline or progression. Fundamental to the
the DOD Executive Management Training Center. Students should succession-management process is an underlying philosophy that
anticipate spending approximately 34 days TDY throughout the 12-18 argues that top talent in the corporation must be managed for the greater
month program. CPMS will cover all tuition, course materials, and good of the enterprise.
lodging for each participant while each student's unit will be responsible
for travel and per diem costs. If there is no succession planning process, how will the company
develop and nurture its human capital? How will you assure a
AF will participate in the DoD call for nominations for the September continuing sequence of qualified people to move up and take over when
2011 DCELP pilot offering. The pilot will be open to emerging leaders the current generation of managers and key people retire or move on?
in the Acquisition, Financial Management, and Human Resource com- With 55% of the AFMC civilian workforce eligible to retire in 5 years,
munities only. Once official application announcement is received succession planning is imperative.
from AF/A1 we’ll ensure each Force Development Flight receives all
guidance, forms, and procedures. For more information, please visit the You can find this and more topics from the Leadership Knowledge
DCELP homepage at Center link on the Supervisor Resource Center under the Resources for
http://www.cpms.osd.mil/lpdd/lpdd_index.aspx. Development link.