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.
The document summarizes highlights from the AFMC Force Development newsletter. It discusses the Year of Community College of the Air Force (YoCCAF) initiative to encourage enlisted members to complete CCAF degrees. It notes that the target of a 10% increase in degrees was exceeded, with an 11% increase in degrees awarded in 2011 compared to 2010. It also announces that Phase II will focus on continuing education beginning in January 2012.
1) The Air Force is contacting civilian employees who have updated their education or training in MyBiz to submit documentation to verify the updates.
2) Officers are eligible for voluntary early release programs like Time in Grade waivers or the Expanded PALACE CHASE program to transfer to the reserves.
3) AFMC has launched the "Year of Continuing Education" initiative to encourage Airmen to pursue academic degrees, PME, or professional certifications with a goal of a 10% increase in credentials earned.
This newsletter provides information to Air Force employees on force development topics including acquisition training requirements, IDE/SDE nomination timelines, updates to the ADLS learning management system, and revisions to the AFMC military awards policy supplement. Key dates are provided for acquisition course registration in May, IDE/SDE nomination deadlines from March to October, and timelines for developing new competency models for human resources disciplines over the next few months. The revised AFMC military awards supplement outlines responsibilities, procedures, and requirements for coins and various trophy and awards programs.
1) The document discusses upcoming registration for Defense Acquisition University courses and encourages supervisors to ensure their employees are registered and have required training completed.
2) It highlights online resources for supervisors to help manage organizational changes, and human resource management courses available through the Air Force Human Resource Management School.
3) It provides information on in-residence leadership courses for Force Support Squadron personnel offered by the USAF Eaker College and details how the ETMS Web system and Individual Development Plans can help develop workforce skills.
The document provides information on force development topics for Air Force employees, including:
1) An FAQ section on the Airman Development Plan (ADP) and how officers and civilians can access and utilize the ADP system.
2) An article discussing succession planning and mentoring strategies to help mitigate workforce impacts from large numbers of expected baby boomer retirements in the Air Force over the next 5 years.
3) A piece written by the Command Chief of the 121st Air Refueling Wing about the value of obtaining associate's degrees from the Community College of the Air Force (CCAF) to supplement civilian education credentials.
the Sailor Career Toolbox and CCC Toolbox information sheets have been updated to reflect recent changes to OMPF (My Record view) and FleetRIDE/PTS integration.
Specific documents updated:
-- Sailor Toolbox Information Sheet (attached)
-- Sailor Toolbox Information Sheet with Command Best Practices
-- Navy Career Tools Information Sheet with Notes for Command Leaders
-- CCC Toolbox Information Sheet
On the NPC homepage, go to QUICK LINKS and click "Career Toolbox".
On the NKO homepage, go to Career Management and click "Navy Career Tools".
As always, we encourage your comments and feedback for improvement.
This document provides information on 12 online career tools and resources for Navy sailors, including Navy eLearning (NeL), Navy Credentialing Opportunities On-Line (Navy COOL), United Services Military Apprenticeship Program (USMAP), Sailor/Marine American Council on Education Registry Transcript (SMART), Sailor/Marine Online Academic Advisor (SMOLAA), and others. It recommends sailors utilize these tools to enhance their professional development, validate their personnel records, explore career opportunities, and earn civilian certifications to support career advancement in the Navy.
This newsletter discusses the effects of sequestration on Air Force training programs and provides tips for registering for Defense Acquisition University courses. It also highlights the Defense Competency Assessment Tool being rolled out this year to validate competencies using assessments rather than requiring courses. The newsletter encourages using competency assessments over training courses to determine what employees already know. It also announces an opportunity to take an online cross-cultural communication course for Community College of the Air Force credit.
The document summarizes highlights from the AFMC Force Development newsletter. It discusses the Year of Community College of the Air Force (YoCCAF) initiative to encourage enlisted members to complete CCAF degrees. It notes that the target of a 10% increase in degrees was exceeded, with an 11% increase in degrees awarded in 2011 compared to 2010. It also announces that Phase II will focus on continuing education beginning in January 2012.
1) The Air Force is contacting civilian employees who have updated their education or training in MyBiz to submit documentation to verify the updates.
2) Officers are eligible for voluntary early release programs like Time in Grade waivers or the Expanded PALACE CHASE program to transfer to the reserves.
3) AFMC has launched the "Year of Continuing Education" initiative to encourage Airmen to pursue academic degrees, PME, or professional certifications with a goal of a 10% increase in credentials earned.
This newsletter provides information to Air Force employees on force development topics including acquisition training requirements, IDE/SDE nomination timelines, updates to the ADLS learning management system, and revisions to the AFMC military awards policy supplement. Key dates are provided for acquisition course registration in May, IDE/SDE nomination deadlines from March to October, and timelines for developing new competency models for human resources disciplines over the next few months. The revised AFMC military awards supplement outlines responsibilities, procedures, and requirements for coins and various trophy and awards programs.
1) The document discusses upcoming registration for Defense Acquisition University courses and encourages supervisors to ensure their employees are registered and have required training completed.
2) It highlights online resources for supervisors to help manage organizational changes, and human resource management courses available through the Air Force Human Resource Management School.
3) It provides information on in-residence leadership courses for Force Support Squadron personnel offered by the USAF Eaker College and details how the ETMS Web system and Individual Development Plans can help develop workforce skills.
The document provides information on force development topics for Air Force employees, including:
1) An FAQ section on the Airman Development Plan (ADP) and how officers and civilians can access and utilize the ADP system.
2) An article discussing succession planning and mentoring strategies to help mitigate workforce impacts from large numbers of expected baby boomer retirements in the Air Force over the next 5 years.
3) A piece written by the Command Chief of the 121st Air Refueling Wing about the value of obtaining associate's degrees from the Community College of the Air Force (CCAF) to supplement civilian education credentials.
the Sailor Career Toolbox and CCC Toolbox information sheets have been updated to reflect recent changes to OMPF (My Record view) and FleetRIDE/PTS integration.
Specific documents updated:
-- Sailor Toolbox Information Sheet (attached)
-- Sailor Toolbox Information Sheet with Command Best Practices
-- Navy Career Tools Information Sheet with Notes for Command Leaders
-- CCC Toolbox Information Sheet
On the NPC homepage, go to QUICK LINKS and click "Career Toolbox".
On the NKO homepage, go to Career Management and click "Navy Career Tools".
As always, we encourage your comments and feedback for improvement.
This document provides information on 12 online career tools and resources for Navy sailors, including Navy eLearning (NeL), Navy Credentialing Opportunities On-Line (Navy COOL), United Services Military Apprenticeship Program (USMAP), Sailor/Marine American Council on Education Registry Transcript (SMART), Sailor/Marine Online Academic Advisor (SMOLAA), and others. It recommends sailors utilize these tools to enhance their professional development, validate their personnel records, explore career opportunities, and earn civilian certifications to support career advancement in the Navy.
This newsletter discusses the effects of sequestration on Air Force training programs and provides tips for registering for Defense Acquisition University courses. It also highlights the Defense Competency Assessment Tool being rolled out this year to validate competencies using assessments rather than requiring courses. The newsletter encourages using competency assessments over training courses to determine what employees already know. It also announces an opportunity to take an online cross-cultural communication course for Community College of the Air Force credit.
This document provides guidance on commissioning programs available to enlisted Navy personnel, including the U.S. Naval Academy, Officer Candidate School, Medical Enlisted Commissioning Program, Medical Service Corps In-service Procurement Program, Limited Duty Officer and Chief Warrant Officer programs, and Seaman to Admiral-21 Program. It outlines eligibility requirements and application procedures for each program. The document cancels OPNAVINST 1420.1A and directs commanding officers to follow the application procedures in the enclosure, which provides a manual on applying for enlisted commissioning programs.
The document summarizes several topics related to force development for the Air Force, including:
1) It discusses competency modeling and the process of identifying the competencies needed for different jobs.
2) It provides information on tuition assistance now being available for acquisition civilians and the eligibility requirements.
3) It highlights the concept of a "learning organization" and ways to share information and learning opportunities within an organization.
Thunderbolt Blast- Dec 12 Monthly Armor School Newsletter Noel Waterman
The monthly newsletter of the Armor School discusses several initiatives and upcoming events. The Chief of Armor highlights ongoing efforts to link training to operational force requirements and integrate armor and infantry training. Upcoming events include the Gainey Cup, Sullivan Cup, and Armor Ball competitions. The newsletter also provides updates on the MGS master gunner course, reconnaissance summit, and the structure of future battlefield surveillance brigades.
The Sea Warrior Program aims to transform the Navy's management of personnel, training, and education. It seeks to integrate disconnected IT systems through an enterprise approach in order to better match Sailors' skills and experience to jobs. The program oversees projects that enhance capabilities for career development, training, and personnel management both ashore and afloat through improved IT solutions. It is transitioning Navy systems and processes to an enterprise model focused on delivering the right skills and abilities to meet Fleet needs.
The document proposes reinstating US Air Force Warrant Officers to provide cost savings and ensure expertise in technical career fields. Warrant Officers would convert Company and Field Grade Officer positions to lower cost positions while serving as subject matter experts. They would focus solely on technical aspects of their career field rather than supervision and staff duties. This would allow them to gain and maintain expertise over long careers. Studies show the other military branches achieve cost savings through Warrant Officer programs. Reinstating Warrant Officers could save $9.7 million annually for the Air Force.
livro dedicado aos amantes de voo com aeronaves leves, principalmente as de asas rotativas. Excelente manual publicado pela FAA e que serve de referencia para muitas escolas de aviação no mundo todo.
VADM Debbink and the MCPON attended the CNO Shore Sailor of the Year ceremony where CE1 Leonardo Calderon was selected. They feel the Navy is in good hands with Sailors like these leading. FORCM(SS) Johnny Walker retired after 30 years of service. The MCPON guidance on CPO-365 and Brilliant on the Basics should be distributed to all Sailors and discussed. The Navy Performance Evaluation Instruction was updated with changes to things like promotion recommendations, PFA documentation, and new billet subcategories.
This newsletter provides information on recent changes to Air Force evaluation systems and plans to upgrade the Military Personnel Data System (MilPDS). It also discusses requirements for waivers to remain in acquisition-coded positions beyond the 24-month grace period for meeting qualifications and introduces a proposed credentialing framework for Human Resource Development professionals with multiple certification levels.
This newsletter provides information on force development initiatives in the Air Force. It discusses taking a competency-based approach to workforce development and creating instructor certification programs. It also provides updates on tools for career management like My Development Plan, highlights diversity in the Air Force, and announces the new Mission Readiness Training Program data call process.
The document summarizes an Aerospace Vehicle Performance professional short course offered by White Eagle Aerospace. The 4-day course provides instruction on basic aircraft performance principles, with an emphasis on applying historical lessons. Participants receive course materials and can apply what they learn to estimate the performance of various aircraft and missions. The instructor, John Terry White, has over 35 years of aerospace engineering experience. The $1,600 fee includes lectures, homework solutions, and an aircraft performance textbook.
This article discusses the need to shift how Army Aviation trains its aviators. It notes that modern aircraft are equipped with advanced technology that provides pilots with critical aircraft information, removing the need for pilots to commit extensive technical data to memory. However, instructor pilots still demand aviators spend significant time memorizing pressure, temperature, and voltage details.
The article argues this approach "bogs down" aviators' cognitive abilities, similar to how excessive files slow down computers. It recommends focusing training on tactical employment and aviation doctrine instead of technical memorization. This would better prepare aviators for their mission as tactically proficient warfighters. While some rote memorization is still needed, the technology onboard aircraft
This document summarizes the key elements of an effective leader certification program:
1. Leader certification programs come in two broad categories - those focused on unit traditions/history, and those focused on individual warrior skills applicable across units and missions.
2. When designing a program, the commander must clearly define the training audience, specific objectives, and precise standards individuals must meet.
3. As a battalion commander, the author developed a program focused on individual skills for officers and NCOs. It involved completing tasks in a notebook and endorsement by the battalion commander upon completion.
4. Programs can help develop leaders by reinforcing skills and knowledge, but the commander must address how to handle individuals who fail to meet
This document summarizes the military experience and training of Kenneth E. Cottrill from November 2003 to October 2014. During this time, he served as an active duty Marine in the occupations of Logistics/Embarkation Specialist, Basic Logistics Marine, and General Service Marine. He completed various military training courses in topics such as hazardous materials transportation, underwater egress, logistics embarkation, and leadership.
This document outlines efforts to develop a robust aerospace workforce in North Carolina through cooperation between industry, academia, and government. It proposes a three-pronged approach involving surveying industry needs, addressing gaps in education and training, and creating an attractive business environment. Specific initiatives discussed include aerospace programs at community colleges and partnerships between schools, as well as workforce groups and continued education courses to meet industry demands. The goal is to establish an industry-ready pipeline of students and workers entering the aerospace sector.
The document discusses two new Air Force programs:
1) The Airmen Development Plan (ADP) system, which will now be used by civilians and a single tool for career development and opportunities for both military members and civilians.
2) The Language Enabled Airman Program (LEAP), a new program to select, develop, and increase foreign language capabilities in Airmen across all specialties. The goal is to have 5% of Airmen proficient in a foreign language to meet global mission requirements. LEAP will provide language training, practice opportunities, and testing for participants.
This newsletter provides information on force development initiatives for Air Force employees. Key points include:
- Civilian Acculturation Leadership Training (CALT) opportunities are available for eligible civilians to develop leadership skills.
- Guidance on stratifying officers in performance reports has been updated, clarifying appropriate peer groups for comparison.
- The Air Force is automating the process for transferring records of completed active duty service commitments into personnel systems to improve efficiency.
- Deadlines are provided for nominations to prestigious military awards programs in 2013.
This newsletter provides information to Air Force employees on force development topics including acquisition training requirements, IDE/SDE nomination timelines, updates to the ADLS learning management system, and revisions to the AFMC military awards policy supplement. Key dates are provided for acquisition course registration in May, IDE/SDE nomination deadlines from March to October, and timelines for developing new competency models for human resources disciplines over the next several months. Instructions are also given for reviewing the proposed new ADLS organizational structure and updating profiles once the transition is complete.
This newsletter highlights opportunities for civilian development education and provides updates on force development initiatives. It announces that the application period is open for various civilian development programs through March. It also provides information on submitting updated resumes through the Air Force Personnel Services website and using the Enhanced Training Management System to identify developmental opportunities aligned with target career paths. Finally, it discusses establishing proficiency levels when defining competencies and directs readers to resources on providing employee feedback.
1) The Navy Personnel Command reiterated that Perform to Serve (PTS) remains a key force management tool and that leadership should ensure sailors apply on time and consider multiple ratings to increase chances of staying in the Navy.
2) The sponsor program was expanded to allow Command Sponsor Coordinators and Command Career Counselors to assign sponsors to officers ordered to their commands.
3) The Naval Standards were comprehensively updated for the first time in over 16 years, with nearly 70% of the standards changed to reflect higher expectations of sailors and focus on safety and responsible internet use.
4) Fleet and Family Support Centers were recognized for their efforts assisting sailors affected by the Enlisted Retention Board, though about 900
The document provides information on several topics related to the Navy Reserve Force (FORCM). It seeks ideas from sailors to improve the Navy Reserve's 2012 Strategic Initiative Plan and provides updates on performance evaluation instructions, medical readiness rates, and upcoming events. It also shares news about reserve sailors' participation in joint exercises and a frigate's final deployment.
The document provides information on several topics related to the Navy Reserve Force (FORCM). It seeks ideas from sailors to improve the Navy Reserve's 2012 Strategic Initiative Plan and provides updates on performance evaluation instructions, medical readiness rates, and upcoming events. It also shares news about reserve sailors participating in joint exercises and a frigate returning from its final deployment.
This document provides guidance on commissioning programs available to enlisted Navy personnel, including the U.S. Naval Academy, Officer Candidate School, Medical Enlisted Commissioning Program, Medical Service Corps In-service Procurement Program, Limited Duty Officer and Chief Warrant Officer programs, and Seaman to Admiral-21 Program. It outlines eligibility requirements and application procedures for each program. The document cancels OPNAVINST 1420.1A and directs commanding officers to follow the application procedures in the enclosure, which provides a manual on applying for enlisted commissioning programs.
The document summarizes several topics related to force development for the Air Force, including:
1) It discusses competency modeling and the process of identifying the competencies needed for different jobs.
2) It provides information on tuition assistance now being available for acquisition civilians and the eligibility requirements.
3) It highlights the concept of a "learning organization" and ways to share information and learning opportunities within an organization.
Thunderbolt Blast- Dec 12 Monthly Armor School Newsletter Noel Waterman
The monthly newsletter of the Armor School discusses several initiatives and upcoming events. The Chief of Armor highlights ongoing efforts to link training to operational force requirements and integrate armor and infantry training. Upcoming events include the Gainey Cup, Sullivan Cup, and Armor Ball competitions. The newsletter also provides updates on the MGS master gunner course, reconnaissance summit, and the structure of future battlefield surveillance brigades.
The Sea Warrior Program aims to transform the Navy's management of personnel, training, and education. It seeks to integrate disconnected IT systems through an enterprise approach in order to better match Sailors' skills and experience to jobs. The program oversees projects that enhance capabilities for career development, training, and personnel management both ashore and afloat through improved IT solutions. It is transitioning Navy systems and processes to an enterprise model focused on delivering the right skills and abilities to meet Fleet needs.
The document proposes reinstating US Air Force Warrant Officers to provide cost savings and ensure expertise in technical career fields. Warrant Officers would convert Company and Field Grade Officer positions to lower cost positions while serving as subject matter experts. They would focus solely on technical aspects of their career field rather than supervision and staff duties. This would allow them to gain and maintain expertise over long careers. Studies show the other military branches achieve cost savings through Warrant Officer programs. Reinstating Warrant Officers could save $9.7 million annually for the Air Force.
livro dedicado aos amantes de voo com aeronaves leves, principalmente as de asas rotativas. Excelente manual publicado pela FAA e que serve de referencia para muitas escolas de aviação no mundo todo.
VADM Debbink and the MCPON attended the CNO Shore Sailor of the Year ceremony where CE1 Leonardo Calderon was selected. They feel the Navy is in good hands with Sailors like these leading. FORCM(SS) Johnny Walker retired after 30 years of service. The MCPON guidance on CPO-365 and Brilliant on the Basics should be distributed to all Sailors and discussed. The Navy Performance Evaluation Instruction was updated with changes to things like promotion recommendations, PFA documentation, and new billet subcategories.
This newsletter provides information on recent changes to Air Force evaluation systems and plans to upgrade the Military Personnel Data System (MilPDS). It also discusses requirements for waivers to remain in acquisition-coded positions beyond the 24-month grace period for meeting qualifications and introduces a proposed credentialing framework for Human Resource Development professionals with multiple certification levels.
This newsletter provides information on force development initiatives in the Air Force. It discusses taking a competency-based approach to workforce development and creating instructor certification programs. It also provides updates on tools for career management like My Development Plan, highlights diversity in the Air Force, and announces the new Mission Readiness Training Program data call process.
The document summarizes an Aerospace Vehicle Performance professional short course offered by White Eagle Aerospace. The 4-day course provides instruction on basic aircraft performance principles, with an emphasis on applying historical lessons. Participants receive course materials and can apply what they learn to estimate the performance of various aircraft and missions. The instructor, John Terry White, has over 35 years of aerospace engineering experience. The $1,600 fee includes lectures, homework solutions, and an aircraft performance textbook.
This article discusses the need to shift how Army Aviation trains its aviators. It notes that modern aircraft are equipped with advanced technology that provides pilots with critical aircraft information, removing the need for pilots to commit extensive technical data to memory. However, instructor pilots still demand aviators spend significant time memorizing pressure, temperature, and voltage details.
The article argues this approach "bogs down" aviators' cognitive abilities, similar to how excessive files slow down computers. It recommends focusing training on tactical employment and aviation doctrine instead of technical memorization. This would better prepare aviators for their mission as tactically proficient warfighters. While some rote memorization is still needed, the technology onboard aircraft
This document summarizes the key elements of an effective leader certification program:
1. Leader certification programs come in two broad categories - those focused on unit traditions/history, and those focused on individual warrior skills applicable across units and missions.
2. When designing a program, the commander must clearly define the training audience, specific objectives, and precise standards individuals must meet.
3. As a battalion commander, the author developed a program focused on individual skills for officers and NCOs. It involved completing tasks in a notebook and endorsement by the battalion commander upon completion.
4. Programs can help develop leaders by reinforcing skills and knowledge, but the commander must address how to handle individuals who fail to meet
This document summarizes the military experience and training of Kenneth E. Cottrill from November 2003 to October 2014. During this time, he served as an active duty Marine in the occupations of Logistics/Embarkation Specialist, Basic Logistics Marine, and General Service Marine. He completed various military training courses in topics such as hazardous materials transportation, underwater egress, logistics embarkation, and leadership.
This document outlines efforts to develop a robust aerospace workforce in North Carolina through cooperation between industry, academia, and government. It proposes a three-pronged approach involving surveying industry needs, addressing gaps in education and training, and creating an attractive business environment. Specific initiatives discussed include aerospace programs at community colleges and partnerships between schools, as well as workforce groups and continued education courses to meet industry demands. The goal is to establish an industry-ready pipeline of students and workers entering the aerospace sector.
The document discusses two new Air Force programs:
1) The Airmen Development Plan (ADP) system, which will now be used by civilians and a single tool for career development and opportunities for both military members and civilians.
2) The Language Enabled Airman Program (LEAP), a new program to select, develop, and increase foreign language capabilities in Airmen across all specialties. The goal is to have 5% of Airmen proficient in a foreign language to meet global mission requirements. LEAP will provide language training, practice opportunities, and testing for participants.
This newsletter provides information on force development initiatives for Air Force employees. Key points include:
- Civilian Acculturation Leadership Training (CALT) opportunities are available for eligible civilians to develop leadership skills.
- Guidance on stratifying officers in performance reports has been updated, clarifying appropriate peer groups for comparison.
- The Air Force is automating the process for transferring records of completed active duty service commitments into personnel systems to improve efficiency.
- Deadlines are provided for nominations to prestigious military awards programs in 2013.
This newsletter provides information to Air Force employees on force development topics including acquisition training requirements, IDE/SDE nomination timelines, updates to the ADLS learning management system, and revisions to the AFMC military awards policy supplement. Key dates are provided for acquisition course registration in May, IDE/SDE nomination deadlines from March to October, and timelines for developing new competency models for human resources disciplines over the next several months. Instructions are also given for reviewing the proposed new ADLS organizational structure and updating profiles once the transition is complete.
This newsletter highlights opportunities for civilian development education and provides updates on force development initiatives. It announces that the application period is open for various civilian development programs through March. It also provides information on submitting updated resumes through the Air Force Personnel Services website and using the Enhanced Training Management System to identify developmental opportunities aligned with target career paths. Finally, it discusses establishing proficiency levels when defining competencies and directs readers to resources on providing employee feedback.
1) The Navy Personnel Command reiterated that Perform to Serve (PTS) remains a key force management tool and that leadership should ensure sailors apply on time and consider multiple ratings to increase chances of staying in the Navy.
2) The sponsor program was expanded to allow Command Sponsor Coordinators and Command Career Counselors to assign sponsors to officers ordered to their commands.
3) The Naval Standards were comprehensively updated for the first time in over 16 years, with nearly 70% of the standards changed to reflect higher expectations of sailors and focus on safety and responsible internet use.
4) Fleet and Family Support Centers were recognized for their efforts assisting sailors affected by the Enlisted Retention Board, though about 900
The document provides information on several topics related to the Navy Reserve Force (FORCM). It seeks ideas from sailors to improve the Navy Reserve's 2012 Strategic Initiative Plan and provides updates on performance evaluation instructions, medical readiness rates, and upcoming events. It also shares news about reserve sailors' participation in joint exercises and a frigate's final deployment.
The document provides information on several topics related to the Navy Reserve Force (FORCM). It seeks ideas from sailors to improve the Navy Reserve's 2012 Strategic Initiative Plan and provides updates on performance evaluation instructions, medical readiness rates, and upcoming events. It also shares news about reserve sailors participating in joint exercises and a frigate returning from its final deployment.
Norfolk FET Visit (PERS4013 Brief) JULY 2011Glenn Mallo
- PERS-4013 manages enlisted distribution and placement to ensure personnel readiness for the Navy. It was previously known as EPMAC and merged with NPC Pers-40 in 2006.
- PERS-4013 loads priority requisitions from Manning Control Authorities onto the CMS/ID system to match Sailors with billet requirements while considering Sailor preferences.
- CMS/ID aims to give Sailors visibility and involvement in their career assignments while supporting personnel readiness through a monthly matching cycle between available Sailors and high priority billets.
This document summarizes lessons identified from the redeployment of NATO forces from Afghanistan. It describes a report distributed by Canada and the Netherlands in 2012 on redeployment lessons. The NATO Logistics Committee sponsored the report to help countries withdrawing troops from Afghanistan. The report collected inputs from 24 nations on their redeployment experiences from national, NATO, or other multinational operations. It identifies 14 lessons grouped in chapters on overarching aspects, planning, and execution of redeployment.
The document discusses the Navy Training Management and Planning System (NTMPS), which is an umbrella term for the Navy's data warehouse and suite of applications that support management of Navy personnel, training, and requirements analysis. The key applications discussed are the NTMPS Afloat Datamart, Fleet Training Management and Planning System (FLTMPS) for both shore and afloat units, the Electronic Training Jacket for both shore and afloat, and the Online Application Reporting System. These applications leverage integrated data from the NTMPS data warehouse to provide reports and access to training records. Support is available for these applications from subject matter experts.
The document describes the Navy Training Management and Planning System (NTMPS), which integrates data from over 50 sources to support management of Navy personnel and training requirements. NTMPS includes applications like the FLTMPS (Fleet Training Management and Planning System), Electronic Training Jacket, and Online Application Reporting System. FLTMPS provides reports to help Navy commanders track training requirements, personnel assignments, and other metrics. It has versions for both shore-based and shipboard use.
1) PRIMS 2011 is a new personnel records management system with improved functionality like drag and drop input and expanded views of sailor information. Training resources are available to help users transition.
2) The U.S. Naval Academy is accepting applications from top enlisted performers by January 31, 2012 to join the class of 2016. Applicants must meet academic, military, and physical standards.
3) Over 3,500 sailors were selected for chief petty officer in August based on sustained superior performance and leadership over the last five years as shown in their records. Those not selected should meet with their chain of command to improve their records for next year.
This newsletter provides information on force development initiatives in the Air Force. It discusses taking a competency-based approach to workforce development and creating instructor certification programs. It also provides updates on tools for career management like My Development Plan, highlights diversity in the Air Force, and announces the Mission Readiness Training Program data call.
This weekly report from the Navy Reserve provides updates on events and policies. It celebrates the Navy Reserve's 96th birthday and announces a new call center for personnel issues. It also provides information on training for the repeal of Don't Ask Don't Tell and mandatory information assurance training. The report highlights resources for sponsors and employment statistics.
The weekly report provides updates on Navy Reserve events and initiatives. It celebrates the Navy Reserve's 96th birthday and announces the selection of the 2010 Chief of Navy Reserve Shore Sailor of the Year. It also provides information on training for the repeal of Don't Ask Don't Tell and the Navy Reserve medical readiness rates.
This document provides a summary of various Navy personnel issues and policy changes in 3 sentences or less:
The document summarizes issues affecting Sailors such as the implementation of the repeal of Don't Ask Don't Tell and the effects of the continuing resolution on PCS orders. It encourages Sailors to stay informed by visiting the NPC website for the latest information. Sailors are also reminded to ensure their security clearances and important paperwork like beneficiaries are up to date, as these can impact career opportunities and protections for families.
This newsletter provides information on Navy career news and programs. Key details include:
1) Dates for the Enlisted Retention Board in August/September and when results will be announced.
2) Top 10 things sailors should know about their official record and how to access and update it.
3) A new Early Career Transition Program allowing active duty sailors to complete their contracts as drilling reservists.
4) Information on the FleetRIDE and Perform to Serve programs and the importance of sailors taking ownership of their careers.
The document provides updates from the Navy Personnel Command on several topics:
1) Sailors affected by the one-time Targeted Clothing Replacement Allowance should refer to guidance and approximately 45,000 Sailors will receive payments in October and November.
2) The Perform to Serve program can help Sailors in overmanned ratings convert to needed specialties and remain employed.
3) Advancement increments for Sailors selected for advancement will now be 3% per month to better align with officer phasing plans.
The document provides updates from the Navy Personnel Command on several topics:
1) Sailors affected by the one-time Targeted Clothing Replacement Allowance should refer to guidance and approximately 45,000 Sailors will receive payments in October and November.
2) The Perform to Serve program can help Sailors in overmanned ratings convert to needed specialties and remain employed.
3) Advancement increments for Sailors selected for advancement will now be 3% per month over 6 months instead of all at once, to align with officer plans.
The document summarizes a presentation about Navy Career Tools and how they fit within the enterprise context. It discusses the Sea Warrior Program, which oversees various career management applications. It highlights recent achievements and upcoming releases that address fleet user needs. The presentation provides an overview of resources available to help fleet users navigate and take advantage of current career tools.
The document provides information on various topics related to force development for Air Force employees, including:
1) Registration for Defense Acquisition University courses in fiscal year 2014 will begin on May 16th and acquisition workforce members are encouraged to apply early for required certification courses.
2) Upcoming due dates are provided for nominations to the Air Force Organizational Excellence Award and other Military Special Trophies and Awards programs.
3) Guidance is given on ensuring officer records accurately reflect performance through factors such as education, awards, and scope of duties.
This document provides a summary of force development highlights from the April 2013 issue of the Force Development Newsletter. It discusses how sequestration is affecting Air Force training programs and notes that some short-term professional military education courses will be reduced. It also provides tips for registering for Defense Acquisition University courses in the first few weeks of the new fiscal year registration period, which begins on May 16, 2013. Additionally, it announces the availability of a free online cross-cultural communication course for enlisted active duty, reservists, and National Guard members.
This newsletter issue focuses on competency assessments and needs assessments. It discusses the importance of developing assessment tools to identify competency gaps. Course bundles in the ETMS system allow users to quickly create training requirements for multiple courses. The leadership knowledge center provides monthly leadership topics and resources. Annual reminders include registration opening for FY13 certification courses through DAU in May.
The document summarizes free learning resources available to all Air Force employees through the Supervisor Resource Center. It outlines leadership training courses, reference materials, and audio/e-books that can be accessed online to help develop skills in areas like communication, coaching, and problem-solving. The SRC also contains a computer-based course called "The Supervision Decision" to help individuals prepare for becoming a supervisor by providing realistic insights from real supervisors.
The document summarizes free learning resources available to all Air Force employees through the Supervisor Resource Center. It outlines leadership training courses, reference materials, and audio/e-books that can be accessed online to help develop skills in areas like communication, coaching, and problem-solving. The SRC also contains a computer-based course called "The Supervision Decision" to help individuals prepare for becoming a supervisor by providing realistic insights from real supervisors.
The document discusses lessons learned about mentoring from a lieutenant colonel. It provides 5 key points about mentoring: 1) Seek mentorship from multiple people with different backgrounds and dimensions. 2) Don't feel obligated to mentors just because of rank or position. 3) The right mentors are not always who you expect and can come from peers or subordinates. 4) Mentorship can be both continuous and discrete. 5) Understanding from mentorship may not come until later in one's career. The overall message is that mentorship takes many forms and can come from unexpected sources.
1. Student priority for DAU courses is determined by their duty position and certification level requirements. Higher priorities include those who need training to meet certification for their current position or to achieve the next certification level.
2. Prerequisites are intended to help ensure course success and as stepping stones for follow-on courses. However, students with sufficient experience can apply for prerequisite fulfillment.
3. Class locations listed as "on-site" are reserved for local students, but TDY students may apply and will be waitlisted if space is not available. The earliest applicants, especially those with higher priority, are most likely to get seats in high-demand courses.
The document provides information about force development in the Air Force. It discusses the consolidation of multiple development plans (MyEDP, MyODP, etc.) into a single system called My Development Plan (MyDP) that provides career development resources for military and civilian personnel. MyDP combines data from various personnel systems into an easy-to-use online portal for goals, mentoring, and forums. The document also summarizes other force development topics like hiring reform initiatives, diversity programs, and acquisition training schedules.
The document provides information about force development in the Air Force. It discusses the consolidation of multiple development plans (MyEDP, MyODP, etc.) into a single system called My Development Plan (MyDP) that provides force development information and resources to all Air Force members. MyDP combines data from personnel, education, and training systems into easy-to-understand reports. The document also provides updates on hiring reform initiatives, Air Force diversity programs, and other force development topics.
1) After removal of a cast from the leg, begin exercises like ankle bending and rotation to regain mobility and prevent stiffness. Apply ice after exercising to reduce swelling.
2) Walking may be difficult at first due to weakness and limping. Perform strengthening exercises like calf raises and stretches. Use crutches if needed but practice walking without assistance.
3) Seek further medical advice if not improving after a month of rehabilitation exercises, or follow doctor's recommendations on returning to normal activities.
The document appears to be a collection of photos taken during the author's time stationed in Afghanistan. The photos document locations where the author lived and worked over a six month period, including Camp Eggers, New Kabul Compound, Baghram airbase, and the Kabul airport. The photos also show the author's daily work area at the ANAAC compound, as well as scenes from helicopter rides and transport flights around Afghanistan.
This document summarizes a trainee's experience on their first day at Officer Training School (OTS). Some key details:
1) Upon arrival, the trainee was immediately overwhelmed by 10 upperclassmen yelling at them constantly for any minor mistakes.
2) During the "Blue Line" ceremony, the trainee struggled to repeat an oath correctly due to two upperclassmen whispering in their ears.
3) Trainees were given the "Talon" handbook and expected to constantly study it, facing punishment for any mistakes in reciting its contents.
4) Meeting one's Field Training Officer (FTO) was a stressful experience, as the FTOs were known for physically
The SRC provides several services to support Air Force supervisors at all levels of experience, including:
1) A community of practice for supervisors that provides resources like training courses, articles, and networking opportunities.
2) Online access to mandatory training for new supervisors.
3) A collection of online tools for continuous learning, such as courses, books, videos, and job aids.
4) Resources tailored to different experience levels, including tools for emerging leaders, first-time supervisors, and experienced supervisors.
The newsletter highlights several online resources for Air Force supervisors, including the Supervisor Resource Center. The Supervisor Resource Center provides learning tools like courses, books, and job aids. It also includes a Leadership Knowledge Center with featured topics, courses, leadership challenges, and more. The newsletter also discusses the Education & Training Management System (ETMS Web), which allows supervisors, unit training managers, and training specialists to identify, approve, and track training requirements for employees. ETMS Web includes a course catalog and allows employees to view and submit training requests.
This document outlines new unique position training requirements for acquisition personnel involved in international programs. Approximately 1,000 Air Force positions have been identified as predominantly involving international duties. For those positions, personnel must now complete additional mandatory training courses on international acquisition from the Defense Acquisition University within 24 months of assignment. This expands the training requirements beyond just the Program Manager career field to all acquisition career fields involved in international programs. The unique position training standards are in addition to existing certification requirements for each career field.
Developing Airmen is one of the three Air Force priorities in organizing, training and equipping members to deliver air, space and cyberspace capabilities in support of our National Security and military objectives. Air Force civilians are a key part of the Total Force, the Department of Defense and the US Government. The Air Force must have a tailorable approach to civilian force development, which supports entry anywhere along the career continuum of employees who exhibit the highest level of leadership performance and have varying levels of education, training and experience. These guiding principles provide the framework for accomplishing the critical mission of developing high performing, high potential Air Force civilian employees. In addition, the guiding principles reinforce job performance as the priority and focus for development programs.
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.