1 / 50

SAFMLS 2010

SAFMLS 2010. Enlisted perspective CMSgt Jerry Simmers. SAFMLS 2010. Overview Welcoming Comments Objectives RSV Enlisted education Officer versus Enlisted Evaluating Enlisted Enlisted promotion system Manning & cross-training AF CFM responsibilities MAJCOM FM responsibilities

jacob
Download Presentation

SAFMLS 2010

An Image/Link below is provided (as is) to download presentation Download Policy: Content on the Website is provided to you AS IS for your information and personal use and may not be sold / licensed / shared on other websites without getting consent from its author. Content is provided to you AS IS for your information and personal use only. Download presentation by click this link. While downloading, if for some reason you are not able to download a presentation, the publisher may have deleted the file from their server. During download, if you can't get a presentation, the file might be deleted by the publisher.

E N D

Presentation Transcript

  1. SAFMLS 2010 Enlisted perspective CMSgt Jerry Simmers

  2. SAFMLS 2010 • Overview • Welcoming Comments • Objectives • RSV • Enlisted education • Officer versus Enlisted • Evaluating Enlisted • Enlisted promotion system • Manning & cross-training • AF CFM responsibilities • MAJCOM FM responsibilities • Questions / Comments

  3. Objectives • Brief the enlisted perspective to you our officer leaders • Explain our expectations of you • Explain the enlisted promotion system • Build a better understanding of the enlisted point of view to strengthen the team work and build a better lab team

  4. RSV • MRDSS is broke • We can no longer put both the “Knowledge Level” and “Performance Level” requirements in MRDSS • So I chose to track the “Performance Level” tasks in MRDSS that are tied to the UTCs • All 4 RSV items are still required at least to the “knowledge level” for all 4T0X1s and must be tracked by the individual labs’ tracker or AFTR • The AF Readiness folks are working on a solution

  5. 288,720 Enlisted • Airman Basic (E-1) - 13,693 (4.7%) • Airman (E-2) - 12,712 (4.4%) • Airman First Class (E-3) - 53,094 (18.3%) • Senior Airman (E-4) - 53,223 (18.4%) • Staff Sergeant (E-5) - 72,388 (25.0%) • Technical Sergeant (E-6) - 43,992 (15.2%) • Master Sergeant (E-7) - 31,061 (10.8%) • Senior Master Sergeant (E-8) - 5,681 (2.0%) • Chief Master Sergeant (E-9) - 2,876 (1.0%) About 1200 are Lab techs

  6. 4T Education level

  7. About CCAF • The Community College of the Air Force (CCAF) is an institution of higher learning dedicated to the enlisted member. • CCAF is a regionally accredited college, accredited by the Southern Association of Colleges and Schools (SACS). • CCAF awards the Associate in Applied Science degree upon completion of a degree program designed for an Air Force specialty.

  8. AU/ABC • New AU-ABC is the Air University Associate to Baccalaureate Cooperative Program. • AU-ABC is an initiative between the Air Force and civilian higher education institutions to offer baccalaureate degree opportunities to every Air Force enlisted member. • Program directs Airmen with associate in applied science degrees to collection of accredited “military friendly” colleges and universities when pursuing a four-year degree.

  9. Key features • Builds on student CCAF degree • CCAF graduates earn bachelor's degrees • MAXIMIZES application of career education and training • Air Force friendly colleges and universities award the bachelor's degrees • Virtual campus--electronic instruction & online student support

  10. Officer vs Enlisted • My qualifications: • AS in Laboratory Technology • BS in Occupational Education w/ Major in Lab Technology • Master’s degree in management • State MT licensure in Hawaii & Florida • Clinical Laboratory Scientist license in California • MLT (ASCP) • MT or MLS (ASCP) and (AMT) • 26 years of experience • So what does this mean?

  11. Officer vs Enlisted • It doesn’t matter…a Lt out ranks me! • We still need to work as a team and rely on each other • Enlisted for the most part work the bench • Officers manage the sections and labs • Enlisted should keep you informed • Officers are the enlisted top-cover • Officers should back the enlisted (policies, OIs, Regs) • Use the enlisted experience • One Team one fight • Ultimately the officer is in charge and responsible

  12. What we need from you • Support and Top cover • If we’re not meeting your expectations, talk to us • Trust, but verify, not all SNCO are created equal • We need to meet the whole person concept • Need to involvement in the Sq, Gp, Wg and community • Lab comes 1st but try to be flexible and allow participation, be fair and spread the wealth • Loyalty & trust goes a long way • No one makes it to the top without help and support • Build a team, take care of your folks and they’ll take care of each other and you

  13. Evaluating Enlisted • Compare apples to apples, use your NCO, SNCOs • When you rate an Airman, compare them to the same rank with the same time in service • Be fair & give feedback--not meeting your expectations • Give them a chance to improve before EPR is written • The lower rank the more time to recover from (MDs) • A (MD) for a SNCO is pretty much letting the board know they are not ready for Senior/Chief • It will take years to recover if they can (feedback) • BUT – be honest and rate them what they earned • SNCO should be held to a higher standards

  14. Evaluating Enlisted • SR on SNCOs – No PME, CCAF, no SR endorsement • ROAD (retired on active duty) • The force is getting too small we need everyone pulling their fair-share • Hold their feet to the fire and make them work or retire • MEBs and discipline • Document everything! • Fitness failures = automatic referrals (at TAFB 3 max) • If you haven’t done so yet PLEASE start testing your Airmen on the new fitness standards…we found about 20% failure at current scores

  15. Enlisted Ranks • Amn – SrA: Primary bench techs learning their jobs and the ways of the AF • SSgt – TSgt (MSgt): Still bench techs but first line supervisors, NCOICs and section supervisors • MSgt: Some are still bench techs, section chiefs, lab chiefs and superintendents (lab and Sq) • SMSgt: Primarily lab chiefs, squadron superintendents and MAJCOM functional managers • CMSgt: Only 5 remain in functional areas: WHMC, WPMC, DGMC, Keesler and Langley. All other are 9Gs (group superintendents)

  16. ENLISTED ROADMAP TO THE TOP

  17. Airmen Promotions • Amn – SrA: automatic with commander’s concurrence • AB to Amn: 6 months TIG • AMN to A1C: 10 months TIG • A1C to SrA: 36 months TIS w/20 Months TIG or 28 month TIG • Many people come in with 1 or 2 stripes with college or 6 year enlistment • BTZ are considered the quarter before 6 months early • SrA (BTZ) 15% - 6 months early, with the length of tech school get the engaged ASAP

  18. SSgt - MSgt • Weighted Airman Promotion System (WAPS) • Stripes for exceptional performers (STEP) • <200 year divided by MAJCOM • TIG: 6 points a year (60 Max) • TIS: 2 points a year (40 Max) • EPR points: 135 max • SKT (job): 100 • PGE (military): 100 • Decoration points: up to 25 • Score above percentage cut off • Study, Study, Study

  19. SMSgt & CMSgt • Similar to officer promotions…plus • TIG – 60 points • TIS – 25 points • Decoration points – 25 points • PGE (USAF Supervisory exam) – 100 points • EPRs – 135 points • 345 possible points • PLUS • Board Score 450 points (normally close to 400)

  20. Promotion dates

  21. PECD dates! • TOS Decorations 3 years of superior sustained performance – to include fitness • Very important with fewer and fewer PCSs • Must have started process before PECD to count toward promotion for the next cycle • MSgt 31 Dec – Decoration points • 1,3,5 points • SMSgt 31 Sep & CMSgt 31 Jul • 5 points plus help with board score

  22. Promotion to Senior and Chief • SNCO SELECTION BOARD BASICS • AREAS THE BOARD CONSIDERS • BOARD ASSESSMENT

  23. BOARD MEMBERS • One Colonel and two CMSgt’s • Number/Career Field of board is determined by number of eligibles by Major Command & Chief Enlisted Manager/AFSC • Gender and Race of eligibles determines the board member composition

  24. SNCO SELECTION BOARD BASICS Chief of Staff of the Air Force Board President 9 Panels 4 Panels 2 Panels 1 Panel Spt MX Ops Med

  25. SNCO SELECTION BOARD BASICS • SELECTION FOLDER LEFT SIDE ARTICLE 15 CITATIONS FOR DECORATIONS RIGHT SIDE EPRs (last 10 years) AF FORM 77 (For breaks in service, EPR appeals, administrative correction)

  26. MISSING DOCUMENT REQUEST SNCO EVALUATION BRIEF SNCO SELECTION BOARD BASICS

  27. AREAS BOARD CONSIDERS • PERFORMANCE • EDUCATION • BREADTH OF EXPERIENCE • JOB RESPONSIBILITY • PROFESSIONAL COMPETENCE • SPECIFIC ACHIEVEMENTS • LEADERSHIP

  28. AREAS BOARD CONSIDERS • PERFORMANCE • Job Description • Individual Rating Factors • Periods of Supervision • Overall Evaluations • Level of Endorsements • Narrative Word Picture

  29. AREAS BOARD CONSIDERS • EDUCATION • CCAF Degree a MUST! • SNCOA by Correspondence a MUST! • Bachelors Degree in your Field • These are minimum requirements. If the SNCO does not have these Senior Rater and firewall 5 are questionable.

  30. AREAS BOARD CONSIDERS • BREADTH OF EXPERIENCE • Various Jobs Within Your Career Field • Wing • NAF • MAJCOM • Air Staff • Special Duty Assignments • Recruiter • First Sergeant • Instructor • PME

  31. AREAS BOARD CONSIDERS • JOB RESPONSIBILITY • Performing Duty Commensurate with Rank • Amount of Money You Manage (to a point) • Number of People You Supervise (AF determines) • Magnitude of Your Job (AF to a point)

  32. AREAS BOARD CONSIDERS • PROFESSIONAL COMPETENCE • What Your Rating Chain Says About You • Senior Rater Endorsement (at least CCAF/PME) • Stratification

  33. AREAS BOARD CONSIDERS • SPECIFIC ACHIEVEMENTS • Quarterly/Annual Awards throughout career • Recognition from PME (Levitow/academic/DG) • Career Field Specific (Functional) AFMS Awards • Community/Leadership Awards

  34. AREAS BOARD CONSIDERS • LEADERSHIP • Community Activities • Head of a Committee • Leadership Role in a Professional Org • AFA • AFSA • VFW

  35. Board Scores(no more than 1 point) Absolutely Superior 10 (450) Outstanding 9.5 (427.5) Few Could Be Better 9 (405) Strong 8.5 (382.5) Slightly Above Average 8 (360) Average 7.5 (337.5) Slightly Below Average 7 (315) Well Below Average 6.5 (292.5) Lowest 6 (270)

  36. CRO – Big Stuff • CRO EPRs if possible when you have BIG STUFF • PME awards • AFMS (MAJCOM or AF) • Group or Wing Level Award winner / recognition • Annual (all levels) best is your Sq/Gp/WG • Improved stratification in Gp/Wg (especially top 5-10) • Top – 3 officer in Wg or possibly Gp • Private org key positions or awards • Chairman for a Wg level event/program • Getting rid of markdowns

  37. Board scores • BELOW AVERAGE • SNCOA Not Completed • CCAF Not Completed • No Senior Rater Endorsement • No Decoration Upon PCS / PCA • Less Than Firewall 5 EPR • Same Job Description Year After Year • Home-Steadying / Job-Steadying • No Deployments

  38. Board Scores • AVERAGE • EPR on Top Has Senior Rater Endorsement • SNCOA Completed • CCAF Degree In Career Field • Decoration with each PCS

  39. Board Scores • ABOVE AVERAGE • Firewall 5 EPRs for last 10 Reports / Years • Senior Rater Endorsement on all Eligible EPRs • Additional Degree in Career Field • MSM on Top • Documented Base / Community Involvement • Short Term Special Duty Outside of Job

  40. Board Scores • OUTSTANDING • Monthly / Quarterly / Annual Award Winner • PME Award Winner • Community / Public Service Recognition • Civilian Education Awards • Officer in Top 3, AFA, AFSA, etc … • Sustained Superior Performance

  41. Board score conclusion • SNCO SELECTION BOARD BASICS • AREAS THE BOARD CONSIDERS • SELF ASSESSMENT • INDIVIDUAL RESPONSIBILITES

  42. Manning and X-training • Under CAREERS 1st term Airman are better but not guaranteed • Window for 4-year Airman 35 – 43 months • Window for 6-year Airman 59 – 67 months • If overseas 15- 9 months prior to DEROS • As the CFM I only approve Exceptions to the Policy (ETP) -- Non-1st term or NCORP • All cross-training packages are considered, however • Commissioning & PME

  43. 4T0X1 - Medical Laboratory

  44. 4T0X2 - Histopathology

  45. CFM Responsibilities • I have very little input in the assignment process • Air Force leveling working with DPA • AFSC Consultant to HQ AFPC/DPA (assignments) • Sign-off on special duty, special coding (code 50) • MAJCOM have some control of the process • They control spaces not “by name requests” • TTGs, cross-trainees and return from overseas • Command Leveling • BOP are the best option • RMO controls the number of lab techs, skill-level and rank (money)

  46. CFM Responsibilities • Manage 4T0XX AFSCs/SMSgt Davidson Histo SME • Determine need for and conduct U&TWs • Manage development, implementation and maintenance of CFETPs • Assist the office of the AF/SG and Chief, Medical Enlisted Issues pertaining to the 4T career field • Identify SMEs for SKT rewrite projects; consultant for promotion test content and question validity inquires • Act as waiver authority for training (ASVAB) (prior experience)

  47. MAJCOM FMs • Appointed by MAJCOM / SG with my input • Act as MAJCOM voting rep at U&TWs • Work with MAJCOM DP to balance manning • Assist CFM with gathering inputs, data and identifying SMEs and SKT rewrites • Relay information throughout command • Primary MAJCOM reviewer on AFSC-specific, individualized training • Primary MAJCOM SME • Assist MAJCOM CMEF with lab issues and AFMS awards

  48. MAJCOM FMs

  49. Conclusion • MRDSS problems with RSV • Enlisted education • Officer versus enlisted duties • Evaluating enlisted • Enlisted promotion system • Promotion board process • Manning and cross training • CFM and MFM responsibilities

  50. Questions/comments

More Related