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Civilian Career Development 20 May 2010

OKLAHOMA CITY AIR LOGISTICS CENTER. TEAM TINKER. Civilian Career Development 20 May 2010. Mr. Bill Swigert OC-ALC/DP 405-739-3334 william.swigert@tinker.af.mil. I n t e g r i t y - S e r v i c e - E x c e l l e n c e. Overview. AF Civilian Force Development Career Field Management

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Civilian Career Development 20 May 2010

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  1. OKLAHOMA CITY AIR LOGISTICS CENTER TEAM TINKER Civilian Career Development 20 May 2010 Mr. Bill Swigert OC-ALC/DP 405-739-3334 william.swigert@tinker.af.mil I n t e g r i t y - S e r v i c e - E x c e l l e n c e

  2. Overview • AF Civilian Force Development • Career Field Management • Tinker Civilian Force Development • Supervisory Development Program (SDP) • Intermediate Leader Development Program (ILDP) • Employee Enhancement Program (EEP) • Tinker Opportunity for Professional Service (TOPS) • Civilian Tuition Assistant Program (CTAP) • Questions

  3. Air Force Civilian Force Development

  4. SECAF & CSAF Memo to Airmen • Secretary Donley and Chief of Staff Gen. Schwartz signed a memorandum 26 Jun 09 • Endorsed the Civilian Development Continuum providing a guide for professional development of civilians • Endorsed four new initiatives to close the gaps that currently exist in civilian development • New Employee Orientation • Continuous Self-Development • Completion of non-residence Professional Military Education • Civilian Acculturation and Leadership Training

  5. AF Development Levels, AFDD 1-1, Foundational Knowledge = Basic acculturation to the AF • Tactical Expertise • Master primary duties • Build warfighting skills • Build joint and coalition knowledge • Develop Institutional Competencies (Personal category) • Operational Competence • Understand broader AF perspective and capabilities to execute operations • Hone joint and coalition understanding • Combine deep occupational skills with Institutional Competencies (Personal, People/Team, Organizational categories) • Strategic Vision • Develop understanding of leadership at institutional and interagency levels • Understand AF operations within joint, multinational, and interagency relationships • Broaden Institutional Competencies (Organizational category) Correlates to GS 1-8 / Equivalent Correlates to GS 9-13 / Equivalent Correlates to GS 14-15 / Equivalent Civilian Force Development information, AF Portal:https://www.my.af.mil, select Force Development under the Life and Career tab

  6. Civilian Development Continuum CSLPDirector Assignment CSLPExperiential Management SDE (Residence) IDE (Residence) AF Level Strategic Leadership Education III Strategic Leadership Education II Strategic Leadership Education I Development Team Career Broadening (Other Functional, Joint, Other Agencies OPM / AFPC Leadership Training AFPC Leadership Training Career Field Manager /Career Field Team Level of Oversight ACSC DL Masters SOS (Residence) CALT Degree Programs MAJCOM / Base Seminars MAJCOM / Base First Time Supervisors Course Foundational / Local SOS (non-residence) ACSC (non-residence) AWC (non-residence) Continuous Self-Development (e.g., Supervisors’ Resource Center, Skillsoft) Mandatory New Employee Orientation (NEO) Entry is at the bottom to complete NEOEntry can happen at any development level--Tactical, Operational, or Strategic FOUNDATIONAL BASELINE

  7. Civilian Acculturation & Leadership Training POC: Mr Michael Hameroff, AF/A1DD, michael.hameroff@pentagon.af.mil Web: http://www.au.af.mil/au/holmcenter/CALT/index.asp • Modeled on the Officer Training School curriculum, provides similar knowledge and skills used to develop officers • 2-week formal indoctrination in leadership, communication, and warfighting • Focuses on leadership and followership, problem-solving, and best practices management • Builds on institutional competencies • Provides a leadership training experience • Annual AFPC call • Selection is from GS 1-13/equivalent members with no prior military experience

  8. Civilian Development Education (CDE) Civilian Developmental Education process Call for nominees – annually each Spring Applications processed through chain of command and Developmental Teams Various developmental opportunities – Some grade level requirement (see web site below) Selections – announced each Fall Visit AFPC web site (http://ask.afpc.randolph.af.mil/) Click on Civilian Employee, Click on Career Development POC: Ms. Loretta Brown, AFPC/DPIF, loretta.brown@randolph.af.mil

  9. Civilian Development Education (CDE) Basic, Intermediate and Senior Level (via Correspondence /Distance Learning) Squadron Officer’s Course - GS-9, WG-10, WL-9, and WS-8 and above and NSPS equivalent are eligible Air Command and Staff College - GS12/13, PB2 and a bachelors degree. Air Command and Staff College On-Line Master’s Program Air War College - GS-15, NSPS employees in Pay Band 3/4 and a bachelors degree. Local POC: Javier Solis, 72 FSS/FSDT, 739-7538

  10. AFPC Career Field Management

  11. Career Field Management • What • Functionally-oriented career development approach • Career Field Managers set education, training, and experience requirements • Why • Obtain guidance from functional specialists on career development opportunities • How • Data Call directly to eligible employees • Self-nominate for desired positions

  12. Career Field Management • Who to call • Contracting Career Field: DSN, 665-0033 • Financial Management Career Field: DSN, 665-1994 • Manpower & Personnel (Force Support) Career Field: DSN, 665-1782 • Logistics Career Field: DSN, 665-1009 • Program Management Career Field: DSN, 665-1610 • Scientist & Engineer Career Field: DSN, 665-1665 • Resources for more information • Career Brief (Career Field ID) • My Development Plan • Accessed through Air Force Portal • Life and Career>Career>MyDP

  13. OC-ALC Functional Management

  14. Tinker AFB Civilian Force Development

  15. Supervisor Development Program (SDP) • What is SDP • SDP is a program that selects employees based on self-initiative and demonstrated leadership competencies and prepares candidates for future supervisory positions by providing useful leadership tools prior to placement as a supervisor • Goal of SDP • To fill all first level supervisor positions using the SDP candidate pool • Qualifications • Meets position skill requirements • Last appraisal at least fully successful

  16. SDP • Applicant Requirements • Self-nominate on AFPC website • Application package (if qualified to compete) • Supervisor rating • Education • Organization endorsement • Written statement • Supervision Decision Course • Interview • Next Data Call • January 2011 (projected)

  17. SDP • Training Requirements • 5 classes totaling 21.5 days • Preparing to Lead – 5 days • Human Relations – 5 days • General & Financial Management – 5 days • Customer Service University – 1.5 days • Lean Facilitator Training – 5 days • Experiential Requirements • 2 experiential elements totaling 40 hrs • Job shadowing – 16 hrs • First Level Immersion – 24 hrs POC: Aaron Wilkerson, OC-ALC/DPD, 736-0312 (off base)

  18. Intermediate Leader Development Program (ILDP) • What is ILDP? • ILDP is a cross-functional, cross-organizational management tool • Established to build future leaders and develop the workforce • Primarily for employees who have chosen to remain Tinker assets (not geographically mobile) • ILDP Program Cycle: May to April (apply via Self-Nomination Call in May) • Goal of ILDP: • Provide a process to identify local career broadening assignments and offer developmental opportunities

  19. ILDP • Qualifications: • GS12-14 & NSPS Pay Band 2 Equivalents, WS16-19 • Applicant Requirements: • Apply via Self-Nomination Call in May of each year • Local Career Broadening: • Opportunities to broaden experience by assignment to various areas of OC-ALC, SCMW • Employee retains right of refusal • Permanent, lateral moves

  20. ILDP • Developmental Opportunities: • Leadership Luncheon • Job Shadowing • Vectoring Session • OU/OSU Executive Leadership Program • Federal Executive Board – Executive Leadership Program • Oklahoma Certified Public Manager Program POC: Julie McGuinness, OC-ALC/DPD, 736-0328 (off base)

  21. Employee Enhancement Program (EEP) • What is EEP • Competitive leadership program for high-potential journeymen, preparing them for future leadership roles • One year program/three groups of 26 each per year • Goal of EEP • Develop the ability to lead change, create employee networks and build realistic career plans

  22. EEP • Qualifications: • OC-ALC Civilians - journeyman level • GS-09 Through GS-12 /NSPS Equiv • WG-10 through WS-14 • Applicant Requirements: • Self nominate via annual Data Call Nov- Jan POC: Tim Collins, 72 FSS/FSDT, 739-5472

  23. Tinker Opportunity for Professional Service (TOPS) • What is TOPS? • Allows current employees a developmental opportunity to transition into specific GS series based on education, experience and performance • Three series for the TOPS program: • Equipment Specialist (GS-1670) • Quality Assurance Specialist (GS-1910) • Management and Program Analyst (GS-343) • A formalized training plan has been developed for each series with an entry level of GS-5 and a target grade of GS-11

  24. TOPS • Goal of TOPS? • Competitively move employees into positions that maximize their education and experience • A 90-day standing register is used to refer candidates for consideration • Applications • Self-nominate for each series interested in each time the announcement is open • Self-nomination is accomplished through the Air Force Personnel Center Website at https://ww2.afpc.randolph.af.mil/resweb/log_in.asp or through the Interactive Voice Response System at 1-800-616-3775 POC: Kristen Matthews, AFPC/DPIDOM, 734-4533

  25. Civilian Tuition Assistance (CTAP) • What is CTAP? • Air Force program designed to benefit the Air Force mission (AFI 36-401) • Covers 75% of tuition/$187.5 max per sem hour / $3500 yearly cap (Funds permitting) • Goal of CTAP: • Provide monetary assistance for mission related courses

  26. CTAP • Qualifications: • Civilians on permanent appropriated funded positions in OC-ALC and ABW organizations • Career Program & Acquisition qualified employees must apply through AFPC first • Applicant Requirements: • Requests must be submitted prior to course start date • Application procedures and required documentation are listed on the Tinker Homepage under the Education and Training tab (CTAP) POC: Suzy Kalousdian, 72 FSS/FSDT, 739-4394

  27. Three Steps To Planning Development STEP ONE: Identify personal capabilities and job requirements Determine leadership development level using the following correlation: GS 1-8/equivalent = tactical expertise level GS 9-13/equivalent = operational competence level GS 14-15/equivalent = strategic vision level STEP TWO: Discuss your short- and long-term professional goals with supervisor/mentor and determine right mix of institutional competencies to develop STEP THREE: Create Individual Development Plan using the Civilian Development Continuum and utilize it to capture goals and potential opportunities Additional Civilian Force Development information:AF Portal > Life & Careers > Force Development

  28. Civilian Career Development Resources

  29. Supervisors’ Resource Center Supervisor Resource Center: https://afkm.wpafb.mil/src Force Development CoP: https://afkm.wpafb.af.mil/community/views/home.aspx?Filter=22705 POC: Ms Maggie Grace, AFMC/A1D, maggie.grace@wpafb.af.mil Web: https://afkm.wpafb.af.mil/src

  30. Questions?

  31. TEAM TINKER

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