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Air Traffic Control Retention

Air Traffic Control Retention. CMSgt John Belk HQ AFFSA/XAF Career Field Manager. Overview. Inventory vs Sustainment Retention Challenges Selective Reenlistment Bonus Special Duty Assignment Pay Chronic Critical Skill List Road Ahead Questions.

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Air Traffic Control Retention

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  1. Air Traffic Control Retention CMSgt John Belk HQ AFFSA/XAF Career Field Manager

  2. Overview • Inventory vs Sustainment • Retention • Challenges • Selective Reenlistment Bonus • Special Duty Assignment Pay • Chronic Critical Skill List • Road Ahead • Questions

  3. 1C1X1Inventory vs Sustainment – end Sep-05 exp define define

  4. ATC Retention – Keep Rates AF Goal 1st Term 55% 2nd Term 75% Career 90%

  5. ATC Manpower Challenges • Projected FAA Hiring 7K - 11K from now till 2011 • 7,100 will Retire/Quit in next 9 yrs • FAA to Hire 1250 Controllers in 2006 (Funded) • Large AF Retirement Exposure of 2280 Qualified: • 238 Retirement Eligible Today (11%) • 341 within 2 yrs of Retirement (15%) • 451 within 3 yrs of Retirement (20%) • 530 within 4 yrs of Retirement (23%) • 156 Controllers with 12 to 15 yrsMilitary Service • *AF to Hire 287 “2152s” over the next 4 yrs

  6. Selective Reenlistment Bonus • ATCSRB: • 26 AFSC’s Reduced, 102 AFSC’s Eliminated • Current • Zones A = 4, B = 6, C = 5 • Next SRB Review Occurring Now • “Proposed” - Zone A = 6, B = 6.5, C= 5.5

  7. Selective Reenlistment Bonus • ATC SRB Payout Examples: • SRA - Zone A - 4 yrs $36,840 6 yrs $55,220 ($9,203 per yr) • SSgt - Zone B - 4 yrs $62,452 (max is $60K) ($15,000 per yr) • TSgt - Zone C - 4 yrs $63,030 (max is $60K) ($15,000 per yr)

  8. Special Duty Assignment Pay • SDAP for ATC Watch Supervisors • SD2 $150 ($1800) - Less than 12 Months Experience • SD 3 $225 ($2700) - Greater than 12 Months less than 5 Years Experience • SD 4 $300 ($3600) - Greater than 5 Years less than 9 Years Experience • SD 5 $375 ($4500) - Greater than 9 Years Experience • SDAP for ATC HQ Staff/Instructors • SD 3 $225 ($2700)

  9. Chronic Critical Skills List • Additional ATC Stripes: • E9 E8 E7 E6 E5 • FY02: NA NA 14 16 55 • FY03: NA 5 10 8 40 FY04: 3 6 11 14 32 FY05: 2 5 10 15 31 FY06: 3 . Total 8 16 45 53 158

  10. The Road Ahead • Recruiting is not a Problem…Retention Remains the Focus • Six Year Enlistment Only • Screening Tool – Requiring General and Mechanical • Single Track ATC Course, Include Non-Radar Program, Higher Standards, 11 Additional Days • Maintain Solid SRB’s and SDAP • Continue Supporting CCSL • Continue to Educate!!!

  11. Questions .

  12. Back-Up Slides

  13. New List of Measures • Overall Manning • Measures manning balance across AFSCs • Scaled Imbalance Metric (SIM) • Measures manning balance within an AFSC; quantifies deviation of inventory from sustainment line • PERSTEMPO • Measures tempo in terms of TDY/deployment frequency within an AFSC over last 12 months • Workload Factor • Formerly “stress factor”, workload factor measures shortfall of both home station and deployed personnel against career field requirements • Average Career Length • Measures retention behavior over last 12 months by using loss rates to estimate average career length Manning Balance Indicators Tempo Indicators Retention Indicator chart

  14. Category Green Yellow Red % of Overall Manning >= 95% 85 – 94% < 85% Scaled Imbalance Metric 0 – 0.82 0.83 – 1.41 >= 1.42 < 15% 120+Days PERSTEMPO % of Airmen TDY 120+Days Avg Days TDY >= 20% 120+Days 15-20% 120+Days or or and 45-60 Avg Days >= 60 Avg Days < 45 Avg Days Workload Factor > 1.20 = 1.20 <= 1.19 Average Career Length (compare to target) >= 90% 80 – 89% < 80% Measurement Thresholds (SIM) (PER) (WkLd) (ACL) chart

  15. Career Field HealthEnlisted – 1 of 4 Most Unhealthy Enlisted Career Fields (Shown: those with 4 or more yellow / red measures) Note: ACL excludes FY05 force shaping losses. (2) (1) (1) (1) (3) Minimum 50 people in career field (1) Data through Sep 05 (2) Fall 04 Stress List (3) Data through Jul 05 chart

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