Classification. Slides and Discussion UNCLASSIFIED

Transcription

1 Classification Slides and Discussion UNCLASSIFIED

2 THE AIR FORCE TRACK SYSTEM Eagles Think Tank Squadron Officer School 18C

3 The Air Force Track System Eagles Think Tank Members Capt Anthony T. Alt Capt Nathaniel D. Beene Capt Kathleen B. Deiters Capt Patrick C. Ernst Capt Katherine J. Hewlett Capt Anita L. Labenski Capt David J. Miller Capt Irene M. Mitchell Capt Chance A. Smith Capt McKay D. Williams Capt Christopher T. Wright Developmental Engineer Force Support Officer Civil Engineer Civil Engineer MC-130J Pilot, Prior MC-130P Navigator Force Support Officer B-52 Weapons Systems Officer Healthcare Administrator, Prior Enlisted (USCG/USAF) Intelligence Officer Developmental Engineer AC-130U Navigator, Weapons Officer

4 Overview Background Tasking Course of Action Air Force Track System Manpower & Personnel Force Composition Pay Air Force Specialty Code Examples Implementation Timeline

5 Background Overall end strength has decreased 38% since 1991 Today s Air Force is the smallest we ve ever been. General David Goldfein, Feb 2017 With 2,000 pilots short, it ll break the force. Secretary Heather Wilson, Nov 2017

6 Background Program Budget Directive 720 (PBD 720) reduced total active force from ~377,000 to ~335, Force management actions further reduced active force by 7,100 personnel At the end of FY16, total force was short 1,555 pilots Between end of FY16/FY17, active duty fighter pilot shortage was expected to grow from 873 to over 1,000

7 Background Lieutenant General Gina M. Grosso Presentation About Military Pilot Shortage To The Subcommittee On Personnel Committee On Armed Services

8 Background The national aircrew crisis is the result of multiple factors: high operational tempo over the last 26 years, a demand for our pilots from the commercial industry, and cultural issues that affect the quality of life and quality of service of our Airmen. Lieutanant General Gina M. Grosso, Mar 2017

9 The Tasking Retain manpower and maximize lethality in highly technical career fields

10 Course of Action Air Force Track System (AFTS) Establish a command track and technical track system for both officer and enlisted ranks in select highly technical career fields Codify existing command track and create an equally valid technical track

11 AFTS Model CDO LDO TNCO SNCO Strategic GO Officer Cutoff Point Operational O-6 O-5 O-4 O-6T O-5T O-4T E-8T E-7T E-8/9 E-7 Enlisted Cutoff Point O-3 O-3T E-6T E-6 Tactical O-2 O-1 E-1 thru E-5 Normal Officer/Enlisted Accessions 11

12 AFTS Officer Command Duty Officer (CDO) Career focus on command and leadership development while maintaining technical proficiency in their AFSC Line Duty Officer (LDO) Career focus on technical expertise development in their AFSC while maintaining proficiency in leadership Strategic Officer Cutoff Point Operational Tactical CDO GO O-6 O-5 O-4 O-3 O-2 O-1 Accessions LDO O-6T O-5T O-4T O-3T 12

13 Manpower & Personnel Goal: Avoid the creation of additional officer billets, and identify/reallocate existing requirements to the technical track Keep levels within DOPMA/USAF regulations Career Functional Managers (CFM) will work with functional leaders to identify (ID) positions Requirements would have AFSCs augmented to label them as technical positions ex. 14N3T, with T being the technical label Established career pyramids would maintain structure, but ID d positions would be removed, and would create a new technical pyramid CDO = Professional Military Education (PME) ACSC, SAASS, AWC, etc. LDO = Technical Military Education (TME) AFIT, Education with Industry (EWI), White Jet Instructor, Industry fellowship etc.

14 Manpower & Personnel Technical Track Movement Entrance Members will compete via a board Requires commander s/director s endorsement Career accomplishments/background Additional degrees/certifications highlighting technical expertise Incurs a 2-year ADSC Number of approvals based on LDO vacancies within AFSCs CDO O-6s and above will NOT be eligible Within Members will compete via a board to validate eligibility for promotion Once validated, interview for available position to promote (similar to the Air National Guard construct) After beginning new position, promotion is awarded and members complete a 4-year assignment If a PCS is involved, a 2-year ADSC will be incurred Wing/CC may authorize 1 and 2-year extensions, AFPC approval required for longer extension LDO promotions based upon position requirements Will not be effective until the appropriate time in grade (TIG) has been met

15 Manpower & Personnel Technical Track Movement (Cont.) Exit Retirement/Separation Return to the CDO career track Meet a supplemental CDO promotion board Requires Senior Rater endorsement Requires CFM/Assignment Team endorsement Requires all other promotion package items May be attempted annually, with CFM and senior rater re-signed endorsement If selected for return to CDO career track Must complete appropriate level of PME within two years of promotion selection Incurs a 2-year ADSC Is NOT eligible to return to the LDO career track LDO O-6s NOT eligible to transfer to CDO track without SECAF/CSAF approval and must meet O-6 board

16 Annual Onboarding and Progression Example Current Year LDO numbers (Year X) CDO O-6 O-5 O-4 O-3 O-6T O-5T O-4T O-3T Technical Track LDO (#Personnel)

17 Annual Onboarding and Progression example Current Year LDO accessions (Year X) CDO O-6 O-5 O-4 O-3 O-6T O-5T O-4T O-3T 2 new 6 new 30 new 17 Promote 9 Promotes Technical Track LDO (#Personnel) 9 2 Promotes Retire 9 Retire 12 Retire 10 Retire *All figures are notional, actual numbers and percentages will be determined by AFSC CFM s

18 Annual Onboarding and Progression example Next Year LDO numbers (Year X+1) CDO O-6 O-5 O-4 O-3 O-6T O-5T O-4T O-3T Technical Track LDO (#Personnel)

19 O-3/4/5/6T Pay Considerations O-3/4/5/6T require no change to existing base pay Career specific bonuses continue (e.g. flight pay) Additional tech supplemental pay as required Tech supplemental pay used primarily to compensate for slower tech track promotions Adjustable by AFSC and manning levels

20 CDO Pay Chart FY18 Base Pay CDO: No change from current officer pay system Monthly Base Pay O-6 O-5 O-4 O Years of Service

21 LDO Pay Chart FY18 Base Pay Monthly Base Pay CDO: IPZ Promotions Notional LDO Promotions to O-3T, O-4T, O-5T, O-6T O-6 O-5 O-4 O Years of Service

22 LDO Pay Chart FY18 Base Pay + Notional Tech Supplemental Pay ( ) Monthly Base Pay CDO: IPZ Promotions Notional LDO Promotions to O-3T, O-4T, O-5T, O-6T O-6 O-5 O-4 O Supplemental pay compensates for slower LDO promotion cadence Years of Service

23 Cyber Officer O-6T USCC/HAF SME Tech Advisor position Gp/CC, Wg/CC HAF - Air Staff Director of Cyber Forces O-6 O-3T O-4T O-5T EWI USCC/ MAJCOM SME Senior Operator Instructor Education with Industry Embedded SME CNODP NSA Operator Training Sq/CC AWC/ Cyber 300 JTF/AOC - Cyber Leadership O-5 Sq/DO JTF/AOC Cyber Ops Position ACSC Cyber 300 O-4 O-3 JTF/AOC - Cyber Ops Position Flt/CC WIC/Cyber 200/JCOPC SOS Capt Jones - LDO JTF/AOC - Cyber Ops Position Flt/CC WIC/Cyber 200/JCOPC SOS Capt Smith - CDO O-3

24 Rated Officer O-6T MAJCOM/HAF SME Tech Advisor position Gp/CC, Wg/CC HAF - Air Staff O-6 O-3 O-3T O-4T O-5T EWI Wg/MAJCOM SME Gp/Wg Function Jobs TME/Industry Fellowship Advanced Systems/Tactics Courses Sq Function Chief (Tactics/Training/Stan Eval/Safety) AFIT/TME Flt/CC Sq Function Jobs WIC SOS Capt Taylor - LDO Sq/DO, Sq/CC AWC HAF/Joint Staff Sq/ADO, Sq/DO Gp/Wg Function Jobs ACSC SAASS O-5 Flt/CC Sq Function Chief (Current Ops/Mobility/RA/CASS/Exec) Sq Function Jobs WIC SOS Capt Miller - CDO O-4 O-3

25 Implementation Timeline Year 1 Year 2 Phase 0 Phase 1 Phase 2 Phase 3 Phase 4 Conduct investigative research HAF/A1 War gaming Conduct legal review Obtain leadership approval Develop detailed rollout plan ID AFSC specific tech positions ID AFSC specific selection requirements ID selection process Generate guiding documents Launch PA campaign & educate on new track Solicit applicants ID selection boards Review/select applicants Selectees submit assignment preferences Match assignments PCS/PCA members to vacant positions Manage tech position vacancies Manage promotion cycles Manage tech requirements Review retention effectiveness

26 Summary Background Tasking Course of Action Air Force Track System Manpower & Personnel Force Composition Pay Air Force Specialty Code Examples Implementation Timeline

27 Classification Slides and Discussion UNCLASSIFIED

28 Questions

29 Extra Slides