DoD

May 11, 2012

People First May 11, 2012

Editor’s Note: The “People First” section is compiled from information from the Air Force Personnel Center, TRICARE, 56th Force Support Squadron, Airman and Family Readiness Flight, Veterans Affairs, the civilian personnel office and armed forces news services. For the complete story, go to the web address listed at the end of the story.


Officer development program applications due

Officers considering 2013 advanced academic degree and experience broadening programs have a narrow application window, with some applications due within the next few weeks, Air Force Personnel Center officials said.

Public affairs and chaplain corps candidates have submitted their applications, while officers in other fields have begun applications.

Mobility pilot, space and missile, intelligence, weather, cyber operations, munitions and missile maintenance, logistics readiness, security forces, civil engineering, force support, public health, scientific/research, developmental engineering, acquisition, and special investigations career field officers may be able to apply for one or more developmental programs, said Angel Espinosa, from the Academic and Special Utilization Assignments Branch.

Officers may also apply for instructor pipeline programs with the U.S. Air Force Academy and Air Force Institute of Technology, or the National Reconnaissance Office space programs he added.

http://www.af.mil/news/story.asp?id=123300627

 

AF officials release May supplemental promotion list

Fifty-six Airmen have been selected for promotion as part of the May enlisted supplemental promotion process, Air Force Personnel Center officials announced.

Those on the supplemental promotion list are Airmen who tested outside of their required cycle because of an extended temporary duty assignment or deployment in support of a contingency, said Master Sgt. Gisela Hawthorne, the NCO in charge of enlisted promotions and testing.

The promotion score is a composite of several Weighted Airman Promotion System factors, including time in grade, time in service, enlisted performance reports, decorations, promotion fitness examination score and specialty knowledge test score, she explained. For promotion to senior or chief master sergeant, it also includes board scores.

For more information about enlisted promotions or other personnel issues, visit the Air Force Personnel Services website at https://gum-crm.csd.disa.mil.

http://www.af.mil/news/story.asp?id=123300538

 

2012 Air Force Climate Survey coming soon

Air Force active duty, reserve, guard, appropriated fund and non-appropriated fund civilians have an opportunity to voice their concerns to leadership during the 2012 Air Force Climate Survey, which kicks off Monday and runs through June 22.

The chief of staff of the Air Force-directed survey enables Air Force personnel to provide feedback to senior leadership and commanders at all levels.

“This is a perfect opportunity for all total force Airmen to provide candid feedback on a wide range of topics,” said Col. Kent White, the Air Force Manpower Agency commander. “The results will help leaders determine the health of their organization and make changes if necessary.”

Topics in this year’s survey include impact of deployment, trust in Air Force leadership, satisfaction, resources, recognition and performance.

http://www.af.mil/news/story.asp?id=123299866

 

Programs exist to minimize RIF impact on employees

As demonstrated by the announcement of a third round of Voluntary Separation Incentive Pay and Voluntary Early Retirement Authority beginning recently, the Air Force is committed to maximizing voluntary separation measures to the greatest extent possible. Despite this, some bases may find the need to rebalance skills requiring reduction-in-force procedures. So what do you need to know?

When the Air Force implements a force reduction initiative, there are programs in place to minimize the impact on employees and to assist those who are affected, Air Force Personnel Center officials said.

RIF is implemented for various reasons, including when voluntary measures don’t bring force numbers down to a low enough level to meet budget requirements. However, as part of the normal RIF process, the Air Force uses various preventive and supportive measures to lessen the effect on Airmen and their families, said Charles Huerta, the AFPC civilian force integration deputy director.

“In a RIF, if an individual’s position is identified for elimination, that doesn’t necessarily mean that the person is out of a job,” said Huerta. “An employee could remain at the same grade or be placed in a lower grade and given special entitlements.”

http://www.af.mil/news/story.asp?id=123300353




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