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.
A quality force review board will convene in San Antonio May 5 through16 to consider eligible Airmen for retention, Air Force Personnel Center officials recently announced.
The board is one of several fiscal 2014 force management programs that have been or will be implemented to help achieve manpower and force structure goals as the service focuses on 2015 and beyond, said Lt. Col. Rick Garcia, the AFPC retirements and separations branch chief.
The board will consider Airmen with fewer than 18 years, or with 20 years or more of service as of Sept. 30, 2014, who have specific negative reporting identifiers, re-enlistment eligibility codes, assignment availability codes or grade status reasons.
Those identifiers, indicators, codes and reasons include awaiting retraining due to disqualification, awaiting discharge for cause, current referral performance report, grade reduction, rank not commensurate with years of service, five or more days lost time, career field skill level not commensurate with grade, serving a suspended Article 15 punishment, serving on control roster, poor fitness assessment, disqualified Airmen (for cause) returned to duty program and denied re-enlistment.
The Air Force will convene an enhanced selective early retirement board June 16 to consider eligible officers for early retirement, Air Force Personnel Center officials said Jan. 3.
ESERB, a new authority granted in the fiscal 2013 National Defense Authorization Act, applies to regular, active-duty majors through colonels.
The board is one of several fiscal 2014 force management programs that have been or will be implemented during fiscal 2014 to help achieve manpower and force structure goals as the service focuses on 2015 and beyond, said Lt. Col. Rick Garcia, the AFPC retirements and separations branch chief.
Officers eligible for this board include active-duty biomedical sciences corps and medical services corps lieutenant colonels who have been once nonselected for promotion to the next higher grade, and active-duty, retirement-eligible line of the Air Force, LAF-judge advocate, chaplain, nurse corps, BSC and MSC majors.
The Air Force will rely more on its Air National Guard and Reserve components in the future with the aim to preserve more capabilities as the service seeks to reduce its personnel, the service’s top leader said Jan. 9.
In her first testimony as secretary of the Air Force, Deborah Lee James addressed members of the National Commission on the Structure of the Air Force.
The commission will make recommendations on whether, and how, the structure should be modified to best fulfill current and anticipated mission requirements for the Air Force in a manner consistent with available resources.
James, who was formally sworn in as the 23rd secretary Dec. 20, 2013, spoke at length about the future of the total force.
“I see our Air Force as a smaller Air Force over time, but a more capable Air Force,” James said, emphasizing the importance of developing leaders with experience across the components. “I would like to see our Air Force 10 years from now be led by a chief of staff who has had major Reserve component experience.”
The Air Force has reinforced its performance evaluation system by requiring evaluators to assess what Airmen did to ensure a healthy organizational climate.
Policy modifications, performance feedback, and officer and enlisted evaluation form changes were implemented Jan. 1.
This increased focus is part of the overall Air Force effort to accentuate the emphasis on sexual assault prevention and response but encompasses a great deal more, according to Lt. Gen. Sam Cox, the deputy chief of staff for Manpower, Personnel and Services.
According to the general, organizational climate is defined as the way members in a unit perceive and characterize their unit environment. All Airmen are responsible for creating an organizational climate in which every member is treated with dignity and respect.
“It has always been the duty of every Airman to positively contribute to a healthy organizational climate by being a good wingman, adhering to and enforcing standards, not allowing any action that is harmful to the good order and discipline of the unit, not tolerating sexual assault and harassment or any type of discrimination, and of course, building an environment based on a foundation of dignity and respect,” Cox said.