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 Headquarters U.S. Air Force Civilian Force Development Mr. Vince Lewis Deputy Director, Med Force Dev 28 Jul 2010

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 AF Civilians: Many Jobs-- One Mission

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 What is Civilian Force Development Challenges Way Ahead Questions

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 What is Civilian Force Development? Force Development (FD) = Education + Training + Experience which produces adaptive, creative, knowledge-enabled Airmen. Civilian Force Development should: Focus on, and result in improving and enhancing job performance Span entry/acculturation through retirement/separation to fulfill, organize, train and equip responsibilities Synchronize education, training and experience to achieve mission requirements Utilize various delivery options, including corporate-focused development, functional development and self-development Adopt appropriate best practices The goal of FD is to develop institutional and occupational/functional competencies in all Airmen through Education, Training and Experience.

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 5 Challenges--Military / Civilian Model Status Quo: Military Leaders (the boss) Wing, Group, Squadron, Divisions, Branches, Teams Broad experiences, mobile Civilian Technicians/Advisors Technically deep Long-term stability years in same organization typical Accustomed to working for someone less technical Status Quo: Military Leaders (the boss) Wing, Group, Squadron, Divisions, Branches, Teams Broad experiences, mobile Civilian Technicians/Advisors Technically deep Long-term stability years in same organization typical Accustomed to working for someone less technical Emerging: Shared Leadership Many leadership positions still military-only A growing number of positions held by either military or civilian Flexibility allows best candidate Growing number of civilian positions filled by prior military “Blueing the Civilians” Civilian leaders embrace traits of military Still technically deep, but also broader experiences Mobility Emerging: Shared Leadership Many leadership positions still military-only A growing number of positions held by either military or civilian Flexibility allows best candidate Growing number of civilian positions filled by prior military “Blueing the Civilians” Civilian leaders embrace traits of military Still technically deep, but also broader experiences Mobility

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 6 Challenges-- Military and Civilians Processes Governing laws Military rules come from Title 10 laws and DoD policy Civilian rules come from Title 5 federal civil service laws and OPM policy Different rules, processes, traditions, and culture Deployments Pay, Promotions, Retirement, Unions Legal Processes, UCMJ, Residency, Taxes Housing, Permanent Change of Station Dress, Haircuts Military and Civilians need to understand both rules Don’t let differences become a wedge

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 7 Challenges– Management of People and Positions Long history of central management of military Command boards Assignments Schools Long history of de-centralized management of civilians Local knowledge and technical depth emphasized But now we are “blueing” the civilians Corporate and Functional boarding on the horizon Civilians are competing against a broader pool Industry civilians and ex-military filling jobs at all levels

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 8 Way Ahead Determining AFMS requirements and resources for tactical, operational & strategic development using position data Develop formal Medical Career Program with clearly defined career paths for deliberate development of AFMS civil service inventory

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 QUESTIONS? 9

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 10