1. ACS SYMPOSIUM 15-17 Sep 2004 CWO Scott

2. DGMC Organization What is Career Management Promotion and release numbers Terms of Service & CRA 60 Administrative reviews

3. D Mil C 4 - Air Force

4. D Mil C 4 - 8 CMs

5. Career Management / Career Administration Service Requirements Individual Preferences Spousal employment Children’s education Home owner Career Expectations Ageing parents Marital Status Stability Manning Priorities Specific Qualifications Career Progression New positions Succession Planning What is Career Management

6. Career Management In carrying out our duties, we adhere to the following principles:  The operational needs of the Air Force are paramount  Processes/decisions must be transparent  Career Manager staff is independent from MOC advisors  Air Force requirements must be balanced with those of the individual

7. Career Management  All personnel must be treated with compassion, dignity and honesty  Equitable and individual treatment for all  The foundation for all decisions / recommendations is through research and preparation. Short-cuts are not acceptable  All things being equal, people deserve the benefit of the doubt

8. CAREER MANAGER ANNUAL CYCLE JUL - SEP PER’s File Review Board Prep SEP - OCT BOARDS - Promotion TOS NOV - FEB VISITS Interviews with supervisors Interviews with individuals MAR - JUN POSTINGS Posting plot Follow up correspondence

9. MOC 500 Status

10. MOC 500 Attrition 2004 9 10 18 22 29 98 4 5 4 5 19 12 49 1 2 7 10 16 38 CWO MWO WO Sgt MCpl Cpl/Pte Total 00030030003003 RankAVNAVS ACS NDT

11. MOC 500 Promotion Forecasted 2004 3 10 15 18 50 1 11 10 18 35 1 3 5 10 CWO MWO WO Sgt MCpl 0002000020 RankAVNAVS ACS NDT

12. MOC 500 Promotion 2004 8 24 50 85 120 3 15 20 36 52 2 4 7 14 25 CWO MWO WO Sgt MCpl 0005400054 RankAVNAVS ACS NDT Promotions to Date

13. TERMS OF SERVICE

14. CRA 60 CANFORGEN 095/04 Effective date of policy 1Jul 2004 Effect on pension More info obtained at http://hr3.ottawa-hull.mil.ca/dgmc/engraph/crafaq_e.asp

15. Admin Review - (AR) Definition:  Staff process used to evaluate the requirement and to develop a recommendation, for administrative career action, when the conduct, performance or medical employment limitations of a member of the CF calls into question the viability of continued service on the part of that member

16. Admin Review - (AR) Reasons for AR:  Sexual Misconduct  Family Violence and Abuse  Harassment  Racist Conduct  Misuse of Alcohol  Illicit Drug Involvement  Medical Employment Limitations not related to Conduct & Performance  Career Manager Reviews Training Failure, Promotion Refusal, Unsuitability for TOS Offers, Accelerated Promotion to Capt etc.

17. Admin Review - (AR) Possible Results (as appropriate):  No career action  Verbal warning  Recorded warning  Counseling and probation  Recourse  Retention with career restrictions  Occupation transfer  Release

18. Admin Review - (AR) (Medical) Aim of Medical Review:  To decide what career action is required for personnel of the CF whose permanent medical category falls below the minimum MOC entry level IAW CFAO 34-30 or who violate the principles of Universality of Service

19. Admin Review - (AR) (Medical) Universality of service (NDA 3[1]):  is defined as the ability which every mbr of the CF must have to perform any lawful duty, which includes the liability to be operationally employable and deployable. This means that every CF member could, as a matter of principle, be required to perform operational duties or to deploy to an operational zone

20. Admin Review - (AR) (Medical) Universality of service (NDA 3[1])  In other words you must be……. A SOLDIER FIRST

21. Admin Review - (AR) Accommodation If Accommodation is approved:  A Position of Appropriate Rank and MOC is Identified  Cost Move will not Normally be Permitted  Normally good for 3 years  Reviewed Every Year