Military Officer Development for Acquisition Officers

1
Military Officer Developmentfor Acquisition
Officers

• Col Brad Smith
• Commander
• DMSP Weather Systems Group
• 62EXX Development Team

2
Purpose

• Why we are here?
• To help develop future Air Force leaders
• Outcome
• Make better informed development decisions on
  issues affecting your career

3
Topics

• Your Personal Goals and Priorities
• Deliberate Development
• Assignments
• Promotions
• SLOMO Colonels Group
• Closing Thoughts

4
Personal Priorities

• I want to be the best _________
• Everyone has different goals and priorities
• Quality of Life Family
• Rank and promotions
• Academic Achievement
• Position (Group CC, Wing CC, Director)
• Money
• Community Achievement/Hobbies
• Many others
• Your priorities will change over time
• Events will sometimes cause your goals to change
  abruptly
• Your career is a marathon, not a sprint
• The key is balancing competing priorities in the
  long run
• You are guaranteed to have both ups and downs

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SE/PM Development

• Adapting
• Inspiring Trust
• Demonstrating tenacity
• Leading by example
• Building relationships
• Mentoring
• Strategic thinker
• Exceptional speaker
• Supervisory skills
• Demonstrated vision

Leadership

• Fostering teamwork and collaboration
• Fostering effective communication
• Skills in other career fields/AFSCs
• Excel in high visibility tasks
• Exercising sound judgment
• Demonstrated leadership
• Quality indicators
• Command

Senior Leader Path
06
04-05

Manager/ Leader Path
Build Technical Depth
04-05
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Total Force Candidate Pool
Technical Expert Path
01 ? 02 ? 03
04
05
Total Force Candidate Pool
Technical

• Technical depth (Lab, ALC, SPO, Test Center)
• Technical instructor
• Technical expert
• Achieve significant tech contributions leading
  to honors and awards

• Author on journal articles
• Ability to present technical project results
• Technical MS and/or PhD

• Understand the roles responsibilities of SEs
  in other Centers/MAJCOMS
• Active in professional societies (IEEE,
  AIAA, ASME, etc)
• Direct large-scale projects

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Deliberate Development

• Advanced Degree (AFIT, Masters, PhD)
• Developmental Education (PME)
• Acquisition Certification
• Job Performance
• Leadership Potential
• Do Something Spectacular

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Advanced Degree

• Advanced education important, but not mandatory
• AF has masked graduate education for promotion
  boards, but business credits are required for
  many acquisition certification programs
• Air Force is ramping opportunities from 1,650 to
  1,974 slots by FY08 as part of inventory based
  force development
• A second masters in a business field can be
  useful as well
• Consider getting a Masters degree as a CGO
• AFIT opportunities www.afit.edu
• Civilian institution/EWI www.ci.afit.edu
• Local Base education office offers tuition
  assistance night classes
• Consider technical or business degree
• Sponsored PhDs are a mixed blessing
• Great opportunity, but may limit you to a
  technical or education track due to large
  time/follow-on commitment
• Particularly true if you go to a sponsored
  Masters Program (2 years follow on) and a
  sponsored PhD (3 years follow on)

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Developmental Education (PME)

• Senior leaders need to be able to articulate what
  the Air Force brings to the Joint fight and
  nation as a whole
• Right education at the right time (PME)
• CGO - Basic Dev Education (BDE) ASBC, SOS
• Maj - Intermediate Dev Ed (IDE) ACSC, others
• LtCol - Senior Dev Education (SDE) AWC, ICAF,
• New opportunities particularly for IDE
• Ex AFIT degree and fellowships can be used to
  meet modified ACSC IDE requirements
• Complete distance learning at first opportunity
• Provides a good foundation for in-residence
  programs if selected
• In residence programs are strong quality
  indicators
• Particularly for intermediate and senior service
  schools
• Joint and sister service schools are great
  opportunities
• Distinguished graduate from any school is a
  good thing

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Acquisition Certification

• Program Management Level III needed for many
  senior leadership positions
• Achieve Level III certification in your career
  field
• Combination of education, experience and DAU
  sponsored courses
• Business coursework and/or Masters degree
  required in many cases
• Senior DAU course slots can be competitive so
  make sure your boss knows which courses you need
• Achieve certification in a second career field
• Gives you more options for career broadening

10
Job Performance

• Job Performance is still 1
• Be the very best at what you do
• Take the initiative be proactive
• Be a team player
• Strive constantly to improve your skills
• Seek out new opportunities
• Take risks
• Observe Senior Leaders
• Build your toolkit
• Document your performance
• Promotion and assignment boards look at records
• Stratification in your OPRs is a key quality
  indicator
• Keep a running log of your contributions through
  the year so you can provide a complete picture to
  your boss each year

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Leadership Potential

• The Air Force assesses not only your past
  performance but also your future potential as a
  leader
• Does he/she understand the big picture?
• Could I send him/her to testify in front of
  Congress alone?
• Can he/she build a team from scratch?
• Is he/she a motivational leader?
• Can he/she articulate our position? Even if
  he/she disagrees?
• Is this someone I would like to work for?
• Do they have character? Sound judgment? Grit?
  Integrity?
• Leadership can be learned but you need to
  constantly develop and hone key skills

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Leadership Skills

• Learning leadership is a lifelong task

• -Inspiring/Motivating
• -Public Speaking
• Vision
• Strategic Thinking
• Integrity/Character
• Sound Judgment
• People Skills
• Big Picture

-Management Skills -Finance -Organizational
Development -Planning/Scheduling -Trust -Technical
Skills -Balance

• Read everything you can, take courses, think
  about it, and practice it every day

13
Something Spectacular

• Do Something spectacular
• Senior officers often have one or more special
  accomplishments on their resume
• May include fellowships, one of a kind
  assignments, major awards, operational
  deployments, TPS, distinguished graduate,
  command, unique programs, leadership programs,
  education,, etc
• Seek out these opportunities
• When given the opportunity do something
  spectacular in your Air Force career!

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Assignments
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Assignment Cycles
Reclama Season
INITIAL VML
FIELD RECLAMA VML
PRD VISIBILITY WINDOW
T-ODP DUE DATES
AFPC MATCHES ASGMTS
CYCLE
RNLTD
VML POST/ LAST DAY REQS
19 JUL
19 JUL - 2 AUG
5 AUG
9 AUG - 22 SEP
30 SEP
SEP - OCT
FEB -MAY
SPRING
SUM
10 NOV
10 - 27 NOV
30 NOV
6 DEC - 15 JAN
2 JAN
JAN - MAR
JUN - SEP
 
FALL
24 MAR
24 MAR - 6 APR
8 APR
16 APR - 27 MAY
11 MAY
MAY - JUL
OCT - JAN
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AssignmentsDevelopment Plan Flow
ODP
Officer Fills Out Officer Development Plan (ODP)
AFPC Assigns Officers
Spring, Fall, Summer Assignment Cycles
Team Provides ODP Feedback to Individual AND
Supervisor/CC
ODP
ODP
Rater/CC AND Individual Review ODP During
Feedback Session
Development Teams Review Three times a year AFPC
is Full Time Team Rep
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What is the T-ODP?

• What is the T-ODP?
• Your primary vehicle for transmitting your long
  term desires and career goals to the assignments
  and development team your roadmap for
  development
• Focus should be assignment after next, not
  necessarily just the next assignment
• Raters
• Should also focus on long term development of
  this officer
• Should explain why this officer is well suited
  for a particular development path
• Development Team Vectors
• Most concerned about long term development want
  a viable pool of LtCols and Cols with
  appropriate breadth to lead AF

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T-ODP Applicant Tips

• DO
• Be honest with your Assignments Team
• Fill in gaps from SURF
• Discuss all relevant personal issues they may
  not be official justifications for reassignment,
  but the more info AFPC has, the more informed the
  decision
• Consider the Long View, then work backwards to
  the current assignment where do you want to be?
• Ask questions locally first your
  peers/CC/MAJCOM POC, then contact AFPC via
  e-mail/phone messages

• DONT
• Target a single location or job diversify
• Repeat info from SURF
• List jobs by AFPC ID only -- include AFSC/Duty
  Title
• Assume that a By Name Request is a Guarantee
• Assume that we remember every phone/e-mail
  conversation -- remind us in the T-ODP comments
• Forget that the mission comes first and our
  brethren are in harms way right now

Think Officer Development
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Assignment Advice

• There is NO set career path to follow
• Seek experience at different levels
• Wing, Center, Lab, MAJCOM, SAF/AQ, etc
• Consider career broadening at an appropriate time
  (late Capt or Field grade)
• Seek jobs with a progression in visibility and
  responsibility
• Take advantage of special opportunities, but
  dont get stuck in them
• Seek field grade assignments outside your normal
  specialty - senior leaders need breadth
• Keep your T-ODP up to date, and know when you are
  vulnerable to move!

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Where are the jobs?

• Primarily CONUS at AFMC, AFSPC, ACC, AIA
• Wright-Patterson 700
• Los Angeles 329
• Eglin 206
• Kirtland 192
• Pentagon DC area 308
• ALCs (combined) 203
• Hanscom 173
• Edwards 169
• Lackland 89
• Data masked 65
• Schriever 62
• USAF Academy 57
• Overseas 61S/62E/63A (Combined) 1.5

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Special Assignments

• Joint Assignment AFPC Joint Assignments
• www.afpc.randolph.af.mil
• Olmstead Scholarship, White House Fellowship
  (AFPC)
• Air Force Intern Program (AFPC for Captains)
• Test Pilot School/Flight Test Engineers
• www.edwards.af.mil/tps
• Education with Industry/AFIT CI ci.afit.edu
• Engineer/Scientist Exchange Program
• afosr.sciencewise.com
• Logistics Career Broadening Pgm - AFMC
• AFIT Student/Instructor www.afit.edu
• USAFA Instructor www.usafa.mil

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School/Command Boards

• School Boards (AFIT, SoS, IDE, SDE in residence
  boards)
• SoS done by local commanders, others are done via
  central board
• Applicants apply early summer, board generally in
  Aug or Sept
• Development/Assignment teams score records in
  much the same way as promotion board
• Results in October for AFIT, November for
  Developmental Ed
• Command Screening Board (Sq CC, Group CC, Wing
  CC)
• You must nominate yourself for positions outside
  your normal career field (MSS, Space, etc)
• Board scored centrally by a group of higher level
  commanders
• Selects announced in October for following
  summer
• Selects go through a matching process to assign
  units (CCs choose) which can happen well into
  the Spring
• Some selects may get Vice or DO jobs, and others
  may be held in reserve as alternates
• Commanders go to a variety of pre-command
  courses in late Spring
• You cant back out of a Command or School
  assignment once it is made (without consequences)

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Force Shaping

• Annual force shaping boards established at 3 year
  point for officers
• First board 3 April for officers in 2002, 2003
  groups, targeted by career field (core AFSC)
• Initial allocation affects 61XX, 63XX (and
  others), but not 62XX officers
• First O-6/GS-15 in chain will prepare a retention
  recommendation form (RRF)
• Central board at AFPC will meet 3 Apr, with
  selected officers to be notified about 60 days
  later (separate by 29 Sep 2006)
• Limited voluntary crossflow and separation
  opportunities
• Best web site for more information
• http//www.afpc.randolph.af.mil/retsep/Forceshapin
  g/FSB.htm

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Promotions
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Promotion Opportunity
BPZ Limit
Grade Percent
1Lt 100 of Eligibles N/A Capt 100 of
Eligibles N/A Maj 95 of Eligibles N/A Lt
Col 85 of Eligibles 10 Col 55 of Eligibles 15

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62E Developmental EngineerCareer Planning
Diagram (CPD)
Inventory vs Sustainment
Career Pyramid
IPZ Promotion Rate 43.8 Avg Pin-on 21.6 years
SPD OSD/JCS HQ USAF MAJCOM Wg/Gp CC
SDE AWC, ICAF, NWC, Fellowships
HQ USAF
IPZ Promotion Rate 68.2 Avg Pin-on 16.0 years
MAJCOM
Prof. Education APDP Lev III
Dep Grp/CC
Squadron Commander
IDE ACSC, AAD (AFIT, NPS) JMIC, ACGC, LAI
Ops Officer
Joint/OSD
IPZ Prom. Rate 90.2 Avg Pin-on 10.7 yrs
Special Duty (Instructor, 16X, etc)
Developmental Assignment
CYOS
Prof. Education APDP Lev II Lev III
Manning
SPO, Lab, Test, ALC, Ops/Intel Support
BDE ASBC, AFIT, SOS, AFIP
Flight Commander
MAJCOM
Developmental Assignment (SPEED)
Prof. Education APDP Lev I II
SPO, Lab, Test, ALC
Special Duty (Instructor, Exec, EWI)
Ops/Intel Support
Primary Skill SPO, Lab, Test, ALC
OPEX
Notes IPZ rates calculated AF wide
AUTH - Current Authorizations ASGN - Officers
with a DAFSC 62XXX
INV Officers with a core AFSC 62XXX STRENGTH
Useable INV/AUTH
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63A Acquisition ManagerCareer Planning Diagram
(CPD)
Career Pyramid
IPZ Promotion Rate 43.8 Avg Pin-on 21.6 years
SPD OSD/JCS HQ USAF MAJCOM Wg/Gp CC
SDE AWC, ICAF, NWC, Fellowships
HQ USAF
IPZ Promotion Rate 68.2 Avg Pin-on 16.0 years
MAJCOM
Prof. Education APDP Lev III
Dep Grp/CC
Squadron Commander
IDE ACSC, AAD (AFIT, NPS) JMIC, ACGC, LAI
Div/Br Chief
Joint/OSD
IPZ Prom. Rate 90.2 Avg Pin-on 10.7 yrs
Special Duty (Instructor, 16X, etc)
Developmental Assignment
Prof. Education APDP Lev II Lev III
SPO, Lab, Test, ALC
BDE ASBC, AFIT, SOS, AFIP
Flight Commander
MAJCOM
Developmental Assignment (SPEED)
Prof. Education APDP Lev I II
SPO, Lab, Test, ALC
Special Duty (Instructor, Exec, EWI)
Staff (Center, NAF)
Primary Skill SPO, Lab, Test, ALC
OPEX
Notes IPZ rates calculated AF wide
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Promotions
Average Pin-on Time
Yrs of Service
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Promotion Process
1-3 Weeks
Board Convenes
Board Adjourns
150
0
30
- 100
- 40
30
45
90
75
- 60
60
30
PRF Process

• Supervisor drafts PRFs (60 days out)
• PRFs should highlight entire career, and make a
  strong case for potential at the next higher
  grade
• Senior rater makes promotion recommendation
• Must adhere to strict quotas for DPs which vary
  by grade, with fractions rounded down
• MLR held to allocate accumulation of fractional
  DPs remaining at center level
• Timing Matters! (your pool of peers has a
  substantial effect)
• Member receives PRF (30 days out)
• Board convenes, scores records on 10 point scale,
  determines cut line (1-3 week process)
• Board Results Public Release (70-90 days after
  board)

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Whole Person Concept
AFPC
Best Qualified for Promotion
Future Potential
Performance OPRs/OERs/PRF/TRs
Leadership SQ/CC, MAJCOM, HAF, Joint, OSD
Building Blocks
Achievements DG, CGO Qtr/Yr, ORI ratings
Professional Development PME (Res/Non-Res),
AAD
Depth/Breadth In/Out of Specialty...W/B, MAJCOM,
HAF (ROTC, 16P/R, 8XXX)
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Below the Zone

• Promotion LtCol and Col
• Up to 2 years early for each
• Same Process is followed for PRFs/board
• 10 may receive DP BPZ for LtCol
• 15 for Colonel
• You really need a DP to compete, though lt 20 of
  DPs are then selected for early promotion
• BPZ promotions displace in the zone promotees
• Approx 2.5 of eligibles are promoted to LtCol
  early
• 3-5 for promotion to Colonel

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The Gray Zone

• Some senior officers fall into the gray zone
• Easy to identify the top/bottom performers
• Leaves a lot of officers in the middle with few
  distinguishing features on their records
  promotions can be a toss up
• Some indicators
• Avoid it by doing something spectacular and
  making sure your documented job performance
  stands out from others
• You have 15-20 years to build an outstanding
  record

-Lack of job progression -Homesteading -Weak
development -Lack of Masters or PME
-Lack of stratification in OPRs -Never in charge
of anything -Weak or average OPRs -Endorsements
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Quality Indicators

• Quality Indicators
• Strong Quality Indicators

-Stratification on OPRs -Good job
progression -Deployment Experience -Air
Staff -Major awards
-Test Pilot/Fighter Wpns School -Masters Degree
and PME complete -Demonstrated leadership -Exec
or Commanders Action Grp -Operational
Experience -Big fish, big pond
-Sq CC or Deputy for Ops -In-residence PME -Joint
Assignment as FGO -Distinguished Graduate -Highly
selective programs - BPZ Promotion
-Consistent OPR stratification -Ivy League type
Fellowship -Air Force Intern Program -Sister
School PME/Training -Command level
awards -Executive Development Pgms
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Cols Group

• Colonels assignments are different
• There are no small Colonels jobs
• Assignments done on a yearly game plan
• Generals bid for Colonels in the game plan
• SLOMO adjudicates multiple bids
• Needs of the Air Force outweighs all other
  considerations you may move at any time
• Take assignment or retire in most cases
• Need 3 years in grade to retire as Colonel

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Promotion to Brig Gen

• Colonels Promotion Process
• PRFs are cumulative (they stay in record) and
  handwritten
• DPs are rare but no set quota
• Four star ranks DPs from 1N generally you
  need to show progression up the ranking to get
  promoted
• Considered in the zone at around 24 years
• Basic Demographics for BG-select
• Multiple year BPZ (often at more than one grade)
• Completed one or more O-6 level command positions
  
• Wing Command or equivalent plus lower commands
• Ranked in the top 1-2 in the 4 star major command
• Joint Assignment as FGO required now by law
• Around 36 officers promoted each year Air Force
  wide, perhaps 1-2 in acquisition community (at
  most)

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Make a Timeline
Make a timeline with alternatives
Once you make Major, your time is very short!
PEM
SSS
SMC
SQ CC
ISS
Joint Staff
MAJCOM
SMC
Lab
NRO
PEM
SQ CC
10
12
14
16
18
20
22
Years
Promo Board
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Closing Thoughts

• The Air Force needs strategic leaders with
  vision, breadth and character
• Potential for future growth is very important
• You are going to have to balance your priorities,
  needs and goals against the needs of the Air
  Force
• Education, leadership skills, PME, and breadth of
  experience will help you no matter what you
  choose to do in life