Air Force Personnel Center - ASMC Management & Development Council. ... Career Development Become an active participant ... Air Force Personnel Center

Air Force Personnel Center

Mr. Mike Cerda Chief, FM-Career Field Team

Civilian Development

Right Person, Right Place, Right Time 22

Today’s Quiz Will Cover……

Force Development

Career Development

Your role in the development process

Personnel initiatives


3

SAF/FM Priorities

View from the Top

AF PrioritiesForce Development

Develop and Care for Airmen and their Families• Ensure Airmen possess the appropriate skills to conduct joint operations in air, space, and cyberspace• Sustain deployed & home station quality of service

Developing and Empowering FM Professionals• Prepare FM Airmen to carry out full range of missions…• Provide FM skills…and training• Ensure timely, accurate & responsive financial operations to support commanders, Airmen & their families• Provide AF leadership accurate insight to make informed AF family decisions


Force Development andManagement Structure

Individual / Chain-of-Supervision

Force Management & Development Council

SECAF / CSAF

Development Team

Functional Authority

Functional Manager

Career Field Manager

Assignment Team

AdvisoryCouncil

Formal organizational structure outlined in

AFI 36-2640

Formal organizational

structure outlined in AFI 36-2640


Force Development

Development Team (DT) Membership: SAF/FM, SAF/FMB, SAF/FMP, MAJCOM/FMs, ANG/FM, AFR/FM,

COCOM Rep (rotates)

Vector Military Officers & Civilians

Select FM Civilian Development Education (CDE) candidates

Select SQ/CC candidates

Select candidates for any AF Special Programs

Assignment Teams Support DT, Career Field Managers, Functional Managers & Functional Authority

Liaison with the career field & AFPC

Tuition Assistance

FM PALACE Acquire Intern & Career Broadening programs

Career counseling


Individual’s Role Be accountable for personal

development Conduct a self assessment to

identify gaps/shortfalls Research available resources Set goals Consult with your supervisor to

establish an annual career development plan (CDP)

Seek additional assistance through your Assignment Team (AFPC/DPIBI) and Career Field Manager (SAF/FMEW)

Supervisor’s Role Work with employee to establish realistic

developmental goals Clarify performance elements based on

employee’s work level, grade/band or supervisory role

Identify organizational goals & future trends

Assist in identifying gaps/shortfalls Track & record employee progress Verify completion of identified activities &

training Encourage employee to apply learned

skills in the workplace Provide accurate employee assessment

GS-12 & above for DT All others (non-centrally managed) –

career counseling

Force Development

How do you build a development plan?


Force Development Information & Roadmaps

Officer & Enlisted CivilianCorporate & Technical


Updated every 2 years (2010 Blue Edition distributed at PDI) Military & Civilian development roadmaps Experience Education & Training Leadership

Learning Catalog FM Distance Learning

Center (FM DLC)

FM Force Development Primer 2010 Edition

The Force Development Primer and other helpful information can be accessed via the FM Education & Training Community of Practice at: https://afkm.wpafb.af.mil/community/views/home.aspx?Filter=21995

GreatMentor/Mentee

Tool

https://afkm.wpafb.af.mil/community/views/home.aspx?Filter=21995�


DoD Tools

DoD launched the FM Online and FM myLearn websites last month: https://fmonline.ousdc.osd.mil

FM Online Answers the “What’s New in FM?” Current information & articles on

topics of interest across FM FM myLearn

On-line data base of DoD FM professional training – all at one site

Provides a comprehensive e-catalog of FM training and professional development courses across DoD

https://fmonline.ousdc.osd.mil/�


Leading Change

Leading People

Results Driven

Business Acumen

Building Coalitions

Enterprise-Wide Perspective

This core competency involves the ability to bring about strategic change, both within and outside the organization, to meet organizational goals. Inherent to the competency is the ability to establish an organizational vision and to implement it in a continuously changing and highly ambiguous environment. Balances change with continuity and addresses resistance.

This core competency involves the ability to lead and inspire a multi-sector group [not only employees, (civilian and military) but also other government agency personnel at the Federal, State and local levels, as well as contractors and grantees] toward meeting the organization’s vision, mission, and goals. Inherent to this competency is the ability to provide an inclusive workplace that fosters the motivation and development of others, facilitates effective delegation, empowerment, personal sacrifice, and risk for the good of the mission, as well as trust, confidence, cooperation and teamwork, and supports constructive resolution of conflicts.

This core competency involves the ability to meet organizational goals and customer expectations. Inherent to this competency is stewardship of resources, the ability to make decisions that produce high-quality results by applying technical knowledge, analyzing problems, and calculating risks.

This core competency involves the ability to manage human, financial, and information resources strategically. Inherent to the competency is the ability to devise solutions with an understanding of how to impact business results by making connections between actions and/or performance and organization goals and results, as well as external pressure points.

This core competency involves the ability to build coalitions internally and within other Federal agencies, State and local governments, nonprofit and private sector organizations, foreign governments, or other international organizations to achieve common goals.

This core competency involves a broad point of view of the DoD mission and an understanding of the individual or organizational responsibilities in relation to the larger DoD strategic priorities. The perspective is shaped by experience and education and characterized by a strategic, top-level focus on broad requirements, joint experiences, fusion of information, collaboration and vertical and horizontal integration of information.

Definitions

Creativity and Innovation

External Awareness

Strategic Thinking

Vision

Flexibility

Resilience

CompetenciesConflict Management

Leveraging Diversity

Developing Others

Team Building

Accountability

Decisiveness

Entrepreneurship

Customer Service

Problem Solving

Technical Credibility

Financial Management

Human Capital Management

Technology Management

Computer Literacy

Political Savvy

Influencing/Negotiating

Partnering

Joint Perspective-Mission Orientation-DoD Mission and Culture-DoD Corporate Perspective-National Defense Integration-Global PerspectiveNational Security-National Security Foundation-National Security Environment-National Security Strategy

Fundamental CompetenciesThese competencies are the foundation for success in each of the core competencies.

● Interpersonal Skills ● Written Communication ● Continual Learning

● Integrity/Honesty ● Oral Communication ● Public Service Motivation

DoD Civilian Leader Development Framework


Flexibility Integrity/Honesty Interpersonal SkillsResilience Customer Service Oral CommunicationContinual Learning Problem Solving Written CommunicationService Motivation Technical Credibility Mission OrientationComputer Literacy

Team BuildingAccountability

DecisivenessInfluencing/Negotiating

DoD Mission and Culture

Human Capital ManagementLeveraging Diversity

Conflict ManagementDeveloping Others

DoD Corporate PerspectiveNational Security Foundation

Technology ManagementFinancial Management

Creativity and InnovationPartnering

EntrepreneurshipNational Defense Integration

National Security Environment

VisionExternal Awareness

Strategic ThinkingPolitical Savvy

Global PerspectiveNational Security Strategy

Lead the Institution

Lead Self

Lead Teams/Projects

Lead People

Lead Organizations/Programs


Career DevelopmentExperience

Gain breadth locally / abroad

Career Broadening Within FM

Cross Functional / Service

Deployment DoD civilian expeditionary workforce initiated in Sep 08

Civilian deployment opportunities/info are posted at: www.cpms.osd.mil/expeditionary

BASE LEVEL / CENTER / DRU / FOA / MAJCOM / WFHQ / JOINT / HQ

http://www.cpms.osd.mil/expeditionary�


Force Development Timeline

Jan Feb Mar Apr May Jun Jul Aug Sep Oct Nov Dec

• AY 12 Civilian Development Education (CDE) Call (includes Defense Senior Leader Development Program (DSLDP)• Civilian Strategic Leader Program (CSLP) Call

Summer DT• CDE packages• Career Broadening Outplacement• CSLP candidates

FM CFT• Sends out Airman Development Plan (ADP) call

FM CFT• Sends AY12 CDE & CSLP Call to career field via List Server Message• Work with DT to finalize follow-on assignments for graduating CDE attendees (goal)

Fall / Winter DT• ADP packages• Vectoring• Career Broadening Outplacement• CDE follow-on assignments

• AY 12 AF CDE Board• CSLP Director Screening Board (DSB)

• CSLP Bidding/Matching/CSAF Approval• DSB candidates selected & notified

• AY 12 CDE packages due to AFPC (1 May)


Career Development

Become an active participant – it is never too early or too late to take control of your careerPeriodically review your career brief & keep a copy - do not wait until you apply and/or self-nominate to updateParticipate in the Civilian Development Plan (CDP) process

Centrally managed positions at GS-12 and aboveIdentify career goals, education & development preferences to leadershipReceive supervisor & endorser input / feedbackCommunicate your goals to FM senior leadership (via the DT)Receive senior leadership feedbackBe realistic when developing your plan

So…why is your career brief important?

Bottom line…YOUR career is YOUR responsibility


Evaluation Tools

FACTOR WHAT IS EVALUATEDPerformance Career Brief, endorsement, appraisal

Professional Qualities Endorsement

Leadership/Job Responsibility Career brief, endorsement, resume

Depth and Breadth of Experience Career brief, resume

Specific Achievements Endorsement, resume

PME/Education Career brief, resume

Post-utilization (follow-on assignment) Employee statement, endorsement, Functional DT review , CDP (if available)

Appropriateness of training at this stage of candidate’s career

Framework, career brief, Developmental Team comments/recommendations

How can you update your career brief?


How to Update Your Career Brief

System or Office of Primary

Responsibility

Prof Military Education (PME)

Academics, Certifications, Registrations

Experience History, Skill Codes, etc.

Electronic Civilian Records Update (ECRU)

AFPC Secure Application (Self entry)

AFPC Secure Application(Self entry)

My BizDefense Civ Pers Data Sys (DCPDS)

Defense Civ Pers Data Sys (DCPDS)

Air Force Manpower Agency (AFMA/MAHT)

Fax certificate & OPM OF 612 to: DSN 665-2937(45+ days to process)

Fax certificate & OPM OF 612 to:DSN 665-2937(45+ days to process)

Local Civilian Personnel Office

OPM OF 612 (60+ days to process)

OPM OF 612 (60+ days to process)

OPM OF 612(60+ days to process)


Personnel Initiatives

AF/A1 launched My Development Plan (MyDP) Access via the AF Portal: Life & Careers > Force Development (FD) > My

Development Plan – MyCDP MyEDP MyODP Allows employees regardless of grade to prepare a development plan Allows employee to identify/request a mentor to obtain feedback Be realistic when completing a development plan

Single Staffing Tool (SST) – 15 Nov 2010 Roll-out Resume based application process for internal & external candidates Provide responses to assessment questions Exception: AFMC bases, Luke AFB and Hulbert still using “self-nominate”

process

If you are considering a transition to civil service…


Transitioning From Military to Civilian Career

Current vacancies: USAJOBS at http://www.usajobs.gov/ FM occupational series include

Any series beginning with 05 Some 0301, 0343 and 1515 jobs, announcement will state if FM

Application process Submit resume

Make it as easy as possible for staffing specialist to match your experience with the job requirements

Use same words announcement uses for major duties and Knowledge, Skills and Abilities to describe your experience

Do not use job titles or acronyms, describe work you did If have worked civil service jobs, include series and grade

Submit supporting documents - if missing you will not be referred Copy of DD 214 to verify veteran status Copy of VA disability determination letter Copies of transcripts if applying for 0510 Accountant, 0511 Auditor, or

1515 Operations Research Analyst positions

http://www.usajobs.gov/�


Transitioning FromMilitary to Civilian Career (cont.)

Questionnaire – make sure your answers match/support your resume

Determine your hiring eligibility (different from qualifications) Veterans have 3 - include all you have

Veterans’ Recruitment Appointment (VRA)30% Disabled Veteran Veterans’ Employment Opportunity Act of 1998 (VEOA)

Information on managing the force within Congressional authorized end strength can be found at www.ask.afpc.randolph.af.mil

Let’s look at some helpful hints for all employees…

http://www.ask.afpc.randolph.af.mil/�


Create an account in USA Jobs Set-up automatic notification for job series & locations you are interested in -

you will receive email when a position matches your criteria FM series/positions are all 05XX (except 0511 – Audit), 1515, and some 0301

and 0343 positions

Upload important documentation early, to include, but not limited to: Professional (1-2 page) Resume VA Letter/Documentation showing benefit DD Form 214 (veteran’s only) Letters of Recommendation

USA JobsTips for the Application Process


Build a resume now Do not wait until you find that perfect job announcement

Keep in mind a non subject matter expert will review

Avoid terms such as “responsible for…” – does not indicate action

Avoid using job objectives

Focus on “action” – challenge, action taken, result

Make sure your resume is current

Be sure your resume and responses to application questions are consistent

USA JobsTips for the Application Process

If your return to CONUS is approaching…


Start looking for positions at 2 ½ year mark

Ensure your resume is up-to-date on USA Jobs so you can apply when the time is right Reminder – continue to ‘Self Nominate’ through the AFPC Secure site for

AFMC, Luke AFB and Hulbert positions

At the end of your ‘contract’ there are three options for your return to CONUS: Return to previous positions (if you have Return Rights)

Apply for and be selected for position at CONUS base; you will be competing will other FMer’s that apply

Apply for PPP through CPO – you will be offered first job you qualify for in the states

Permanent Change of Station (PCS)Returning From Overseas


Helpful Information

Subscribe to the FM List Server Used to provide current/updated career field information

Send email to: [email protected]

Subject line: Subscribe fmcfmt

Will reject if there is content in the body of the email

Contact the FM Career Field Team Telephone: DSN 665-2595 / Comm (210) 565-2595 Fax: DSN 665-6263 / Comm (210) 565-6263 Email General Inbox: [email protected]

PAQ Issues: [email protected]

mailto:[email protected]�




And Now for the Quiz…

1. The FM Strategic Plan…a. Provides retirement financial planning adviceb. Encourages the use of a financial planner when planning for retirementc. Maps AF priorities to FM priorities and creates metrics to track success

in meeting priorities

2. Your role in the development process is to…a. Be accountable for your personal developmentb. Be an active participant in your developmentc. Work with your supervisor to establish a development pland. All of the above


Air Force Personnel Center

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Air Force Personnel Center - ASMC Management & Development Council. ... Career Development Become an active participant ... Air Force Personnel Center