Aircraft MaintenanceMunitions Officer Force Development

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Aircraft Maintenance/Munitions Officer Force
Development

• Col Robert L. Swale
• Chief, Maintenance Management Division
• DCS/Logistics, Installations
• Mission Support
• HQ USAF/A4M

As of
As of
As of 11/16/2009
Total Force multi-skilled maintainers generating
safe, mission-ready weapons systems and equipment
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Overview

• Col Swales Universal Truths
• Development Team
• Management Structure
• DT Activities Vectors
• Developmental Opportunities
• Log Career Broadening Program
• AMMOS
• RE21 FW Reorganization impact
• Challenges
• What we are doing
• 21A/M Career Pyramids
• Force Shaping
• Questions

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Col Swales Universal Truths

• The AF is not a profit making organization, but
  we better act like it is
• Career progression is a matter of relevancelearn
  everything you can about your specialtyand
  another
• A changing organization requires personnel
  competencies to match future organization
  requirementsthe AF is no different
• Dont ever meet a board without current records
• T-ODPs, SOIs, 3849s, and records are your
  responsibility
• Not like the old days, you can see them on the
  internet so there is no excuse for not getting
  this right
• The DT is not perfectbut it worksIm a believer
• Can help with competency/experience development
• Tell the DT what you want, but dont conflict
  with your Senior Rater
• You are going to hear this throughout my
  brieffor a reason

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Development Team Charter

• Chartered by CSAF in Nov 2002
• Purpose
• Define/integrate development processes
• Develop clear career path objectives
• Develop and refine educational opportunities
• Identify skill pairings
• Membership
• AF/A4M Chair
• MAJCOM A4M A4Ws

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21A/M Management Structure
SECAF / CSAF
Force Development Council
Gen McNabb
Functional Authority
LTG Sullivan
Functional Manager
Mr. Johnson
Career Field Managers
Col Swale, A4MM Col LaVoye, A4MW
MAJCOM A4M/W
Development Team
Lt Col Drake, AFPC
Assignment Team/AFPC
Individual / Chain-of-Supervision
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DT Activities

• Spring DT (April)
• Steady State Vectors
• Career Field Issues
• SQ/CC review/prep for Summer DT
• Summer DT (Jul/August)
• Steady State Vectors
• IDE/SDE Nominations
• 20C0 List and MX Sqd/CC List
• Fall DT (December)
• Steady State Vectors
• LCBP Selection
• RAS/PAS Nominations

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Steady State Vectors

• Looking beyond the next assignment
• Performance records available, but not reviewed
• Entire DT views/discusses each T-ODP as a group
• Members desires important Sr Rater comments
  critical
• Seek to provide broad-based experience
• Ops Officer / Sqd CC / MXG Deputy
• Air Staff / Joint / MAJCOM / ALC / Needs of AF
• Seek to build on prior investments
• Intern graduates vectored back to Air Staff
• LCBP participants vectored back to ALC

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IDE/SDE Process

• What we do
• Board process DT Members score records for
  IDE/SDE selection
• Review Records, 3849, T-ODP
• Score whole person using 6 10 pt scale
• Resolve Splits (2.0 pts) or greater between board
  members
• DT members apply Developmental Education
  Designation Board (DEDB) quota to ranked records
  Resolve ties and gray area

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IDE/SDE Selection

• Senior Developmental Ed (SDE)
• DT considered 114 nominees ("selects" and
  "candidates" nominated by SR)
• Prioritize top 21 nominees (A4M ceiling) to be
  considered by DEDB
• Expecting 60 of 21 to attend (approx 12 SDE
  attendees)
• Generally 10 candidates 90
  selects
• Note Current backlog prevents many
• candidates from going...only one this year

• Intermediate Developmental Ed (IDE)
• DT considered 111 nominees ("selects" and
  "candidates" nominated by SR)
• Prioritize top 64 nominees (A4M ceiling) to be
  considered by DEDB
• Expecting 60 of 64 to attend (approx 38 IDE
  attendees)
• Generally 50 candidates 50
  selects

Last look "selects" are considered mandatory
designees 
Good of IDECandidates go to School
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20C0 Selection Process

• What we do
• DT Members review nominees SOI, SURF, OPR and
  T-ODP
• Graduated Sqd/CC a must for consideration
• PME completion critical
• CY 2008 results 47 candidates considered and 43
  selected

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Sqdn CC Selection

• What we do
• DT members scored 231 records
• Reviewed records, SOI, T-ODP
• Score whole person using 6 10 pt scale
• CY2007 201 SOIs for world-wide and 30 for fly-up
• 169 candidates selected for 118 projected
  vacancies

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Your Responsibilities

• What you need to do
• Every year, review and correct your official AFPC
  records
• FAX any OPR or Dec that recently closed out to
  AFPC 21A or 21M assignments AOsnot official
  follow-up
• Update your T-ODPs within 6 months of the board
  and ensure comments dont conflict with your SOI
  and/or 3849
• Include at least one fall back school choice
• Specifically request 18 month Naval Postgraduate
  School program consideration if desired
• Complete appropriate PME
• No penalty for doing correspondence early
• SOI, 3849 and T-ODP be concise and specificnot
  a regurgitation of career!!

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Cross-Flow Programs

• 21R Cross Flow
• MXG/CCs look for selective opportunities
• 21A and 21M
• MXG/CCs have the ability to cross-flow officers
  to enhance/support career development
• and if you cant get one of these, ask the DT
  for a DLA or AFMC positionthe more you know, the
  better prepared you are for corporate change!

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LCBP ComparisonOld vs. New Program
Back to the Future
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AMMOS Selection Process

• Purpose
• Expand combat capability by developing
  graduate-level expertise in aircraft and
  munitions maintenance using the USAF Agile Combat
  Support (ACS) master process construct
• Eligibility
• Captain
• Maximum 8 years TAFCSD
• Minimum 3 years in primary AFSC at operational
  (flying) Wing
• Aircraft/Munitions Maintenance
• SOS completed
• World-wide qualified
• Waiver authority is HQ ACC/A4
• Selection Process
• Modeled after AFI 11-415, Weapons and Tactics
  Prgm
• HQ ACC/A4 has overall responsibility
• ACC/A4Q board president
• Board of 0-5s from each MAJCOM/A4 and AMMOS/CO
• - ARC has own board (1 student per class)
• Nominations submitted by WG/CC to ACC/A4
• AFPC hosts three boards per year

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AMMOS Curriculum

• Organized around Agile Combat Support Master
  Processes
• Capstone Mission Employment Exercise
• Operational art of maintenance and logistics
• Fleet readiness
• Sortie generation
• Munitions operations combat munitions
  production
• Unit readiness for expeditionary operations
• Field Trips- Scott AFB, Langley, AFB, Travis AFB,
  Beale AFB
• 5 Major exams, 9 Graded Presentations, 12
  Exercises
• Coordinated approved by MAJCOMs
• 65 Academic days, 3 courses per year, 12 students
  per class

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Transformation Organizational Change
Initiatives

• Repair Enterprise 21
• Centralizing Intermediate Level Maintenance
• FW Reorganization
• Moving Aircraft Maintenance Units into Fighter
  Squadrons
• Moving Logistics Readiness Squadron into ?? Group

Neither a wise man nor a brave man lies down on
the tracks of history to wait for the train of
the future to run over him.  Dwight
D. Eisenhower
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Repair Enterprise 21 Vision

• RE21 Vision is to Establish an Enterprise-Wide
  Repair Capability Managed by a Single Supply
  Chain, Providing Optimum Support to the
  Warfighter
• Big Picture--Implementation Between FY08-11
• Reduce Repair Facilities From 110 to 22
• Consolidating Workload For Over 500 NSN and 50K
  Transactions
• Integrated And Transparent Supply And Repair
  Chain (Prioritize Distribute By GLSC)
• Reduced Logistic Footprint
• Repair Driven By Enterprise Plan
• Approved Commodities
• B-1, C-5, C-130, E-3 and F-16 Avionics
• Pave Penny LANTIRN Pods
• TF33, F101, F100 F110 Engines

We will fund transformation throughorganizationa
l efficiencies, process efficiencies, reduction
of legacy systems and manpower while sustaining
GWOT and ongoing operations in support of the
Joint Fight. - Michael W. Wynne, SECAF
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Initial RE21 Locations
RAF Lakenheath F100 Eng LANTIRN Pods
Misawa AB F110 Eng
Spangdahlem AB F110 Eng
Kadena AB F100 Eng LANTIRN Pods
Hill AFB F110 Eng C-5, C-130, F-16
Avionics LANTIRN Pods
Capital ANGB F110 Eng
Tinker AFB F100, F110, F101, TF33 Eng B-1, C-5,
C-130, E-3, F-16 Av LANTIRN Pods
SeJo AFB F100 Eng LANTIRN Pods
Luke AFB F100 Eng
Edwards AFB F100 F110 Eng
Warner-Robins AFB B-1, C-5, C-130, E-3, F-16
Avionics LANTIRN LRUs Pave Penny Pods
Dyess AFB F101 Eng
New Orleans ANGB F100 Eng
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Where we are headed

• Look for further opportunities to consolidate
  and/or centralize our intermediate level aircraft
  maintenance functions
• The focus here is to rationalize enterprise
  maintenance capacity/capabilities and reduce
  total operating costs while improving existing
  support levels

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The Enterprise View Shaping the Air Force
Logistics Enterprise

• ILM is only one piece of the AF Logistics
  Enterprise and should not be restructured in
  isolation from the rest
• Biggest bang for the buck will occur by looking
  at the entire logistics enterprise
• Evaluate support structures against OSD guidance
• Develop support structure options for engaged
  units
• Global repair network (ILM Review fits here)
• Transportation network
• Stockage network
• C2 that enables asset management to achieve
  desired ops effects
• Evaluate strategic re-supply network options for
  supporting engaged/home station units
• Evaluate options for performing on-equipment mx
  (phase/isochronal inspections, time changes)
• Determine strategic allocations of work between
  organic and contractor organizations across the
  enterprise

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Feasibility of Further Consolidation

• History shows engaged units deploy with lean ILM
• RAND analysis shows consolidation is cost
  effective for home station units.
• So
• We think we can be both more efficient and more
  effective by looking to consolidate further

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The End State

• Majority of off-equipment intermediate level mx
  (ILM) performed by CIRFs or sent direct to depot
• Remaining intermediate level functions will be
  right sized to support mission/workload
• CIRFs will be sized to support workload and will
  have deployment capability if required by CONOPS
• Common capabilities will be consolidated to
  achieve synergy/efficiency
• Maintenance capabilities at all levels will be
  organized to best execute the mission at home
  deployed

End State Achievable by FY12
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The Rest of the Story

• Let's not forget the options on putting the
  AMUs back in the flying squadrons. Whatever we do
  with ILM...let's not close a door on the AMU
  move.
• ...start with the fighter squadrons the
  attendant AMUs...and, we'll think through the
  next steps.

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A4/7 Task

• Develop a proposed way ahead to move the AMUs
  back into the fighter squadronthen asses the
  next set of moves for other MDS
• Review fighter wing org structure and present
  options for revising wing structure after AMU
  transfer to OG
• Present 3-4 COAs for implementation w/phasing
  options where appropriate
• Consider and offer recommendations to address
  logistics core process integration in COAs

Integrate Logistics across the Enterprise
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FW Reorg Challenges

• Growth of Mx leadership
• Sq/Gp CC opportunity diminishes at FWs
• AMXS/CC to OG as deputy for Mx
• PBD 720 does not provide as many officers in AMUs
  in some commandssome command leveling may be
  necessary
• RE21 will negate the need for the same number of
  commanders in Wingswhere will there be command
  opportunities?
• ACC units are well on there way in implementing
  TFI units
• Org difference between FW and rest of AF may have
  unintended consequenceswe are working to
  mitigate
• Career path for 21A/M will be changed
• 21A Utilization and Training Workshop in Mar 08
• 21A relevance is a potential issue

Ultimately, this is a math problem with the
following variables Organizational Structure,
Competencies, and a Sustainable Officer
Inventoryand we are working on a solution that
is best for the Air Force.
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So, what are we doing about it?

• Completed the 21 A/M Occupational Survey on 2
  Nov
• Initiated a 21XX competency study
• Reviewing the CFETP at the March UTW
• Ensuring that we develop leaders suitable to meet
  the needs in our transforming logistics
  environment
• Developing a new 21A/M career path

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Current 21A/M Career Pyramid
Competencies Which do we Need? How Many? When?
STOVEPIPE
Total Force multi-skilled maintainers generating
safe, mission-ready weapons systems and equipment
LAF IPZ PROMOTION RATES ARE PROVIDED, SPECIFIC
AFSC PROM RATES NOT RELEASIBLE WITHOUT APPROVAL
FROM AF/A1
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What we are thinking about
Need to develop O-6s with a broad sense of
logistics (Supply Chain, Prg Mgt, Depot Mx,
Distribution, Acft/Muns Mx etc.

• Jt
• HQ AF
• MAJCOM
• Mat/Mx Group/CC
• OG/CDM
• GRC/CC
• Sust Sqd/CC

Note Potential changes to mx/muns officer
career path indicated in green
SDE AWC, ICAF, NWC, Fellowships

• Staff
• - Joint Staff/OSD
• HQ USAF
• Management HQ
• Component NAF

Special Duty (PME Instructor, AFIT) DLA,
ALC
Prof. Education Per CFETP listing

• Operational
• OG/CDM
• Squadron CC
• (mx, muns, AFMC)
• Sqd Ops Officer
• ALC/Product Ctr
• RRC Det/CC

IDE ACSC, AAD (AFIT, NPS), PAS IDE, Fellowships,
AFIP
RAS/PAS Assignment
Prof. Education Pe r CFETP listing
AFSC Assignments
Developmental Assignments
BDE ASBC, AAD, SOS

• Staff
• Management HQ
• Air Logistics Center
• CIRF (AFMC)
• Wing

LCBP, ALEET
Prof. Education Per CFETP listing, AMMOS

• Operational
• Ops Officer
• CIRF
  
• ALC/Product Center positions
  - Section OIC and Flight CC positions (Mx
  and Muns/Missiles)

Air Logistics Center
Special Duty (PME Instructor, School House Inst)
BDE ASBC
Wing/Base operational duties (Mx and
Muns/Missiles)
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Reorg Cold Hard Facts

• Everyone is not going to be happy
• We are working to ensure successful command
  tenure outcomesshort-term and long-term
• We have to balance readiness with Force
  Development
• 21XX career field may be very different five
  years from now with a lot more time in AFMC
• Everyone will not be a squadron commanderat
  least an aircraft maintenance squadron commander
• Regionalization does bring opportunities
  (CIRFS-CGOs and FGOs), potential regional CIRF
  commanders
• Everyone will not be a MXG/CCGroup experience
  may be in less-traditional rolesi.e. AFMC/DLA

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Force Shaping (FS) Programs

• Voluntary Separation Pay (VSP)
• FY08 Force Shaping Board (FSB)
• 8-Year Commissioned Service Retirements
• Limited Active Duty Service Commitment (LADSC)
  Waivers
• Lt Col/Col Time in Grade Waiver for Retirement
• Expanded PALACE CHASE Program for Force Shaping
• Selective Continuation
• Inter-service Transfer to Army (Blue to Green)
• Employment With Civil Service
• No RIF this Year!

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Force Development

• Closing Thoughts
• Ensure your official AFPC records are correct
• Talk with your supervisorensure he/she knows
  what you want to do
• The logistics enterprise is changingso should
  you
• This is more than an organizational changeit
  will be a culture changea paradigm shift

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Questions?