Headquarters U S Air Force Integrity Service Excellence

Headquarters U. S. Air Force Integrity - Service - Excellence Scientist, Engineer & Program Manager Force Development Col Ralph Bordner SAF/AQH 14 Nov 2017

Overview Force Development Overview Developmental Opportunities Development Teams Developmental Education (DE) Materiel Leader/Squadron Command Integrity - Service - Excellence 2

Force Development Goal -- officers with: Functional depth + developed breadth Skills needed for leadership roles Method -- deliberate development: Right officers…. right level of experience, education, and training…at the right time…for the right reasons Keys to Force Development Leadership involvement / guidance Officer input Development Teams (DTs) Integrity - Service - Excellence 3

Force Development Structure § Functional Authority (FA): § GO/SES appointed by SECAF; provides oversight and functional advisory services related to functional communities Functional Authority (FA) Functional Manager (FM) (DT Chair) § Functional Manager (FM): § Appointed by FA; responsible for day-to-day management over specific functional community; serves as DT Chair § Career Field Manager (CFM): § Appointed by FM; serves as advocate for specific career field within the functional community; DT member § Development Teams (DT): § Ensure leadership within each career field becomes familiar with the people assigned, making assessments of their qualifications for future opportunities Career Field Manager (CFM) (DT Member) Development Teams Individual Airmen AFPC Assignment Teams Integrity - Service - Excellence 4

61 X Development Model 61 Cs, Ds CGO Dev Model: First 3 assignments = Acq, AFIT, Other Acq: SPO, Product Center, Research Lab, Test Other: AFIT, R&D, DCMA, Instructor, etc. Broadening an inherent part of model Decisions: Technical or Program Management? 61 Cs, Ds FGO Leadership, CC (ML), MAJCOM, Air Staff, Joint Instructor If manning allows, more broadening: 16 X, 86 M Possible “feeder” AFSC to 63 A FGO positions 61 As – Vastly different CGO positions often in acquisition world; FGOs not All 61 As should be connecting to monthly AF/A 9 DCO Integrity - Service - Excellence 5

62 E Development Model CGO Dev Model: First 3 assignments = Acq, Ops, Other Acq: SPO, Product Center Ops SPEED: 13 S, 14 N, 21 A Operational Broadening Assignment 62 E: Flt Test, Space Launch/Control, Intel/Info Ops Support Other: AFIT, R&D, DCMA, Instructor, etc. Broadening an inherent part of model FGO Leadership, CC (ML), MAJCOM, Air Staff, Joint If manning allows, more broadening: 16 X, 86 M Primary “feeder” AFSC to 63 A FGO positions 63 A auth structure is unsustainable without cross-flows Integrity - Service - Excellence 6

63 A Development Model CGO Dev Model: Broadening, Mainstream PM, Other PM opps Broadening OPEX: 13 S, 14 N, 21 A Operational tour upon accession SPEED: 13 S, 14 N, 21 A Operational tour (4 -7 CYOS point) Other: ROTC/AU Instructor, Recruiting, etc Mainstream PM Work: 63 A SPO job at Prod Ctr Other PM: DCMA, Lab, Test, AFIT/DAU Instructor FGO Staff: MAJCOM, HAF/SAF, JCS, OSD Leadership: Sq/CC (ML), Dep Grp/CC, Other SPO opportunities Integrity - Service - Excellence 7

Filling the Ranks: 62 E Re-Core to 63 A Internal process to AFPC Cross-flow needed to balance manning for 62 E/63 A AFSCs Approximately 50 -80 officers/year cross-flow into 63 A Eligible officers with 10 -18 CYOS are considered Target most qualified 62 E officers for 63 A cross flow PM 2+ APDP certs, previous 63 A assignment Non-Tech, Mgmt or Sys Eng AAD 61 X Officers also eligible 62 Es with critical skill set degrees require waiver/push to cross flow Flight Test Engineers (TPS Grads) Electrical Engineers Computer Engineers Nuclear Engineers Integrity - Service - Excellence 8

62 E/63 A Inventory and Sustainment Integrity - Service - Excellence 9

Developmental Opportunities Integrity - Service - Excellence 10

AAD/SPEED & Additional Opportunities AAD/SPEED Education: masters and Ph. D opportunities AFIT FP, USAFA FP, NRO, General Exchange Officers Space, Cyber, Intel, Personnel, Maintenance, etc. Education with Industry 2019 AAD/SPEED announcement next Spring Program requires an application and an LOAE for AADs 2 yrs TOS required; cannot owe additional AAD payback Additional Opportunities Engineer and Scientist Exchange Program Test Pilot School (Flight Test Engineer) Integrity - Service - Excellence

EWI Quick Look EWI - part of AF since 1947 - provides vital experiences Normally 10 -12 61 s / 62 s / 63 s selected per year Gain understanding not available anywhere else “Bottom Line” Industry culture Importance of money to industry Exposure to Best Practices Earned Value “Lean” Manufacturing / Six Sigma Corporate Media Spin Supply Chain Management Services in Industry Business Acumen & Empathy Integrity - Service - Excellence 12

Typical Company Participation • Alcoa • Amazon. com • Amazon Web Services • BAE Systems • Ball Aerospace • Boeing • Boston Consulting Group (BCG) • CACI • CH 2 M Hill • Coca-Cola • Fed. Ex • General Dynamics IT • Gulfstream • Intel • La. Quinta Hotels • Lockheed Martin • Loews • Michael Baker International • Microsoft • Northrop Grumman • Oak Ridge National Lab • Orbital ATK • RAND Corporation • Raytheon • Space. X • ULA • UPS • University of Dayton • USAA • VMware Integrity - Service - Excellence 13

Advanced Academic Degrees (AADs) 62 Es, 61 As, Cs and Ds need AADs Sooner is better – rule of thumb, start program at 2 -4 year point 61 s: More opportunities than eligible / available officers 90+% of nuke 61 D auths require AADs; 25% of all 62 E auths require AADs 62 Es: Many orgs prefer technical AADs for 62 E positions – many requisitions list technical AAD as “highly desired” 63 As: New opportunity in AY 19; 63 A MS in Systems Management Officer selection process for AF Sponsored AAD AFPC annual call for apps; late Apr – late Jun suspense Senior raters sign & submit AF IMT 3849 s AFPC/DPALA boards & nominates; DTs approve Selects must accept directed follow-on assignments corresponding to approved AAD quotas Integrity - Service - Excellence 14

Developmental Teams Integrity - Service - Excellence 15

DT Overview DTs play key roles in 3 force development processes: Steady State Vectoring Developmental Education Materiel Leader and Sq/CC Board Your ADP and/or involvement is required for DT to help you Functional manager for 61 s and 62 s: Mr. Jeffrey Stanley Functional manager for 63 s: Mr. John Miller DT is composed of Cols and Generals from your AFSCs Always keep you ADP current (less than a year old) Use it in feedback sessions with your Boss Know basic development guidance for your AFSC and reflect that in your ADP Integrity - Service - Excellence 16

Vectoring Steady state vectoring Provide “level” of future assignment (not specific position) Identify officers for special programs Vectors based on projected/anticipated requirements by: Level (Joint, Air Staff, SPO, etc. ) Position type (Branch Chief, PM, etc. ) Officer feedback Integrity - Service - Excellence 17

5 Integrity - Service - Excellence 18

61/62/63 DT Feedback Actively seek out a mentor; call or email DT members! Keep ADPs current and targeted to the DT you’re meeting Don’t just reiterate accomplishments found on SURF/OPRs Be honest w/ desires – consider near/long term implications Give long term goal(s) (e. g. “I want to be a Matl Ldr”) Propose path and provide alternatives Ensure record is accurate & complete Complete AAD as soon as practical Complete DE by correspondence ASAP (unless a DE select) Importance of stratifications & awards/decs Focus on job performance! Excel I n t e g r. In i t y Your - S e r v i Current c e - E x c e l l Job ence! 19

My. Vector 1 -stop shop for mentoring, career management, and development Range of total force mentoring capabilities: By-name request Mentor matching Discussion forums Online mentoring plan Open dialogue w/mentor The Acquisition Corner – SAF/AQH Discussion group Integrity - Service - Excellence 20

Career Plan Major John Doe Career Planning Worksheet ACSC – In Res ACSC – Cor Est pin-on Dec 2009 14 July 98 14 Jul 02 14 Jul 00 1 Jan 12 1 May 08 2 BTZ 1 BTZ IPZ 2015 2016 2017 2 BTZ 2010 98 99 00 01 02 Los Angeles 03 04 05 WPAFB Space Big Safari Program Manager 06 07 08 09 AFSOC 10 IDE 11 12 USF-A 13 14 15 16 17 18 Options AFRCO SDE SDE COCOM MAJCOM HQ FOA HQ USAF PME Test SPO/Lab Joint Staff Integrity - Service - Excellence Command 21

DT Mentor Sheet Integrity - Service - Excellence 22

Military 61 DT Membership Mr. David Slade (CFM) SAF/AQH (CFM) Col Rex Kiziah USAFA Col Ronjon Annaballi LCMC WPAFB Col D. Brent Morris DTRA MGen Bill Cooley AFRL BGen Heather Pringle JBSA Col Michelle Ewy AF/ST Col Brian Quillen NRO Col Laura Garrett 12 AF ACC Col Brian Ralston NRO Col Angela Giddings AF/A 1 Col Matt Sandelier DTRA Col Richard Goodman AFNWC Col Marc Sands USAFE Col Steven Gorski AFTAC Col Tom Timmerman AFOTEC Col Jonathan “Todd” Hamill AF/A 9 Col Mike Van. Valkenburg USAFA Col Erich Hernandez. Baquero NRO Col Scott Williams USAFA Integrity - Service - Excellence 23

Military 62 DT Membership Col David Ashley Col Greg Barnhart Col Christian “Bart” Bartholomew Col Dan Blevins Col Ralph Bordner Col Brian Bracy Col Stephen Brooks Col Carolyn Campbell Col Bryan Choi Col Anne Clark Col Niles Cocanour Col Heath Collins Col Jeff Dickson Col Eric Felt BGen Eric Fick Col Marty France Col Charles Gaona Col Andrew “Tippy” Knoedler Col Tim Lawrence SMC SAF/AQS AFNWC NRO SAF/AQH SMC LCMC - Hanscom SAF/AQX LCMC - Eglin AFRL - Edwards RCO - Pentagon AFNWC - Hill SMC AFNWC - Hill JSF USAFA AFSC - Tinker LCMC – Hanscom AFOSR – EORD London Integrity - Service - Excellence 24

Military 62 DT Membership Col Joel Luker Col Loralee Manas Col Amy Mc. Cain Col Michael Meyer Col Hans “Lucky” Miller Col Elena Oberg Col Chuck Ormsby Col-S Kristin Panzenhagen Col Shahnaz Punjani Col Anna Schneider Col Tim Sejba Col Matt Skeen Col Mark Skouson Col K. Colin Tucker Col Wallace “Rhet” Turnbull Col Tim West Col Nathan White Col Tom Yoder AFRL MDA SAF/AQ DCMA - Seattle AF/TE AFRL/CV AFRL – WPAFB LCMC - Hanscom SMC - Kirtland LCMC - Aberdeen SMC NRO AFIT SAF/AQR SMC AEDC SMC USAFA Integrity - Service - Excellence 25

Military 63 DT Membership Col John Anttonen Col Chris Athearn BGen Mark Baird Col William “Scott” Bell Col Rob Bongiovi BGen Ryan Britton Col Alvin Burse Col Dennis Bythewood Col Tim Cole Col Todd Darrah Col Mark “Chili” Davis Col Bob Dietrick Col Arthur Ford BGen Phil Garrant BGen A Genatempo Col Gerry Gleckel BGen Mike Guetlein BGen Greg Gutterman SMC - Kirtland LCMC - Eglin SAF/AQS LCMC - Hill SMC SAF/AQQ LCMC - Gunter SMC LCMC - WPAFB NRO LCMC - Tinker LCMC – WPAFB SMC LCMC - Eglin SMC LCMC - WPAFB Col Brady Hauboldt Col Ed Hospodar Col Trauna James Col Gary Johnson Col Melissa Johnson Col Scott Jones Col Amanda Kato Col Steve Lang Col Al La. Puma Col David Learned Col Mike Malley Col Sean Mc. Kay Col Greg Mc. New Col Tony Meeks Col Kerri Mellor Col Bruce Monroe Col Amanda Myers Col John Newberry Integrity - Service - Excellence LCMC - WPAFB SMC LCMC – WPAFB JSF SOCOM AFNWC - Hill LCMC - Hanscom 45 LCG/CC AFNWC - Hanscom LCMC - Hanscom NRO LCMC - WPAFB SMC OSD AQQ - Pentagon LCMC - WPAFB 26

Military 63 DT Membership Col Martin O’Grady Col Donna Pilson Col Stephen Purdy Col Riley Pyles Col Terri Quick Col Eric Quigley Col Tom Rock Col Gil Rosario Col Sean Rucker Col Gary Salmans Col Jeff Schavland BGen Michael “Gunny” Schmidt BGen Donna Shipton Col Ray Simpson Col Jeff Stutz Col Dale White Col Steve Whitney Col Shane Wilkerson Col Dustin Ziegler LCMC - WPAFB LCMC - Robins SMC LCMC - Hanscom LCMC - WPAFB SMC DCMA SMC LCMC - JBSA NGA LCMC - WPAFB DTRA - Eglin SMC - Kirtland RCO SMC AFSC - Robins AFNWC - Kirtland Integrity - Service - Excellence 27

Developmental Education Integrity - Service - Excellence 28

What’s New? Beginning 2017, no more “selects” from promotion boards Previously identified “selects” will still go to DE All others will compete at large Formula for quotas still TBD Impact of this change? SRs will push Nominees to Central Selection Board CSB will forward Primaries/Alternates to DTs Vectored by DT, then sent to DEDB identifies specific resident DE program Look for DE Webinar and Minutes for more info Integrity - Service - Excellence 29

IDE/SDE Macro View Policy/Guidance Air Staff Call for Nominations LAF / AFMS / HC 8, 510+ / 2260+ / 100+ AFPC 2525+ / 400+ / 65+ Senior Raters Review/Recommendation Central Board or DTs DE Vectors (Primary Noms) 770+ / 32 / 6 Development Teams Developmental Education Designation Board Central PME Board (3 -14 Apr 17) USAFA Board (August 2017) Schools Match Board (August 2017) Review/Validation (18 Sep 17) DPG/DPO USAFA/AFPC Panel AF/A 1 Integrity - Service - Excellence

Advanced Academic Degrees (AAD) and DE by Distance Learning (DL) AAD and DE DL AAD and DE information are not visible on a officer’s SURF during the Central DE Board Ensured board members did not use AADs or completion of DE by DL as a discriminator when scoring records When DTs are vectoring primary DE designees to school: AADs and DE information was visible in the tool Only considered when AADs were a prerequisite DE information required to ensure officers are not vectored to back internships (A 1 D guidance) Integrity - Service - Excellence 31

Declination Policy As of October 2016, officers can decline school at any time w/o having to 7 -day opt/separate/retire Even after the ofcr is designated to school/assignment loaded, the ofcr can decline school w/o prejudice and w/o having to 7 -day opt Officers must submit their declination request via official memo (routed through their SR) If officers have remaining looks, they are still eligible to compete in the future as a candidate Selects who decline will have their Select status removed Integrity - Service - Excellence

Materiel Leader & Squadron Integrity - Service - Excellence 33

Should I want to command? Short answer: Materiel Leader and/or Squadron Command should be the goal of every young officer Promotion boards now expect to see ML or Sq/CC on acquisition officer records Roughly a 25% opportunity to be an ML or Sq/CC Promotion to Col is much easier than without Program office time is a critical developmental milestone to open up ML opportunities (Lvl II PM required) This year’s stats: 48 ML & Sq/CC requirements (vast majority are MLs) 19 candidates required for Recruiting & Training Sq/CC 4 candidates required for Air Base Sq/CC Integrity - Service - Excellence 34

61/62/63 ML & Sq/CC CY 18 Process & Timeline Application Process PSDM Release (20 Mar 17) Candidate Selection Process MAJCOM Bids Due (Oct 2017) ML & Sq/CC DT (21 Aug 17) Eligibility Waivers & SOIs Due to AFPC (15 May 17) ML & Sq/CC Selection Process Candidate List (Sep 2017) Integrity - Service - Excellence ML &Sq/CC List Released (Dec 2017) 35

61/62/63 ML & Sq/CC Eligibility Criteria Grade = Lt Col (DOR 1 Jan 14 or later) or Maj (DOR 30 Dec 13 or earlier) Appropriate APDP Certification (Lvl 2 Eng/Test for 62 S, Lvl 2 PM for 63 S) Continuous Learning status must be “Current” if on APDP coded position Non-Core Officers require release by core AFSC Time On Station (TOS) – eligible if any of the following is true: CONUS/Overseas Long Tours: date arrived station prior to 1 Sept 16 Overseas Short Tours: DEROS in 2018 Must move status for 2018 If TOS not met, then eligible to “Fly-up” at current base Joint duty officers must complete 24 months by projected departure Back-to-Back Commands require SAF/AQH approval Integrity - Service - Excellence 36

CY 17 Matl Ldr & Sq/CC Eligible Population YR GP* Eligible for Mat’l Ldr & SQ/CC C 61 X / C 62 E / C 63 A / 62 S/ 63 S Officers selected BTZ to O-5 are Mat’l Ldr & SQ/CC eligible 1999 2000 2001 2002 – new O-5 s 2003 – O-5 (s) 2004 2005 2006 2007 – new O-4 s Eligible for AETC Recruit / Trng * Eligibility based on DOR Integrity - Service - Excellence 37

Matl Ldr Thresholds ML: Branch Chief 15 auths* min & ACAT II program / ACAT II level funding** FYDP: $185 M RDT&E, $835 M proc’t, or $100 M annual sust “Basket” orgs can aggregate financials * Includes military, civilian, and a percentage of contractors (1/3 of CMEs), Contractors may count for no more than 30% of strength to meet minimums Integrity - Service - Excellence 38

61/62/63 ML & SQ/CC Projected 2018 Requirements 48 Requirements 18 AFMC 19 AFSPC 11 AFLCMC (62 S/63 S) 9 SMC (63 S) 3 AFRL (62 S/63 S) 7 NRO (63 S) 3 AFNWC (63 S) 3 14 AF (C 63 A) 1 AFTC (62 S) 3 AFTAC (C 61 C, C 62 E, 63 S) 1 AETC SAS (C 61 A) 2 RCO (63 S) 2 NASIC (C 62 E) 1 USSOCOM (63 S) 2 DCMA (C 63 A) Integrity - Service - Excellence 39

Always Improving Force Development Joint AFMC & SAF/AQ Acq Core Professional Development Tiger Team formed earlier this year to tackle perceived issues Explored the Problem Statement of: The current Acquisition Corps leadership construct constrains development and placement of senior acquisition leaders in critical leadership positions as needed Revalidated several existing processes and authorities Recommended for continuing 10 current efforts Emphasized increased communication of those efforts Smart improvements are complete (7) or in progress (9) Provided 28 recommendations to further improve utilization and development of acq workforce Way ahead: annual DT meetings will provide venue for regular review and evaluation of continued improvements Integrity - Service - Excellence 40

Questions? Integrity - Service - Excellence 41

62 E – Developmental Engineers Integrity - Service - Excellence

63 A – Acquisition Managers Integrity - Service - Excellence

Assignments Integrity - Service - Excellence 44

Officer Assignment Process Priorities 1. Air Force Needs 2. Officer Professional Development (OPD) 3. Functional Priorities 4. Individual Officer Desires Short Term: Meet Mission Requirements Long Term: Grow/Develop Force to Meet Future Mission Requirements Integrity - Service - Excellence

SAF/AQ Non-Rated Prioritization Plan Category SAF/AQ 61 X 62 E 63 A AFPC OAT Air Staff Squadron Commander Green Door Ops sites Joint (JDAL) Missile Defense Agency OS Short Tour Institutional Req’ts KNB AFPC OAT Air Staff Sq CC & Materiel Ldr Joint (JDAL) Missile Defense Agncy OS Short Tour Institutional Req’ts KNB Priority Fill (85%) Instructors Entitlement Plus Fill Green Door (Non-Ops) Entitlement Fill AF Agencies AFRL MAJCOM Staff MAJCOM Centers Field / NAF Joint (non-JDAL) NAF AF Agencies AFRL Air Staff MAJCOM Staff Field / NAF Joint (non-JDAL) AF Agencies AFRL MAJCOM Staff Field / NAF Joint (non-JDAL) Must Fill (100%) Integrity - Service - Excellence

Spring 2018 Assignment Cycle Timelines Predictable and visible process To make a difference, CCs need to work reclamas, requisitions, and Airman Development Plans (ADP) Integrity - Service - Excellence

ADP Updates: PRD Visibility Update your ADP based on ‘Requirements’ not ‘Authorizations’ Integrity - Service - Excellence

AAD/SPEED & Additional Opportunities AAD/SPEED Education- masters and Ph. D opportunities AFIT FP, USAFA FP, NRO, General Exchange Officers Space, Cyber, Intel, Personnel, Maintenance, etc. Education with Industry 2018 AAD/SPEED applications are due 30 Jun Send in application now, forward LOAE later if not available 2 yrs TOS required, cannot owe additional AAD payback Additional Opportunities Engineer and Scientist Exchange Program Test Pilot School (Flight Test Engineer) Integrity - Service - Excellence

Career Broadening All officers should expect at least one career broadening tour Actively work w/AFPC to volunteer for desired type vs non-vol Career broadening opportunities: PME Instructor (81 T) RAS/PAS (16 F/16 P) Instructor (81 T) Plans & Programs (16 R) AFIT, OTS, ROTC, USAFA Aide-de-camp (88 A) Academic Program Manager (82 A) Wing Exec (97 E) Recruiters (83 R) Non-6 X AFSC CC Honor Guard (85 G) OPEX Ops Management (86 M) SPEED Command & Control (86 P) *Deployment (179/ITDY) IG (87 X) *CNODP (17 D) OPS Staff Officer (16 G) * May not provide true CB, still enhances prof dev Several Career Broadening Assignments provide larger stratification pools! Integrity - Service - Excellence

Resources & Manning at Entitlement Level What we have —IR and Must Fills filled first What you want MAJCOMs/Entitled Requisitions VML 62 E IR 62 E 62 E Must 62 E Fill 62 E 3 ( % 0 6 62 E / 5) ~ Must Fill 63 A 62 62 63 63 63 A 63 A 63 A 62 IR 63 A 62 MAJCOM Prioritization is your voice to allocate limited resources 62 E 62 63 62 E 63 63 63 A 63 Spring 16 Ent. Rates Lt Col 80% Maj 60% Capt 67% Lt 100% 63 A 63 Integrity - Service - Excellence

62 E/63 A Assignment Policy Update Policy change for 62 E/63 A 1 Lts started Fall VML 2015 36 month TOS vs standard 48 month TOS Reclamas granted liberally if PCA’ed Goal is positive impacts for O-4 board 2 years TOS when PRFs due Promotion analysis correlates assignments and MSM awards with IDE school selects Goal is to balance CGO manning; correct accessions-induced manning imbalances Creates larger pool for Institutional Requirements 62 E & 63 A career fields most heavily taxed in AF Integrity - Service - Excellence 52

Time-on-Station (TOS) Requirements Standard CONUS to CONUS = 48 months On a case-by-case basis officers can move at 36 months TOS All NGA 63 A/62 E tours are 36 months CONUS to OCONUS can move at 24 months Join spouse = 12 months Fill valid manning requirements Perform duties in which they are trained/experienced In the best interest of the AF All other TOS waivers are justified, documented, and approved at an appropriate level (up to General Officer level) Integrity - Service - Excellence

IDE Programs Approximately 530 seats Traditional Air Force Schools ACSC (170 -180 seats) ACSC-PAS (65 -75 seats) AU Fellowships / 2 year pgrm (50 -55 seats total) AU FELLOW A (1 st/2 nd look only): Teach SOS 1 st year, Attend ACSC 2 nd year AU FELLOW B: Attend ACSC 1 st year, Teach SOS or ACSC 2 nd year AU FELLOW C: Attend ACSC 1 st year, Teach OTS 2 nd year Sister Service Schools Army Command General Staff College (65 -70 seats) College of Naval Command Staff (25 -30 seats) Marine Corps Command Staff (10 -15 seats) Joint School National Intelligence University (7 -10 seats) Other Advanced Students of Air Mobility (14 seats) Naval Postgraduate School (NPS) – 2 NPS programs (<5 seats total) School of Advanced Nuclear Deterrence Studies (SANDS) (10 -14 seats) USAFA AOC (20 seats) Consult the current. IProgram n t e g r i. Description t y - S e r v. Guide i c e -for. Eminimum x c e l l e reqmts n c e for each program 54

IDE Programs cont. Approximately 530 seats Fellowships AF Legislative Fellowship (10 -15 seats) AF Nat’l Lab Tech Fellows Program (1 -2 seats/Lab) CSAF Scholars Program (Masters) (<5 seats) DARPA Fellow (<3 seats) Foreign Policy Advisor Fellowship (POLAD - <5 seats) Joint Mobility Fellowship (4 seats) Lincoln Lab Tech Fellowship (1 seat) Mc. Conn Public Policy (<5 seats) National Nuclear Sec Admin Fellowship, DOE (<3 seats) Strategic Comms Fellowship (<3 seats) Strategic Policy Fellowship (10 -15 seats) System Design and Mgmt Fellowship (2 seats) International (1 -2 seats/prgm) Bogota Joint War College Brazilian Command & Staff School Canadian Forces Joint Cmd & Staff Chilean Air War College German Forces Staff College Norwegian Defence Cmd and Staff College Spanish Joint Cmd & Staff Course UK Joint Services Command & Staff Western Hemisphere Institute for Security Cooperation (WHINSEC) Integrity - Service - Excellence 55

Pol-Mil Affairs Strategist (PAS) PAS designees will serve one career-broadening 16 P assignment upon completion of IDE Officers will be certified as PAS by SAF/IA 16 P assignment will be deferred for Command opportunity PAS Designating programs include: ACSC-PAS CSAF/POLAD Fellowship English-Speaking Foreign DE Integrity - Service - Excellence 56

SDE Programs Approximately 235 seats Traditional Air Force Schools Air War College (70 -75 seats) ACSC Inst w/AWC Follow-on (<3 seats) Sister Service Schools Army War College (15 -20 seats) College of Naval Warfare (15 -20 seats) Marine War College (<5 seats) Joint Schools College of Int’l Security Affairs (<5 seats) Eisenhower School (38 -42 seats) Information Resource Management College (<5 seats) Joint Advanced Warfighting School (5 -10 seats) National War College (25 -30 seats) International (1 -2 seats/prgm) French War School** Geneva Centre for Security Policy – Int’l Training Course* George C. Marshall European Center for Security Studies* Inter-American Defense College** NATO Defense College* * = PAS Payback ** = RAS Payback Other USAFA Group AOC (2 seats) Consult the current Program Description Guide for minimum reqmts for each program Integrity - Service - Excellence 57

SDE Programs cont. Approximately 235 seats Fellowships cont. (1 -3 seats/program) Fellowships (1 -3 seats/program) Hoover Institute on War, Revolution & Army Advanced Op Studies Fellowship Peace Fellowship Lorenz Fellowship Institute for Defense Analysis System Design & Management Fellowship AF National Laboratory Technology JFK School of Government Fellowship Programs School of Foreign Service, Institute for Atlantic Council of the U. S. Fellowship the Study of Diplomacy Fellowship Belfer Center, JFK School of Gov’t Security Studies Program Fellowship Belfer Center, JFK School of Government Stimson Center Fellowship (Nuclear) Fellowship RAND Fellowship Center for New American Security (CNAS) RAND Fellowship (Nuclear) Congressional Research Service (CRS) RAND Fellowship – Asia (NEW) Congressional Research Service (CRS) – SECDEF Fortune 500 Corporate Nuclear (NEW) The Washington Inst for Near East Fletcher School of Law and Diplomacy Policy Integrity - Service - Excellence 58

Nomination / Vectoring Process Eligible Officers (LAF, AFMS, HC) IDE: 6, 616; SDE: 4, 520 Nomination Window: 8 Feb – 18 Mar 16 Up to 100% of selects may be nominated; must nominate “last look selects” Max candidate nomination rates: 20% IDE / 25% SDE Total nominations by SR: IDE = 1, 778; SDE = 1, 364 Central Board convened in April (LAF) Developed 1 -N list of all IDE and SDE nominees IDE: 1 to 1, 498; SDE: 1 to 1, 133 DTs met from mid-May to mid-August Finalized primary / alternate lists Provided three DE vectors for each primary designee USAFA Brd (LAF) met 15 -16 Aug; Schools Match Brd (all) met 24 -25 Aug Integrity - Service - Excellence 59

IDE (61 X) Eligible 61 X Officers 86 (81 cand; 5 sel) Total 61 X IDE Quota 7 Min 61 X IDE Select Quota 3 Remaining 61 X IDE Quota (filled by sel or candidate) 4 Alternates 5 For Declinations – DT can activate any alternate from their alternate list (select or cand) to replace the primary who declined school For Ops deferment – If a DE “select” ops defers, must be replaced with a select. DT can choose any select on their alt list. If the DT runs out of selects, the seat goes back to big AF and the next highest select from the Central PME Board Alternate Order of Merit list is activated. If a candidate ops defers, seat can be replaced by any “select” or candidate. Integrity - Service - Excellence

IDE (62 E) Eligible 62 E Officers 421 (394 cand; 27 sel) Total 62 E IDE Quota 34 Min 62 E IDE Select Quota 13 Remaining 62 E IDE Quota (filled by sel or candidate) 21 Alternates 17 For Declinations – DT can activate any alternate from their alternate list (select or cand) to replace the primary who declined school For Ops deferment – If a DE “select” ops defers, must be replaced with a select. DT can choose any select on their alt list. If the DT runs out of selects, the seat goes back to big AF and the next highest select from the Central PME Board Alternate Order of Merit list is activated. If a candidate ops defers, seat can be replaced by any “select” or candidate. Integrity - Service - Excellence

IDE (63 A) Eligible 63 A Officers 207 (192 cand; 15 sel) Total 63 A IDE Quota 18 Min 63 A IDE Select Quota 9 Remaining 63 A IDE Quota (filled by sel or candidate) 9 Alternates 14 For Declinations – DT can activate any alternate from their alternate list (select or cand) to replace the primary who declined school For Ops deferment – If a DE “select” ops defers, must be replaced with a select. DT can choose any select on their alt list. If the DT runs out of selects, the seat goes back to big AF and the next highest select from the Central PME Board Alternate Order of Merit list is activated. If a candidate ops defers, seat can be replaced by any “select” or candidate. Integrity - Service - Excellence

SDE (61 X) Eligible 61 X Officers 78 (72 cand; 6 sel) Total 61 X SDE Quota 5 Min 61 X SDE Select Quota 3 Remaining 61 X SDE Quota (filled by sel or candidate) 2 Alternates 4 For Declinations – DT can activate any alternate from their alternate list (select or cand) to replace the primary who declined school For Ops deferment – If a DE “select” ops defers, must be replaced with a select. DT can choose any select on their alt list. If the DT runs out of selects, the seat goes back to big AF and the next highest select from the Central PME Board Alternate Order of Merit list is activated. If a candidate ops defers, seat can be replaced by any “select” or candidate. Integrity - Service - Excellence

SDE (62 E) Eligible 62 E Officers 207 (193 cand; 14 sel) Total 62 E SDE Quota 11 Min 62 E SDE Select Quota 7 Remaining 62 E SDE Quota (filled by sel or candidate) 4 Alternates 10 For Declinations – DT can activate any alternate from their alternate list (select or cand) to replace the primary who declined school For Ops deferment – If a DE “select” ops defers, must be replaced with a select. DT can choose any select on their alt list. If the DT runs out of selects, the seat goes back to big AF and the next highest select from the Central PME Board Alternate Order of Merit list is activated. If a candidate ops defers, seat can be replaced by any “select” or candidate. Integrity - Service - Excellence

SDE (63 A) Eligible 63 A Officers 246 (240 cand; 6 sel) Total 63 A SDE Quota 8 Min 63 A SDE Select Quota 3 Remaining 63 A SDE Quota (filled by sel or candidate) 5 Alternates 9 For Declinations – DT can activate any alternate from their alternate list (select or cand) to replace the primary who declined school For Ops deferment – If a DE “select” ops defers, must be replaced with a select. DT can choose any select on their alt list. If the DT runs out of selects, the seat goes back to big AF and the next highest select from the Central PME Board Alternate Order of Merit list is activated. If a candidate ops defers, seat can be replaced by any “select” or candidate. Integrity - Service - Excellence

Deliberate Development Formerly known as “equivalency” Only DE “Selects” can be granted Deliberate Development DE “Selects” may only request Deliberate Development if he/she: Started, completed, or was selected for a DD prgrm as either O-4/O-4 sel (IDE) or O-5/O-5 sel (SDE) Officers previously approved for IDE/SDE credit are no longer eligible to compete for another DE program at the same level Officers may not use completion of the same program to apply for both IDE and later SDE Deliberate Development Selects awarded Deliberate Development credit DO NOT receive a separate memo in ARMS DT Chair can recommend a select be granted deliberate development credit regardless of the officer’s/SR’s preferences Selects do NOT have to be above the pri cut line to be granted deliberate development credit Integrity - Service - Excellence

New ML/SML Requirement Approval Process Materiel Leader requirement Center/CC nomination* MAJCOM/CV review/concurrence SAF/AQ Mil Dep approval Senior Materiel Leader requirement Center/CC nomination* MAJCOM/CV review/concurrence MAJCOM/CC review/concurrence SAF/AQ review/concurrence MAJCOM/CC nominate to CSAF via AF/DPO CSAF approval * Non-threshold compliant positions require waiver justification Integrity - Service - Excellence 67

61/62/63 ML & SQ/CC Ineligibility Criteria Guard and Reserve officers serving on extended Active Duty Joint Qualified Officers attending the National Defense University Officers currently deferred to the next higher grade Officers with an approved retirement or separation Officers with an active Unfavorable Information File (UIF) Officers who previously declined with prejudice Integrity - Service - Excellence 68

CY 17 ML & Sq/CC DT Goals Identify pool of Materiel Leader & SQ/CC candidates (2: 1 ratio) Materiel Leader billets in AFMC, SMC, NRO, MDA, AFTAC, AFTC, SOCOM SQ/CC billets in DCMA, NASIC, 14 AF, AFTAC, AETC 48 requirements, expecting ~100 candidates Identify 61 X / 62 E / 63 A FGOs for Recruiting, Training, and Air Base Squadrons Recruiting & Training Sq/CC Air Base Sq/CC 19 candidates required 4 candidates required Candidate lists approved by Functional Authority (SAF/AQ) Integrity - Service - Excellence 69

61/62/63 MLSCB Panel Demographics 63 S/C 63 Materiel Leader & Sq/CC 202 total 62 S/C 62 Materiel Leader & Sq/CC 61 X 62 E 63 A Other 10 83 105 3 169 total 61 X 62 E 63 A Other 18 110 37 5 61 X Sq/CC 33 total 61 X 62 E 63 A 21 4 8 256 Officers total meeting CY 17 MLSCB Integrity - Service - Excellence 70

61/62/63 MLSCB Panel Demographics C 63 A DCMA Recruiting & Training Sq/CC 51 total 61 X 62 E 63 A 17 16 19 70 total 61 X 62 E 63 A 1 25 45 ABS 8 61 X 62 E 63 A 4 2 2 256 Officers total meeting CY 17 MLSCB Integrity - Service - Excellence 71

MLSCB Execution PANEL A 63 S/C 63 SCORES 202 RECORDS 76 63 S/C 63 Candidates 72 PANEL C C 63 DCMA SCORES 70 RECORDS PANEL B 62 S/C 62 SCORES 169 RECORDS + 12 C 62/62 S Candidates + 6 DCMA Candidates PANEL C C 61 X SCORES 33 RECORDS + 6 C 61 X Candidates PANEL C ABS SCORES 8 RECORDS PANEL C Recruiting & Training SCORES 51 RECORDS Identify 4 candidates Identify 19 candidates = 100 TOTAL ML/Sq/CC Integrity - Service - Excellence 72

DT Process Functional manager for 61 s and 62 s: Mr. Jeffrey Stanley Functional manager for 63 s: Mr. John Miller DT members: Colonels from throughout the AF Special interest areas: Deliberate Development is a team sport Keep your ADP up to date Seek mentors/feedback from supervisor, My. Vector Understand Career Path options (CPT) Focus on daily job performance Integrity - Service - Excellence 73

Promotions & OPRs What’s important? Performance, performance Quantified whenever possible Stratification Pure Strats (“#1 of 9 Majs in this organization”) Secondary Tertiary Strats (“#1 of 250 CGOs as CGOQ 3 rd qtr”) Strats (“Top 10% of officers I’ve known”) No Strat message (“One of our best”, “Hard Charger”, “Proactive Leader”, etc. ) Integrity - Service - Excellence 74

OPR Strats No strat sends a message #1/2 or a tertiary strat is better than nothing How high a strat is too high? Top 1 or 2, even in a small group: #1/2 MLs; #2/7 Sq/CCs Top 10 -20% is useful: #5/29 CGOs; #3/15 Majors Double digit if huge denominator: #14/450 CGOs Civilian equivalents: #1/17 O-5/equivs First year qualifiers: #1/4 first year Sq/CCs Non-command/Non-ML qualifiers: #1/5 non-ML O-5’s ML carries more weight than Br Ch; ML identifiable as Sq/CC equivalent Integrity - Service - Excellence 75

OPR Strats Use multiple groupings: #2/4 1 st year MLs, #3/17 O-5 s; or #2/6 MLs, 3/45 FGOs Show progression: #1/8 Sq CCs; previous OPR: #3/8 Sq CCs #2/5 Sq CCs; previous OPR: Already acing first year of command My #1/3 MLs; previous OPR: #2/8 high performing FGOs Avoid confusion: #1/5 O-5 s when previous OPR was #1/3 O-5 MLs #2/12 O-5 s/equiv when an ML; why no mention of ML #1/23 officers when an ML PM, PSM, and PEM strats are unique to acquisition and less useful Integrity - Service - Excellence 76

Local PCAs NCR has many FGO and some CGO opportunities Consider PCA for professional development Contingent upon release by O-6 You need to find your own PCA Bring your boss & AFPC with you Per the Non-Rated Prioritization Plan, Air Staff (SAF/HAF) is MUST FILL for 63 As Majority of Air Staff Billets are in SAF/AQH manages summer hiring cycle BNR Watch out for AMS Robot Emails for hiring webinar Back to Back NCR tours are unlikely Integrity - Service - Excellence 77

SAF/AQ Directorate Structure SAF/AQ Authorizations Assistant Secretary of the Air Force (Acquisition) Mobilization Assistant Maj Gen O’Brien Principal Deputy, Assistant Secretary of the Air Force (Acquisition & Logistics) Ms. Darlene Costello (Lt Col Holston) Office of Transformational Innovation (OTI) Dr Gorguinpour Military Deputy, Assistant Secretary of the Air Force (Acquisition) Lt Gen Arnie Bunch (Maj Ferrer) Senior Military Assistant Col Mc. Cain 161 Officers (3 AGR) 11 Enlisted 179 Civilians Congressional and Media Affairs Mr. Shannon Executive Action Group Lt Col Beg AQX Mr. Miller AQC Maj Gen Blake AQR Mr. Stanley AQH Mr. Slade AQD Mr. Fri AQB Lt Col Jenkins Functional Directors AQI Ms. Thornton AQQ Brig Gen Britton AQP Maj Gen Norman AQS Brig Gen Baird AQL Col Russell Capability Directors Integrity - Service - Excellence As of Apr 16 78

DE Quota Policy Guidance ■ Calculator is proportionally based on population of eligible selects and candidates ■ All DTs receive “fair share” based on size of the eligible pool ■ DTs given an IDE quota and SDE quota ■ Share of selects vs candidates is based on AF/A 1 D guidance and is in relation to the authorized number of seats ■ Per AF/A 1 D 2016 guidance: ■ IDE: 60% Selects / 40% candidates is across all AFSCs ■ Some DTs have a higher select / cand ratio (depends on eligible pool) ■ SDE: 70% Selects / 30% candidates is across all AFSCs ■ Some DTs have a higher select / cand ratio (depends on eligible pool) Integrity - Service - Excellence 79

IDE: 2016 Results Met the Central Board DEDB Designees Selects 358 (24%) 306 (58%) Candidates 1140 (76%) 224 (42%) 1498 530 Total Selects Met CB/Designated/% Designated Candidates Met CB/Designated/% Designated 1 st Look (2006 YG) 2 nd Look (2005 YG) Last Look (2004 YG) Designated 208 / 177 / 58% 107 / 92 / 30% 43 / 37 / 12% 306 225 / 40 / 18% 377 / 82 / 37% 538 / 102 / 45% 224 Integrity - Service - Excellence 80

IDE: Final Match Results Vector 2012 2013 2014 2015 2016 1 68% 71% 64% 52% 68% (361) 2 18% 12% 16% 24% 18% (95) 3 9% 10% 12% 13% 10% (53) None 5% 7% 8% 11% 4% (21) Match Rate 95% 93% 92% 89% 96% Match Rate Comparison: 2016 vs 2015 Higher overall match rate: DTs accounted for Central Board (CB) order of merit when vectoring officers to schools Feedback for DTs; order of vectors does matter Integrity - Service - Excellence 81

6 XX IDE 61 X 62 E 63 A Eligible Officers 110 495 245 Select/Candidate Nominees 7/28 29/40 10/68 Total IDE Quota 12 42 18 Select/Candidate Designees 5/7 21/21 9/9 Select/Candidate Alternates 1/5 2/19 1/8 Integrity - Service - Excellence 82

SDE: 2016 Results Met the Central Board DEDB Designees Selects 216 (19%) 162 (69%) Candidates 917 (81%) 73 (31%) 1133 235 Total 1 st Look (1999 YG) 2 nd Look (1998 YG) 3 rd Look (1997 YG) Last Look (1996 YG) Designated 105 / 73 / 45% 74 / 62 / 38% 23 / 15 / 10% 14 / 12 / 7% 162 178 / 9 / 12% 237 / 18 / 25% 241 / 20 / 27% 261 / 26 / 36% 73 Selects Met CB/Designated/ % Designated Candidates Met CB/Designated/ % Designated Integrity - Service - Excellence 83

SDE: Final Match Results Vector 2012 2013 2014 2015 2016 1 58% 63% 67% 62% 63% (148) 2 20% 14% 18% 21% (49) 3 15% 13% 9% 12% 9% (21) None 7% 4% 11% 8% 7% (17) Match Rate 93% 96% 89% 92% 93% Match Rate Comparison: 2016 vs 2015 Match rate on par with 2015 Schools match “finds” best fit for the officers (based on 3849 and SR inputs vs DT vectors Integrity - Service - Excellence 84

6 XX SDE 61 X 62 E 63 A 95 190 269 4/19 4/44 5/75 6 8 10 Select/Candidate Designees 4/2 4/4 5/5 Select/Candidate Alternates 0/3 0/4 0/5 Eligible Officers Select/Candidate Nominees Total SDE Quota Integrity - Service - Excellence 85