CHARLESTON AFB, S.C. –
As the Air Force begins a period of significant change, I thought it would be important to write on the latest Force Shaping program published by the Air Force Personnel Center.
With the Air Force initiatives of Program Budget Decision 720, National Security Personnel System, Personnel Services Delivery Transformation and joint basing, it is imperative as Airmen that we understand and remember with our high operations tempo, we are also undergoing a right sizing of the force. This can have a tremendous impact to the morale of everyone affected and involved. As supervisors, mentors and leaders we can have an inherent impact to this process by understanding the rules of engagement and when needed, providing professional guidance and council to our members.
Whether it is through the career job reservation process that our young Airmen must endure, voluntary separation pay program, limited active-duty service commitment waivers, Palace Chase, Selective Early Retirement Boards, or the lieutenant Force Shaping programs, we will all know someone impacted and forced to make a career impacting decision, as the Air Force downsizes to pay for modernization.
In case you are wondering what some of these programs are, I will briefly expand on them.
· The CJR Program remains in effect and limits reenlistments into the career force by constraining Air Force specialty codes for first-term Airmen.
· VSP is an option for officers with more than six but less than 12 years of service to separate based on quotas of identified career fields.
· Palace Chase offers opportunities to officers on the active-duty list to request transfer from active military service to an Air Reserve Component.
· LADSC waiver program allows officers (line, judge advocate generals, chaplains, and medical service corps officers) to potentially retire or separate prior to completing specified active-duty service commitments.
· SERB will identify eligible colonels and lieutenant colonels for a potential retirement board.
· Force Shaping boards will identify specific year groups and AFSCs with overages, in order to "right size" that year group with Air Force requirements.
There is a vast amount of detailed information on these programs and more on the Air Force Personnel Center homepage, or you may contact your commander's support staff personnel and military personnel flight professionals for information.
The sensitivity and guidance we show each member on these programs will impact the Air Force well into the future. Were we the consummate wingman in helping in the decision process? Did I as a supervisor give the right council and guidance? Did we take care of those members who decided to voluntarily separate or those who are impacted by Force Shaping? We can do this by listening to the rationale of our Airmens' decisions, ensure they are aware of the benefits offered for transition from the Air Force, and offer them a sincere "thank you" for the service they have given in our all volunteer force.