The officer AFSC consists of four alphanumeric characters:Career Group (Numerical) 1 (Operations) 2 (Logistics) ... Utilization Field (Numerical, different for each)Functional Area (Alpha, different for each)Qualification Level. 0 – Qualified commander (when used in conjunction with “C” in the 3rd position)
Supervisors should take a sincere personal interest in their people -- know their families, their goals and their other interests. Doing so makes it easier for them to approach you when something is going on in their life and they need assistance.
The automated training records and management application, called "Training Business Area," or TBA, on the Air Force Portal, will replace the need to file and maintain paper copies of the AF Form 623, On-The-Job Training Record.
CFM stands for Career Field Manager (USAF)
Not only must these supervisors teach "the job" to their Airmen, they must continually work on customs and courtesies, professional development and Air Force core values; the list goes on and on. All this goes on while the supervisor still has to take care of his or her own issues.
What Makes an Effective Leader. Effective leaders have the ability to communicate well, motivate their team, handle and delegate responsibilities, listen to feedback, and have the flexibility to solve problems in an ever-changing workplace. Employers seek these skills in the candidates they hire for leadership roles.
E-mail, mail or fax a signed SF-180 to AFPC's military personnel records section. The form can be emailed to AFPC/DP1OR Military Records Incoming at dpsomp.incoming@us.af.mil, faxed to 210-565-3124 (DSN 665-3124) or mailed to the AFPC address on the back of the form.
TBA Military Abbreviation8TBATactical Battle Area India, Defence1TBATo Be Advised/Acknowledged1TBATo Be Arranged Industry, Army, Engineering1TBATo Be Assigned Technology, Army, Astronomy1TBATowed Buoy Antenna8 more rows
abbreviation for to be arranged, agreed, or announced: used to say that some details of an event have not yet been decided: The final will be on Saturday 18 April, time and venue TBA. The keynote address will be delivered by a guest speaker (TBA). We'll meet next week, time tba.
GT. Government Transportable. showing only Military and Government definitions (show all 90 definitions)
Version 2. Career Skills Program. Personnel Services Delivery (PSD) Guide. The purpose of this PSD guide is to assist Regular Air Force (RegAF), servicing Commander Support Staff (CSS), Military Personnel Flight (MPF) and Force Support Squadron (FSS) in understanding and executing the Career Skills Program.
The GT score is the General Technical section. Essentially, the score represents the soldiers' reading, language, and basic math skills. Depending on the branch of the military, it may include mechanical knowledge. The GT score, along with the nine other sections of the test, is called line scores.
This training is a non-waiverable by-law requirement (Title 5, CFR, Subpart B, 412.202) to ensure you have the current knowledge of rules and regulations for supervising civilians. Until you have completed the initial and recurring training, both you and the Department of the Air Force (DAF) are out of compliance.
A supervisory level code of 4 indicates the employee is performing the full range of supervisory duties on a regular and recurring basis, but less than 25% of the time. Supervisory level code 4 is typically assigned when the employee supervises a small number of people (1 or 2). If you are not supervising any employees speak with your supervisor who can, in turn, work with AFPC to determine your proper supervisory level code. Your supervisor can submit a request via myPers at: https://mypers.af.mil/app/answers/detail/a_id/33273/kw/33273/p/. Note, until the supervisory level is corrected, the individual will continue to receive overdue training notices from ETMS.
This training is a non-waiverable by-law requirement (Title 5, CFR, Subpart B, 412.202) to ensure you have the current knowledge of rules and regulations specific to supervising civilians. Until you have completed the initial and recurring training, both you and the Department of the Air Force (DAF) are out of compliance.
Those two courses did not include the rules and regulations for supervising civilians. The Civilian Personnel Management Course (CPMC) was a required course and included this information IAW law. The CPMC is now replaced by the NSC and all supervisors must complete this course.
No, a management official’s duties require or authorize the individual to formulate, determine, or influence the policies of the agency but does not meet the definition of a supervisor or manager, as in codes 1 through 4.
If you are a military member who only supervises/manages military members , there is no civilian MST-related training that you need to complete. Please coordinate with your local chain of-command to make any needed hierarchy-related corrections.
a. NAF employees who complete 10, 15, 20, 25, 30, 35, 40, 45, and 50 years of satisfactory Federal service will be recognized under the provisions of AR 672-20 and Command policy. All Federal civilian and military service is applied toward eligibility for a career service emblem, provided the employee has served at least one year as an Army civilian employee. Employees who receive a certificate for 5 years of service do not receive the emblem.
The basic principles of staffing are to: select and promote on the basis of relative knowledge, skills, and abilities; and use fair and open competition to ensure equal opportunity.
Supervisors are responsible for assigning duties and responsibilities to positions, and certifying the accurate content of the major duties and responsibilities of job descriptions. The job description is an official document, which describes the major duties and responsibilities, assigned to a position and which indicates the official title, series, grade, and pay category of that position. Employees should be included in the process of developing draft job descriptions for their positions and should agree that job descriptions describe the major duties and responsibilities they are required to perform. However, management has the final authority to determine which duties and responsibilities will be assigned to and performed in a particular position. Usually the final decision of duty assignments is made by the immediate supervisor, although through the position management review process, higher levels of management may specify the assignment of duties.
The award consists of a lapel button and certificate, DA Form 7012 (Certificate of Appreciation for Patriotic Civilian Service).
Policy. Employees who believe they have not received fair and equitable treatment have a right to present their grievances to appropriate management officials for prompt consideration and equitable decision. This right may be exercised directly by an employee or through a personal representative. In exercising this right, the employee and their representative will be unimpeded and free from restraint, coercion, discrimination, or reprisal. Grieving employees and their representatives will have full access to relevant information and shall be permitted a reasonable amount of official duty time, if otherwise in a duty status, to prepare and present grievances and appeals.
Written performance plans are required. Performance plans document expectations based on organizational mission and goals and should be consistent with the types of duties and responsibilities assigned in the official job descriptions. The plans are implemented by the rater within the first 30 days of each rating period. Whenever a subordinate rater issues a summary rating of Unsatisfactory Successful (fails in ore or more of the performance standards or objectives), the senior rater must review and approve the rating. Although ratees are encouraged to participate fully in developing performance plans, unresolved differences may necessitate that raters exercise their authority to implement performance plans without the ratee's concurrence.
Initial Appointment. Employees initially appointed to a RFT or RPT with NAF are required to complete a 1-year probationary period. The probationary period is to afford a final test of the employee’s ability and fitness for the position as demonstrated by actual performance on the job. Service in a DoD position paid from Federal service/Appropriated Fund is counted toward completion of the probationary period only if the NAF appointment was without a break in service of more than 3 calendar days. The requirement for and length of the probationary period is annotated in the remarks section of the DA Form 3434 effecting the appointment.