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VOLUME 3, ISSUE 2 FEBRUARY 2013

AFMC Force Development 4375 Chidlaw Road

Room N208 WPAFB, OH 45433

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THE FORCE DEVELOPMENT NEWSLETTER FOR ALL AIR FORCE EMPLOYEES

Force Development

Highlights

T he Officers and Enlisted Evaluation Systems, AFI 36-2406, has been totally revised

and rewritten. Changes include all messages, MPFMs, PSDMs, as well as numerous

clarification and procedural changes that have been implemented since the last revi-

sion in July 2000. This includes: procedures for electronic forms, enlisted training

reports, enlisted Senior Rater endorsement criteria, stratification guidance, and the deployed

commander Letter of Evaluation (LOE). The contingency and wartime provisions have been

updated to provide clarification for current contingency operations. In addition, AFI 36-2401,

Correcting Officer and Enlisted Evaluation Reports, has been incorporated into this revision and

will be rescinded. Although this revision includes all applicable messages, MPFMs, and

PSDMs, there are some additional changes: the revision includes self reporting for E-7s and

above of civilian convictions to the first-line supervisor; mandates that enlisted referral evalua-

tions are not authorized to receive top ratings; removes the deduction of supervision days for

TDYs; reduces the referral rebuttal periods to three duty days; as well as other additions. This

revision is effective now and all evaluations with a closeout date of 2 Jan 13 or after are subject

to this revised AFI. Please contact your local MPS if you require further assistance.

PLEASE TELL US WHAT YOU THINK ABOUT THE FORCE DEVELOPMENT

NEWSLETTER—COMPLETE OUR SHORT ONLINE

SURVEY

APDP Waiver Requirements

D id you know there are over 20K

AFMC personnel on acquisition-

coded positions? Each acquisition-

coded position has mandatory

education, training, and experience

requirements the incumbent must meet to

remain on the position. The good news is

you’re typically granted a 24-month grace

period to meet those requirements.

So, what happens if you can’t meet the

requirements within that grace period?

Your supervisor must initiate a position

requirements waiver allowing you to remain on

the acquisition-coded position beyond the grace

period. The position requirements waiver

extends the 24-month grace period for meeting

position qualification requirements.

The requirements are not removed when a

waiver is granted; the assigned individual must

continue to work toward the position require-

ments. A key requirement of the waiver is it

must include a detailed plan outlining the

schedule for meeting the requirements.

Waivers must be formally requested on DD

Form 2905, AT&L Workforce Position

Requirements or Tenure Waiver, which is

generated using ACQ Now AT&L Workforce

Waiver System https://www.atrrs.army.mil/

channels/atlwaivers/admin/logon.aspx.

To prepare the position requirements

waiver, the requesting official must know the

position requirements and the Acquisition

Professional Development Program (APDP)

credentials of the individual being assigned.

Using the waiver form, detail exactly what is

missing by checking the appropriate boxes.

For each major position requirement, the

requesting official must specify the target date

by which the individual is expected to meet

the position requirements.

The waiver must also detail the plan for the

assigned individual to meet the requirements

by the stated target date. SAF/AQH will

return waiver requests submitted without a

plan for meeting the requirement.

Approved waivers are recorded by the

approving authority and monitored by SAF/

AQH. Unit commanders/directors are

responsible for ensuring position requirements

are met in accordance with the timelines

documented in approved waivers. For more

information, contact your Center APDP

Manager.

T hank you for sub-

scribing to the Force

Development News-

letter. As we move

into year three of our publica-

tion, we want to hear from you!

This survey takes less than

three minutes to complete and

will help us provide a better

product. Click on the link to

take the survey https://

skillsoft.qualtrics.com/SE/?

SID=SV_0T9gC4h3dvQUBW5

Revised Officer and Enlisted Evaluation System

Page 2 VOLUME 3, ISSUE 2 FEBRUARY 2013

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HRD Professionals Section

O ver the

past cou-

ple of

months we

have introduced

AFMC’s Professionalize the Hu-

man Resource Development

(PHrD) initiative. The last article

provided a more in-depth look at

the target audience for this initiative

which includes AFMC Human Re-

source Development (HRD) profes-

sionals. Now it is time to examine

the credentialing framework which

includes progressive levels of edu-

cation, training, and experience.

Using the draft framework,

AFMC Human Resource Develop-

ment professionals will have the

opportunity to achieve the defined

competency proficiency levels in

the appropriate occupational series.

In addition to technical competence,

HRD Professionals can earn certifi-

cation at progressive levels (i.e.,

HRD Specialist, HRD Advisor, and

HRD Strategic Partner) once they

obtain the additional credentials re-

quired for each level. Grade levels

are targets so would not restrict

someone who has obtained the cre-

dentials from acquiring any of the

certifications.

Below is the draft PHrD Creden-

tialing model which is being consid-

ered for implementation. Over the

next few months, we will be solicit-

ing feedback on this model before

we move forward with any deci-

sions. Look for more in the months

to come in this section of the FD

Newsletter. The PHrD program

manager is Mr. Bob Good and your

AFMC Senior Functional for Force

Development is Mr. Mitch Clark.

O riginally slated for December

2012, Air Force officials will

perform a major upgrade to

the Military Personnel Data

System, or MilPDS, in March 2013.

The Air Force Personnel Operations

Agency (AFPOA) will upgrade and

transfer MilPDS to the Defense Informa-

tion Systems Agency Defense Enterprise

Computing Center. The project is ex-

pected to take 23 days. During the up-

grade, MilPDS will not be available.

The delay allowed officials to com-

plete testing and validation to ensure the

new system performs properly. Up-

grades to MilPDS have not been accom-

plished previously because the system

was scheduled to be replaced in 2008 by

a new Department of Defense military

personnel system. When the DOD pro-

gram was cancelled, Air Force officials

made the decision to bring MilPDS up-to

-date to reduce risks.

Total Force Service Center represen-

tatives in San Antonio and Denver

worked with Air Force component head-

quarters agencies and base-level person-

nel and pay service providers to develop

procedures to accomplish critical func-

tions for all Airmen during the MilPDS

upgrade. Critical personnel and pay

processes related to accessions, reenlist-

ments, Guard and Reserve unit training

assemblies, mobilization/activation,

casualty and immediate separations will

continue to function during the scheduled

system downtime. Other personnel and

pay processes will take place during the

cutover period and processed once the

upgrade is complete.

Air Force officials will release addi-

tional information and guidance to the

Air Force’s Manpower, Personnel and

Services and pay communities and total

force Airmen to explain how the service

will perform personnel and pay tasks

during the upgrade and scheduled system

outage.

For more information visit the myPers

website at https://mypers.af.mil.

AF Officials Reschedule MilPDS Upgrade

PHrD Credentialing

Role HRD Specialist HRD Advisor HRD Strategic Partner

Target Grade GS-07/09/11/12 GS-13 GS-14/15

HRD Related Education Bachelors Degree in HR

Management, HRD

Masters Degree in HRM Masters Degree in HRM

HRD Related Experience 2 yrs in HRD position 5 yrs in HRD position 10 yrs in HRD position

HRD Professional Affiliations Membership Involvement HRD Certification

Core Functional

Competency (CFC)

Proficiency Certification

Proficient in HRD Specialist

Competencies in applicable

Occupational Series

Proficient in HRD Advisor

Competencies

Proficient in HRD Strategic

Partner Competencies