Scientist, Engineer & Program Manager Force Development

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

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) The focus of FD is to meet the AF’s current and emerging missions by developing its number one resource – people. It is a deliberate process. It links education and training opportunities with challenging leadership and developmental assignments. FD lets you, your immediate chain of command, and senior leaders who know your career field chart a course to determine and reach your realistic long-term career and developmental goals. AF has expanded FD efforts to include our enlisted, civilian and reserve forces.

Force Development Structure
Functional Authority (FA): GO/SES appointed by SECAF; provides oversight and functional advisory services related to functional communities 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 Functional Authority (FA) Functional Manager (FM) (DT Chair) Career Field Manager (CFM) (DT Member) Development Teams Individual Airmen AFPC Assignment Teams

61X Development Model 61Cs, 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? 61Cs, Ds FGO Leadership, CC (ML), MAJCOM, Air Staff, Joint Instructor If manning allows, more broadening: 16X, 86M Possible “feeder” AFSC to 63A FGO positions 61As – Vastly different CGO positions often in acquisition world; FGOs not All 61As should be connecting to monthly AF/A9 DCO

62E Development Model CGO Dev Model: First 3 assignments = Acq, Ops, Other Acq: SPO, Product Center Ops SPEED: 13S, 14N, 21A Operational Broadening Assignment 62E: 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: 16X, 86M Primary “feeder” AFSC to 63A FGO positions 63A auth structure is unsustainable without cross-flows

63A Development Model CGO Dev Model: Broadening, Mainstream PM, Other PM opps Broadening OPEX: 13S, 14N, 21A Operational tour upon accession SPEED: 13S, 14N, 21A Operational tour (4-7 CYOS point) Other: ROTC/AU Instructor, Recruiting, etc Mainstream PM Work: 63A 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

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

62E/63A Inventory and Sustainment

Developmental Opportunities

AAD/SPEED & Additional Opportunities
Education: masters and PhD 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) AFI , para 2.42 “Assignment OPRs and Commanders are responsible for ensuring proper utilization and assignment of officers who receive AADs. Therefore, during the 3 year period following graduation, or in instances where a delay to an AAD assignment has been granted, any change in duty position of the officer requires the advance approval of the functional assignment team.” Bottom line, DO NOT move officers off AAD-coded billets until their 3-year payback is complete. Officers currently serving their 3-year AAD payback are ineligible to apply for other voluntary opportunities until their payback is complete. Officers currently serving their 3-year AAD payback should not be selected for other duties such as Executive Officer duties, etc.. Officers can PCA from an AAD-coded billet to another AAD-coded billet within the same academic discipline with AFPC approval. Officers considering applying for an AAD should be educated of the required 3-year AAD payback post-graduation.

EWI Quick Look EWI - part of AF since provides vital experiences Normally s / 62s / 63s 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

Typical Company Participation
Alcoa Amazon.com Amazon Web Services BAE Systems Ball Aerospace Boeing Boston Consulting Group (BCG) CACI CH2M Hill Coca-Cola FedEx General Dynamics IT Gulfstream Intel LaQuinta Hotels Lockheed Martin Loews Michael Baker International Microsoft Northrop Grumman Oak Ridge National Lab Orbital ATK RAND Corporation Raytheon SpaceX ULA UPS University of Dayton USAA VMware

Advanced Academic Degrees (AADs)
62Es, 61As, Cs and Ds need AADs Sooner is better – rule of thumb, start program at 2-4 year point 61s: More opportunities than eligible / available officers 90+% of nuke 61D auths require AADs; 25% of all 62E auths require AADs 62Es: Many orgs prefer technical AADs for 62E positions – many requisitions list technical AAD as “highly desired” 63As: New opportunity in AY19; 63A 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 3849s AFPC/DPALA boards & nominates; DTs approve Selects must accept directed follow-on assignments corresponding to approved AAD quotas

Developmental Teams

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 61s and 62s: Mr. Jeffrey Stanley Functional manager for 63s: 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

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

Excel In Your Current Job!
61/62/63 DT Feedback Actively seek out a mentor; call or 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 In Your Current Job!

MyVector 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

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

DT Mentor Sheet

Military 61 DT Membership
Mr. David Slade (CFM) SAF/AQH (CFM) Col Ronjon Annaballi LCMC WPAFB MGen Bill Cooley AFRL Col Michelle Ewy AF/ST Col Laura Garrett 12 AF ACC Col Angela Giddings AF/A1 Col Richard Goodman AFNWC Col Steven Gorski AFTAC Col Jonathan “Todd” Hamill AF/A9 Col Erich HernandezBaquero NRO Col Rex Kiziah USAFA Col D. Brent Morris DTRA BGen Heather Pringle JBSA Col Brian Quillen NRO Col Brian Ralston NRO Col Matt Sandelier DTRA Col Marc Sands USAFE Col Tom Timmerman AFOTEC Col Mike VanValkenburg USAFA Col Scott Williams USAFA The next 5 slides list who’s on the 61, 62 and 63 DTs. The names in blue are the DT members who were here this week scoring records. We also brought in two civilians – Mr. Shofner and Mr. Amburgey. In this process, we learn from them and they from us as we go through the process of selecting our command candidates.

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

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

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

Col Martin O’Grady LCMC - WPAFB Col Donna Pilson LCMC - Robins Col Stephen Purdy SMC Col Riley Pyles LCMC - Hanscom Col Terri Quick LCMC - WPAFB Col Eric Quigley SMC Col Tom Rock SMC Col Gil Rosario DCMA Col Sean Rucker SMC Col Gary Salmans LCMC - JBSA Col Jeff Schavland NGA BGen Michael “Gunny” Schmidt LCMC - WPAFB BGen Donna Shipton LCMC - WPAFB Col Ray Simpson DTRA - Eglin Col Jeff Stutz SMC - Kirtland Col Dale White RCO Col Steve Whitney SMC Col Shane Wilkerson AFSC - Robins Col Dustin Ziegler AFNWC - Kirtland Hopefully you downloaded these slides, and that way you’ll have the list of the DT members to reach out to for mentoring advice or other advice as needed.

Developmental Education

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 DEDB identifies specific resident DE program Look for DE Webinar and Minutes for more info

IDE/SDE Macro View Developmental Education Designation Board
Policy/Guidance Air Staff LAF / AFMS / HC Call for Nominations AFPC 8,510+ / / 100+ Nominations Senior Raters 2525+ / 400+ / 65+ Review/Recommendation Central Board or DTs 770+ / 32 / 6 DE Vectors (Primary Noms) Development Teams Developmental Education Designation Board This slide show the process for determining who goes to school. The DEDB is actually 4 separate boards—the central PME board, USAFA board, Schools match board, and Review by the AF/A1. So: AFPC determined that about 8,510 officers were eligible for IDE or SDE across the Air Force Senior raters nominated 2,525 officers The Central Board forwarded 770 designees for IDE and SDE attendance DTs across the career fields vectored these 770 officers The DEDB will deconflict the vectors and produce the final list for school Central PME Board (3-14 Apr 17) DPG/DPO USAFA Board (August 2017) USAFA/AFPC Panel Schools Match Board (August 2017) AFPC Panel Review/Validation (18 Sep 17) AF/A1

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 to back internships (A1D guidance)

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 This is the current declination policy that came into effect last October. Since it is still a fairly new policy, it is subject to refinement as AF/A1 evaluates the impact.

Materiel Leader & Squadron

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

61/62/63 ML & Sq/CC CY18 Process & Timeline
Candidate Selection Process ML & Sq/CC Selection Process Application Process PSDM Release (20 Mar 17) Eligibility Waivers & SOIs Due to AFPC (15 May 17) ML & Sq/CC DT (21 Aug 17) Candidate List (Sep 2017) MAJCOM Bids Due (Oct 2017) ML &Sq/CC List Released (Dec 2017) Here’s a graphic displaying the high level processes for the 61/62/63 ML & Sq/CC process from start to finish. The names of approximately 100 Candidates selected by the board will be released via a PSDM from AFPC in mid- to late-Sept. From Sept to Oct, MAJCOMs will bid on specific officers to fill their upcoming vacancies; then from Oct to Dec, SAF/AQH leadership will work with the MAJCOMs to deconflict any candidates who were bid by multiple MAJCOMs. The final list of candidates matched to vacancies will be released in Dec, just ahead of the Summer assignment cycle matching window. 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 62S, Lvl 2 PM for 63S) 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 There are additional materiel leader eligibility criteria. Officers must have the appropriate Acquisition Professional Development Program (APDP) certifications for the Command they are applying for. Your continuous learning points must be current. Non-acquisition core officers must have at least 24 months of documented acquisition experience and be released from their core AFSC. You must have at least two years time on station as of next summer or a DEROS in Joint duty officers on Joint Duty Assignment List (JDAL) positions must complete at least 24 months by the projected departure date. If the Time on Station requirement is not met, officers can still compete but they will ONLY be eligible for “fly-up” positions at their current base. In addition, rated candidates can only be hired into a Materiel Leader (ML) or squadron commander position if the gaining MAJCOM or unit has an available rated authorization in accordance with the “no rated position growth policy”. 36

CY17 Matl Ldr & Sq/CC Eligible Population
YR GP* 1999 2000 2001 2002 – new O-5s 2003 – O-5 (s) 2004 2005 2006 2007 – new O-4s Eligible for Mat’l Ldr & SQ/CC C61X / C62E / C63A / 62S/ 63S Eligible for AETC Recruit / Trng Officers selected BTZ to O-5 are Mat’l Ldr & SQ/CC eligible The Materiel Leader and 61, 62, 63 command eligible population includes Lt Cols in the 1999 through 2002 year group, and Lt Col selects in the 2003 year group. In addition, Majors and Major selects are also eligible for AETC Recruiting and Training commands. * Eligibility based on DOR

Matl Ldr Thresholds ML: Branch Chief
15 auths* min & ACAT II program / ACAT II level funding** FYDP: $185M RDT&E, $835M proc’t, or $100M 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

61/62/63 ML & SQ/CC Projected 2018 Requirements
18 AFMC 11 AFLCMC (62S/63S) 3 AFRL (62S/63S) 3 AFNWC (63S) 1 AFTC (62S) 1 AETC SAS (C61A) 2 NASIC (C62E) 2 DCMA (C63A) 19 AFSPC 9 SMC (63S) 7 NRO (63S) 3 14AF (C63A) 3 AFTAC (C61C, C62E, 63S) 2 RCO (63S) 1 USSOCOM (63S) 40 – C63/63S 6 – C62/62S 1 – C61A 1 – C61C

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

Questions?

62E – Developmental Engineers

63A – Acquisition Managers

Assignments

Officer Assignment Process Priorities
Air Force Needs Officer Professional Development (OPD) Functional Priorities Individual Officer Desires Short Term: Meet Mission Requirements Long Term: Grow/Develop Force to Meet Future Mission Requirements

Non-Rated Prioritization Plan
SAF/AQ Non-Rated Prioritization Plan Category SAF/AQ 61X 62E 63A Must Fill (100%) AFPC OAT Air Staff Squadron Commander Green Door Ops sites Joint (JDAL) Missile Defense Agency OS Short Tour Institutional Req’ts KNB 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 Air Staff MAJCOM Staff Field / NAF Joint (non-JDAL) MAJCOM Staff Field / NAF

Predictable and visible process
Spring 2018 Assignment Cycle Timelines Predictable and visible process To make a difference, CCs need to work reclamas, requisitions, and Airman Development Plans (ADP) As many of you know, we have 3 assignment cycles every year and we are currently in the Spring 2018 cycle. The PRD Visibility Window, the time frame that you can see a particular cycle’s open requisitions, opened on 25 Aug and closes on 8 Sep. For you, the next milestone is ADP submission. ADPs are due on 8 Sep, so ensure they are routed through your leadership and submitted by them to AFPC by that date. We will begin matching on 11 Sep. Our goal is to have all assignment notifications out for the Spring 2018 movers by 31 Oct 17. So, what does the Spring cycle look like?

ADP Updates: PRD Visibility
Update your ADP based on ‘Requirements’ not ‘Authorizations’

AAD/SPEED & Additional Opportunities
Education- masters and PhD 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) AFI , para 2.42 “Assignment OPRs and Commanders are responsible for ensuring proper utilization and assignment of officers who receive AADs. Therefore, during the 3 year period following graduation, or in instances where a delay to an AAD assignment has been granted, any change in duty position of the officer requires the advance approval of the functional assignment team.” Bottom line, DO NOT move officers off AAD-coded billets until their 3-year payback is complete. Officers currently serving their 3-year AAD payback are ineligible to apply for other voluntary opportunities until their payback is complete. Officers currently serving their 3-year AAD payback should not be selected for other duties such as Executive Officer duties, etc.. Officers can PCA from an AAD-coded billet to another AAD-coded billet within the same academic discipline with AFPC approval. Officers considering applying for an AAD should be educated of the required 3-year AAD payback post-graduation.

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 (81T) Instructor (81T) AFIT, OTS, ROTC, USAFA Academic Program Manager (82A) Recruiters (83R) Honor Guard (85G) Ops Management (86M) Command & Control (86P) IG (87X) OPS Staff Officer (16G) RAS/PAS (16F/16P) Plans & Programs (16R) Aide-de-camp (88A) Wing Exec (97E) Non-6X AFSC CC OPEX SPEED *Deployment (179/ITDY) *CNODP (17D) * May not provide true CB, still enhances prof dev for something you want!... Benefits.. Strat pools and DT feedback Several Career Broadening Assignments provide larger stratification pools!

Resources & Manning at Entitlement Level
What we have—IR and Must Fills filled first What you want MAJCOMs/Entitled Requisitions VML MAJCOM Prioritization is your voice to allocate limited resources IR 62E 62E 62E 62E 62E 62E 62 62 62 62 62 62E 62E Must Fill 62E 63 63 63 63 63 ~60% (3 / 5) 63A 62E 62E 62E 63A Here is a visual representation of our assignment process. First we generate our VML. Before we can fill any entitlement requirements, we select officers for Institutional Requirements and Must Fills. The center of the slide represents the large number of entitlement requisitions we receive from the field. Here is where the MAJCOM prioritization lists become critical as we use the remaining officers on the VML to fill the prioritized requirements to the targeted entitlement rates. 62 62 62 62 62 Must Fill 63A 63A 63A Spring 16 Ent. Rates Lt Col 80% Maj % Capt % Lt % 63A 63A 62E 63A IR 63 63 63 63 63A 63A 63

62E/63A Assignment Policy Update
Policy change for 62E/63A 1Lts 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 62E & 63A career fields most heavily taxed in AF

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 63A/62E 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)

IDE Programs Approximately 530 seats
Traditional Air Force Schools ACSC ( seats) ACSC-PAS (65-75 seats) AU Fellowships / 2 year pgrm (50-55 seats total) AU FELLOW A (1st/2nd look only): Teach SOS 1st year, Attend ACSC 2nd year AU FELLOW B: Attend ACSC 1st year, Teach SOS or ACSC 2nd year AU FELLOW C: Attend ACSC 1st year, Teach OTS 2nd year Sister Service Schools Army Command and General Staff College (65-70 seats) College of Naval Command and Staff (25-30 seats) Marine Corps Command and 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) The Air Force has about 530 IDE seats, which includes quotas for ACSC-PAS and AU Fellowships. The ones in blue are new programs. They included and ACSC OTS fellow and the School of Advanced Nuclear Deterrence Studies. Consult the current Program Description Guide for minimum reqmts for each program

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) McConn 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) A lot of people requested small schools and fellowships, however, these quotas are extremely limited.

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

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) Other USAFA Group AOC (2 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 There are about 235 SDE seats are here’s how they are divided. Most of the available seats are at Air War College. Also, notice that less than a third of all SDE designees will attend Eisenhower or National War College. Consult the current Program Description Guide for minimum reqmts for each program

SDE Programs cont. Approximately 235 seats
Fellowships (1-3 seats/program) Army Advanced Op Studies Fellowship Lorenz Fellowship System Design & Management AF National Laboratory Technology Fellowship Programs Atlantic Council of the U.S. Fellowship Belfer Center, JFK School of Gov’t Belfer Center, JFK School of Government (Nuclear) Fellowship Center for New American Security (CNAS) Congressional Research Service (CRS) Congressional Research Service (CRS) – Nuclear (NEW) Fletcher School of Law and Diplomacy Fellowships cont. (1-3 seats/program) Hoover Institute on War, Revolution & Peace Fellowship Institute for Defense Analysis Fellowship JFK School of Government Fellowship School of Foreign Service, Institute for the Study of Diplomacy Fellowship Security Studies Program Fellowship Stimson Center Fellowship (Nuclear) RAND Fellowship RAND Fellowship (Nuclear) RAND Fellowship – Asia (NEW) SECDEF Fortune 500 Corporate The Washington Inst for Near East Policy Here are additional programs available for SDE. This year, the guidance is that if you attended a fellowship for IDE, you are not allowed to do a fellowship for SDE.

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 Aug; Schools Match Brd (all) met Aug 59

IDE (61X) Eligible 61X Officers 86 (81 cand; 5 sel)
Total 61X IDE Quota 7 Min 61X IDE Select Quota 3 Remaining 61X 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. The next slides show the numbers – there were 86 eligible 61X officers, and the 61X career field received 7 IDE quotas; at least 3 to be filled by selects and the remaining to be filled by a select or candidate. The central board provided us a list of the top 7 61X officers for us to provide school vectors. The central board also identified the next 5 officers below the cut line; these will be the alternates when the list is released this fall. There is also strict guidance for declinations and ops deferments as stated on the slide. Any Ops deferred Selects are guaranteed a seat, but not a particular program. Any Ops deferred Candidates are not guaranteed a seat or a particular program. They must compete all over again.

IDE (62E) Eligible 62E Officers 421 (394 cand; 27 sel)
Total 62E IDE Quota 34 Min 62E IDE Select Quota 13 Remaining 62E 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. Here are the numbers for the 62s……. Here’s an example of the deviation from the 60/40 split of “selects” and “candidates”. The 62Es initially had 16 select seats and only 19 candidate seats; however, only 15 selects were nominated by senior raters. Of the 15, 2 were granted Deliberate Development… which meant there were only 13 eligible to vector. Because of this, the 62Es were allowed 2 extra candidate seats.

IDE (63A) Eligible 63A Officers 207 (192 cand; 15 sel)
Total 63A IDE Quota 18 Min 63A IDE Select Quota 9 Remaining 63A IDE Quota (filled by sel or candidate) 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. …..And for the 63s…..

SDE (61X) Eligible 61X Officers 78 (72 cand; 6 sel)
Total 61X SDE Quota 5 Min 61X SDE Select Quota 3 Remaining 61X 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. Here are our numbers for SDE

SDE (62E) Eligible 62E Officers 207 (193 cand; 14 sel)
Total 62E SDE Quota 11 Min 62E SDE Select Quota 7 Remaining 62E 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. Here are the numbers for the 62s. The larger number of alternates is to account for the “last look” alternates that often end up being promoted to O-6 before they can be activated as alternates.

SDE (63A) Eligible 63A Officers 246 (240 cand; 6 sel)
Total 63A SDE Quota 8 Min 63A SDE Select Quota 3 Remaining 63A 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. Here are the numbers for the 63s. They also got additional alternate quotas because of the number of “last look” officers.

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 Deliberate development gives back a year for operational assignments and provides joint & warfighting competencies when combined with ACSC/AWC-DL. The policy allows officers who have previously attended, are currently attending, or have been selected to attend an equivalency program to receive deliberate development. The key take-aways are that -- one, this is a program only open to “selects”, and gives them the ability to avoid attending school **IF** it’s the right thing to do And -- two, we only grant it when it absolutely makes sense. The majority of our Deliberate Development approvals were for IDE selects who are in the middle of a Ph.D program, and we would have to pull them out of their education to be able to attend IDE within their window of eligibility.

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 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 This slide is for your awareness. The list of ML positions is not static. We regularly add and/or delete ML positions, as requirements change. The process to approve any ML-related change is shown at the top of this slide. It requires; a nomination from the owning center commander coordination through the owning MAJCOM/CV and approval by the SAF/AQ Military Deputy – Lt Gen Bunch. The SML process is shown at the bottom of this slide. You can also see that the SML process involves coordination through MAJCOM/CCs. The CSAF is the decision authority for all SML changes. The point we want you to take away from this slide is that changes to ML Positions are deliberate and require approval at the three-star level. This year we also had several squadron commander opportunities added, and any unit designated as a squadron has to undergo a parallel threshold and approval process.

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 Here’s the ineligibility criteria. - Any joint qualified officers attending NDU due to the rule that all JQO graduates are required to go to joint assignments after graduation. In addition, we did not consider any officers deferred to the next higher grade, with an approved retirement or separation, with a UIF, or who have declined command with prejudice. 68

CY17 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 61X / 62E / 63A FGOs for Recruiting, Training, and Air Base Squadrons Recruiting & Training Sq/CC 19 candidates required Air Base Sq/CC 4 candidates required Candidate lists approved by Functional Authority (SAF/AQ) As I mentioned, this DT was primarily concerned with ML and Squadron Command. Our goal was to identify officers for those candidate lists. We were tasked with identifying approximately 100 candidates for ML and Squadron Command as well as about 19 candidates for Recruiting and Training and 4 candidates for Air Base Squadrons. Before we finalize these lists, they will be approved by the Functional Authority. For 6X officers, the Functional Authority is Lt Gen Bunch in SAF/AQ.

61/62/63 MLSCB Panel Demographics
63S/C63 Materiel Leader & Sq/CC 62S/C62 Materiel Leader & Sq/CC 202 total 61X 62E 63A Other 33 total 61X 62E 63A 169 total 61X 62E 63A Other 61X Sq/CC Here’s an overview of the officers who competed for the 6 different boards we held this past week. 256 Officers total meeting CY17 MLSCB

61/62/63 MLSCB Panel Demographics
Recruiting & Training Sq/CC C63A DCMA 51 total 61X 17 62E 16 63A 19 8 61X 4 62E 2 63A 2 70 total 61X 1 62E 25 63A 45 ABS The competition for these lists was tough; for instance, we had 70 officers competing for just 6 spaces on the candidate list in the DCMA panel. There are some officers who competed for more than one command opportunity, so the individual panel numbers will exceed the 256 total officers who met the DT this week. 256 Officers total meeting CY17 MLSCB

MLSCB Execution + + + = 76 12 6 6 100 PANEL A PANEL B PANEL C PANEL C
SCORES 202 RECORDS 62S/C62 SCORES 169 RECORDS C63 DCMA SCORES 70 RECORDS PANEL C Recruiting & Training SCORES 51 RECORDS C61X SCORES 33 RECORDS PANEL C ABS SCORES 8 RECORDS Identify 4 candidates Identify 19 candidates This slide shows the numbers we went through to ID the 100 candidates for ML and 6X command….as well as 19 candidates for Recruiting and Training and 4 for ABS. 76 63S/C63 Candidates 12 C62/62S Candidates 6 DCMA Candidates 6 C61X Candidates 100 TOTAL ML/Sq/CC + + + = 72

DT Process Functional manager for 61s and 62s: Mr. Jeffrey Stanley
Functional manager for 63s: 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, MyVector Understand Career Path options (CPT) Focus on daily job performance

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

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

OPR Strats Use multiple groupings:
#2/4 1st year MLs, #3/17 O-5s; 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-5s when previous OPR was #1/3 O-5 MLs #2/12 O-5s/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

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 63As Majority of Air Staff Billets are in SAF/AQ SAF/AQH manages summer hiring cycle BNR Watch out for AMS Robot s for hiring webinar Back to Back NCR tours are unlikely

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

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/A1D guidance and is in relation to the authorized number of seats Per AF/A1D 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 The 61s, 62s and 63s specialties each received quotas based on a “fair share” calculation that was dependent upon the number of selects, the number of seats available, and the AF/A1 guidance that selects must comprise at least 60% of the quotas for IDE and 70% for SDE.

IDE: 2016 Results Met the Central Board DEDB Designees Selects
Met the Central Board DEDB Designees Selects 358 (24%) 306 (58%) Candidates 1140 (76%) 224 (42%) Total 1498 530 1st Look (2006 YG) 2nd Look (2005 YG) Last Look (2004 YG) Designated Selects Met CB/Designated/% Designated 208 / 177 / 58% 107 / 92 / 30% 43 / 37 / 12% 306 Candidates 225 / 40 / 18% 377 / 82 / 37% 538 / 102 / 45% 224 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% 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 Slide depicts the percentage of officers matched to one of their three vectors. This data includes alternates matched to their vectors. 81

6XX IDE 61X 62E 63A 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 NOTE: For Declinations: Next highest alt (sel or cand) can replace the primary who declined school For Ops deferment: In general, the ops deferred select must be replaced with a select. If the DT has run out of selects, then goes back to big AF and next highest select off CB order of merit goes. If for some reason a candidate submits an ops deferment (see below), then that seat can be filled by either a select or candidate. Finally, if the MBR is permanently ops defered… we can treat it like a declination and fill that seat with the next highest alt. Reason being… if the person if permanently ops deferred… that “select” doesn’t ever have to go to school. - Ops deferred Selects are guaranteed a seat, but not a particular program. - Ops deferred Candidates are not guaranteed a seat or a particular program. They must compete all over again.

SDE: 2016 Results Met the Central Board DEDB Designees Selects
Met the Central Board DEDB Designees Selects 216 (19%) 162 (69%) Candidates 917 (81%) 73 (31%) Total 1133 235 1st Look (1999 YG) 2nd Look (1998 YG) 3rd Look (1997 YG) Last Look (1996 YG) Designated Selects Met CB/Designated/ % Designated 105 / 73 / 45% 74 / 62 / 38% 23 / 15 / 10% 14 / 12 / 7% 162 Candidates 178 / 9 / 12% 237 / 18 / 25% 241 / 20 / 27% 261 / 26 / 36% 73 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% 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 84

6XX SDE 61X 62E 63A Eligible Officers 95 190 269
Select/Candidate Nominees 4/19 4/44 5/75 Total SDE Quota 6 8 10 Select/Candidate Designees 4/2 4/4 5/5 Select/Candidate Alternates 0/3 0/4 0/5 NOTE: For Declinations: Next highest alt (sel or cand) can replace the primary who declined school For Ops deferment: In general, the ops deferred select must be replaced with a select. If the DT has run out of selects, then goes back to big AF and next highest select off CB order of merit goes. If for some reason a candidate submits an ops deferment (see below), then that seat can be filled by either a select or candidate. Finally, if the MBR is permanently ops defered… we can treat it like a declination and fill that seat with the next highest alt. Reason being… if the person if permanently ops deferred… that “select” doesn’t ever have to go to school. - Ops deferred Selects are guaranteed a seat, but not a particular program. - Ops deferred Candidates are not guaranteed a seat or a particular program. They must compete all over again.

Scientist, Engineer & Program Manager Force Development

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Scientist, Engineer & Program Manager Force Development

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