1. Air Force Personnel Center
Air Force Career Skills Program
(CSP)
Todd Usnik
AFPC/DP3SA
29 Mar 2018
One Team, One Family, One Mission … Taking Care of Airmen

2. Overview Program Authority Air Force Model CSP Application Process
AFPC – Who and what the heck are we?
Overview
Program Authority
Air Force Model
CSP Application Process
Issues and Concerns
Discussions
One Team, One Family, One Mission … Taking Care of Airmen

3. Program Authority 10 U.S. Code § 1143 - Employment assistance
AFPC – Who and what the heck are we?
Program Authority
10 U.S. Code § Employment assistance
(1) The Secretary of a military department may carry out one or more programs to provide eligible members of the armed forces under the jurisdiction of the Secretary with job training and employment skills training, including apprenticeship programs, to help prepare such members for employment in the civilian sector.
(2) A member of the armed forces is an eligible member for purposes of a program under this subsection if the member—
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4. Program Authority Department of Defense Instruction 1322.29
AFPC – Who and what the heck are we?
Program Authority
(A) has completed at least 180 days on active duty in the armed forces; and
(B) is expected to be discharged or released from active duty in the armed forces
within 180 days of the date of commencement of participation in such a program.
(3) Any program under this subsection shall be carried out in accordance with regulations prescribed by the Secretary of Defense.
Department of Defense Instruction
Job Training, Employment Skills Training, Apprenticeships, and Internships (JTEST-AI) for Eligible Service Members
One Team, One Family, One Mission … Taking Care of Airmen

5. AF Model Policy - Top Down – Execution - Bottom Up
The Air Force model is decentralized and pushes the program down to the lowest level – Base Staff and Commanding Officers. We provide the guidance and tools to enable commanders to manage their resources and execute their mission. The Army centrally manages the program. Not bad. Just a difference mindset.
AF Model
Policy - Top Down – Execution - Bottom Up
Air Force Voluntary Education (AF/A1DLV):
Program Oversight and Policy – Strategic Level
Air Force Personnel Center (AFPC):
Program Oversight and Policy Operational Level
Air Force Education & Training Offices (FSDE):
Day to Day Operations
Program Execution (Your Local Points of Contact)
Air Force Squadron Commander (CC)
Approves participation with FSDE Coordination
One Team, One Family, One Mission … Taking Care of Airmen

6. CSP Eligibility
Airman (officer or enlisted) may apply for this program if they have completed at least 180 continuous days on active duty and expect to be discharged or released from active duty within 180 days of starting the CSP
Airman continue to draw their full pay and benefits from the military and cannot be paid a salary during their participation
No pay/compensation permitted from partner
Members are fully covered by USAF/VA for Workmans Compensation/Disability while on Active Duty
One Team, One Family, One Mission … Taking Care of Airmen

7. CSP Eligibility (continued)
Coordination and planning of a successful application may require as little as 30 or more than 180 days or more depending on the type of program and related variables
Deliberate mid-range planning is desirable (6 – 12 months prior to starting
Participation by an Airman is self-initiated, applications must be validated by the Education and Training Section Chief at the base the Airman is assigned to and final approval is granted by the Unit/Squadron Commander
One Team, One Family, One Mission … Taking Care of Airmen

8. CSP Eligibility (continued)
Partners will be provided a program focal point at each base to assist in validating application(s)
No formal Memorandum of Understanding (MOU) is required unless the program will be delivered on an Air Force Installation*
*Note: US Army program requires a separate approved MOU for each program.
One Team, One Family, One Mission … Taking Care of Airmen

9. Desired Outcomes The occupational area in which CSP is offered should:
CSP is the last step in the Military Life Cycle for Airmen on active duty. Our recruiters bring young men and women into the service. 1st we make them a bonafide member of the most awesome Air Power in the world. Upon graduation from Basic Military Training they have earned the title USAF Airman. Then we send them to college level technical schools where they learn a skill – they becomes satellite technicians, a mechanics, Communications specialists, Fire Fighters, etc. Then we develop leadership and management skills with Professional Military Education. From there multiple college degrees to include an Associated degree from the CCAF, pursue professional accreditation via the AF COOL program, and at the end of the career transition into a follow-on career lined up via CSP.
Regardless of how long someone stays in the service the Air Force wants to assist them in developing and attaining their life goals. Your organization and members can help us enable Airmen to rapidly transition from active duty to civilian life. Thank you!
Desired Outcomes
The occupational area in which CSP is offered should:
improve or provide skills that may not relate to the occupational skills acquired in the military
be in sufficient demand in the civilian workforce with high probability of post-service employment
offer a rate of pay in the civilian workforce that is commensurate with the knowledge skills, and abilities required to successfully perform the occupation
offer reasonable prospects of advancement, especially if it is an entry-level position
One Team, One Family, One Mission … Taking Care of Airmen

10. Discussion Where do we start?
Market to Airmen – Sell the program up front starting at FTAC throughout their career. Has anyone seen the movie – Serendipity? The premise is that if it’s meant to happen it will happen. We are here to deliberately assist Airmen in the attainment of the personal and professional goals. Being lucky is good but having a plan is better. Things don’t always work out but the more deliberate the plan and execution the closer the member will be to reaching their goals. Provide tools and guidance. Who uses or refers Airmen to the Kuder Journey before deciding on a degree or school? Career exploration is within the scope of your counseling skills. Just Do It!
CSP can build upon the members career but the member may shift gears – pursue another path. That is fine but consider the commander may be a good ambassador for marketing CSP to business partners. They have to know the program to sell the program and you need to assist in their professional education.\
Market to leaders – commanders calls, , paper articles. Highlight successes, business partners, options for supporting the program – e.g. flexible scheduling with mission conflict occur. Commanders and 1st Sgts all retire at some point. They have a vested interested in a program which could benefit them in the end. I’m not say they should approve participate now so they can benefit later. I am saying they can help shape the long-term evolution of the program so the participation is a viable option for all interested Airmen.
Market to Partners – This may appear to be an insurmountable challenge. Who are your partners for CSP. Think in broad terms. Job Fairs for example may provide ample internship opportunities. Think of the possibilities. Academic Institutions is another potential source. Consider options such as student teaching (Troops to Teachers) and other internships applicable for specific degree programs. Joint Base? What programs do the other services have. DODSkillbridge – look and see what is being offered does anything fit with your base demographics? Part of the challenge for this program is on-base/special training programs. Building cohorts can pose challenges. It’s similar to the experience of bringing a new program on base. The 1st class or cohort is full but after a few iterations the program may not be viable. Work with FSDEs to meet base leaders.
Discussion
Where do we start?
The Air Force Voluntary Education Program
Help publicize opportunities
Airman and Family Readiness Job Fairs
Public Affairs PR/new releases
Local program Points of Contact
Coordinate efforts with Sister Services
Ongoing Projects
Permissive TDY for members who participate more than 50 miles from their AF Base
Development of new websites and tools
One Team, One Family, One Mission … Taking Care of Airmen

11. Cautionary Notes CSP is not an entitlement
Not all applications can be approved
Approval is based on commanders ability to accomplish the mission
Long-term planning increases approval rates
No more than 180 days. Optimally the minimum time required to access, train, or otherwise prepare the applicant for the workforce. 13 – 15 weeks is the norm for a university sponsored internship
Discussions with unit leadership about opportunities builds support
All parties need to market the program
One Team, One Family, One Mission … Taking Care of Airmen

12. Air Force Personnel Center
One Team, One Family, One Mission … Taking Care of Airmen

13. BACK UP SLIDES
One Team, One Family, One Mission … Taking Care of Airmen

14. Additional Information
The DOD SkillBridge site is pending a major redesign to improve outreach
The Air Force has begun developing a new website to assist in providing members and providers with options and POCs. (This should be up in the not to distant future. (Probably before you present.)
Additional Information
Point of Contact:
Mr. Todd Usnik
AFPC/DP3SA
(210)
(Preferred method of contact)
Websites:
- DoD SkillBridge - (under revision)
- (under development)
One Team, One Family, One Mission … Taking Care of Airmen