Leaderboard

Had to laugh at the Med School Virgin Auction. Here's the line that sums it up: "There will be a legal contract between us," she said. "[The winner] may not be happy [with the sex], but he knows what he's paying for." If a guy just wanted to spend too much money and have disappointing sex, he could just get married instead.

While I scoffed at it originally, it may be one more argument against TIB...look at how safety-conscious the AF is in all other aspects of the mission. Maybe TIB needs to start filling out ORM sheets before each performance, reviewed by the group commander to ensure risks are mitigated at the appropriate level. Wonder how long it would take to reduce the number of shows and therefore, the cost to the Air Force? Man, I'm sorry I missed that performance. For once, I bet their show actually did boost morale.

Apparently the current crop of AAFES workers is nearing retirement age, so time to go stock up on fresh talent and get them trained up early. I read "rotational presence" to mean "permanently TDY units", just like they've been doing with the bombers in Guam for many years. We can all hope!

I think they will use the dart board method, what you describe seems far too complicated for AFPC to ever figure out.

After your cheating scandal.

Liquid I'm with everything you are saying except I would alter the rated vs non-rated promotion board idea. I think that works well for the Navy, but the Air Force is much more unique WRT career fields. In the rated vs. non-rated scheme, you still have non-rated ops competing against support, and within support, very few AFSCs speak the same language. A space ops officer that goes through IQT/MQT, takes evals that result in Q1/Q2/Q3, moves to OSS/OGV and gets a K or Q prefix, and has ops bullets looks a lot more like a pilot on paper than a force support officer. A 61S, 62E, and 63A might look alike, but compared to MSG-type AFSCs, they might as well be in another service. In my opinion, the solution is to base promotions on career fields. Not all promotion rates need to be the same either. It would be based on sustainment needs for each AFSC. School selection would be sustainment based as well. For example, CROs/STOs might have 97% promotion, and 10% school. But it would be the CRO/STO senior leaders selecting these individuals. It would be sort of like an MLR, except each AFSC, or group of closely related AFSCs, would be responsible for filling the quota they are given by HAF.Pilots compete for promotion and school only against other pilots. I hear Senior Officers say that they can read any OPR from any AFSC and make an informed assessment. That holds true for the very top and very bottom, but it's complete bullshit for the area that really matters. The gray area is what board members actually need to understand, and that gray area is vastly different across the Air Force. Who better to sort that out than senior leaders from that specific AFSC? We already do this for JAG, MSC, Chaplain...it's time to expand. Posted from the NEW Baseops.net App!

Approximately 2% of all USAF officers fly the Eagle.

Hehe. I predict that Alenia gets frustrated with the idea quite soon, unless AFSOC shares a lot of lessons learned and technology with them . . . those proposed mission systems look AWFULLY familiar. They're about 6-7 years and and boatload of cash behind the curve, it appears.

Forget this TIB BS. Here's a story about a Nurse out on a night op with the Rangers who made the ultimate sacrifice in October to save others. Maybe this TIB chick should realize other chicks are out there who never hoped or sought to be written about how tough they had it. https://www.armytimes.com/article/20140429/NEWS/304290068/The-last-moments-Jennifer-Moreno-an-Army-nurse-killed-Afghanistan

Trying to imagine a commander that has a bullsh1t threshold high enough to let rusty trap him in a corner with a VID quiz.

They almost ruled the pacific.

https://www.youtube.com/watch?v=_MGG2DhRugY

Elon is debuting crew ready Dragon Mk. 2 capsule on May 29th in response to Rooskie trampoline suggestion.

They're right. The value gained from TIB is worth neither the risk nor the cost.

Reading the attached newspaper article makes me a little sad. Guy who was a genuine hero multiple times over has crafted himself into douchebag stardom including, apparently, with his own children with the help of what seems to be a gold-digger who likes attention that she can't generate by herself. There is definitely a "sell by" date for hero images.

I think we're going to see a moderate number of rated VSPs approved over the next few days and many YG/AFSCs taken out of the mix for RIF. I doubt they want to cut rated numbers so much as they want it to seem like everybody is feeling the cuts. We wouldn't want the shoe force to get their feelings hurt or they'll never process my travel voucher. Approve my laundry expenses motherf&%$#&s!

This gets better... The AF leadership spends time modifying their ops tempo and airmen getting hurt from performing. Band members cite lack of sleep, grueling rehearsals https://www.airforcetimes.com/article/20140430/NEWS/304300047/Band-members-cite-lack-sleep-grueling-rehearsals edited: Day Man beat me to it.

Exactly. That's the other huge benefit of promoting based on AFSC. Each community decides what is important to them. A pilot most likely doesn't need an AAD going up for major, but a 62E with a Masters is a lot more versatile and has more assignment opportunities, and is therefore more useful to the career field. For their promotion boards, AAD and acquisition code/level would be big factors. For almost every other AFSC, both of those mean very little. Additionally, things that should transcend AFSC often do not. For example, in the flying world, going to WIC is extremely competitive and selective, in space ops, it's not. At my last base, the only 4 people that wanted to go to WIC were mediocre at best, but since nobody else wanted to go, they all went. Don't get me wrong, some really great dudes go to WIC, but all of them were great dudes before going. Finally, by promoting by AFSC, you lessen the need for force management measures in higher ranks. If pilot manning is falling because airlines are hiring, make promotion for pilots 100%. If nobody is leaving a career field which could lead to a future surplus, drop it to 80%. It's really not that complicated. Although, I'm sure we would find a way to make it so. Posted from the NEW Baseops.net App!

The article's title is also misleading. OEF Philippines has been going on since 2001 and at its height, ~600 people were deployed and we're still there (though a reduced presence). So it's not a re-opening... We've also lost some folks there in accidents and VEO attacks. See OEF-P case study here link. When I went to Manila on that TDY, I was astounded at the size of the VA hospital there.

The EPR/OPR system is okay. It's more about how we determine our top airman/future O-6s. For example, on the CGO side, you are usually not the top dog unless you: 1. have excellent PT score (meeting the standards is not good enough) 2. have masters degree (early) 3. have SOS in-residence (early) 4. have done exec duty (just don't rock the boat if you really want this) 5. have lots of hi-vis volunteer experience (this leads to qtrly/annual awards that translate to strats) 6. don't screw up in your primary duty Meet the above criteria and you are a lock for a good strat or a strong push. Not one of those criteria is about military leadership. You'll have a very limited AF career if your priority is being good at your primary duty and/or leading your peers/subordinates. This is what's wrong with our promotion system and why all the good dudes/dudettes are leaving.

Herpasyphilhiv?

Gunnery sergeant receives Navy Cross for actions in Afghanistan And the Corpsman on the team gets the Bronze Star w/ V. Citations, and summaries of action. Holy shit...

https://www.airforcetimes.com/article/20140430/NEWS/304300047/