Leaderboard

Simply poor leadership. While the Captains back in the day we’re talking about this the leadership was busy with Blues Monday, green boots, SAPR, morale sweeps of squadron bars etc.

https://informeddelivery.usps.com/box/pages/intro/start.action Embrace the suck

That’s weird. Mine doesn’t say “pending MFS approval”

I got a RIP already to go to Wright-Pat in April; not the FC1 but for MFS (I completed the FC1 last June). Also got told by my CC that I'll be going to Laughlin 15 July (yay), so I'll see you there Virginian! I'm also supposed to be deploying in April....I really hope that reclama comes through, lol!

Pretty positive you dont go to wright pat off the AD board. That’s why u get the FC1 to be eligible to apply. i didnt go to wright patt after i got picked up in 2017.

Article from WOR on how the AF got slow and below glide slope: https://warontherocks.com/2018/03/air-force-in-crisis-part-ii-how-did-we-get-here/ Worth a read but a cliff notes of his (Benitez) points: 1. The Air Force Got Too Small (People) Concur. Shoot to eliminate redundancy at the top first to save resources to build the base. More Indians, less Chiefs. Cut GO billets in half, Cut O-6 billets in half, etc... look for possible deferments in promotion with targeted retention bonus in critical career fields. Career Fields not just critically manned but critical to the military mission(s) of the AF. 2. The Air Force Got Too Small (Airplanes) Concur. While not addressed in this section of his article, it touches on morale which appears in several sections as it affects everything, an RPA companion aircraft, discussed ad nauseam and requirement is self-evident for airmanship and morale. He addresses 4th gen recapitilization, makes the argument for new 4th gen versus refurbished aircraft, better aircraft, better industrial base strategic utilization, better aircraft at about the same cost, agreed. Investigate a resurgence of a few good deal / golden apple programs to strategically retain key personnel, provide a solution to a requirement and ideally retain selected individuals for the full career. LAAR acquisition in respectable fleet size, ADAIR in desirable locales, flying graduate enrichment programs open to crew/single seat aviators as instructors, etc... I would also not forget about the support folks also, instead of emphasizing in-residence PME, I would look at expanded civilian career education opportunities for them with self-selection of schools/programs to be considered. 3. The Air Force Got Too Small (Lethality) Semi-concur. Argues for shorter rotations to AORs, 4 months preferred to 6 months, for a several valid reasons (experience distribution, QoL, etc..) and I concur but not concurring with looking to Navy / USMC for assistance in the Aerospace Control Alert Mission. They're tapped out anyway and don't like the idea of ceding mission. Internal redistribution of resources to expand capability in core missions seems better, resources from where in the AF is the sticky part (sts)...

I taught your mom all about apotheosis.

For the academy grads: a·poth·e·o·sis əˌpäTHēˈōsəs/ noun the highest point in the development of something; culmination or climax.

Haven’t heard anything yet