PSYCH

Does anyone have any SA to the mil comp changes coming from the FAA? I went to get my CFI mil comp as a fighter guy about 2 months ago and the FSDO told me there was a change coming out that would remove all of the centerline thrust restrictions. Does anyone have any SA to that?

I likely know the answer to this, but has anyone on the ineligible list made an attempt to VSP? Specifically, since all of the 11Fs are listed as red on the matrix it seems like that even submitting a package is a futile effort. I'm wondering if their are any brave souls that tried to push to test.

I'll bite, although I feel as though my response would fall on deaf ears. I have thought about this question for many years (I'm not just about to pin on Capt) and have come to quite a few answers to that questions. My answers are three fold, with a summary at the end. The short of it, we just aren't even. 1. Integrity First- This catch phrase is used to encompass the expectations of subordinates, but not accountable to self or superior. I have seen blatant betrayals from senior leaders when the "deal changes", during any feedback session, or through the horrible personnel management. 2. Service Before Self- The comment in itself reeks of cold war propaganda. Many people subscribe to the God, Family, Country mentality but the Air Force would have you believe that you would put all personal desires second to the Air Force needs. The "needs of the Air Force" have been met personally by my by missing the majority of my own birthdays, christmas and 4th of July celebrations. I have also put the service first by moving to undesirable locations on a timeline chosen for me by the Air Force. In return I am rewarded by the likes of TAMI 21 and multiple RIFs. It is of absolutely no surprise to me that this concept of a one way street with no expectation of the service to show gratitude for my dedication to it's cause. 3. Excellence in All We Do- I can't believe that this even exists as a core value any more. We have punted the majority of the leadership challenges that have come our way in recent years. The least of which is not defined by the current state of large scale acquisition programs. The fraud, waste and abuse run rampant among spineless senior leaders more focused on the nest promotion than holding peers and superiors accountable for their actions. I believe excellence exists in the warriors that I have flown with in combat. I believe whole-heartedly that it exists in most squadrons. I do not believe that it exists above that level. The last, and most important, is the informal "affirmative action" implemented amongst company and field grade officers. The Air Force has gone to great lengths to ensure that we are all wingmen, warriors and leaders. We have reverted to baseline stratifications, masters degrees, PT tests and PME completion as a measure of success instead of number of combat deployments, hours spent in the vault or countless early morning, late nights and endless TDYs. I want to be very clear. We are not equal. A pilot should not be measured against a personnel, maintenance or finance officer. We aren't the same people. We, as aviators, assume an inordinate amount more risk when we execute combat airdrops, prepare for air-air refueling, or execute a combat mission. We aren't even. When reviewing commissioning sources over various years you will find that pilots are required to be the top 50% or better (10% at times) of their peers. Further, at SUPT, T-38 candidates must be in the top 50% of their class. We aren't even, we aren't even close. So, when 10 years into my career a commander stratifies pilots amongst pilots it should be assumed that those numbers are easily the top percentages of the Air Force. Through the personnel management programs we have attempted to even the playing field by placing emphasis on PME and AAD. Yes, I expect that a Personnel 2LT after having completed 4 months of training in his primary AFSC should have the time and energy to commit to those. Conversely, after 12 months of SUPT followed by 6 months of MWS specific training, followed by 6 months of MQT a pilot is given the opportunity to be the WORST pilot in the squadron. From there he is expected to work 12 hour days, spend weekends preparing for upgrades and countless days and weeks on the road. We aren't even. So, you ask why, that's why. We aren't even. We aren't even close. In a completely humble and non assuming context I contend that we just aren't the same people. We are cut from a different cloth and the Air Force has attempted to make us the same guy. So, after 12 years of military service I will cut my losses and take my chances in other ventures. I am willing to wager my military retirement that my statements above are of more substance than mere narcissism. I'm disappointed in the Air Force, in it's leadership and the way in which it downplays it's most valuable resources. We just aren't even.

Im hosed

I need some help with supervision of a GS civilian. The background is that I am an Air Force O-4 at a Navy command. There is a civilian (GS-14) who has been in her position for about 8 years. It is known in the command that she is completely incompetent, but because she is a minority she is afforded specific privileges. Additionally, she has filed a EO complaint and has 'whisteblower' status which has made it significantly more difficult to give her honest feedback because it could be seen as retributional. She currently works directly for an O-6 and has three employees (GS-10, E-6, E-5). There is some discussion about her PD (position description?) that dictates she is in a supervisory role. The bottom line is that the CO is terrified of an EO complaint and is risk adverse when it comes to punishment. I'm trying to make a case to have her report directly to me so that I can begin the paper trail on her. My question is whether or not I can directly supervise a GS-14? Further, does it matter what her PD is? If so, what factors do I need to see in her PD that would make me ineligible? If anyone has SA to this, experience with, or more importantly a source document I can reference, that would be optimal. I'll be more than happy to provide more info if required.

https://politi.co/1ebkcIF

I gotta ask, because I know two slicks in the fighter world... Are you a fighter pilot? And more importantly, what's your rank? It would really help your street cred if you could provide some details to your thin Internet veil. You could just post your SURF for all I care. I honestly hope that you aren't so proud of yourself that you believe even half of the garbage you're spewing on here. Are people really so narcissistic to discuss their achievements in leadership? You sound like a WSO that snuck into the flight commanders office.

Was anyone able to get the AMEX Platinum and get your spouse a card as well, with the fee waived? I currently have the Delta AMEX and really get pretty good use out of the companion certificate. However, if I could get the platinum card with an extra card for my wife, with the fee waived on both, that would certainly be a good deal. Any advice?

Is that really a bag full of basketballs? They make the equipment list?

Kill me- seriously. Are we tweeting here?

Holy shit! I've been fighting my way through ACSC bullshit all weekend. Looking for some help here (not the answers, for you booger eaters out there). I'm stuck at the COA development in JPEX. Anybody have any SA to how I can be less dumb and move on to drinking? PM me if you have anything.

Thread derail- kind of. More of like a re-rail. I talked to someone at AFPC this morning. Basically I was bored and figured I'd ask someone about the 113 increments to Major for CY11. She didn't know of specific plans to increase the increment but said the 5 year plan (sounded official) indicated the list would exhaust 31 December. CY12 would begin to promote 1 January 14 but was scheduled for 18 months since there was no CY 13 board. Words, words, words---Oct, Nov, Dec 13 should fatten up and finish out the Maj promotions.

Bullshit

There is relentless discussion on this board about getting out of the military, but I don't hear a whole lot from the guys who got out and are making a buck in the civilian world (outside the airlines or guard/reserve). With that being said, I have been looking at the headhunter firms and honestly cannot determine which one, if any, is better than the other. From a completely uneducated perspective, I would think that quality of interviews is a fine balance with quantities of looks you get from companies. Does any one have any experience with Cameron Brooks, Alliance, Bradley Morris that would make you definitively say that one is better than the other?

More importantly, where does a man find a $200k job. That to me is the best question for a guy making the transition. (Not to derail the thread)