xaarman

Speaking of general discontent, what's the latest in the RPA world? 2014-2015 there was talk of the massive 18X exodus, how are they doing? Did the extra cash buy them morale? Did going from 65 to 60 CAPs solve the work load? There was all the talk, but haven't heard much in the last year+.

MyPers O-4 release status board updated, pushed back to Late June - Mid July

I agree, by the time O-4 rolls around, one should know the realities/requirements of the Air Force. The bureaucracy of military isn't changing, no matter what lip service HAF A1/AFPC/CSAF etc say they're doing. I take that back... it'll change when DOPMA changes... but as a soon-to-be 2x passed over Captain, the other side is calling my name and I wish all those who stay the best!

From what I can tell, nothing really fixed retention (BENT give a bit of a bump IIRC [and leather jackets /s])... the USAF waited long enough for the economy to take a shit and/or airlines stopping hiring. Unfortunately, my google-fu skills tell me people didn't write ACSC papers on high retention years. The FY16 Rated Retention Report has all the numbers and there is a direct correlation between airline hiring waves and retention.

I read an ACSC paper that was posted here that covered the BENT program. It was sold that there were limited resources/flying hours, and priority was given to those who made the commitment to serve beyond their initial ADSC, or something like that. Reading the ACSC papers are fascinating. Each time, the AF has gotten through it by not changing anything, but riding it out until the next economic downtown. Notes are mine from random scrolling through. 1988: https://www.dtic.mil/dtic/tr/fulltext/u2/a192791.pdf "USAF pilot retention has once again decreased to an alarmingly low level. The combination of factors present in the current situation--large pay inequity, the perception of reduced benefits due to constrained budgets, and lucrative opportunities in the civilian economy--has the potential to make this pilot retention crisis the worst ever in for the Air Force" 1993: https://www.dtic.mil/dtic/tr/fulltext/u2/a270298.pdf "An exit survey of pilots in 1979 showed job satisfaction, geographic stability, little say in future assignments, job opportunities, and senior Air Force leadership as the most often cited reasons for separation". "For example, on one occasion the Air Force issued leather flying jackets to currently rated pilots in an effort to increase morale. Some have proposed a "dual track" Sysyem for pilots which would allow th 'pilots who want to concentrate on flying to avoid some non-flying duties typically required of pilots desiring promotion and advancement in the Air Force. " "In an effort to improve the retention of experienced senior pilots, there have been proposals to develop a two track system for pilots. This system, often referred to as the Dual Track system, would allow pilots to remain in a career track similar to the one they are in currently, or alternatively enter a track where they would be a pilot "specialist." Air Force Major David Evans explains that a pilot in the specialist track ". . .would no longer be considered for promotion, PME, or other non-flying related programs and would retain his current rank for the remainder of his service". " RAND Study in 2000: www.dtic.mil/get-tr-doc/pdf?AD=ADA533214 The United States Air Force is facing the largest peacetime pilot shortage in its history. This report examines the origin and nature of the shortage along with retention issues, and shows that the real problem is experience levels in operational units. etc etc. The more things change, the more they stay the same. Oh wait, another one! 1999: https://www.dtic.mil/dtic/tr/fulltext/u2/a397320.pdf Deployments are a significant factor in high operations tempo for the military. Another factor related to the end of the Cold War and operations tempo is the downsizing that has occurred. Since 1989, the USAF has reduced its overall strength from almost 600,000 airmen to less than 400,000 in 1998, a 33 percent decrease in end strength.13 The smaller force combined with the higher operations tempo impacts the individual airman directly by increasing personnel tempo. Today's economy also contributes to USAF retention problems. As a result of the healthy economy, the unemployment rate is only 4.3 percent, a 30-year low.14 The result is competition for employees. One particular labor market where competition for employees is especially fierce has been the market for pilots. This market has been competitive because there has been a hiring boom by the airlines in recent years, not only because of the healthy economy, but also because of the need to replace a large number of airline pilots reaching mandatory retirement age. .. USAF senior leadership at the February 98 CORONA conference identified this high operations tempo as the primary reason USAF pilots separate from the service. .. There are a variety of USAF initiatives intended to improve aspects of quality of life and thereby increase retention. These initiatives are intended to address two of the reasons highlighted in chapter two, personnel tempo and compensation.

As a passed over '07 guy, I can shed a little insight on this. Turned down Chief of Wing Programming, Chief of Wing Life Support, and 2x Check Flight Commander to remain flying the line. I was having a blast, flying 3-5x a week teaching in T-1s. First SQ/CC asked me if I knew what I was doing to my career, and still let me do it. Second Commander reminded me, where I told him I was never going back to big blue. Fantastic Commanders that supported my goals. Also, at UPT, you can fly the line, I could not do the same at a big MWS base. Counting down the days until I get out. However, with all the shenanigans going on, I am very scared I might get promoted ABZ. Please dear God no.

https://www.c-span.org/video/?426158-1/military-officials-explain-reasons-behind-pilot-shortage&start=1672 The raw footage, Lt Gen Grosso says the 1-2 year obligations is for the USAF to regain credibility in the squadron as a "try it and see all the positive changes we're making"/revitalizing the squadron per CSAF direction. I watched the whole thing, some interesting points... there's no proof that pilots taking the bonus were going to stay in anyways, but 96% of the people who don't take the bonus separate. Also, this quip: Starts at 25:59 - OKAY, I PARTICULARLY WANTED TO TALK ABOUT NON-MONETARY INDUCEMENTS. AND I NOTED THAT IN THE REPORT, THERE WAS A REFERENCE MADE TO 260 DAYS AWAY DURING DEPLOYMENT FOR SOME OF THESE AVIATORS AND 110 DAYS AWAY EVEN WHEN YOU ARE ON HOME TEMP RARE DUTY. THOSE ARE LONG STRETCHES AWAY. AND IN YOUR ACTUAL STATEMENT, GENERAL GROSSO, THERE'S A CHART HERE THAT SHOWS, ACTUALLY THE RANKING OF THE RULE OF CIVILIAN JOBS IS MUCH LOWER THAN ADDITIONAL DUTIES WHICH WAS AT 37% AND MAINTAINING WORK/LIFE BALANCE AND MEETING FAMILY COMMITMENTS WHICH WAS AT 31%. ABILITY OF CIVILIAN JOBS WAS AT 24%. SO I THINK THE LURE OF COMMERCIAL AIRLINE JOBS WHILE IT DOES HAVE SOME ALLURE, I THINK ADDRESSING THOSE TOP TWO WOULD BE SIGNIFICANT SO TO EACH OF YOU, I WOULD LIKE TO ASK THE QUESTION IN A MINUTE AND 36. WHAT IF ANYTHING YOU ARE DOING TO TRYING TO ADDRESS THE NON-MONETARY ISSUES. So in another forum, there's a debate of would people really be leaving if airlines didn't pay so well. Who knows, but Lt Gen Grosso said there is a direct correlation between airline hiring and pilot retention.

Disagree. Had the time of my life talking about my favorite subject all day to super motivated students, flying 3-5 times a week, going all over the United States. I'm disappointed I left earlier then planned. As said above, to each their own.

Oh yeahhhh 36-2501: 3.10. Effects of Nonselection for Promotion. Generally, officers not selected for promotion to captain through lieutenant colonel for the second time are separated in accordance with AFI 36- 3207, Separating Commissioned Officers, unless they: 3.10.1. Are retirement eligible or within 2 years of qualifying for retirement (i.e., in the sanctuary) as of the mandatory date of separation (DOS) established for officers twice nonselected for promotion by that board. 3.10.2. Are selected for continuation. 3.10.3. Have an earlier established DOS. 36-3207 3.4. Officers Who Aren't Selected for Promotion. The DOS for officers not selected for promotion for the sec-ond time to the grade of captain, major, or lieutenant colonel normally falls no later than the last day of the 6th calendar month after the month in which the report of the board that considered them is approved. NOTE: This applies to officers twice not selected for promotion and selected for, but who decline, continuation on active duty. 3.4.1. The officers may request an earlier DOS once they know they weren't selected. 3.4.2. The MPF discharges regular officers and releases reserve officers from active duty.

Question: As a 1x passed over Captain, if they offer me Continuation, and I turn it down, IVSP is not paid out. If they don't offer me Continuation, IVSP is paid out. If they don't offer me Continuation, and I request an earlier DOS then the notification + 6 Months, is IVSP still paid out? There's a quip in the continuation reg that talks about it, but it would not apply to me because I never accepted Continuation right? 36-3207: 3.4. Officers Who Aren't Selected for Promotion. The DOS for officers not selected for promotion for the sec-ond time to the grade of captain, major, or lieutenant colonel normally falls no later than the last day of the 6th calendar month after the month in which the report of the board that considered them is approved. NOTE: This applies to officers twice not selected for promotion and selected for, but who decline, continuation on active duty. 3.4.1. The officers may request an earlier DOS once they know they weren't selected. Says below for already continued officers: 7.17. Terms For Involuntary Separation of Selectively Continued Officers. Consider officers for further continuation when continuation ends before an officer enters the retirement sanctuary or becomes eligible to retire. If an officer is not selected for further continuation, they will have at least 6 months notice before involuntary separation or discharge. Involuntarily separate officers who decline further continuation on the expiration of their current contract. If the officers request an earlier date of separation and receive approval under AFI 36-3207, Administrative Separation of Commissioned Officers, then the separation is voluntary and the officer does not receive separation pay. Officers identified for, or serving in a continued status, are subject to separation under other applicable laws and policies. Gracias!

That would be admitting that the ABU pattern was a mistake and like canceling ASBC and making SOS 8 weeks only to go back down to 5, it has to be done methodically to make sure everyone saves face. Edit for clarity: ASBC was a joke and never should have happened, the way it was eliminated allowed everyone to save face

I firmly believe leadership doesn't believe the ops tempo, 365s, additional duties or anything else is a problem, we just need more people. If we had enough people to do <1 deployment a year, maybe one additional duty and not everyone got 179/365s regularly, there would be no problem. That being said, trying to lower the barriers for entrance in the civilian world so you stop bleeding people... what a backwards way of thinking.

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Thanks Obama

FWIW, I bought a house from 2013 to 2015 with NBOKC and they serviced the loan the whole time. Paid online, no complaints.

It does. DOPMA takes priority over ADSCs.

To follow up, if the board offers the Officer continuation and the Officer turns it down, he is not given invol separation pay. Same with writing a DNP me letter, no invol sep pay given. AFI 36-2501 2.10.3. Title 10, U.S.C., Section 617, Reports of Selection Boards requires that the board shall include in its report the name of any officer the board did not recommend for promotion who requested not to be promoted or otherwise caused nonselection through written communication to the board. 2.10.3.2. An officer who causes his/her non-selection through communication to a selection board is not entitled to involuntary separation pay. Re: writing letters and still getting promoted - I see Learjetter's side of the story, and while I don't agree with the direction, it's understandable. Realize board members aren't the ones to get upset at, blame SECAF, HAF/A1, and AFPC guidance.

DOPMA - Defense Officer Personnel Management Act is a law that manages Officer promotions. It mandates that joint experience be given promotion preference, the up or out system, career milestones, and several other areas that affect our day to day life. The cynic in me knows that all the talk about pilot shortage, dual tracks, less staff positions, etc etc will not change until Congress modifies/repeals/adjusts DOPMA. Sec Gates through Sec Carter have tried making adjustments, but get constant kick back from the Pentagon. Personal opinion, it is one of the few ways to "fire" officers and is the system that promoted the General Officers we have today. DOPMA does mandate that if continuation is declined, an officer will be separated NLT 6 months from notice of non selection. Our AFIs match this and say a DOS can be moved up earlier as well. It's kind of a back door way out of an ADSC early, at the cost of closing some doors. To go to the USAFR or ANG, it takes a bit more leg work (waiver) but is doable (pendulum swings.) Someone who has gone through the process can probably speak more intelligently to it. https://en.wikipedia.org/wiki/Defense_Officer_Personnel_Management_Act https://dopma-ropma.rand.org/index.html Hope this helps!

Anyone ever bought a house as they were getting off AD? Looking to separate in approximately 6-9 months and buying a house for the next phase of my life. Going to be shooting for the airlines, so there is potentially a time of joblessness or reduced income while I play the waiting game. I have a good chunk of money saved up from 10 years of AD. Questions: Are banks familiar with this situation or are they going to look at a snapshot of time? (no income no loan?) Does a high down payment mitigate some of this? How high would I need? Anyone ever done this before and have anecdotal stories or done this transition before? What was the hardest part?

https://www.duffelblog.com/2015/04/jcs-dont-care-youre-resigning/

Adding on that you are not a military pilot yet, legally. Literally thousands of students have done this before you. Upon graduation, you will get the appropriate paperwork to take to the FSDO (along with your Mil Comp exam certificate.) Let the process play out, moving at the speed of government.

Count me in on the crowd that used to pay attention. Just got Football overload... Thursday night football, Sunday football, Saturday night football (later in the season), Monday Night Football, NFL Network, Fantasy Football (1 pay league, 1 fun league, etc.) I'll watch the big games later in the season, and definitely the playoffs, but now? eh.

Stats are up at https://access.afpc.af.mil/vbinDMZ/broker.exe?_program=DEMOGPUB.static_reports.sas&_service=pZ1pub1&_debug=0 Scroll to [Promotions] INDIVIDUAL LINE MAJ2016

Nominated, but not confirmed: https://www.jqpublicblog.com/congressmen-call-senate-reject-hastings-nomination/