Jetpilot

Does anyone know how to access "As Met" records on Talent Marketplace? I tried PRDA, but there were no longer folder icons from which to choose.

It's not about your record, it's about your bottom line strat and DP. Nothing else matters.

I would say bad.

For those who are at school or have been at school - just heard that official guidance states all PRFs are required to be re-written. Memo with details coming out soon.

A pointless measure. All this does is validate what we already know. PRF's are an inaccurate means of identifying real leadership potential. This measure simply promotes the self-licking ice cream cone that is our USAF promotion system. You can literally do F*@#& all for 12 years, take an exec/aide gig working for a general and end up on top of the pack. Side note: Word on the street said mock boards that were conducted using an officer's record without a PRF yielded drastically different results than mock boards conducted using 2 line/9 line PRFs respectively. Hmmm...

Since most people like to reference the proverbial "made-man", I can attest that the opposite is also true. I.e. I have seen cases where someone with DG's from every level (USAFA/ROTC, UPT, SOS), #1 strat's at the sqd/grp/wg level, high-level awards, selected 1st look for school to a highly competitive fellowship program loses out, on BTZ promotion board to O-5, to a pretty decent "average" officer sans all the glitzy stuff mentioned above because the average guy was an exec for a GO just before the promotion board. These examples highlight that the "made-man" theory is less about DGs/strats/awards than it is about who you know and when you knew them. Bottom line: I believe a lot of our frustrations can be traced to a mismanaged meritocracy. However, I have a hard time believing it could be less subjective in the civilian sector.

Absolutely agree we need to break our operators from support in terms of determining promotion. It’s ridiculous to expect a finance/contracting officer to understand the nuances of growing up in ops and vice versa. With regard to 2 line prfs, the usaf already has a hard time getting it right when it comes to understanding an officer’s pedigree in 9 lines. With only 2 lines, we might as well only promote wing execs, aide de camps and the like.

I was able to get it working by resetting google Chrome and using the owa address. This past summer it was the owa address that died on me and that is why I started using the other URL (cp.mail.us.af.mil), which I saw someone post about earlier last year. Thanks all for the help. Cheers!

Thanks. no luck with that either.

Question for computer savvy folks out there: Every time I try to access webmail via https://cp.mail.us.af.mil I keep receiving the following error "cp.mail.us.af.mil’s server IP address could not be found. DNS_PROBE_FINISHED_NXDOMAIN" This link was working fine up until a couple of days ago. I am using a Mac with OS Sierra 10.12.6. Any help would be much appreciated.

I have witnessed several instances where officers with only 4-6 years of active flying were promoted below the zone. A couple were late rate folks and others had managed to attend multiple special programs that took them out of the jet. I am not sure how missing out on gate months isn't considered a bad thing. Also...I don't want to paint too large of a picture, but senior leadership tends to promote those that are of similar pedigree. It's an easy comfortable decision and it self-validates their own career choices. In reference to the article, there are more non-patches than patches so I am sure that is at least a contributing factor.

My general observations: dudes assigned to the USAFWC absolutely love their jobs and are there for the right reasons (build, teach, lead). Also, their sacrifice of time/family life etc. in order to train the next generation is beyond compare. However, I have seen plenty of 57 WG folk, especially patches, get surpassed by folks at "normal wings". I can't imagine how a static closeout would affect them even more.

Has anyone here gone through a Special Selection Promotion Board for missing documentation etc.? It was discussed on the AFPC webinar yesterday. Also, a couple of people asked questions about processes out of their control holding up OPRs/DECs, which seems likely those folks should meet a Special Selection board.

I was referring to dudes who were 1 BTZ. I wanted to clarify if the above statement referencing the colonel applied to IPZ folks or BTZ.

Is this for the upcoming O-5 board in March because it certainly was not the case for the last one. I have at least a dozen examples that would state otherwise.

Which actually was total BS because all it did was delay when you could take it. It was/is still required for JPME credit if people ended up going elsewhere for school. Also, not to mention, I’m not sure senior raters or board members understood the change.

I would think ascension into the upper ranks (O-5 and higher) should incorporate multiple means of evaluation i.e. performance reports, pedigree (as in tactical proficiency, previous leadership positions held, WIC/Whitehouse Fellow/Olmsted etc.), references from previous commanders, and an interview between you and the board. The current promotion system is another example of how the USAF hides behind a "paper bureaucracy" without really knowing who they are selecting. I have seen it time and time again where a "meh" officer is selected over someone genuinely deserving. I believe by opening up the playing field regarding the person's record, we would be able to de-escalate the significance of stratification whether it is an actual number stratification or top/middle/bottom ranking. I do realize that my suggestions would come at an administrative/logistical cost and the only solution I can think of is to not have promo boards by AFSC, but maybe conduct them at an even more specialized level and have them by parent MAJCOM. The con with this idea is that we might run into a situation where there are less GO's who can cross disciplines.

Second that. Also, on a side note. For those that don’t know (which was me) the AFPC counselor is only for IPZ amd APZ. I was hoping she might still provide feedback as to why someone did not make the cut regardless of where they are at in the timeline.

Question for the masses: seeing as how low the chances are of getting promoted two below the zone are, what constitutes a 2BPZ record? Im curious because I have seen some non-exceptional officers make it while others have not.

The people that said “it’s not about the money” are the ones walking out the door to airline jobs. It’s easy to make such an assertion when you know you are financially set. Additionally, if the airlines were simply offering a better lifestyle, but for lower pay, I can guarantee you wouldn’t see this many people walking out the door. Final note: don’t expect anything to get better. The only way we will see drastic change is if the USAF literally breaks. I need a GD drink.

When house hunting OCONUS, are any realtor expenses or relocation services (I.e a separate company that helps bridge the language gap) reimbursable? Cheers!

A useless measure in which anyone can pass by simply clicking through and performing at their minimal level is the most ridiculous gauge for leadership. By making ACSC a single point of failure we are invalidating everything else that make up an officer’s career. I totally understand it’s requirement in receiving joint pme credit, although I could argue that as well, but to make it define an officer’s leadership potential is so GD backwards I feel like we are living in bizarro world. I still love what I do in the USAF, but constant measures like this over the last 13 years makes me more and more cynical and I’m tired of it. Sorry for the rant. Longtime reader first time caller.

I’m sorry, but didn’t the AF just announce they are devaluing PME completion in order to complete it at a time of your choosing. Also, what about the policy two years ago of officers who are selects not being able to sign up for correspondence until they were picked up for a school, which didn’t offer JPME credit. It it makes me sick to think douchnozzles who completed ACSC but suck as pilots would make it over those who are stone cold killers, but didn’t have the time because they were focused on their core job. We have truly lost what is important.

If recent MLR results are anything then I also have zero faith this policy has taken effect.

Copy all. Thanks for the info.