 I'm Colonel Carlos Alford I'm you know as it says division chief for cyberspace force development on on behalf of General Jamison the a2a6 who's our functional authority or she's a 17x functional authority and Major General Kevin Kennedy who's our functional manager I just thank you for taking the time to come to this session I've been out on the road given this brief I think I'm on done it about eight times now different locations around conus I still got about six or seven more to go but I have had some very interesting conversations and it's it's it's been fun as all I can say I'll give you where we're at run through these things our structure I'd ask again that you save your questions till the end it's only about five slots and relative to time I'll shrink the story a little bit ideally you've seen these on our mill suite page along with FAQ so that we'll be able to get to questions that haven't been asked before that would be the ideal questions that haven't been asked before in effect a wider a wider range of folks and then anything after that I'm happy to take the one-on-one you know what about me my situation kind of questions I'm happy to do those afterwards like I said so our current state of affairs when we talk about career field transformation inside that oval you see many different things that a 17 a 17d currently would can be asked to do or 17x can be asked to do and I'm I'm representative along with some older folks in the room are representative of all those things that you could be asked to do and so you know for me my my story again I've done several things in there my story starts at Ramstein airbase where I started out as a deputy flight commander for maintenance okay 170 something people and then I was asked to stand up a contingency systems flight IE wick P which you'll find out we're gonna make wick P's great again here soon what I'm tracking so and and that's that's my kind of my point of departure you know as my first assignment as a lieutenant an ace lieutenant it was called back then okay and so after I did that tour as a as a contingency systems flight commander my group commander asked me I assume I did a okay job he asked me what did I want to do all right and so at that time I made the only choice that I knew to make which was I want to run the network control center so if you're old enough to know what a network control center is you know why I was asking to do that that was probably the place where you can have the most fun inside of building and doing things and so my group commander was in a comm group and he said you made the absolute right choice he goes you start as my executive officer on Monday okay so so I did that I did that for about a year then he sent me off to air control squadron out at Luke so did some base com expeditionary air control a little bit more expeditionary spent a couple of years out at out at Luke doing that and then I was asked to go to the White House communications agency again more expeditionary five-star hotels but expeditionary I promise so it was that was a lot of fun all right did that for almost three years a little short of three years then I was asked not asked I was told to go to Barksdale Air Force Base and do Air Force Network operations there was only one problem I didn't know what that was I had no idea but I went to Barksdale nonetheless I learned that learned that piece and for those of those of you that are young FNAT ops was the beginning of what is now 24th Air Force by by another name it's where it's where it's somewhat started at there's some plank holders around for that and so I did that and then I went off to ID program for for a couple years and then I went on to my first command RAF Molesworth and RAF Alkenberry where I was asked to do base communications as well as part of my squadron was a disalong haul node that provided a major communications in the Europe and then further downrange so so I did that again base com with some long haul this is stuff after that through luck possibly I was sent to the Pentagon to work some personnel stuff for a couple years and my reward for that was to go back out to be a commander again out at AUD where I again I did base communications and had a big disalong haul node as a part of that after I left there I went to the down to a war college doing advanced war fighting school for a year and then I went to US cyber command now realizing I had done FNAT ops as you see a couple of assignments and then back in the cyber where I was asked to be a planner in the J5 so I did that and after that assignment they brought me to the Pentagon to do what I'm doing now so my my career represents a few things in there but there are folks that have been asked to do even more along the way at that particular time I was asked to be good at all of those things but as I culminate if you will at this point you know I when I tell the technical equipment that I worked on across across these sessions most of the folks haven't even heard of the technical equipment that I worked on anybody even know what tri-tech is how many alright okay that's not many so but that's how much things have changed so obviously I'm not an expert in technical comm anymore right I consider myself still okay with base com I think I could do that and long hauled this stuff I think I could do that but what this represents again that I'm representative of what's in there and and why we need to change where we're going to ask you to be really good technically and technically competent at something all right that's what that's what this is all about okay and so we're changing the career development plan signed in September that's what that's what we're trying to get after informed by mission analysis some studies from Rand and others and show that that's where we're at most folks have seen this slide it's a made it to Facebook has some means this is how you describe to your family how you fit into cyber you know different things like that we are going to have two distinct Air Force specialties 17 D and 17 s that's real that's coming and it's coming fast by the end of next month by 1st of October everyone will be designated one of the one of these one of these AFS's now under with the two AFS's you're going to have a one career field manager that that is me you're going to have one functional manager one functional authority the folks that I mentioned earlier so that is fairly common one career field manager two AFS's that's because these AFS's we believe they are more closely related than some people like to believe on some days but they will all end up going to Keesler for initial skills training so the other piece we expect for 17 D's between A and B shreds to be able to flow in between all right we have started doing the analysis on how many billets exist started it with expeditionary communications and OCO because we figured those were the smallest so we know where those requirements are at and we expect it again to flow between the two based on those requirements now folks start out an expeditionary we got to figure out what that development looks like you know where they're going to bounce back and forth or whether you're going to grow up and then we have to figure out what kind of like miscellaneous if you've been around a little while they they reach a point where at 04 you got to break off and do something they usually cross-flowing other AFS's we wouldn't cross-flowing other AFS's most likely we would just start bringing those folks up the network operations track strictly network operations track because they already have that experience being expeditionary in itself is not the skill it's being able to have a network operations experience being able to employ it in an expeditionary environment all right just so we're clear on that 17S officers will largely remain in their shreds right and I say largely there will be some opportunities but I fully expect DCO officers to flow into OCO then more likely OCO to flow out and the reason is as of today the large investment that we put into some of those OCO officers two and a half years to get them qualified to operate so to do then make that investment and then let them go do something else that's that's a tough pill to swallow right now but that's based on some title for those you're familiar that's based on some title 50 things but as we expand our title 10 capabilities we might be able to adjust that model all right formal avenues will exist for cross flow and it's within the career field it really won't be cross flow the Air Force has a cross flow board that's usually other AFS is coming in for us it'll be much like what we'll experience the end of next month it'll be a designate a redesignation board it and with that redesignation board if someone's a redesignated they will get the requisite training so that they can be fully functional in whatever AFS they get redesignated to right so it'll trigger it'll trigger that trigger that training and the important thing there to consider is there gonna be many folks even after next month some people will get exactly what they want some people won't that's just the reality it'll be informed by requirements to a certain degree but if you decide as a captain a mid-grade captain six years or so you want to flow or be redesignated into another AFS that training gets triggered okay and you go down that pipeline well whatever that is you're gonna be a six or seven year captain and behind your peers right because now you're just flowing into that AFS so you're gonna be somewhat behind not as far behind someone coming into the career field who has never done any of it didn't go to the same IST or anything but still behind so those considerations have to be taken for your career progression because you could be cross-flowing and capping yourself that's just that's just a reality but as long as it's informed and you don't mind it's okay the board will have to understand that as well based on the decisions they make because they're more likely to I would think we haven't established this yet they're more likely across flow a younger person right who has more time to catch up if you will so along this entire path as what just as I highlight expeditionary communications keep in mind everyone is expeditionary everyone in our Air Force is expeditionary so you're not excluded from being expeditionary and even when we talk about OCO no matter how you have it pictured I can tell you that JSOC JCU goes to the schoolhouse and recruits folks to bring them into that world right from right from the beginning so it's not as pronounced but it is still still there so that those opportunities exist the Z prefix how did it come about again not cosmic in any way the Z prefix was used is used by combat com and E&I to classify or designate engineers it's the only prefix in the category that we own that that's why we use it and there was about 40 folks that it was in use for and we expect when we do this designation of the folks that it will get that AFS or get that prefix excuse me we're probably in the 70 or 80 range right now but we do expect there to be expansion that that cyberspace engineer we're still working through what that Air Force classification directory guide what that definition of that is so what you'll see out on the mail suite page you'll see draft Air Force classification guide information for the two 17Ds and 17S while we still work through the Z17X but it's again it affects a very small population if you will so the paradigm shift how we primarily have viewed since the since the inception since we started doing this we've been looking at units that do things right OCO unit DCO unit don't unit or network operations that's how we've viewed things as we try to shift the narrative we want to talk about the people in units that are doing things right so that is it that's a big shift not that what we were doing was wrong but as we try to transform we have to think a little bit differently and the example I use is I talked to an ion just it's not a scientific study but I talked to an ion and I said hey who operates your network and can secures your network he goes I do okay all right I'll go well who defends your network I do I go but aren't you tasked with getting through all of that and creating effects on the other and he goes yeah that's I do all of those things everything up there he does so I said what if we had specialists that operate is secure the network you operate on and then someone that defended it so that you could spend maximum amount of time getting through the other side to red space to create effects he goes that'd be cool okay that's just one sampling of of how we see things we see multiple afs's in our you in our units and then they sample down at the bottom you see the cyber squadron where we'll have MDTs where we think there will be DCO net ops and exhibition areas I talked about making wik p's great again and all of that business so we expect to have three different three different specialties down there operating all right that's that's where we're trying to get to so the people with the right skills in the unit execute executing the mission allowing us to be more effective as as units all right our plan of action is really a hand wave level we've been working we're working through a more detailed PO&M but the stand-up of the talent management team or codification of the talent management team the talent management team already exist in some form but we think there's an opportunity to bring more synergy to what we're doing and that talent management team is made up of the CFM office at the half the senior officer matters officer who concentrates on kernels and geo's additionally the assignment team is part of this the cyberspace professional development office down at ACC we believe they're part of this we believe match con fams have a role in this as well and everybody's doing their thing but we're going to codify how we can better work together so that we can develop you or the officers into the what they need to be and what we what our Air Force needs them to be so that's that is ongoing but we will have a charter and get that signed off by our functional manager and agreed upon by the powers to be in ACC so that we can keep keep moving forward the first step a giant step was a match con billet review so we can see what requirements we have across those afs's up on initial look we probably got about two hundred and fifty two hundred and seventy on the exhibition side we started on the little ones and then on the OCO side we probably got as many so we started there and we start work our way in because those seem to be the easiest ones to to identify but that went out for one round we're going back out for another round and what we've asked folks to do was identify the skill sets needed for that for that billet if a person sitting in that billet is it advanced academic degree is it CVH Hunt what what all the things do they need is it expeditionary warfare school whatever skills they need if we identified on that billet then when a person gets assigned that billet the requisite training will kick off right that'll identify that person needs to get this training and they'll get in the queue I think we we do something like that but it's much more manually intensive if you will so that's that's the first wave and then you should have received by now and should be aware of the my vector update where we're asking you to go in and document any anything in your record that's not not there whether it's a job that you've had downrange okay if you were a flight commander down at one of this deployed squadrons then please go in and type it might be in your records it might be a single line on an OPR buried not not easy to see and so we're asking to go in and pronounce that and there's instructions on how to do that and then on the education and training side the same thing right so if you've got a certification or something that is not readily apparent please go in and document that also it might be an SCI on your record and that reminds me we'll probably have I went through all the SCIs in the last three weeks or so there's like 89 pages of them about 10 to 12 per page so it's quite a few and I tried to parse out which ones apply to us but my main point is not everybody has those memorized alright so when you're looking at that surf and you think well I got all nine of my SCIs on there but you want to make it easy for the board and we're going to try to use my vector to do that and my vectors turn out to be a very powerful tool for us to manage you all as a force and as you go in and update you've probably seen some changes to the drop-down menu we've been actively updating the or codes the function codes and the and the job codes that you can actually fill out so please get out there and do that as soon as possible and if you have any trouble check the FAQs open a ticket I'm probably getting about three or four those a day where there's some kind of problem where somebody can't do something I'm trying to correct them as quickly as possible next thing is a half board everybody get the my vector message anybody here not get the my message my vector message yet that's good alright so that's going to determine how you get designated and it'll be based on your training education some of your experiences but it'll be leading with those education training to start with and that's why if you look at the draft AFO CD inputs that are posted on a mill suite you'll be able to go okay all right no I fit that I fit this or fit that and you'll be able to put that down and it should make sense it should make sense there will be folks that will go in and put pie in the sky they've been doing doting ops or network ops for ten years they're like but man I really want to be OCO tell me to put it down all right that's probably not going to be helpful unless you've got some kind of hidden gems in your record that we weren't tracking some education and training that we weren't tracking and I'll give you an example I did have one officer tell me during these road shows it says hey what if I was doing OCO I was assigned to a 17d billet and none of my OCO work was ever documented in any of my OPRs what what can I do with that I can't do anything with that so it's important not just today but always to make sure the the work you're performing is representative of in your record because that's what we have to look at most of the time but if you do have any additional training make sure make sure you document it that board will occur the last week of September we've given everybody a voice that happened three road shows in people kept asking I told the boss people keep asking how do I get a say so you all have a say now when he when he was asked he goes he points to me and goes figure out how to make sure they get a say so and then I had some smart folks that figured out how to how to do it in my vector so that that was a win and then the commanders get to indoor so that's a good thing right but last week of September and we will also figure out how to notify people I mean the system will notify but if you don't get your don't get your choice we will have a an appeal process that'll be open so but it needs to be informed it can't be well I asked for OCO I have no OCO experience education training that'll get me there but I still want it and I'm appealing that probably won't work but if you have all the backup and your senior radar says yes then then we can have that discussion and we have been tasked with having that discussion down to the each so I got tasked this morning to figure out how we're going to do that but calling people so make sure you have a way to be contacted your best way to be contacted when you do your my vector so I just off you all are getting that first I had to I called back to the back to the staff and said hey we need to update the message so people put in their contact information so we have a way to talk to them possibly while the board's going on if we have any questions that's how serious both my my boss general Kennedy and general Jameson are taking this they want us communicating throughout the process DT and assignment team will will adopt this process will everybody move come next summer no right that's not possible I did get asked that well doesn't mean that the entire career field or a bunch of moving now it'll probably it'll happen over over a period probably two to three years to get everybody in that right right assignment so and then newer sessions I I dove on that grenade there's a way right now it's if you've been commissioned is class rank and your choice that's the minimum going in and I said boss I don't feel comfortable with that can we work on some kind of aptitude test or some kind of screening to make it at least a little bit more informed all right in the example I use is you know if I've got two two cadets they're sitting at Rensler polytechnic or you know possibly University of Texas let's just say and they're they're one and two and they're both equally qualified to go do one of these AFS's and they both want we'll just use OCO but under our current construct one of them could randomly get the number one grads probably getting what they want but the number two grad may end up not what not what their number one choice even though they may be more qualified than other folks out in the grand enterprise whether they were a number one or not so I struggle with that which is why I wanted to be informed by an aptitude test and we that's that's that's been in work as well as we have some screening mechanisms to screen that so that's why I said hey I'll figure it out we don't have it today but we're going to establish it and the idea is we get it all the way back to the accession source I figured out you Safa I figured out OTS haven't figured out how to get it to ROTC with expediency but the main point is you will leave your commissioning source knowing whether you are 17s or 17d that's the idea good bad or indifferent yes we're just moving it far left but I believe it's a lot less consternation if you find out at your commissioning source you know what you got you're going to figure out how to be the best best one of those things you know as you lead up to that you know the additional things you probably need to study self-study to be good at it and already talked about flooring in the progression billets and then ATC will modify training and they look to start doing that next spring and the only thing I can say right now as we believe it'll be a common core I'm calling it a common core we're 17d's and 17s's will have that phase one they'll be together and but what I don't know is what it will look like on the other end well whether we will have two phase twos for the different things or three or what does that look like will DCO be paired with net ops and security because those are more closely related or will DCO and OCO be paired together I don't I don't have that there's a series of working groups that are happening over the next few months that will that'll work towards coming up with that those ideas all right so ran through those this is where we're at Air Force need was more depth that's what we want we want to build technical and technical competence toward a strategic operational and strategic in and so that we believe this is the right way to do it so what I'm charged with I'm going to try to do that to the best of our ability to make sure we do this smartly you've seen the five AFS's or excuse me four for AFS's as well as the the Z prefix capability development shifting a mindset from types of units to the types of people in those units okay and then the strategic leaders informed by operational experience and what I say here is you know my boss is he's be one pilot all right he's the functional manager for cyber why I asked was he I don't know if he was good at cyber I did find out a week ago he does have a system that's probably more than most search than half the people in the room possibly don't know but he's bottom pilot now he grew up tactically focused all right well he wanted to be a fighter pilot always like to say that but he didn't make the cut for that so with that in mind right he became the best be one pilot he could be weapon school on the sass so on and so forth vice wing commander wing commander and in here he is but what the Air Force has done is trusted him that he put that effort in and as a bomber pilot became as good as or if not better than most and they've trusted him to do something else and so that's what I'm trying to provide for you or that's what we are trying to provide for you become really good at what we ask you to do not okay at many things like what I started with right be be good you know we're not asking you to be good we want you to be excellent at all these things tactically and technically competent that's what we want and then from there you go through those other opportunities whether it's WIC or other other schools and other ASG programs always like to put in a plug for ASG programs Sam saws Maas jaws and a few others right so to help build that strategic mind on your way up to be in a senior leader so that's that's the story in a nutshell the fun part is the questions that I think you might have if you haven't if I haven't answered all your questions and as we went through the brief or you haven't already seen them so that's it like I said five slides it's about right gives us about 20 minutes for questions I again I ask that you ask questions that you think might affect anybody if it's just about you and your very personal situation of I'm happy to answer that offline who wants to go first okay have you taken the the cyber language self-assessment okay so I that got sent out through my vector so if you've been in my vector you should have a notice sitting right in front of you when you log in that says take this and we'll that's our first step is to be able to document your computer language skills and then towards the end of the year we're working on an effort to be able to determine if you actually can do the things you said you could it's very similar to the language piece so you say you can speak Russian and you're good at it you take the actual test and you have a seat you're making me nervous and then you take the test and then we go okay documented they can do what they said they can do so we're working through that along with a cyber language aptitude battery some things like that that we expect to have by the by the new year but the first step is that because we can pull that data and I can make sure that data is is available the other the other piece if you go back to the shred or excuse me the Z prefix right that's open to 17d or 17s that's not exclusionary it shouldn't matter where you're at another aptitude or screening that we're trying to figure out how do you screen into that because not every just because you can do code or or you can do a computer language can you do it in the manner that's required for those particular positions so we're trying to figure that out as well because some people go and try to do it and they're not good at it so they have to be off-ramp to other things but that's the first step is that's a computer language self-assessment again in my vector and everyone should have received the dm on that through my vector I'm a policy guy and so I'm trying to be good at policy I'm always have it commanders hire commanders so they can hire whoever they want that's that's that but I would like it to be informed by the development that we're that we're trying to do right here and right now so obviously if you all don't know and I didn't highlight it on the slide but over on the network upside that's a preponderance of leadership opportunities alright that's just real I this is mad so even last night I was trying to figure out how many opportunities are over on the 17 s side and so I went through I found four commands squadron commands for 17 s a s for OCO I found four over on the DCO side I found six that's real alright then I went on and go well what squadrons could they do both whether it's wick or Gressor squadron a few others operation support squadron so on and so forth and I believe there were six more plus six more squadrons therefore six more do opportunities most likely and then there was two debt that command so two more or four leadership opportunities so whatever that math comes up to roughly you know 1605 command opportunities and 1804 leadership opportunities that that's real that'll probably be our point of departure for the hiring authorities as we do the DT and most of those are owned within the NAF so those folks typically attend the DT so they will be making their hiring authorities I mean making their hiring decisions right in the room in most cases so they don't have to go out and consult anybody where they they'll have the opportunity if they see folks over in another area 17d that they need then that's what they'll do now just as we talked about you know different folks different skill sets could I see a mix of 17d and 17s in different units and will commanders may want that mix especially as we get down to cyber squadrons right that's the potential or other or other units whether it's a schoolhouse where you might want that mix all of that I expect to happen you know you get into how are you going to figure out how to alternate and make make sure it all works where you have don't have the same AFS in DO or command and that can all be figured out but that's the way I see that going for the near term yes thank you for this discussion my name is Karen Gutierrez I'm a professor at the Air Force Cyber College right here at Air University I'm very interested in the force structure and training that you have established I wonder if my read is correct it sounds to me like you're looking for specialization without stove piping I wonder how it compares to what other great powers are doing in terms of their force structure training that's probably a bigger question than you want to answer right now but maybe you could elaborate a little bit about your point about Air Education and Training Command expanding and stepping up it's training and to what degree do you see education such as the cyber college involved in playing a role all right let me see I haven't been asked that one before it wasn't shown in break so the way I think about that is on the ATC side in itself just as I described they've been tasked to redo the curriculum to meet the requirements of this specialization and ideally they'll send an airman out or an officer out that can do something when they show up they don't you know there'll be some OJT involved but we would like our lieutenants to be useful when they show up and not just show up a lump of clay or why do we have them in school for six months if they're just going to show up as a lump of clay that's one piece when it comes to the cyber college I think there's a larger role that we're trying to figure out with regard to how it all plays in the continuum I did have Colonel Blackwell the 81st training wing commander she's actually we're going to call it federate something out to her she's going to take a look or sign someone to take a look at our training our training and education continuum from once they leave IST because that's going to be covered by Colonel Miller the 333rd commander and and take a whole look at that and come and do interviews figure that all out and come back with some proposals you know so that each so that we know that each one of these things build on each other and then additionally what is the cyber college role or what do we see the kind of cyber college role in there so what I will do based on that I'll make sure that a cyber college is not left out of that discussion accidentally or otherwise you all already provide input so our cyber 400 course and some other things that may or may not be picked up by the 39 IOS where there's MDT type thing so we got to figure out how that's all synchronous because right now much like the talent management framework if you will there's good things happening but it's not it's not synchronized and that's what we want to try to bring some order to that and then when I watched General Holmes brief today wasn't the first heard but I heard it from a four-star so it made it more real than all the rumors I heard about an information warfare training wing right so I'd heard that but again it came from him so now I was like whoa you know what what is that what does that look like and how do how do we bring that to bear in this in this training continuum as well the same thing but a cyber guy steps off keyboard for three months and goes back everything's gone it's all where everything's changed how are we addressing that through policy to make it okay to leave a lieutenant or a captain in position that's that is the brief right technically and technically competent and probably today or sometime this week relative to me getting the document I'll sign off on a assignment policy that says all lieutenants leaving UCT will go to a unit and the follow on to that is they will have back-to-back assignments in their specialty to help us get to the technical and technical depth by and large right there are some off ramps on there whether it's aphid eat up you know some other things that people might go off and do but that will be that that will be the policy in taking some practice but I'm trying to get you know give the team the assignment team who executes policy give them the policy they need to be part of the goodness that we want to happen so that's what we're trying to do I'll sign the policy that says that will be the thing and and then whatever exceptions pop up because there's always a story I've had nine of them exactly since I've been in the job everybody has a special story that they're the unicorn that can only do the this or that but but we're getting after that spot why as far as we're building the change of the overall officer categories do you see that being beneficial as far as we're getting to the higher ranks being competitive with our pilot brother and four different wing commands absolutely so another one of the tasks that I have was for developmental categories I usually say let's save that for the last five minutes and and then I'll go into that don't let me forget you but it's yours and we'll talk about development category developmental categories for promotion and how this all will help us get to good any other questions on on this it's not a redo it'll be additive I guess the way I way I see it we have what we have now I can't spontaneously you know build off of hey I'm gonna have an MDT in five years but my my brother Colonel Fletcher who's more or less responsible for that portfolio he has a rollout schedule for that so something it starts as early as 21 I believe maybe and there's pilots in all of those pathfinders these things but it officially starts I think at 21 and so that information is what will drive how how we do the the billets as we as we move forward so that it ramps up I'm looking at my role as you know your cyber college to implement not only 17 deltas but across the force maintainers pilots etc. with cyber education to fill those roles in those commands across the staff and I'm for the Secretary there for some etc etc so could you talk to me a little bit about where you think staff officers come from and the career blocks and how okay so from a from that force development model you know we were using pyramids this will probably a left to right type of thing where we start over here you know on the left and we go that first anywhere from one one to seven seven and a half years or so right so that's where they're gonna gain their technical and technical competence as they move towards 04 and those that don't go into you know DO or any other 04 leadership and they make their way through air command and staff college ideally and that should prepare them to go work on a staff whether it's at the air staff or combat command in a JCC or a cyber operations integrated planning element or or any of those those type of things and so that standard track would would be part of the development informed educated and then on to these things and then probably if based on the order of order of battle if you will they'll leave the staff and go do one of these things whether it's 04 leadership or 05 leadership depending on where where they're at is that that answer no I know gosh no no no they're both both AFS's will be required on those staffs the harder piece is as just as we're doing the bill at review within Air Force boom that's gonna that's gonna go we have close relationship with cyber command that's have a larger percentage of 17D's and 17S's out there right now than any other combat command so we're working with them but we got to get down into the each's because we know each combat command more or less has a joint cyber center and elements within the five five or three five things like that so getting them to ID what skills they need transcom needs a certain type of skill probably more net OTS net security defensive focus and then some other combat commands like paycom may tilt heavily towards 17S but realizing they both have requirements for 17D same thing with USFK they'll probably have be more focused on the 17D and net OTS making sure that they can operate out on the peninsula effectively so so it should it's based on requirements and we're not driving them we're describing what each skill will do and giving that giving those billet owners a chance to describe because before this some folks might say hey only 17S's go out the cyber command but that's definitely not true having worked out there there's a range of skills needed out there and if you're a planner if you're a good planner it's AFSC agnostic right I mean that's that's the reality of things you don't if you're not a plan you're not a plan if you got some experience in cyber it's additive but from a basic planning standpoint from a 5 or 3 5 standpoint you'll get all of that relative to what portfolio you got just based on my my limited experience all right still still time all right that's correct well no it's not quite like that I don't know I don't know about weight what I would offer if the commander signatures informed by facts not a feeling because a gut feeling is not going to help me does a person have the education and training or other experiences that we can't see that ideally I've asked everybody to provide that so that we can see them so that we can make an informed decision I would recommend I would caution commanders about endorsing pie-in-the-sky desires when that person says I want to do OCO and they have literally no background no education and training that could show that they could do that then that's probably not an effective use of that commander's signature okay that that's that's one piece but there is a reality there will be an opportunity I'll call it a course correction if I have a use off a cyber warfare person that goes to aphid for 18 months then comes to Keisler graduates and then ends up at Fort Meade in the 707th installing printers for a living he didn't pick it most likely but that's what he got so he's cyber warfare computer engineering masters and he's installing printers and I'm gonna imagine being the best printer installer there is in most qualified printer installer probably in our Air Force so when that airman that officer gets to look and maybe maybe he's happy and maybe he's like man I lucked out I don't know I haven't talked to him personally but he may have said I lucked out but he'll look at the AFO CD and he goes wait a minute I have the education and training to do OCO my current experience doesn't say that but I have the education and training and background that says I can't so I'm going to apply for that commander signs off yes he has a training he didn't pick his first assignment and maybe round them out under AFPC rules he they've got 90% of one of their choices in all that business but you know did he pick that no so I would see those operate this is an opportunity to try to bring that to I'll say right but it's it's only as right as what a person wants right so that that's the way I see a scenario like that going but not just endorsing someone because that's what they want and that that'll that'll that just requires you know us being honest with folks right look at them in the face which was one reason when this first started I was like commanders I go oh gosh that's 2800 different I can't tell little Johnny or Jill that I'm not going to be the one to tell them no they don't get to do what they want right so but again by popular demand commander gets to say so use it use it wisely don't just use it because you can you got to be able to look say look I looked over your records I looked at your education and training you had zero shot at this so you can put it down but I'm not going to endorse it I'm going to sign and say hey I recommend they do whatever that's what I'm looking for from the commander honesty on that all right one more question and then I'll talk about developmental categories really how many have questions about themselves that they'd like to address with me after I got at least one I need to talk to you about that that's real okay developmental categories promotion categories I consider this a win so we've been if you're not reading news we're in the information warfare category I think there's six other AFS's in there something like that but what is being allowed to happen is we're being able to describe in two PowerPoint slides and now one narrative that started out with just two PowerPoint slides and they had a mock board last week but two PowerPoint slides and one one-page narrative to the font can't deviate all right 12 font Times New Roman boom boom that's it you got to fit it in there I'm moving commas I'm doing all kind of stuff to get as much stuff in there but in there I'm able to describe the things we value right I'm able to describe hey we value technical advanced academic degrees from AFED or Naval Postgraduate School we value that we value it so much that we would like to identify folks and send them there and pay for them to go to school because we value that dad we're able to put that fidelity we value certifications I'm able to put in there hey we value a CSSP we value a system we value some of these sand certs we value that and it'll change by grade there'll be some self-development that we expect out of you right but we're able to put those details in of what we what we expect not performance because what I was when we first started the first iteration we put it must do really really well you know and that was just taking up space so they go kill all of that fluff because the Air Force can figure out if you're doing well based on the inputs in your in your OPR so we clean that up and able to put more meat of this is what we expect from our officers and that's starting the type of jobs we expect from the whole is lieutenants OIC flight commander not ADO just so you know but anyway that's a that's been a common common duty title that the Simon team doesn't put anybody on the Simon to by the way just so you know but we're able to describe those duty titles at the different grades what we expect we're describing in an environment where you will get 104 leadership opportunity and 105 leadership opportunity that's the environment that's being described right now is that how it is today no right so the first iteration I had to describe a mix of because we have a mix of career fields I mean a shoot a mix of efforts with regard bouncing back and forth different people doing different things so I described that environment but forward-looking I've already started on a separate one for 17D and 17S over on the 17S side I'd expect you to command as our expect you to have one 04 leadership opportunity and then one 05 leadership opportunity probably a commander a deco for 04 and and an 05 opportunity and one of those 16 squadrons that I described if everybody agrees those are the 16 squadrons at least from a starting point so that over on the 17D side we would probably under the current construct we would expect you to command as an 04 or deco one time in preparation to command one time is an 05 as of now the Air Force recognizes 05 leadership but we have an opportunity to turn all this on its head if we want because we're gonna get a chance someone goes up they're getting ready to score 150 records from 17Ds and so the brief comes up this is what we value this is what you would expect to see and so they can focus in and they're looking hey they have that they have that yeah ask yourself do we need deos on one side or the other I don't know I know why we have them I'm very confident of why we have them starting about five years ago right it was a switch to try to identify with pilots but if we don't have to identify with pilots anymore and we only have to do identify with our promotion category or our AFS's do we still need those so think about that right I grew up in a world of you had two flight commanders the SEO was number two commander goes on leave SEO you got it that's life you put in there ran the squad and really well for one week whatever you put in your OPR I don't know so so think about those things and we're taking feedback I'm drafting it and it's an it's an iterative process but if you if you think about that do we need do we need these things I that that is to be determined but we have an opportunity to flip it on its head from a developmental standpoint because if I could have the 146 deos out of a hundred of the squadrons of the 146 that we have out there if I have a hundred of those deos to do good work at the match coms combat commands and and the half and staff that would be a beautiful development opportunity much like that was mentioned right now we're short of those O4s that we really need on the staff because we put them all down in the field and you know is that good development how many times and how long should you be at the squadron I've already I'm flipping it am I gonna have you down there seven or eight years so do I have you down there for 16 years you know before you see a half like some of my flying brothers the first time they were joint is when I was in class with them it was the most they've been around a joint environment is in a classroom I don't think that's what we want I think we we want to beat that and have an opportunity to develop folks a little better and that so that's just something for us to consider but the main point on the promotion categories we get to write what we value and we get to tell that story once it's approved it will be out there for all to see it's not going to be cloak and dagger hidden behind anything it will be out there the Navy does it this way the Army does it this way which I believe that's who we considered when we were changing things around but we'll be able to put it all out there and say hey this is this is this is what we expect out of you and you'll you'll see it come to fruition it'll be it'll be a standalone document for sure but many of those things you'll see incorporated into whatever version of the CFETP and or talent management framework whatever we finally named the final name for that document but we're going to bring all those things together so it's all right all the way down to the duty titles for those of you remember we got to stop making up these duty titles we got to they add no value they add no value stick to the script you're either OIC flight commander there's no deputy flight commander stop it just stop your OIC flight commander branch chief so on and so on and so forth we got to get some discipline about that and I was joking about the ADO piece but what I've seen happen is they make a captain person depend on captain for a month or a year they make them an ADO Simon team looks goes they never been a flight commander and they put them on a Simon to be a flight commander now it looks like ADO back down flight commander what they do wrong next record so I don't think everybody understands those second and third or potential effects when they're trying to do a good thing and we've all been guilty of it before do started but seven years ago you just changed the duty tile deal you know right and that that's had some impacts as well I saw a question out yeah so they're they're they're doing a they're doing some kind of formula but within each category though they will likely be a floor that will promote to a minimum they'll say that category must be promoted to 80% or using that as an example now 17s may promote to 85 PA may promote to 50 50% but through all of that that floor if they need three PA lieutenant colonels or the world will come to an end at least three PA lieutenant colonels will get promoted to meet that floor that's kind of the way they're looking at it but the promotion opportunity will be the same for all that's the end of the time that I'm tracking again I'm happy to stay back relative to who's in the room next and answer any of those each's questions anybody has a personal question about himself I can I can help you by answering or guide you to where you can get an answer thank you for your time