 Good morning. How are you? All right. I love the enthusiasm because you've got a one business for the next Three hours, right? Yeah, it's exciting. So thanks for the no introduction introduction I appreciate that but for those of you that don't know me Derek Crowder I'm the a one senior enlisted leader and I start every brief when I talk about a one with this I am a 2s material manager living in an a one world soup soup Nice, thank you three for being here. I love that. That's awesome Anyway, so I have the honor and privilege of spending a few hours with you today to talk about the a one portfolio The a one portfolio is Absolutely huge right everything with manpower personnel and services, right? We heard Max give a 30 minute brief on AFPC and I don't know about what you heard But let me tell you what I heard If AFPC doesn't give you what you want. It's Derek's fault That's what I heard and that's kind of true not my fault But the a one does policy and AFPC is the execution arm for my boss lieutenant general Brian Kelly The deputy chief of staff for manpower personnel and services and so I'm going to spend a few minutes this morning Talking to you about 10 and then I'm going to turn it over to my teammate Stefan Blazer He's our chief of enlisted force development and he's going to talk about the great things that our a 1d team is Getting after DSD reform enlisted force development action plan And so he's going to take that first hour and then I'll come back on the stage for the last two hours And I'll give you an update of quite a bit of stuff that's happening within the a 1 portfolio But before I turn it over to him, let me just kind of give you a brief introduction We're going to talk a little bit about the influential landscape things that have happened in 2021 that have impacted Decisions and programs within the a 1 then we're going to look at force development I'll turn it over to blaze and we'll talk about force management and then I'm going to spend a majority of the time Talking about action order a airman, right? There's a lot of things that fit into that box of action order a airman We'll spend most of the time talking about that and then I have a slide that has six or seven topics I'll just throw those out there some hot topics things that are on our mind So you know where our headspace is at within the a 1 things that we're moving forward with right now, right? That may happen in in 22 it may happen in 23 and so there's about seven things that I'll spend a little time talking about there But let me just talk about the landscape. I want you to look at this slide and this is 2021, right? These are things in the last year that have impacted Decisions and programs within the a 1 and let's start with January. We're 13 months removed From the capital rate, right January 6th of last year How's that in a 1 thing we had extremism, right? We did training on extremism that came our team was part of that our team in a 1z our resiliency Partners were part of that extremism training right that affected you and the organizations and so that was it that was an impact We had a new administration new president comes in right we get a new secretary of defense We get a new secretary of the air force a new under secretary of the air force. Why are those important? Well, when you think about it when we're talking about the secretary of defense One of the things that he's mentioned when he took office was he wants to eliminate sexual assault sexual harassment within our formations Why is that important a1? Well because who owns? Resiliency again a1z our a1z teammates own resiliency and so that's one of those things and that's just from the sect f And then you had Sapper right independent review commission IRC and I will tell you here 83 recommendations came out of that IRC 83 recommendations the combat sexual assault and sexual harassment and it's going to take a few years to work through those things But that was a mandated review of the actual Sapper program and then you had troops in afghanistan right departing afghanistan in august covid vaccination Mandatory vaccine right november 2nd get your vaccine get your religious or medical exemption in For a waiver for the vaccine That's important that played a factor we had the rdr in december of 20 We had the dr in september of 21 All right, and then we had the addendum we had the dr I think in yeah in september and then we had the addendum in october that overlaid both of those took the rdr And the dr overlaid both of those and then said okay, where are the real problems? Where is it consistent between the rdr and the dr? And so that right there is is kind of the landscape, but oh by the way look at the very top of that Let's not forget about great power competition Because those are things that you're focused on those are things that that your airmen are focused on and all of the other stuff Is also things that you're focused on so there is a lot going on In our world today, and this kind of just sets the stage and this is the same slide that my boss gives when he Breasts the wing commander and the group commander conferences so anytime that we're out We put this slide at first and talk about this is the landscape over the last year All of these things listed up here affect what we do in the a1 what we do in the a1 affects You and your organization right because of the manpower personnel and services piece right And so that's why I want you to understand here's kind of the landscape I assure you we do not sit up in the pentagon and think about ways that we can not take care of your airman Right, you may feel that way sometimes All right, and I'll be honest with you. We don't do that We don't do that And so when we get to the questions and answers after I do about an hour and a half I'm going to try to leave 30 minutes for q and a there's going to be some things as I said I'm a loggy living in an a1 world and it has been eye opening for me Over the last eight months. I've been doing this job How big the a1 portfolio is and one of the things that I will tell you that Chief hoagie at afp when he was at afpc used to say it all the time Personnel is personal and it absolutely is things that we do in the a1 portfolio. They are emotional to people Right efmp. That's emotional to people talent management. That's emotional to people when we take over aphips from fm I hope that's not too emotional for people meaning we still get people paid Right, but those are all some of the challenges that we have within the a1 world And so when we get to questions, here's my promise to you I don't know everything and here's my advice to you. You don't either as a chief, right? Don't pretend to know everything. It's okay, and you're going to hear me say it today It's okay to say I don't know, but I'll get you an answer I've got folks on speed dial back in the pentagon. I've got email I've got phones everything that you have as well. I can reach folks and get you the answer Right, and so that's my advice to you when you go back You don't get you don't take a magic pill as a chief and learn everything overnight Right people think you do but you don't and so I'm not afraid to tell you I don't know the answer to that because this portfolio when you look at it across the enterprise When you talk about funding and stuff, you know things like that It's about 30 of the Air Force portfolio is in within the a1 So it's absolutely huge and so that's why they give me three hours And it's an honor privilege to get to spend some time with you and hopefully we'll have a little bit of fun I know blaze is very passionate about what he does when we talk about enlisted force development So I'm going to get off the stage. I'm going to turn it over to blaze and and just my personal opinion I've known blaze for quite a few years I would argue that there's not a better person in our air force Someone that cares about enlisted force development more than that man right there And so with that I'm going to get off the stage and blaze you got it. There's one person who believes you There we go. Here we go Good morning. How are we doing? Man, all right, man, what Copy yeah big green button. Okay. All right. There's actually two green buttons on this. It's kind of funny. Okay What more would I rather do than start this morning by talking to over 400 brand new chiefs The answer to that is a lot. There's a lot of things I would rather do I would rather take my wife on a date. I would rather flow the football with my kids But that doesn't mean that I'm not extremely excited to spend some time with some some teammates here Hey, I just want to be able to say, you know, this is definitely an honor to be up here spending time with you Really important. I think time had changed for us to kind of seek to understand each other, right Seek to help And not seek to judge if I'm honest with you sometimes we get in these these sessions And I especially as chiefs and I think it's because we grew up seeing it this way, right You know a lot of times That chief you're looking at him and you've you know, you've you've engaged and they're kind of like this, right You know what I'm talking about Like Caesar You know what I'm talking about and you're in the arena. You know what I'm talking about Right, so we got the maintenance in here defenders prior shirts Right, we got soup soup the three medical ISR finance Any of that We got some wingman leader warriors in here Hey, this has got to be all about us I hope you guys understand this conversation today and everything we're talking about in the people business This is about us and so as chiefs, it's really really important. You're going to have access like you've never had before Okay, but I but I would also say that that in this portfolio, you know, I'm an ISR guy We've got a lot of different people, but this is not a tribal conversation, right? This is not a one-sided community conversation. This is a enterprise conversation And so this is only going to happen the things we're going to go over here today If we choose to make it happen First thing I want to be able to say is just thank you on behalf of this entire team There's there's no one person and one thing I love that the sims app always talks about is better together And that has been proven through this last year We've been we've been working on this project for about a year and the original goal was say get after building and listed Forks development strategy. That was a go-do. We've never really had kind of a strategy for change If you look at the PME that you've gone to when was that built? When was that dreamed up? When was that fought for advocated resource? Were you born? Right, we would argue is that what we need for today has the world changed and moved around us Is there a different way we need to do things? And so the original challenge to this team was to think about not just defending what we have But thinking about what we really need because The fight for 2030 has already happened right now Right those airmen are already here with us And the Air Force that we are We are cultivating today. We will give to them and we know that right We came in knowing that hey you got to leave it better than you found it And I know we fight and live that every single day But the big part of this plan is to make sure that they're shared understanding because we honestly we suck at communication This information age We've got to flatten comms Right email and forward and for your essay is not going to get it done We've got to be able to flatten comms. So that's one big part of this too But on behalf of this team, I just want to say a lot of things we've been doing Um sims that thank you so much for for plus in this team up Um I think it's been truly truly special. So we want to share some of the things we've been getting after today It lists the force development So I think one thing that's pointed out is there's a difference between we all got to understand There's difference in force development force management talent management, right? And so specifically talking about what force development is So I saw somebody on the gym this morning some y'all getting after it Who hands up if you don't want to the gym this morning? Okay, good stuff. Good stuff. I think you know if you think about it force development What do you traditionally think of of with force development? Just shout it out If you say force development, what is that? I mean you can read on the slides and we can cheat now, right? I went too early What's that training At your unit level. Do you talk about force development very much? What do you think? Okay, at least some honest answers, right? So so no maybe kind of right Well, one thing I want to be able to say is so those who went to the gym this morning, right? They probably educated themselves on hey, what are my goals? What am I trying to get after? Let me see if I can watch some youtube videos or get some pay service to give me some coaches, right? And then I'm going to get a kind of training plan and I'm going to see you know some kind of techniques And then I'm going to get after it, right? I'm going to I'm going to I'm going to get in there and train I'm going to have an experience and then I'm going to reassess What we do in force development is the integration of those three things training education and experience a lot of times this topic People think this is at atc business People think this is so I was the guy sitting at BMT answering the phone through COVID And you don't know how many times anybody know how long BMT is Seven and a half weeks Do you know how many times people would call me and tell me what we had to do to fix our airmen in BMT? All the time as the second Air Force Command Chief she could tell you she got those calls all the time Right operational units calling us telling us we had to do to fix their airmen Right and also PME and PME how many times we argue we got to get that into PME How many days you guys know how many days if you serve 20 years and you become a chief on our Air Force? How many days of PME do you get? 70 something right? It's like 72 days We got 7,000 days in between that we got to be taken serious and that might be the base level That might be the unit level that might be eye-to-eye at a coffee shop with an airman talking But we got to make force development part of those conversations because it's got to be about reps and sets It's got to be consistent because airmen are smart They notice that they get taught taught something and we don't use it and apply it and we don't valid at the unit level Then they just going to kick it out It don't matter what we do in the units is what matters most and that's a big part of this And so one thing I want to be able to tell you is the mission we're on is to make make this continuous and connected What goes on in PME what goes on in some base seminar what goes on all has to be connected to a framework So just food for thought when you guys progressed From skill level upgrade right you guys with me you guys remember those days, okay So you went from five level seven level how many all have seven level schools hands up, okay How many have nine level schools I'm going to ask you guys a question. What did you have to do to earn your nine level? Live Right Survive right some of you had CBT some how many all had nothing Nothing Thinking about that how much responsibility did you take on when you advanced to be a senior master in our air force? And how much of that was so much more than just what was outside your career field How much of that became about budgets about fighting for infrastructure right about understanding diverse teams right about understanding joint planning Did you guys have a requirement to be taught any of that was that tracked anywhere? And some of the challenge we actually have here if you look at other models in the services So the army selects train promote right the select who's eligible not everybody is going to be automatically eligible There's actually an endorsement process for that they train people for the future opportunity Right and then they promote them if you look at it. We're we're inverse we promote people And then we tell them you need to train and learn all the stuff you want to be successful in that new rank It's really hard to motivate somebody when you've already given them The thing that makes sense So we're kind of we've got to work on that and that's all things we're looking at is it's got to be continuously connected And the highlight on this is that foundational occupational competency right building competency building ability and capability From both an air force lens as in leadership progression And both what you're asked to do within your arena and whatever missions that that might be And it's got to be modernized right we've got to harness this world that we operate in to our advantage You got so many people that have these YouTube pages reddits all this other stuff and we got to be able to provide something like that within the formation That's that's valid because if not it actually becomes really really susceptible For the enemy to start to influence this especially from disinformation perspective Okay, so action So for the old you know old school fans, you might be in your head looking at this slide thinking about you know Red man. It's time for some action. You anybody with me on that? Okay, all right, some people got that beat rolling in the head a little bit good good You know let that let that marionette a minute And for those of you don't know, you know you guys you talk to a friend. Okay All right, so the journey of this so go on your phones right now and go into google I don't know what the service is in here, but hopefully it's decent But enlisted force development action plan Right enlisted force development action plan you can you can surf it right now It'll pop up Once we released it. We actually got decent press from air force times. They figured out what it was all about Um, I share it with you is that you know, this is written not to all airmen It is written to our leadership teams and those who are you know in the business of Transformation that's the purpose of this document, right? It's an aspirational document to say hey We want specific objectives. We're getting after in a period next two years But this started from the charge chief master there for charges in this team. So we had magcom representatives Thousands of airmen that gave input into building this plan One call from the team is we were going to make sure this plan was not written by a bunch of old chiefs Just sitting in the pentagon this was going to be written by the airmen who were going to fly down the runway that we were Shaping for the future force Right, this is their runway. We got to be thinking about that all the time And so we want to make sure that it was it was it was fused by their inputs now This took a lot of work. We had a lot of different work groups But driving all the information we shaped it into six Focus areas and 28 objectives and I'll have that on the next slide But the big thing I want to be able to highlight if you look at august and we sat down with general brown And I think it's you know, we got to look at the kind of period we're in right now We got a chief of staff of the air force who said hey Enlisted business is my business, right? This is airmen business And he endorsed this and he's he's been supportive and all about it But if you notice what he gave the feedback he said because this was originally called enlisted force development strategy His words and his perspective. I think it's pretty powerful. He says, hey If you call some strategy, it's just going to sit on the on somebody's desk in the pentagon Ain't nobody can read it He's like I want it. I want this to be actionable I want it to be achievable and I want somebody to have ownership and I want to have timelines on it And so we continue to push through again I know some of you guys might look at that it's like man It took you all a year to write that but but hey Either way we are we are we have a plan and it's out There's very few people know the pain But one day one day somebody in this audience will know Yeah, and then it's been out of the force was released in early january And so here's a nice jeopardy chart for you guys easy access quick reference And so you can see the six themes that we're trying to get after And it's over two years. And so it's about four or five objectives each quarter And if it was up the chief master of the Air Force Bass, we would have this done in 90 days We said hey ma'am. Can we get two years? And so she was very accommodating But a couple of things that I'm going to talk about today That I think applicable to you And DC can I get to nine ten? Can you let me steal a little bit of time? Is he here? Oh, he's not here. So I'm taking it. I'm going. Okay But here's some of the areas I'm going to talk about today if anybody has any questions on any of these Again, they're broken out page by page I'll be here tomorrow as well So feel free to engage with me if you need to understand kind of the intent of what we're trying to get after But first one prep in the line This is something we've kind of realized and understanding, you know, we've got some pivot points We have to take and so I want you guys to think back of your transition from being a senior and into a staff sergeant And I think it's pretty cool, right? You guys are transitioned right now into a highest enlisted grade What was your thing about what was your deliberate progression to become Responsible from not just yourself, but to others. What was your progression? ALS, right? okay What else did ALS fully prepare you for everything that you needed to do not not everything but but What do you think were you really ready? Let me ask these questions Did you know where base support agencies are at not on some quick reference card that you could just hand them and say call this number Like could you actually walk them to where those facilities were could you escort anybody? The did some of you know where it was that yes or no Raise your hand if you did not know where those facilities are at when you got troops. Okay Okay, uh, did you understand had you met the first sergeant? Did you understand how discipline had worked in the unit? Yes or no Okay, uh, had you had you witnessed the feedback session a counseling session? Corrective access session not just your own Right not just your own But there's some things that we got to make sure we do so on like you think about check ride Before on the operational side right if we treated this like how we did upgrade training Where it'd be much more deliberate, right? Wouldn't have been a little bit more beneficial for nco's in the unit to say hey I know you're getting ready to take on those new responsibilities and have that period to make sure They're good on whatever some basic things are that you say are good We got to be more deliberate with this what we can't have Anybody here and feel free to discuss right Do you think we should just have where they come back to al s and there's 15 souls waiting on them? and say Good luck, you know what I mean You'll figure it out. Should that be our default answer? swim swim harder No, let me ask you this how many times has that happened to you your entire journey Congratulations. This squadron is yours Congratulations. You're part of a command team Right We've got to be more deliberate if we if we want successful outcomes We have to be more deliberate and we specifically Think it's important that we start here Because we need our nco's and senior nco's to be part of the change If we're going to get to unit level Where our airmen live every single day where the air force is real to them We've got to make sure This is right And so the concept of prepping a line that I want to say there's two there's two parts of this There's a policy on what the line is And then there's the there's the standard on what you need to do To cross the line. Does that make sense? Okay So so what we've been working on is actually coming up with like a j q s Very similar to how we do upgrade training or certification training and packaging some things together because The challenge right now is people don't even have anything to reference We don't even do a great job of sharing with our teammates out of what they even got in pme It's traditionally. Hey, how was pme? It was good. You know, did you learn anything? Yeah Do you guys talk about four lenses? Yeah, you know what I mean? Like it's the same It's got to get deeper than that and so we can amplify it And so we'll do a better job of sharing that too, but then to build upon And this isn't to do what what pme does This is the do is only specific at your unit level And you guys can always choose to add things but we're also sensitive to this too, right? We know everybody's busy We don't want to just put something on there. That's some generic requirement This has to be something that that we think is is always value added And so we're packaging it together. We're considering kind of what's the right messaging We're sharing it with some groups and you can see the phases we have here too Our caas are really kind of validating the need with some some surveys out there with some populations from our nco and senior nco pezes And then also our cfms nco academy seniors or academy classes. They're taking a look at this cfms are a huge part of this The cfms are all about this. They've been briefed this and they're they're on board And then what we're changing to do is is to pilot it in some units first and probably offer it to everybody The questions on the bottom that are being looked at though is where is the standard? It's about one percent of senior army right now in air force or raiders It's a very very small number And so you have to start asking the question is do you even need senior merited at all? Should should be in response for others just be an nco requirement like you can't do that until you're an nco You know, should we merge those things together? Also looking at the time right we've done this before we had separation and the other services have separation at the e4 level Whether that's specialist to corporal Whether that's senior army to buck sergeant Right taking a look at that. Is that the right progressive proficiency based advancement that we need? And so those are things that are going to be evaluated And and some recommendations given to the chief master of the air force and so this is what's being looked at today What I would highlight to everybody in here is you guys could all have something you're going to level right now You don't have to wait on anybody to do any of this Right, I would ask you to pause and say hey, do we have anything when they come back from member leadership school? Like do we have any kind of thing where the commanders are involved where the senior nco's sit down and get eyeball to eyeball? Like or or do we just kind of let people just kind of shed the weight? Um, I would ask us all to kind of pause and take a look at that Um, it really made me pause that I was never really actively involved in that conversation at the unit level I mean, I would see people go I talked to them. I'd ask them to come back, but like the real Risk equation of of you're going to be responsible for others and supporting them through that process We've got to make sure that there's a circle of trust right And then they know they're supportive on doing something that's probably the most complex job they're ever going to have Take care of human beings The blueprint so the blueprint What we're getting after hearing the blueprint so so the action plan and this was kind of some Challenges to communicate the action plan is about transformation The blueprint is about communicating to our airmen the air force they have today That's at their fingertips. We do not want success in our air force to be based off timing luck circumstance and who you know Information has got to be shared and if you really want to look at an imperative for inclusion It's how well you share information It's how well you share information Not just in small communities not just in your tribe, but how you openly just share information and opportunities with everybody And so that's the blueprint is looking to get after Because we can't also expect you know our frontline leaders to to know all the stuff that's out there, right? We got to make it better to be accessible and so the blueprint is looking to get after that We tried really really hard and some inputs is is it you know to do this best We thought it would be best on a device or some modern platform something that was engaging The you saw you saw earlier in the prior brief from afpc There's a whole data modernization strategy that's going on and once that gets up to speed We think this will turn into something we think is called my blueprint But for now we can't wait we got to get the information out there But we wanted to do it in a way that would be somewhat attractive and a little bit different And so this is this is going to be built Um to to communicate things in a very basic. Hey, why do I care about this? Why is this important and then connect them to resources that have valid resources? There's a lot of airmen who are looking at stuff and just have no idea This stuff is out there because so much of it is just on email So much of it is just go search google like if you had a conversation with somebody about the nds the action plan Or the the action orders. They're like, where would they go find that? Is there like one page where they can just find that? No, you had to go search the internet, right? And then you'll find old versions and all we just got to do a better job of getting the flattening comms And so you can see we actually do have the draft a cheap mass of the air force and the afpc We're going to be presented that this week. She's going to go look at it right now. Maybe or something else. I don't know But we did hit that one on time and then we're going to get the review period done But it is due out it is in the action plan and we plan to hit that target in april So more to come on that we think it reside on the leadership library. We also think we go into my eval A good opportunity here is is you know your benefits fact sheet the blueprint will be right there at somebody's fingertips And so give an airmen access to content and their information that could be of use to them And here's just some samples for you guys kind of know what it's going to look like I want to be visually appealing again and a lot of the stuff in here will be just interactive links And they go to so more to come on that All right dsd reform So dsd, how many I hate the spreadsheets that come down every six months. Just curious. Okay, we never get this feedback This is the first time I've heard this All right, so we we notice, you know the challenge of dsd From from where the program originally started it was absolutely essential We had to be really really critical about how we brought people on Right in these key roles that are high influence positions But I remember smart right we're all smart And so what it did start to happen is it was a very very powerful mechanism to get 100 fills in certain communities Okay in some positions that were historically hard to fill so the program it ballooned a little bit We did have some communities you remember tech training had had tapped out and said hey listen We can't this can't keep up to with our needs so they left First sergeants used to a different hiring mechanism And then the sum of it's kind of a mixed bag with local hires But the the true intent of the program It's been really hard to actually message to communicate what dsd is And most of our airmen don't even realize there's there's like there's like over 100 other special duties in our air force beyond dsd And they have no idea these tremendous other opportunities embassies all this other stuff They have no idea that's out there And so we've kind of it's really been hard for us to challenge a message to the front line And so we had to get better at that and so we had we've had work groups So we talked to both airmen who were experienced in dsd Who who had graduated from dsd and then all the people who have a hand and the kind of the administrative turn of it Um, and we kind of narrowed it down to some key things So the one thing you're going to see too is we got to get out of the business first effort was We got to get the business of spreadsheets and then we we erase the data that we all the work you do at the front line Right if you guys are tracking it. It's currently so inefficient. It's five to one ratio on selection So if I have 10 requirements that I got to fill I got to find 50 applicants. Does that make sense? So that means they got 40 frustrated airmen who are never going to hear anything at all And they're going to think like well, did they board me? Did they look at me? It's not transparent at all And then you're going to sit down and have that conversation six months later because they never got an assignment Right because there's still the right airmen for the job We've got to get better at that and so what we're looking at the team came together And we have capabilities that exist today. How many y'all are using the dt board tool in my vector right now? Thumbs up you like it or Okay, all right. We got some we got half ways again. We got scissors in the house again Okay, but mostly thumbs up So what we've seen with this tool is it we have the capability to move people into my vector today And there's been a lot of work done in it And so we think we can get people out of the business spreadsheets and go to where we have again Where airmen are participating in the process with commanders endorsement It's no longer just a hit list of predetermined names That are going out there with just a yes or no Because I'd be interested in your feedback too But a lot of airmen tell us they get selected for dsd that they never found out until when Until the assignment dropped We've got to do better than that that is that is that is that is bad on us all the way around I can't tell you how many mti's I had who were single parents deployed when they got that email And said hey, I wish somebody would have had a conversation with me I love the air force, but I don't know if this is the right time All right, we that's that's breaking trust and we got to get better there too And so we're going to do is is looking to narrow it down to force generators using more modern systems and then also Moving some more larger capabilities cfm's are going to be involved in this too. So it's not just quotas Right, it's not like hey, we're going to go six months ago and see how many quotas we have We want it to be live and engaging and so there's some vision of that too And then the question I want you guys to think about too. We're not there, but we're thinking about it is Promotions should promotions in special duties be in your core career field So if you were serving somewhere else Right, you're a first sergeant you were nti whatever that might be should you if you were in maintenance should you be on the maintenance board Culturally there's some people who say I don't I don't know if that I don't know if they're out doing something different That that community would value them Right, there's that question But statistics would show you when they come back what happens They get promoted right So again, what are we trying to what are we promoting here? Are we promoting air force chiefs? Are we promoting? Specialists in those duties right like I think we've got it. We've got to kind of consider that So that's something that's going to be looked at from a policy perspective What the a1 general kelly has asked us to do is he said hey We've got to make sure That if you go and do one of these key duties that we had a minimum promote you At air force averages because if you don't historically promote people and give them opportunity It's really really hard to recruit somebody for it Right So if we want to make sure we're taking care of this talent We've got to manage them all the way through the process and we got to make sure they stay connected to their communities A lot of times your comms out when you go into a special duty They don't talk to you at all until you come back on the returning list Again, that's not talent management, right? We got we got to be and on the dts right become a senior nco You're not getting any feedback on the dt. It's not until you come back And then in some cases they tell you to sit the bench for a year You got to do a warm-up tour to come back Right. These are all just real data points that our airmen have told us in these groups that again We as chiefs we can't let it stay there And so what we're looking at right now is moving to force generators. So this is specifically For the men and women who are involved in these duties, right? Who are involved in and for the airmen we need to recruit build and develop the force And so those other special duties that would be outside of that would move one thing I want to highlight on here to do that we're looking at is is taking our career assist advisors and bringing them into the PME world Right is so as there's changes that happen within PME And your base level courses, right? Your base level courses should not just be Like a topic list with a collection of power points And then the first person to volunteer on the email gets to teach the future generation. Does that make sense? Right that is not a first come first serve thing That should be a very deliberate thing on who who is in there and talking about what is right for our air force And by the way, do we give those people lesson plan? Yeah, how many of you are going to talk to those seminars? N. C. O. Pez senior N. C. O. Pez. Did they give you a lesson plan? Here's the minimum objectives. Nope, right? Did they share with you? Here's a share point with like the last 10 slides You guys can assemble whatever you want With that is that is that is that is bush league ball, right? We've got to get better there So bringing it underneath the common umbrella Centralizing it making sure there's clear standards and expectations and And it's going to make sure that that as anything changes across the continuum Everybody's informed and you as chiefs should be able to turn to some location Know exactly what's going on in all those classes, right? What the objectives are that should be shared So when they come back you can engage immediately and say they this out applies to you in our house Okay, so that's some of the work being done on the development side Okay, is the dc back yet? No, I'm just going to keep running. All right. Let's go Okay, the books the books. So here's a couple again Going to this job. You got it. You got to kind of ask yourself a question. How do we end up where we were? So this is 2015 general welsh He published a version of what was the one-to-one, right the blue book And and this book was called the profession of arms And so in this it also has code of conduct as it definitely emphasizes respect And this is posted on the pace web page. You guys know you guys are tracking this you guys remember this happened But here's here's kind of some challenges. Is that the blue book? What do you guys think? Yes or no What's the blue book? What's that Right all right and standards right and culture by the way it depends on when you look it up It says all of those things Does that make sense? Right, so see the original intent of it has kind of become and it's not really clear to all of us This one right What is that? The brown book right you guys know that okay So anybody have a copy on them right now pop quiz anybody have copy right now Okay, what what date is that? So this is i'm telling you 95 of the time we asked this question if you pull one out 2009 is the copy that people have What's the most current version? 18 You guys look at all your copies right now The last time we mass produced this was 2009. There are sometimes you can get your hands on a copy of 18 Right. The point is here's it. Here's another atmospheric Five years ago in PME. We removed this as a requirement to teach The brown book It hasn't been taught for five years If you search If you search air force handbook 3626 18 online right now does it look like that? What does it look like? It looks like an afi So if i'm new to the air force if i if i've come in the last five years which by the way that's like a hundred thousand airmen Just for context You we all talk about brown books. They have no idea what the hell we're talking about Because if i look it up online, it doesn't even have a brown cover Right We all talk about it like it's like a like a old like like you know mythological thing But like it's it really we've walked kind of what we've walked away from it You know in many ways And so we've got to make sure that again that these things all fit together We know how influential this document can be especially in a period of change to create some foundational knowledge And so what we're doing on this front is We're looking at a complete draft of this like a complete reedit And we're also introducing something in the ax plan We realize is that you know, we don't have a lot of understanding of what air power is and how it connects to the joint force And so that was the idea came up We got feedback from groups as hey, what if we had something that communicated what joint was at a very very basic level I mean you can you can definitely dive into joint doctrine But again, how does air power fit into the joint force? And so the purple book was the concept that came up And that's actually where we discovered that the brown and the And the the the blue and the brown books people didn't really have a lot of knowledge of what those were So we are teaching a lot of times we were asking questions And so we're going to reinvigorate all of those as well So we make sure that all of them have a specific value that's that's relevant And so we're moving through coordination on both those processes brown book is set to be out in april Purple book is going to come later on in june But the key thing we're looking at is it really to our airmen should be very simple. It should all fit together And so the concept here is the one on the left Is afdp one Dash one right and so that's where general brown pushed it back out This used to be very very big big document now it's trimmed down to 20 pages And that really invigorates and defines what air power is And so the concept is is to make this is something again Where it's simple to our airmen and they go to one place the things that should be foundational and doctrine for us And we want it to look more like this Where it doesn't look like it had three pages a legal review Before I get into it Because that's that's straight up the words like we had an airman tell us straight up like I am looking at the first page And I don't even want to turn it over Like just real talk chief. Well, I appreciate it Okay, last thing I have for you So I asked twice and you weren't there so the person that wasn't there said yes It's still nine. Okay. All right. All right God I'm I'm taking it. I'm taking it. I'm going it. All right. He'll yell at me later So so alq's big big message I have on you from force force development lens Is all fricking day long. Do you know what people ask us? What do they want in terms of of knowing about the alq's in the new eval system? What's the number one question you think we get starts from the end Narratives everybody wants to know what the hell the narrative is going to look like What I would ask you in your formations is is is what we want to make sure we're understanding here is that it's all Got to be about development and substance We'll figure out style later on So the alq's already out there. We are defining we are already sharing with this is what our air force is going to use To evaluate performance The foundational competencies Which which is is what we use to develop our airman, right? We want a supervisor when a leadership team is focused on developing and maximizing potential of the teams they have in our units We want that to be the culture We want maximizing growth, right focused on growth not focused on promotion We've been feeding that animal for far too long How many bullet running classes do we have compared to how many performance classes? We're feeding that culture, right? It's got to be about about that person maximizing value within their team, right? Like so be aware of that too. So right now the foundational competencies are on the bottom This will all be captured also in the in the brown book But focused on developing self others organizations and ideas and those feed into Our alq's and so you're going to get this in a lot of the stuff that's coming out both the blueprint and the brown book You can't give me five minutes dc Okay, five minutes Can I have five minutes, please? Oh, he has he has yeah Okay, so a couple questions if you have we have a couple a little bit of time if anybody has any questions Or thoughts or comments Good morning. This is senior week from nellis I love the idea of all these supervisor skills that we're getting ready to build But we already have a five week platform called airman leadership school Why are we adding additional requirements when we already have a platform built for building leaders? Yeah, so to answer that question What we're not what we want to do is the five week platform We're not necessarily going to that we're going to we're going to build on top of that Okay, I want to I want to make sure that's clear and really it's to utilize what happened in als So that jqs is really just going to have the content that was in there and just you're going to have the final say And so I don't want you guys thinking it's like an additional five week course at the unit All right, so the unit will be able to kind of figure out what they want to do for standards But it's primarily going to be built around recognition and discipline unit mission sponsorship Okay at the unit level and then base support agencies those are kind of the key things We want to check ride before we say a supervisor is good to go. Does that make sense? It's not going to be like an extra course Sorry, just a follow-up. So a lot of us are complaining about our senior airman staff sergeant staff sergeant selects coming back and it's like, what did you learn? There's no like applicable skills that we see coming back and so It would be nice to see these airmen coming back with skills They can know getting used to lead their airmen So I don't know if I'm the only person with that frustration. You're not yeah, you're not Yeah, so with us with the emphasis to get so strategic right and push a lot of that knowledge into als The core kind of hard skills on x's and o's that they needed to do that stuff walked away And so and so those things we know we've got to get back into airman leadership school But then also it's got to be complimented at the unit level One thing I just kind of want to share with you guys also is we're looking at is creating like a core CFETP for across the board for all career fields And so the cfms are working on that So what we need to be able to do is that we can look across I want to I want to be able to grab something and say hey, what happens when and where and is that the right amount Right. Are we getting too far into strategic stuff? We're not equipping them with the tactical skills they need Okay, so that's an effort. We're working across the board with all the cfms, but you're exactly right We're out of balance right now One more question And I'll head you guys away during the break. Hey, this is uh senior master no solvent from afscent I have more of a statement than a question, but I don't know how this happens, but every time we renew the epr Everybody in this room guarantee it if you don't disagree with me if you disagree with me you're a liar Looks at the epr and it's like oh sweet. They're gonna take away bullets I know I'm not gonna have to write 29 million bullets on this on this thing And then we get it and it's the same amount the same amount of bullets I think changing to narrative. I think that's great. It may may save some time there But everybody really wants is not to spend time trying to make up stuff on people's eprs Or taking two epr or taking one bullet and making it into two bullets That's where we waste so much time and energy. This isn't a spear I know probably sound passionate. I am passionate about this, but It's just really I just want to hit that hit that home is I will hate myself if I leave here without saying it We need to save time so we can spend more time leading our airmen And doing things that are great in our unit not spending time writing eprs and spending a ton of time on these Especially when we have the scots where we have our say where we can go in there and Communicate how well that person is performing in that way. Um, that's all I'm gonna say. Thank you. Yeah Hey, so when when when chief Crowder talked about, you know, the people in a1 don't live to just make airman's lives miserable That that's the exact sentiment what's going on with the work groups for the narratives Like we want to make sure that this is something where we don't have to like create the separate style To be able to just capture whatever we're doing, right? And so that is going to be a big thing that we're getting after in the group So if anybody has any questions for me, I'll take them during the break, but uh, dc It's 905 and over to you my brother