OpsBriefPre-ProposalConf.ppt

Air Education and Training Command I n t e g r i t y - S e r v i c e - E x c e l l e n c e Sustaining the Combat Capability of America’s Air Force Recruiting Operations Lt Col Angelo Haygood Deputy Chief, Operations Division 20 Aug 07

AFRS Mission

To Recruit Quality Men and Women with the Right Skills, at the Right Time, in the Right Numbers to Sustain the Combat Capability of America’s Air Force.

Right Skills

Right Number

Right Timing

Right Quality

Enlisted Accessions Mission Success

FY99 FY00 FY01 FY02 FY03 FY04 FY05 FY06 FY07

Right Number

Right Skills

Right Timing

Right Quality

HS Graduates Right Quality - Indicators

FY07=98.3%

Waivers Test Results

FY07=78.5%

Army Navy Department of Defense Marines Air Force Legend

FY07=9.7%

Good Good Good DoD Benchmark 90% DoD Benchmark 60%

FY07 Goals 100% of Enlisted Force 27,800 Accessions 90% of Medical Officers 1,438 Accessions 20% of Line Officers 483 Accessions 100% of Chaplains 25 Accessions

FY08 Goals 100% of Enlisted Force 27,800 Accessions 90% of Medical Officers 1,438 Accessions, 1,384 Accessions 20% of Line Officers 483 Accessions, 435 Accessions 100% of Chaplains 25 Accessions

Where We Are…

372 RCG

369 RCG

367 RCG

360 RCG

Puerto Rico =33 Other Caribbean = 33 Alaska = 61 Hawaii = 69 Other Pacific = 69 Squadron HQ Europe = 14 Group and AFRS Headquarters Hill AFB UT Lackland AFB TX Robins AFB GA Hanscom AFB MA 50 States/6 Countries Goal: 26% Goal: 25% Goal: 26% Goal: 23%

FY 08 Group & Squadron Headquarters

48 RCS Closed

FY 09 Group & Squadron Headquarters

367 RCG Closed 318 RCS Closed 330 RCS Closed 342 RCS Closed

Where We Are Across the USA

FY07 National Flight Production

66% of the Flights Above 100% Does not include closed Flights

The AOR

Pre PBD 720 Median AF Recruiting Statistics

Post PBD 720 Median AF Recruiting Statistics

5.6 Army 3.0 Navy 2.2 Marines Air Force m

m

SQUARE

MILES

14 HIGH SCHOOLS

1 TV STATION

9 RADIO STATIONS

MILITARY

FACILITY

MILES

SQUADRON

COMMANDER

4.1 Army 2.3 Navy 1.8 Marines

Air Force

IMMEDIATE

SUPERVISOR

SQUARE

MILES

18 HIGH SCHOOLS

1 TV STATION

12 RADIO STATIONS

MILITARY

FACILITY

SQUADRON

COMMANDER

IMMEDIATE

SUPERVISOR

THE RECRUITING ENVIRONMENT

- We recruit in all 50 states, Europe, the Pacific and Puerto Rico. We have nine hundred eighty-one (1188) full time recruiting offices and almost two-thirds (2/3) of these are one (1) person offices. Our recruiting zones go from as small as three (3) square miles in the New York City Times Square office to sixty-four thousand (64,000) square miles in Butte, Montana. The typical recruiter covers an area of about nineteen hundred (1,300) square miles.

- A major concern for us is the fact that the average recruiter is over three (3) hours from their squadron commander (an officer), one (1) hour from their immediate supervisor (an enlisted E6/E7) and almost a hundred (100) miles away from the nearest military support facility. This is why we have to hire the best to be recruiters. Recruiters need to be able to work with a minimum amount of supervision in an area far removed from the normal base environment.

- Also notice that, while one single Air Force recruiter covers nineteen (14) high schools, the Army has almost six (6) recruiters, the Navy almost four (4), and the Marines almost three (3) recruiters covering the same territory. So, there is quite a bit of competition for the potential recruits.

Our Recruiters

two children

experience

among the best in their career field

What Does it take to Get an Applicant

PRESCREEN

Traffic Tickets Probation Non-H.S. Grad Too Old/Young Ex Dependents Fear

1 Recruit to BMT

Direct Mail Responses Advertising Leads Referrals Walk-Ins High School Program Leads

100 Contacts

INTERVIEW

Drug use Other Service Appl Excess Debt Immaturity Excess Tattoos Low EST

ASVAB

Low AFQT Non-qual Skill Score

PHYSICAL

Broken Bones History of Counseling History of Asthma Sleepwalking Offensive Tattoos

DEP

Failure to Graduate Additional Law Offenses Physical Problems “Better Offer” College Opportunity Love Pregnancy Job Lock

1. About 73% of American youth are not eligible for military service.

2. Propensity is the lowest its been in over two decades.

3. Patriotism has steadily decreased since 2002, yet still higher than pre-9/11.

4. College is overwhelmingly the preferred post-high school choice (for both prospects and influencers).

5. Risk/reward ratio favors civilian work vs military.

6. Breaking through media “clutter” continues to be challenging.

7. Teen social concerns focus on issues that directly impact youth and that are local to them.

8. GWOT continues to have a polarizing effect on the youth market.

Top Market “Insights”

About 73% of American Youth are Not Eligible for Military Service

- Youth market size: 30.8M 17-24 year olds (Woods & Poole 2006 estimate)

- “Qualified for military” includes enrolled in high school, high school graduates, GED certificates with 15 semester hours, enrolled in college (2- or 4-year), or college graduate

- 55%** disqualified for weight, medical, moral & dependent reasons

- 44%* disqualified for education & aptitude (not mutually exclusive)

**2005 Camber Prime Mkt Study *2005 DoD QMA Study

Nearly 1 Out of 3 Public High School Students Won’t Graduate

- The national graduation rate is between 64% and 71%.*

- Nearly half of all dropouts ages 16-24 are unemployed.**

- Many companies require a high school diploma rather than a GED because a diploma “shows that these applicants had the discipline to gut out a tough process…they learned to get along with people, some of whom they may not have liked so well, in order to achieve their goals.”

*2002 Northeastern University Study *Manhattan Institute Study*

Influencers Need Information!

- Moms are also the least knowledgeable about the military (only 18% say they are knowledgeable about the military).

- 59% of mothers say “I would need to gather more information about the military before I would be prepared to discuss it with my child/grandchild/ young person.”

UNKNOWN-0.ppt

Air Education and Training Command

I n t e g r i t y - S e r v i c e - E x c e l l e n c e

Replenishing the Combat Capability of America’s Air Force

Air Force Recruiting Service

Enlisted Career Recruiter Force IPT

27 – 29 September 05

HQ AFRS Randolph AFB, TX

Key Players: Air Staff, AFPC, AETC and AFRS

Addressed Major issues

- Stabilize Enlisted Experienced Force

- Create a Career Recruiting Program

- Long Term Look at Human Resources

Career Field

IPT Enlisted Force Development

We begin the briefing by showing Gen Cook the distribution of recruiters that he saw in the briefing last summer.

Recruiter experience timeline/distribution; average recruiter has 10.48 years TIS when beginning their tour

685 out of 1,526 currently have less than 10 years TIS

Problem is that most of the 670 plus recruiters who come to us with 12 or more years of experience will have over 18 years by the time they have served their EA tour, gone back to the force for three years and are ready to take a second tour in recruiting. We currently accept folks with up to 17 years TIS for EA duty.

Bottom Line message on this chart: Recruiters currently average 10.5 years TIS when they begin recruiting duty. 45% of the current EA force has more than 12 years experience when they start recruiting.

Transition: As a result, we asked the AFPC studies and analysis section to investigate the question of what ld the distribution of EA recruiters should look like.

IPT Findings

Stabilize current process in place to allow for better communication between AFRS – AETC and AFPC identifying priority vacancies and qualified personnel.

- Improve current products

- Clarify classifications of Tiers

- Stabilize release criteria for consistency

- Use current system with improvements for a 3 + 3 assignment system to staff Tier 1 and 2 needs with AFPC as the release/non release authority

Transition slide

Create a Career Recruiter Program (CRF)

- IPT agrees that this is best method to achieve future stability in Senior Enlisted Force for future AFRS and AF needs

-- Identify only Training and Leadership positions in Tier 3 for CRP. (roughly 550….will probably be lower after scrub)

-- Convert over 300 positions to mil or civ vice 8R000

- Classify the Career Recruiter and Tiers in AFMAN

- Create policies that will govern the CRF (OI’s)

- Initiate long term Manpower Study to review all processes for consolidation or further elimination of positions

- Review SDAP levels for Non Production positions

Tier II

Tier III

~ 413

Tier I

57%

27%

16%

EA Recruiters

Duty Positions:

AFRS Staff Schoolhouse Classifiers

MEPS Liaisons Sq Trainer Sq Marketing

Sq Operations MEPS Supv

OA Recruiters

Tier I & II

Recruiter Jobs

Yrs In

Service

Yrs

In AFRS

AEF

Duty Positions:

Sq Supt Pro Supt HQ AFRS

Gp Trainers Gp Operations

EA/OA Flight Chiefs

Proposed Career Recruiter Force (CRF)

Tier III

Recruiter Jobs

8R Positions targeted for

Conversion to civ or non 8R afscs

Continued support of AEF requirements with 8RXXX filling support positions (like TCN) for UTC identification

Modify current Special Duty assignment policy to reflect needs of the Air Force

Integrate 37XX Officer career path into AFRS to enhance continuity and leadership

Conesus of IPT is that processes for CRF are already in place and will require minimum change, but requires formalization and recognition as a valid career path. AFRS historically has operated under a pseudo CRF

Long Term Look at Human Resources Career Field

- IPT determined as a valid option for future consideration

- Impractical at present due to:

-- Current AFRS needs

-- Current state of AF enlisted manpower and force development

-- Will require much more expertise of functional communities

-- IPT Key Players do not represent appropriate level of responsibility to chair this issue

-- Defer this option to the AF/DP community for future worth and exploration

Immediate IPT Needs

Approval at the appropriate authority level to create CRF

Identify CRF positions and overhead conversion positions

Create and implement a utilization plan

Create formal policy and instructions for CRF

Continued working relationship of IPT Key players to ensure successful implementation of CRF before FY07

IPT Timeline

14 Oct 05 – Draft IPT Report ready

15 Oct 05 – Inputs due to Enlisted CRF

21 Oct 05 – Final IPT report

1 Nov-31 Dec 05 Draft Enlisted CRF Implementation Plan in coordination

Coordination: AFRS/CC, AETC/CC, AFPC/CC, AF/DP, AF/CCC (Info)

Brief AETC/CC and AFPC/CC on IPT results/plan

1-31 Jan 06 – Plan rewrite/revisions

Feb 06 – Brief portions of IPT to CORONA?

Apr 06 – Enlisted CRF Plan implemented