Paper: Structural Change, etc

Started by DNall, January 05, 2007, 04:40:03 AM

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JohnKachenmeister

OK, guys, I think everybody has had their say, and I am planning to steal some of your ideas.

Before I start to write part 2, however, I want a general consensus on where the majority of you are on the issue of officer qualification.  Please consider the following plans that have been discussed, and identify your favorite plan.

PLAN A:  A board selects officer candidates from applicants.  Commissioned grades go to applicants with substantial education beyond HS, the rest go to the flight officer grades.  Flight officers cannot command units above squadron and do not need to complete level 5 of the PD, but otherwise are treated the same as commissioned grade officers.  NCO grades are limited to former military NCO's who elect the option of retaining their NCO grade. NCO's cannot command units, but otherwise are treated as officers. NCO's cannot advance beyond their military grade.  The current Cadet Sponsor member program would be revised to be an enlisted program topping out at SrA.  The participation would be expanded to permit wearing of the AF uniform, and limited participation in ES missions.  Training at the local level only, and annual promotions are automatic to to SrA.  ES and tech. level specalty track authorized but not required.

PLAN B:  A board selects officers from among applicants, those not selected enter CAP as Airman Basic.  CAP develops a CAP-unique NCO development program, and promotes through that program, essentially having an "Officer Corps" and an "Enlisted Corps."  NCO's can command units (?) (Dennis, I thought I remembered you saying that.  Correct me publicly if I am wrong.)

PLAN C:  All CAP members will serve at the rank of Flight Officer, which will be expanded to 5 FO grades..  Commissioned grades will be worn temporarily by commanders only, and then only for their tenure in command.  After relinquishing command, they will revert to FO grade.

Another former CAP officer

ColonelJack

While I understand and definitely appreciate all of the work and effort that has gone into this, I can say with certainty that if any of those proposals is put into place, you'll have effectively talked me out of rejoining CAP.

Look, folks.  Rank (or grade, to use the correct term) is not the problem.  Training is the problem.  An effective overhaul of the PD system -- which is needed, don't get me wrong -- is far more important than revising the grade system.

When I was Personnel Officer for my old unit, I taught the CLC course in Personnel, and I always began the class with this simple equation:

Personnel = Payday

Is this trip really necessary?

Jack
Jack Bagley, Ed. D.
Lt. Col., CAP (now inactive)
Gill Robb Wilson Award No. 1366, 29 Nov 1991
Admiral, Great Navy of the State of Nebraska
Honorary Admiral, Navy of the Republic of Molossia

JohnKachenmeister

OK, Jack.  We'll add it:

PLAN D:  Keep the current system as it is, but enhance the Professional Development system to make it more challenging.
Another former CAP officer

ColonelJack

NOW you're talking!!  Chalk up one vote for Plan "D".

I would love a more challenging program -- and I've already made my rank.  When I got out in '96 I was already a lieutenant colonel.  Unless I "go wing" or something, I'm as high up the ladder as I am going to be.

Jack
Jack Bagley, Ed. D.
Lt. Col., CAP (now inactive)
Gill Robb Wilson Award No. 1366, 29 Nov 1991
Admiral, Great Navy of the State of Nebraska
Honorary Admiral, Navy of the Republic of Molossia

mikeylikey

What's up monkeys?

davedove

I support Plan D, mainly because I don't think there is anything intrinsically "wrong" with the structure of the current system.  Even the current Professional Development plan is good, but some more "meat" could be included in the current courses.
David W. Dove, Maj, CAP
Deputy Commander for Seniors
Personnel/PD/Asst. Testing Officer
Ground Team Leader
Frederick Composite Squadron
MER-MD-003

A.Member

#86
I'd vote "B", with a few tweaks to the plan (ex. NCO's would not command), as part of a larger plan to improve overall training and quality of members. 

Of course, improved PD is needed.  That almost goes without saying but that's just one component of several.  A revised "officer corps" with more measurable standards for acheivment adds legitmacy to the organization.  An organization can't be comprised of all chiefs and no indians.  Specifc jobs/roles should be better tied to rank as well.  Change is good. :)
"For once you have tasted flight you will walk the earth with your eyes turned skywards, for there you have been and there you will long to return."

Hawk200

Quote from: JohnKachenmeister on January 17, 2007, 05:34:17 PMPLAN D:  Keep the current system as it is, but enhance the Professional Development system to make it more challenging.

I think D would work. From looking at the Iowa Wing model, they aren't using anything actually new. It's just Level I, COP, and the ECI 13 course being used as initial training. I think it's a remarkable idea, using the existing resources as they have.

Providing initial training in a specialty track has numerous benefits, the top one being that you're not handed a specialty track pamphlet, and told "Have fun!" You get an officer qualified in a track from the get-go. Not one blindly stumbling through, and pulling a "Klinger" (I hope most people get that one).

And the beauty of the system is that it doesn't have to be done at the wing level, units themselves can do it. I would be able to do it locally with no issues. It may be challenging by myself, but life is best when it has a few challenges.

Although since these courses are being used for accession, we could stand to up the standards for later levels. Overall, I think it gives us more competent officers from the start, and makes the continuing education into something that people can be proud of.

RiverAux

John, you should post it as a poll if you want a real sense of the board. 

ZigZag911


Chappie

Quote from: JohnKachenmeister on January 17, 2007, 05:34:17 PM
OK, Jack.  We'll add it:

PLAN D:  Keep the current system as it is, but enhance the Professional Development system to make it more challenging.

The problem with our membership is that the vast majority of them are not pursuing their professional development.  The following stats were shared at the 2005 CAWG Chaplain Services Conference in a briefing prepared by Chaplain (Col.) Charles Sharp, Chief of CAP Chaplain Services: Chaplain Sharp shared in his briefing concerning the Levels of Training in the CAP Chaplain Services: 659 total chaplains: 593 - Level 1; 10 - Level 2; 15 - Level 3; 26 - Level 4; 15 - Level 5.  Nearly 90% of the Chaplains had not progressed past Level 1.  As a PDO for the PCR Chaplain Service, I have been engaged with conversations with others ... the stats within the Chaplain Service are not too different from Senior Members.   The major stumbling block seems to be having people get through AFIADL-13 "The CAP Senior Officer's Course".  Once they get through that everything else seems to fall into place as they participate/attend conferences and training sessions.  The professional development program needs to be stressed since many new members won't take the time to dig out the reguirements on their own. 
Disclaimer:  Not to be confused with the other user that goes by "Chappy"   :)

DNall

Sir, I think you'll find the stats for chaplains are dramatically different than the rest of CAP. Specifically cause yall get your advanced grade from your outside qualification & promote thru continued service. Most Chaplains I think would tell you the PD program is for line officers & doesn't apply to them. It's not true of course, same deal with advanced pilots, lawyers, a lot of people that get advanced promotions. Course when you're a lowly 2Lt you have to work your butt off for several years to get that far & by that point you're just in the habbit.

Chappie

Quote from: DNall on January 18, 2007, 05:21:53 AM
Sir, I think you'll find the stats for chaplains are dramatically different than the rest of CAP. Specifically cause yall get your advanced grade from your outside qualification & promote thru continued service. Most Chaplains I think would tell you the PD program is for line officers & doesn't apply to them. It's not true of course, same deal with advanced pilots, lawyers, a lot of people that get advanced promotions. Course when you're a lowly 2Lt you have to work your butt off for several years to get that far & by that point you're just in the habbit.

While it is true that the stats may be different and that the advanced grade is bestowed upon Chaplains and others (Legal and Medical), there is a problem in that there many Senior Members who have not progressed in their professional development and are content at remaining as 1st Lt/Capt/Maj.     

Unfortunately there is that attitude among chaplains that would say that the PD program doesn't apply to them...but that perception is slowly but surely changing. We have chaplains who are pursuing their professional development.  The CAWG Chaplain Service has a PDO working with its personnel.   The key is hard work...but our personnel has risen to the challenge. 

My point is that if the membership in our local squadrons are presented with the challenge to pursue their training...see examples set...they will respond -- the enhancement of the professional development program (Option D).   I know that in my local squadron, when they see the GRW on my ribbon rack, their response has been "if the chaplain can work through the professional development program, so can I."   They know that I did not get the silver oak leaf on my epaulet by simply breathing for an extended period of time...but that I had also gone through the PD requirements as well (even though it is not required by chaplains).
Disclaimer:  Not to be confused with the other user that goes by "Chappy"   :)

DNall

Sure. It's much worse with professional appointments. People that come up from the bottom tend to make it a little ways just to not be seen as the idiot new guy. Most quit, a few takea break in their progression. Really the actual PD is a joke. The TIG & command/duty part are slow but automatic. The training is a wknd here or there until you get to RSC/SOS. At that point you're looking at Major going LtCol.

JohnKachenmeister

PD is a joke.

You don't need to learn to write a memorandum until SLS, and you need SLS to make captain.  Lieutenants should not be learning to be officers through OJT.
Another former CAP officer

DNall

especially when the OJT.. how many OPPLANS, memos, staff studies, etc do you write locally in a CAP Sq? Pretty much none? OJT working in an AF office doing officer work & surrounded by officers & NCOs would probably get you where you need to go eventually, after some serious rocky periods, but you just don't do legit work in a CAP Sq & no one else knows what they're doing either, which makes it a catch-22 & it piles up till it's tall as you are.

ZigZag911

Quote from: Chappie on January 18, 2007, 04:58:35 AM
Quote from: JohnKachenmeister on January 17, 2007, 05:34:17 PM
OK, Jack.  We'll add it:

PLAN D:  Keep the current system as it is, but enhance the Professional Development system to make it more challenging.

The problem with our membership is that the vast majority of them are not pursuing their professional development.  The following stats were shared at the 2005 CAWG Chaplain Services Conference in a briefing prepared by Chaplain (Col.) Charles Sharp, Chief of CAP Chaplain Services: Chaplain Sharp shared in his briefing concerning the Levels of Training in the CAP Chaplain Services: 659 total chaplains: 593 - Level 1; 10 - Level 2; 15 - Level 3; 26 - Level 4; 15 - Level 5.  Nearly 90% of the Chaplains had not progressed past Level 1.  As a PDO for the PCR Chaplain Service, I have been engaged with conversations with others ... the stats within the Chaplain Service are not too different from Senior Members.   The major stumbling block seems to be having people get through AFIADL-13 "The CAP Senior Officer's Course".  Once they get through that everything else seems to fall into place as they participate/attend conferences and training sessions.  The professional development program needs to be stressed since many new members won't take the time to dig out the reguirements on their own. 

Chaplain,

If someone took the time to run the statistics, I think you'd find similar patterns for the other professional & mission-related appointments.

Which is why I believe an intermediate rank (warrant or flight officer) should be initially awarded to these necessary members on completing Level 1.

If all they want to do  is provide their professional/specialist services to CAP, they ought to stay in flight officer grades (with due recognition in the form of awards, qualification badges, and so forth, not to mention our gratitude!)

Commissioned grades should be for the folks who do the training AND are ready to step up into leadership roles (not just command -- group or wing chaplain, legal officer, and such)

ZigZag911

Quote from: DNall on January 18, 2007, 05:40:21 PM
especially when the OJT.. how many OPPLANS, memos, staff studies, etc do you write locally in a CAP Sq? Pretty much none? OJT working in an AF office doing officer work & surrounded by officers & NCOs would probably get you where you need to go eventually, after some serious rocky periods, but you just don't do legit work in a CAP Sq & no one else knows what they're doing either, which makes it a catch-22 & it piles up till it's tall as you are.

We use OPPLANS regularly for ES training exercises, bivouac weekends, special events.....it's a way of training the event staff, and also allows higher echelons to ensure that the needed arrangements are made, safety issues considered, materiel requisitioned...

JohnKachenmeister

Quote from: ZigZag911 on January 18, 2007, 07:46:20 PM
Quote from: DNall on January 18, 2007, 05:40:21 PM
especially when the OJT.. how many OPPLANS, memos, staff studies, etc do you write locally in a CAP Sq? Pretty much none? OJT working in an AF office doing officer work & surrounded by officers & NCOs would probably get you where you need to go eventually, after some serious rocky periods, but you just don't do legit work in a CAP Sq & no one else knows what they're doing either, which makes it a catch-22 & it piles up till it's tall as you are.

We use OPPLANS regularly for ES training exercises, bivouac weekends, special events.....it's a way of training the event staff, and also allows higher echelons to ensure that the needed arrangements are made, safety issues considered, materiel requisitioned...

You're one of the few, ZZ.

Most squadron CC's don't even know how.
Another former CAP officer

ZigZag911

#99
Quote from: JohnKachenmeister on January 19, 2007, 12:10:10 AM
Quote from: ZigZag911 on January 18, 2007, 07:46:20 PMWe use OPPLANS regularly for ES training exercises, bivouac weekends, special events.....it's a way of training the event staff, and also allows higher echelons to ensure that the needed arrangements are made, safety issues considered, materiel requisitioned...

You're one of the few, ZZ.

Most squadron CC's don't even know how.

When we ran our group, we taught 'em!

Also held monthly 'staff officer seminars'....group or wing officer sat for a couple of hours with squadron counterparts (might be comm one time, safety or CP next) giving them the scoop on 'how to'....wasn't my idea, I was fortunate enough to have a former wing CV as my PD for awhile, man that guy was innovative....never understood why he didn't et the wing eventually

Tags - MIKE