Clarification of Officer Rank Qualifications For "New" CAP

[ZigZag911]

My word on this would be merely let everyone grandfathered keep the rank they are at but freeze them there until they back fill.  Stripping people's rank is a whole n'other issue issue than freezing it.

I think you are absolutely correct on this one...let folks keep what they've got, but they need to catch up to advance further.

[Major Carrales]

And now, a flight of fancy...

I do see an issue with people who join off the street never getting promoted past Senior Airman.  I don't think we can keep an "NCO" as a position of "honor" to prior service and have a novice enlisted structure.

It would make more sense if persons who joined off the street could become enlisted and move up to NCO grades, give former NCOs warrant officer status and all educated (meaning University grads) enter the Officer program or start at the beginning.  The officer program would be of the intense type Dennis recommends.  

Former military officers would not get thier rank unless they complete CAP officer school (since CAP is vastly diffeent from the Military...once they complere LEVEL I Officer school they can resume their military rank.) We cannot have a system than honors former military rank with that CAP rank and a functional officer rank structure.  The rank equivlent would come after CAP officer training.

Former cadets who finish the program with SPAATZ get to be 2LTs, cadets that finish up to Mictchell get to be some type of NCO.  The cadet program would thus produce Senior Members who would have military bearing.  Since a Cadet of thsi nature has years of training, it shoudl count for something in the senior program.  thus the main purpose of the cadet program needs to do two things, 1) train cadets as they do now, a 2) train cadets to be CAP senior members. (imagine that, Senior Members who came up from cadet status and could thus empathize with them and champion their cause in the unit as adults)

As I think more on this and try to find solutions to this I find I produce more problems than solutions.  Help!!!!

[Major Carrales]

My word on this would be merely let everyone grandfathered keep the rank they are at but freeze them there until they back fill.  Stripping people's rank is a whole n'other issue issue than freezing it.

I think you are absolutely correct on this one...let folks keep what they've got, but they need to catch up to advance further.

I agree, freezing a senior in that rank until they backfill works.  In time, they will either backfill or pass out of the system.  The other way would be sort of insulting.  Since they obtained that grade via an establish CAP senior program, they it would be valid.

[JohnKachenmeister]

Thanks for the observantions and comments.

ZZ, I read your plan, and considered it in putting this one together.

RA:  I appreciate your non-concurrence.

Joe:  Thanks for reading it and thanks for your comments.

My proposal keeps CAP as an "Officer" force, much as it has been historically, except for during World War II.  But it makes the requirements for "Commissioned" officers higher in terms of education.  Those without the education can still serve, still wear officer rank, but will not be able to exercise command beyond the squadron level.

NCO's remain something of a "Protected species," in that it is limited to those who were NCO's in the RealMilitary, and they would exercise their NCO leadership skills at their former, and permanent, rank.  Of course, this status is voluntary, they could apply for officer status.

The enlisted grades I would see are for the short-term members.  This would be the "Soccer Mom" members, who join because their kid joins as a cadet.  They are not committed to the program, but they want membership to come along and help drive on cadet outings and do limited duty around the local unit.  Their requirements are similarly, minimal.  Show up, get promoted up to SrA.  They can get qualified at the technician level in a specialty track, but it is not required.  They can also get some ES qualifications so they can come along on missions, but that is also not required.

Of course, the option is always open to the enlisted members to apply for an officer appointment, and attend OTS.  A few may get fired up and avail themselves of that option.

None of this applies retroatively.  This changes CAP in the long term.  Everybody keeps his/her rank.

Former military officers keep their rank, but will have to backfill SLS and CLC.

[DNall]

ARAJCA
Command of three different squadrons (total 8 years)
Group Commander, 2 years

Now does that mean I qualify for MSgt?

Bill, everyone involved in this discussion has stated repeatedly that any program would be for NEW MEMBERS joining AFTER it is enacted. Plus you more than meet any requirement even remotely discussed.

The transition discussed for exisitng members involves giving everyone a couple years to get the PME for the grade they currently hold if they don't have it already. That means LtCol has to take ACSC if they hadn't already, they do NOT have to take SOS, the OBC, or this AuxOTS  we've discussed. If in two years or so (that number is still up for discussion) they STILL have not finished ACSC, AND they don't request an extension for cause, THEN they'll be demoted to Major TILL they do complete ACSC.

The only current memebrs who would take the Aux OTS course are 2Lts & SMs w/o Grade. They have two years to do so & are automatically in versus having to be selected. New members that join AFTER that drop dead date start at AB for six months & Lvl 1 to Amn. That's the earliest point at which they can apply for OTS.

Military officers & NCOs have to do a CAP transition course (obvious content), which we'll also be recommending as an orientation for AF officers & NCOs assigned or doing additional duty in any capacity w/ CAP-USAF. It would also be DVD based modules for the most part & link them together with another prior-service officer/NCO as "wingman" to walk them in. Then they get their full grade back. Initially we're accepting that tops at LtCol, but would prefer it go as high as necessary to accomadate them.

I'll get back to John's plan & the 45+ years of civilian to CAP NCO history we had before the AF was taken out of direct charge of CAP for budget reasons & we started this slide in need of correction.

[ZigZag911]

Thanks for the observantions and comments.

ZZ, I read your plan, and considered it in putting this one together.

RA:  I appreciate your non-concurrence.

Joe:  Thanks for reading it and thanks for your comments.

My proposal keeps CAP as an "Officer" force, much as it has been historically, except for during World War II.  But it makes the requirements for "Commissioned" officers higher in terms of education.  Those without the education can still serve, still wear officer rank, but will not be able to exercise command beyond the squadron level.

NCO's remain something of a "Protected species," in that it is limited to those who were NCO's in the RealMilitary, and they would exercise their NCO leadership skills at their former, and permanent, rank.  Of course, this status is voluntary, they could apply for officer status.

The enlisted grades I would see are for the short-term members.  This would be the "Soccer Mom" members, who join because their kid joins as a cadet.  They are not committed to the program, but they want membership to come along and help drive on cadet outings and do limited duty around the local unit.  Their requirements are similarly, minimal.  Show up, get promoted up to SrA.  They can get qualified at the technician level in a specialty track, but it is not required.  They can also get some ES qualifications so they can come along on missions, but that is also not required.

Of course, the option is always open to the enlisted members to apply for an officer appointment, and attend OTS.  A few may get fired up and avail themselves of that option.

None of this applies retroatively.  This changes CAP in the long term.  Everybody keeps his/her rank.

Former military officers keep their rank, but will have to backfill SLS and CLC.

This sounds workable.

Are you opposed to using Flight Officer grades for 'technical specialists' who don't want to get involved in the broad range of officer responsibilities & training?

That is, they just want to be a mission pilot, an aerospace instructor, and so forth.

[JohnKachenmeister]

ZZ:

Of course. 

Even if a person has a degree, he would not be REQUIRED to accept commissioned grade.  He could apply for and receive FO grade, and volunteer as much or as little as he wants.  With a degree, he could also change to commissioned rank at his option.

Of course, if he were commissioned, and only wanted to be a mission pilot, he could do that too.  We'll still get him some new qualifications when he gets old and loses his medical.

[jayleswo]

The outline below was my attempt to combine the good work that John Kachemeister has done with my own thoughts on limiting officer grades to those actually serving in Command assignments.

I've only gone up through Lt Col. The proposal makes allowances for officer grades for certain professionals to be appointed to but, again, depending on what echelon they are assigned to in an appropriate capacity. This makes sure that our Chaplains, Medical Officers and Legal Officers hold grade commensurate with what USAF might appoint someone to in order to facilitate any potential force augmentation.

Flight Officer / Warrant Officer grades (not sure what to call them, but I would prefer warrant as I used to be one myself) would be for highy skilled members or those meeting certain education, training and duty performance requirements.

A.   Commissioned Officer Grades (Commander Appointments)
All Commissioned Officer grades are temporary grades held by unit commanders and deputy/vice commanders for the duration of their assignment only. Command tours are limited to three years at each echelon or unit (may be extended by 1 year with Wing/Regional/National approval).
a.   BA/BS degree for initial entry into commissioned officer grade.
b.   Approval by next higher echelon officer selection board. Board interviews applicant and verifies presented credentials. Selection board may waiver education and approve promotion to the appropriate commissioned grade if the applicant has a minimum of 2 years of college toward a BS/BA or an AA/AS degree and outside management experience at the appropriate level of command they are being selected for.
c.   Completion of Level I, with OTS (to include SLS.)
d.   2d Lt after completion of training requirements (Level I with OTS/SLS) and
i.   Initial appointment as Flight/Squadron Deputy Commander
e.   1st Lt after completion of training requirements (Level I with OTS/SLS) and one of the following:
i.   Initial appointment as Flight/Squadron Commander
ii.   Initial appointment as Group Deputy Commander
iii.   Current Assignment as Flight/Squadron Deputy Commander and 18 months satisfactory service
f.   Capt after completion of training requirements (Level II) and:
i.   Current Assignment as Flight/Squadron Commander and 18 months satisfactory service
ii.   Initial appointment as Group/Sector Deputy Commander
g.   Maj. after completion of training requirements (Level III) and:
i.   Initial appointment as Group/Sector Commander
h.   Lt Col after completion of training requirements (Level IV) and:
i.   Current Assignment as Group/Sector Commander and 18 months satisfactory service
ii.   Initial Assignment as Wing Vice Commander

B.   Officer Grades (Professional Appointment)
All Professional Appointment Officer grades are limited to company-grades and are temporary grades held by members in certain professions for the duration of their assignment only.
a.   BA/BS degree for initial entry into officer grade.
b.   Approval by Wing or next higher echelon officer selection board. Board interviews applicant and verifies presented credentials.
c.   Completion of Level I, with OTS (to include SLS.)
d.   2d Lt after completion of training requirements (Level I with OTS/SLS) and
i.   Licensed Vocational Nurse assigned to Health Services duty assignment at Flight/Squadron level or above.
ii.   Chaplain assigned to Flight/Squadron level and above
iii.   Attorney assigned as Legal Officer at the Flight/Squadron level and above
e.   1st Lt after completion of training requirements (Level I with OTS/SLS) and one of the following:
i.   Initial Assignment of Licensed Physician, Registered Nurse or Physician's Assistant assigned to Health Services duty assignment at Flight/Squadron level or above.
ii.   Chaplain assigned to Group/Sector level and above or 3 years satisfactory duty performance as Chaplain at Flight/Squadron level.
iii.   Attorney assigned as Legal Officer at the Group/Sector level and above or 3 years satisfactory duty performance as Legal Officer at Flight/Squadron level.
f.   Capt after completion of training requirements (Level II) and:
i.   Licensed Physician assigned to Health Services duty assignment at Group/Wing level or above with 18 months satisfactory service.
ii.   Assigned as Wing Chaplain
iii.   Attorney assigned as Wing Legal Officer

C.   Flight Officers / Warrant Officers (Mission Related skills)
Flight Officer / Warrant Officer grades for Mission Related Skills may be used for highly skilled technical specialists and waive certain Professional Development training requirements (but not time-in grade)
a.   High School diploma or equivalency required
b.   18 years of age (minimum)
c.   Approval by unit Commander and next higher echelon officer selection board. Board interviews applicant and verifies presented credentials.
d.   Completion of Level I
e.   Flight Officer (FO-1)/Warrant Officer (WO1):
i.   Completion of CAP Pilot achievement (CAP Form 5) and either:
1.   Cadet Orientation Pilot or
2.   Qualified SAR/DR Mission Pilot
ii.   General Class Radio Operator and completion of both:
1.   ACUT and
2.   Mission Radio Operator Achievement
iii.   Licensed FAA Airframe, Powerplant or A&P Mechanic and satisfactory completion of 1 year as Maintenance Officer, Aircraft Manager or assistant.
iv.   Financial Professional (CPA) with 1 year satisfactory service assigned as unit Finance Officer.
v.   TBD
f.   Technical Flight Officer (TFO) or Chief Warrant Officer (CW2) after two (2) years time-in-grade as FO/WO, and one of the following:
i.   Current CAP Pilot (CAP Form 5) and either:
1.   Current Cadet Orientation Pilot, minimum 8 flights or
2.   Current Qualified SAR/DR Mission Pilot, minimum 8 sorties
ii.   General Class Radio Operator and completion of the following:
1.   ACUT
2.   Current Mission Radio Operator with minimum 8 missions
3.   Technician Rating in Communications Specialty track
iii.   Licensed FAA Airframe, Powerplant or A&P Mechanic and satisfactory completion of 3 years as Maintenance Officer or Aircraft Manager
iv.   Financial Professional (CPA) with 2 years satisfactory service assigned as unit Finance Officer and completion of Technician rating in Finance specialty track.
v.   TBD
g.   Senior Flight Officer (SFO) or Chief Warrant Officer (CW3), three (3) years TIG as TFO/CW2, Completion of Level II and
i.   Current CAP Pilot (CAP Form 5), Instrument Rating or Commercial certificate and either:
1.   Current Cadet Orientation Pilot, minimum 25 flights or
2.   Current Qualified SAR/DR Mission Pilot, minimum 12 sorties
ii.   General Class Radio Operator and completion of the following:
1.   ACUT
2.   Current Mission Radio Operator with minimum 20 missions
3.   Senior Rating in Communications Specialty track
4.   Communications Unit Leader
iii.   Licensed FAA Airframe, Powerplant or A&P Mechanic and satisfactory completion of 3 years as Maintenance Officer or Aircraft Manager
iv.   Financial Professional (CPA) with 5 years satisfactory service assigned as unit Finance Officer and completion of Senior rating in Finance specialty track.
v.   TBD
h.   Master Flight Officer/Chief Warrant Officer (CW4), 4 years TIG as SFO, and completion of CLC.
i.   Current CAP Pilot (CAP Form 5), CFI/CFII/ATP certificate and three of the following:
1.   Current Cadet Orientation Pilot, minimum 50 flights
2.   Current Qualified SAR/DR Mission Pilot, minimum 25 sorties
3.   CAP Instructor Pilot/CAP Check Pilot
4.   Mission Check Pilot
5.   Project Officer/Instructor at two Flight Clinic/NSCPS
ii.   General Class Radio Operator and completion of the following:
1.   ACUT
2.   Current Mission Radio Operator with minimum 8 missions
3.   Master Rating in Communications Specialty track
4.   Communications Unit Leader
5.   Served for 1 year on Group/Wing Communications staff
iii.   Licensed FAA Airframe, Powerplant or A&P Mechanic and satisfactory completion of 5 years as Maintenance Officer or Aircraft Manager, of which 1 year assigned to Group/Wing
iv.   Financial Professional (CPA) with 9 years satisfactory service assigned as unit Finance Officer and completion of Master rating in Finance specialty track.
v.   TBD
i.   Chief Flight Officer (FRO)/Chief Warrant Officer (CW5), 4 years TIG as CFO/CW5.
i.   Current CAP Pilot (CAP Form 5), CFI/CFII/ATP certificate and three of the following:
1.   Current Cadet Orientation Pilot, minimum 100 flights
2.   Current Qualified SAR/DR Mission Pilot, minimum 50 sorties
3.   CAP Instructor Pilot/CAP Check Pilot
4.   Mission Check Pilot
5.   Air Operations Branch Director
6.   Project Officer/Instructor at four Flight Clinic/NSCPS
ii.   General Class Radio Operator and completion of both:
1.   ACUT
2.   Current Mission Radio Operator with minimum 8 missions
3.   Master Rating in Communications Specialty track
4.   Communications Unit Leader
5.   Served for 3 years on Group/Wing Communications staff
iii.   Licensed FAA Airframe, Powerplant or A&P Mechanic and satisfactory completion of 5 years as Maintenance Officer or Aircraft Manager, of which 1 year assigned to Group/Wing
iv.   Financial Professional (CPA) with 9 years satisfactory service assigned as unit Finance Officer and completion of Master rating in Finance specialty track.
v.   TBD

D.   Flight Officers / Warrant Officers (Duty Performance)
Flight Officer / Warrant Officer grades for Duty Performance promotions may be used for staff specialists with post-graduate degrees who complete CAP Professional Development courses and duty assignments.
a.   BS/BA degree (or higher)
b.   18 years of age (minimum)
c.   Approval by unit Commander and next higher echelon officer selection board. Board interviews applicant and verifies presented credentials. Board may have education requirement for BA/BS dedgree as long as applicant has 60 credits towards a BS/BA degree or an AA/AS degree form an accredited college or university and a minimum of 3 years work experience in a field relevant to their specialty track and duty assignment.
d.   Completion of Level I and OTS
e.   Flight Officer (FO-1)/Warrant Officer (WO1):
i.   Former CAP Cadet: Earhart Award
ii.   Perform unit Duty Assignment with 6 months satisfactory service
iii.   TBD
f.   Technical Flight Officer (TFO) or Chief Warrant Officer (CW2) after two (2) years time-in-grade as FO/WO, and one of the following:
i.   Former CAP Cadet: Eaker Award
ii.   Perform unit Duty Assignment with 18 months satisfactory service, completion of Level II and Technician rating in specialty track
iii.   TBD
g.   Senior Flight Officer (SFO) or Chief Warrant Officer (CW3), three (3) years TIG as TFO/CW2, and
i.   Former CAP Cadet: Spaatz Award
ii.   Perform unit Duty Assignment with 3 years satisfactory service, completion of Level III and Senior rating in specialty track
iii.   TBD
h.   Master Flight Officer/Chief Warrant Officer (CW4), 4 years TIG as SFO/CW3, and completion of Level III.
i.   Former CAP Cadet: Spaatz Award
ii.   Perform unit Duty Assignment with 3 years satisfactory service, completion of Level IV and Master rating in specialty track
iii.   TBD
i.   Chief Flight Officer (CFO)/Chief Warrant Officer (CW5), 4 years TIG as CFO/CW5 and completion of Level IV
i.   Perform unit Duty Assignment with 8 years satisfactory service, completion of Level V.
ii.   TBD

E.   Non Commissioned Officers (Duty Performance)
NCO grades for Duty Performance promotions may be used for staff specialists who do not have a college degree who complete CAP Professional Development courses and duty assignments. NCO grades are limited to E5-E8 (Staff Sergeant through Senior Master Sergeant). Grade insignia will be gray Air Force chevrons.
a.   High School diploma or equivalency
b.   18 years of age (minimum)
c.   Approval by unit Commander and next higher echelon NCO selection board.
d.   Completion of NCOS (waived for prior-service NCO's)
e.   Staff Sergeant (E-5)
i.   Former CAP Cadet: Mitchell Award
ii.   3 years time-in-grade as E-4, unit Duty Assignment with 2 years exemplary performance, completion of Level II and Technician rating in specialty track
iii.   Prior service E-5 assigned to and performing a CAP duty assignment
f.   Technical Sergeant (E-6) after two (3) years time-in-grade as E-5, and
i.   Perform unit Duty Assignment with 18 months satisfactory service, completion of Level III and Senior rating in specialty track
ii.   Prior service E-6 assigned to and performing a CAP duty assignment
g.   Master Sergeant (E-7) three (4) years TIG as TFO/CW2, and
i.   Former CAP Cadet: Spaatz Award
ii.   Perform unit Duty Assignment with 3 years satisfactory service, completion of Level IV and Master rating in specialty track
iii.   Prior service E-7 assigned to and performing a CAP duty assignment
h.   Senior Master Sergeant (E-8) four (5) years TIG as E-7, and completion of Level III.
i.   Former CAP Cadet: Spaatz Award
ii.   Perform unit Duty Assignment with 3 years satisfactory service, completion of Level IV and Master rating in specialty track
iii.   Prior service E-8 assigned to and performing a CAP duty assignment
i.   Senior Master Sergeant (E-9)
i.   Prior service E-9 only assigned to and performing a CAP duty assignment

F.   Enlisted Grades.
a.   No minimum education requirement.
b.   Selection and training at the local unit only.
c.   Initial appointment to Airman Basic (E-1)
d.   Promotion to Airman (E-2) in 6 months.
e.   Promotion to Airman First Class (E-3) after 1 year time in grade as E-2 with active attendance and participation in unit meetings and activities as determined by the Commander.
f.   Promotion to Senior Airman (E-4) after 2 years TIG as E-3 with active attendance and participation in unit meetings and activities as determined by the Commander.
g.   Grade insignia will be gray Air Force chevrons
h.   May not exercise leadership or command, except supervision of cadets.
i.   May serve in specialties at entry level, including ES specialties.

John Aylesworth, Lt Col, CAP
Commander PCR-CA-151

[BillB]

I have problems with requiring a degree to be an officer. I came up to LtCol through the old level 1-5 program and didn't get a degree until 15 years later.
And one proposal I see only has people in command positions or professional apointments as officers. Does that mean CAP will only have 12,000 officers (2 per charter unit)
Leave the current system alone, but do add training requirements, and I do NOT mean mission requirements.

[JohnKachenmeister]

I want to thank you guys for your input.  But I have a couple of concerns, and maybe you can convince me that you're right.

1.  Bill:  Yes, I know that requiring a degree for commissioned rank is going to raise some hairs on the backs of many necks.  I just think that we have to start somewhere.  We cannot survive bringing in some of the folks I've seen over the years in CAP and handing them butterbars.  It hurts the credibility of ALL of us, including us RLO's once we put on gray epaulets.  College may not be the answer to all of the problems facing CAP, but it at least insures a level of literacy that some officers currently lack.

I did, in my proposal, make accomodations for those who have 2 years of college, OR 6 months full time technical school, OR private pilot certificates.  I don't want CAP to be elitist, but I do want some educational standards.  If they look sharp before a board, and can speak well, and we have a current need for commissioned-grade officers, they might still qualify.

2.  John:  Your plan appears very complex.  It seems like it would be more difficult to manage than our current program.

I see that you create a class of CAP NCO's.  I intentionally avoided that.  I want to get Chief Chiafos' opinion on this, but I think that we should keep the NCO grades in CAP pristine and limited to NCO's who have actual military NCO experience.  We are placing them in a unique role in doing so, and they can do their part to mentor officers and the new class of lower enlisted, and (as the Chief put it) "Re-Blue the CAP."  That's why they alone would keep Air Force NCO rank devices.  They would enhance the credibility of CAP with the NCO corps of the Air Force, as well.

I like your alternative of gray enlisted chevrons vs. chevrons with the CAP emblem in lieu of a star.  Maybe one of the experts at Photoshop could create both designs, so we can see them. 

[arajca]

Comments:

Overall:
1. Your outline is hard to read. It would be better if you could put it in a Word doc and post the doc as an attachment. Your formating would hold.
2. Very complex with a rigid caste system based on college.

A. Commissioned Officer Grades:
I have a problem with "temporary" grades. What purpose does it serve? Since you are are using a somewhat military basis, remember not all military officers are commanders, doctors, nurses, or chaplains. There are a number of military officers who are leaders, but not commanders.

What the heck is a "Sector Commander"? I haven't seen that term on any CAP org charts.

B. Commissioned Officer Professional Appointments:
You reference AF practices as justification for the idea, but fail to follow through with adoption. If the idea is good enough to justify professional appointments, shouldn't it be good enough to adopt?

C. FO/WO Mission Related Skills:
Following through your program, an A&P Mech would have to be in CAP for seven and a half years before receiving FO/WO grade. (6.5 to make SSgt, one more as Maintenance Officer(?) or Aircraft Manager [those are leadership positions and cannot be served in until the member makes SSgt]).
Also, just reading through, it appears that to be a FO/WO you need to be a pilot, FCC license holder, A&P mech, and CPA, although that may be becuase the format is so poor.

D. FO/WO Duty Performance:
With my BA in BS I can get a FO/WO out of school, but with my AAS in IT, I can't if I want to do Logisitics instead of IT for CAP.
A SFO/CW3 and MFO/CW4 both list Spaatz as one option. Why have Spaatz for two grades?

E. Non Commissioned Officers (Duty Performance):
Define "Exemplary performance" in purely objective terms. How would an NCO commnad something like an Encampment or NCSA? Would they be "promoted" to officer for the activity? Would you have a figurehead officer as commander? Would they be inelligible for such an assignment?

I strongly disagree with restricting CAP grade for military personnel only. It basically tells CAP members they're not, and will never be, good enough to hold whatever grade.

F. Enlisted:
Who runs activities at the unit that have both seniors and cadets as participants? If an enlisted member plans an activity, say a biovac, should they not lead it?

I may have more comments later...

[jayleswo]

Hi John and Bill,

Attached proposal in MS Word to this post for readability. Understand the concerns. I'm not trying to say the idea I proposed is the perfect 100% solution. It probably looks more convoluted than it is simply due to the outline format I used and the re-intruduction of enlisted/warrant grades along with an effort to address professional appointments. So, to simplify:

1. The issue we are trying to address is a more professional officer force, with higher education levels and additional CAP specific indoctrination/training (OTS, Levels 1-5) with officer grades tied directly to level of responsibility and limited to sitting commanders. This would put our commissioned officers more on par with USAF and avoid such a top-heavy officer structure. To Bill's point, we would actually have far fewer than 6,000 officers. With 1,500 chartered units, it would be something like 3,000-4,000 officers + an unknown number of professional appointments and former officer of the armed forces promotions (unaddressed in my proposal). Probably about 10% of our overall membership would be officers at any one time.

2. Use Warrant/Flight Officer grades for a) highly skilled specialists (pilots, mechanics, communicators) or b) more highly educated specialists filling staff positions who might otherwise qualify for officer grade if they were in command positions and c) former cadets Earhart and above who have the leadership training to fill senior member staff positions. Tie advancement for mission related skill to their level of qualification, time-in-grade and waive most CAP specific professional development (but not all). For "duty performance promotions" tie advancement to CAP specific training (OTS, Levels 1-5, specialty tracks, etc.). Regardless, members would not promote, regardless of skill/training, until they have time-in-grade at the previous rank. This avoid "instant" promotions to advanced grade thus tying grade to experience in CAP, something missing from mission related skill promotions right now. Probably 30% of our members would be in warrant/flight officer grades.

3. NCO grades would be used for members with High School educations (or better) who are otherwise not qualified for warrant/flight officer grade but highly motivated to become leaders and obtain the necessary training to be effective non-commissioned officers. These are the people, combined with the senior warrant grades, who will run the unit. The idea is to make CAP NCO's peer's of active duty NCO's with years of experience running things in CAP. They would have to attend NCO school, test, and then go through the same Level 1-5 PD program as exists today to advance. Limiting NCO grades to former military makes no more sense than limiting officer grades to former military. Maybe we could recognize former military NCO's differently: prior military would wear existing USAF enlisted grade insignia (white on blue), and non-prior military would wear white on gray enlisted insignia? Might divide the NCO corps, but just an idea. Probably 30% of our members would fall into NCO grades.

4. Enlisted Airman grades are for otherwise active members who attend meetings and contribute to our various missions but do not desire to command units, fill staff positions or qualify for warrant/flight officer grade. All new members would start as an E-1 "slick sleeve" until they complete training for higher grade. Lastly, about 30% of our memebrs would be enlisted airmen (combination of "new" members completing quals for advanced grade and the "soccar mom's" John Kachenmeister talked about).

So, that's the concept that goes with the above outline. It gives far more advancement opportunities than we have today (you could join today as an 18 y/o H.S. graduate and promote 12 times before topping out as a CW5 if you at least get an A.A degree). It also aligns with other discussions concerning being more selective about who our officers are and mandating higher standards in training. The transition would be difficult of course.

To remain an officer you would have to be in a command position, so term limits would have to be instituted at all levels to avoid "perpetual" commanders who want to stay officers. The culture would have to change. Current officers would have 3 years (?) to transition and meet the requirements for the new grade structure. They would continue to wear gray colored epaulets until the transition period is over or they begin wearing their new grade under the new program. "New" Officers and Warrant/Flight Officers would wear different colored epaulets (maybe blue/gray to signify our becoming closer to the Air Force, but still distinctive). After 3 years, grandfather them into warrant grades if they are not commanders.

As far as buying all kinds of grade insignia, really not that big an issue. The unit could issue grade insignia to the commander who would pass them on to his replacement after putting his permanent grade back on.

Anyway, that's it. Thanks for listening :-)

John Aylesworth, Lt Col, CAP
Commander, PCR-CA-151

[Major Carrales]

I would like to incude my contribution to the idea of an more professional RANK system.  I should point out that, in my opinion, the difference between Officer and Warrant officer would be unit level.  Warrant officers, if we were to have such things, would be made up of those officers that do not desire "moving up the chain" to past Level II seeing their contribution to CAP as service to their Squadron; in ES, Aviation or in Cadet Programs.  There would be Warrant Officer level system which would exist for those to transition to regular officer rank.

WO-1 to 2LT
WO-2 to 1LT
WO-3 to Capt
WO-4 to Major

This would preserve a command structure made of officers and WOs preforming unit level functions.

NCOs would be a "quality control" feature serving as advisors at the unit level.  They would have their own structure much as chaplains do.  NCOs that seek to command units or take a GROUP/WING staff position outside of their track woudl have to become officers.  A transition to officer system would have to be developed.

This reprinted section form another thread outlines this in greater detail.

WANT TO INCLUDE NCOs and WARRANT OFFICERS?
Could these be used to solve certain isues in CAP Rank?...how?

There is a lot discussed here about NCOs and Warrant Officers in CAP.  If you look at my analysis these such ranks would really only have a purpose at the squadron level.

HEAR ME OUT...

Persons who would at the Squadron Level qualify as NCOs or WOs
Those that fall into critera or situation where they woudl break rank structure

Current CAP 2d Lt

2) possible "bump" for one of the criteria...but still (ideally) less than a year time-in-grade
3) long time member who is in it for reasons other than rank (good or bad), might like ES or Cadet Program administration as opposed to command, or jumping through hoops to change the color and shape of the insignia.
Possible new pilot?  Pilot new to CAP...pilot basic?

Current CAP 1st Lt...

3) Maybe some squadron level officers with no ambitions to rise to group or to command.  Comfortable in current spot...maybe slowing down to get that Senior Rating
5) A pilot of certain qualifications
7) A professional of certain qualifications

Current  CAP Capt...

6) A Pilot of some note, CFI or the like
7) A professional of some note, lawyer, doctor long time teacher

The illustrated segments above are person that might best be serviced by WARRANT OFFICER's RANK or NCO status.  There is absolutely no need to CAP Airmen, especially if they cannot become NCOs, these types would  best be served as a WO of some sort.

Those pilots that want to fly and really done want to command groups or wing programs could become WOs and be an instrumentality of the Squadron.  Later, if they choose to rise up the chain, they will have to relinquish the WO status to take command. 

If one wanted NCOs I would have them at the SQUADORN LEVEL.  The general consensus is that prior service NCOs woudl b e sort of like the "soul of the unit."  They would provide military bearing and do the things NCOs are known for, sort of a STAN/EVAL of the unit.  I could see having one GROUP LEVEL NCO and one WING LEVEL NCO and ONE NATIONAL NCO to administer this CAP program of which NCOs would be functions of the SQUADRON. 

One could not have it both ways.  If one wanted to to be a SQUADRON COMMANDER and was an NCO, they would have to relinquish that position to take command.   Once cannot have "quality control" types also part of what they control.  That would be a duality.  And NCO could rise to be the GROUP or WING NCO, but they would operate much like the chaplains do in their own chain.

That is if you wanted to even do such a thing as WOs and NCO.

If these suggests are not palatable, then I question anything differing from an all Officer CAP with NCOs in the honor position they have now.  Only make slight adjustments to the OFFICER program to reflect the issues.

[JohnKachenmeister]

Comments:

Overall:
1. Your outline is hard to read. It would be better if you could put it in a Word doc and post the doc as an attachment. Your formating would hold.
2. Very complex with a rigid caste system based on college.

A. Commissioned Officer Grades:
I have a problem with "temporary" grades. What purpose does it serve? Since you are are using a somewhat military basis, remember not all military officers are commanders, doctors, nurses, or chaplains. There are a number of military officers who are leaders, but not commanders.

What the heck is a "Sector Commander"? I haven't seen that term on any CAP org charts.

B. Commissioned Officer Professional Appointments:
You reference AF practices as justification for the idea, but fail to follow through with adoption. If the idea is good enough to justify professional appointments, shouldn't it be good enough to adopt?

C. FO/WO Mission Related Skills:
Following through your program, an A&P Mech would have to be in CAP for seven and a half years before receiving FO/WO grade. (6.5 to make SSgt, one more as Maintenance Officer(?) or Aircraft Manager [those are leadership positions and cannot be served in until the member makes SSgt]).
Also, just reading through, it appears that to be a FO/WO you need to be a pilot, FCC license holder, A&P mech, and CPA, although that may be becuase the format is so poor.

D. FO/WO Duty Performance:
With my BA in BS I can get a FO/WO out of school, but with my AAS in IT, I can't if I want to do Logisitics instead of IT for CAP.
A SFO/CW3 and MFO/CW4 both list Spaatz as one option. Why have Spaatz for two grades?

E. Non Commissioned Officers (Duty Performance):
Define "Exemplary performance" in purely objective terms. How would an NCO commnad something like an Encampment or NCSA? Would they be "promoted" to officer for the activity? Would you have a figurehead officer as commander? Would they be inelligible for such an assignment?

I strongly disagree with restricting CAP grade for military personnel only. It basically tells CAP members they're not, and will never be, good enough to hold whatever grade.

F. Enlisted:
Who runs activities at the unit that have both seniors and cadets as participants? If an enlisted member plans an activity, say a biovac, should they not lead it?

I may have more comments later...

Andy:

I understand that you are concerned that we are using grades that AP members can never aspire to, specifically the NCO grades.  But that is the situation now, anyway.  The role of the CAP NCO is unique, and every NCO in CAP can be assumed to have a military background at that grade.  As an officer, I know what I can expect from an E-6, and what more I can expect from an E-9.  I haven't heard Chief Chiafo's views on this yet, but I suspect that he may agree that the experience provided by the NCO's from the military is so unique that it must be preserved as a military-only grade.

CAP members, with or without military backgrounds, could enter into one of thee other programs, under my proposal.

They could become commissioned officers, provided they have the basic education requirements.

They could become warrant (Flight) officers if they do not have a college education.

Or they could serve as enlisted members.  Enlisted members would be the "Soccer Mom" and "Den Mother" types that we have in units now.  They join while their child is a cadet, and have little interest in the program beyond those programs involving their own child's unit.  They can be used around the unit as test proctors, drivers, cooks, escorts on trips out of the unit, bivouacs, etc.

Commissioned and flight officers would have the same OTS and the same PD courses.  The only difference is that F/O's cannot command chartered units and 2LT's can, and that you must be a commissioned-grade officer to command Groups and higher.

I bounced all professional appointments to the staff officer responsible.  Chaplains board chaplains, Medical officers board health sciences, JAG boards lawyers.  

[JohnKachenmeister]

John:

I guess I non-concur with assigning "Acting Jack" grades routinely.  I also don't have a problem with CAP retaining its character as an "Officer" force.  I just want to improve the overall quality of those persons wearing officer rank.

To do that, I have proposed the creation of an officer class that does not wear commissioned grade, but which would still be considered an "Officer," specifically the CAP warrant officer.

I don't see the utility of creating CAP sergeants, except to the extent that CAP sergeants, with military experience, can assist us in maintaining the standards of the military in dress, deportment, and mission focus.  I don't see non-prior service guys cycled through the CAP system bringing that skill to the table.

But we concur on the wisom of reserving the lower enlisted grades for the "Soccer Moms" and the "Den Mothers."  I don't mean to be perjorative, they are needed in cadet units, but they clearly have no business being officers.

By the way, I PM'ed the Chief and solicited his input, but no joy on a response as yet.

[Dragoon]

John:

I guess I non-concur with assigning "Acting Jack" grades routinely.  I also don't have a problem with CAP retaining its character as an "Officer" force.  I just want to improve the overall quality of those persons wearing officer rank.

To do that, I have proposed the creation of an officer class that does not wear commissioned grade, but which would still be considered an "Officer," specifically the CAP warrant officer.

I don't see the utility of creating CAP sergeants, except to the extent that CAP sergeants, with military experience, can assist us in maintaining the standards of the military in dress, deportment, and mission focus.  I don't see non-prior service guys cycled through the CAP system bringing that skill to the table.

But we concur on the wisom of reserving the lower enlisted grades for the "Soccer Moms" and the "Den Mothers."  I don't mean to be perjorative, they are needed in cadet units, but they clearly have no business being officers.

By the way, I PM'ed the Chief and solicited his input, but no joy on a response as yet.

If you do decide to go with permanent (even if they aren't actually doing officer business), I'd suggest rethinking having the same PD for flight officers and "commissioned officers."

If the training is the same for each, then they are interchangeable and we don't need both grade systems.

If you create a specific role for each (for example, commissioned officers command and fill staff jobs above squadron, while FOs are ES and staff specialists at squadron level) then they need very different PD.

I did just come up with one possible category of CAP NCOs who don't have prior service - former cadets who don't want (or didn't earn) officer grade.  Unlike a soccer mom, these folks will have a fair amount of "military-ness" and might be useful in that role...

[ZigZag911]

1) Don't like "temporary officers" concept -- too CG Aux (works for them, no offense intended)

2) use "Iowa solution" for field grades (adapted locally)...assign all majors & above (other than those in command roles) to group or wing as their membership unit....in addition to their higher ecehlon responsibilities (which in many cases are going to be instructing or supporting an area of expertise) they could ATTEND a local unit in an advisory capacity (never interfering with local command, of course)

3) NCO grades should be available to all.....as with prior military officers, RLNCOs will have their experience recognized in advanced grade....others will need several years training and experience to achieve SSgt

4) NCOs need defined roles & responsibilities. Should be distributed at all echelons -- there are standards to be maintained at all levels

5) Enlisted ranks below NCO are ideal for inexperienced or otherwise limited members....let's get rid of cadet sponsor category with its ambiguous status....either join and fit into the existing system, or stay home!

6) Warrant officer flight officer, besides the natural ranks for technical specialists (like pilots) who don't want command or staff obligations, are the perfect grades for professionals starting out.....given the broader range of staff responsibilities of CAP officers than RLO (you rarely find a military doctor serving as PAO), commissioned status should be earned through CAP training & experience, not given.

[arajca]

Andy:

I understand that you are concerned that we are using grades that AP members can never aspire to, specifically the NCO grades.  But that is the situation now, anyway.  The role of the CAP NCO is unique, and every NCO in CAP can be assumed to have a military background at that grade.  As an officer, I know what I can expect from an E-6, and what more I can expect from an E-9.  I haven't heard Chief Chiafo's views on this yet, but I suspect that he may agree that the experience provided by the NCO's from the military is so unique that it must be preserved as a military-only grade.

There is a significant difference in what John has proposed and the current system. Currently, there is absolutely no provision for any non-military member to be an NCO. That's fine. Jayleswo has proposed having a grade at the top of the NCO chain (which is would be open to anyone) that non-military member cannot aspire to. They will always be held one notch below the top, knowing that in CAP"S eyes they will never be good enough. However, a Navy E-9 could come in at the top of the chain without having an indepth knowledge of the organization.

CAP members, with or without military backgrounds, could enter into one of thee other programs, under my proposal.

They could become commissioned officers, provided they have the basic education requirements.

They could become warrant (Flight) officers if they do not have a college education.

I was addressing Jayleswo's proposal. Without a degree or some special skill, all an adult can do is join as enlisted.

Or they could serve as enlisted members.  Enlisted members would be the "Soccer Mom" and "Den Mother" types that we have in units now.  They join while their child is a cadet, and have little interest in the program beyond those programs involving their own child's unit.  They can be used around the unit as test proctors, drivers, cooks, escorts on trips out of the unit, bivouacs, etc.

I have no problem with these members, although I think they should have a distinct membership type.

Commissioned and flight officers would have the same OTS and the same PD courses.  The only difference is that F/O's cannot command chartered units and 2LT's can, and that you must be a commissioned-grade officer to command Groups and higher.

So what happens when the only commissioned officer in a unit steps down from command? Close the unit?

Dragoon, an idea I had was PD would remain the same for FO's and CO's(Commissioned Officers), but CO's would receive more leadership training, which is what would be expected of CO's

[Dragoon]

Dragoon, an idea I had was PD would remain the same for FO's and CO's(Commissioned Officers), but CO's would receive more leadership training, which is what would be expected of CO's

There are probably other differences in PD as well.  If the intent of FOs is squadron level ops, then they don't need a lot of legal or budget stuff either.

There are major differences in Warrant and Commissioned Officer education in the Army today, as they do different jobs.  If we decide that our officers do different jobs, then we should do the same.

And if we just decide they can do the same jobs, then we don't need both.

[jayleswo]

All: perhaps I was trying to leverage the existing PD curriculum in my proposal too much, but I agree there should be some differentiation between the PD program for an NCO vs. Warrant vs. Officer. If Officers command/lead units, then I agree leadership training would be more important. Right now, all unit commanders get is a 2-day UCC (Unit Commander's Course) that doesn't fit into Level 1-5.

The issue that was identified is that our officers need better training to stack up against their military counterparts of similar grade AND provide better / improved leadership for our organization (of which there have been numerous complaints about lately). There is no way in the world that CAP could provide enough of the training and experience needed to make our officers stack up against a military officer of the same grade unless they come in with much of what is needed already. Not with part-time volunteers. So, how do we accomplish this? One way is to set the bar higher for members entering officer grades and *that* is the reason for a college degree (somewhat waiverable for exceptionally qualified people). If you want a more professional commissioned officer force, then standards have to go up. Which means, what's left for everyone else?

That's where warrant/flight officer, NCO and enlisted programs come into play... it provides a grade structure that people can advance through who do not meet the high requirements to be a CAP Officer or do not care for the responsibilities of being a commissioned officer and the amount of training required.  I actually do think that E-1 thru E-3 can be more than just Soccer mom's, but people just interested in doing E.S., being on a ground team or a mission scanner, helping out the cadet program, or other activities but not have to accept any responsibility for helping to run the unit. Every unit has a handful of people that fit this category.

The idea of making commissioned officer grade temporary is to avoid having officers who are not in positions of responsibility hanging around and mucking up what otherwise would be a pretty clear chain of command. That would make officer grade more meaningful both for us and the organizations we work with. Other ideas welcomed that don't perpetuate the current issue of Lt Col Assistant Morale and Laundry Officers...

Thanks

John Aylesworth, Lt Col, CAP
Commander, PCR-CA-151