[PDF] Weighted Airman Promotion System eBook

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Page : 0 pages
File Size : 17,11 MB
Release : 2008
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The U.S. Air Force has three major independent systems that affect the health of its enlisted force: the manpower system, the strength management system, and the enlisted promotion system. Because the current organizational structure lacks broad coordinating and control mechanisms, this independence spawns policies and procedures that occasionally work at cross-purposes. We discuss these systems at length in Air Force Enlisted Force Management: System Interactions and Synchronization Strategies (Schiefer et al., 2007). That monograph proposes multiple follow-on efforts, and this study fulfills one of those recommendations. Specifically, we examine the practice of not standardizing the test scores that are part of the enlisted promotion system. This practice produces results that are inconsistent with two overarching policies. First, Air Force Policy Directive 36-25 requires that the enlisted promotion system identify those people with the highest potential to fill positions of increased grade and responsibility. We show that not standardizing test scores means that the Air Force emphasizes longevity and testing ability differently across and within specialties to identify individuals with the highest potential. Our second concern deals with differences in promotion opportunity. While the testing dimension of the enlisted promotion system allows members to influence their own destinies, not standardizing scores means that members of specialties in which testing carries more weight have more control than members of other specialties do. This produces random promotion opportunity differences across Air Force specialty codes (AFSCs), thus violating an equity principle that can be traced to a 1970s-era strategic plan for enlisted force management known as the Total Objective Plan for Career Airman Personnel (TOPCAP).

Author : Michael Schiefer
Publisher : RAND Corporation
Page : 172 pages
File Size : 17,99 MB
Release : 2008
Category : Business & Economics
ISBN : 9780833042316

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Because test scores that are part of its enlisted promotion system are not standardized, the U.S. Air Force effectively emphasizes longevity and test-taking ability differently across and within specialties, and this emphasis varies randomly over time. The random aspects of the promotion reward system mean that the Air Force cannot be sure that it is selecting individuals with the highest potential to fill positions of increased grade and responsibility. Furthermore, not standardizing scores means that some specialties randomly produce higher percentages of senior non-commissioned officers. The authors discuss a range of outcomes that the Air Force could achieve by adopting various standardization strategies. They propose a modification that would not change the policy of equal selection opportunity but would affect selection outcomes within specialties. They recommend that the Air Force implement a standardization strategy that will produce predictable outcomes that are consistent with its personnel priorities and policies.

Author : James G. Hardin
Publisher :
Page : 29 pages
File Size : 23,4 MB
Release : 1986
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This pamphlet is designed to help airmen better understand the Air Force enlisted promotion system. It addressed and explains the fully qualified fixed phase point promotion process used for advancement to the grades of Airman, Air First Class and Senior Airman. Also included is the below-the-zone selection process for SrA. The pamphlet also covers the scoring factors used in the Weighted Airman Promotion System (promotion to SSgt, TSgt and MSgt) and the interaction of the two tier promotion program. It explains how the STEP program operates and how it complements WAPS. In addition, the pamphlet reviews and explains the scoring factors used in the two phase selection process for the senior NCO (SMSgt and CMSgt) grades. The pamphlet describes individual involvement in WAPS and the senior NCO selection process and points out keys for success and pitfalls to be avoided.

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Page : 20 pages
File Size : 26,38 MB
Release : 1969
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A weighted factors promotion system was field-tested and validated using data from the promotion cycle of the Alaskan air command. The weighted factors composite score excluding a promotion board component were compared within promotion board evaluations under the present operational system. Overlaps between the two ranks imply promotion of the same individuals by both systems. However, inconsistencies and unexplainable discrepancies in the ranking by promotion board scores were found in some few instances. It was concluded that, within the specialties analyzed, practically all the individuals promoted by the board system would also have been promoted under the weighted factors system. If it can be assumed that the sample was representative of the Air Force-wide population of promotion-eligible airmen in grades E-3 through E-6, then it can be further assumed that the weighted factors system provides a valid airman promotion system in which the selection criteria are visible and equitable.