[PDF] You And Your Promotions The Air Force Enlisted Promotion System eBook

Author : James G. Hardin
Publisher :
Page : 29 pages
File Size : 23,87 MB
Release : 1986
Category :
ISBN :

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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.

Author : U S Air Force
Publisher : Scholar's Choice
Page : 24 pages
File Size : 28,87 MB
Release : 2015-02-16
Category :
ISBN : 9781296044619

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This work has been selected by scholars as being culturally important, and is part of the knowledge base of civilization as we know it. This work was reproduced from the original artifact, and remains as true to the original work as possible. Therefore, you will see the original copyright references, library stamps (as most of these works have been housed in our most important libraries around the world), and other notations in the work. This work is in the public domain in the United States of America, and possibly other nations. Within the United States, you may freely copy and distribute this work, as no entity (individual or corporate) has a copyright on the body of the work.As a reproduction of a historical artifact, this work may contain missing or blurred pages, poor pictures, errant marks, etc. Scholars believe, and we concur, that this work is important enough to be preserved, reproduced, and made generally available to the public. We appreciate your support of the preservation process, and thank you for being an important part of keeping this knowledge alive and relevant.

Author : Dennis D. Curran
Publisher :
Page : 20 pages
File Size : 49,57 MB
Release : 2012
Category :
ISBN :

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"The Weighted Airman Promotion System (WAPS) is the primary vehicle used by the United States Air Force for selecting enlisted personnel for promotion. This system, largely unchanged since its inception in 1970, uses a set of testing, career and performance factors to determine who will be promoted to the next higher grade. Due to cultural factors within the Air Force, such as wide-spread inflation of enlisted performance reports, the usefulness of some factors for determining who is promoted decrease over time. The impact of the enlisted performance report, the primary vehicle for assessing leadership potential, is almost negligible by the time Airmen are eligible for promotion to Master Sergeant (E-7). The two cognitive measures, the Skills Knowledge Test and the Promotion Fitness Exam, increase in impact as individual's progress through the ranks. One approach to decreasing the impact of cognitive measures and adding a measure of potential is to implement a point distribution system at the local level. This paper examines the current promotion system, analyzes the proposal to implement a point distribution system, and provides recommendations to improve the process."--Abstract.

Author : Michael Schiefer
Publisher : RAND Corporation
Page : 172 pages
File Size : 12,99 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 :
Publisher :
Page : 0 pages
File Size : 48,84 MB
Release : 2008
Category :
ISBN :

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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).