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Show rage HILL TOP TIMES o Friday, May 13, 1983 Editorials .3G"fl,'5 n2 u "The health of the Air Force has never been better," remarked Secretary of the Air Force Verne Orr at Ramstein AB, West Germany recently. Secretary Orr spoke to a group of senior noncommissioned officers at a luncheon at the NCO Club International. "You can see it in the people who are coming to you from the training schools. We're getting the best quality of young people we have ever had in the military services," he said. Secretary Orr went on to note that the Air Force is now enlisting 98 percent graduates, and many of those entering the Air Force have two or more years of college. He said the Army has done well, too, increasing its percentage of graduates from 55 percent in 1979 to approximately 86 percent today. high-scho- s A IF issyss ol high-scho-ol "You can see a noticeable change in the quality of the Army," he said. Slipped pay is future concern The secretary stated that the future is not without its concerns. "Now we've got some problems, because we've allowed the pay to slip only a raise last year and nothing this year. The recession is ending, although not as fast as we thought it would. If we're not careful, we could find ourselves in trouble again. d little better than that; however, because by being 4 percent, the following year will build on that, making it slightly better than if it were a flat 2 percent across the board." Secretary Orr also explained the trouble being faced by the next military budget. "The House came in with what they said was a increase for 1984, but we had to take our pay increase out of that, so the Congressional Budget Office said that inmakes it closer to a crease. The Senate came in with a 5 percent increase, so with the compromise it should fall between 4 and 5 percent, much less than we hoped for and less than increase asked for by the President." " 2.6-perce- 10-perce- but the basic the year is over. The ground-launchecruise missile program is on schedule and we're still planning to deploy it to United Greenham Common, be should ready by the Kingdom. It end of the year." Secretary Orr also outlined future priorities in his speech. "The highest priority we have for the 1985 budget is improving the quality of life in the Air Force. We're working to improve the quality of housing both on and off base. What we pay you to move is a disgrace. So we're trying to get that corrected, as well as increase the weight allowances for your moves. We're not unaware of those things and we're working toward them, but Congress is hard to convince-- 1 want you to know that you are the highest priority I have." The retirement issue, troop ceilings in Europe and the GI Bill were other topics Secretary Orr discussed. "There is still hope for a raise this year," Secretary Orr continued. "I would guess the probability would be for a increase given in midyear. That's roughly equivalent to a increase for the year. It's a nt nt be dropped. Education Bill introduced GI Bill could On the subject of the GI Bill, Secretary Orr said, "I don't think there is the slightest doubt the GI Bill termination date will be extended. I think everyone in Congress sees we're a sure loser if we don't, because people will begin to exit the service to take advantage of it. I also believe the time is not right for the new GI Bill. When you look at how well we're doing, it's pretty difficult to go to Con- gress and tell them we need a multibillion-dolla- r Education Bill to do better. The Education Bill will be here the- first time we see a definite drdp in recruiting. Then we can go to Congress- and push for an Education Bill." I FT 20-ye- 10-ye- II 11111 III v m nt, foresee the retirement proWe feel that it's gram disappearing. too valuable. At about the eight or point, it's one of the things that keeps people in the military. My feeling is that there may be some changes at the fringes of the program, The Secretary also discussed the subject of weapons systems. "The B-- l is the best equipment program we've got in the Air Force right at the moment. It is going along ahead of schedule and under costs. It should roll out in October 1984 and fly before .Jllt.llllimi. druthers, there'd be three factors in an Education Bill. There would be an allowance for the first-terairmen, a allowance a for larger and permission to put it aside for your dependents if you wanted to make the service your career so you could have help with your children's or spouse's tuition. I don't think we'll be able to sell this to Congress, but that s my goal." (Courtesy USAFE News Service) On the issue of military retirement, he said, "Although the retirement issue is becoming a hot line, I don't equipment and Cruise Missile Programs on schedule retirement won't ar be dropped." Retirement program will stay B- -l 20-ye- ar ar Civilian position management By D. R. Whitesides Manpower Office Position management at Hill AFB is an Air Force program designed to manage civilian positions efficiently and economically. It is a cooperative effort involving commanders, supervisors and managers, the Manpower Office or "MET" and the Civilian Personnel Division. Working as a team, members from each of these areas evaluate an organization, make recommendations and develop implementation plans in order to meet position management guidelines. The Air Force policy on position management is to: Develop organizational struc-.,- . tures to best serve the mission's needs and provide the best balance between economy and efficiency in recruiting, developing, motivating and retaining competent employees. Insure that position actions do not unnecessarily increase payroll costs or increase supervisory to by establishing bridge, trainee and : developmental positions. Key organizational concerns Position Management studies also address some key organizational concerns such as: Fragmentation: This is where an organization is split into many small segments. Excessive layering: Too many levels in the chain of command. Unnecessary positions: Assistant chief jobs that are not really needed. Narrow span of control: More supervision than is necessary. Joint Position Management studies are conducted in conjunction with Position Classification Surveys. A two-yeschedule is prepared by the Position Classification Section in Civilian Personnel Division, in coordination with functional managers and the Management Engineering Team. At the beginning of each study, a meeting is held between the appropriate functional managers, a management analyst from the MET and a position classifier. These parties discuss and outline concerns and objectives. ar changes in average grade, manpower authorizations, high grade positions, supervisory ratios or organization structure. Issues arising during or as a result of the study that cannot be resolved within the major organization concerned are referred to the Position Management Officer, Brig. Gen. Stanton R. Musser, vice commander, Ogden Air Logistics Center for final decision. ' , Recommendations may be obtained from the Civilian Employment Cost Management committee when appropriate. reports are sent to Headquarters Air Force Logistics Command, including a narrative of accomplishments and status of each organization and functional area for which studies were completed. Reports quantify changes in average grade, manpower authorizations, high grade positions and span of control. Position management is utilizing people to accomplish organizational missions. It involves evaluating a need for positions, required skills and Semi-annu- al knowledge; titling and pay; and the organization, proper grouping and assignment of duties and responsibilities. It provides a systematic method of organizational analysis and position evaluation in order to accomplish the mission at the lowest possible cost. Two pamphlets outline the Position Management Program, Air Force Logistics Command Pamphlet 40-1"AFLC Position Management, Questions and Answers for Supervisors and Managers" and an Ogden ALC 7, Pamphlet, "OO-AL- Position C Management, A Guide for Position Management Studies." Copies can be nhtained frnrh the Plflssifirntfnn Sec tion, Civilian Personnel Division. For more information, contact the individual Position Classification Specialist in the Directorate of maintenance, me uirectorate oi contracting and Manufacturing, the 419th Tactical Fighter Group and the 1881st Communications Squadron, Ext. 77307. The Classification employee ratios. Specialist for all other organizations Abolish vacant positions if their can be contacted at Ext. 77371. elimination will not seriously affect essential functions and restructure existing positions for increased efficienThe MET is responsible foir cy and economy. DJ (UJ GOOD organization structure analysis and Continually analyze possibilities for improved position structures and the position classifier is responsible for performing necessary position personnel management options. audits. Functional supervisors parInsure that duties of each position are clearly delineated and do not ticipate during the studies, and the conflict with nor duplicate duties of organization position management monitor may participate as required. another position. At the end of the studies, parIncrease employee productivity through correct assignment of duties ticipants meet again to jointly, forappropriate to grade level and series. mulate any plan of action that may be needed. Concise, written comments Promote upward mobility and squal employment opportunity goals are prepared, delineating projected user or patron. A confirmed violation or rejecMorMedia Sales, 1152 West Riverdale Road, Everything advertised in the Hill Top Times or of use tion of this for an available made be must policy equal opportunities by purchase, Ogden, Utah 84403. Phone will to in result the refusal advertiser to the race, creed, print Sorry, classified ads by mail only. Send $3 to patronage without regard of sex the source. from that or P.O. Box 445, Roy, Utah 84067. national purchaser, advertising origin color, ' 5e HER Help Eliminate Restrictive Obtacles , (See next week's Hill Top Times) 394-965- 5. |