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Show Aug. 3, 1995 Recruiting service AF demographic has vacancies information RANDOLPH Texas (AFNS) Force Recruiting reports it has recruiting vacancies in a number of cities nationwide. Staff released - The Air RANDOLPH AFB, Texas (AFNS) Force Military Personnel Center here recently pub" lished its quarterly report about who makes up today's Air Force. " Titled "Demographic the point down breaks the service's paper activeduty numbers, providing a more descriptive look at who wears the blue suit, The latest version covers March 31 through June 30 This demographic information is also available on the World Wide Web at the center's public affairs page. The address is One-Liners.- http:www.nnpc.of.milpublkofmoln.hlm. Totol Active Doty Font Strength Approximately 404,400 individuals are on active duty: 79,800 officers and 324,600 enlisted personnel. The Air Force has approximately 15,670 pilots, 6,050 d line officers lieu-navigators and 38,350 tenant colonel and below. Age The average age of an officer is 35; for an enlisted member, 29. Of the total force, 34 percent are younger than 26 (39.4 percent of enlisted vs. 11.9 percent officer. Sax 15.9 percent of the force are women (15.2 percent of the officers and 16.1 percent of the enlisted). The population of women has increased I from 33,000 (5.4 percent) in 1975 to 64,311. Women first began entering pilot training in 1976, fighter pilot training in July 1993 and navigator training in 1977. Currently there are 315 (2 percent) female pilots and 98 (1.6 percent) female navigators. . RaceEthnic Group Racial minority represen-tation has risen from 1 4 percent in 1975 to 22 percent. 77.9 percent of the force is Caucasian; 14.6 percent Black; 3.7 percent Hispanic; and 3.8 percent other. Officers: 87.5 percent Caucasian, 5.5 percent Black, 1.9 percent Hispanic, and 5.1 other. Enlisted; 75.7 percent Caucasian, 16.8 percent Black, 4.1 percent Hispanic, and 3.4 percent other Marital Status 68 percent of the force is mar75.2 percent of the officers and 66.2 perried cent of the enlisted. There are 19.056 military couples in the Air Force. Most Air Force members are married to other Air Force members; however, 1,066 are married to members of other services. non-rate- AFB. Air -Service V Active-dut- y members support 636.000 dependents (almost approximately , 522,000 are dependents-in-householdOverseas Approximately 20.5 percent of the current force is assigned overseas (approximate- Dependents ). , ly 11,120 officers and 71.700 enlisted). Totol Active Federal Military Service Average total active federal military service is 10.9 years for officers and 9.0 years for enlisted. 53.8 percent of the Academic Education officers have advanced or professional degrees. 43.1 percent have a master's, 9.4 percent have professional degrees, and 1.3 percent have doctorates. 30.9 percent of company grade officers have advanced degrees (25.1 percent have a master's degree, 5.4 percent have professional degrees, and 0.4 percent have doctorates). 88.9 percent of field grade officers have advanced degrees (70.7 percent have a master's, 15.6 percent have professional degrees, and 2.6 percent have doctorates). 99.9 percent of the enlisted force have at least a high school education; 18.2 percent have a college degree (associate's or higher); 61 percent have some semester hours toward a degree. 68.3 percent of the officers have Component a Regular commission (74.5 percent of the line officers). Professional Military Education 61.9 percent of the officers have completed one or more PME courses. As their highest 1'iIK. approximately 8.120 have completed at least one senior service school, nearly 14,450 have completed an intermediate service school, and more than 26,800 have completed Squadron Officer School. 18.6 percent of the Source of Commission officers were commissioned through the Air Force Academy. 41.6 percent through ROTC. and 21.9 percent through OTS (the remaining 1 7.9 percent were commissioned from other sources). 30.1 percent of the enlistTerm of Enlistment ed personnel are serving in their first term, 21.7 percent are on their second and 48.2 percent are on their third or greater term. sergeant-selectee- s ; through master sergeants with four to 16 years of total active duty time, and at least two years of are eligible to apply. Qualified applicants will receive their choice of assignment. The locations are: California: Anaheim, Glendale, Irvine, Lancaster, Mission Viejo, San Jose and Van Nuys. Connecticut: Danbury, New Britain and New London. Illinois: Chicago, Crystal Lake, East Dundee time-on-statio- Massachusetts: Holyoke. Michigan: Caro and Flint. New Jersey: Cherry Hill, Hackensack and Northfield. New York: Bronx, Brooklyn, Middletown. Newburgh, Tonawanda and Watertown. Pennsylvania: New Milford. South Dakota: Sioux Falls. Wisconsin: Milwaukee. For more information on how to become a recruiter, call the DSN or (210) 487-351128- commercial 2. - The Air RANDOLPH AFB. Texas (AFNS) Force Military Personnel Center released another set of questions and answers about officer promo- For lieutenant colonels Q: How does the Air Force determine how many people can pin on their eagles each month? A: The Air Force is authorized a force strength level for each year. Within that level, it is autho- rized a certain number of colonel billets. These billets are constantly being vacated by people being promoted to brigadier general, retirements, separations, deaths, etc. The Air Force strives to keep the number of colonels on active duty at a stable level. After it determines how many people it needs to promote, based on the number of vacated slots from the previous months, it releases increment numbers. The current colonel's list is promoting about 30 officers a month. Q: After I'm selected, how is my increment number figured? A: Once the list is approved, everyone selected for promotion is assigned an increment number. A system, including several tie breakers, is in place to determine exactly what numlxT a person receives. The increments are figured using the following system: The first determinant is current grade date of rank, then previous grade date of rank. Most of the increment numbers can be figured out this way. If not. the following set of is in place. Next consideration used is total active federal commissioned service date, then total federal commission service date. Regular Air Force appointment date. Regular Air Force acceptance date, academy class standing, date of birth and. finally, reverse Social Security with nine as the highest number. While this elaborate system is in place, it's very rare that anything more than current and previous grade date of rank is used. The colonels central promotion selection board is Oct. 10. For further details concerning the promotion process, contact TSgt. John Zimmerman. Ext. rs er team at AIR FORCE IS HIRING tions. Inflated ratings and Freeport. Recruit-the-Recruit- Hilltop Times deflate system's main purpose by TSgt. Tammy Cournoyer Air Force Military Personnel Center RANDOLPH AFB. Texas (AFNS) -Airman Meedy Oaker truly deserves an overall "4" rating on her performance report, but giving her a less than perfect rating could really hurt her chances for promotion and dampen her morale. What the heck; do some creative writing, give her straight 5's and be done with it. The scenario above is an example of how the enlisted evaluation system can be inflated. But is inflation fair to Airman Top Notch, or the unit, or the Air Force? Inflated ratings inevitably reduce the effectiveness of the evaluation system, and the promotion and special recognition opportunities of the Air Force's top performers. Some supervisors are afraid of hurting their people and the section's morale by being realistic and honest and ratings. giving "Supervisors who are scared of hurting their folks by writing truthful comments and giving truthful ratings are actually doing more harm than good," says CMSgt. Icy Lee. chief of the evaluation procedures section at the Air Force Military Personnel Center here. "Supervisors aren't helping their people by hiding the truth from them. "Sooner or later a person will receive a task they can't perform and will eventually have a rater who won't hesitate to inform them of their weaknesses and measures to take to improve them." explains Lee. Many people feel their record should speak for itself, not realizing their previous supervisor was giving false or inaccurate evaluations. "If this happens, the ratee may become so frustrated that it makes it difficult for the new supervisor to restore a level of confidence in the ratee that motivates them to perform at their highest level." Lee explains. Supervisors must use the management tools they've been given to ensure they write accurate, uninflated EPRs. "They must draw on their leadership, experience, professionalism, and most importantly, integrity, to carry out the four steps of the evaluation process." says Lee. Those steps are observing, evaluating, providing feedback and recording. Performance feedback has been required since 1989 and is an integral part of the Enlisted Evaluation System. It provides supervisors with a performance measuring process to determine if subordinates are truly meeting the established standards of performance and expectations. "If the performance measuring process is used effectively by raters, they will grt an accurate and uninflated assessment of their ra tees' performance." Lee says. The chief admits there's no easy solution to win the battle against inflated EPRs. but there are some rules of engagement. "I submit that all supervisors should make it a routine task to challenge themselves to ensure they are accurately assessing the performance of their subordinates, says I.e. "Also, remember, feedback is the key to the evaluation system because it allows people to reach their highest levels of performance before a rtport is required. If used effectively, feedback may have a positive impact by decreasing inflated EPRs." For more information on the evaluation system, consult Air Force Instruction "The Enlisted Evaluation System." or call the militarv personnel flight. Ext. 7 1705. ct 36-240- 7 |