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Show July 30, 1998 Viewpoint Ti me to prepare to embrace Each employee should be Order System would be a "must have" knowledgebase. Equipment Specialists and Item Managers may Want to be come Logistics Management Specialists; then a knowledge of the basic skills required to field and sustain weapons systems or commodities, and the ability to lead Integrated life over which you Product Teams are highly desirable traits have total control. to have developed before competing for No one can hold you the promotion opportunities. Each employee should get ready and back. What can you do? be ready to embrace new systems, new Go to work and find technologies, new workloads and new a way to complete policies, and be willing to step into areas your requirements which will require innovative managed avenue for Acquisition Pro- -' ment skills. An fessional Develop- to gain new perspectives, and to develop ment Program useful skills and networks of contacts, is certification. through the professional organizations and associations on the center. Join and "But," you say, "certKenneth Percell ification isn't required support the ones that will lead to your for my position." OK, but remember we personal and professional goals. For example, I will be working through are talking about preparing for bigger and the 75th Communications Squadron combetter things in the future, not maintaining the status quo! Go back to school mander and Defense Information Systems and complete your associate, bachelors Agency to develop an Armed Forces Comor masters degree. Take advantage of the munications and Electronics Association tuition assistance and other programs the Chapter because of the new space and center has to offer. If you would like to communications work that is coming. A word to our supervisors and manchange career fields, look for oppor tunities to do a career broadening assignment agers yours is a special position of trust Chances are no one will walk up and and responsibility. All of us would love to offer a change to you. However, if you have a workforce gathered around us that know what you would like to do, and then is competent, hardworking and profesask about it, the change could be made sional, and then be able to settle back and to happen. You take the initiative. If a let the team do the job. But, we are not in career broadening assignment isn't avail- the business of developing a team and able, at least go talk to one of the folks then expecting them to "homestead" for who manage the series you are interested the duration of their career. Our job is to coach, mentor, develop, in and find out what training and education you can be getting. expose to challenges and aid our folks in Here are a couple ideas: reaching their full potential. This means Mechanics may desire to become we must assist them to develop the knowEquipment Specialists; if so, develop- ledge, skills and abilities that will prepare them to move on and to fill positions of ing expertise in the Air Force Technical ready new systems, technologies, workloads by Kenneth Percell Director, Commodities Directorate In his recent viewpoint column, Maj. Gen. Richard Roellig discussed the challenging times and opportunities which lie ahead as we get ready to receive workloads from the Sacramento Air Logistics Center and the San Antonio ALC. "We will be challenged to learn new skills, transfer personnel to Hill and hire new personnel at Hill," he said. "This has the potential to open the door for many of our workers to develop new skills in different areas. "The increased workload is likely to open new jobs for our people at Hill and for people coming to Hill." His vision leads to my viewpoint, which is: this is not the time for hand wringing and despair, but rather, it is a time to prepare, a time for recommitment, a time for anticipation and excitement Change and growth can be traumatic if we let them have a negative affect on us. They can be painful if we get caught short and are left behind. The requirement to develop new skills and abilities is real. Those who put out the effort now, and in the coming months, will find that they are much more competitive when considered for the new jobs which will be available. We need to face the reality that there will be no jobs offered to the unqualified. I believe the single most important thing any individual can do is in the area of This is an aspect of your r under-exploite- Action Line No overtime? work in the Industrial Waste Treatment Plant, Bldg. 575. was told that overtime Isn't available, even though a lot of times we have to stay over for an hour or start an hour early because of Ql Phone numbers ACTION LINE is your opportunity to make Hill AFB a better place to live, work and play. or send on When you call Ext. LOGDIS to "Action" or on Group Wise to ID "ACTION," your comments will be recorded and staffed ' through . the , agency responsible for p action. Please give your supervisor and chain of s command the opportuni-- i ty to work with you in i answering questions and 1 unforeseen situations. Why Is there no overtime pay If we are forced to work overtime? management was notified of a critical shortfall in the Operations and Maintenance civilian pay account This shortfall has caused organizations to carefully evaluate their workloads, and all directors and commanders were advised to minimize the use of overtime by O&M employees. Even so, supervisors must clearly understand that in most cases employees cannot be forced to receive comp time in lieu of overtime payment if circumstances mandate the need to work outside normal duty hours. When budget constraints don't allow overtime pay, management should seek volunteers willing to accept comp time as payment or strive to make arrangements and duty assignments that allow completion of critical workloads during normally scheduled duty hours. When all else has been considered and a supervisor directs someone to work outside of normal duty hours, that employee (except GS employees paid at the rate of or above) his the initial option to decide whether to request comp time or to be paid overtime. This applies equally to all Wage Grade employees and GS employees whose rates of pay do not exceed a pay rate. A responsibility, probably outside our organization. We can't afford to be parochial in our view. Ours is the right to have a vision of the future, and to be proactive in assuring that the mission of the center, the command and the Air Force are fulfilled with the very best people we can develop. We need to remember that we don't have to do all this alone. There are professionals in several organizations on the center whose reason for being is to help develop the workforce. Some of them are the Industrial and Logistics Training Divithe Edusion in Bldg. 250, Ext. cation Services and Military Training the OperBranch, Bldg. 383, Ext. Civilian Training ations Branch and the AffirBldg. 1279, Ext. mative Employment Branch, Bldg. 1244, Ext. What I'm saying is individually, each of you can be proactive and have a tremendous influence on opportunities, if you do it now. It doesn't matter if you are a maintainer or a product manager, military or civilian you have to get past the thought that there is nothing you can do to influence your future. Note that it is your future, so take charge and do everything you can to enhance it. Things may not go exactly the way you want but the future can be decidedly brighter if you try. This is a time to prepare! Kenneth Percell has been honored for his contributions to the Engineering and Technical Management Functional Element Board. The board communicates and addresses topics of command-wid- e interest to the Air Force Materiel Command engineering and technical community. Percell was recognized for his leadership as a member of the board and for his service as director of the Technology and Industrial Support Directorate. He received a plaque in a July 6 ceremony. Recently, The base agencies listed below can be contacted if you have a complaint or a problem with directly their services: ..... . ... . 75550 Security Forces. . . . ., Crisis Information 24-h- r. Service... Base Restaurants RetirementCompensation Social Actions Employee Relation - ; ....... ...... ..7-185- 1 7246 10 I calling ACTION LINE. I This will help me better j serve your interests. I Items of base wide inter-- I est to the Hill workforce ' .7-53- ....... ... ......... ............. ' will he nuhlished in the . Hilltop Times. - Pay.... Pay... ....... Force Suggestion Program Complaints (for appointment) IQ Complaints (after hours) Fraud, Waste or Abuse (recording) , 75th Medical Group. . . . . . . Civil Engineering. MB Pride Hotline Public Affairs Military Housing Maintenance ............7-296- 3 Safety Office .....................7-333- 3 Air I solving problems before 5 Military Civilian civilian). . Cot Larry Spencer 75th ABW Commander Union.....;,.. GS-101- 0 llO.lt RW ....7-325- . 7 .....7-185- 2 AFOSI Narcotics Hotline. Family Assistance Center (when activated) . . GS-101- 0 "Air Force people building the world's most respected Air and Space Force 7 ZULTLILsd Systems America Quality for 's Air Force . Hilltop Times Published by MorMedia. Inc.. a private firm in no ay connected with the U.S. Air Force, under exclusive written contract with Hill AFB. Thij commercial enterprise Air Force newspaper is an authorized publication for members of the U.S. military services. 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