Not to mention a supportive and inclusive workplace where excellence is rewarded and work-life balance is a priority. From routine to rocket science and everything in between, we are a force to be reckoned with.Ī career with AFCS offers everything you could want in a job: challenging and rewarding responsibilities, career growth opportunities, competitive compensation and benefits, and perhaps most importantly, personal satisfaction. Working shoulder to shoulder with active duty Airmen at locations around the country and around the world, we ensure that the world’s most powerful airborne force is ready for action, ready for anything.įrom all backgrounds and all walks of life, we are the Air Force Civilian Service, serving with passion and dedication, investing our energy and skills to support the Air Force mission in air, space, and cyberspace. Air Force sustaining its aircraft, its facilities, its infrastructure, and systems. The appeal is that reservists are not typically required to move.We are the civilian professionals who support the U.S. One possible change Healy is working on would allow Active-duty pilots who want to serve long-term to spend some of their Active-duty service commitment working full-time in the Reserve. That is why the general wants to make it as easy as possible for Active-duty Airmen to come over. Ideally, Airmen transfer to the Reserve from active-duty because they are already fully-trained, said Healy. That means we have to adjust our budgets for schools and training to qualify non-prior-service individuals to serve. In fact, we’re probably at 60-40 and in some cases 50-50, depending on the military occupational specialty. “Right now we’re not achieving that 70-30 mix. “In the past our recruiting models were based on 70 percent of recruits coming from the Active component and 30 percent representing non-prior-service individuals,” said Air Force Reserve Command Chief Master Sgt. The ripple effects from the COVID-19 pandemic has also hurt. With all the services and components struggling to hit recruiting targets, the Guard and Reserve face downstream impacts because if the active components increase retention incentives to make up for recruiting shortfalls, the reserve components see fewer transfer applicants. A new task force is now identifying “quick wins” that Healy’s Reserve Command can execute to accelerate Airmen’s move into the Reserve.Īir Force Reserve recruiting fell short in the last fiscal year by 1,500 recruits, or 2.1 percent short of its recruiting goal. Healy doesn’t have the power to change everything, and has to look to the other commands or even Congress in some cases for help. That policy is now fixed, but not all changes are so simple. “We were shooting ourselves in the foot,” Healy said. One ready example: A 33- or 34-year-old master sergeant who wants to switch is required to complete an accession physical examination and all the medical checks it entails, even if Active Duty records show the Airmen is physically and medically fit. To reach his goal, Healy is working with the Air Force Recruiting Service to identify the restrictions and barriers that slow down transfers. “If it is nothing but a headache to get into that job, you’re starting on the wrong foot.” “Nothing makes a bigger first impression than when you’re in-processing into any type of new job,” Healy said March 6 at the AFA Warfare Symposium. John Healy, Chief of Air Force Reserve, said speeding the transition is a top priority. The head of the Air Force Reserve wants to slice the amount of time it takes Airmen to transfer from Active-duty to the Reserve, from as much as six months now to just one.
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