Fiscal Year 2007 Research Agenda

Manpower, Personnel, and Training Program

Air Force Specialty Code Restructuring

The current elements of the Air Force classification structure (AFSCs and SEIs) are not configured to reliably provide for the orderly and effective accumulation and utilization of human capital in certain fields. This project will address this issue in one general and three specific cases.

In general, the project will support a CSAF-directed initiative to develop and implement procedures for consolidating selected AFSCs.
Second, the Air Force is committed to taking a lead role among the services in presenting cyber warfare and other information operations capabilities to joint commanders. To do so effectively, it will have to develop a cadre of experienced and proficient information operators. This project will address those needs and recommend required changes to the classification structure and/or other human resource management policies and practices.
Similarly, it will examine the feasibility and advisability of converting air liaison officer (ALO) positions (AFSC 13BXU) to non-rated and merging with mobile air control (AFSC 13BXD).
Examine grade and education distributions in the space workforce. Consider possibilities and implications of shift toward fewer workers with more highly developed human capital for knowledge-based work, particularly in the space mission.
In addition, it will continue to examine the personnel/services career field merger and other career field management issues.

Sponsor: AF/A1, A1X, A1P; AF/A3/5, A3I, A3O; AF/A8; SAF/XCI
Project Leader: Ray Conley

Enhancing the Common Airman Culture

During FY06, PAF assembled a survey on Air Force culture, focusing on how strongly Air Force members embrace Air Force core values and how this relates to their tolerance of aberrant behaviors (sexual harassment, religious intolerance, drug abuse, alcohol abuse, etc.). The survey and complementary focus groups will be completed during FY06. In FY07, this project will analyze results and formulate recommendations to further reduce intolerance of and incidence of aberrant behaviors.

Sponsor: AF/A1D
Project Leaders: Laura Miller

Force Development

This project will address a variety of related force development requirements:

Continue refinement of concepts to support Air Force continuum of learning and competency development initiatives. Work includes, but is not limited to, using a master Total Force Competency List to synchronize PME content/throughput and other developmental investments to meet carefully vetted Air Force competency requirements.
Continue refinement of methods and prototypes to support vectoring and other decisions by Force Development Teams.
Devise methodology to forecast SES vacancies and provide targets to career management teams for numbers and kinds of high-potential candidates to be developed. Also help AF/A1S and/or career management teams identify competencies to be developed, gaps in development among high potential candidates in NSPS band 3, and recommendations for closing gaps.
Develop improved methodologies to determine, validate, and record advanced academic degree requirements.
Rethink the categories of field positions that can qualify officers for staff positions that call for operational experience.
Determine types and depths of foreign language and culture competencies that airmen need to perform their duties, particularly in expeditionary environments

Sponsor: AF/A1D, A1P, A1S, AFPC
Project Leaders: Lawrence Hanser

Rated Force Management

Continued analysis of absorption and experience parameters to help Air Force determine appropriate UPT and weapon-system course production targets. To avoid unfavorable unit operating environments and pilot experience profiles, targets must be kept consistent with changing force structure projections. Other options that affect pilot training and absorption such as more extensive use of DMO and simulators, restructuring the initial pilot training program (it has been 52-weeks long for 40+ years), etc., will be considered.

Sponsor: AF/A3/5; AF/A1; ACC/A3; AMC/A3
Project Leaders: John Ausink

Modeling Air Reserve Component Volunteerism

The objective in this project would be to develop a model that predicts the propensity of individual members of the ARC to volunteer for activation and/or deployment.

Sponsor: AF/A1H; A1P; AF/RE; SAF/MRR
Project Leader: Mike Schiefer and Nelson Lim

Barriers to Diversity

Preliminary results of work on this topic, completed in FY06, indicated that overall minority representation in military and civil service workforces is comparable to appropriately matched national and regional benchmarks. However, differences between majority and minority promotion rates in both military and civilian workforces exist which cannot be explained by differences in education, experience, performance, or other observable characteristics. This project will continue work to examine roots of barriers to promotion of minorities.

Sponsor: AF/A1
Project Leader: Nelson Lim