WhenPigsFLy

Look at history for the future. In the early 50's and mid 60's members of the reserves were called to service for up to three years to needs of national security. These were not call ups for the Korean War of Vietman, though that did happen. Many guys filled IP and other roles stateside. I bet we will see "cherry picking" again of needed AFSCs. A change three years ago allowed individual UTC's be called up. Prior to that UTCs were tied to aircraft numbers in set CONPLANs. Not anymore. If they need a F35 IP qualified guy, just reach down to the a F35 reserve unit and grab a guy for up to three years under federal law. Its already happening in the C130 guard/reserve world with IP's (All crew positions) being sent to A-stan for one year to teach the A-stan Airforce. If your a fighter guy, AOC qualified or UAV you are at high risk. Its already be done and discussed at HHQ.

awakenedpilot

Does that include those who have gone to Cat E programs and therefore are no longer current/qualified in their MWS? I've heard it is much harder to call up someone in Cat E but was never sure if that's true...


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rickair7777

Navy can tap anybody, anytime and send them anywhere to do any job, perhaps related to their MOS/quals or perhaps not at all.

By policy the recall is limited to about 15 months, with a five year dwell between.

Getting recalled to be an IP in CONUS wouldn't be that horrible in the Navy context. Three years would be a bit much though.

Grumble

I'd go back on AD right now to be an IP, so long as I couldn't be IAd. Would be fun.

rickair7777

You can no longer be IA'ed from any AD recall. That was a scam employed by AD commands in the early days of IA...

- Advertise a specific ADT/ADSW job in a specific locale.
- Fill with reservist.
- Immediately upon on arrival send the member on a command-fill IA.
- Extend orders as needed. That's what I heard anyway, but not sure how you could do that with short-term orders which are essentially voluntary. But in the early days Mobs were 6 months.

CNRFC fixed that problem quickly...AD commands have not been able to do that for many years. It was obviously going to make it hard for ANY command to attract voluntary recalls. If you want to go to the desert, you can always volunteer for that (and any of us can get an invol IA mob from CNRFC)..

Falcon20

http://www.captiongenerator.com/444732/Coast-Guard-HQ-Reacts-to-Fixed-Wing-Pilot-Shortage

Allmach

The retention problem is real but it doesn't appear that stop loss is on the menu. Im ANG but this made it to my inbox. I will try to upload the bullet background paper.
__________________________________________________ ________



ACC NAF and Wg/CCs,

Recently there has been some open press coverage regarding "Stop Loss" of
pilots. Let me be clear, CSAF and I are NOT looking at "Stop Loss" as an
option to solve the 11F shortage. Stop Loss is a tool reserved for POTUS and
the SECDEF to cover emergency situations. We are not in that situation and we
would not recommend it as our best military advice.

We ARE pursuing a number of initiatives associated with increasing 11F
production, absorption, and retention to address our current and pending
shortfalls. There is no silver bullet that will solve this. A long term
solution will require a combination of all three approaches.

We are members of the profession of arms. The attached BBP lays out the
initiatives we ARE currently pursuing to address quality of service for our
warfighters and encourage them to stay with us. I will continue to solicit
additional initiatives from you, your subordinate commanders, and our
warfighters.

In the next few weeks, you'll see me act to improve the quality of service for
our CAF squadron commanders and emphasize their role in our profession.

Please share these points with your warfighters ASAP.

Respectfully,

Mike Holmes
General, USAF
Commander, Air Combat Command
DSN: (312) 574-3204
COMM: (757) 764-3204

Allmach

PURPOSE: Update Combat Air Forces (CAF) on the latest developments in the USAF's efforts to produce, absorb, and retain fighter pilots (1 lFs).

DISCUSSION: In September 2015, the CSAF directed a Fighter Enterprise Redesign (FER) to develop a strategic plan for a sustainable fighter force. The FER team subsequently conducted AFS021 events; Fighter Squadron
Quality of Life (QoL) Surveys; and l lF pre-separation interviews. Actions below address items identified during
these events. Efforts fall into retaining pilots, reducing requirements, and increasing production and absorption of
new pilots. Note color key and contact info at page bottom.
- INCREASE RETENTION: Mitigate key retention factors: Low home-station quality of life/quality of
service and assignment process with low incentives for voluntary participation
Additional duties: AF leadership completed its review of administrative duties, ancillaiy training, and
computer-based training. After the review, AF leadership cut, consolidated, or reassigned 29 additional
administrative duties, and eliminated or reduced 31 ancillary training/CBT courses
--- Status: Implemented by SECAF on 19 Aug 16
Assignments: Increase assignment process transparency and mitigate l lF separations
Status: Officers ability to decline IDE/SDE without prejudice has been implemented
Status: Increased flexibility for time on station rules is under initial implementation by AFPC
Status: Assignment teams continue to incentivi;le hard-to-fill billets using follow-on assignments
Status: 1 lFs only eligible for 365s that require an 11 F
Status: Career Intermission Program (CIP) in 3rd year of execution. Pilots remain eligible with 2x Fighter
members approved for FY 17
Status: MAJCOMs now have ability to prioritize some RSAP fills
Status: Incentivize hard-to-fill billets with monetaiy compensation; awaiting SecAF approval for FMS
ETSS assignments; other assignments being analyzed with NLT Winter 17 goal date
Status: Coordin.ating manpower requirements for 179/365-day assignments with the ARC
Status: Assessment of new assignment systems for officers to increase gaining hiring authority and
member input/control, My Vector currently in beta test with implementation pending test results
ADMIN Contractor Support: Five contractors are being added to each fighter squadron in order to aid in
additional duties and enable fighter pilots to focus on primaiy duties
Status: Phase I implemented (ACC)
--- Status: Phase II in development (PACAF, USAFE, AETC & ARC) with estimated implementation
pending contract execution processes
Increase Communication: AF leadership is workingto increase communication with the field about steps
being taken to mitigate fighter pilot shmtfall and improve retention
Status: CAF Fighter Career Field Facebook group launched on 30 Dec 16:
https://www .facebook.com/ groups/3 66009697096611 /
Status: CAF engagement via four FER webinars scheduled for 17-20 Jan 17
Status: Senior leadership engagement and messaging during TDY s
Bonus I Flight Pay: Congress is intends to provide first significant increases in almost 20 years
--- Status: In development. Increases (up to $35K ARP, up to $1K ACIP) in FYI 7 NDAA
--- Status: Gathering metrics and Congressional support to increase Bonus further in FY18
Aviation Awards: Headquaiters Air Force level Fighter Awards program for primary flight duties
--- Status: Implemented with MAJCOM/A3s on 26 Sep 16, RAF Award suspense 1 Apr 17

Fighter UPT Cross-Country: Fighter aircraft cross-country program will fly to pilot training bases when
time and conditions permit to advertise fighter community to student pilots
--- Status: Fighter Enterprise Tiger Team (FETT) sent request to Total Force pa1tners
Rebuild Squadrons: CSAF Top-3 priority- In development with an implementation goal pending results of
the CSAF-directed squadron redesign
--- Status: Tiger Team analysis culminates at Fall 17 CORONA. Actions to continue through FYI 7
- REDUCE REQUIREMENTS: Review the demand for fighter pilots in non-flying billets, rated staff, and
developmental opportunities to ensure utilization in the highest priority positions
-- Deployments: Review/validate all 179/365-day deployments and recommend AFCENT change ~ 10 billets
from 365-to-179 deployments, and change 11 F to other rated AFSCs
Status: Review process implemented, execution pending AFCENT coordination/decision.
--- Status: Working to coordinate man-days to enable more Guard and Reserve volunteers for these
deployments. If implemented, impact may not be felt for 1-3 years
-- Developmental Education (DE): Review proposals to reduce in-residence DE requirements; proposed CAF
"fellowship" incorporating in-residence IDE w/ a staff tour
--- Status: In development with 15 volunteer beta-program applicants for CYI 7
- INCREASE PRODUCTION & ABSORPTION: Increase llF production by 15% (to 335 total force 11Fs)
per year and maximize absorption (i.e. seasoning) opportunities for new llFs
-- New FTUs: Interim basing solution to stand-up two new F-16 Formal Training Units (FTUs) at Holloman
AFB, NM, to meet increased annual production requirements
--- Status: Implemented, will sta1t operations in late summer 2017
LIMEX to AGRS: Send limited experience 1 lFs to previously restricted units (like aggressor squadrons) to
increase absorption
--- Status: Implemented, will-start arriving in summer VML
VLP AD/VRAD: Voluntary Limited Period Return to Active Duty (VLP AD) & Volunta1y Return to Active
Duty (VRAD) for Retired Officers give reserve/retired 1 IFs option to return to active duty
--- Status: VLPAD is implemented
--- Status: VRAD is in development with an estimated implementation of Summer 17
-- More AGR IPs at FTUs: Fund 66 additional AGR Instructoi· Pilot positions at FTUs
--- Status: In the FYI 8 budget, awaiting approval for early·execution
TX to new Major Weapon System: Analyze increasing production and absorption by retraining 1 lFs into
MDSs with more absorption capacity
.;__ Status: In development with fmther FYI 7 analysis
--- UTE Primary Fleet Metric: Increase production/absorption by reinstating minimum UTE
--- Status: In development with fmther FYI 7 analysis
Increase UTE: Analyze increasing production and absorption through targeted aircraft utilization (UTE) rate
increases by returning maintenance personnel manning back near l 00% from xx%
--- Status: AF will overcome 3.4K maintainer sho1tfall over the next 3 years to get back to 100%
ADAIR: POM18 input for contract adversa1y aircraft (ADAIR) for FTUs and operational Sqs
--- Status: Estimated implementation begins FY18 with full implementation in FY19
--- 2N° Shift MX: Analyze increasing absorption with added second shift maintenance to seven NGB squadrons
by changing TR maintenance positions to full-time billets
--- Status: In development with an estimated FY19 implementation
-- lnc1·ease Active Associations: Increase absorption by increasing active association I IF cockpits
--- Status: In development with an estimated FY19 implementation

JTwift

I missed the part in that BBP where they remove all NAFs, reduce or eliminate the 400 awards packages that people are constantly submitting, streamline approval processes so that an eSSS doesn't have to go through 264 different people before it gets to the approver, and eliminate the meetings where you brief the Wing Commander on stuff that is barely important enough to tell the squadron DO.

HuggyU2

Quarterly Awards. Please... kill those.
I was able to avoid all of the nonsense involved with that almost my entire career. However, one day, the commander asked me to attend in his stead. I couldn't believe the level of the production. People jumping up and down, ringing bells, using noise makers... it was like I was in the audience for "Let's Make a Deal".
As I left, I realized something: in just a few days, they will start the process again (nominations, interviews, boards, etc...) so that they have the next one 3 months.
What an incredible waste of man-hours.

p.s. yes, "man-hours". Not "person-hours". Deal with it.