Implementation Plans for Recommended Changes to Optimize the Total Force

National Commission on the Structure of the Air Force

Implementation Plans for Recommended Changes

to Optimize the Total Force

29 April 2014Dr. Shirley Ross, Eric Jorgenson, Bill Nieusma

Staff Draft 1


• This work is intended to answer the questions:– How do we implement the Report’s

recommendations?– Where would we start? What comes first? – Who has what responsibility? – On whom will the greatest share of work fall?– How much can we do simultaneously?– How long will all of this take?– How will we know we’ve been successful?

Staff Draft

Implementation Plans for Recommendations


Implementation PlansOverview

• Methodology• Clusters and Sequences• Major Stakeholders• Timelines for Implementation• Critical Subset• Measures of Success and End States

Staff Draft 3


Implementation PlansMethodology

• Method:– Clustered Recommendations through staff

consensus– Sought expert guidance on ownership and timelines– Graphed projected timelines by Recommendation,

by cluster, and by owner or function, which clearly pointed the way toward implementation

– Identified potential Measures of Success and End States for each Recommendation

Staff Draft 4


Implementation PlansCluster Compositions

Cost and Utilization Standards

•Rec 1—Cost Approach

•Rec 37—Non-Deployment PERSTEMPO

•Rec 36—PERSTEMPO Metric

Homeland Defense and Security

•Rec 31—Homeland Security & Disaster Assistance

•Rec 22—Council of Governors

•Rec 32—Homeland Defense & DSCA

Infrastructure Flexibility

•Rec 2—Budgeting Flexibility (Installations)

•Rec 4—Infrastructure

Institutional Processes

•Rec 12—Policy Revisions

•Rec 34—Integrated Personnel Management

•Rec 33—Duty Status

•Rec 23—Non Disclosure Agreements

•Rec 24—State Adjutants General

•Rec 11—Concurrent Fielding of Equipment

•Rec 3—Resourcing Reserve Component

•Rec 20—Increase ARC Capacity

•Rec 21—Operational ARC Funding

•Rec 6—Staff Integration

HRM and HRD

•Rec 35—Integrated Pay & Personnel System

•Rec 39—Continuum of Service

•Rec 40—Active Duty Service Commitments

•Rec 15—Effective Control Measures

•Rec 16—Awards, Decs & Promotions

•Rec 18—Total Force Competency Standard

•Rec 38—PERSTEMPO & AFIPPS

•Rec 42—”Up or Out”

•Rec 41—Multiple Career Track Options

•Rec 19—Access to Non-Resident Education

•Rec 17—PME Positions

Integration and Rebalancing

•Rec 25—Cyberspace Airmen

•Rec 26—Space Domain

•Rec 27—GIISR Billets

•Rec 28—Special Ops

•Rec 29—ICBM Mission

•Rec 30—Instructor Pilots

•Rec 8—FT/PT mix

•Rec 14—Key Leadership Positions

•Rec 13—DOC Statements

•Rec 7—AFR Unit Integration

•Rec 9—ANG Unit Integration

•Rec 10—ANG Unit Size

•Rec 5--AFRC

Staff Draft 5


Sequences of Recommendations

Staff Draft 6

Homeland Defense, Security & Support

31 - Homeland Security & Disaster Assistance

(President)

22 - Council of Governors (SecDef)

32 - Homeland Defense & DSCA (SecDef)

Budget & Infrastructure Flexibility

2 - Budgeting Flexibility

4 - Infrastructure

Cost & Utilization Standards

1 - DoD Cost Approach (SecDef)

37 - DoD Non-Deployment PERSTEMPO

(SecDef)

36 - AF PERSTEMPO Metric (SecAF)

National SecurityEnterprise Sequence


Sequences of Recommendations- Total Force

Staff Draft 7

InstitutionalProcesses

23 - Non-Disclosure

Agreements

24 - State Adjutants General

11 - Concurrent

Fielding

3 - Resourcing the Reserve Components

20 - Increase ARC Capacity

21 - Operational ARC Funding17 - PME

Positions

33 - Duty Statuses

12 - Policy Revisions

34 - Integrated Personnel

Management

6 - Staff Integration

HRM and HRD

39 - Continuum of Service

41 - Multiple Career Tracks

19 - Access to Non-Resident

Education

40 - ADSCs 42 - "Up or Out"

35 - AF-IPPS38 - Include

PERSTEMPO in AF-IPPS

15 - Effective Control

Measures16 - Awards, Decs

& Promotions

18 - TF Competency Std

Integration& Rebalance

14 - Key Leadership Positions

8 - Full-time and Part-time

Mix

13 - DOCs & i-Wing Pilot

7 - AFR Unit Integration

5 - AFRC Integration

9 - ANG Unit Integration

10 - ANG Unit Size

26 - Space Domain

27 - GIISR Billets

28 - Special Operations

29 - ICBM Missions

30 - Instructor Pilots

AC / RC Mission Rebalancing


Implementation PlansStakeholder Chart

From Stakeholder chart, can see:• RE and ANG involved in all 42 Recommendations

– Will require additional manpower up front to work changes

• Other primary owners throughout implementation are SAF/MR, A1, A3/5 and A8

• Others rotate on and off as needed (e.g., FM, AETC)• This transformation will require a multi-year coalition across

functions, commands, and components• Important criteria for coalition members include

– select abilities – sufficient TOS and career length remaining to ensure continuity

Staff Draft 8


Implementation Plans: Stakeholder Chart

Items bordered in red show which agencies have bulk of work

Rec # Recommendation Congress OSD USECAF SAF MR SAF/IE CVA A1 A2 A3/5 A4/7 A5 CI0/A6 A8 A9 A10 FM AETC AFSPC AFSOC ACC RE ANG1 Cost Approach2 Budgeting Flexibility3 Resourcing Reserve Component4 Infrastructure5 AFRC6 Staff Integration7 AFR Unit Integration8 Fulltime_Part Time Mix9 ANG Unit Integration

10 ANG Unit Size11 Concurrent Fielding of Equipment12 Policy Revisions13 DOC Statements14 Key Leadership Positions15 Effective Control Measures16 Awards Decs & Promotions17 PME Positions18 Total Force Competency Standard19 Access to Nonresident Education20 Increase ARC Capacity21 Operational ARC Funding22 Council of Governors23 Non Disclosure Agreements24 State Adjutants General25 Cyberspace Airmen26 Space Domain27 GIISR Billets28 Special Ops29 ICBM Mission30 Instructor Pilots31 Homeland Security & Disaster Assistance32 Homeland Defense & DSCA33 Duty Status34 Integrated Personnel Management35 Integrated Pay & Personnel System36 PERSTEMPO Metric37 Non Deployment PERSTEMPO38 PERSTEMPO & AFIPPS39 Continuum of Service40 Active Duty Service Commitments41 Multiple Career Track Options42 Up or Out

Office of Responsibility Stakeholder Chart


Staff Draft 10

Implementation PlansGantt Chart by Recommendation Number

Gantt Chart by Recommendation demonstrates:• Timeline projections clearly show bulk of work within

first two years*

But also: • Change management must be added to blueprint for

transformation prior to Day Zero• A Thorough Communications Plan as part of change

management must precede any work on Recommendations

* Implementation start dates assume work is approved and ready to begin


Staff Draft 11

Gantt by Recommendation 1 Cost Approach2 Budgeting Flexibil ity3 Resourcing Reserve Component4 Infrastructure5 AFRC6 Staff Integration7 AFR Unit Integration8 Fulltime_Part Time Mix9 ANG Unit Integration10 ANG Unit Size11 Concurrent Fielding of Equipment12 Policy Revisions13 DOC Statements14 Key Leadership Positions15 Effective Control Measures16 Awards Decs & Promotions17 PME Positions18 Total Force Competancy Standard19 Access to NonResident Education20 Increase ARC Capacity21 Operational ARC Funding22 Council of Governors23 Non Disclosure Agreements24 State Adjutants General25 Cyberspace Airmen26 Space Domain27 GIISR Bil lets28 Special Ops29 ICBM Mission30 Instructor Pilots31 Homeland Security & Disaster Assistance32 Homeland Defense & DSCA33 Duty Status34 Integrated Personnel Management35 Integrated Pay & Personnel System36 PERSTEMPO Metric37 Non Deployment PERSTEMPO38 PERSTEMPO & AFIPPS39 Continuum of Service40 Active Duty Service Commitments41 Multiple Career Track Options42 Up or Out

24-36 Mos 36-48+ Mos0-6 Mos 6-12 Mos 12-18 Mos 18-24 Mos

Ongoing 60 Months at Earliest

Ongoing

Ongoing to 24 Mos

Ongoing to 36 Mos

Dependent on Accomplishment of Rec 18

Authority Expires in 2014

OngoingOngoing

Ongoing to 48 Months +

Dependent on Additional OPRs (Law or Policy)Ongoing to 18 Mos

Ongoing

OngoingOngoing

Bulk of Work w/in

1st 2 years


Staff Draft 12

Implementation PlansGantt Chart by Cluster

Referring to Gantt Chart by Cluster may be most useful and demonstrates: • Work in cost and utilization standards starts

immediately • Resourcing RE (#3) and Increasing ANG Capacity (#20)

must be complete in first 12 months• Homeland Defense and Security are worked in the

second yearand……


Staff Draft 13


• Institutional Process changes are concentrated in first two years • 10 of 11 either ongoing or should start immediately

• Fundamental changes in personnel and manpower are addressed in Institutional Process changes• Duty statuses and integrated personnel mgmt

• Residual HRD and HRM changes are more variable• But two should be accomplished in first 6 months

• #35: Integrated Pay and Personnel• #39: Continuum of Service

and……….


Staff Draft 14


• Integration and Rebalancing recommendations must proceed immediately

• Resourcing Reserve Component capacities will not yet be funded

• But groundwork for integration/rebalancing of AFSCs and missions should proceed in first year• Studies• Modeling• Plans


Cost and Utilization Standards 1 Cost Approach37 Non Deployment PERSTEMPO36 PERSTEMPO Metric

Homeland Defense and Security 31 Homeland Security & Disaster Assistance22 Council of Governors32 Homeland Defense & DSCA

Insfrastructure Flexibi lity2 Budgeting Flexibi lity (Instal lations)4 Infrastructure

Institutional Processes 12 Policy Revisions34 Integrated Personnel Management33 Duty Status23 Non Disclosure Agreements24 State Adjutants General11 Concurrent Fielding of Equipment3 Resourcing Reserve Component20 Increase ARC Capacity21 Operational ARC Funding6 Staff Integration

HRM and HRD35 Integrated Pay & Personnel System39 Continuum of Service40 Active Duty Service Commitments15 Effective Control Measures16 Awards Decs & Promotions18 Total Force Competancy Standard38 PERSTEMPO & AFIPPS42 Up or Out41 Multiple Career Track Options19 Access to NonResident Education17 PME Positions

Integration and Rebalancing25 Cyberspace Airmen26 Space Domain27 GIISR Bil lets28 Special Ops29 ICBM Mission30 Instructor Pilots8 Fulltime_Part Time Mix14 Key Leadership Positions13 DOC Statements7 AFR Unit Integration9 ANG Unit Integration10 ANG Unit Size5 AFRC

Ongoing to 36 Mos

Ongoing to 48 Months +

Dependent on Accomplishment of Rec 18

Ongoing Ongoing

Ongoing

Ongoing

Ongoing

Authority Expires in 2014Ongoing

60 Months at Earliest

Ongoing to 24 MosOngoing to 18 Mos

Dependent on Additional OPRs (Law or Policy)Ongoing

0-6 Mos 6-12 Mos 12-18 Mos 18-24 Mos 24-36 Mos 36-48+ Mos

Integration & Rebalancing

recommendations must

proceed immediately

Institutional Process Change concentrated w/in 1st two years

Residual HRD & HRM changes are more variable

Should be done 1st 6 months

Gantt Chart by Cluster

Resourcing #3 & Increasing Capacity #20 complete w/in 1st 12 mos


Staff Draft 16

Implementation PlansCross-Referencing Clusters, Owners and Timelines


Staff Draft 17

Recommendations by Criticality and SequenceThe Critical Subset

Cost & Utilization Standards

•Rec 1—Cost Approach

•Rec 37—Non-Deployment PERSTEMPO

•Rec 36—PERSTEMPO Metric

Homeland Defense & Security

•Rec 31—Homeland Security & Disaster Assistance

•Rec 22—Council of Governors

•Rec 32—Homeland Defense & DSCA

Infrastructure Flexibility

•Rec 2—Budgeting Flexibility (Installations)

•Rec 4—Infrastructure

Institutional Processes

•Rec 12—Policy Revisions

•Rec 34—Integrated Personnel Management

•Rec 33—Duty Status

•Rec 20—Increase ARC Capacity

•Rec 21—Operational ARC Funding

•Rec 23—Non Disclosure Agreements

•Rec 24—State Adjutants General

•Rec 11—Concurrent Fielding of Equipment

•Rec 3—Resourcing Reserve Component

•Rec 6—Staff Integration

HRM & HRD

•Rec 35—Integrated Pay & Personnel System

•Rec 39—Continuum of Service

•Rec 40—Active Duty Service Commitments

•Rec 15—Effective Control Measures

•Rec 16—Awards, Decs & Promotions

•Rec 18—Total Force Competency Standard

•Rec 38—PERSTEMPO & AFIPPS

•Rec 42—”Up or Out”

•Rec 41—Multiple Career Track Options

•Rec 19—Access to Non-Resident Education

•Rec 17—PME Positions

Integration & Rebalancing

•Rec 25—Cyberspace Airmen

•Rec 26—Space Domain

•Rec 27—GIISR Billets

•Rec 28—Special Ops

•Rec 29—ICBM Mission

•Rec 30—Instructor Pilots

•Rec 8—FT/PT mix

•Rec 14—Key Leadership Positions

•Rec 13—DOC Statements

•Rec 7—AFR Unit Integration

•Rec 9—ANG Unit Integration

•Rec 10—ANG Unit Size

•Rec 5--AFRC

Not all Recommendations have equal leverage

Blue indicates the critical subset of recommendations that enables the rest and has the highest change leverage


Implementation PlansMeasures of Success and Endstates

• Have looked at potential answers to who, what, when, and in what order

• But how will we know we have been successful in planning and implementation?

• Handout suggests Measures of Success and End States, by Cluster

Staff Draft 18


High Level Summary

• The clusters appear to be reasonable

• Ownership and timelines may be one way to frame a high level implementation plan

• RE and ANG are integral throughout, but are not organized for this amount of transformational work

• Other primary players are A1, SAF/MR, A3/5 and A8

• A long-term coalition will be necessary to achieve this complex and far-reaching transformation

Staff Draft 19


Staff Draft 20

• The bulk of the transformational work is in the first two years

• Change management and a vast communications plan would need to precede the force structure changes

• Anticipating where the work is concentrated in each phase of the transformation appears to be fairly straightforward

• Not all recommendations have equal leverage; some are foundational and more critical to success

High Level Summary


Staff Draft 21

• Halt end strength cuts of 22,000; find offsets

• Use the next 5 months to solidify budget and planning that will enable Implementation

• Draft ULB changes now for FY18 execution (HYT, end strength revision)

• With personnel laws changed, reflect new end strength changes in the NDAA

First Tactical Steps

Documents

Implementation Plans for Recommended Changes to Optimize the Total Force