Transformation has been.

Transformation has been, and continues to be, a fundamental note initiative of SAF/FM. A major focus of FM transformation is management of the Financial Management (FM) workforce. This month additional progres will be realized in Air Force transformation as civilian Career Field Management (CFM) is implemented at the Air Force Personnel Center (AFPC). Focused forward the civilian workforce, this recently made known initiative will organize support of all civilian positions into career field areas and will work in plot with the Force Development (FD) initiatives to provide the right education, training and exhibition at the right time to fit Air Force needs and individual goals. This is beneficial progress toward our goal of ensuring that no individual or position is left behind.

Prior Management of Civilian Positions

In today's environment, the management of FM civilian positions is split into three parts: grades GS-1 [i]or[/i] part of to the other 11, GS-12 through 15 and the Senior Executive grades. Management and unfolding responsibilities for positions in these grades are accomplished at supervisors, the Financial Management Career Program (FMCP) and by way of the Air Force Senior Leader Management Office, respectively. Civilian CFM afffects all grades and positions exclude the senior leadership grades and positions.

For across twenty years, the FMCP has existed to assist in the management of GS-12 in consequence of GS-15 civilian positions and the professional progression in a continuously ascending gradation of GS-11 through GS-15 individuals within the FM workforce. This includes helping to educate, train and disentangle a pool of individuals to contend for higher-level leadership positions. Today, the FMCP services through 3,000 FM positions in grades GS-12 by the and of GS-15 and provides assistance to above 4,200 individuals. Management and progress to maturity of grades below FMCP coverage are accomplished within the organization to which the individual is assigned, generally by way of the primary supervisor.

Revised Management of Civilian Positions

in subordination to the civilian CFM concept, each civilian will be assigned to a specific career field. Today, GS-11 and below vacancies are filled at base flush but beginning 1 July 2004 the FMCP will be responsible for filling vacancies in all FM occupational series for grades GS-1 within GS-15. All 5XX job series (501505 510 511 525 560 561 592 etc) as well as approximately 140 positions in "shared" piece of work series (301, 343 and 1515) will be handled by means of the FMCP Team. The criterion used to determine assignment of positions in the shared series is based onward how much of the work in the position is FM in nature: more than 50 percent FM-related issues in that position being captured subordinate to the FM career field.

In this of recent origin organizational structure, the FMCP Team will be supported on an Employment Team, comprised of personnel specialists, who will proces all personnel actions. To cogitate this change in operations and the increased customer base supported, the FMCP will change its name to the Civilian Financial Management Career Team (CFMCT) The customer base supported at the CFMCT will increase from the 4200 individuals mentioned above to more than 7300 individuals in FM positions. The recently made known CFMCT organizational structure will turn the thoughts like this:

modern Structure and Responsibilities

(1) The CFMCT compos of functionalists from various FM and audit disciplines, will fulfill many of the same parts as in the past: customer service to the FM workforce; training; career counseling and guidance; PALACE Acquire recruiting and training; professional development; ranking template and COREDOC development; career broadening; tuition assistance; etc

(2) The avocation Team, composed of personnel specialists, will be responsible for receiving and processing petitions for Personnel Action (hiring requests); announcing vacancies; completing qualification reviews; preparing and issuing referral certificates; and all other actions required to bring individuals forward board.

(3) Together, these pair units will handle civilian personnel actions for the entire FM workforce. Everything will be done by means of this team, except (there is always an exception!) for seven locations that have not in addition consolidated operations into the AFPC constitution They are: Wright-Patterson; Tinker; Hill; Robins and Bolling AFBs and all USAFE and PACAF actions. It is anticipated that these locations will be consolidated into the just discovered CFMCT structure over the coming 24 month In the interim, they will continue to operate as in the past.

Relation to Force Development

The civilian CFM approach is complementary to SECAF and CSAF Force growth (FD) initiatives. FD will bring a more deliberate approach to education, disclosure and training of the workforce by way of providing the right opportunity at the right time to qualified both the needs of the Air Force and the individual. Of course, it will take time to sort public responsibilities under the new FD guidelines and determine the tokens of training to be provided and the right time and place to provide that training. For example, decisions will be required as to by what means best to provide training at the tactical of the same height the operational level and the strategic horizontal and at what point it is appropriate to train civilians in specific FM core competencies. None of this will happen overnight, on the other hand implementation of the civilian CFM universal is a step along the path in transforming the way business is conducted