week 3 POC Block 3

Question 0

Base-level Manpower and Organization Section:

Answer 0

• Provides tactical-level manpower support to base organizations.
• Verifies and validates local manpower processes.
• Assists functional managers with process improvements.

Question 1

Air Force Manpower Division (AFPC/MA)

Answer 1

• Performs manpower studies that apply to more than one MAJCOM or for organizations without management engineering capability.
• Publishes all manpower standards.

Question 2

Manpower Requirements Determination

Answer 2

• Conducts Colonel, CMSgt, Career Progression Group (CPG)
• Contract Manpower Equivalent (CME)
• aircrew position review to ensure equitable distribution of these manpower spaces across the Air Force.

Question 3

Program Allocation & Control

Answer 3

Processes authorization change request (ACR) which is the process used to request changes to the resources listed on the UMD.

Question 4

Organization Structure

Answer 4

Prepares/processes organizational change request (OCR) which is the FORMAL WAY TO MAKE CHANGES TO THE STRUCTURE OF AF ORGANIZATIONS.

Question 5

Performance Improvement

Answer 5

Administers the Airman Powered by Innovation (API) Program

Question 6

Functional Grouping :

Air Force organizations will have these characteristics:

Answer 6

• clear-cut purpose-
• goal and scope
• one person in charge

Question 7

Skip-Echelon Structure

Answer 7

These tactical echelons are designed to increase operational effectiveness rather than to review and transmit paperwork

Question 8

Organization Action Terms

Answer 8

Constitute
Disband
Reconstitute
Inactivate
Redesignate

Question 9

Constitute

Answer 9

means to provide the legal authority for a new unit. An example is when HAF gives permission to create a new unit that has not previously existed.

Question 10

Disband

Answer 10

• withdrawing the legal authority for a unit

- The designation of the unit is retired and preserved in historical records.

Question 11

Reconstitute

Answer 11

will renew legal authorization for a disbanded unit. An example is the 12th Maintenance and Supply Group, disbanded after WWII. When HAF decided to bring back this unit as 12th Logistics Group 50 years later, they reconstituted the unit (renewed legal authority).

Question 12

Inactivate

Answer 12

will end the existence of a unit, detachment of a unit, or provisional unit. An inactive unit retains its lineage, history, and honors, and is available for activation when needed again.

Question 13

Redesignate

Answer 13

means to change the name or number of a unit.

Question 14

A CMS can be utilized for three different levels of study:

emphasis on 2

Answer 14

• Air Force Studies create standards that apply to many different bases across more than one MAJCOM
• MAJCOM Studies create standards that apply to one MAJCOM

Question 15

Assessments: Manpower use assessments for the following reasons:

Answer 15

• lack of experience with new systems makes a formal standard study impractical.
• standard would be short-lived due to a system that is approaching phase-out.
• To determine the initial impact of a new mission.

Question 16

Phase 1 - Feasibility

Six Phases of The Manpower Standard Development Process

Answer 16

primary objective of determining the viability and timing for proceeding with the manpower standard development process

Question 17

Phase 2 – Familiarization: Six Phases of The Manpower Standard Development Process

Answer 17

Familiarization provides the in-depth background knowledge and related functional information needed to identify potential process improvements and to design the best approach for the MEP study effort

Question 18

Phase 3 - Study Design: Six Phases of The Manpower Standard Development Process

Answer 18

• Processes are used to develop the Process Oriented Description (POD)
• Identify conditions which affect the way work is done and impact manpower requirements. These will become the Statement of Conditions (SOC)
• Team identifies potential “work load factors”
• Workload factor is the “x” in the final equation and determines the number of requirements needed by the work center

Question 19

Phase 4 – Measurement: Six Phases of The Manpower Standard Development Process

Answer 19

During this phase, the team gathers information on man hours expended on the various processes identified in the POD

Question 20

Phase 5 – Analysis: Six Phases of The Manpower Standard Development Process

Answer 20

The end result of analysis is selection of a model/equation for use in the new manpower standard that is used to determine the number of requirements each location performing that function earns as well as the correct grades and skill level to accomplish their mission.

Question 21

Phase 6 – Reporting: Six Phases of The Manpower Standard Development Process

Answer 21

During this phase, the study team reports its findings. The final report is a detailed document that is produced by the study team at the end of the study to document various aspects of the study effort. This report serves as the foundation for publication of the manpower standard.

Question 22

Air Force Manpower Division (AFPC/MA) will:

Answer 22

• Exercise administrative control over the API Idea Cell (former IDEA team).
• Coordinate all organizational and manpower changes of the API Idea Cell with AF/A1 prior to approval and implementation.

Question 23

Airmen Powered by Innovation (API) Idea Cell will:

Answer 23

• Execute and manage the API Idea Process.
• Assist submitters in the quality development of the idea submission.
• Monitor each idea through each phase (submission, evaluation, implementation, holding the gains, confirming results) of the process until final disposition.

Question 24

Ideation Phase.

Answer 24

ideas are
Generated
Screened
Improved to ensure fact rich ideas are forwarded for evaluation.

Question 25

Parts of the API Process

Answer 25

• Idea phase
• Evaluation Phase
• Hold the gains phase

Question 26

Evaluation Phase. During

Answer 26

OLDM evaluates the idea through validation of the Current method, Proposed method, Expected benefits, and Cost of implementation. There are three potential outcomes of the evaluation phase: 1) approved or approved in part with intent to implement, 2) approved or approved in part without intent to implement, or 3) disapproved.

Question 27

Hold-the-Gains Phase.

Answer 27

Org lev dec makerOLDM confirms results and 1.) makes resource savings (manpower and/or hard savings) available for harvesting the year following confirmation of results, or 2.) recommends a new standard of performance and measurement.

Question 28

The Chief of Staff Team Excellence Award (CSTEA)

Purpose:

Answer 28

recognizes outstanding team performance and shares best practices within the Air Force

Question 29

Program Presentation - Chief of Staff Team Excellence Award

Answer 29

Nominated teams will present a 15-minute formal presentation of their team’s story followed by a 10-minute question and answer session.

Question 30

Eligibility: Air Force Productivity Excellence Award

Answer 30

Individuals or small groups (no more than 6) of military members and civilian employees of the Air Force may be eligible. Nominations must have demonstrated savings of at least $1 million over a 12-month period within the past 5 years.

Question 31

Action Plan

Answer 31

• ACTION ITEM. List a brief description of the action(s) needed to accomplish the objective.
• ST/LT. An action that is a short term fix is indicated by the code “ST” and a more permanent countermeasure is indicated by the code “LT”.
• Person Responsible. List the name of the person responsible for ensuring completion of the action item.
• Schedule. Indicate the START and FINISH time frame for the action item.

Question 32

A prioritization matrix

Answer 32

is useful to help team members achieve consensus about an issue. It is frequently used to rank or prioritize problems or issues, usually generated through brainstorming, using criteria important to your organization

Question 33

Generate ideas.

Answer 33

Brainstorming is the most often used tool to generate the ideas

Question 34

Display the ideas.

Answer 34

The most common methods are on a board, wall, or tabletop. The ideas should be randomly placed to prevent leading team members.

Question 35

An affinity diagram

Answer 35

is a tool that takes large amounts of data (such as ideas, opinions, or issues) and organizes them into groupings based on their natural relationships

Question 36

Brainstorming

Answer 36

is an excellent technique for creative thinking. It involves group members and allows them to quickly generate, clarify, and evaluate a list of ideas. The emphasis of brainstorming is on QUANTITY, not quality. Experience has shown that brainstorming works best when a skilled facilitator is employed.

Question 37

Brainstorming Phases

Answer 37

Begin the session by recording all ideas with each person presenting one idea at a time. DO NOT criticize or discuss any idea during the generation phase. Continue this phase until all ideas have been exhausted.

Question 38

The “˃˃˃” symbol indicates

Answer 38

incorrect or no position data. If you see a person’s information floating at the top of the UPMR with this symbol, it means the member is not assigned to a valid position.

Question 39

The “#” symbol indicates

Answer 39

unfunded positions; you cannot fill these positions.

Question 40

The “*” symbol indicates

Answer 40

a mismatch in data (information somewhere on that line, e.g. the member’s grade, does not match that of the position.