Force Shaping: A look back and a way ahead Published May 4, 2015 By Senior Master Sgt. Jennifer Holton 27th Special Operations Force Support Squadron CANNON AIR FORCE BASE, N.M. -- In December 2013, the Air Force announced the release of force management programs that directly affected thousands of enlisted, officer and civilian personnel through multiple force reduction programs. These programs helped decrease the more than $20 billion national deficit by reducing personnel, training and maintenance across the Department of Defense. Initially, the Air Force was mandated to reduce personnel by more than 25,000 active duty and 900 civilian positions. Cuts were achieved through various involuntary and voluntary programs to correct numerous over-manned career fields. "Force management programs will enable us to adjust the force size accordingly,” said Brig. Gen. Gina Grosso, director of Air Force Management Policy, during an enlisted force policy board meeting. “Routine voluntary programs have served us well, but we expect to face much more stringent budget pressure and must now plan for and work toward a smaller force." When the programs were first announced, the total of 98,000 eligible personnel was reduced to approximately 16,800 to be considered for involuntary separation. Through monthly “Pulse of AF Force Management” updates, the Air Force educated Airmen and civilians on force management initiatives as it addressed downsizing demands. Force Shaping Results Involuntary officer programs include selective early retirement boards, enhanced selective early retirement boards, force shaping boards and the reduction in force boards: • 462 officers were selected for early retirement (E-SERB) • 568 officers were selected for separation by the FSB • 354 Captains and Majors from across the Air Force were not retained through the RIF, which was approximately half of the estimated number previously projected Involuntary enlisted programs include date of separation rollback, Quality Force Review Board and Enlisted Retention Boards: • 143 enlisted Airmen separated under DOS rollback • 3,535 not selected for retention by the QFRB • 1,421 not selected for retention under the ERB Voluntary officer and enlisted programs include voluntary separation pay, Temporary Early Retirement Authority, Palace Chase/Palace Front and miscellaneous programs: • 538 officers and 2,507 enlisted Airmen approved for TERA • 1,107 officers and 3,422 enlisted Airmen approved for VSP • 1,565 officers and 4,565 enlisted Airmen retirements and separations through miscellaneous non-monetary programs • 500 Airmen have made the commitment to continue their service in the Air Force Reserve or Air National Guard Now, due to the massive cuts, the Air Force has announced the need to analyze before proceeding to a second phase of programs in fiscal year 2015. “On Dec. 17, 2014, Deborah James, the secretary of the Air Force, announced there would be no involuntary programs in 2015 with the possibility of future ‘non-monetary’ volunteer programs,” said Senior Master Sgt. Jennifer Holton, Superintendent, 27th Special Operations Force Support Squadron (duty title). “This would include programs such as waivers of some active-duty service commitments, reductions of required time in grade for retirements, and reductions from 10 to eight years of commissioned service to qualify for retirement. This would allow prior enlisted officers to retire with eight years of commissioned time versus 10.” Although the Air Force achieved its force management goal for fiscal year 2014, it now has to reanalyze its personnel inventory. Specifically, it must address any shortfalls in targeted career fields, including battlefield Airmen, maintenance, nuclear, intelligence, surveillance, reconnaissance, and cyberspace specialties. Another factor being considered is the increasing number of Airmen entering basic military training; this could potentially require restored accessions over the next few years to increase operational manning at targeted mid-grade levels. Holton stated that possible initiatives to address these issues include: high year of tenure extensions (with commander approval), opportunities for Air Reserve Corps members to serve an active duty tour through a voluntary limited period of active duty program, and possibly re-opening the doors for prior service enlisted members to return to active duty under the Direct Duty Prior Service Enlistment Programs. Any programs that the Air Force approves will be short-term in nature, fully advertised, will target specific AF specialty codes, and will be limited to very small numbers. All personnel that participated in FY14 force management programs will be eligible, with the exception of personnel separated through the QFRB due to unfavorable quality force indicators. The Air Force recognizes that this will be difficult to communicate given the drawdown over the last year; however, initial assessments show the need to increase and retain experience in multiple AFSCs and mid-level grades. Through the announcement of these future programs, the Air Force will add previously-trained and experienced personnel back to its ranks at a quick pace. Over the next few months, Headquarter of the Air Force and Air Force Personnel Center will finalize those targeted career fields and the details required to effectively implement the programs to execute any future initiatives. If you have any questions, contact your Military Personnel Section for more information.