ARPC is the execution agent for force development within the AFR. The Force Development Division is the office of primary responsibility. Force development is designed to improve the way Citizen Airmen are developed through education, training and career opportunities.
The Reserve Development Plan is the vehicle that allows Reserve Airmen to communicate their career goals to senior leaders within their career field. In the R-DP, Airmen signal what type of participation category they are willing to accept (ART, TR, IMA, AGR), as well as whether or not they would like to be considered for in-residence developmental education or command/key leadership opportunities.
Once complete, it can be shared with a mentor, or routed through their leadership chain for endorsement. Airmen receive notice before each Development Team instructing them to review/update their military record.
To complete an R-DP, visit myPers. Click on the vPC dashboard link, then find the “Action Requests” tab and click on R-DP. Each Development Team reviews the R-DP and the vectors (recommendations on assignments, DE, and other leadership opportunities) are sent to the individual via email, uploaded to their development plan and stored until the next visit to update their R-DP. Airmen should discuss their vectors with their leadership and contact their career fields assignment facilitator to discuss opportunities.
To view the DT schedule for 2016, visit myPers and type "CY16 Development Team Schedule” in the search box. Besides development team events, ARPC also executes special boards, school selection boards (to include in-residence Intermediate Developmental Education and Senior Developmental Education), and manages the Joint Qualification System program.
The Reserve School Selection Board and the Reserve Developmental Education Designation Board are the means by which officers compete and are selected for education/training opportunities. Similarly, the Enlisted Development Education Board is the means by which enlisted Airmen compete for education/training opportunities.
The requirement for commissioned officers to be educated and experienced in joint matters was codified as part of the Goldwater-Nichols Act of 1986.
The JQS builds upon this historic legislation by providing a structure that recognizes the expeditionary and inherently joint nature of how military forces operate in the 21st century.
The JQS offers four levels of joint qualification to recognize the career-long accumulation of joint knowledge, skills and abilities. Officers through colonel may self-nominate experiences and request award of “joint experience points” by going to http://www.dmdc.osd.mil/appj/jmis/JQSindex.jsp.
Submissions are screened and vetted by the service Joint Officer Management and Personnel/HR staffs before being forwarded to the joint staff for evaluation by a Joint Experience Review Panel.
The Joint Experience Review Panel is chaired by JS/J-1 and composed of senior officers representing the services.
Brigadier generals (or selects) should contact their General Officer Matters office for details on how to self-nominate.
For more details, visit myPers or contact TFSC.
Career Field Management
The Force Development execution phase responsibility is ever evolving. Currently, we have officer assignment facilitators who work closely with the DT, career field managers and other senior leaders to ensure we properly develop our future leaders.
Career field assignment facilitators are the “front line” in experiential development. The facilitator’s main job is to put the right person in the right place at the right time in their career.
Assignment facilitators offer career counsel to officers based on DT vectors. They understand the needs of the hiring authority, the career field and the individual officer and match the opportunity to the right officer.
They are the conduit between the DT and the officer establishing a genuine relationship with all in an effort to be the “honest broker” for the command.
Assignment facilitators also provide statistical analysis on career field vacancies and demographics to the CFM.
The analysis allows the career field senior leaders to plan and make predictions about future requirements.
For further information on your vector or career field force development issues, contact the appropriate assignment facilitator or your CFM.
Officer Promotions
Each year about 7,000 Guard and Reserve officers are considered for promotion by central selection boards held at ARPC.
Officers have control over the factors contributing to selection or nonselection. To maximize their chances for promotion, officers should understand what a selection board is tasked to do and the tools that are available to accomplish the task.
Promotion Selection Board
A selection board identifies officers who have demonstrated the potential to serve successfully in the next higher grade.
To determine an officer’s potential, the board is instructed to evaluate each of the eligible officers using the whole-person concept.
The whole-person concept considers such factors as an officer’s demonstrated performance, breadth of experience, job responsibility, professional qualities, job knowledge, specific achievements, and leadership.
A board member’s assessment of potential is based solely on information documented in the officer selection record. AFI 36-2504, Officer Promotion, Continuation and Selective Early Removal in the Reserve of the Air Force, specifies the documents authorized in the OSR.
Board members review officer performance reports, letters of evaluation, training reports, citations and orders for approved decorations, a computer-generated officer selection brief, promotion recommendation forms (for lieutenant colonel/colonel promotion boards, all position vacancy boards and major promotion boards when there is a do-not-promote recommendation), and letters to the board president if submitted.
All courts-martial convictions are filed in the officer selection folder for review. Other derogatory information, such as letters of reprimand and Article 15 actions, are also reviewed by the board, if placed in the selection folder by the issuing authority.