Assignment 3: PAD-530 Agency’s Law and Ethics of Hiring a Diverse Workforce, Part 3

Evaluation of Agency’s Public Personnel Administration

Delores Blango

Strayer University

Dr. Pantaleo

PAD 530 Public Personnel Management

November 5, 2019

Evaluation of the Agency’s Public Personnel Administration

Organizational Design

Managing human resource in the U.S Air Force is not an easy task. It distinguishes itself from other corporates in terms of the staff outlay which gets to more than half a million, including the non-militant staff. The agency has very diverse and classified operations, unlike the other corporations. The structure is also complex with different stakeholders from within and outside the agency. To cater to these complexities, the agency usually uses a small team of highly trained human resource management professionals to run the respective department.

The air force has used two governing bodies to foresee the HRD. The first body is the Force Management and Development Council (FMDC) and the current one running the docket is HRM Strategic Council (HSC). The Air Force is not entirely the only government structure with an exclusive human resource strategy. In the military, the human resource system is usually closed. In normal circumstances, the HR can hire outside the company to fill empty positions however that is not the case for the military. This means that the HR department in the air force is limited to the internal human resource when it comes to replacements and new positions. This creates a challenge in the HRD in terms of decision making and their structure at large.

The FMDC governance provides a budget and policy linkage advantage because they are expected to operate at a specific budget in the execution of their duties. They also offer a skilled labour betterment approach to the force since they are trained adequately to bring out the best in the human resource. The system also has its share of weaknesses which include too much workload for one small structure trying to manage a massive team. the system also makes decision making hard since the Air Force is full of high ranking individuals who influence decisions a lot.

Global Linkages And Personnel Management

The Air Force is tasked with a role of ensuring the safety of the united state's airspace. This role comes with the need to form global partnerships that aid in the fulfilment of that objective. The program foreseeing this purpose is organized into two directorates. The executive office has a deputy under the Secretary of the Air force International Affairs (SAF/IA). Other key players are the foreign policy advisor, air national guard advisor, special assistant to the SAF/IA, and other support staff who are tasked with supporting as directed by the SAF/IA. This department has to coordinate with both the government and non-government entities to fulfil its objectives.

The two directorates in the programs are concerned with all tools involved in the global cooperation for security purposes and oversee the staff’s actions directed to the execution of these programs. The two directorates are policy and programs policy directorate and the regional affairs directorate. The policy and programs directorate coordinates all the programs. They act as the link to servicemen with their global counterparts. They also coordinate all airspace command protocols involving weapon launch outside and within their airspace. They are also tasked with ensuring that the militants get the required training for the special programs. In addition, they ensure that the programs are fully budgeted for and therefore have the control on the financing which includes the allowances the militants are entitled to. They are responsible for the militants supposed to handle the special programs.

The regional affairs directorate works to coordinate other supporting stakeholders to enhance the smooth running of the global programs. This gives them the mandate to offer strategic advice to the policy and programs directorate. Through the regional affairs directorate, the Air force is able to partner with other nations sharing a common goal. Their purpose is to foster public relations within the involved parties to ensure smooth program management.

Personnel Recruitment And Hiring Practices

The air force has two different hiring events. The fact that it comprises of both the militant and non-militant personnel makes the hiring processes different. For the non-militant or the civilian hiring process, the force focuses on people, process and policies. This means that the HRD focuses on giving all the civilians an equal opportunity in the selection criteria but only chooses based on the capabilities of the people to be useful in the intended policies and their ability to cope with the processes to accomplish the policies.

The selection is for positions that are not militant positions. In these positions, there are minimum requirements on the basis of training. For instance, if the vacancy was to look for a nurse, the force would have to consider the persons who did a nursing degree. The individuals would also have to be American Citizens. To ensure that they fit into the required policies, the people are further evaluated on their additional skills that could be in line with the intended or the already existing programs and policies in the force. These people could be sent as support staff on very crucial assignments, and therefore such posts cannot be filled by everyone. After the selection process, the selected people have to be put under a training program to familiarize themselves with the norms of the force. As much as they may be professionals in their respective fields, the working circumstances become totally different in the military, and therefore they require additional skills to be able to work effectively. Due to the complexity and the vitality of the force, a lot of processes are involved in getting the right candidature for the positions. The process may take as long as 90 days to ensure the legal and security parameters are totally met.

For airmen recruitment, the interested recruits usually apply on the air force website and are trained to be militants. The criteria are not for the selection since becoming an airman is by choice, mostly. When one joins, they undergo the necessary training to be airmen.

Employee Skills Training

The recruits who join the force are first trained to be airmen. There is a fundamental training that is mandatory to all airmen. After accomplishment of that, the airmen are then evaluated on the basis of their talents and abilities and recommended for additional training which advances to career. The air force offers a wide range of career opportunities to their airmen which allow them to work even outside the force. This means that one could choose to be doctor or any other career they consider pursuing. The force also offers specialized training in terms of combat depending on one’s unique abilities. Some people are trained as pilots, snipers and other specialities.

For the civilian staff, the training is a way of inducting them into the force by giving the basics of what it entails to be in the force. They are usually guided on the codes of conduct including privacy and also learn the chain of commands and how they influence decision making. The force allows civilians to better their skills to fit the working environment. In case of special assignments, the staff is also trained adequately to ensure the success of the tasks. Air force tasks are highly sensitive, so they are usually keen to offer adequate training.

Recruiting And Training Recommendations

The air force has recorded a decline in people interested in joining the force as airmen, particularly young people. The force should come up with special programs that recognize talents applicable in the force among the young people. They should partner with the colleges and high schools by incorporating clubs for students to enrol. This would ensure the creation of passion in the sector. More young people would learn about the force, its purpose and how their talents could be enhanced by joining the force. The programs could also be used for the non-militant positions where some of the people could have skills that may not fit them to be airmen but could help support the objectives and purpose of the air force. This is part of public participation in the agency.

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