Training Program



Training ProgramJamie M. TrainAET/570September 14, 2015Dr. Gale CossetteTraining ProgramThis training program will be presented to the Force Development Squadron for the training and development for airmen in the United States Air Force at McConnell AFB, Kansas. This training will provide the airmen tools to become professionally aware, and help them to become better leaders in the future. Part I - Training Program DescriptionAs mentioned in the introduction, the goal is to provide airmen with a variety of learning environments on how to progress professionally. These programs will include mentoring, training (it is never too early for supervisory training), how to look out for themselves both professionally and personally, etc. These are young airmen with the majority just out of high school with no life skills outside of their parents’ home.The importance is to take young airmen who are essentially lost, and turn them into productive and confident leaders. One aspect that is contributive to this is the training provided, not only by direct supervisors, but anyone higher ranking than the airmen they may meet on any day. As any company knows, there are good leaders and there are bad leaders. This is where those that are in charge of training can make a difference outside of those encounters. The training and education department will have the right and necessary information for those airmen to succeed if they are looking for guidance. Education and training is responsible for:Furthering educationProviding guidance on careers within the Air ForceProvide updates to records for both education and trainingGive additional training opportunities to enhance their careersProvide airmen with contacts for specific needsThe intended audience is younger airmen, but it does not discount anyone else. The programs the office has can be applicable to anyone in the Air Force, but is primarily built for young airmen. The primary goals are to offer help in any way the office can to any airmen. The Air Force is a closed sector, and most airmen do not deal with a lot of outside vendors when they are younger, and it is very easy to get overwhelmed or taken advantage of. Goal 1: Airmen will demonstrate understanding in life skills to become leaders with a 95% accuracy. Objective 1: Airmen will utilize the information given to them with a 100% accuracy.Objective 2: Airmen will discuss the skills taught in the course with a 100% accuracy.Part II – Needs Analysis“Leadership is a process by which a person influences others to accomplish an objective and directs organization in a way that makes it more cohesive and coherent. Good leaders are made not born, through continually working and studying to improve their leadership skills. In this course, individuals will learn the principle of leadership, the different types of leaders, and how to motivate employees. Leaders will learn progressive discipline, which is an essential part of leading people.” (Smith, 2015) One of many services offered by the Education and Training department will help future leaders when there is someone that cares about the future of the airmen. Three techniques will be involved to evaluate the needs analysis. When airmen first get the base, they go through a class in the education wing called First Term Airmen’s Center (FTAC). One of the three techniques that will be used with this group will be a questionnaire at the beginning of the course, and at the end. Their information will be gathered so that a follow up can be accomplished to see how the airmen are sufficing with the information they were given when they first arrived and what information has slipped through the cracks and a refresher needs to be accomplished. What was covered in the FTAC training and what wasn’t? The second technique that will be used is group sessions. This can be done during the FTAC class, and then follow ups. The benefit of the military is members are usually willing to provide information on how training went. So offering a follow up group counseling session will be beneficial to the airmen in the future in the group and future airmen coming to the base. The third and final technique will be the questionnaires. The questionnaires are always conducted during their FTAC training, and it is a good way to know what was informational to them, and what can be added or changed. Being a military institution some of that information they need to know whether or not they like it. Certain questions that will be offered are:What training or information should be given?Which training was not beneficial?Is this information necessary for implementation into the Air Force life?Which training was most beneficial?What are key areas that were surprising from what was told before entering the Air Force?Every airman must go through FTAC, and within the last couple years it has been extended. “In an effort to provide training that is compatible with every Airman's unique social circumstance, the Professional Enhancement Center staff is adding an additional day to the First Term Airman Course, beginning July 15. Previously a four-day class, FTAC is designed to help Airmen fresh out of technical school transition into the operational Air Force.” (Palyan, 2013) This is a way to give married airmen the additional information they need to know that the single airmen would not benefit from listening to at the time. All three of the techniques to assess the needs of the airmen will help them in the future, and help the education and training department alter the training and educational information to fit their needs. Additional information that is given is after the airmen conduct the training required, they are allowed to pursue higher education as soon as they feel comfortable. There are incentives such as: awards, getting “below the zone” (this is where an airman is compared to a select few of his/her peers and are selected to promote sooner than expected), and personal growth.Part III - Budget The budget for the training and education department is based off what the needs are of the airmen. If the needs are assessed correctly, money should be available. There are no expenses when it comes to using a facilitator for these courses or counseling sessions. Other expenses could be using outside mentors or speakers, all the materials and supplies, etc. Computers and personnel are already part of the Air Force budget, so this would not be established in the Training and Education budget for this plan. BudgetInstructors/CounselorsSalariedComputers/Technology$0.00 (already paid for)Speakers/Leaders$1,000Materials/Supplies(Pamphlets, paper, pens/pencils, highlighters, books, etc.) $2,500Technical support$0.00 (salaried)Software$800Miscellaneous$500Total Expenses$4800.00 per fiscal yearAdditional Income EstimatesDonations by Public$500Donations by Golden Eagles$2,000Parent Company (Federal Government)$1,000 (when funds are available)Miscellaneous$200Total$3,700Occasionally, donations will be supplied as shown above. Golden Eagles are a group of highly involved individuals with the base. They are similar to stakeholders, but they have no say with what goes on with the base whatsoever. The other sources will come from local businesses, and generous donors such as families, schools, churches, etc. Every now and then funds will not be made available by the government for its own agency, but this could be due to fiscal constraints. As seen in 2013 with the furlough, everything was shut down to include the pay for government workers. Part IV – Staffing PlanThe staffing plan is very involved, and small. The education and training department will make sure all the requirements are being made, and assessments are being conducted. The trainers will be established well in advance. If there is a training requirement that involves outside the base help, the education and training department will be sure to get the most qualified person available to provide the best training available. Each member must be knowledgeable in their perspective field. If the person is military they must be a Staff Sergeant or above (qualified at least a 5 or 7 skill level in their job), or have leadership recommendation for a Senior Airmen. No one below a Senior Airmen will be allowed to conduct any kind of training for new airmen. Partially because there will be airmen in the class that will hold the rank of Airman First Class, and that is the rank before Senior Airman. If the individual is a civilian, at least a bachelor’s and approved by the flight chief to represent and facilitate. The time requirements of each facilitator or counselor will be thirty minutes to one hour depending on subject. The FTAC class is a five day accelerated course that includes medical appointments and other required appointments to be in processed to the base. Each facilitator will require the airmen to ask questions (most of the time airmen will not ask questions because they are new and are afraid to sound stupid). The stakeholders in this case are squadrons, and on a bigger sense the department of the Air Force. The resources that will need to be required are: Internal, external, and additional. All of these resources are important to make the program work. The resources just don’t work for FTAC, but for all airmen (everyone in the Air Force is an airman) in the Air Force. Internal resources could be those with certain skills that were required either by military or personal experience in life. External resources in this case would be anything pulled outside the base. This could even involved taking a field trip to a car dealership to get the rundown of how purchasing a car is done, and how easily it can get out of hand and someone could be taken advantage of very quickly. Additional resource needs would be up to each facilitator with whatever they bring to the training whether it is a physical item or a visual aide. The strategy to fill resource gaps would be to have extra facilitators on hand. These would be the facilitators that are “nice to know” but not a “need or must know”. Additional life experiences are always appreciated, and visual aids (videos, training aids, etc). There will be times when the mission comes first and a back-up training session must be done. If a specific training that an airman must have cannot be done during the allotted FTAC course, they must report to their supervisor and back to the FTAC center once it has been accomplished. Like mentioned before, most of the training is mandatory whether or not the airmen want the training. Additional information about commissioning or education in general can be provided on a case by case or as a whole. The education department provides the airmen with the requirements already met, and how to update their education records. An example would be, “Air University: Education. Air University, with headquarters at Maxwell AFB, Alabama, provides the full spectrum of Air Force education, from pre-commissioning to the highest levels of professional military education, including degree-granting and professional continuing education for officers, enlisted members, and civilians throughout their careers. AU, which is accredited by the Commission of Colleges of the Southern Association of Colleges and Schools, conducts courses both in-residence and via distance learning. (U.S. Air Force, 2014) There is a lot of information there that could fill a gap if necessary. Staff performance evaluations will be completed when the airman are done with the training. The questionnaire will include questions such as:Do you feel the instructor knew the information that was being taught? Yes, No, N/A, or ExplainDo you feel they were professional in the manner in which they presented it? Yes, No, N/A, or ExplainDo you feel this training met your needs? Yes, No, N/A, or ExplainIs there more you wanted to know? Yes, No, N/A, or ExplainDid the facilitator answer your questions? Yes, No, N/A, or ExplainDid you feel comfortable to ask questions? Yes, No, N/A, or ExplainPart V – Stakeholders and GoalsStakeholdersPartnership goalWays to build supportLearnersTo teach and to learn-The learners should ask questions of the trainers.-The Trainers should ask questions of the learners.-Collaborate and interact.-Be curiousTrainersCreate an environment that allows for learning and growth.Treat learners as adults. They may be new to the Air Force, but they are adults.SupervisorsProvide airmen with prior knowledge and set expectations to learn.Be sure supervisors know they can follow up and see how their airmen are doing at any time. Create an open door with supervisors during and after class.DonorsProvide quality resources that can be used on a daily basis for the best training environment.Be sure resources are not being abused or not needed.LeadershipProvide results the turn airmen into knowledge ready and confident leaders.Give constant updates and allow for suggestions at any level for improvement of program or an inclusion of a training tool.Part VI – Communication PlanMarketing Logo, Slogan, and FactsheetFirst Term Airman’s Center~Becoming tomorrow’s leaders from day oneThe logo is Air Force blue, but with a beginners design to signify the beginning of the true Air Force. The slogan is specific to McConnell Air Force Base. The saying, “Becoming tomorrow’s leaders from day one”, is how the leaders see airmen when they come in the Air Force. The knowledge is that they must be trained to take over the positions of those that separate or retire. It is everyone’s job in the Air Force to train to keep the mission going, and this starts from day one. This can be said from basic training, all the way to retirement. Fact SheetWhat information will be gained from this training?As a new airman, you will be given the tools you need to succeed here at McConnell Air Force Base, and the Air Force as a whole. You will be given contacts, and resources that will follow you throughout your career and you will one day be able to provide the same information to another airman.How does this help me, help others?Being brand new, you are given the resources that your co-workers were once given, but might have forgotten about since the last time they were in the training. Or, if new airmen come in and they miss this training day, they can get additional information from you.How will this affect me as an airman?This training is mandatory, and a lot of the information is pertinent to your success of getting in-processed into the base. Failure to complete all the training could lead to delays in further training, and possibly delay promotion depending on how long it goes without completion. Can I miss this training?No. This is a mandatory training for all airmen.Who will be training me?You will have a variety of different agencies around base come and provide training from 30 minutes to one hour depending on the subject. Some training may take longer depending on the requirements. There are times that can be used for personal appointments.Training Program BenefitsThe First Term Airman’s Center training program is vital to the success of new airman. These airmen are brand new and have no operational experience. This is a great stepping stone and allows them to be slowly integrated into their work center, and getting properly in processed which may or may not have happened on their own with the help of a supervisor. Work centers are busy, so finding someone to take the time to take their airman to get all the tasks done would be counterproductive, and thus the reason and need for this training program. This program gives the airmen the opportunity to build connections with other new airmen, and find out all that the Air Force has to offer them before they officially start their job training for the next year. The exposures to all the programs allows airmen make wiser decisions, and ask questions before making rash and spontaneous decisions. All the facilitators are experts in their field and will only help the airmen in the way they need to be helped. Leadership will show expressed concern with the growth of their airmen or held accountable by reflection in their evaluation reports. Promotional Channels and MaterialsThere is no promotional channel due to the fact that it is a mandatory training course for new airmen. Those who have transferred into the base will go through a different inclusion course called Right Start, which will give them information on the resources available at this particular base. The supervisors will be held accountable for their actions of providing a learning environment suitable for airmen and their needs. Failure to do so can be detrimental to their careers. This is a way to keep supervisors engaged. There are too many airmen that are lost, and need guidance, and the supervisors have left them to their own accord.Part VII – Program Evaluation“Over the years, more than 25 million students have graduated from AETC training and education programs.” (U.S. Air Force, 2014) Training and education is very important to the Air Force, and every step counts. The education center believes if one airman can be inspired to pursue a better life, whether it is higher education, commissioning, etc, then it has been worth all the while. Program evaluations are essential to make sure that the learners are getting what they need, and that the trainers are not wasting their time. As far as andragogy goes, this training should be well received because it is relevant to the airmen and what they need to succeed as an airman in the Air Force. The program evaluation will be conducted by the trainers. There will be a survey at the beginning with what they expect to learn, and one at the end to see what they have learned and if it was beneficial to them. Informal evaluations by class discussions will be conducted throughout the one week (five business day) course. There will be no multiple choice tests, just informal evaluations, observations, and surveys. As mentioned before follow-ups will be performed at 6 month and 12 month intervals, to see what was retained, what was lost, and what was learned that wasn’t taught that could be beneficial. ConclusionThe First Term Airman’s Center program is crucial to integration to the operational Air Force from a “military instructor, highly critiqued”, to a more relaxed atmosphere. When airman come to the base, it is overwhelming, the program is designed to help transition, and meet other people before beginning their on the job training. The more the airmen can give fulfilling feedback, the better the education and training department can make it better for newer airmen coming into the base. This plan covered seven areas: The training program description, needs analysis, budget, staffing plan, stakeholders/goals, communication plan, and program evaluation. This should give an overall view of the program and how why it is important to the airmen and the Air Force.ReferencesPalyan, H. (2013, June 28). FTAC extended to better meet needs of airmen. Retrieved from , D. (2015). McConnell AFB Leadership Pathways Course Catalog. Retrieved from . Air Force. (2014, October 06). Air Education and Training Command. Retrieved from ................
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