18 Aug 08 "Enlisted Perspective" From the CMSAF - Evaluating Airmen

[Retired Command Chief]

Join Date: 07-08-2008
PostsTotal Posts: 367 (5.40 posts per day)
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Sounds like you don't have much time for luch either, you would have to pull away from this pastime.

Maybe if you spent less time blogging you would have time to take care of the troops and be politically correct.

When writting in an official nation wide publication (Air Force Times), political correctness is important unless inclusion of all Airmen is not a priority.

[VFFSSGT]

You have got to be kidding me... You are implying that I do not have time to take care of troops because I post an average of 5 posts a day. The average time I spend on a post is probably around 3 minutes. That woud be 15 minutes a day. I only spend maybe 20-30 mins a day reading through this forum; sometimes less, sometimes more.

I have not and never will be or stand for political correctness. It is my utmost belief that the Air Force has the problems it has today because of old Chiefs and other senior leaders with your mentality. Like I said before, thank goodness you are retired. Thank you for your service but I sure am glad you are out of the way now! Only a few more of 'you' to go...

By the way, the Air Force Times is not an official publication.

[softroop]

This was a key reason in my deciding to retire at 25 years. Management's position that everyone gets a firewall 5 (basically unless they have Non Judicial Punishment or worse in their records) crippled supervisors throughout the base. The problem is the fact that the ratees knew management's position; therefore there was no motivation to exceed the standards...no motivation to even comply with standards...management sabotaged the standards!
Here's another example. I rated another MSgt. During feedback sessions I told him his performance was good, but he wasn't doing anything to separate himself from the main group. He agreed and stated he had no desire to be competitive for immediate promotion. I write his EPR; it gets kicked back by the CCC and O-6, stating it's not strong enough for Sr Rater endorsement. Even after several meetings where I stated the bullets were accurate, (and that he didn't actually do anything worthy of SR endorsement), they wanted me to make that EPR strong enough to get Sr Rater endorsement. Whether the bullets were true or not was irrelevant. So here's a situation where the ratee and myself agree with the report not closing out at Sr Rater; yet again I'm fighting management about it (to include the Command Chief)! The story doesn't end here...
The O-6 sends the report to the 1st endorser, advising him to change the bullets in his section to make it worthy of SRE. However, as the Group Supt, I reviewed all reports (to include ones I rated). During a meeting with the endorser I told him I wouldn't change anything, and I would not write a bullet that was not true. Now here's the grand finale...
The Command Chief then calls in the ratee! After the ratee acknowledged the CCC that he knew the impact of not getting SRE, management finally let the EPR go through. YGBSM! As a CMSgt, this is the kind of !@#$ I went through at this unit. O-6s, CCCs, all corrupt! I never gave in to them though, not once, because as stated in another post, the person who ultimately gets screwed is the person who truly has gone above and beyond.

[CrustySMSgt]

Originally Posted by softroop

This was a key reason in my deciding to retire at 25 years. Management's position that everyone gets a firewall 5 (basically unless they have Non Judicial Punishment or worse in their records) crippled supervisors throughout the base. The problem is the fact that the ratees knew management's position; therefore there was no motivation to exceed the standards...no motivation to even comply with standards...management sabotaged the standards!
Here's another example. I rated another MSgt. During feedback sessions I told him his performance was good, but he wasn't doing anything to separate himself from the main group. He agreed and stated he had no desire to be competitive for immediate promotion. I write his EPR; it gets kicked back by the CCC and O-6, stating it's not strong enough for Sr Rater endorsement. Even after several meetings where I stated the bullets were accurate, (and that he didn't actually do anything worthy of SR endorsement), they wanted me to make that EPR strong enough to get Sr Rater endorsement. Whether the bullets were true or not was irrelevant. So here's a situation where the ratee and myself agree with the report not closing out at Sr Rater; yet again I'm fighting management about it (to include the Command Chief)! The story doesn't end here...
The O-6 sends the report to the 1st endorser, advising him to change the bullets in his section to make it worthy of SRE. However, as the Group Supt, I reviewed all reports (to include ones I rated). During a meeting with the endorser I told him I wouldn't change anything, and I would not write a bullet that was not true. Now here's the grand finale...
The Command Chief then calls in the ratee! After the ratee acknowledged the CCC that he knew the impact of not getting SRE, management finally let the EPR go through. YGBSM! As a CMSgt, this is the kind of !@#$ I went through at this unit. O-6s, CCCs, all corrupt! I never gave in to them though, not once, because as stated in another post, the person who ultimately gets screwed is the person who truly has gone above and beyond.

I guess I've been pretty lucky to date, as I've not run into leadership who act as yours did. I've recommended many a SNCO EPR close out at the Sq/CC and most of the time they bought in... and the few times they didn't, I am satisfied that they took in all the info and made an informed decision.

Can't imagine quitting anytime soon... but I suppose if I were to have to deal with this sort of leadership for long, I'd eventually get beat down.

Thanks for your service Chief... sorry to hear they ran a good Chief off.