Staffing Plan

Staffing Plan

Christian Frisina

MGT/431

June 21, 2012

Sarah Chapman

With the budget cuts and newly founded restructuring of the Air Force on an epic level, complying with day-to-day operations at home and abroad is difficult at best. Both military members and civilian positions are on the proverbial chopping block, depending upon importance to the Air Force mission capability and importance. The cumulative changes will result in a reduction of 9,000 airmen, including 3,900 active duty personnel, 5,100 Air Guardsmen and 900 Air Force Reservists (Air Force Staffing Impacts, 2012).  By accomplishing a staffing plan, position determination becomes a much easier process to comply with especially during these difficult times.

The development of a staffing plan can be rather difficult, especially when using the United States Air Force as the example; the first issue is with employee turn-around, as a consistency in labor and leadership become a major obstacle. Starting with a definition of what a staffing plan is a refresher of information and a way to refocus on the task at hand. It is the job of the manager, or line level supervisor to be able to adapt to this quickly, being able to make and request adjustments upon necessity. With practically zero control over hiring or initial training, this task can become a mundane process quickly. Understanding the concept of what skill levels and how many of each is required to get the job done effectively and efficiently takes a great deal of planning, usually backfilling positions with National Guard or Reserve forces until a decision can be made.

Determining the proper number of employees necessary to function and to what areas to focus on for employment is a difficult duty, such examples are mission support and operations, aircrew personnel and support, and medical operations. Starting the process with military installation location, size, command, and mission are important factors in personnel...