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Good afternoon . Depending on where 

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you're joining us . Either a good 

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morning or a good afternoon to you and 

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welcome to the Air Force Material 

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Command , july mentoring event . My 

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name is jennifer Bauer . I'm the chief 

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of the personnel programs division in 

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the Director to personnel at the Air 

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Force Life Cycle Management Center and 

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will serve as your moderator for 

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today's engagement . In early 2022 , 

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the Air Force Material Command embarked 

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on a path to deploy a robust cross 

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cultural mentoring campaign focused on 

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providing inclusive mentoring 

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opportunities . At the heart of this 

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effort has been to ensure that airmen 

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across the command have the opportunity 

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to be mentored regardless of personal 

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life experience , geographic and socio 

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economic background , educational 

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background , work experience , physical 

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abilities , philosophical and spiritual 

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perspectives , age , race and more . 

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Today's event is sponsored by the Air 

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Force Material Command , civilian 

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personnel action analysis , match match 

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com barrier analysis working group or 

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Magic Dog and represents the fifth 

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cross cultural mentoring opportunity 

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hosted by the Air Force Material 

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Command . Since inception of this 

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campaign in february 2022 um please be 

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aware while this session is being 

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recorded , The chat will not be 

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recorded today and non attribution 

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applies . If you have questions for the 

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panel today , please use the Q and a 

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feature included in today's webinar . 

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It's now my distinct pleasure to 

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introduce Mr . Bill Snodgrass Director , 

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Manpower , personnel and services of 

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the headquarters , Air Force Material 

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Command and co champion of the civilian 

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personnel action analysis maj fog to 

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provide opening remarks to help us kick 

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off today's exciting and informative 

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event sir , the floor is yours . Thanks , 

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jennifer , turn it over to me , welcome 

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to everyone and jennifer said it needs 

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to be exciting and informative . So she 

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has , she has definitely raised the bar 

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high . But just on behalf of General 

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Duke Richardson , who is the commander 

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of a FMC and Lieutenant Colonel Karl 

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Schaefer who's , who is our D . Com . 

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Welcome for those of you that may have 

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seen the original advertisement that 

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said General Schaeffer was gonna be 

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giving you words of wisdom this morning . 

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Unfortunately you've got the B team 

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here with me today . He was graduate 

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the last minute for a D . Com meeting 

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with all his fellow D comes from all of 

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their mass comes in executive session . 

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So I'm quite sure we're having more fun 

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than than he likely is now . So I'll 

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just expand a little bit on what , what 

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jennifer shared . She did a great job , 

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I think really team things up and I'll 

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talk about mentorship programs in 

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general and and at least in my opinion , 

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it really helps participants take 

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ownership of their own personal as well 

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as professional development rather than 

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feeling stagnant in their jobs , 

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participants get an opportunity to 

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exercise growth , the relationships 

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with their mentors and really have a 

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trust for the resource that they can 

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bounce ideas off of and who to consult 

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the for for advice and hopefully it's a 

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long term relationship and not 

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something that that is taken lightly by 

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either member jennifer mentioned 

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today's event is the fifth of 88 . 

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Excuse me . Virtual mentoring events 

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that are taking place in the FMC . This 

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fy the format for this particular one 

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is is slightly different because we're 

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actually gonna be folks facing on uh 

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things that we've been working on in 

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this particular , manage bog and 

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hopefully providing you an 

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understanding of agencies unique D . E . 

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I . A diversity equity inclusion and 

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accessibility initiatives and how we 

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can assist both . How understanding 

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those programs can assist both mentors 

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as well as mentees . The goal of all 

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these events , quite frankly , is 

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develop a mentoring culture and FMC 

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that nurtures a deeper working 

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relationship and values the of all our 

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employees . When employees have a place 

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where they feel that they can focus on 

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their own development , are comfortable 

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taking risk , exploring possibilities 

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and they can opportunity to gain 

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exposure to senior leaders and also 

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where we all understand that 

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differences are not only effective life , 

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but they're actually valued and that 

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all parties feel understood and 

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appreciated and know that they're an 

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integral part of accomplishing our 

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mission . Our our strong mentoring 

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programs when you look at what makes a 

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strong mentoring program , those are 

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ones that that not only support new 

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hires but also create an open door and 

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when I say hires are predominantly 

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talking civilians , but on the military 

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side , I will talk about supporting 

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people new to the command . So good 

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mentoring programs not only support 

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folks that are new to the organization 

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but also create an open and inviting 

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culture that emboldens all workers to 

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contribute their ideas for getting the 

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job done . So not only just the newbies 

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but the folks that have been here for 

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many , many years . One of the most 

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important things also about making sure 

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that your mentoring program is not just 

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a program where you check a box and 

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it's actually effective is to really 

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look at how far the positive rip uh may 

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reach . The positive effect may go out 

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throughout the entire organization , 

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mentoring benefits and organization by 

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improving job satisfaction and 

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retention . We've shown that it also 

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aids in the personal and professional 

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development of the mentee also 

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personally believe that mentors 

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themselves off actually benefit from 

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these relationships too . Diversity , 

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equity , inclusion and accessibility 

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are no doubt significant challenges 

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facing our workforce today and I'm 

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hopeful that's one of the reasons 

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you've kind of tuned into dialogue with 

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this event today sessions as we 

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mentioned early on will focus on our 

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civilian personnel actions specifically 

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what that that analysis working group 

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is doing . You don't have an 

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opportunity here more about not only A . 

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F . C . Is focused on R . D . I . A 

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initiatives but also a little bit of a 

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dialogue about how mentors play a key 

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critical role in mentoring employees 

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through their challenges and and 

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successes throughout their career . So 

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I'll close by just saying thanks for 

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taking time out of your day to 

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participate . I know you're all busy , 

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we're all quite frankly busy , but 

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thank you for taking the time . I hope 

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you find this value added . I hope 

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you'll find a couple nuggets that are 

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useful for you either if you are a 

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mentor or mentee and I hope it'll help 

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with your professional development . So 

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with that jennifer , I'll toss it back 

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to you sir , thank you for your opening 

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remarks and also offering a glimpse at 

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the important topics that will be 

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discussed during the course of today's 

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event for those who participated in 

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past Air Force Material Command 

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mentoring events this year . Today's 

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event may look and feel a little 

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different than our past events over the 

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course of our event . Today will offer 

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now not one but two separate leadership 

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panels . Our first panel will discuss 

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the Air Force Material commands , 

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diversity equity inclusion and 

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accessibility initiatives , and the 

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second panel will address how we can 

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leverage this information to engage in 

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powerful mentoring relationships 

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through both successes and challenges 

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in an airman's career . Today you'll 

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have the opportunity to hear from a 

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total of seven diverse panelists from 

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across the Command at the end of 

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today's session time has been reserved 

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to also answer questions from the field . 

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It's our aim to answer not only those 

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questions submitted to our team in 

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advance of today's event , but also 

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questions from each of you that may 

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arise as you tune in to listen to 

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today's discussion . If you do have a 

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question for our panelists today , we 

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ask that you please use the Q . And a 

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feature to post your question and at 

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the end of both panels will begin 

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asking your questions allowed for our 

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panelists to answer . So without 

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further delay , it's my pleasure to 

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welcome to today's event . Our 

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panelists for segment one , I'd like to 

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welcome back Mr Bill Snodgrass and 

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joining him will be Mr Ronald Raton , 

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the Command Council of the Headquarters , 

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Air Force Material Command and Mr keith 

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Tickle , the chief diversity equity 

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inclusion and accessibility officer of 

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the Headquarters , Air Force Material 

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Command . So to each of our panelists , 

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thank you for joining us today and 

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let's dive right into today's topic for 

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Mr Raton . Can you start off our 

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conversation today by talking with us a 

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little about what is meant when we hear 

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the term affirmative employment and can 

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you share with us what this term means 

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to the Air Force Material Command ? 

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Yeah , absolutely . Thank you . Thank 

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thank you so much , jennifer . Um And 

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let me start by saying just what what a 

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what a privilege it is to be on this 

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panel with Mr Snodgrass and Mr Tickle 

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and to be a co champion of the C . P . 

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A matchbox with Mr Snodgrass . Um So 

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this is a great question because 

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honestly I think a lot of folks 

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probably are not aware of the 

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affirmative employment program , but 

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it's it's really a key part of Air 

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Force equal opportunity uh and even 

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defined in in an A . F . I . 36 27 10 

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if you're interested . Um , but , but 

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what is it ? Well , it's a program 

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that's executed largely at the 

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installation level . Every base , if 

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you look around has an A . E . P . 

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Manager and their charges to regularly 

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look at employment practices across the 

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entire employment life cycles , not 

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just hiring . Um , but as Mr Snodgrass 

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alluded to in his opening remarks , the 

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training , the development , the 

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promotions , awards and so on , um , 

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and their charges to identify and 

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eliminate barriers to opportunity that 

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hamper the advancement of any 

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individual on the basis of race , color , 

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religion , national origin , age , 

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disability and so forth . So the 

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second part of your , of your question , 

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jennifer was , what does it mean to A F . 

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M . C . Well , in my view , it's 

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absolutely critical to mission success . 

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Look , I don't need to tell the 

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attendees here , we're a large diverse 

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command , over 80,000 people spread 

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across six functional areas or 

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functionally organized centers . And 

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I've worked under a number of FMC 

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commanders and they have all emphasized 

277
00:10:36,080 --> 00:10:38,710
just how crucial a FMC is to the rest 

278
00:10:38,710 --> 00:10:42,080
of the Air Force . Um , we can't do our 

279
00:10:42,080 --> 00:10:45,000
job if we don't recruit and retain the 

280
00:10:45,010 --> 00:10:48,270
best personnel possible . If there are 

281
00:10:48,270 --> 00:10:51,300
policies , practices or procedures that 

282
00:10:51,310 --> 00:10:54,140
have a discriminatory effect , people 

283
00:10:54,140 --> 00:10:57,240
won't want to work here . And if , if 

284
00:10:57,240 --> 00:10:59,184
our people are not being developed 

285
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because of such practices , then the 

286
00:11:01,240 --> 00:11:03,462
Air Force will be denied the benefit of 

287
00:11:03,462 --> 00:11:05,810
their contributions because they've 

288
00:11:05,810 --> 00:11:07,866
been denied the opportunity to fully 

289
00:11:07,866 --> 00:11:11,100
develop their potential . So we need to 

290
00:11:11,100 --> 00:11:13,156
make sure that there are no improper 

291
00:11:13,156 --> 00:11:15,200
barriers to opportunity standing in 

292
00:11:15,200 --> 00:11:18,220
their way . So that's the importance of 

293
00:11:18,220 --> 00:11:20,164
affirmative employment and what it 

294
00:11:20,164 --> 00:11:22,010
really means to A . F . M . C . 

295
00:11:24,580 --> 00:11:26,413
Sir , thank you so much for that 

296
00:11:26,413 --> 00:11:29,020
response . I'll now look to mr tickle . 

297
00:11:29,020 --> 00:11:31,410
So Mr Raton brought up some really 

298
00:11:31,410 --> 00:11:33,420
great points about how affirmative 

299
00:11:33,420 --> 00:11:36,550
employment is focused on identifying 

300
00:11:36,550 --> 00:11:39,010
and eliminating barriers that may 

301
00:11:39,010 --> 00:11:41,010
impact an individual throughout the 

302
00:11:41,010 --> 00:11:43,121
employment lifecycle . And so it made 

303
00:11:43,121 --> 00:11:45,288
me think about how do we use the terms 

304
00:11:45,288 --> 00:11:48,420
equity and equality ? Can you talk with 

305
00:11:48,420 --> 00:11:50,642
us about these two terms and help us to 

306
00:11:50,642 --> 00:11:52,587
understand if there's a difference 

307
00:11:52,587 --> 00:11:54,700
between the two ? Oh absolutely , 

308
00:11:54,700 --> 00:11:57,550
jennifer . You know , again I echo Mr 

309
00:11:57,550 --> 00:11:59,550
Raton's thoughts . I know we're all 

310
00:11:59,550 --> 00:12:02,000
busy and and I can't scream loudly 

311
00:12:02,000 --> 00:12:03,667
enough , The appreciation for 

312
00:12:03,667 --> 00:12:06,150
individuals logging in and even from A 

313
00:12:06,150 --> 00:12:08,910
D . E . I . A lens pushing a Fmc to the 

314
00:12:08,910 --> 00:12:10,966
front of the Air Force . But when we 

315
00:12:10,966 --> 00:12:13,775
look at terms like equality and equity , 

316
00:12:13,775 --> 00:12:15,997
we get those kind of misconstrued quite 

317
00:12:15,997 --> 00:12:17,886
a bit and a lot of times you have 

318
00:12:17,886 --> 00:12:20,235
social influence that impacts those 

319
00:12:20,235 --> 00:12:23,085
words . Uh And so the first thing I say 

320
00:12:23,085 --> 00:12:24,863
is we've kind of got to divorce 

321
00:12:24,863 --> 00:12:27,755
ourselves from those external 

322
00:12:27,765 --> 00:12:30,545
influences on our vernacular in D . E . 

323
00:12:30,545 --> 00:12:32,980
I . A . So I want everyone to think 

324
00:12:32,980 --> 00:12:35,840
about this . And equality is sameness 

325
00:12:35,850 --> 00:12:39,710
while equity is fairness . And we look 

326
00:12:39,710 --> 00:12:42,120
at that through the lens of getting to 

327
00:12:42,120 --> 00:12:44,490
opportunity and employment opportunity , 

328
00:12:44,500 --> 00:12:47,210
for instance , mentorship promotions , 

329
00:12:47,220 --> 00:12:50,670
um things of that nature . Uh So when 

330
00:12:50,670 --> 00:12:52,892
we look at equality , you hear a lot of 

331
00:12:52,892 --> 00:12:54,948
people say I just want to be treated 

332
00:12:54,948 --> 00:12:57,059
equally . And the reality is we don't 

333
00:12:57,059 --> 00:12:59,337
necessarily need to be treated equally . 

334
00:12:59,337 --> 00:13:01,920
First , we need to be treated fairly 

335
00:13:01,930 --> 00:13:05,850
and fairness or equity uh is something 

336
00:13:05,850 --> 00:13:07,850
that we've got to really look at as 

337
00:13:07,850 --> 00:13:10,680
leaders and peers um because we want to 

338
00:13:10,680 --> 00:13:13,570
mitigate inequities that are quote 

339
00:13:13,570 --> 00:13:16,620
unquote barriers to opportunity as Mr 

340
00:13:16,620 --> 00:13:19,730
Raton alluded to . So from A D . E . I . 

341
00:13:19,730 --> 00:13:21,900
A lens , we're always looking at 

342
00:13:21,910 --> 00:13:23,966
opportunities and that's the role of 

343
00:13:23,966 --> 00:13:26,770
match boggs to mitigate anomaly tease 

344
00:13:26,780 --> 00:13:30,360
or inequities that prevent individuals 

345
00:13:30,370 --> 00:13:32,920
uh from being treated the same as 

346
00:13:32,920 --> 00:13:36,580
others . So we want to make sure that 

347
00:13:36,590 --> 00:13:38,890
we look at equity in regards to 

348
00:13:38,890 --> 00:13:40,557
ensuring there are no various 

349
00:13:40,557 --> 00:13:42,501
opportunity , equality is treating 

350
00:13:42,501 --> 00:13:44,446
everyone the same . And so when we 

351
00:13:44,446 --> 00:13:46,557
treat everyone the same , I will tell 

352
00:13:46,557 --> 00:13:48,980
you the things we do is we kind of 

353
00:13:48,980 --> 00:13:52,380
discard differences . Uh So if we 

354
00:13:52,380 --> 00:13:55,010
treated everyone equally , we're going 

355
00:13:55,010 --> 00:13:56,732
to kind of put to the side the 

356
00:13:56,732 --> 00:13:58,843
differences that exist and we have to 

357
00:13:58,843 --> 00:14:02,130
recognize that differences do exist 

358
00:14:02,130 --> 00:14:04,430
across our A . F . M . C . Uh 

359
00:14:04,440 --> 00:14:07,000
enterprise . And one of my favorite 

360
00:14:07,000 --> 00:14:08,944
sayings to people is when you talk 

361
00:14:08,944 --> 00:14:11,310
about differences , differences don't 

362
00:14:11,310 --> 00:14:14,480
make us deficient . And so that is why 

363
00:14:14,490 --> 00:14:17,020
equity is so important to us . Again , 

364
00:14:17,030 --> 00:14:19,141
everyone should take away from this . 

365
00:14:19,141 --> 00:14:22,000
That equity is fairness and fairness to 

366
00:14:22,010 --> 00:14:24,177
opportunity . And that's the big thing 

367
00:14:24,177 --> 00:14:26,430
we're trying to pursue . Equality is 

368
00:14:26,430 --> 00:14:28,597
sameness . We want individuals to have 

369
00:14:28,597 --> 00:14:30,763
the same access to opportunities , but 

370
00:14:30,763 --> 00:14:32,986
we do know that there are barriers that 

371
00:14:32,986 --> 00:14:35,250
exist or inequities that exist to get 

372
00:14:35,250 --> 00:14:37,990
to that sameness . So that's that's 

373
00:14:38,000 --> 00:14:40,900
what we kind of push in D . E . A . And 

374
00:14:40,900 --> 00:14:43,011
that is a great question , jennifer . 

375
00:14:43,011 --> 00:14:46,570
So thank you , thank you so much for 

376
00:14:46,570 --> 00:14:49,170
that . Alright , so now I'll turn it to 

377
00:14:49,170 --> 00:14:52,500
uh Mr Snodgrass . So we've now heard 

378
00:14:52,510 --> 00:14:55,290
about affirmative employment and the 

379
00:14:55,290 --> 00:14:57,590
differences between equity and also 

380
00:14:57,590 --> 00:15:00,030
equality . It really seems like these 

381
00:15:00,030 --> 00:15:02,230
are pretty foundational concepts that 

382
00:15:02,255 --> 00:15:04,495
Maybe supported the development of the 

383
00:15:04,495 --> 00:15:07,325
Air Force material commands 12 unique 

384
00:15:07,325 --> 00:15:09,765
diversity equity and inclusion 

385
00:15:09,765 --> 00:15:11,987
initiatives that were issued by command 

386
00:15:11,987 --> 00:15:14,735
leadership in 2020 . Can you talk with 

387
00:15:14,735 --> 00:15:16,846
us today about what those initiatives 

388
00:15:16,846 --> 00:15:19,050
are and how they were selected . 

389
00:15:21,590 --> 00:15:23,646
Be happy to and and just a couple of 

390
00:15:23,646 --> 00:15:25,757
things to get into this . That that's 

391
00:15:25,757 --> 00:15:27,646
another great question . And I so 

392
00:15:27,646 --> 00:15:29,868
appreciate uh this sort of forum I know 

393
00:15:29,868 --> 00:15:31,923
as we go through the different panel 

394
00:15:31,923 --> 00:15:31,890
members , we're gonna eventually get a 

395
00:15:31,890 --> 00:15:34,920
chance to to uh even do more Q . And A 

396
00:15:34,920 --> 00:15:37,142
at the end . And this is so much better 

397
00:15:37,142 --> 00:15:39,309
I think than death by power point . So 

398
00:15:39,309 --> 00:15:41,476
uh thanks for the great questions . Uh 

399
00:15:41,476 --> 00:15:43,364
first I'll just start off with it 

400
00:15:43,364 --> 00:15:45,364
because you mentioned that the date 

401
00:15:45,364 --> 00:15:47,531
right jennifer of these 12 initiatives 

402
00:15:47,531 --> 00:15:49,642
and they basically came out in a in a 

403
00:15:49,642 --> 00:15:51,753
memo which is commonly referred to as 

404
00:15:51,753 --> 00:15:53,753
the I expect memo from our previous 

405
00:15:53,753 --> 00:15:56,110
Commander General bunch . And so one of 

406
00:15:56,110 --> 00:15:57,943
the first things we did when joe 

407
00:15:57,943 --> 00:15:59,999
Richardson first hit the ground , we 

408
00:15:59,999 --> 00:16:02,110
briefed him on those and talked a lot 

409
00:16:02,110 --> 00:16:04,054
about diversity X we inclusion and 

410
00:16:04,054 --> 00:16:06,054
accessibility . And I will tell you 

411
00:16:06,054 --> 00:16:07,832
right now he is formulating his 

412
00:16:07,832 --> 00:16:10,070
strategy and his thoughts on what is 

413
00:16:10,070 --> 00:16:12,540
going to be his messaging and maybe 

414
00:16:12,540 --> 00:16:14,651
messaging is the wrong word . But but 

415
00:16:14,651 --> 00:16:17,630
his strategy with regards to continuing 

416
00:16:17,630 --> 00:16:19,797
the good work that was done on general 

417
00:16:19,797 --> 00:16:21,860
bunches command clock and carrying 

418
00:16:21,860 --> 00:16:24,350
those through his tenure as well . For 

419
00:16:24,350 --> 00:16:26,183
those that we have heard General 

420
00:16:26,183 --> 00:16:28,406
Richardson's a change of command speech 

421
00:16:28,406 --> 00:16:30,461
which I think was about four minutes 

422
00:16:30,461 --> 00:16:32,461
long , maybe five minutes long . He 

423
00:16:32,461 --> 00:16:34,572
mentioned D . E . I A three different 

424
00:16:34,572 --> 00:16:34,500
times . So I think that definitely 

425
00:16:34,500 --> 00:16:36,980
gives us an indication of the fact that 

426
00:16:36,980 --> 00:16:39,202
it's still gonna be at the forefront of 

427
00:16:39,202 --> 00:16:41,424
what the commander is is wants to focus 

428
00:16:41,424 --> 00:16:43,270
on with his intent . It's also 

429
00:16:43,270 --> 00:16:45,381
something that obviously the Chief of 

430
00:16:45,381 --> 00:16:47,548
Staff of the Air Force has asked us to 

431
00:16:47,548 --> 00:16:49,770
focus on and I will tell you one of the 

432
00:16:49,770 --> 00:16:49,330
things the Chief of Staff has asked us 

433
00:16:49,330 --> 00:16:51,497
to focus on specifically on all things 

434
00:16:51,497 --> 00:16:53,620
is the civilian workforce . And quite 

435
00:16:53,620 --> 00:16:55,842
frankly , that's because we have 70,000 

436
00:16:55,842 --> 00:16:59,270
civilians of our 80,000 plus uh in a 

437
00:16:59,270 --> 00:17:02,040
fancy or seven . So obviously we really 

438
00:17:02,040 --> 00:17:03,873
have a sense on the pulse of the 

439
00:17:03,873 --> 00:17:05,984
civilian workforce and the climate on 

440
00:17:05,984 --> 00:17:07,873
all things to include diversity , 

441
00:17:07,873 --> 00:17:10,151
equity , inclusion , and accessibility . 

442
00:17:10,151 --> 00:17:12,318
So I know the Chief of Staff , General 

443
00:17:12,318 --> 00:17:11,860
Brown and the Secretary of the Air 

444
00:17:11,860 --> 00:17:14,050
Force are low Looking at General 

445
00:17:14,050 --> 00:17:16,440
Richardson and FMC to continue to kind 

446
00:17:16,440 --> 00:17:18,496
of lead the way on these initiatives 

447
00:17:18,496 --> 00:17:20,440
with regards to how it affects our 

448
00:17:20,440 --> 00:17:22,773
civilian workforce in particular . Well , 

449
00:17:22,773 --> 00:17:24,829
that means we still have 12 specific 

450
00:17:24,829 --> 00:17:27,040
initiatives or we we we include them 

451
00:17:27,040 --> 00:17:29,373
down to like six or we grow to 13 or 14 , 

452
00:17:29,373 --> 00:17:31,262
I don't know right now , but I am 

453
00:17:31,262 --> 00:17:34,150
confident that by around the end of 

454
00:17:34,150 --> 00:17:36,261
August I think we'll see something to 

455
00:17:36,261 --> 00:17:39,230
the field from General Richardson . So 

456
00:17:39,230 --> 00:17:40,952
now I promise to get to the to 

457
00:17:40,952 --> 00:17:43,900
answering the question here . So , so 

458
00:17:43,900 --> 00:17:45,956
these initiatives were driven by the 

459
00:17:45,956 --> 00:17:47,850
fact that that our diversity is 

460
00:17:47,850 --> 00:17:50,040
actually our greatest strength if we 

461
00:17:50,040 --> 00:17:52,096
capitalize on that . And I think you 

462
00:17:52,096 --> 00:17:54,040
heard Mr Wright and Mr Tickle talk 

463
00:17:54,040 --> 00:17:56,262
about a lot of that , so I won't expand 

464
00:17:56,262 --> 00:17:58,040
on on that too much , but d I a 

465
00:17:58,040 --> 00:18:00,151
basically leads to greater innovation 

466
00:18:00,151 --> 00:18:02,151
and creativity , not only in in the 

467
00:18:02,151 --> 00:18:04,318
public sector , but the private sector 

468
00:18:04,318 --> 00:18:06,318
as well , it boosts engagement , it 

469
00:18:06,318 --> 00:18:08,096
increases our productivity . It 

470
00:18:08,096 --> 00:18:10,207
obviously improves retention if folks 

471
00:18:10,207 --> 00:18:12,318
feel like they're making a difference 

472
00:18:12,318 --> 00:18:14,540
and people are listening to their ideas 

473
00:18:14,540 --> 00:18:14,280
and it obviously makes it easier to 

474
00:18:14,280 --> 00:18:17,650
recruit top talent a Fmc . We believe 

475
00:18:17,650 --> 00:18:19,872
this was on General bunches watch . I'm 

476
00:18:19,872 --> 00:18:22,094
confident this will continue on General 

477
00:18:22,094 --> 00:18:24,039
Richardson's watch that we owe our 

478
00:18:24,039 --> 00:18:26,094
uniformed and non uniformed airmen a 

479
00:18:26,094 --> 00:18:28,150
safe workplace . You heard Mr Tickle 

480
00:18:28,150 --> 00:18:30,261
mentioned that earlier , where airmen 

481
00:18:30,261 --> 00:18:32,206
of all ethnicities , regardless of 

482
00:18:32,206 --> 00:18:34,150
their gender identity , what their 

483
00:18:34,150 --> 00:18:36,261
backgrounds are from a socio economic 

484
00:18:36,261 --> 00:18:38,261
or geographic , regional area , the 

485
00:18:38,261 --> 00:18:40,372
educational levels , what generations 

486
00:18:40,372 --> 00:18:42,706
they are , whether they're generation X , 

487
00:18:42,706 --> 00:18:44,539
Y or whatever , that they're all 

488
00:18:44,539 --> 00:18:46,483
treated with dignity , respect and 

489
00:18:46,483 --> 00:18:48,830
fairness . So from my perspective , 

490
00:18:48,840 --> 00:18:51,100
these are not only the right things to 

491
00:18:51,100 --> 00:18:54,090
do , but as Mr mentioned , it's 

492
00:18:54,090 --> 00:18:56,312
critical for mission success . So in my 

493
00:18:56,312 --> 00:18:58,423
mind it's an operational imperative . 

494
00:18:58,423 --> 00:19:00,646
These initiatives were created again to 

495
00:19:00,646 --> 00:19:02,812
help create a workplace where everyone 

496
00:19:02,812 --> 00:19:04,990
is provided an opportunity to 

497
00:19:05,000 --> 00:19:07,320
opportunity , Excuse me to succeed . 

498
00:19:07,330 --> 00:19:09,441
And I think Mr Tickles comments about 

499
00:19:09,441 --> 00:19:11,441
the difference between equality and 

500
00:19:11,441 --> 00:19:13,663
equity really help us understand that . 

501
00:19:14,260 --> 00:19:16,371
How are they developed ? Well , quite 

502
00:19:16,371 --> 00:19:18,593
frankly , were developed as a result of 

503
00:19:18,593 --> 00:19:20,704
direct feedback from the field . So , 

504
00:19:20,704 --> 00:19:22,927
folks like you are the reason why these 

505
00:19:22,927 --> 00:19:24,927
initiatives were developed . People 

506
00:19:24,927 --> 00:19:27,038
communicating with senior leaders and 

507
00:19:27,038 --> 00:19:29,230
af and the af M C through D OX through 

508
00:19:29,230 --> 00:19:31,452
the federal employee viewpoint survey , 

509
00:19:31,452 --> 00:19:34,030
the Febreze wage grade surveys , town 

510
00:19:34,030 --> 00:19:36,086
halls , and even when senior leaders 

511
00:19:36,086 --> 00:19:38,820
would go out and and meet at various 

512
00:19:38,820 --> 00:19:40,876
installations , direct feedback that 

513
00:19:40,876 --> 00:19:42,987
they were getting either in person or 

514
00:19:42,987 --> 00:19:45,098
through subsequent emails . Uh , this 

515
00:19:45,098 --> 00:19:47,480
is what our airmen told us that they 

516
00:19:47,490 --> 00:19:49,730
really , really want us to focus on . 

517
00:19:49,890 --> 00:19:51,834
Is jennifer mentioned there are 12 

518
00:19:51,834 --> 00:19:53,834
currently specific issues and those 

519
00:19:53,834 --> 00:19:56,057
initiatives primarily focused on how do 

520
00:19:56,057 --> 00:19:58,280
we unlock both the power and the 

521
00:19:58,280 --> 00:20:00,350
potential of all our military and 

522
00:20:00,350 --> 00:20:02,572
civilian airmen ? And as I mentioned at 

523
00:20:02,572 --> 00:20:04,683
the outset , they really have a heavy 

524
00:20:04,683 --> 00:20:06,906
focus on the recruiting development and 

525
00:20:06,906 --> 00:20:08,794
retention of our diverse civilian 

526
00:20:08,794 --> 00:20:10,906
workforce . Again , because we've got 

527
00:20:10,906 --> 00:20:13,017
70 plus 1000 of the 180,000 civilians 

528
00:20:13,017 --> 00:20:15,239
in our air force . Uh , they were meant 

529
00:20:15,239 --> 00:20:17,540
to complement the D . E I and A and 

530
00:20:17,540 --> 00:20:19,707
really on the , on the military side , 

531
00:20:19,707 --> 00:20:21,929
they probably typically call them D . E 

532
00:20:21,929 --> 00:20:24,151
I . But the initials from the air staff 

533
00:20:24,151 --> 00:20:26,318
that primarily focused on our military 

534
00:20:26,318 --> 00:20:28,540
airmen . So the 12 initiatives just for 

535
00:20:28,540 --> 00:20:30,540
time , I won't talk about all 12 of 

536
00:20:30,540 --> 00:20:32,707
them , but , but I'll quickly focus or 

537
00:20:32,707 --> 00:20:34,929
give you a summary on two of them . The 

538
00:20:34,929 --> 00:20:36,984
two I want to talk about briefly our 

539
00:20:36,984 --> 00:20:38,818
our installation anti harassment 

540
00:20:38,818 --> 00:20:40,429
program for civilians in our 

541
00:20:40,429 --> 00:20:42,870
centralized selection uh sell for entry 

542
00:20:42,870 --> 00:20:45,200
level civilian positions . So , first 

543
00:20:45,200 --> 00:20:48,090
to talk a little bit about about there 

544
00:20:48,100 --> 00:20:50,267
anti harassment program . First , anti 

545
00:20:50,267 --> 00:20:52,400
harassment doesn't take the place of 

546
00:20:52,400 --> 00:20:54,622
what has historically been known as E . 

547
00:20:54,622 --> 00:20:56,760
O . Complaints of discrimination . We 

548
00:20:56,760 --> 00:20:59,300
aren't trying to dissuade or discourage 

549
00:20:59,300 --> 00:21:01,411
members from following discrimination 

550
00:21:01,411 --> 00:21:03,467
complaints if they legitimately feel 

551
00:21:03,467 --> 00:21:05,800
that they've been discriminated against . 

552
00:21:05,800 --> 00:21:07,800
However in the past I will tell you 

553
00:21:07,800 --> 00:21:09,744
that folks would come into our EEO 

554
00:21:09,744 --> 00:21:11,800
office . I'm talking about civilians 

555
00:21:11,800 --> 00:21:11,490
right now . For the most part with a 

556
00:21:11,490 --> 00:21:13,546
complaint about it , I'll call it an 

557
00:21:13,546 --> 00:21:15,712
unpleasant incident with a coworker or 

558
00:21:15,712 --> 00:21:17,960
perhaps a supervisor that didn't really 

559
00:21:17,960 --> 00:21:20,460
constitute employment discrimination 

560
00:21:20,460 --> 00:21:22,670
from a legal perspective because it 

561
00:21:22,670 --> 00:21:24,900
wasn't based upon the member's race , 

562
00:21:24,910 --> 00:21:28,780
color , religion , national origin , 

563
00:21:28,780 --> 00:21:30,870
disability age or their genetic 

564
00:21:30,870 --> 00:21:33,600
information . So for example their boss 

565
00:21:33,610 --> 00:21:35,832
may have been for lack of a better term 

566
00:21:35,832 --> 00:21:38,010
or precise term a jerk . They may have 

567
00:21:38,010 --> 00:21:40,100
been a jerk either intentionally or 

568
00:21:40,110 --> 00:21:42,332
unintentionally . And let's say in this 

569
00:21:42,332 --> 00:21:44,499
instance they chewed them out in front 

570
00:21:44,499 --> 00:21:47,300
of several other co co workers . This 

571
00:21:47,300 --> 00:21:49,467
obviously had an adverse effect on the 

572
00:21:49,467 --> 00:21:51,689
member . They felt slighted , they felt 

573
00:21:51,689 --> 00:21:53,856
bad , they felt they were mistreated . 

574
00:21:53,856 --> 00:21:55,856
And in the past the affected member 

575
00:21:55,856 --> 00:21:58,022
would think E . O . Is basically their 

576
00:21:58,022 --> 00:22:00,244
only opportunity to complain about such 

577
00:22:00,244 --> 00:22:02,133
mistreatment . Unfortunately that 

578
00:22:02,133 --> 00:22:04,244
process would take about 2 to 3 years 

579
00:22:04,244 --> 00:22:06,300
to resolve . It has to go well above 

580
00:22:06,300 --> 00:22:08,244
the hmc level , well above the Air 

581
00:22:08,244 --> 00:22:10,189
Force level . Uh and many times it 

582
00:22:10,189 --> 00:22:12,133
takes or typically I should say it 

583
00:22:12,133 --> 00:22:14,244
takes 2 to 3 years to resolve and the 

584
00:22:14,244 --> 00:22:16,467
complaint in most instances this wasn't 

585
00:22:16,467 --> 00:22:18,522
substantiated because it didn't meet 

586
00:22:18,522 --> 00:22:20,022
those legal definitions of 

587
00:22:20,022 --> 00:22:22,189
discrimination that I shared earlier . 

588
00:22:22,189 --> 00:22:23,967
So obviously this wasn't a very 

589
00:22:23,967 --> 00:22:25,911
satisfying result for the affected 

590
00:22:25,911 --> 00:22:28,133
member , it really wasn't very good for 

591
00:22:28,133 --> 00:22:30,300
the supervisor that may have done this 

592
00:22:30,300 --> 00:22:32,411
case because there wasn't a chance to 

593
00:22:32,411 --> 00:22:32,300
really hash it out between the two 

594
00:22:32,300 --> 00:22:35,160
folks and explain why their their 

595
00:22:35,170 --> 00:22:37,226
actions made the member feel the way 

596
00:22:37,226 --> 00:22:39,392
they did and just quite frankly didn't 

597
00:22:39,392 --> 00:22:41,059
resolve the problem . So this 

598
00:22:41,059 --> 00:22:43,281
relationship has probably been poisoned 

599
00:22:43,281 --> 00:22:45,448
bit of a dramatic term but I'll use it 

600
00:22:45,448 --> 00:22:47,392
uh and and really may not get much 

601
00:22:47,392 --> 00:22:49,114
better . So what does the anti 

602
00:22:49,114 --> 00:22:51,226
harassment program do ? Well , it now 

603
00:22:51,226 --> 00:22:53,226
allows the member who may have been 

604
00:22:53,226 --> 00:22:55,448
affected this way to actually come into 

605
00:22:55,448 --> 00:22:57,670
our heel office still but they actually 

606
00:22:57,670 --> 00:22:59,503
talk to what's called a resource 

607
00:22:59,503 --> 00:22:59,460
advocate . We have one of these in 

608
00:22:59,460 --> 00:23:01,460
every installation and they work on 

609
00:23:01,460 --> 00:23:03,404
many . I'll call it arbitration of 

610
00:23:03,404 --> 00:23:05,516
sorts directly with the two parties . 

611
00:23:05,516 --> 00:23:07,682
So they sit down and they have an open 

612
00:23:07,682 --> 00:23:09,738
and frank dialogue about what , what 

613
00:23:09,738 --> 00:23:11,738
happened , how it happened , why it 

614
00:23:11,738 --> 00:23:13,904
happened . And it's an open dialogue . 

615
00:23:13,904 --> 00:23:16,071
They facilitate discussion between the 

616
00:23:16,071 --> 00:23:18,349
two affected members and Robbins alone , 

617
00:23:18,349 --> 00:23:18,120
which is where we established . This is 

618
00:23:18,120 --> 00:23:20,287
a test program initially and now we've 

619
00:23:20,287 --> 00:23:22,564
rolled it out to all our installations , 

620
00:23:22,564 --> 00:23:24,676
we have successfully resolved over 60 

621
00:23:24,676 --> 00:23:26,842
such complaints and it's averaged less 

622
00:23:26,842 --> 00:23:28,953
than 30 days . So the takeaway on the 

623
00:23:28,953 --> 00:23:31,120
anti harassment program is if you feel 

624
00:23:31,120 --> 00:23:33,120
that you've been put in a situation 

625
00:23:33,120 --> 00:23:35,009
that may not necessarily meet the 

626
00:23:35,009 --> 00:23:36,676
criteria or the bar for legal 

627
00:23:36,676 --> 00:23:38,731
discrimination in those categories . 

628
00:23:38,731 --> 00:23:40,564
Protected categories I mentioned 

629
00:23:40,564 --> 00:23:42,564
earlier . Go and see your reinforce 

630
00:23:42,564 --> 00:23:44,676
resource advocate and they'll talk to 

631
00:23:44,676 --> 00:23:46,898
you about the anti harassment program . 

632
00:23:46,898 --> 00:23:48,953
And again , instead of taking 2 to 3 

633
00:23:48,953 --> 00:23:51,120
years and and basically not getting an 

634
00:23:51,120 --> 00:23:52,953
answer you're happy with . We're 

635
00:23:52,953 --> 00:23:55,231
getting these resolved in 30 days . Oh , 

636
00:23:55,231 --> 00:23:55,200
by the way , if when you have that 

637
00:23:55,200 --> 00:23:57,367
discussion , it comes to fruition that 

638
00:23:57,367 --> 00:23:59,478
you know what , I think this might be 

639
00:23:59,478 --> 00:24:01,700
about a case where your boss , I didn't 

640
00:24:01,700 --> 00:24:03,756
realize he spoke or she spoke to you 

641
00:24:03,756 --> 00:24:05,700
harshly or didn't realize that the 

642
00:24:05,700 --> 00:24:07,367
effect that has when you were 

643
00:24:07,367 --> 00:24:07,220
criticized in public , if it is 

644
00:24:07,220 --> 00:24:09,442
something that meets the discriminatory 

645
00:24:09,442 --> 00:24:12,020
discriminatory categories , they'll 

646
00:24:12,020 --> 00:24:14,187
tell you no , don't talk to me . Let's 

647
00:24:14,187 --> 00:24:16,298
walk right around the corner here and 

648
00:24:16,298 --> 00:24:18,631
you actually should follow Neo complain . 

649
00:24:18,631 --> 00:24:20,853
So last I'll just talk about the second 

650
00:24:20,853 --> 00:24:22,909
of our 12 initiatives and that deals 

651
00:24:22,909 --> 00:24:25,020
with our centralized selection , sell 

652
00:24:25,020 --> 00:24:26,853
our centralized selection issues 

653
00:24:26,853 --> 00:24:28,853
started off as a test and we tested 

654
00:24:28,853 --> 00:24:31,020
this in logistics and contracting with 

655
00:24:31,020 --> 00:24:33,242
our entry level civilians . In the mere 

656
00:24:33,242 --> 00:24:35,464
goal or the primary goal should say the 

657
00:24:35,464 --> 00:24:37,187
only goal actually was to hire 

658
00:24:37,187 --> 00:24:39,353
civilians faster . We really wanted to 

659
00:24:39,353 --> 00:24:41,464
hire civilians quicker . We were , it 

660
00:24:41,464 --> 00:24:43,298
was taken about 108 days to hire 

661
00:24:43,298 --> 00:24:45,464
civilians . We've now got that down to 

662
00:24:45,464 --> 00:24:47,576
below 60 in this command and this was 

663
00:24:47,576 --> 00:24:47,360
one of the ways we wanted to drive 

664
00:24:47,360 --> 00:24:49,630
those timelines down the thought 

665
00:24:49,630 --> 00:24:51,574
process was this is a very similar 

666
00:24:51,574 --> 00:24:53,297
situation to how the Air Force 

667
00:24:53,297 --> 00:24:55,750
personnel center issues entry level 

668
00:24:55,750 --> 00:24:57,820
military folks for assignments . We 

669
00:24:57,820 --> 00:24:59,987
don't really get a vote . We trusted a 

670
00:24:59,987 --> 00:25:02,264
PC is gonna send us a qualified airmen . 

671
00:25:02,264 --> 00:25:04,320
That's been through the prerequisite 

672
00:25:04,320 --> 00:25:06,376
training and tech school and we take 

673
00:25:06,376 --> 00:25:08,598
basically what the system gives us . So 

674
00:25:08,598 --> 00:25:10,709
we established a functional cell with 

675
00:25:10,709 --> 00:25:12,420
functional experts again and 

676
00:25:12,420 --> 00:25:15,380
contracting and legit and logistics to 

677
00:25:15,380 --> 00:25:18,100
begin with as well as HR professionals 

678
00:25:18,100 --> 00:25:20,810
to do this again with the sole goal of 

679
00:25:20,810 --> 00:25:23,120
hiring people faster . Well , it was 

680
00:25:23,120 --> 00:25:25,176
successful at it . We weren't hiring 

681
00:25:25,176 --> 00:25:27,231
large numbers of folks . There was a 

682
00:25:27,231 --> 00:25:29,398
little bit of opposition quite frankly 

683
00:25:29,398 --> 00:25:28,980
because it was a new way of doing 

684
00:25:28,980 --> 00:25:31,036
business , but we were hiring people 

685
00:25:31,036 --> 00:25:33,258
quicker . We subsequently decided after 

686
00:25:33,258 --> 00:25:35,480
talking senior leaders , Hey maybe this 

687
00:25:35,480 --> 00:25:37,536
cell would not only allow us to hire 

688
00:25:37,536 --> 00:25:40,210
people faster , but if we provided the 

689
00:25:40,210 --> 00:25:42,930
functional managers on there on that 

690
00:25:42,930 --> 00:25:45,310
hiring sell unconscious bias training , 

691
00:25:45,320 --> 00:25:47,460
we might not only higher faster , but 

692
00:25:47,460 --> 00:25:49,293
we might improve our entry level 

693
00:25:49,293 --> 00:25:51,516
diversity and all civilian job series . 

694
00:25:51,516 --> 00:25:53,738
If we opened up that aperture didn't do 

695
00:25:53,738 --> 00:25:55,849
it just for those two areas and again 

696
00:25:55,849 --> 00:25:57,960
gave them unconscious bias training . 

697
00:25:57,960 --> 00:26:00,480
Um , thus far this year we've hired 

698
00:26:00,480 --> 00:26:03,670
about 460 civilians In this fashion . 

699
00:26:03,680 --> 00:26:05,847
So I'd say it's the jury's still out . 

700
00:26:05,847 --> 00:26:08,013
It's probably still a bit too early to 

701
00:26:08,013 --> 00:26:10,180
see the progress we've made . But I am 

702
00:26:10,180 --> 00:26:12,513
encouraged by some of the early results . 

703
00:26:12,513 --> 00:26:15,160
For example , about 7% of these 460 new 

704
00:26:15,160 --> 00:26:17,420
hires thus far this year were folks 

705
00:26:17,420 --> 00:26:19,587
with disabilities . So we believe this 

706
00:26:19,587 --> 00:26:21,587
is going to be successful and we'll 

707
00:26:21,587 --> 00:26:23,642
continue to track it . So , Jennifer 

708
00:26:23,642 --> 00:26:25,698
thanks for the opportunity to answer 

709
00:26:25,698 --> 00:26:27,976
that question . Yes , sir . Absolutely . 

710
00:26:27,976 --> 00:26:30,087
Alright . Well , thinking back to the 

711
00:26:30,087 --> 00:26:32,142
opening remarks today , we heard how 

712
00:26:32,142 --> 00:26:34,500
the Air Force Material Command MaJ bogs 

713
00:26:34,510 --> 00:26:36,890
are being used to identify and to 

714
00:26:36,890 --> 00:26:39,760
eliminate barriers to opportunity . So , 

715
00:26:39,760 --> 00:26:42,490
for Mr Raton and also for Mr Snodgrass 

716
00:26:42,500 --> 00:26:44,750
as co champions of the civilian 

717
00:26:44,750 --> 00:26:47,610
personnel action analysis Maj fog , can 

718
00:26:47,610 --> 00:26:49,670
you talk with us today about how the 

719
00:26:49,670 --> 00:26:51,337
Air Force Material Command is 

720
00:26:51,337 --> 00:26:54,230
leveraging the magic dogs in particular , 

721
00:26:54,240 --> 00:26:56,129
the civilian personnel action and 

722
00:26:56,129 --> 00:26:57,907
analysis Maj fog to promote the 

723
00:26:57,907 --> 00:27:00,018
concepts we've talked about so far in 

724
00:27:00,018 --> 00:27:03,460
our discussion today . Yeah , thanks 

725
00:27:03,460 --> 00:27:05,571
for the question , jennifer . This is 

726
00:27:05,571 --> 00:27:08,380
um you know , I think it's it's first 

727
00:27:08,380 --> 00:27:10,436
of all , I think it's useful to note 

728
00:27:10,436 --> 00:27:12,602
that this match blog is different from 

729
00:27:12,602 --> 00:27:14,658
the others for those of you who have 

730
00:27:14,658 --> 00:27:16,824
attended some of the other events . Um 

731
00:27:16,824 --> 00:27:19,047
this one rather than being built around 

732
00:27:19,047 --> 00:27:21,158
a particular cultural group for which 

733
00:27:21,158 --> 00:27:23,600
there are special emphasis employment 

734
00:27:23,600 --> 00:27:25,680
program managers and and special 

735
00:27:25,680 --> 00:27:28,120
observances . For example , this one , 

736
00:27:28,350 --> 00:27:30,239
it's more closely linked with the 

737
00:27:30,239 --> 00:27:32,461
affirmative employment program that I I 

738
00:27:32,461 --> 00:27:35,780
discussed earlier and we really rely on 

739
00:27:35,790 --> 00:27:37,800
that program to help identify the 

740
00:27:37,800 --> 00:27:39,870
triggers which you could think of as 

741
00:27:39,870 --> 00:27:42,450
red flags indicate there might be , 

742
00:27:42,460 --> 00:27:44,990
there might be a barrier to opportunity 

743
00:27:45,890 --> 00:27:49,840
and so what Mr Snodgrass and I um 

744
00:27:50,720 --> 00:27:52,831
do up here with this match vlog as we 

745
00:27:52,831 --> 00:27:55,950
will when we hear about , are alerted 

746
00:27:55,950 --> 00:27:58,061
to a red flag like that . We're going 

747
00:27:58,061 --> 00:28:00,172
to marshal the resources that we have 

748
00:28:00,172 --> 00:28:02,820
to do a more in depth analysis . So 

749
00:28:02,830 --> 00:28:04,700
tapping , for example , the the 

750
00:28:04,700 --> 00:28:07,000
outstanding match com , a nine staff up 

751
00:28:07,000 --> 00:28:10,950
here at at A F . M . C . Two to verify 

752
00:28:10,950 --> 00:28:14,460
those triggers , um hopefully identify 

753
00:28:14,460 --> 00:28:16,682
the barriers and then we can move on to 

754
00:28:16,682 --> 00:28:18,849
the next step of proposing measures to 

755
00:28:18,849 --> 00:28:20,793
eliminate them . But again , we're 

756
00:28:20,793 --> 00:28:24,600
going to um All right , first try to 

757
00:28:24,600 --> 00:28:26,433
identify . Are there barriers to 

758
00:28:26,433 --> 00:28:29,730
opportunity out there and can and and 

759
00:28:29,730 --> 00:28:31,841
how are we going to verify that ? And 

760
00:28:31,841 --> 00:28:33,952
then we'll move on to identifying the 

761
00:28:33,952 --> 00:28:35,952
specific barriers and proposing the 

762
00:28:35,952 --> 00:28:39,470
measures . Mr do you have anything to 

763
00:28:39,470 --> 00:28:41,870
add to that ? Yeah . Thanks Ron I'll 

764
00:28:41,870 --> 00:28:44,148
kind of pile on just a little bit more . 

765
00:28:44,148 --> 00:28:46,860
So , uh one other thing to add is uh 

766
00:28:46,870 --> 00:28:50,750
matchbox are uh kind of a takeoff 

767
00:28:50,760 --> 00:28:53,780
of F box which are Air Force bearer 

768
00:28:53,780 --> 00:28:56,130
analysis working group . So in A F . M . 

769
00:28:56,130 --> 00:28:58,241
C . I will tell you , we are the only 

770
00:28:58,320 --> 00:29:00,890
com or the only I should say so , no 

771
00:29:00,900 --> 00:29:03,233
one of the other Malcolm's do this . So , 

772
00:29:03,233 --> 00:29:05,344
so why did we do this ? Well , one of 

773
00:29:05,344 --> 00:29:07,233
the reasons we did it was we were 

774
00:29:07,233 --> 00:29:09,456
hearing that there was great work being 

775
00:29:09,456 --> 00:29:11,710
done from the F box . And and and let 

776
00:29:11,710 --> 00:29:13,932
me just real quickly , I'll go down the 

777
00:29:13,932 --> 00:29:16,154
list of what the F box and the matchbox 

778
00:29:16,154 --> 00:29:18,432
are again you just we take the seven F . 

779
00:29:18,432 --> 00:29:20,488
Box and we add one to them for hours 

780
00:29:20,488 --> 00:29:22,599
deals with civilian personnel actions 

781
00:29:22,599 --> 00:29:24,654
analysis which is the hardest one to 

782
00:29:24,654 --> 00:29:26,877
pronounce by the way . But but anyway I 

783
00:29:26,877 --> 00:29:28,766
will I will just give you a quick 

784
00:29:28,766 --> 00:29:30,821
rundown of what the bogs and marshes 

785
00:29:30,821 --> 00:29:30,300
bogs are . We've already talked about 

786
00:29:30,300 --> 00:29:32,411
our one unique one . So one is what's 

787
00:29:32,411 --> 00:29:34,522
called the wit the women's initiative 

788
00:29:34,522 --> 00:29:36,522
team which I'm sure you've heard of 

789
00:29:36,522 --> 00:29:38,744
previously . The disability action team 

790
00:29:38,744 --> 00:29:40,856
is another , the Hispanic empowerment 

791
00:29:40,856 --> 00:29:43,550
and action team is another black 

792
00:29:43,550 --> 00:29:46,310
african american employment strategy 

793
00:29:46,310 --> 00:29:48,420
team , the L . G . B . T . Q . 

794
00:29:48,420 --> 00:29:50,700
Initiative team , the indigenous 

795
00:29:50,710 --> 00:29:53,450
nations Equality team and pacific 

796
00:29:53,460 --> 00:29:55,738
islander asian american community team . 

797
00:29:55,738 --> 00:29:58,990
So those are the seven F box and we 

798
00:29:58,990 --> 00:30:01,400
have seven corresponding manage boggs 

799
00:30:01,410 --> 00:30:03,590
then plus hours in the civilian 

800
00:30:03,590 --> 00:30:05,646
personnel actions across the board . 

801
00:30:05,646 --> 00:30:07,646
The reason we stood up our marriage 

802
00:30:07,646 --> 00:30:09,812
bugs was we we thought that there were 

803
00:30:09,812 --> 00:30:12,140
great , there was great work being done 

804
00:30:12,140 --> 00:30:14,140
at the F box and they were reaching 

805
00:30:14,140 --> 00:30:16,084
directly down to installations and 

806
00:30:16,084 --> 00:30:18,307
getting getting great input from action 

807
00:30:18,307 --> 00:30:20,550
officers , enlisted members , civilians 

808
00:30:20,560 --> 00:30:22,710
at the installation level feeding the 

809
00:30:22,870 --> 00:30:25,037
dog back and the dog was going out and 

810
00:30:25,037 --> 00:30:27,203
working lots of things but we're a bit 

811
00:30:27,203 --> 00:30:29,037
of a bureaucratic uh animal . So 

812
00:30:29,037 --> 00:30:31,203
sometimes it takes a long time time to 

813
00:30:31,203 --> 00:30:33,450
staff changes and to share new ideas . 

814
00:30:33,450 --> 00:30:35,740
So the thought was , gosh , by doing 

815
00:30:35,740 --> 00:30:37,851
that , skip echelon and getting those 

816
00:30:37,851 --> 00:30:39,518
great ideas directly from the 

817
00:30:39,518 --> 00:30:41,770
installation level . Uh we're not being 

818
00:30:41,770 --> 00:30:43,937
able to put the throw weight of a four 

819
00:30:43,937 --> 00:30:46,420
star match com commander behind that 

820
00:30:46,420 --> 00:30:48,642
and find out , hey , they , they've got 

821
00:30:48,642 --> 00:30:51,090
this great idea at Eglin . Gosh , let's , 

822
00:30:51,100 --> 00:30:53,100
let's share that at Edwards . Let's 

823
00:30:53,100 --> 00:30:54,878
share that wherever it might be 

824
00:30:54,878 --> 00:30:57,100
applicable . And let's let's raise this 

825
00:30:57,100 --> 00:30:59,211
up to the four star level . Get a lot 

826
00:30:59,211 --> 00:31:01,267
of visibility and see if we can help 

827
00:31:01,267 --> 00:31:03,267
knock down some of the bureaucratic 

828
00:31:03,267 --> 00:31:05,378
roadblocks with implementing this and 

829
00:31:05,378 --> 00:31:07,267
help drive some of this change uh 

830
00:31:07,267 --> 00:31:09,267
through the Air Force . And in many 

831
00:31:09,267 --> 00:31:11,267
cases we've just gone ahead and and 

832
00:31:11,267 --> 00:31:13,433
pressed forward in a FMc and called it 

833
00:31:13,433 --> 00:31:15,489
a test for the Air Force if you will 

834
00:31:15,489 --> 00:31:17,711
because we thought this was a good idea 

835
00:31:17,711 --> 00:31:19,711
and and the Air Force said , sounds 

836
00:31:19,711 --> 00:31:19,640
like a good idea . Why don't y'all go 

837
00:31:19,640 --> 00:31:21,862
test it ? So that's what these matchbox 

838
00:31:21,862 --> 00:31:23,640
are doing . And I think equally 

839
00:31:23,640 --> 00:31:25,751
important , they're all led by either 

840
00:31:25,751 --> 00:31:28,520
an S . E . S . Or flag officers . So 

841
00:31:28,520 --> 00:31:31,360
there are senior leaders that are 

842
00:31:31,360 --> 00:31:33,720
leading these groups and then maybe 

843
00:31:33,720 --> 00:31:35,664
actually more important there then 

844
00:31:35,664 --> 00:31:39,520
populated with smes uh that are 

845
00:31:39,520 --> 00:31:41,710
not only functional experts , but 

846
00:31:41,710 --> 00:31:44,070
people that have a passion with that 

847
00:31:44,070 --> 00:31:46,460
particular area that we're looking at . 

848
00:31:46,460 --> 00:31:49,100
So uh this is all basically dumped on 

849
00:31:49,100 --> 00:31:51,211
top of people who already have a full 

850
00:31:51,211 --> 00:31:53,433
time job . So that I will tell you that 

851
00:31:53,433 --> 00:31:55,767
is one of the challenge , the magic box . 

852
00:31:55,767 --> 00:31:55,680
But we just have these great , 

853
00:31:55,690 --> 00:31:59,530
dedicated , enthusiastic teammates that 

854
00:31:59,530 --> 00:32:01,770
are really driving all this and and 

855
00:32:01,770 --> 00:32:04,040
helping us come up with hopefully 

856
00:32:04,040 --> 00:32:06,151
really great foundational things that 

857
00:32:06,151 --> 00:32:08,096
not only improve a Fmc but our Air 

858
00:32:08,096 --> 00:32:10,151
Force . And then the last thing I'll 

859
00:32:10,151 --> 00:32:12,262
share about the matchbox , what we're 

860
00:32:12,262 --> 00:32:14,484
really trying to do is we're not trying 

861
00:32:14,484 --> 00:32:16,540
to deal with anecdotal information , 

862
00:32:16,540 --> 00:32:18,818
we're not just trying to take opinions , 

863
00:32:18,818 --> 00:32:20,873
we're trying take those opinions and 

864
00:32:20,873 --> 00:32:23,040
you heard Mr Mr Rat mentioned the term 

865
00:32:23,040 --> 00:32:25,096
triggers where we go and we look and 

866
00:32:25,096 --> 00:32:27,318
see and that's like he said , it's it's 

867
00:32:27,318 --> 00:32:29,540
a red flag so we have a sense of this . 

868
00:32:29,540 --> 00:32:31,707
Okay , just data support that and then 

869
00:32:31,707 --> 00:32:33,929
hopefully through these matchbox we can 

870
00:32:33,929 --> 00:32:36,040
bring back hard data that then allows 

871
00:32:36,040 --> 00:32:38,220
our senior leadership to make informed 

872
00:32:38,220 --> 00:32:40,940
decisions based on data . So that would 

873
00:32:40,940 --> 00:32:43,760
be the , what I would add with regards 

874
00:32:43,760 --> 00:32:44,760
to the matchbox . 

875
00:32:47,290 --> 00:32:49,623
Alright , great . Thank you all so much . 

876
00:32:49,623 --> 00:32:52,270
So I'd like to thank Mr Snodgrass Mr 

877
00:32:52,270 --> 00:32:54,550
Rat and as well as Mr Tickle for the 

878
00:32:54,550 --> 00:32:56,606
dialogue during our first segment of 

879
00:32:56,606 --> 00:32:59,110
the event , I'd now like to welcome to 

880
00:32:59,110 --> 00:33:01,610
today's event , our panelists first 

881
00:33:01,610 --> 00:33:03,670
segment two where we'll talk about 

882
00:33:03,670 --> 00:33:06,520
mentoring through both successes and 

883
00:33:06,520 --> 00:33:08,910
also challenges in a career . So 

884
00:33:08,910 --> 00:33:11,040
joining me for this portion , it's my 

885
00:33:11,040 --> 00:33:13,730
pleasure to welcome Miss Heidi Bullock , 

886
00:33:13,740 --> 00:33:15,684
the director of contracting of the 

887
00:33:15,684 --> 00:33:18,590
headquarters Air Force material Command 

888
00:33:18,600 --> 00:33:21,820
Mr erIC liaison director of staff and 

889
00:33:21,820 --> 00:33:24,120
management operations of the Warner , 

890
00:33:24,120 --> 00:33:27,650
Robins Air logistics complex . Mr Jason 

891
00:33:27,650 --> 00:33:30,430
Goodman , maintenance flight supervisor , 

892
00:33:30,440 --> 00:33:33,250
inspection , chief section chief of the 

893
00:33:33,250 --> 00:33:35,980
4 12 maintenance squadron and also Miss 

894
00:33:35,980 --> 00:33:38,036
Tammy Lyons , chief of the personnel 

895
00:33:38,036 --> 00:33:40,700
support division , manpower , personnel 

896
00:33:40,700 --> 00:33:42,480
and services directorate of the 

897
00:33:42,480 --> 00:33:44,640
Headquarters , Air Force Material 

898
00:33:44,640 --> 00:33:47,620
Command . So similar to our last 

899
00:33:47,620 --> 00:33:49,950
segment , we'll jump right in and begin 

900
00:33:49,950 --> 00:33:51,950
our discussion on mentoring through 

901
00:33:51,950 --> 00:33:53,894
both successes and challenges in a 

902
00:33:53,894 --> 00:33:56,140
career by first turning our discussion 

903
00:33:56,140 --> 00:33:59,180
question to MS Bullock and Mr Faison 

904
00:33:59,190 --> 00:34:01,760
this afternoon , can you talk with us 

905
00:34:01,770 --> 00:34:03,880
about the purpose of mentoring , 

906
00:34:03,890 --> 00:34:06,580
reverse mentoring and impactful 

907
00:34:06,580 --> 00:34:08,302
mentoring relationships you've 

908
00:34:08,302 --> 00:34:10,600
experienced in your career . I'll turn 

909
00:34:10,600 --> 00:34:12,433
this question over first to Miss 

910
00:34:12,433 --> 00:34:15,110
Bullock , then over to Mr Faizan Ma'am , 

911
00:34:15,110 --> 00:34:18,230
over to you , thank you 

912
00:34:20,850 --> 00:34:23,960
inviting me to participate . It's 

913
00:34:23,960 --> 00:34:26,182
really thrilled to be able to reach out 

914
00:34:26,182 --> 00:34:29,090
to the books , anybody and and hear 

915
00:34:29,090 --> 00:34:31,260
their questions . Hopefully provide 

916
00:34:33,010 --> 00:34:36,110
expertise in ma'am . If I could pause 

917
00:34:36,110 --> 00:34:38,277
you for just one moment , we're having 

918
00:34:38,277 --> 00:34:40,499
a slightly hard time hearing you at the 

919
00:34:40,499 --> 00:34:44,260
moment . That's all right , 

920
00:34:47,350 --> 00:34:49,294
adding the benefit . How is that , 

921
00:34:49,294 --> 00:34:52,270
jennifer ? Is that better ? Sweet ? 

922
00:34:52,280 --> 00:34:54,940
Okay , um I'm newly attached to my 

923
00:34:54,940 --> 00:34:56,996
microphone , it's a new , it's a new 

924
00:34:56,996 --> 00:34:59,350
look with the headset , but anyway um 

925
00:34:59,360 --> 00:35:01,680
mentoring folks is is a passion of mine 

926
00:35:01,690 --> 00:35:04,120
and I just want to say so , mentoring 

927
00:35:04,120 --> 00:35:06,287
is really from my perspective , it's a 

928
00:35:06,287 --> 00:35:10,060
safe space for an advisor uh and to be 

929
00:35:10,060 --> 00:35:13,670
a successful mentor , I believe we uh 

930
00:35:13,680 --> 00:35:16,400
need as leaders um and as we continue 

931
00:35:16,400 --> 00:35:18,930
to grow through our career , we need to 

932
00:35:18,930 --> 00:35:21,440
be approachable and we need to be 

933
00:35:21,450 --> 00:35:24,630
accessible to those folks who may be a 

934
00:35:24,630 --> 00:35:27,130
little less timid or they're looking 

935
00:35:27,130 --> 00:35:29,820
for sound advice and they're looking 

936
00:35:29,820 --> 00:35:32,060
for a safe spot and and so they're 

937
00:35:32,060 --> 00:35:34,171
going to reach out to hopefully those 

938
00:35:34,171 --> 00:35:35,727
folks who are a little more 

939
00:35:35,727 --> 00:35:37,960
approachable and can give them their 

940
00:35:37,960 --> 00:35:41,400
opinion . Um I tell my mentees this is 

941
00:35:41,400 --> 00:35:43,622
my advice , this is my recommendation . 

942
00:35:43,622 --> 00:35:45,810
You can take it or leave it . I am not 

943
00:35:45,810 --> 00:35:48,020
going to be uh upset one way or the 

944
00:35:48,020 --> 00:35:50,131
other , it's it's free if it can help 

945
00:35:50,131 --> 00:35:52,353
you super , if you think now that's not 

946
00:35:52,353 --> 00:35:55,180
applicable for me that works too um 

947
00:35:55,190 --> 00:35:58,050
from a reverse mentoring , this is uh 

948
00:35:58,060 --> 00:36:00,171
particularly key I think for those of 

949
00:36:00,171 --> 00:36:02,338
us who are a certain age which I won't 

950
00:36:02,338 --> 00:36:04,560
name , but um we're a little bit older 

951
00:36:04,560 --> 00:36:08,370
perhaps and I I learned a tremendous 

952
00:36:08,370 --> 00:36:11,980
amount from what I would say a younger , 

953
00:36:11,990 --> 00:36:14,700
more perhaps technologically savvy 

954
00:36:14,700 --> 00:36:17,850
workforce than uh than yours truly is . 

955
00:36:17,850 --> 00:36:20,072
But I also am able to get a pulse of my 

956
00:36:20,072 --> 00:36:23,770
organization and my functional area by 

957
00:36:23,770 --> 00:36:26,050
talking to folks who are new to the 

958
00:36:26,050 --> 00:36:28,420
career field and what what perspective 

959
00:36:28,420 --> 00:36:30,587
they bring and and what questions they 

960
00:36:30,587 --> 00:36:33,310
may have because I need to , we all I 

961
00:36:33,310 --> 00:36:35,620
believe um both professionally and 

962
00:36:35,620 --> 00:36:38,610
personally need to grow and one of the 

963
00:36:38,610 --> 00:36:42,010
ways you grow is to is to reach out and 

964
00:36:42,010 --> 00:36:44,530
and learn new things um and talk to 

965
00:36:44,530 --> 00:36:46,697
folks and get different perspectives . 

966
00:36:46,697 --> 00:36:48,919
So again from a diversity perspective , 

967
00:36:48,919 --> 00:36:51,010
If you have this would be a really 

968
00:36:51,010 --> 00:36:53,560
scary thought , 17 Heidi Bullocks , you 

969
00:36:53,560 --> 00:36:56,260
probably don't need 16 of me um because 

970
00:36:56,260 --> 00:36:58,316
we're all just going to say the same 

971
00:36:58,316 --> 00:37:00,427
thing thing , so so that diversity is 

972
00:37:00,427 --> 00:37:02,316
really important and you get that 

973
00:37:02,316 --> 00:37:04,538
through , or I get that through reverse 

974
00:37:04,538 --> 00:37:06,482
mentoring and I and I love it when 

975
00:37:06,482 --> 00:37:08,690
junior workforce folks say , would you 

976
00:37:08,690 --> 00:37:10,912
mentor me or can I get on your calendar 

977
00:37:10,912 --> 00:37:12,912
and I'd like to talk to you ? So um 

978
00:37:12,912 --> 00:37:15,080
absolutely think reverse mentoring is 

979
00:37:15,080 --> 00:37:17,690
key as well . And then from impactful , 

980
00:37:17,690 --> 00:37:19,857
I would just say that I've had several 

981
00:37:19,857 --> 00:37:22,023
mentors , all of my mentors in one way 

982
00:37:22,023 --> 00:37:25,220
form have been impactful , but um I've 

983
00:37:25,220 --> 00:37:27,390
had three specifically that have just 

984
00:37:27,390 --> 00:37:31,350
been key to my success uh 

985
00:37:31,360 --> 00:37:35,140
as a , as a civilian . Um because they 

986
00:37:35,150 --> 00:37:38,660
took the time to give me their thoughts 

987
00:37:38,670 --> 00:37:40,781
wasn't always what I wanted to hear . 

988
00:37:40,781 --> 00:37:42,980
Um and sometimes the mentors have to 

989
00:37:42,990 --> 00:37:45,950
just say , well that's their tapping 

990
00:37:45,950 --> 00:37:48,228
you on the shoulder for a reason . Yes , 

991
00:37:48,228 --> 00:37:50,117
you can say no , but you probably 

992
00:37:50,117 --> 00:37:52,339
shouldn't say no . Um and they help you 

993
00:37:52,339 --> 00:37:54,561
get out of your , they help me anyway , 

994
00:37:54,561 --> 00:37:56,506
get out of my comfort zone and and 

995
00:37:56,506 --> 00:37:58,617
realized I was being a bit of a quote 

996
00:37:58,617 --> 00:38:00,339
Mr Snodgrass a little bit of a 

997
00:38:00,339 --> 00:38:02,672
knucklehead if you will , but um so yes , 

998
00:38:02,672 --> 00:38:05,530
I think uh I know I've had impactful uh 

999
00:38:05,540 --> 00:38:08,360
I've been on the receiving end uh from 

1000
00:38:08,360 --> 00:38:10,620
mentorship and I hope , I don't know I 

1001
00:38:10,620 --> 00:38:12,787
haven't pulsed my because it's sort of 

1002
00:38:12,787 --> 00:38:14,842
self serving . Are you getting a lot 

1003
00:38:14,842 --> 00:38:17,064
out of my mentorship with you as a as a 

1004
00:38:17,064 --> 00:38:19,287
mentee ? But I hope that the reverse is 

1005
00:38:19,287 --> 00:38:21,509
true as well , that folks that I mentor 

1006
00:38:21,509 --> 00:38:23,676
feel the same way . So those are those 

1007
00:38:23,676 --> 00:38:25,787
are some of my thoughts and I'll turn 

1008
00:38:25,787 --> 00:38:27,953
it over to eric . So because I know he 

1009
00:38:27,953 --> 00:38:30,120
has some really good ideas as well and 

1010
00:38:30,120 --> 00:38:32,550
and thoughts thank thank you Mr Bullock , 

1011
00:38:32,550 --> 00:38:35,780
I appreciate that . Uh Yeah so my 

1012
00:38:35,790 --> 00:38:38,360
majority of my time with D . O . D . 

1013
00:38:38,360 --> 00:38:40,470
Has been on active duty so I have 

1014
00:38:40,470 --> 00:38:43,030
probably three years and the civil 

1015
00:38:43,030 --> 00:38:45,252
service i so it is a little different . 

1016
00:38:45,252 --> 00:38:47,363
So my reference really comes from the 

1017
00:38:47,363 --> 00:38:49,363
time that I spend as an active duty 

1018
00:38:49,363 --> 00:38:51,650
member and for most of the military 

1019
00:38:51,650 --> 00:38:53,872
members understand you know as as a new 

1020
00:38:53,872 --> 00:38:56,760
recruit or enlisted or officer . Um 

1021
00:38:56,770 --> 00:38:58,840
you're you're finding out that you 

1022
00:38:58,840 --> 00:39:00,951
don't know much about the environment 

1023
00:39:00,951 --> 00:39:03,173
that you're going in . And so for a lot 

1024
00:39:03,173 --> 00:39:05,284
of us , at least for me it was really 

1025
00:39:05,284 --> 00:39:07,507
seeking out someone who had experienced 

1026
00:39:07,507 --> 00:39:09,507
who could help guide me through the 

1027
00:39:09,507 --> 00:39:11,618
journey that I'm about to take on and 

1028
00:39:11,618 --> 00:39:14,090
so for me uh it really started with my 

1029
00:39:14,090 --> 00:39:17,110
immediate supervisors who had a lot of 

1030
00:39:17,110 --> 00:39:19,277
experience and so I I really leaned on 

1031
00:39:19,277 --> 00:39:21,770
them a lot and a lot of times it was 

1032
00:39:21,770 --> 00:39:23,600
really getting what I needed to 

1033
00:39:23,600 --> 00:39:25,822
progress in my career to develop in the 

1034
00:39:25,822 --> 00:39:28,540
career . Um those were those types of 

1035
00:39:28,540 --> 00:39:30,650
mentorships where you know , it was 

1036
00:39:30,660 --> 00:39:32,827
reasonably to think you were gonna get 

1037
00:39:32,827 --> 00:39:34,938
them anyway , because those were your 

1038
00:39:34,938 --> 00:39:37,160
supervisor , I think for me later on in 

1039
00:39:37,160 --> 00:39:39,160
my career was to find someone who I 

1040
00:39:39,160 --> 00:39:41,327
connect with a little bit better . And 

1041
00:39:41,327 --> 00:39:43,271
so I actually went out to seek out 

1042
00:39:43,271 --> 00:39:45,438
those supervisors that I thought could 

1043
00:39:45,438 --> 00:39:47,493
provide me not only the professional 

1044
00:39:47,493 --> 00:39:49,660
development but life development too . 

1045
00:39:49,660 --> 00:39:51,604
And so um those and there were two 

1046
00:39:51,604 --> 00:39:53,771
individuals that I had and they became 

1047
00:39:53,771 --> 00:39:55,993
lifelong friends . And so even though I 

1048
00:39:55,993 --> 00:39:59,660
moved around quite a bit , uh each move 

1049
00:39:59,660 --> 00:40:02,730
or each class of course or training 

1050
00:40:02,740 --> 00:40:04,962
that I was going to approach upon , you 

1051
00:40:04,962 --> 00:40:07,073
know , I did seek out their advice on 

1052
00:40:07,073 --> 00:40:09,240
those things . And then there's also , 

1053
00:40:09,240 --> 00:40:11,240
you know , when you start to have a 

1054
00:40:11,240 --> 00:40:10,530
family , you know , you start to 

1055
00:40:10,530 --> 00:40:12,750
develop , you know , families will 

1056
00:40:12,750 --> 00:40:15,160
affect your career and how you go about 

1057
00:40:15,160 --> 00:40:17,382
doing your job . And so there was a lot 

1058
00:40:17,382 --> 00:40:19,660
of sound guidance that was given to me , 

1059
00:40:19,660 --> 00:40:21,827
you know , with regard to , you know , 

1060
00:40:21,827 --> 00:40:23,771
raising my family in in the middle 

1061
00:40:23,771 --> 00:40:25,827
military and moving around with them 

1062
00:40:25,827 --> 00:40:28,049
because they get a vote too . And so as 

1063
00:40:28,049 --> 00:40:30,160
I got a little bit older and became a 

1064
00:40:30,160 --> 00:40:32,327
mentor myself , um those were a lot of 

1065
00:40:32,327 --> 00:40:34,493
advice that I would give on to folks . 

1066
00:40:34,493 --> 00:40:36,604
And I think , you know , when we talk 

1067
00:40:36,604 --> 00:40:36,440
about diversity and inclusion , you 

1068
00:40:36,440 --> 00:40:38,870
know , sometimes , you know , you're 

1069
00:40:38,870 --> 00:40:41,092
not gonna get it for someone that looks 

1070
00:40:41,092 --> 00:40:43,203
exactly like you right or in the same 

1071
00:40:43,203 --> 00:40:45,370
career field . I found myself reaching 

1072
00:40:45,370 --> 00:40:47,426
out to I was a maintenance officer , 

1073
00:40:47,426 --> 00:40:49,481
but you know , getting guidance from 

1074
00:40:49,481 --> 00:40:51,592
someone who might have been a flyer , 

1075
00:40:51,592 --> 00:40:53,814
you get a different perspective of what 

1076
00:40:53,814 --> 00:40:55,537
you needed to do to grow as an 

1077
00:40:55,537 --> 00:40:57,648
individual . And so as I got a little 

1078
00:40:57,648 --> 00:40:59,537
bit older and rank , you know , I 

1079
00:40:59,537 --> 00:41:01,759
offered that up to other people outside 

1080
00:41:01,759 --> 00:41:03,870
my career field too , because I think 

1081
00:41:03,870 --> 00:41:05,926
it's important to be the verse about 

1082
00:41:05,926 --> 00:41:08,037
the entire military . If you're going 

1083
00:41:08,037 --> 00:41:10,148
to be in the Department of Defense or 

1084
00:41:10,148 --> 00:41:09,810
the military , you need to understand 

1085
00:41:09,810 --> 00:41:12,330
every aspect of what's going on . And 

1086
00:41:12,330 --> 00:41:14,450
so when you seek out mentors from 

1087
00:41:14,450 --> 00:41:16,840
across the broad stroke , it makes you 

1088
00:41:16,840 --> 00:41:19,007
a better person and makes you a better 

1089
00:41:19,007 --> 00:41:21,229
officer and makes you a better civilian 

1090
00:41:21,229 --> 00:41:23,600
leader . And so my advice is one seek 

1091
00:41:23,600 --> 00:41:26,790
out someone who can help you grow in 

1092
00:41:26,790 --> 00:41:29,250
your development , but also seek out 

1093
00:41:29,250 --> 00:41:31,450
someone that you can connect with that 

1094
00:41:31,450 --> 00:41:33,617
will help you not only in your job and 

1095
00:41:33,617 --> 00:41:35,672
your profession , but also in life . 

1096
00:41:38,770 --> 00:41:40,937
All right , thank you both so much for 

1097
00:41:40,937 --> 00:41:43,103
those responses . We'll move on to the 

1098
00:41:43,103 --> 00:41:45,770
next question now for the panel . So in 

1099
00:41:45,770 --> 00:41:49,690
order to navigate uh mentoring , 

1100
00:41:49,700 --> 00:41:53,430
reverse mentoring and enter into strong 

1101
00:41:53,430 --> 00:41:55,740
mentoring relationships , it seems like 

1102
00:41:55,740 --> 00:41:58,810
emotional intel intelligence is key in 

1103
00:41:58,810 --> 00:42:01,032
order to help strike that right balance 

1104
00:42:01,032 --> 00:42:03,650
between accountability and also empathy , 

1105
00:42:03,650 --> 00:42:05,320
especially when a mentee is 

1106
00:42:05,320 --> 00:42:07,209
experiencing a challenge in their 

1107
00:42:07,209 --> 00:42:09,264
career . So the question is for Miss 

1108
00:42:09,264 --> 00:42:11,650
Lyons and also for Mr Goodman , can you 

1109
00:42:11,650 --> 00:42:14,020
talk with us about your thoughts on how 

1110
00:42:14,020 --> 00:42:16,800
mentees and mentors can prepare for 

1111
00:42:16,800 --> 00:42:18,967
mentoring and what tools are available 

1112
00:42:18,967 --> 00:42:21,078
to assist ? Miss Lyons will turn this 

1113
00:42:21,078 --> 00:42:23,078
over to you first , then over to Mr 

1114
00:42:23,078 --> 00:42:26,930
Goodman . Thank you , jennifer . So 

1115
00:42:26,930 --> 00:42:30,380
this is a great question and um I wanna 

1116
00:42:30,390 --> 00:42:33,370
thank MS Bullock for the for some of 

1117
00:42:33,370 --> 00:42:35,481
the answers that she gave because one 

1118
00:42:35,481 --> 00:42:37,481
of the things she said is you don't 

1119
00:42:37,481 --> 00:42:40,120
want 16 , 17 MS Bullocks and and I 

1120
00:42:40,120 --> 00:42:43,640
agree is that when we um are 

1121
00:42:43,650 --> 00:42:46,440
looking to be a mentor , one of the 

1122
00:42:46,440 --> 00:42:49,310
things that I highly encourage is that 

1123
00:42:49,310 --> 00:42:53,140
we um uh take the D . I . A 

1124
00:42:53,150 --> 00:42:55,910
unconscious bias awareness training 

1125
00:42:55,920 --> 00:42:59,190
because it really does help us to 

1126
00:42:59,190 --> 00:43:02,660
identify those things that we may not 

1127
00:43:02,670 --> 00:43:06,330
um quickly identify as a difference 

1128
00:43:06,330 --> 00:43:08,630
that maybe we've held on as a 

1129
00:43:08,630 --> 00:43:12,290
stereotype or even a prejudice because 

1130
00:43:12,290 --> 00:43:15,240
we all prejudge things in our lives . 

1131
00:43:15,240 --> 00:43:17,570
So um one of the first things I would 

1132
00:43:17,570 --> 00:43:19,790
encourage and and I've taken the 

1133
00:43:19,790 --> 00:43:22,480
training , Mr tickle does a great job 

1134
00:43:22,480 --> 00:43:26,160
with the UBI training is really 

1135
00:43:26,160 --> 00:43:28,590
understand that , you know , people 

1136
00:43:28,590 --> 00:43:32,180
bring different um characteristics , 

1137
00:43:32,180 --> 00:43:35,430
competency skills to the table . And 

1138
00:43:35,430 --> 00:43:37,430
just because you don't look like me 

1139
00:43:37,430 --> 00:43:39,319
doesn't mean that you can't bring 

1140
00:43:39,319 --> 00:43:41,900
something different um and you know 

1141
00:43:41,900 --> 00:43:44,890
skills diversity to that discussion . 

1142
00:43:44,890 --> 00:43:48,830
So um there are a lot of tools 

1143
00:43:48,830 --> 00:43:51,980
that are available to us as mentors and 

1144
00:43:51,980 --> 00:43:55,930
even mentees , I will put the the 

1145
00:43:55,940 --> 00:43:59,570
I will market um my vector to everyone . 

1146
00:43:59,570 --> 00:44:02,120
Probably you've heard of my vector , it 

1147
00:44:02,120 --> 00:44:04,710
has a lot of mentoring tools that are 

1148
00:44:04,710 --> 00:44:07,560
above available to us , it helps us um 

1149
00:44:07,560 --> 00:44:10,460
to connect mentors with mentees if you 

1150
00:44:10,470 --> 00:44:12,610
don't know , you know how do I get 

1151
00:44:12,610 --> 00:44:16,600
connected to a mentor ? My vector is 

1152
00:44:16,600 --> 00:44:18,711
an awesome tool that can help you get 

1153
00:44:18,711 --> 00:44:22,330
there . It also does have um a lot of 

1154
00:44:22,340 --> 00:44:26,130
um uh tools that are available for 

1155
00:44:26,140 --> 00:44:28,810
for both mentors and mentees to you 

1156
00:44:28,810 --> 00:44:32,390
know just get ideas on how to become a 

1157
00:44:32,400 --> 00:44:36,250
better mentor or better mentee uh lots 

1158
00:44:36,250 --> 00:44:39,880
of articles and even courses to help 

1159
00:44:39,880 --> 00:44:42,400
you with that . Um Another couple of 

1160
00:44:42,400 --> 00:44:45,720
things that I would suggest to those 

1161
00:44:45,720 --> 00:44:48,730
mentees that have um set up something 

1162
00:44:48,730 --> 00:44:51,740
with a mentor is make sure that but you 

1163
00:44:51,740 --> 00:44:54,910
come prepared . I mean both of of us 

1164
00:44:54,920 --> 00:44:57,060
are taking time out of our busy 

1165
00:44:57,060 --> 00:45:00,460
schedules to have that relationship and 

1166
00:45:00,460 --> 00:45:02,890
it's good that both prepare for that 

1167
00:45:02,900 --> 00:45:04,900
for that first meeting . One of the 

1168
00:45:04,900 --> 00:45:08,260
things that mentees can do is provide a 

1169
00:45:08,270 --> 00:45:12,120
resume to that mentor um and maybe give 

1170
00:45:12,130 --> 00:45:15,530
you know some expectations of what they 

1171
00:45:15,530 --> 00:45:17,630
want to get out of that mentoring 

1172
00:45:17,630 --> 00:45:21,360
relationship . Um and just you know 

1173
00:45:21,370 --> 00:45:23,830
be open to the feedback that your 

1174
00:45:23,830 --> 00:45:27,310
mentor can provide . Now also know that 

1175
00:45:27,320 --> 00:45:30,180
a mentor is not gonna be able to you 

1176
00:45:30,180 --> 00:45:32,940
know provide you solutions to 

1177
00:45:32,940 --> 00:45:35,500
everything they're going to provide you 

1178
00:45:35,510 --> 00:45:38,930
um recommendations and suggestions to 

1179
00:45:38,940 --> 00:45:42,150
um possibly achieve the goal that 

1180
00:45:42,160 --> 00:45:45,210
you're looking for but not you know not 

1181
00:45:45,220 --> 00:45:47,442
all men mentors are going to be in that 

1182
00:45:47,442 --> 00:45:49,990
place where they can say yep let me let 

1183
00:45:49,990 --> 00:45:53,210
me work that for you and um provide 

1184
00:45:53,220 --> 00:45:56,360
that opportunity for you . So it's it's 

1185
00:45:56,370 --> 00:45:59,980
uh it's a relationship that just opens 

1186
00:45:59,990 --> 00:46:02,980
both the mentor and the mentee to other 

1187
00:46:02,990 --> 00:46:06,100
opportunities to look and see what kind 

1188
00:46:06,100 --> 00:46:09,260
of um barriers maybe that we can remove 

1189
00:46:09,260 --> 00:46:12,980
or provide opportunities in other areas . 

1190
00:46:13,320 --> 00:46:16,620
So with that I will um turn it over to 

1191
00:46:16,620 --> 00:46:20,400
Jason to um add to that and 

1192
00:46:20,410 --> 00:46:24,300
I can also help answer some 

1193
00:46:24,300 --> 00:46:26,522
more of that question if if needed . So 

1194
00:46:26,522 --> 00:46:30,290
Jason over to you . Yeah good 

1195
00:46:30,290 --> 00:46:32,346
morning everybody . Um Yeah a lot of 

1196
00:46:32,346 --> 00:46:34,346
that is kind of what I had . So the 

1197
00:46:34,346 --> 00:46:37,300
first thing you gotta understand , oh 

1198
00:46:38,300 --> 00:46:40,467
am I on ? Can everybody hear me ? Okay 

1199
00:46:40,467 --> 00:46:42,560
cool . So um first thing that I'm 

1200
00:46:42,560 --> 00:46:44,727
looking at as a leader and a mentor is 

1201
00:46:44,727 --> 00:46:46,949
um understanding yourself , you have to 

1202
00:46:46,949 --> 00:46:49,004
understand your own goals and uh you 

1203
00:46:49,004 --> 00:46:51,171
know your own set of achievements that 

1204
00:46:51,171 --> 00:46:52,782
you wanna have as a leader , 

1205
00:46:52,782 --> 00:46:54,893
understanding your own work ethic and 

1206
00:46:54,893 --> 00:46:57,116
work habits um you know you really want 

1207
00:46:57,116 --> 00:46:59,570
to take from your past experiences 

1208
00:46:59,570 --> 00:47:01,626
whether it's successful or a failure 

1209
00:47:01,626 --> 00:47:03,848
and you want to try to apply it to your 

1210
00:47:03,848 --> 00:47:06,014
own leadership style and then learning 

1211
00:47:06,014 --> 00:47:07,960
from your past mentors and their 

1212
00:47:07,960 --> 00:47:10,182
successes and failures and just want to 

1213
00:47:10,182 --> 00:47:12,530
really all put it together and um you 

1214
00:47:12,530 --> 00:47:14,697
know try to you know bring that to the 

1215
00:47:14,697 --> 00:47:16,808
table when you uh you know you have a 

1216
00:47:16,808 --> 00:47:18,680
new employee um second would be 

1217
00:47:18,680 --> 00:47:20,680
definitely understanding who you're 

1218
00:47:20,680 --> 00:47:23,330
mentoring . You want to understand you 

1219
00:47:23,330 --> 00:47:26,290
know how they receive information um 

1220
00:47:26,300 --> 00:47:29,500
how they learn you know um what type of 

1221
00:47:29,500 --> 00:47:32,600
style um and teaching and mentoring 

1222
00:47:32,600 --> 00:47:34,767
really works for them because you know 

1223
00:47:34,767 --> 00:47:36,989
what you put forward maybe doesn't work 

1224
00:47:36,989 --> 00:47:39,156
exactly the same way for them . So you 

1225
00:47:39,156 --> 00:47:41,350
kinda wanna adjust as much as you can 

1226
00:47:41,360 --> 00:47:43,416
um definitely understanding who they 

1227
00:47:43,416 --> 00:47:46,020
are outside of work , family hobbies 

1228
00:47:46,020 --> 00:47:48,187
interest . You know just kind of gives 

1229
00:47:48,187 --> 00:47:50,550
you a little bit more understanding of 

1230
00:47:50,560 --> 00:47:52,740
who the person is and you know how 

1231
00:47:52,740 --> 00:47:55,073
they're gonna fit into your work center . 

1232
00:47:55,073 --> 00:47:57,129
So um I think really following those 

1233
00:47:57,129 --> 00:47:59,320
two things , it's going to give you 

1234
00:47:59,330 --> 00:48:01,640
just a better line of communication 

1235
00:48:01,650 --> 00:48:03,761
between you know the supervisor , the 

1236
00:48:03,761 --> 00:48:06,890
leader and the mentor mentee and um 

1237
00:48:06,900 --> 00:48:09,122
just kind of puts everybody at ease and 

1238
00:48:09,122 --> 00:48:11,490
maybe give them a little bit uh you 

1239
00:48:11,490 --> 00:48:13,546
know less hesitation to come ask you 

1240
00:48:13,546 --> 00:48:16,570
questions . Um And as for the tools at 

1241
00:48:16,570 --> 00:48:18,514
least in the maintenance flight we 

1242
00:48:18,514 --> 00:48:20,626
definitely use the I . D . P . Uh the 

1243
00:48:20,626 --> 00:48:22,990
individual development plan and you 

1244
00:48:22,990 --> 00:48:26,980
know it just gives the employee uh just 

1245
00:48:26,990 --> 00:48:28,990
something to write down you know it 

1246
00:48:28,990 --> 00:48:31,212
puts a short term long term goal allows 

1247
00:48:31,212 --> 00:48:33,460
the supervisor to read it uh might be 

1248
00:48:33,470 --> 00:48:36,180
topics that you you know I haven't 

1249
00:48:36,180 --> 00:48:38,320
really talked to each other about yet 

1250
00:48:38,320 --> 00:48:40,431
but then you know you can jump in and 

1251
00:48:40,431 --> 00:48:42,653
look at it and then um kind of bring up 

1252
00:48:42,653 --> 00:48:44,740
that conversation um It's definitely 

1253
00:48:44,740 --> 00:48:47,950
lead lead towards a lot of different um 

1254
00:48:47,960 --> 00:48:49,627
career development talks with 

1255
00:48:49,627 --> 00:48:51,793
individuals that you know I hadn't had 

1256
00:48:51,793 --> 00:48:54,400
before . So um other than that we use 

1257
00:48:54,400 --> 00:48:56,511
unite event a lot and the maintenance 

1258
00:48:56,511 --> 00:48:58,678
flight it just kind of gives the uh uh 

1259
00:48:58,678 --> 00:49:00,622
team members an opportunity to get 

1260
00:49:00,622 --> 00:49:02,844
outside of the work center and interact 

1261
00:49:02,844 --> 00:49:04,956
with each other on you know more of a 

1262
00:49:04,956 --> 00:49:07,011
personal basis . So that has been um 

1263
00:49:07,011 --> 00:49:09,178
it's been pretty beneficial . I've had 

1264
00:49:09,178 --> 00:49:11,850
some good feedback from uh the team 

1265
00:49:11,850 --> 00:49:13,961
members and they seem to look forward 

1266
00:49:13,961 --> 00:49:15,906
to it . So we definitely use those 

1267
00:49:15,906 --> 00:49:16,906
quite a bit . 

1268
00:49:20,660 --> 00:49:22,827
Alright perfect thank you both so much 

1269
00:49:22,827 --> 00:49:25,740
for that . Alright so the next question 

1270
00:49:25,740 --> 00:49:28,680
is uh there may be times in an 

1271
00:49:28,680 --> 00:49:32,070
employee's career when a mentor has to 

1272
00:49:32,070 --> 00:49:35,190
serve as an agent of reality . So the 

1273
00:49:35,190 --> 00:49:37,630
question is for Mr Goodman and also for 

1274
00:49:37,630 --> 00:49:40,000
Mr . Phase on , can you talk with us 

1275
00:49:40,000 --> 00:49:42,880
today about a time where you mentored 

1276
00:49:42,880 --> 00:49:44,547
someone through a challenging 

1277
00:49:44,547 --> 00:49:46,713
experience and what you did to support 

1278
00:49:46,713 --> 00:49:49,560
them during that time . Mr Goodman over 

1279
00:49:49,560 --> 00:49:51,671
to you , then we'll turn the floor to 

1280
00:49:51,671 --> 00:49:55,450
mr phase on . Yeah , so 

1281
00:49:55,460 --> 00:49:58,580
recently I had an employee that was 

1282
00:49:58,580 --> 00:50:00,469
definitely going through multiple 

1283
00:50:00,469 --> 00:50:04,100
issues . Um he was experiencing um 

1284
00:50:04,110 --> 00:50:06,110
issues with his family , his living 

1285
00:50:06,110 --> 00:50:09,070
situation um you know suspect 

1286
00:50:09,070 --> 00:50:12,320
activities uh that really were spilling 

1287
00:50:12,320 --> 00:50:14,890
over into his work habits and that 

1288
00:50:14,900 --> 00:50:16,956
eventually actually ran into several 

1289
00:50:16,956 --> 00:50:19,890
run ins with law enforcement . Um so 

1290
00:50:19,900 --> 00:50:23,260
these outside personal issues really 

1291
00:50:23,260 --> 00:50:25,482
started severely affect his work habits 

1292
00:50:25,482 --> 00:50:28,220
and performance . So um in those talks 

1293
00:50:28,220 --> 00:50:31,890
first and foremost , my job um as I see 

1294
00:50:31,890 --> 00:50:34,001
it was really to support the employee 

1295
00:50:34,001 --> 00:50:36,057
through these challenges that he was 

1296
00:50:36,057 --> 00:50:38,223
facing , just kind of letting him know 

1297
00:50:38,223 --> 00:50:40,390
that , you know , I'm here for him and 

1298
00:50:40,390 --> 00:50:42,557
uh whether that's just to sit down and 

1299
00:50:42,557 --> 00:50:44,668
talk or you know to get even a little 

1300
00:50:44,668 --> 00:50:46,834
deeper and uh kind of provide if I can 

1301
00:50:46,834 --> 00:50:49,057
my own experiences try to relate to his 

1302
00:50:49,057 --> 00:50:51,168
situation uh while we were you know , 

1303
00:50:51,168 --> 00:50:53,112
having these conversations talking 

1304
00:50:53,112 --> 00:50:56,350
about his issues um you know he was 

1305
00:50:56,360 --> 00:50:59,190
able to open up more and kind of 

1306
00:50:59,190 --> 00:51:03,100
provide um you know more in depth , you 

1307
00:51:03,100 --> 00:51:05,330
know , we got deeper into his personal 

1308
00:51:05,330 --> 00:51:07,441
life choices and you know how they're 

1309
00:51:07,441 --> 00:51:09,608
affecting his uh his professional life 

1310
00:51:09,608 --> 00:51:11,790
here at work and how we can work 

1311
00:51:11,790 --> 00:51:13,957
together to correct those situations . 

1312
00:51:13,957 --> 00:51:16,540
So um you know with those talks , they 

1313
00:51:16,540 --> 00:51:18,762
were very straightforward at times kind 

1314
00:51:18,762 --> 00:51:20,984
of holding him accountable for what you 

1315
00:51:20,984 --> 00:51:23,100
know was happening and uh , I always 

1316
00:51:23,100 --> 00:51:25,211
made it , you know , completely clear 

1317
00:51:25,211 --> 00:51:27,420
though that I was here to support him 

1318
00:51:27,430 --> 00:51:30,880
and uh whatever help he needed moving 

1319
00:51:30,880 --> 00:51:33,213
forward , you know , I was here for him , 

1320
00:51:33,213 --> 00:51:36,290
unfortunately , he , he did resign from 

1321
00:51:36,300 --> 00:51:38,411
his position about a month and a half 

1322
00:51:38,411 --> 00:51:40,540
ago . Um , you know , while out 

1323
00:51:40,540 --> 00:51:42,096
processing , we had several 

1324
00:51:42,096 --> 00:51:45,240
conversations and he was leaving the 

1325
00:51:45,240 --> 00:51:48,100
area , not because of um , the 

1326
00:51:48,100 --> 00:51:50,150
situation here , but more less to 

1327
00:51:50,150 --> 00:51:52,261
straighten out his own life , kind of 

1328
00:51:52,261 --> 00:51:54,428
getting away from situations that were 

1329
00:51:54,428 --> 00:51:56,206
contributing to issues . Um , I 

1330
00:51:56,206 --> 00:51:59,800
definitely agreed with him and uh no 

1331
00:52:00,920 --> 00:52:04,150
offered him my help , even outside of 

1332
00:52:04,160 --> 00:52:06,300
him being an employee here , um , 

1333
00:52:06,300 --> 00:52:08,220
making sure that um , he kind of 

1334
00:52:08,220 --> 00:52:11,200
worried me at times , so I just wanted 

1335
00:52:11,200 --> 00:52:13,311
him to know that even if , you know , 

1336
00:52:13,311 --> 00:52:15,422
he's not working here and he needs to 

1337
00:52:15,422 --> 00:52:17,144
reach out to somebody that I'm 

1338
00:52:17,144 --> 00:52:19,367
available to him . So , um , you know , 

1339
00:52:19,367 --> 00:52:21,700
it's not the perfect outcome . You know , 

1340
00:52:21,700 --> 00:52:23,867
we didn't fix the situation the way we 

1341
00:52:23,867 --> 00:52:25,922
wanted to fix it , but um I think it 

1342
00:52:25,922 --> 00:52:28,144
kind of gave me a different perspective 

1343
00:52:28,144 --> 00:52:31,640
on a challenge that was day to day , 

1344
00:52:31,650 --> 00:52:35,310
you know , a lot of work . And uh I 

1345
00:52:35,310 --> 00:52:37,310
think it also gave him a little bit 

1346
00:52:37,310 --> 00:52:39,532
different perspective , I don't know if 

1347
00:52:39,532 --> 00:52:41,588
he's ever really had someone , maybe 

1348
00:52:41,588 --> 00:52:43,532
outside of his personal friends or 

1349
00:52:43,532 --> 00:52:45,643
family kind of approach his situation 

1350
00:52:45,643 --> 00:52:47,754
and just kind of tell him , hey , you 

1351
00:52:47,754 --> 00:52:49,532
know , you need to , we need to 

1352
00:52:49,532 --> 00:52:51,699
straighten this out and you know , I'm 

1353
00:52:51,699 --> 00:52:53,921
here for that if if you need , you need 

1354
00:52:53,921 --> 00:52:53,680
me . So , 

1355
00:53:01,580 --> 00:53:03,802
okay , so hey Jason , that's a , that's 

1356
00:53:03,802 --> 00:53:05,969
a tough one right there and , and good 

1357
00:53:05,969 --> 00:53:08,302
on you for staying with that individual . 

1358
00:53:08,302 --> 00:53:10,247
Uh , so , you know , as we look at 

1359
00:53:10,247 --> 00:53:12,413
mentoring and , and you know , from my 

1360
00:53:12,413 --> 00:53:14,469
experience , you know , part of this 

1361
00:53:14,469 --> 00:53:16,747
was establishing goals for individuals . 

1362
00:53:16,747 --> 00:53:18,802
And so as a , as a group commander , 

1363
00:53:18,802 --> 00:53:20,524
you know , for all my squadron 

1364
00:53:20,524 --> 00:53:22,691
commanders , it was really about , you 

1365
00:53:22,691 --> 00:53:24,913
know , setting goals and objectives for 

1366
00:53:24,913 --> 00:53:27,136
them so they can move into what I would 

1367
00:53:27,136 --> 00:53:29,191
say , my position later on in life . 

1368
00:53:29,191 --> 00:53:31,302
And so when you establish those goals 

1369
00:53:31,302 --> 00:53:33,580
and , and some of our short term goals , 

1370
00:53:33,580 --> 00:53:35,636
some of our long term goals . And as 

1371
00:53:35,636 --> 00:53:37,636
you're focusing on those short term 

1372
00:53:37,636 --> 00:53:39,802
goals , you know , it's great to , you 

1373
00:53:39,802 --> 00:53:41,913
know , successful successes and , you 

1374
00:53:41,913 --> 00:53:44,080
know , sharing all those individuals . 

1375
00:53:44,080 --> 00:53:46,247
That's great is when you start to have 

1376
00:53:46,247 --> 00:53:48,302
failures in those , those goals that 

1377
00:53:48,302 --> 00:53:50,469
you've , you put out there in front of 

1378
00:53:50,469 --> 00:53:52,330
an individual . And so I had 33 

1379
00:53:52,330 --> 00:53:54,386
experience that I'll talk about . So 

1380
00:53:54,386 --> 00:53:57,490
one of them was um with a deputy group 

1381
00:53:57,490 --> 00:54:00,030
commander that I had , who in my mind 

1382
00:54:00,030 --> 00:54:02,800
was was at the top of his game , we had 

1383
00:54:02,800 --> 00:54:05,010
established goals and objectives for 

1384
00:54:05,010 --> 00:54:07,610
not only him but his family . And so 

1385
00:54:07,610 --> 00:54:09,777
when you're establishing those goals , 

1386
00:54:09,777 --> 00:54:11,832
you really want someone to succeed . 

1387
00:54:11,832 --> 00:54:14,054
The question happens is when they don't 

1388
00:54:14,054 --> 00:54:16,110
happen . So for this individual , of 

1389
00:54:16,110 --> 00:54:18,332
course , he did not get promoted to the 

1390
00:54:18,332 --> 00:54:20,554
next rank and for officers , you know , 

1391
00:54:20,554 --> 00:54:22,721
at that time , you know , that is very 

1392
00:54:22,721 --> 00:54:24,777
tough because getting promoted above 

1393
00:54:24,777 --> 00:54:28,470
zone is typically very low . And so 

1394
00:54:28,480 --> 00:54:31,950
instead of , you know , just letting 

1395
00:54:31,950 --> 00:54:34,130
him go , the plan was , now , what do 

1396
00:54:34,130 --> 00:54:37,170
we do , you know , for the next , the 

1397
00:54:37,170 --> 00:54:39,503
next term for you ? So which would mean , 

1398
00:54:39,503 --> 00:54:41,726
what are we gonna do outside of the Air 

1399
00:54:41,726 --> 00:54:43,892
force ? And so what we did was started 

1400
00:54:43,892 --> 00:54:46,003
to establish goals and objectives for 

1401
00:54:46,003 --> 00:54:48,170
him , for life without the outside the 

1402
00:54:48,170 --> 00:54:50,281
military . And so I would like to say 

1403
00:54:50,281 --> 00:54:52,281
that was very successful because we 

1404
00:54:52,281 --> 00:54:54,614
continue to work on it . Um like I said , 

1405
00:54:54,614 --> 00:54:56,559
he was a very intelligent , highly 

1406
00:54:56,559 --> 00:54:59,020
educated individual uh just because he 

1407
00:54:59,020 --> 00:55:01,131
did not get promoted in the Air Force 

1408
00:55:01,131 --> 00:55:03,409
did not mean his life was going to end . 

1409
00:55:03,409 --> 00:55:06,270
So uh that is is tough to tell someone 

1410
00:55:06,270 --> 00:55:08,381
they didn't get promoted , especially 

1411
00:55:08,381 --> 00:55:10,437
when you helped them establish these 

1412
00:55:10,437 --> 00:55:12,548
goals and objectives , um now is what 

1413
00:55:12,548 --> 00:55:14,659
do you do afterwards ? And so we were 

1414
00:55:14,659 --> 00:55:16,780
very successful in doing that . Um I 

1415
00:55:16,780 --> 00:55:18,836
would tell you when you're mentoring 

1416
00:55:18,836 --> 00:55:21,002
someone , the biggest thing you can do 

1417
00:55:21,002 --> 00:55:23,169
is is to be honest with them . So when 

1418
00:55:23,169 --> 00:55:26,020
you start looking at an individual's uh 

1419
00:55:26,030 --> 00:55:28,190
goal in their careers at a certain 

1420
00:55:28,190 --> 00:55:30,412
point , you just need to be honest with 

1421
00:55:30,412 --> 00:55:32,523
them and I think they will appreciate 

1422
00:55:32,523 --> 00:55:34,690
that more than anything , because when 

1423
00:55:34,690 --> 00:55:36,968
they don't succeed in those objectives , 

1424
00:55:36,968 --> 00:55:39,134
uh they're probably gonna look back at 

1425
00:55:39,134 --> 00:55:41,190
you and wonder why you gave them bad 

1426
00:55:41,190 --> 00:55:43,412
feedback . And so the next individual I 

1427
00:55:43,412 --> 00:55:45,301
worked with was just that type of 

1428
00:55:45,301 --> 00:55:47,720
person , very good individual , um 

1429
00:55:47,730 --> 00:55:50,320
highly recommended . But when you look 

1430
00:55:50,330 --> 00:55:53,300
at their records , more than likely 

1431
00:55:53,310 --> 00:55:55,366
they probably had maxed out of where 

1432
00:55:55,366 --> 00:55:57,532
they were to go in the military . So I 

1433
00:55:57,532 --> 00:55:59,643
did provide that . We didn't stop . I 

1434
00:55:59,643 --> 00:56:01,810
mean , we can we continue to set goals 

1435
00:56:01,810 --> 00:56:03,699
and objectives for them , but the 

1436
00:56:03,699 --> 00:56:05,810
reality was more than likely you were 

1437
00:56:05,810 --> 00:56:08,032
not going , going to get promoted . And 

1438
00:56:08,032 --> 00:56:10,143
so what do we want to do ? Do we want 

1439
00:56:10,143 --> 00:56:12,477
to just sit around and whine about that , 

1440
00:56:12,477 --> 00:56:14,421
or do we want to make , you know , 

1441
00:56:14,421 --> 00:56:14,310
provision for your life after the 

1442
00:56:14,310 --> 00:56:16,421
military . And so we did that too for 

1443
00:56:16,421 --> 00:56:18,588
him . And of course he , you know , he 

1444
00:56:18,588 --> 00:56:20,699
didn't get promoted , uh finished off 

1445
00:56:20,699 --> 00:56:22,866
with a great military career and doing 

1446
00:56:22,866 --> 00:56:25,550
very well into civilian life . And then 

1447
00:56:25,550 --> 00:56:27,717
the final person and you know , that I 

1448
00:56:27,717 --> 00:56:30,340
I had a privilege of working with is 

1449
00:56:30,340 --> 00:56:32,540
here in my new job . And , you know , 

1450
00:56:32,540 --> 00:56:34,707
this individual , we had really worked 

1451
00:56:34,707 --> 00:56:37,290
hard to get them the goal or the things 

1452
00:56:37,290 --> 00:56:39,123
they needed to progress in their 

1453
00:56:39,123 --> 00:56:41,930
civilian career . Unfortunately , they 

1454
00:56:41,930 --> 00:56:43,986
didn't get selected for the job they 

1455
00:56:43,986 --> 00:56:46,210
were intending to get , but we kept 

1456
00:56:46,210 --> 00:56:48,410
plugging away at that . And of course 

1457
00:56:48,410 --> 00:56:51,060
they got the job , another job which is 

1458
00:56:51,070 --> 00:56:54,080
equally uh important for them . And so 

1459
00:56:54,280 --> 00:56:56,610
the biggest thing is to like I said 

1460
00:56:56,610 --> 00:56:58,920
before to be honest with an individual , 

1461
00:56:58,930 --> 00:57:00,986
look at , you know , their goals and 

1462
00:57:00,986 --> 00:57:03,152
objectives and if they're attainable , 

1463
00:57:03,152 --> 00:57:05,263
tell them if they're not , you know , 

1464
00:57:05,263 --> 00:57:07,208
not saying they can't attain those 

1465
00:57:07,208 --> 00:57:09,208
those goals and objectives , but it 

1466
00:57:09,208 --> 00:57:11,374
could be a tougher thing to do , but I 

1467
00:57:11,374 --> 00:57:13,597
think people will admire you for giving 

1468
00:57:13,597 --> 00:57:16,020
them fair honest opinion and goals and 

1469
00:57:16,020 --> 00:57:18,430
objectives . So um those are those are 

1470
00:57:18,430 --> 00:57:20,597
my experiences of , you know , dealing 

1471
00:57:20,597 --> 00:57:22,660
with someone who , you know , faces 

1472
00:57:22,660 --> 00:57:25,510
challenges and they don't succeed , but 

1473
00:57:25,520 --> 00:57:27,687
life isn't over for them . And I think 

1474
00:57:27,687 --> 00:57:29,631
that's the best thing we can do is 

1475
00:57:29,631 --> 00:57:31,853
continue to support them when things go 

1476
00:57:31,853 --> 00:57:31,710
wrong . 

1477
00:57:36,920 --> 00:57:38,976
All right , thank you both for those 

1478
00:57:38,976 --> 00:57:40,920
answers . All right , so we're now 

1479
00:57:40,920 --> 00:57:42,920
ready for our last question for our 

1480
00:57:42,920 --> 00:57:45,500
panelists during this segment . So I'd 

1481
00:57:45,500 --> 00:57:47,611
like to ask for Miss Bullock and Miss 

1482
00:57:47,611 --> 00:57:50,170
Lyons to talk with us more about the 

1483
00:57:50,170 --> 00:57:53,290
role that we as mentors and mentees 

1484
00:57:53,290 --> 00:57:55,630
play in the expansion of affirmative 

1485
00:57:55,640 --> 00:57:58,290
employment and the Air Force Material 

1486
00:57:58,300 --> 00:58:01,120
Command commands , diversity , equity , 

1487
00:58:01,120 --> 00:58:03,453
inclusion and accessibility initiatives . 

1488
00:58:03,453 --> 00:58:05,810
Can you share with us your thoughts on 

1489
00:58:05,810 --> 00:58:07,990
how we can promote these concepts 

1490
00:58:08,000 --> 00:58:10,250
within our mentoring relationships . 

1491
00:58:10,260 --> 00:58:12,371
We'll start first with MS Bullock and 

1492
00:58:12,371 --> 00:58:14,649
then turn the discussion to Miss Lyons . 

1493
00:58:14,649 --> 00:58:18,080
Okay , thanks jennifer . So again , um 

1494
00:58:18,090 --> 00:58:21,220
not only does the mentor need to be 

1495
00:58:21,230 --> 00:58:23,470
approachable , but the the we also have 

1496
00:58:23,470 --> 00:58:26,590
a responsibility To seek those 

1497
00:58:26,590 --> 00:58:29,690
individuals , uh that may not 

1498
00:58:29,700 --> 00:58:32,660
necessarily be the ones that are 

1499
00:58:32,660 --> 00:58:35,290
raising their hands in class . So if 

1500
00:58:35,290 --> 00:58:37,512
you think about a class and the teacher 

1501
00:58:37,512 --> 00:58:39,710
has to question and 17 people raise 

1502
00:58:39,710 --> 00:58:41,877
their hands or you've got this one kid 

1503
00:58:41,877 --> 00:58:43,932
that you know , just always the real 

1504
00:58:43,932 --> 00:58:46,154
brain of the class and he or she always 

1505
00:58:46,154 --> 00:58:48,154
raises his or her hand , you know , 

1506
00:58:48,154 --> 00:58:47,860
you've got to make sure that you call 

1507
00:58:47,860 --> 00:58:50,310
on others because the others have as 

1508
00:58:50,310 --> 00:58:53,290
much value and and probably you know , 

1509
00:58:53,290 --> 00:58:55,401
are just need a little bit assistance 

1510
00:58:55,401 --> 00:58:57,734
coming out of their show . And so again , 

1511
00:58:57,734 --> 00:58:59,957
from a , from a diversity perspective , 

1512
00:58:59,957 --> 00:59:02,830
from an accessibility and equity 

1513
00:59:02,840 --> 00:59:05,260
perspective , I just tried to look 

1514
00:59:05,260 --> 00:59:08,820
across the room and say , hey who who's 

1515
00:59:08,830 --> 00:59:11,052
who's coaching you , not coaching you , 

1516
00:59:11,052 --> 00:59:12,997
who's , who's mentoring . Have you 

1517
00:59:12,997 --> 00:59:15,163
found a mentor ? And and I want to tag 

1518
00:59:15,163 --> 00:59:16,941
on a little bit about what erIC 

1519
00:59:16,941 --> 00:59:20,240
mentioned previously about you wanna 

1520
00:59:20,250 --> 00:59:22,306
get a mentor who doesn't necessarily 

1521
00:59:22,306 --> 00:59:24,528
doesn't look like you is , I think what 

1522
00:59:24,528 --> 00:59:26,639
eric may have said , but I think what 

1523
00:59:26,639 --> 00:59:26,530
eric and I'm not trying to speak for 

1524
00:59:26,530 --> 00:59:29,720
him , but what I tell folks is you , if 

1525
00:59:29,720 --> 00:59:31,831
you're in contracting for example and 

1526
00:59:31,831 --> 00:59:33,831
you're a civilian , there's nothing 

1527
00:59:33,831 --> 00:59:36,053
wrong as a matter of fact , I encourage 

1528
00:59:36,053 --> 00:59:38,276
folks to get a mentor who is a military 

1529
00:59:38,276 --> 00:59:40,387
member and that military member could 

1530
00:59:40,387 --> 00:59:42,609
be an officer , it could be an enlisted 

1531
00:59:42,609 --> 00:59:44,720
member . Um I would , I would have my 

1532
00:59:44,720 --> 00:59:46,887
chief mentor anybody because he's just 

1533
00:59:46,887 --> 00:59:49,140
so dang good . Um so so when , so 

1534
00:59:49,140 --> 00:59:51,251
that's what I believe eric was saying 

1535
00:59:51,251 --> 00:59:53,307
when he said , you know , they don't 

1536
00:59:53,307 --> 00:59:55,473
have to necessarily look like you do , 

1537
00:59:55,473 --> 00:59:57,529
it's the , you can go to a different 

1538
00:59:57,529 --> 00:59:59,696
career career series , you can go to a 

1539
00:59:59,696 --> 01:00:01,696
civilian , you can go to a military 

1540
01:00:01,696 --> 01:00:03,862
member etcetera . So but back to the , 

1541
01:00:03,862 --> 01:00:05,862
to the diversity and the equity , I 

1542
01:00:05,862 --> 01:00:07,862
think you just have to , we need to 

1543
01:00:07,862 --> 01:00:09,973
make sure that our folks know from an 

1544
01:00:09,973 --> 01:00:12,140
expectation that that we are there for 

1545
01:00:12,140 --> 01:00:14,650
everyone and to get everybody under the 

1546
01:00:14,650 --> 01:00:16,706
tent , not just some people into the 

1547
01:00:16,706 --> 01:00:18,928
tent , but get everyone who wants to be 

1548
01:00:18,928 --> 01:00:22,150
in the tent invited and and 

1549
01:00:22,160 --> 01:00:24,550
accessible and you're available to all 

1550
01:00:24,560 --> 01:00:27,430
all members ? Not just not just the 

1551
01:00:27,430 --> 01:00:30,670
student who is raising his or her hand 

1552
01:00:30,680 --> 01:00:32,847
every single time , you know , they're 

1553
01:00:32,847 --> 01:00:35,069
asked a question . So those would be my 

1554
01:00:35,069 --> 01:00:37,124
initial thoughts tammy over to you . 

1555
01:00:38,860 --> 01:00:41,520
So ma'am I I echo everything that you 

1556
01:00:41,520 --> 01:00:45,310
said um that we we as mentors should be 

1557
01:00:45,310 --> 01:00:47,860
proactive and and looking for those 

1558
01:00:47,860 --> 01:00:50,840
personnel that may may not want to 

1559
01:00:50,850 --> 01:00:53,740
raise their hand and say but me . Um 

1560
01:00:53,740 --> 01:00:57,630
and they're one of the things that we 

1561
01:00:57,630 --> 01:01:00,800
as mentors can do is reach out to the 

1562
01:01:00,800 --> 01:01:04,280
diversity and inclusion councils at our 

1563
01:01:04,290 --> 01:01:08,010
installations or even at our centers to 

1564
01:01:08,010 --> 01:01:10,520
help inform us on , you know , do we 

1565
01:01:10,520 --> 01:01:14,120
have communities that have underserved 

1566
01:01:14,140 --> 01:01:16,490
um personnel that are not 

1567
01:01:16,490 --> 01:01:19,680
representative at um particular 

1568
01:01:19,690 --> 01:01:23,190
uh functional communities or 

1569
01:01:23,200 --> 01:01:26,290
even grade levels and and see how we 

1570
01:01:26,290 --> 01:01:30,000
can as leaders reach out to persons and 

1571
01:01:30,000 --> 01:01:32,670
say why haven't you thought about , you 

1572
01:01:32,670 --> 01:01:35,470
know pursuing this opportunity that you 

1573
01:01:35,470 --> 01:01:39,270
know , I've I I see you I know what you 

1574
01:01:39,270 --> 01:01:42,390
can do on a daily basis and let's enter 

1575
01:01:42,390 --> 01:01:45,610
into that discussion on what we can do 

1576
01:01:45,610 --> 01:01:48,370
to equip you um to apply for these 

1577
01:01:48,370 --> 01:01:50,610
opportunities and be ready for these 

1578
01:01:50,610 --> 01:01:53,710
opportunities . So um Echo everything 

1579
01:01:53,710 --> 01:01:56,660
MS Bullock said we as mentors and 

1580
01:01:56,660 --> 01:01:58,410
leaders I believe have that 

1581
01:01:58,410 --> 01:02:01,090
responsibility to look , you know look 

1582
01:02:01,090 --> 01:02:03,960
around and and see how we can help 

1583
01:02:03,970 --> 01:02:06,880
others achieve some of the same goals 

1584
01:02:06,880 --> 01:02:09,100
that we did in life and you know , and 

1585
01:02:09,100 --> 01:02:11,380
some of that is a discussion with the 

1586
01:02:11,380 --> 01:02:13,830
employee , maybe they're happy where 

1587
01:02:13,830 --> 01:02:15,719
they are , maybe they just need a 

1588
01:02:15,719 --> 01:02:17,886
little push and so sometimes we can be 

1589
01:02:17,886 --> 01:02:20,080
the push . So with that jennifer I 

1590
01:02:20,080 --> 01:02:23,820
think um I think I'm good . Great , 

1591
01:02:23,820 --> 01:02:26,540
thank you so much ma'am . Alright , 

1592
01:02:26,540 --> 01:02:28,762
well thank you so much to our panelists 

1593
01:02:28,762 --> 01:02:31,530
during the second portion of the event 

1594
01:02:31,540 --> 01:02:33,596
really for sharing your thoughts and 

1595
01:02:33,596 --> 01:02:35,740
also your perspectives on how we can 

1596
01:02:35,740 --> 01:02:37,430
engage in powerful mentoring 

1597
01:02:37,430 --> 01:02:40,340
relationships throughout our careers . 

1598
01:02:40,350 --> 01:02:42,900
Will now pivot just a little and during 

1599
01:02:42,900 --> 01:02:45,290
our event today we'll start to address 

1600
01:02:45,290 --> 01:02:47,450
questions that have been received in 

1601
01:02:47,450 --> 01:02:50,350
advance of today's event and also those 

1602
01:02:50,350 --> 01:02:52,350
that were submitted during our show 

1603
01:02:52,350 --> 01:02:54,406
session today within our Q . And A Q 

1604
01:02:54,406 --> 01:02:56,572
and a feature . Uh so to do this , I'd 

1605
01:02:56,572 --> 01:02:58,739
like to welcome all panel members back 

1606
01:02:58,739 --> 01:03:01,020
to join me this afternoon due to our 

1607
01:03:01,020 --> 01:03:03,890
limited time . We do recognize that we 

1608
01:03:03,890 --> 01:03:05,612
may not be able to address all 

1609
01:03:05,612 --> 01:03:08,080
questions live . So we will work to 

1610
01:03:08,080 --> 01:03:10,210
respond to any questions that were 

1611
01:03:10,220 --> 01:03:12,720
unable to address live following those 

1612
01:03:12,720 --> 01:03:14,887
events of the event and will also work 

1613
01:03:14,887 --> 01:03:17,500
to make those answers available . 

1614
01:03:18,140 --> 01:03:20,140
Alright , so to kick us off on this 

1615
01:03:20,140 --> 01:03:22,130
portion of the event , our first 

1616
01:03:22,130 --> 01:03:24,840
question today is for mr tickle . The 

1617
01:03:24,840 --> 01:03:28,510
question is I'm a mentor to an employee 

1618
01:03:28,510 --> 01:03:31,170
with a disability . Can you explain 

1619
01:03:31,170 --> 01:03:33,530
what a targeted disability is and 

1620
01:03:33,530 --> 01:03:37,170
clarify what tools and or resources I 

1621
01:03:37,170 --> 01:03:39,570
could share with my mentee to help them 

1622
01:03:39,570 --> 01:03:41,570
with navigating any challenges that 

1623
01:03:41,570 --> 01:03:43,792
might arise within their career . Sir , 

1624
01:03:43,792 --> 01:03:45,800
over to you . Well , that's the you 

1625
01:03:45,800 --> 01:03:47,967
know , great question . And especially 

1626
01:03:47,967 --> 01:03:49,689
when we look at our disability 

1627
01:03:49,689 --> 01:03:52,070
community . So I think we have to look 

1628
01:03:52,070 --> 01:03:54,240
first and define disability is 

1629
01:03:54,240 --> 01:03:56,129
something that has altered one of 

1630
01:03:56,129 --> 01:03:58,350
life's major activities . Right ? And 

1631
01:03:58,350 --> 01:04:00,572
so you have this overarching concept of 

1632
01:04:00,572 --> 01:04:03,330
disabilities but within disabilities , 

1633
01:04:03,330 --> 01:04:05,010
you have a subset of targeted 

1634
01:04:05,010 --> 01:04:08,370
disabilities . Um and so if you ever 

1635
01:04:08,370 --> 01:04:10,750
look at a standard form to 56 and 

1636
01:04:10,750 --> 01:04:12,639
probably when you're brought on , 

1637
01:04:12,639 --> 01:04:14,528
you're asked to fill those out to 

1638
01:04:14,528 --> 01:04:16,370
identify those um the reason we 

1639
01:04:16,370 --> 01:04:18,970
separate out targeted disability versus 

1640
01:04:18,970 --> 01:04:21,780
disability is because federal law has 

1641
01:04:21,780 --> 01:04:24,250
established goal For hiring those 

1642
01:04:24,260 --> 01:04:26,371
targeted disabilities . We have goals 

1643
01:04:26,371 --> 01:04:28,593
and policies and programs in place such 

1644
01:04:28,593 --> 01:04:30,950
as schedule hire a hiring authorities 

1645
01:04:30,950 --> 01:04:33,117
that are targeted towards our schedule 

1646
01:04:33,117 --> 01:04:36,510
a or targeted disability employees . 

1647
01:04:36,520 --> 01:04:39,740
And then just general disability we 

1648
01:04:39,740 --> 01:04:43,330
have a 12% hiring goal . So we do this 

1649
01:04:43,330 --> 01:04:47,260
shred out for employment purposes . And 

1650
01:04:47,260 --> 01:04:50,830
then when go to 

1651
01:04:50,840 --> 01:04:54,510
to looking at um at the 

1652
01:04:54,510 --> 01:04:58,510
mentor and some of the 

1653
01:04:58,510 --> 01:05:01,650
tools number one or you're mentoring 

1654
01:05:01,650 --> 01:05:05,350
someone the 

1655
01:05:06,730 --> 01:05:09,300
ability . Uh The first concept , I 

1656
01:05:09,300 --> 01:05:12,050
always write um in dialogue and have 

1657
01:05:12,060 --> 01:05:14,282
some open communication . So you create 

1658
01:05:14,282 --> 01:05:16,390
a psychological edge 

1659
01:05:19,760 --> 01:05:23,100
Network to where you can have . Then 

1660
01:05:23,110 --> 01:05:25,110
the second piece I would do is grab 

1661
01:05:25,110 --> 01:05:27,410
your disability program manager . Each 

1662
01:05:27,410 --> 01:05:30,030
installation has one . if you're the 

1663
01:05:30,030 --> 01:05:31,430
mentor 

1664
01:05:33,370 --> 01:05:36,180
um bring in the disability program man 

1665
01:05:36,190 --> 01:05:39,600
uh that can help leverage uh 

1666
01:05:39,610 --> 01:05:41,443
advancement for individuals with 

1667
01:05:41,443 --> 01:05:45,210
disabilities . So on top of that 

1668
01:05:45,220 --> 01:05:47,890
I just say have what I call radical 

1669
01:05:47,890 --> 01:05:51,350
candor . Um when you're mentoring an 

1670
01:05:51,350 --> 01:05:55,090
individual with a disability , um don't 

1671
01:05:55,090 --> 01:05:57,830
go under predisposed ideas that this is 

1672
01:05:57,830 --> 01:06:00,860
what they mean . It's okay to ask ask , 

1673
01:06:00,860 --> 01:06:03,027
hey , what are some things I can do to 

1674
01:06:03,027 --> 01:06:05,138
help leverage your career ? How can I 

1675
01:06:05,138 --> 01:06:08,910
best get you to a to a position of 

1676
01:06:08,910 --> 01:06:11,110
promotion ? What where do you want to 

1677
01:06:11,110 --> 01:06:14,190
go ? And there is processes that exist 

1678
01:06:14,190 --> 01:06:16,620
such as reasonable accommodations and 

1679
01:06:16,620 --> 01:06:19,300
don't let a disability be a barrier to 

1680
01:06:19,300 --> 01:06:22,700
striving further within your career . 

1681
01:06:22,710 --> 01:06:24,599
And so mentors need to be able to 

1682
01:06:24,599 --> 01:06:27,010
communicate that uh to those employees 

1683
01:06:27,020 --> 01:06:29,600
and then the mentees gotta be receptive 

1684
01:06:29,610 --> 01:06:31,870
and be able to say let's leverage this 

1685
01:06:31,870 --> 01:06:34,430
and go forward as a team through this 

1686
01:06:34,430 --> 01:06:36,208
organic relationship , not just 

1687
01:06:36,208 --> 01:06:38,070
independent . So uh that's my 

1688
01:06:38,070 --> 01:06:41,430
recommendation uh for that . Thanks . 

1689
01:06:41,430 --> 01:06:44,620
Good question . Alright , great . Thank 

1690
01:06:44,620 --> 01:06:46,731
you so much . All right , so the next 

1691
01:06:46,731 --> 01:06:48,980
question from the field , this one I'll 

1692
01:06:48,980 --> 01:06:50,924
ask Miss Bullock to help us answer 

1693
01:06:50,924 --> 01:06:53,120
today . The question is some people 

1694
01:06:53,120 --> 01:06:56,420
prefer or need a mentor rather than a 

1695
01:06:56,420 --> 01:06:58,720
coach . Can you talk to us today a 

1696
01:06:58,720 --> 01:07:00,840
little bit and elaborate on those 

1697
01:07:00,840 --> 01:07:04,230
differences please ? Sure . So I'm no 

1698
01:07:04,230 --> 01:07:07,160
expert but in my experience I've had 

1699
01:07:07,160 --> 01:07:09,327
I've had a couple of different coaches 

1700
01:07:09,327 --> 01:07:12,110
uh they primarily deal with , they've 

1701
01:07:12,110 --> 01:07:14,110
helped me out , I've done a what is 

1702
01:07:14,110 --> 01:07:16,570
called a 3 60 assessment where you send 

1703
01:07:16,570 --> 01:07:19,280
out um a survey to your closest friends 

1704
01:07:19,280 --> 01:07:21,910
and relatives and actually no you send 

1705
01:07:21,910 --> 01:07:24,290
it to your subordinate , your boss , 

1706
01:07:24,290 --> 01:07:26,512
your peers and other folks who know how 

1707
01:07:26,512 --> 01:07:29,100
you how well you work and they give you 

1708
01:07:29,100 --> 01:07:31,170
anonymous constructive feedback . 

1709
01:07:31,170 --> 01:07:33,570
Sometimes it's a little bit painful to 

1710
01:07:33,570 --> 01:07:36,000
read , but but your coach works with 

1711
01:07:36,000 --> 01:07:39,720
you to say here , this is what the data 

1712
01:07:39,720 --> 01:07:42,470
is showing and this is what there's 

1713
01:07:42,470 --> 01:07:45,130
some technique of what you may want to 

1714
01:07:45,130 --> 01:07:48,680
do in these types of situations . So so 

1715
01:07:48,680 --> 01:07:50,791
the coaches and coaches are great and 

1716
01:07:50,791 --> 01:07:53,010
they're but where I've again worked 

1717
01:07:53,010 --> 01:07:55,540
with coaches is usually in in some form 

1718
01:07:55,540 --> 01:07:58,610
of an assessment on my performance as a 

1719
01:07:58,620 --> 01:08:01,210
as a leader from a mentor's perspective . 

1720
01:08:01,210 --> 01:08:03,043
Again , as I talked about at the 

1721
01:08:03,043 --> 01:08:06,240
beginning and mentor is is just in my 

1722
01:08:06,240 --> 01:08:08,230
opinion is just an adviser . It's 

1723
01:08:08,230 --> 01:08:10,690
normally it's someone who is senior to 

1724
01:08:10,690 --> 01:08:14,070
the individual um and again it's a safe 

1725
01:08:14,070 --> 01:08:16,950
space I'm giving as a mentee as a 

1726
01:08:16,950 --> 01:08:18,894
mentor , I'm giving my advice , my 

1727
01:08:18,894 --> 01:08:21,120
recommendation , I can be to eric's 

1728
01:08:21,120 --> 01:08:24,530
point , I can be very honest and say uh 

1729
01:08:24,540 --> 01:08:27,040
your intern , your copper cap intern 

1730
01:08:27,040 --> 01:08:29,330
and you told me that your goal is to be 

1731
01:08:29,340 --> 01:08:33,310
an SCS in three years . Okay . I'm 

1732
01:08:33,310 --> 01:08:37,210
not saying that's not possible . Um but 

1733
01:08:37,220 --> 01:08:39,387
I'm not sure how feasible . Truthfully 

1734
01:08:39,387 --> 01:08:41,664
it is , number one and then number two , 

1735
01:08:41,664 --> 01:08:43,776
I'm not sure how successful you would 

1736
01:08:43,776 --> 01:08:46,320
be if you're a recent college graduate 

1737
01:08:46,320 --> 01:08:48,790
and just don't have that experience um 

1738
01:08:48,950 --> 01:08:52,510
uh underneath your underneath your belt 

1739
01:08:52,510 --> 01:08:54,677
if you will . So , so again , a mentor 

1740
01:08:54,677 --> 01:08:56,650
is , in my opinion , just it's an 

1741
01:08:56,650 --> 01:08:59,230
advisor . It is a safe space to have a 

1742
01:08:59,230 --> 01:09:03,030
conversation and grow and and just help 

1743
01:09:03,040 --> 01:09:06,050
finding to Jason's point , learn about 

1744
01:09:06,050 --> 01:09:08,217
the individual , what are their career 

1745
01:09:08,217 --> 01:09:10,383
goals , what are their aspirations and 

1746
01:09:10,383 --> 01:09:12,830
um and then go from there , but a coach 

1747
01:09:12,840 --> 01:09:15,800
usually has some data um in which to 

1748
01:09:15,800 --> 01:09:19,400
work with in which to um in power and 

1749
01:09:19,400 --> 01:09:21,456
talk to the individual and say , you 

1750
01:09:21,456 --> 01:09:23,567
know , you're you really didn't score 

1751
01:09:23,567 --> 01:09:25,622
too well in the diplomacy department 

1752
01:09:25,622 --> 01:09:27,789
there bullet maybe you could take some 

1753
01:09:27,789 --> 01:09:29,900
uh dale Carnegie , how to win friends 

1754
01:09:29,900 --> 01:09:32,122
and influence people , maybe that would 

1755
01:09:32,122 --> 01:09:34,233
be a good book for you to to read and 

1756
01:09:34,233 --> 01:09:36,289
and move on from . So that that's my 

1757
01:09:36,289 --> 01:09:38,500
take , I'm not , as I said , I'm not a 

1758
01:09:38,510 --> 01:09:40,690
professor of the difference between 

1759
01:09:40,690 --> 01:09:42,746
coaching and mentors , but that that 

1760
01:09:42,746 --> 01:09:44,730
would be my informal assessment , 

1761
01:09:44,750 --> 01:09:47,820
jennifer over ma'am , thanks so much 

1762
01:09:47,820 --> 01:09:50,042
for that assessment . Also see if there 

1763
01:09:50,042 --> 01:09:52,209
are other members of the panel who may 

1764
01:09:52,209 --> 01:09:54,320
want to chime in on that as well . Mr 

1765
01:09:54,320 --> 01:09:56,487
Snodgrass , would you like to chime in 

1766
01:09:56,487 --> 01:09:56,460
on that one ? 

1767
01:10:00,750 --> 01:10:02,660
Sorry , I'm having some computer 

1768
01:10:02,660 --> 01:10:04,771
glitches here . Can can you hear me ? 

1769
01:10:04,771 --> 01:10:07,810
Thank you . Sorry , uh I agree with 

1770
01:10:07,810 --> 01:10:09,921
everything Miss Miss Bullock said , I 

1771
01:10:09,921 --> 01:10:11,754
think this is really interesting 

1772
01:10:11,754 --> 01:10:13,754
because lots of times you'll you're 

1773
01:10:13,754 --> 01:10:15,866
here here , folks use these two terms 

1774
01:10:15,866 --> 01:10:17,977
interchangeably and uh no , I haven't 

1775
01:10:17,977 --> 01:10:20,199
written a book on this either , so , so 

1776
01:10:20,199 --> 01:10:22,199
I'll just give you my , my personal 

1777
01:10:22,199 --> 01:10:24,254
opinion on this uh to me and it goes 

1778
01:10:24,254 --> 01:10:26,477
hand in glove with what Heidi mentioned 

1779
01:10:26,477 --> 01:10:28,421
to me , coaching is is really more 

1780
01:10:28,421 --> 01:10:30,840
performance driven and it's designed to 

1781
01:10:30,840 --> 01:10:33,040
improve the individuals on the job 

1782
01:10:33,040 --> 01:10:35,390
performance mentoring , as I mentioned , 

1783
01:10:35,400 --> 01:10:37,622
deals with finding that trusted advisor 

1784
01:10:37,622 --> 01:10:39,610
and and uh and it's more 

1785
01:10:39,610 --> 01:10:42,540
developmentally uh focused , I believe 

1786
01:10:42,550 --> 01:10:44,661
looking not just at the professionals 

1787
01:10:44,661 --> 01:10:46,717
current job , but but looking beyond 

1788
01:10:46,717 --> 01:10:48,828
two years , five years , 10 years and 

1789
01:10:48,828 --> 01:10:50,994
again , I think the mentoring approach 

1790
01:10:50,994 --> 01:10:53,161
is a bit more holistic when you , when 

1791
01:10:53,161 --> 01:10:54,939
you look at it through a career 

1792
01:10:54,939 --> 01:10:57,217
development lens coaching is , is also , 

1793
01:10:57,217 --> 01:10:59,450
I think in many times evaluative while 

1794
01:10:59,450 --> 01:11:02,000
mentoring isn't in my opinion . I think 

1795
01:11:02,000 --> 01:11:04,056
coaching is also typically a shorter 

1796
01:11:04,056 --> 01:11:06,222
duration and it might address specific 

1797
01:11:06,222 --> 01:11:08,480
items . Were mentoring really about the 

1798
01:11:08,480 --> 01:11:11,360
long game . I think also think coaches 

1799
01:11:11,360 --> 01:11:13,390
may end up , may end up actually 

1800
01:11:13,390 --> 01:11:15,334
seeking folks out to coach them up 

1801
01:11:15,334 --> 01:11:17,390
while mentors typically wait for the 

1802
01:11:17,390 --> 01:11:19,730
mentee uh to approach them . Having 

1803
01:11:19,730 --> 01:11:21,619
said all that I want to make sure 

1804
01:11:21,619 --> 01:11:23,786
people don't think , I'm not trying to 

1805
01:11:23,786 --> 01:11:25,897
say coaching is negative where you're 

1806
01:11:25,897 --> 01:11:28,119
counseling people , but again , I think 

1807
01:11:28,119 --> 01:11:29,952
it is a bit a bit different with 

1808
01:11:29,952 --> 01:11:29,630
regards to looking at performance 

1809
01:11:29,630 --> 01:11:33,070
driven and a bit more task specific 

1810
01:11:33,080 --> 01:11:35,390
and of shorter duration . Thanks for 

1811
01:11:35,390 --> 01:11:39,190
the opportunity to chime in . Yes sir , 

1812
01:11:39,190 --> 01:11:41,301
thanks so much for that . All right , 

1813
01:11:41,301 --> 01:11:43,550
the next question this one will be for 

1814
01:11:43,560 --> 01:11:46,610
Miss Lyons . The question is tele work 

1815
01:11:46,610 --> 01:11:49,800
has and will continue to be a credible 

1816
01:11:49,800 --> 01:11:51,330
tool that supports mission 

1817
01:11:51,330 --> 01:11:53,800
accomplishment among our eligible 

1818
01:11:53,800 --> 01:11:56,330
positions and personnel . So based on 

1819
01:11:56,330 --> 01:11:58,441
the fact that tele work will continue 

1820
01:11:58,441 --> 01:12:00,880
to be part of our landscape . Is there 

1821
01:12:00,880 --> 01:12:03,520
a relationship between optimizing tele 

1822
01:12:03,520 --> 01:12:06,460
work and diversity equity inclusion and 

1823
01:12:06,460 --> 01:12:09,820
accessibility ? Um Also as a mentor , 

1824
01:12:09,830 --> 01:12:12,570
how can I advise my mentees about how 

1825
01:12:12,570 --> 01:12:15,230
to identify tele work opportunities 

1826
01:12:15,240 --> 01:12:17,480
within job announcements ma'am , over 

1827
01:12:17,480 --> 01:12:21,180
to you . Thank you jennifer . So yes , 

1828
01:12:21,180 --> 01:12:24,300
I do believe that tele work and remote 

1829
01:12:24,300 --> 01:12:27,700
work have provided us some additional 

1830
01:12:27,700 --> 01:12:30,870
opportunities uh that we may not have 

1831
01:12:30,870 --> 01:12:32,950
had in the past . And Covid 19 

1832
01:12:32,950 --> 01:12:36,120
demonstrated that we do have tele work 

1833
01:12:36,120 --> 01:12:39,300
eligible positions and we can um 

1834
01:12:39,310 --> 01:12:41,750
effectively operate in a virtual 

1835
01:12:41,750 --> 01:12:44,980
environment . So I do believe with you 

1836
01:12:44,980 --> 01:12:47,091
know , a good thing came out of Covid 

1837
01:12:47,091 --> 01:12:50,900
19 in the past two years to where 

1838
01:12:50,920 --> 01:12:54,560
we can identify positions as telework 

1839
01:12:54,560 --> 01:12:58,480
eligible . Um And it does help us to 

1840
01:12:58,480 --> 01:13:01,810
uh with regards to D . I . A . From 

1841
01:13:01,830 --> 01:13:05,040
that perspective of being able to 

1842
01:13:05,040 --> 01:13:08,500
recruit personnel that may not have 

1843
01:13:08,500 --> 01:13:11,770
um or candidates that may not have ever 

1844
01:13:11,770 --> 01:13:15,320
considered positions . Um It opens 

1845
01:13:15,320 --> 01:13:17,310
opportunities for persons and 

1846
01:13:17,310 --> 01:13:19,380
underserved communities to join an 

1847
01:13:19,380 --> 01:13:22,980
organization by allowing that person 

1848
01:13:22,980 --> 01:13:25,720
not to leave their current community 

1849
01:13:25,720 --> 01:13:29,650
but be be able to be a remote worker 

1850
01:13:29,650 --> 01:13:33,080
for the organization that we're that is 

1851
01:13:33,080 --> 01:13:35,330
considering them . Another thing that 

1852
01:13:35,330 --> 01:13:38,230
remote work and tele work does for us 

1853
01:13:38,240 --> 01:13:40,450
is it can be used as a reasonable 

1854
01:13:40,450 --> 01:13:43,160
accommodation for those persons with 

1855
01:13:43,170 --> 01:13:45,660
disabilities that may not be able to 

1856
01:13:45,660 --> 01:13:48,970
come to a normal workplace um or a 

1857
01:13:48,970 --> 01:13:51,500
physical work site without some 

1858
01:13:51,510 --> 01:13:54,340
significant accommodation . So that's 

1859
01:13:54,340 --> 01:13:56,960
another way that I believe tele work 

1860
01:13:56,960 --> 01:14:00,360
and remote work um allow us to meet 

1861
01:14:00,360 --> 01:14:03,500
some of our D . E . I . A um 

1862
01:14:03,730 --> 01:14:07,240
initiatives . Um Finally the second 

1863
01:14:07,240 --> 01:14:10,820
part of that question also , um 

1864
01:14:10,830 --> 01:14:14,800
how do I um you know advise uh 

1865
01:14:15,100 --> 01:14:18,920
candidates on where this these 

1866
01:14:18,920 --> 01:14:22,360
opportunities are U . S . A . Jobs 

1867
01:14:22,370 --> 01:14:25,870
website . Uh announcements 

1868
01:14:25,880 --> 01:14:29,770
always have uh two areas in 

1869
01:14:29,770 --> 01:14:32,320
their overview . One of them is whether 

1870
01:14:32,320 --> 01:14:35,840
the job is a remote job or whether the 

1871
01:14:35,840 --> 01:14:38,900
position is tele work eligible . So you 

1872
01:14:38,900 --> 01:14:42,320
will see um a yes or no 

1873
01:14:42,330 --> 01:14:45,460
associated with remote and yes or no 

1874
01:14:45,460 --> 01:14:48,440
associated with tele work eligible . Um 

1875
01:14:48,450 --> 01:14:52,310
And for a F . M . C . We normally 

1876
01:14:52,310 --> 01:14:54,710
put into the body of the announcement 

1877
01:14:54,710 --> 01:14:56,654
on the request of the organization 

1878
01:14:56,654 --> 01:14:59,700
whether that remote work has been um 

1879
01:14:59,710 --> 01:15:03,340
approved and whether a duty 

1880
01:15:03,340 --> 01:15:06,110
location can be negotiated after this 

1881
01:15:06,110 --> 01:15:09,580
election . Um On occasion we will put 

1882
01:15:09,590 --> 01:15:11,990
into the announcement whether there are 

1883
01:15:12,000 --> 01:15:15,290
multiple duty locations . So in a fmc 

1884
01:15:15,290 --> 01:15:17,730
sometimes you see that our 

1885
01:15:17,740 --> 01:15:20,200
announcements say you can be located at 

1886
01:15:20,200 --> 01:15:21,978
hill Robbins , tinker or wright 

1887
01:15:21,978 --> 01:15:23,922
patterson . And as long as your co 

1888
01:15:23,922 --> 01:15:26,250
located there we can have tele work 

1889
01:15:26,250 --> 01:15:28,690
from one of those duty locations . And 

1890
01:15:28,690 --> 01:15:30,780
then finally the maximum telework 

1891
01:15:30,780 --> 01:15:33,100
flexibilities . The difference between 

1892
01:15:33,100 --> 01:15:35,410
tele work and remote work is that . But 

1893
01:15:35,420 --> 01:15:39,210
tele work requires you to go into the 

1894
01:15:39,210 --> 01:15:41,610
office on a regular and recurring basis . 

1895
01:15:41,620 --> 01:15:44,710
Remote work means that you there's not 

1896
01:15:44,720 --> 01:15:46,910
a regular and recurring need and 

1897
01:15:46,910 --> 01:15:49,880
therefore you can pretty much work from 

1898
01:15:49,890 --> 01:15:52,530
your alternate work site . Most of the 

1899
01:15:52,530 --> 01:15:55,120
time . There may be times that you're 

1900
01:15:55,120 --> 01:15:58,240
required to report to the office and 

1901
01:15:58,240 --> 01:16:00,320
your supervisor will give you that 

1902
01:16:00,320 --> 01:16:02,740
notice and and make the traveler rain 

1903
01:16:02,940 --> 01:16:05,060
for you to report to the physical 

1904
01:16:05,060 --> 01:16:08,440
office . But I do believe that tele 

1905
01:16:08,440 --> 01:16:11,230
work and remote work do give us 

1906
01:16:11,240 --> 01:16:13,890
additional opportunity to reach our 

1907
01:16:13,890 --> 01:16:17,530
underserved communities both from a um 

1908
01:16:17,530 --> 01:16:20,160
demographic diversity perspective and 

1909
01:16:20,160 --> 01:16:23,640
to report uh to provide opportunities 

1910
01:16:23,640 --> 01:16:25,780
for those with disabilities that may 

1911
01:16:25,780 --> 01:16:28,670
not be able to um have a reasonable 

1912
01:16:28,670 --> 01:16:31,710
accommodation in another way . Thanks 

1913
01:16:31,710 --> 01:16:34,060
jennifer . Great thank you , ma'am . 

1914
01:16:34,070 --> 01:16:36,350
Alright . The next question and I'll 

1915
01:16:36,350 --> 01:16:39,010
turn this one over to mr tickle . Um 

1916
01:16:39,020 --> 01:16:42,270
How does diversity equity , inclusion 

1917
01:16:42,270 --> 01:16:44,760
and accessibility factor into hiring ? 

1918
01:16:44,770 --> 01:16:47,300
Um If a person is less qualified than 

1919
01:16:47,300 --> 01:16:50,030
another person but meets D . I . A . 

1920
01:16:50,030 --> 01:16:52,490
Goals , will they get the job over to 

1921
01:16:52,490 --> 01:16:55,250
you ? Okay . You know , this is a 

1922
01:16:55,250 --> 01:16:58,420
question we get quite a bit and and 

1923
01:16:58,430 --> 01:17:01,470
this is an example of looking at D . E . 

1924
01:17:01,470 --> 01:17:03,980
I . A . Through the lenses of outcome 

1925
01:17:03,990 --> 01:17:06,810
and not opportunity . Remember all of 

1926
01:17:06,810 --> 01:17:08,970
our hiring actions , individuals are 

1927
01:17:08,970 --> 01:17:12,380
selected as being qualified . You would 

1928
01:17:12,380 --> 01:17:15,230
never select someone qualified . Isn't 

1929
01:17:15,230 --> 01:17:18,280
because of a demographic . Um You apply 

1930
01:17:18,280 --> 01:17:21,460
merit systems principles to hiring um 

1931
01:17:21,470 --> 01:17:23,640
And then you select the most qualified 

1932
01:17:23,650 --> 01:17:26,450
uh you know irrespective of 

1933
01:17:26,460 --> 01:17:28,627
demographics , Race , Color religion , 

1934
01:17:29,000 --> 01:17:32,020
National origin hiring an individual 

1935
01:17:32,030 --> 01:17:35,470
regardless of race . Color , national 

1936
01:17:35,480 --> 01:17:37,790
origin . And the protected categories 

1937
01:17:37,790 --> 01:17:41,170
of Title seven is discrimination unless 

1938
01:17:41,170 --> 01:17:45,020
authorized by law I . E . Disabled 

1939
01:17:45,020 --> 01:17:46,909
schedule A hiring authorities and 

1940
01:17:46,909 --> 01:17:49,076
veteran hiring authorities . Those are 

1941
01:17:49,076 --> 01:17:51,076
a little bit different . So when we 

1942
01:17:51,076 --> 01:17:53,830
talk about D . E . A . And hiring , 

1943
01:17:53,840 --> 01:17:55,840
we've got to take it and predicated 

1944
01:17:55,840 --> 01:17:58,540
prior to the hiring actions and look at 

1945
01:17:58,540 --> 01:18:00,860
where we're at and opportunities . Uh 

1946
01:18:00,870 --> 01:18:03,170
So R . D . I . A . Goals are to 

1947
01:18:03,170 --> 01:18:05,340
maximize opportunities for those that 

1948
01:18:05,340 --> 01:18:07,940
are underserved communities . So I 

1949
01:18:07,940 --> 01:18:10,170
think it's important to understand that 

1950
01:18:10,180 --> 01:18:12,069
we would never hire an individual 

1951
01:18:12,069 --> 01:18:14,124
that's less qualified simply because 

1952
01:18:14,124 --> 01:18:16,124
they're of a demographic that's not 

1953
01:18:16,124 --> 01:18:18,291
Merit Systems Principles . The reality 

1954
01:18:18,291 --> 01:18:20,458
is that's discriminatory behavior . So 

1955
01:18:20,458 --> 01:18:22,680
we gotta make sure we understand that . 

1956
01:18:22,680 --> 01:18:26,140
And so make sure this is where we go 

1957
01:18:26,140 --> 01:18:28,370
back to equality and equity and we want 

1958
01:18:28,370 --> 01:18:31,610
to make sure there are no unfair or 

1959
01:18:31,610 --> 01:18:34,170
barriers or inequities that get someone 

1960
01:18:34,170 --> 01:18:37,320
to the opportunity to either a 

1961
01:18:37,330 --> 01:18:41,330
interview if qualified or even selected 

1962
01:18:41,330 --> 01:18:43,620
based on Merit Systems Principles . So 

1963
01:18:43,630 --> 01:18:46,300
um this question is when we get quite a 

1964
01:18:46,300 --> 01:18:48,467
bit and I think we've got to just make 

1965
01:18:48,467 --> 01:18:50,633
sure it's readjust our lenses and make 

1966
01:18:50,633 --> 01:18:52,856
sure we understand that the D . E . I . 

1967
01:18:52,856 --> 01:18:55,660
A goal isn't on hiring hiring driven by 

1968
01:18:55,660 --> 01:18:57,800
merit Systems principles were never 

1969
01:18:57,800 --> 01:18:59,967
hire someone less qualified because of 

1970
01:18:59,967 --> 01:19:01,967
the demographic we're looking at it 

1971
01:19:01,967 --> 01:19:04,470
prior to that in regards to opportunity . 

1972
01:19:04,640 --> 01:19:07,260
So hopefully that that that elaborated 

1973
01:19:07,260 --> 01:19:09,149
on that , jennifer and you know , 

1974
01:19:09,149 --> 01:19:11,316
that's a great question and one we see 

1975
01:19:11,316 --> 01:19:13,649
quite often in this D . E . I . A space . 

1976
01:19:16,190 --> 01:19:18,079
All right , thank you so much . I 

1977
01:19:18,079 --> 01:19:20,301
appreciate that . Alright , so the next 

1978
01:19:20,301 --> 01:19:22,523
question I have , again , this one goes 

1979
01:19:22,523 --> 01:19:25,560
to Miss Lyons aside from centralized 

1980
01:19:25,570 --> 01:19:27,792
selection that was talked about earlier 

1981
01:19:27,792 --> 01:19:30,260
in our discussion today . Um Can you 

1982
01:19:30,260 --> 01:19:32,090
talk about any other policies , 

1983
01:19:32,090 --> 01:19:34,710
initiatives or maybe even tools that 

1984
01:19:34,710 --> 01:19:36,840
are aimed at bringing transparency to 

1985
01:19:36,840 --> 01:19:38,690
the hiring process to awards 

1986
01:19:38,690 --> 01:19:42,010
recognition or more , ma'am over to you ? 

1987
01:19:42,560 --> 01:19:45,600
Absolutely . So um a couple of the 

1988
01:19:45,600 --> 01:19:49,560
initiatives um uh I'll talk about 

1989
01:19:49,570 --> 01:19:52,330
are the the A . F . M . C . Selection 

1990
01:19:52,330 --> 01:19:55,950
policy and R A F M . C . Talent 

1991
01:19:55,950 --> 01:19:58,940
management initiative . Uh the A F . M . 

1992
01:19:58,940 --> 01:20:02,350
C . Selection policy just emphasizes 

1993
01:20:02,360 --> 01:20:06,030
and reiterates what is in the F 

1994
01:20:06,030 --> 01:20:09,790
man 36 203 and um that is 

1995
01:20:09,790 --> 01:20:12,670
on filling civilian positions . It 

1996
01:20:12,670 --> 01:20:15,780
requires that uh when we are making 

1997
01:20:15,780 --> 01:20:18,810
selections for positions at the Gs 14 

1998
01:20:18,810 --> 01:20:22,760
15 and equivalent so our NH positions 

1999
01:20:22,760 --> 01:20:26,730
at the uh at the four level as 

2000
01:20:26,730 --> 01:20:30,070
well as our uh lab demo positions at 

2001
01:20:30,070 --> 01:20:33,730
that D R . D . 03 and four level . 

2002
01:20:33,740 --> 01:20:37,590
But um that we have a diverse 

2003
01:20:37,590 --> 01:20:40,310
hiring panel when we are filling those 

2004
01:20:40,310 --> 01:20:43,270
positions . What A F . M . C . Has done 

2005
01:20:43,280 --> 01:20:46,930
is also expand that to all supervisory 

2006
01:20:46,930 --> 01:20:48,986
positions and what you'll see in the 

2007
01:20:48,986 --> 01:20:51,970
aft man is that supervisory positions 

2008
01:20:51,970 --> 01:20:54,180
at the 13 are required to have a 

2009
01:20:54,180 --> 01:20:56,430
selection panel or a diverse selection 

2010
01:20:56,430 --> 01:20:59,370
panel . But a FMC has taken that one 

2011
01:20:59,370 --> 01:21:03,340
step further . So um we make sure that 

2012
01:21:03,350 --> 01:21:07,110
all hiring panels have taken 

2013
01:21:07,120 --> 01:21:09,900
the unconscious bias awareness training 

2014
01:21:09,910 --> 01:21:13,240
as well as meet one of the 

2015
01:21:13,250 --> 01:21:16,520
requirements of participating on that 

2016
01:21:16,520 --> 01:21:18,830
device , diverse hiring panel . And and 

2017
01:21:18,830 --> 01:21:20,900
what we're trying to do here is make 

2018
01:21:20,900 --> 01:21:24,630
sure that um we are taking 

2019
01:21:24,640 --> 01:21:28,070
those unconscious biases out of the or 

2020
01:21:28,080 --> 01:21:30,550
removing them as best we can from the 

2021
01:21:30,550 --> 01:21:33,290
hiring process so that persons that are 

2022
01:21:33,290 --> 01:21:36,900
deemed qualified and are able to 

2023
01:21:36,910 --> 01:21:39,600
to go to that interview have an 

2024
01:21:39,600 --> 01:21:42,690
opportunity to um participate in that 

2025
01:21:42,700 --> 01:21:45,560
interview process . Uh Coupled with 

2026
01:21:45,560 --> 01:21:49,550
that initiative is that we also expect 

2027
01:21:49,550 --> 01:21:52,020
that hiring panels will offer feedback 

2028
01:21:52,020 --> 01:21:54,187
to individuals that are not selected . 

2029
01:21:54,187 --> 01:21:57,600
So um during that hiring process if you 

2030
01:21:57,600 --> 01:22:01,290
get to uh the inter review and you 

2031
01:22:01,300 --> 01:22:03,950
you just want some feedback we really 

2032
01:22:03,950 --> 01:22:06,480
do encourage you to reach out to 

2033
01:22:06,480 --> 01:22:08,620
members of the hiring panel to get 

2034
01:22:08,620 --> 01:22:10,787
feedback on what you could do better . 

2035
01:22:10,787 --> 01:22:13,660
Um Is it something in your resume ? Is 

2036
01:22:13,660 --> 01:22:15,970
it's you know how you conducted 

2037
01:22:15,980 --> 01:22:18,660
yourself during the interview , What 

2038
01:22:18,670 --> 01:22:20,670
things did you miss and how can you 

2039
01:22:20,670 --> 01:22:22,710
improve ? And so that's one of the 

2040
01:22:22,710 --> 01:22:26,460
policies that we believe is helping 

2041
01:22:26,460 --> 01:22:29,720
us in hiring . The other is called the 

2042
01:22:29,720 --> 01:22:32,230
talent management policy . And it's 

2043
01:22:32,230 --> 01:22:35,490
looking at um supervisory 

2044
01:22:35,490 --> 01:22:37,890
positions and supervisors who have been 

2045
01:22:37,890 --> 01:22:40,001
in those positions for more than five 

2046
01:22:40,001 --> 01:22:43,400
years . And um this one came out of the 

2047
01:22:43,400 --> 01:22:46,850
A . F . M . C . We need uh review with 

2048
01:22:46,850 --> 01:22:49,500
both the survey and focus groups where 

2049
01:22:49,500 --> 01:22:52,020
we're folks were concerned about being 

2050
01:22:52,020 --> 01:22:55,040
able to move up because their 

2051
01:22:55,040 --> 01:22:57,096
supervisor had been there for a long 

2052
01:22:57,096 --> 01:22:59,620
time or there wasn't me movement to 

2053
01:22:59,620 --> 01:23:02,750
where there were opportunities . And 

2054
01:23:02,750 --> 01:23:05,160
and basically what general bunch was 

2055
01:23:05,170 --> 01:23:08,680
asking is that leaders look to see if 

2056
01:23:08,680 --> 01:23:11,730
they're there uh if we needed to move 

2057
01:23:11,730 --> 01:23:14,140
some supervisors around wasn't 

2058
01:23:14,140 --> 01:23:16,450
necessarily a requirement to move all 

2059
01:23:16,450 --> 01:23:19,430
supervisors at the five year period but 

2060
01:23:19,430 --> 01:23:22,500
to assess those rotation plans and we 

2061
01:23:22,500 --> 01:23:25,940
expect this is another area that will 

2062
01:23:25,940 --> 01:23:29,260
continue because in our full view of 

2063
01:23:29,260 --> 01:23:31,560
talent management and A F . M . C , we 

2064
01:23:31,560 --> 01:23:34,390
need to be making sure that we have 

2065
01:23:34,400 --> 01:23:37,460
personnel ready for that next 

2066
01:23:37,470 --> 01:23:40,540
opportunity . And when those 

2067
01:23:40,540 --> 01:23:42,790
opportunities come available that we 

2068
01:23:42,790 --> 01:23:45,580
have a succession plan or a thought on 

2069
01:23:45,580 --> 01:23:48,450
who are those qualified individuals to 

2070
01:23:48,460 --> 01:23:51,680
compete for ? Um those opportunities . 

2071
01:23:51,690 --> 01:23:54,290
So those would be a couple of examples 

2072
01:23:54,290 --> 01:23:56,450
jennifer that I would share with with 

2073
01:23:56,460 --> 01:23:59,660
the audience . Great ! Thank you so 

2074
01:23:59,660 --> 01:24:01,771
much , ma'am . All right . So I think 

2075
01:24:01,771 --> 01:24:04,250
this brings us to our last question 

2076
01:24:04,250 --> 01:24:06,610
before we get into um some closing 

2077
01:24:06,610 --> 01:24:08,990
remarks and some reminders today . So 

2078
01:24:09,000 --> 01:24:11,860
again this one will go out to mr tickle . 

2079
01:24:11,860 --> 01:24:15,020
So the question from the group today is 

2080
01:24:15,030 --> 01:24:18,190
how can we be more inclusive in a 

2081
01:24:18,190 --> 01:24:21,730
multigenerational workplace mr tickle 

2082
01:24:21,730 --> 01:24:25,400
over to you . Okay . You know that that 

2083
01:24:25,400 --> 01:24:27,678
that's a great one and I will tell you , 

2084
01:24:27,678 --> 01:24:29,844
you will see A F . M . C . Starting to 

2085
01:24:29,844 --> 01:24:32,580
lean into this space and the space is 

2086
01:24:32,580 --> 01:24:36,050
termed cognitive diversity . Right ? Uh 

2087
01:24:36,060 --> 01:24:38,227
while we hear a lot of people say that 

2088
01:24:38,227 --> 01:24:40,171
generations have different thought 

2089
01:24:40,171 --> 01:24:41,949
processes and there's even some 

2090
01:24:41,949 --> 01:24:44,060
generations that are identified that 

2091
01:24:44,070 --> 01:24:47,200
seem to ask why and for some reason 

2092
01:24:47,200 --> 01:24:49,950
when an individual asked why it's taken 

2093
01:24:49,960 --> 01:24:53,280
as an attack as in they don't want to 

2094
01:24:53,290 --> 01:24:55,720
follow or anything like that . But 

2095
01:24:55,730 --> 01:24:57,980
different generations certainly have a 

2096
01:24:57,980 --> 01:25:00,380
different cognitive thought process . 

2097
01:25:00,400 --> 01:25:03,480
Um And I challenge people to understand 

2098
01:25:03,480 --> 01:25:05,750
this . Uh The question of why is 

2099
01:25:05,750 --> 01:25:08,560
learned at a very young age . Uh If you 

2100
01:25:08,570 --> 01:25:10,570
are a parent you've had Children no 

2101
01:25:10,570 --> 01:25:12,626
doubt at two years old . That always 

2102
01:25:12,626 --> 01:25:15,260
said why why why why why ? And here's 

2103
01:25:15,260 --> 01:25:17,620
what research has shown is the concept 

2104
01:25:17,620 --> 01:25:21,000
of why isn't to combat the system ? 

2105
01:25:21,010 --> 01:25:23,730
It's to drive purpose and understanding . 

2106
01:25:24,010 --> 01:25:26,270
While sometimes in my generation I will 

2107
01:25:26,270 --> 01:25:29,410
tell you I'll use me as an example . My 

2108
01:25:29,410 --> 01:25:31,850
dad was a football coach and a lot of 

2109
01:25:31,850 --> 01:25:34,720
my direction was just go do go do go do . 

2110
01:25:34,730 --> 01:25:38,260
I didn't get to ask a lot of why . Um 

2111
01:25:38,270 --> 01:25:40,650
But I I knew my purpose obviously was 

2112
01:25:40,650 --> 01:25:42,872
probably get touchdowns and things like 

2113
01:25:42,872 --> 01:25:45,039
that . But in the work center you have 

2114
01:25:45,039 --> 01:25:47,210
to get to know the individuals across 

2115
01:25:47,220 --> 01:25:50,010
uh across the generations . And here's 

2116
01:25:50,010 --> 01:25:53,360
a good a good litmus test to ask if 

2117
01:25:53,360 --> 01:25:55,480
your supervisor right now what 

2118
01:25:55,480 --> 01:25:57,590
motivates my individuals to come to 

2119
01:25:57,590 --> 01:26:01,390
work and it's not money , right ? And 

2120
01:26:01,390 --> 01:26:03,930
you'll find out across generations it 

2121
01:26:03,930 --> 01:26:06,580
differs and our youngest generation it 

2122
01:26:06,580 --> 01:26:10,250
is purpose and value where some other 

2123
01:26:10,250 --> 01:26:12,880
generations differ . So you have to 

2124
01:26:12,880 --> 01:26:15,760
really get into the cognitive diversity 

2125
01:26:15,770 --> 01:26:17,881
that exists and you're gonna see that 

2126
01:26:17,881 --> 01:26:20,103
start coming out from the D . E . I . A 

2127
01:26:20,103 --> 01:26:23,150
lens of more interpreting cognitive 

2128
01:26:23,150 --> 01:26:25,720
diversity so we can amplify levels of 

2129
01:26:25,720 --> 01:26:28,830
inclusion uh things such as respectful 

2130
01:26:28,830 --> 01:26:31,470
curiosity , empathetic acceptance 

2131
01:26:31,470 --> 01:26:33,860
across our differences to get to 

2132
01:26:33,870 --> 01:26:36,290
cultural proficiency as we bring all 

2133
01:26:36,290 --> 01:26:38,179
these generations together in the 

2134
01:26:38,179 --> 01:26:41,370
workforce . So um when you mentor those , 

2135
01:26:41,370 --> 01:26:43,710
I think you have to take off some of 

2136
01:26:43,710 --> 01:26:45,990
our thought processes to say my norms , 

2137
01:26:45,990 --> 01:26:47,934
values and beliefs are the are the 

2138
01:26:47,934 --> 01:26:50,230
ideal ones . And if yours don't match 

2139
01:26:50,230 --> 01:26:53,250
mine , uh I don't accept your cognitive 

2140
01:26:53,250 --> 01:26:55,630
diversity . So let's look for that from 

2141
01:26:55,650 --> 01:26:58,310
R . D . I . A lens to continue to to 

2142
01:26:58,310 --> 01:27:00,460
grow us outside of demographic 

2143
01:27:00,460 --> 01:27:02,293
diversity , equity , inclusion , 

2144
01:27:02,293 --> 01:27:04,730
accessibility to into the cognitive 

2145
01:27:04,730 --> 01:27:07,410
space as well . So , uh that's a great 

2146
01:27:07,410 --> 01:27:09,632
question and certainly something that's 

2147
01:27:09,632 --> 01:27:11,632
on the horizon for all of the Fmc . 

2148
01:27:12,060 --> 01:27:14,227
Thank you jennifer . Alright , great . 

2149
01:27:14,227 --> 01:27:16,449
Thank you so much . All right , so this 

2150
01:27:16,449 --> 01:27:18,530
does bring us to the conclusion of 

2151
01:27:18,530 --> 01:27:21,550
today's cross cultural mentoring event 

2152
01:27:21,550 --> 01:27:23,730
and before we sign out today I would 

2153
01:27:23,730 --> 01:27:25,897
like to turn the floor back over to Mr 

2154
01:27:25,897 --> 01:27:28,690
Snodgrass as well as Mr Raton one last 

2155
01:27:28,690 --> 01:27:30,900
time for closing comments . So , Mr 

2156
01:27:30,900 --> 01:27:33,690
Snodgrass , the floor is yours . Thanks 

2157
01:27:33,690 --> 01:27:36,910
jennifer first . Just uh thanks again 

2158
01:27:36,910 --> 01:27:39,021
to both you and Amy Noble for pulling 

2159
01:27:39,021 --> 01:27:41,188
this all together . Uh well done . You 

2160
01:27:41,188 --> 01:27:43,410
kept us on track and and we got done on 

2161
01:27:43,410 --> 01:27:45,466
time . Thanks to my fellow panelists 

2162
01:27:45,466 --> 01:27:47,632
for taking time out of your super busy 

2163
01:27:47,632 --> 01:27:47,360
days . Really appreciate it . And 

2164
01:27:47,360 --> 01:27:49,582
thanks to the participants . I think at 

2165
01:27:49,582 --> 01:27:51,582
one time we had over 440 people and 

2166
01:27:51,582 --> 01:27:53,527
there's 300 plus hearty souls that 

2167
01:27:53,527 --> 01:27:55,638
stayed to the very end . So thank you 

2168
01:27:55,638 --> 01:27:57,749
all . I know everybody's busy . Thank 

2169
01:27:57,749 --> 01:27:59,860
you all for doing it . I hope you all 

2170
01:27:59,860 --> 01:28:01,804
got some value added and then I'll 

2171
01:28:01,804 --> 01:28:01,520
close and saying that I think if we had 

2172
01:28:01,520 --> 01:28:04,360
a contest Mr Goodman and Mr Tickle had 

2173
01:28:04,360 --> 01:28:06,360
the coolest backdrops today . So Mr 

2174
01:28:06,360 --> 01:28:08,530
Goodman with all the aircraft patches 

2175
01:28:08,530 --> 01:28:10,300
and keith with his Notre dame 

2176
01:28:10,310 --> 01:28:12,380
memorabilia that his wife probably 

2177
01:28:12,380 --> 01:28:14,436
doesn't know how much money he spent 

2178
01:28:14,436 --> 01:28:16,602
for that stuff . So again , thanks for 

2179
01:28:16,602 --> 01:28:18,713
thanks for participating today and Mr 

2180
01:28:18,713 --> 01:28:20,936
Rat and over to you . Well , I couldn't 

2181
01:28:20,936 --> 01:28:22,824
say it any better than you did Mr 

2182
01:28:22,824 --> 01:28:25,310
Snodgrass . I'll just add my thanks to 

2183
01:28:25,320 --> 01:28:27,376
certainly to the team to jennifer to 

2184
01:28:27,376 --> 01:28:29,431
the panelists . I learned a lot from 

2185
01:28:29,431 --> 01:28:31,542
the , from listening to the mentoring 

2186
01:28:31,542 --> 01:28:34,600
portion . Um so and I want to really 

2187
01:28:34,610 --> 01:28:37,090
also just just think that the folks 

2188
01:28:37,090 --> 01:28:39,257
that are attending the 400 plus as the 

2189
01:28:39,257 --> 01:28:41,312
numbers start to dwindle down Justin 

2190
01:28:41,312 --> 01:28:43,534
300 now that they gave up some of their 

2191
01:28:43,534 --> 01:28:46,040
valuable time . The fact that that you 

2192
01:28:46,040 --> 01:28:48,630
cared enough to learn about D . E . I . 

2193
01:28:48,850 --> 01:28:51,520
initiatives and affirmative employment 

2194
01:28:51,530 --> 01:28:54,320
and and and we'll be able to apply 

2195
01:28:54,330 --> 01:28:55,980
those to your own mentoring 

2196
01:28:55,980 --> 01:28:57,924
relationship sort of , your mentor 

2197
01:28:57,924 --> 01:29:00,147
mentee is really valuable and important 

2198
01:29:00,147 --> 01:29:02,424
and I thank you so much for doing that . 

2199
01:29:03,490 --> 01:29:06,510
All right , well , on behalf of the Air 

2200
01:29:06,510 --> 01:29:08,440
Force Material Command civilian 

2201
01:29:08,440 --> 01:29:11,260
personnel action analysis maj bog , I'd 

2202
01:29:11,260 --> 01:29:13,590
like to extend our sincere appreciation 

2203
01:29:13,590 --> 01:29:15,890
to our panelists as well as each of you 

2204
01:29:15,890 --> 01:29:18,057
for joining us from across the Command 

2205
01:29:18,057 --> 01:29:20,279
today to learn more about the Air Force 

2206
01:29:20,279 --> 01:29:22,360
Material Command diversity Equity 

2207
01:29:22,360 --> 01:29:24,810
inclusion and accessibility initiatives 

2208
01:29:24,810 --> 01:29:27,760
and how we can leverage those each day 

2209
01:29:27,770 --> 01:29:30,250
uh in order to support us in having 

2210
01:29:30,250 --> 01:29:33,730
impactful mentoring relationships . Uh 

2211
01:29:33,740 --> 01:29:36,410
So as started as mentioned at the start 

2212
01:29:36,420 --> 01:29:38,420
of today's event , this session was 

2213
01:29:38,420 --> 01:29:40,890
recorded , it will be posted soon on 

2214
01:29:40,890 --> 01:29:44,220
the FMC website under mentoring . Uh In 

2215
01:29:44,220 --> 01:29:46,442
addition to that we do encourage all to 

2216
01:29:46,442 --> 01:29:48,609
visit my vector and register to become 

2217
01:29:48,609 --> 01:29:51,750
a mentor or mentee . Uh and lastly your 

2218
01:29:51,750 --> 01:29:53,980
feedback is important to us . We 

2219
01:29:53,980 --> 01:29:56,202
welcome all who attended today to offer 

2220
01:29:56,202 --> 01:29:58,260
feedback about today's event . So 

2221
01:29:58,260 --> 01:30:00,204
please consider grabbing your cell 

2222
01:30:00,204 --> 01:30:02,570
phone , select your camera , then hover 

2223
01:30:02,570 --> 01:30:04,960
over the Q . R . Code on screen so you 

2224
01:30:04,960 --> 01:30:07,120
can submit your feedback or click the 

2225
01:30:07,120 --> 01:30:09,520
link that's been posted in today's chat . 

2226
01:30:09,530 --> 01:30:12,000
So with that once again thank you . We 

2227
01:30:12,000 --> 01:30:14,222
look forward to you joining us again in 

2228
01:30:14,222 --> 01:30:16,333
september for the next cross cultural 

2229
01:30:16,333 --> 01:30:18,500
mentoring event on the 28th which will 

2230
01:30:18,500 --> 01:30:20,722
highlight the Hispanic heritage special 

2231
01:30:20,722 --> 01:30:22,500
observance month . Have a great 

2232
01:30:22,500 --> 01:30:22,830
afternoon