Force Modernization Talent Management
por Mark Tedrow
1. Performance Management
1.1. Annual Appraisals
1.1.1. Acq Demo
1.1.2. PRF / OPR
1.1.2.1. Whole Person Concept
1.1.2.2. 2 Line PRFs
1.1.2.3. ....
1.2. "What we value"
1.3. Vectoring
1.4. Promotions
1.5. Separate Comp Cat(?)
1.6. ...
2. Individual, Leadership and Management Development
2.1. ALDAP
2.1.1. KLP
2.1.2. ML
2.1.3. CC
2.2. PMAC
2.2.1. HPC
2.3. SEAC
2.3.1. HPC
2.4. Experiences
2.5. "What we value"
2.6. DTs
2.6.1. ML
2.6.2. CC
2.6.3. DE
2.6.4. Vector
2.6.5. ...
2.7. ...
2.8. TalentMarketplace
2.8.1. MyVector
2.8.2. Mentoring
2.8.3. Competency Tracking (?)
2.8.4. ...
2.9. Education(?)
2.9.1. BS
2.9.2. MS
2.9.3. PhD
2.9.4. ...
2.10. Certification
2.10.1. APDP
2.10.2. SPDP
2.10.3. Commercial
3. Succession, Readiness and Retention
3.1. Career Field Health
3.2. Pay and Bonuses
3.3. LADR
3.3.1. HPO
3.3.2. PEO/DPEO
3.3.3. KLP
3.4. Exit Surveys
3.5. ...
4. Talent Planning
4.1. NDAA
4.2. DODI
4.2.1. 5000.66
4.2.2. 3085.xx (?)
4.2.3. ...
4.3. AFI
4.3.1. 36-2107
4.3.2. ...
4.4. CORONA
4.5. Human Capital Strat Plan
4.6. Annual Guidance
4.6.1. Chiefs Priorities
4.6.2. A1 / S1
4.6.3. ...
4.7. Talent Management Framework
4.8. ...
5. Talent Acquisition
5.1. Recruiting
5.1.1. Mil
5.1.1.1. Accessions
5.1.1.1.1. Basic requirements
5.1.1.1.2. Targeted percentages
5.1.1.1.3. Expanded requirements
5.1.1.1.4. ...
5.1.1.2. Where
5.1.1.3. Diversity
5.1.1.4. ...
5.1.2. Civ
5.1.2.1. Where
5.1.2.2. Diversity
5.1.2.3. LinkedIn, other