A4 Transformation Process Activity

Transformation Process Activity

Mission

“Provide invaluable logistics, civil engineering, force protection, and aircraft maintenance capabilities to our wings and COCOM partners in order to build partnerships and guarantee readiness for worldwide combat missions.”

Vision

“We are premier forward-based Air Force Forces, fully engaged as Joint & Combined partners, shaping the operational environment with supportable, sustainable, and integrated logistics and mission support solutions for the warfighter.”

Discovery

HQ USAFE A4 directorate has piloted several command initiatives to help incorporate diversity in the organization. At the lowest level the directorate commander holds quarterly A4 director’s calls that inform members of organizational,

This ensures ideas are shared amongst all divisions and helps increase awareness through leadership involvement. Also, in fostering demographic diversity, the unit booster club hosts several events to include Pacific Islander and Filipino luncheons; 5K runs to commemorate black history and woman’s history months; and a Mexican theme social in celebration of Cinco de Mayo. During each event, personnel have the opportunity to intermingle with other cultures and to try various foods. Through interaction, a lot of the preconceived notions are dispelled as members start to have a better understanding of each other through activities and events. Lastly, the A4 Director has started a diversity council initiative to help cultivate an environment that embraces diversity. A panel of enlisted, officers, and civilians were paired to develop a power point slide that would inform the organization of diversity topics through the use of did you know questions. These did you know questions included: who was the first woman in the USAF, how many local nationals were employed, and the percentage of officers who have children in their household. While developed to inform personnel,

In 2015, a unit Air Force climate assessment was conducted. The commander received an overall score of 93 for satisfaction and trust in leadership. This resulted in an overall score of 92 for unit performance. The year prior to this climate assessment, the commander implemented a diversity council, created a unit booster club, and reenergized the A4 Directorate physical fitness program. This is probably what led to such great results in the assessment. Personnel felt the commander led the organization effectively and was deeply committed to them and their families. As a result, members were more inclined to share their responses. His admiration by subordinates was highly visible during the climate assessment when they all stated a key significant event in their responses to the assessment. The responses stated how they were intrigued to see that the commander could recite a promotee’s complete biography during a promotion event. They all stated that it was amazing to see the commander remember a promotee’s life story even if there were more than five members getting promoted. Performing acts like this showed personnel that they were valued. While a commander, he also showed his appreciation when by revitalizing the unit’s award program by purchasing plaques and creating an awards wall panel. He also gave