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Air Force Stressed Job Listing
Air Force Officer Jobs
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Each Spring, (around March or April), the Air Force examines all of their enlisted and commissioned officer jobs and assigns a "Stress Rating."

Stress, as defined here, is largely driven by three main factors: manpower, manning, and deployments. The driver(s) of stress is different for each career field, however, in short, when a career field is "stressed," it means there are not enough people in the career field to adequately carry out the assigned mission.

The "stress-levels" provide Air Force leadership with an objective, single measure to determine relative “pain” (i.e. stress) between AFSCs (jobs). The results serve as an indicator of problems, not an absolute statement of problems. The formula provides a starting point to pick out abnormalities. It also allows Air Force leadership to measure progress.

  • - A stress level of 1.0 means that there is no (deployment or home station) shortfall
  • - A stress level greater than 1.0 means that there is a shortfall. The shortfall is expressed as a percentage of assigned personnel (for example, a stress-level rating of 1.2 means that each person at home station is doing the work of 1.2 people)
  • - A stress level less than 1.0 means that there is a surplus. The surplus is expressed as a percentage of assigned personnel (for example, a stress-level rating of 0.8 means that each person at home station, on average, is doing the work of .8 people)

The Air Force has a goal of trying to achieve a "stress level" of 1.2 or less for each AFSC (job).

It needs to be noted that just because a job is considered "stressed," does not necessarily mean that job has openings for new officers. The AFSC may be adequately manned in the Lieutenant ranks, but considered "stressed" because of a shortage in the mid-level officer ranks.

Even if the "stress" is caused (or partially caused) by shortage of personnel in the Lieutenant ranks, available training seats come into play. Air Force technical schools can only train so many students at any given time, and all the projected "training slots" may already be filled.

Increasing the number of training slots available is generally not a viable option. Adding more slots means adding more resources. More instructors must be added (thereby removing experienced NCOs and officers from the "field"), dormitory space would need to be added, more support personnel (finance, administration, personnel, etc.), would need to be increased, etc. This process is neither cheap, nor is it fast.

Commissioned Officer Stress List (See Job Description Pages)
AFSC Career Field
Stress
11g Generalist Pilot
1.46
16g Air Force Operations Staff Officer
1.44
11k Trainer Pilot
1.37
12k Trainer Navigator
1.27
16r Planning & Programming
1.25
16p Intl Politico-Military Affairs
1.24
13d Control and Recovery
1.23
11s Special Operations Pilot
1.23
21b Maintenance
1.22
11f Fighter Pilot
1.18
12s Special Operations Navigator
1.15
11e Test Pilot
1.12
12g Generalist Navigator
1.12
12f Fighter Navigator
1.11
62e Developmental Engineer
1.09
36m Mission Support
1.09
11h Helicopter Pilot
1.08
16f Foreign Area
1.06
11b Bomber Pilot
1.06
12b Bomber Navigator
1.04
20c Logistics Commander
1.04
61s Scientist
1.03
12r Recce/Surv/Elect Warfare Navigator
1.03
51j Judge Advocate
1.02
10c Operations Commander
1.02
32e Civil Engineer
1.00
14n Intelligence
1.00
15w Weather
1.00
52r Chaplain
1.00
13b Air Battle Manager
0.99
30c Support Commander
0.98
13s Space & Missile
0.96
64p Contracting
0.96
65w Cost Analysis
0.96
11r Recce/Surv/Elect Warfare Pilot
0.95
63a Acquisition Manager
0.95
71s Special Investigator
0.94
13m Airfield Operation
0.91
31p Security Forces
0.88
36p Personnel
0.87
33s Communications and Information
0.86
21r Logistics Readiness
0.86
65f Financial Management
0.83
34m Services
0.75
38m Manpower 
0.71
35p Public Affairs
0.69
21a Aircraft Maintenance
0.63
21m Munitions and Missile Maintenance
0.57

 

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