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Air University Catalog 

Ira C. Eaker College for Professional Development  
Air Force Human Resource Management School  
Col Kenneth M. Parsons, Director  

The Air Force Human Resource Management School (AFHRMS) was established at Maxwell Air Force Base (AFB) in 1965 as the Air Force Professional Personnel Management School. The school began with one course, the Professional Personnel Management Course. In July 1977, the school absorbed the former Civilian Personnel School, located at what was then Gunter AFB. The Civilian Personnel School, originally established in 1948 at Kelly AFB, Texas, had moved to Gunter in 1968.

In 1983, the school was renamed the Air Force Professional Manpower and Personnel Management School to reflect more closely the merger of manpower and personnel functions at Headquarters USAF, the Air Force Manpower and Personnel Center (as it was then designated), and the major air commands. While the close organizational links between manpower and personnel functions were severed at most headquarters levels in 1985, the school nonetheless retained a manpower element in both its name and its curriculum.

In 1988, the school expanded its curriculum to address professional continuing education requirements in the Air Force family matters program. In 1993, recognizing the broad range of human resource activities represented in its curriculum, the school adopted its current name. Also, in concert with the Office of the Chief of Staff's 1992 Year of Training initiatives and requirements, the school introduced the Advanced Personnel Officer Course. In 1996, the Professional Manpower Staff Officer Course was added to the school's professional continuing education offerings. However, the course was revised in 1997 as the Manpower and Quality Staff Officer Course to reflect the merging of the manpower and quality communities. In 1999 the course was renamed the Manpower Staff Course.

Mission: Provide world-class professional continuing education for the competence and professional development of human resource managers and family matters specialists.

Goals: Enable participants to apply state-of-the-art technologies and methods in human resource management within their organizations while emphasizing the core value, excellence in all we do, and assisting students in executing the core competency, agile communications satellite (COMSAT) support.

The school continually revises its curriculum to ensure that course offerings meet the changing needs of its customers. In this regard, the school's customers include its students, commanders and directors who employ its graduates, and Air Staff functional managers who have oversight of the career fields from which its students are drawn.

The school provides its faculty with continuing opportunities to develop their professional and educational credentials. Faculty members are expected to stay abreast of changing policy and practice in their areas of professional expertise.

The school also upgrades classrooms and other facilities and equipment to provide an environment highly conducive to learning. Guest instructors and lecturers, used heavily throughout the curriculum, are carefully selected based on presentation skills or responsibility for critical policy issues.

Commensurate with an educational mission, each course presents a carefully selected mix of theory, current policy, and instruction in practical skills. Whenever practicable, learning is developed experientially through student participation in exercises, case studies, simulations, and individual or group projects.

Initiatives Summary

Because of the current downsizing, the search for economies, and the centralization of many policy and program responsibilities, the Air Force Human Resource Management School is involved in a number of important initiatives. The implementation of Palace Compass will centralize civilian personnel processes and reorganize/downsize civilian personnel flights. As a result, several new civilian personnel courses were developed to support the concept of "multiskilling" (competency in two or more of the traditional sub-disciplines of the profession). These courses were developed through close cooperation with Air Staff civilian personnel managers in anticipation of the direction toward smaller staffs and more integrated operations in local civilian personnel flights. Single subdiscipline courses were also retained in the curriculum to meet customer needs.

The school also added a labor relations course to incorporate the content of three labor-related courses previously offered and to include aspects of the president's executive order mandating union-management partnerships. The school developed a resource management course to teach civilian pay manage-to-budget concepts to responsible personnel from the man-power, financial management, and civilian personnel communities. The school developed a course that teaches civilian personnel specialist their role in the competitive sourcing and privatization (CS&P) process. Both students and the functional office of primary responsibility (OPR) on the Air Staff have strongly endorsed the courses.

The school has initiated a joint project with the Air Force Institute for Advanced Distributed Learning (AFIADL)-to transfer its fundamental civilian personnel courses to a computer-based instruction (CBI) format. Three resident courses have been transferred to CBI. This endeavor will result in significant cost savings when compared to resident courses. Adding significantly to this effort is the conversion of two courses (Military Personnel Management Course and the USAF Supervisors Course) from hard copy to CD-ROM in interactive format.

Through these initiatives, the school has better postured itself to meet the needs of its customers to have training immediately available on an "as needed/when needed" basis, rather than having to wait for a resident course. In response to a secretary of the Air Force direction to expand the education of Air Force officials on alternate dispute resolution (ADR) methods, the school is developing basic and advanced mediation courses.

The school will continue to be heavily involved in the effort to educate and train family matters specialists to assist in taking care of Air Force people and their families. A new course to enhance family readiness will be launched to provide qualification training for a newly authorized position in family support centers. Further, the qualification course for family support center directors and deputy directors is being extensively revised to assist these officials to support the Air Force mission as deployments and force structure changes challenge Air Force members and their families.

Portions of these courses will later be converted to computer-based training. Completion of the computer-based portions of the course will be required before attending the resident course. These initiatives will help the school meet the challenges of continuing to offer quality programs in a rapidly changing environment under tight manpower and budget restraints.

Duration and Quota

The courses vary in length from five days to three weeks.

Prerequisites and Selection

The requirements for participants vary for each course.

Course Summaries
Course Title Academic Hours
Civilian Personnel Officer Course 60.0
Position Classification Course 67.0
Position Classification Advanced Course 62.0
Affirmative Employment Course 67.0
Employee Development Specialist Course 47.0
Employee Development Advanced Course 52.0
Employee-Management Relations Course 67.0
Employee-Management Relations Advanced Course 67.0
Affirmative Employment Advanced Course 62.0
Systems Manager Course 40.0
Advanced Systems Manager Course 40.0
Resource Management Course 38.0
Chief EEO Counselor Course 40.0
Labor-Management Relations Course 58.0
Multi-Functional Specialist Course 103.0
Principles of Civilian Personnel Management 130.0
Civilian Personnel Management Course 41.5
Elements of Civilian Personnel Administration 56.0
Advanced Personnel Officer Course 116.0
Family Support Center Manager Qualification Course 40.0
Family Support Center Readiness Qualification Course 40.0
Manpower Staff Officer Course 121.0
Wing Manpower and Organization Chief Course 37.0

Academic Credit

The Commission on Educational Credit of the American Council on Education endorses the following credit recommendations for the Advanced Personnel Officer Course: in the upper-division baccalaureate credit category, three semester hours in public management or introduction to public administration; in the graduate credit category, three semester hours in public personnel administration and three semester hours in labor relations or collective bargaining. Students desiring credit should request that the Registrar, Air University, AU/CFR, 60 W. Shumacher Ave., Maxwell AFB AL 36112-6337, send a transcript to the college or university where they are enrolled.

Through affiliation of the Ira C. Eaker College for Professional Development with the Community College of the Air Force, graduates of the Family Support Center Deputy Directors Course who are enrolled in CCAF receive six semester hours of credit toward an associate degree. Course graduates may apply for credit through the Registrar, CCAF/RRR, 130 W. Maxwell Blvd., Maxwell AFB AL 36112-6613. For further information, see the CCAF catalog available in your base education services office.

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