JOINT BASE SAN ANTONIO, Texas –
Feedback Fridays is a weekly forum that aims to connect the 502d Air Base Wing with members of the Joint Base San Antonio community. Questions are collected during commander's calls, town hall meetings and throughout the week. If you have a question or concern, please send an email to RandolphPublicAffairs@us.af.mil using the subject line "Feedback Fridays." Questions will be further researched and published as information becomes available.
Q. What is your view/opinion on alternate/compressed work schedules in lieu of Air Force guidance on finding a way to say yes to new ideas and practices being used in Department of Defense?
A. Great question! We continuously strive to promote workforce efficiency and quality of life for our personnel without compromising mission readiness. Alternate/compressed work schedules can be a valuable tool for your organization as the mission allows. We encourage you to work with your supervisor to inquire if the mission can support an alternate/compressed work schedule. If you have any questions about the alternate/compressed work schedule program, you can contact our Civilian Personnel Office at 210-671-3905.
Q. Is there a streamlined complaint channel? For medical issues and the Child Development Center, we can’t seem to get answers or things fixed because issues get brushed under the rug
A. Thank you for the question. We have found that commanders (and civilian equivalents) are the best people to go to with complaints, because they can quickly correct wrong doing. However, if you have been unable to resolve your complaint through the chain of command and you reasonably believe
inappropriate conduct has occurred or a violation of law, policy, procedure, or Air Force Instruction (AFI)/regulation has been committed, contact the Office of the Inspector General (IG), 502 Air Base Wing, (210) 808-7524 (DSN: 420) or Fraud Waste and Abuse Hotline (210) 808-1000 (DSN: 420).
Please be prepared to briefly outline the facts and relevant background information related to the issue or compliant in chronological order. Your complaint should answer the following: what violation was committed, what law, AFI (regulation), procedure, or policy was violated, when the violation occurred, and who committed the violation?
Q. I wanted to address the promotion process being biased and played as “promoting your buddy” versus hiring the best qualified person for the job.
A. Thank you for giving us the opportunity to address your concern. Promotions and placements into positions with known promotion potential are usually competitive. However, according to Air Force Manual (AFM) 36-203, civilian “selections are to be made without discrimination for any non-merit reason and without favoritism based on personal relationships or patronage” (Chp 2, Para 2.2.4). When deciding a selection, consideration is given to input from employees, employee groups, and recognized labor organizations in developing and establishing merit promotion procedures, consistent with statutory and regulatory requirements.
Promotions without competition are authorized with due consideration to recognized merit principles. Throughout the process, employees should be kept informed about the promotion plan, the provisions and procedures for promotion plans affecting them, and eligibility requirements. Employees should be provided full access to information about advancement opportunities and how to take advantage of them.
If you feel that a promotion process is biased (e.g. incorrectly evaluated, incorrectly ranked, or the terms of the promotion plan were not otherwise followed), we encourage you to discuss your concern with your Chain of Command and/or informally with your servicing Civilian Personnel Office. If the issue concerns the ranking and referral process, your personnel office may contact AFPC or the Operating Location servicing team. If the concern deals with the selection processes, the matter should be resolved locally.
If these efforts are unsuccessful, you may submit a formal grievance in accordance with the installation’s negotiated or agency grievance procedures through Civilian Personnel or your Inspector General. Additionally, you have the option to contact the Equal Opportunity Office, if you believe discrimination has occurred. Please note that the aggrieved person must initiate contact with the Equal Opportunity Office within 45 days of the date of the alleged discriminatory act or, in the case of a personnel action, within 45 days of the effective date of the action. We are continuously evaluating our procedures and working with AF/A1 for internal program reviews as we strive for improvement within our processes.
If you wish to find more information about Personnel – Staffing Civilian Positions, you can reference AFM 36-203 (11 Jan 2017): https://static.epublishing.af.mil/production/1/af_a1/publication/afman36-203/afman36-203.pdf or contact our Civilian Personnel Office at 210-671-3905.
Installation & Facilities
Q. I travel to JBSA-Lackland a lot for meetings. The new Selfridge Gate hours seem to ignore the large population that transits that side of base. Can we reopen?
A. Our Security Forces leaders are sensitive to the impact gate changes have on our JBSA missions and customers. Unfortunately, we do not currently have enough manpower to open the Lackland Selfridge East Gate for additional periods. We’ve positioned manpower to maximize gate hours during the morning and afternoon rushes, Mondays through Wednesdays and a full 12 hours on Thursdays and Fridays. Opening for additional time would mean reducing hours at other gates, or reducing patrol or response capabilities. All that said, our security forces leaders are definitely listening to your feedback, and are working with our engineers in the 502d CEG on a number of initiatives to improve our gates. As we implement these improvements, we will relook at gate hours to adjust where we can. Keep the feedback coming!
Q. When will the air conditioning units be fixed at the Annex at the Chaparall Gym at JBSA-Lackland? Air conditioning is needed in the Racquetball Courts, Weight Room and the Aerobic Room.
A. Thank you for your question. The 502d CES received a service call for no air conditioning in the Chaparall gym annex Oct. 24. Technicians responded the next day at which time they discovered a malfunctioning unit. While the system was repaired and brought back to service that day, this system requires replacement and upgrades and have been programmed to compete for future funding. Our civil engineering remains committed to providing responsive customer service and will continue to do our best to keep aging infrastructure operational until replacements are made.
Q. Is it possible to switch our Wingman Day to a more fun day like a sports day that will bring people together?
A. This is a great question and drives to the heart of the intent of Wingman Day. Bottom line, yes -- Wingman Days are a great opportunity to conduct both team building events. The overall goal of Wingman Day is to affect the AF culture while building resilient Airmen. By spending time getting to know each other and building a sense of community within your work groups, Airmen become more resilient and build stronger unit families. Some of the best practices include some formal briefings followed by sports or activities that promote teamwork and inclusion. Examples of Wingman Day activities include an "Amazing Race" style competition, historic tours of San Antonio and its Missions, sporting events/tournaments, board games, volunteer day with off-base non-profits and potlucks. Another way for commanders to exercise flexibility is to ask their Airmen what they would like to do on Wingman Day. Chief Lantagne and I encourage you to help your leadership teams meet your unit needs and offer suggestions for ways to improve the impact of your Wingman Day.