1 00:00:00,000 --> 00:00:00,000 2 00:00:04,640 --> 00:00:06,940 over the past 18 months , I have been 3 00:00:06,940 --> 00:00:09,051 impressed by the tremendous work that 4 00:00:09,051 --> 00:00:11,690 airman across the command do every day 5 00:00:11,700 --> 00:00:14,700 in support of our Air Force as we enter 6 00:00:14,700 --> 00:00:16,410 a new year . This is a great 7 00:00:16,410 --> 00:00:19,760 opportunity to reflect , learn and grow 8 00:00:20,440 --> 00:00:22,710 as a result of feedback I received from 9 00:00:22,710 --> 00:00:24,810 the A f . M . C . We need climate 10 00:00:24,810 --> 00:00:27,990 surveys and sensing sessions . It is 11 00:00:27,990 --> 00:00:30,450 apparent that some of our airman have a 12 00:00:30,450 --> 00:00:32,117 perception there is a lack of 13 00:00:32,117 --> 00:00:34,580 accountability for teammates who falls 14 00:00:34,580 --> 00:00:37,540 short of meeting air force performance 15 00:00:37,550 --> 00:00:40,820 and conduct expectations . As you know , 16 00:00:40,820 --> 00:00:42,660 when accountability is lacking , 17 00:00:42,670 --> 00:00:46,160 performance , culture and morale suffer . 18 00:00:46,640 --> 00:00:48,820 To better understand this issue . I 19 00:00:48,820 --> 00:00:50,931 stood up in Accountability Task Force 20 00:00:50,931 --> 00:00:53,690 in October . Made up of a diverse cross 21 00:00:53,690 --> 00:00:56,490 section of the command , the task force 22 00:00:56,490 --> 00:00:58,980 identified accountability issues in the 23 00:00:58,980 --> 00:01:01,640 areas of process , education and 24 00:01:01,640 --> 00:01:04,310 training , as well as communication 25 00:01:04,320 --> 00:01:06,480 that drove some important questions . 26 00:01:07,440 --> 00:01:09,510 What are our expectations for 27 00:01:09,510 --> 00:01:12,840 accountability ? How can we clarify the 28 00:01:12,840 --> 00:01:15,940 discipline process ? How do we better 29 00:01:15,940 --> 00:01:18,430 build senior leader awareness and 30 00:01:18,430 --> 00:01:21,130 involvement ? Is the current 31 00:01:21,130 --> 00:01:23,400 disciplinary timeline appropriate to 32 00:01:23,400 --> 00:01:26,460 inspire accountability ? Our units 33 00:01:26,460 --> 00:01:28,420 sufficiently resourced to enable 34 00:01:28,420 --> 00:01:31,320 accountability ? Are we providing 35 00:01:31,330 --> 00:01:33,570 adequate feedback to individuals who 36 00:01:33,570 --> 00:01:36,810 failed to meet standards , and how do 37 00:01:36,810 --> 00:01:39,170 we develop front line supervisors to 38 00:01:39,180 --> 00:01:42,480 prepare them for these challenges ? I 39 00:01:42,480 --> 00:01:45,540 know that's a lot to take in , but 40 00:01:45,540 --> 00:01:47,596 these are all important questions to 41 00:01:47,596 --> 00:01:50,430 dig into if we're going to improve 42 00:01:50,440 --> 00:01:53,450 accountability . As a result , we're 43 00:01:53,450 --> 00:01:55,860 moving out with several initiatives . 44 00:01:56,640 --> 00:01:59,050 Last month I directed to stand up of 45 00:01:59,050 --> 00:02:01,470 civilian status of discipline forums at 46 00:02:01,470 --> 00:02:05,420 all FMC installations . We previously 47 00:02:05,420 --> 00:02:07,587 use status of discipline to review our 48 00:02:07,587 --> 00:02:10,230 military justice issues , and those 49 00:02:10,230 --> 00:02:12,720 forums provide data to senior leaders 50 00:02:12,720 --> 00:02:15,630 at many levels to ensure military good 51 00:02:15,630 --> 00:02:17,574 order and discipline is maintained 52 00:02:17,574 --> 00:02:20,720 throughout our organizations . It also 53 00:02:20,720 --> 00:02:22,720 provides our squadron commanders of 54 00:02:22,720 --> 00:02:24,776 Venuto lean in and engage with their 55 00:02:24,776 --> 00:02:27,030 peers . The civilian status of 56 00:02:27,030 --> 00:02:29,300 Discipline Forum will do the same for 57 00:02:29,300 --> 00:02:31,189 our material leaders and squadron 58 00:02:31,189 --> 00:02:33,020 directors . Aziz . They address 59 00:02:33,020 --> 00:02:36,410 civilian discipline issues . In January , 60 00:02:36,410 --> 00:02:38,570 we will kick off a new supervisor 61 00:02:38,570 --> 00:02:40,626 training course across the command . 62 00:02:41,240 --> 00:02:43,129 The three day course will provide 63 00:02:43,129 --> 00:02:45,018 foundational training for our new 64 00:02:45,018 --> 00:02:47,410 supervisor . This is a great first step 65 00:02:47,420 --> 00:02:49,390 in training that will make our 66 00:02:49,390 --> 00:02:52,120 supervisors more aware and confident as 67 00:02:52,120 --> 00:02:54,430 they embark on their first formal 68 00:02:54,440 --> 00:02:57,120 leadership experience . We will use 69 00:02:57,120 --> 00:02:59,120 feedback from the initial course to 70 00:02:59,120 --> 00:03:01,860 make any necessary changes to ensure it 71 00:03:01,860 --> 00:03:05,070 meets the needs of our airman . We're 72 00:03:05,070 --> 00:03:07,181 also reviewing how our squadron level 73 00:03:07,181 --> 00:03:09,330 organizations or resource , to ensure 74 00:03:09,330 --> 00:03:11,170 the wide array of support First 75 00:03:11,170 --> 00:03:13,450 Sergeant provides tow . Our military 76 00:03:13,450 --> 00:03:16,680 centric units is also available in all 77 00:03:16,680 --> 00:03:19,360 comparable units . Finally , where 78 00:03:19,360 --> 00:03:21,249 you're going to create a one stop 79 00:03:21,249 --> 00:03:23,860 online tool kit , this tool kit will 80 00:03:23,860 --> 00:03:25,971 provide our supervisors the reference 81 00:03:25,971 --> 00:03:28,193 materials and training aids . They will 82 00:03:28,193 --> 00:03:30,416 need to better lead their organizations 83 00:03:30,416 --> 00:03:32,850 and properly hold people accountable . 84 00:03:33,640 --> 00:03:36,270 I acknowledge there is no silver bullet 85 00:03:36,270 --> 00:03:38,480 that will fix this issue , but that 86 00:03:38,480 --> 00:03:40,770 does not mean we are absolved of the 87 00:03:40,770 --> 00:03:42,992 responsibility to create an environment 88 00:03:42,992 --> 00:03:46,140 where all Airman up and down the chain 89 00:03:46,140 --> 00:03:48,820 of command have the leadership training 90 00:03:48,830 --> 00:03:51,580 and resource is toe lead and serve in 91 00:03:51,580 --> 00:03:54,050 organizations that embody our core 92 00:03:54,050 --> 00:03:57,560 values of integrity . Service before 93 00:03:57,560 --> 00:04:00,930 self and excellence . And all we do Ah , 94 00:04:00,930 --> 00:04:03,190 culture of accountability takes time , 95 00:04:03,200 --> 00:04:05,870 commitment and constant attention . 96 00:04:06,440 --> 00:04:08,500 With your support , we will improve 97 00:04:08,500 --> 00:04:12,190 accountability within FMC . I know we 98 00:04:12,190 --> 00:04:14,523 have the right team to make that happen . 99 00:04:15,240 --> 00:04:17,510 I leave you with this quote from our 100 00:04:17,510 --> 00:04:19,621 core values in the little blue book . 101 00:04:20,320 --> 00:04:22,990 Accountability is responsibility with 102 00:04:22,990 --> 00:04:25,450 an audience that audience . Maybe the 103 00:04:25,450 --> 00:04:27,970 American people are units are 104 00:04:27,970 --> 00:04:30,600 supervisors are fellow airman , Our 105 00:04:30,600 --> 00:04:33,030 families , our loved ones and even 106 00:04:33,030 --> 00:04:35,890 ourselves Accountable individuals 107 00:04:35,890 --> 00:04:38,550 maintain transparency , seek honest and 108 00:04:38,550 --> 00:04:40,780 constructive feedback and take 109 00:04:40,790 --> 00:04:42,820 ownership of the outcomes of their 110 00:04:42,820 --> 00:04:45,340 actions and decisions . They're 111 00:04:45,340 --> 00:04:47,550 responsible to themselves and others 112 00:04:47,940 --> 00:04:49,840 and refrain from actions which 113 00:04:49,840 --> 00:04:52,770 discredit themselves or our service . 114 00:04:53,540 --> 00:04:55,970 Thank you for the work you do every day . 115 00:04:56,540 --> 00:04:58,810 Our air force is the best in the world 116 00:04:58,810 --> 00:05:01,710 Because of you . I am proud to work for 117 00:05:01,710 --> 00:05:03,960 you and serve with you .