A Future Officer Career Management System An Objectives-Based Design

by Thie, Harry J.; Harrell, Margaret C.; Brown, Roger A.; Graff, Clifford M.; Berends, Mark

• ISBN13: 9780833024916
• ISBN10: 0833024914
• Format: Paperback
• Copyright: 2001-06-12
• Publisher: RAND Corporation
• More Book Details
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Summary

This report is a follow-on to MR-470-OSD, Future Career Management Systems for U.S. Military Officers, 1994. The earlier study determined a range of likely future officer requirements and a number of alternative career management systems. It did not att

Table of Contents

Preface	iii
Figures	ix
Tables	xi
Summary	xiii
Acknowledgments	xxiii
Background	1	(12)
Nature of the Problem: A Need For Change	1	(1)
DOPMA Under Pressure	2	(2)
Prior NDRI Research on Officer Careers	4	(3)
Conclusions of Previous Study	5	(1)
Objectives Take Precedence	5	(2)
What the Previous Study Provides to the Current Effort	7	(6)
Set of Manpower Requirements for 2005	7	(1)
Four Skill Groups	8	(2)
Four Major Personnel Functions	10	(1)
Characteristics of an Officer	11	(1)
Data and Analysis	12	(1)
Purpose of This Study, Methodology, and Organization	13	(4)
How the Report Is Organized	15	(2)
Personnel Functions, Aspects, and Alternatives	17	(10)
Background	17	(2)
Decisions About Aspects of Personnel Functions Define the OCMS	19	(8)
Accessing	19	(2)
Developing	21	(1)
Promoting	22	(2)
Transitioning	24	(3)
Objectives of the Officer Career Management System	27	(12)
The Resulting Objectives Framework	31	(1)
Determining Preferences	32	(4)
Objective Weights	36	(3)
Linking Alternatives to Objectives: Evaluation Measures	39	(10)
Comparing Alternatives	40	(3)
Applying Policy Weight---Single-Value Functions	43	(3)
Determining How Well an Objective Is Accomplished	46	(3)
Quantitative	47	(1)
Qualitative Based on Quantitative Data	47	(1)
Qualitative	48	(1)
Deriving an Officer Career Management System	49	(16)
Accessing	49	(2)
Entry at Year 0	50	(1)
Enlisted Service Acculturates Well	50	(1)
Two-Year Payback for Each Year of Pre-Entry Education	50	(1)
Initial Tenure of Six Years	51	(1)
Developing	51	(1)
Selection for Career Status After Six Years	51	(1)
Some Mandatory Skill Transfers	52	(1)
Longer Assignments by Up to Two-Thirds	52	(1)
More Military and Civilian Education	52	(1)
Promoting	52	(2)
Promotion Based on TIG Given Minimum TIS	53	(1)
Wide Zone with Selective Opportunity and Selective Continuation	53	(1)
Transitioning	54	(2)
Vesting Between Four and Nine Years of Service	54	(1)
No Intermediate Tenure; No Voluntary Separation Initiatives	55	(1)
Modified Up or Out	55	(1)
High Turnover Early in Career; Longer Careers; Later Retirement Annuities	56	(1)
Coherence: The Shape of a Future Career	56	(3)
Flexibility Across Services	59	(2)
Sensitivity of Design to Weights on Objectives	61	(4)
Concluding Observations	65	(46)
Appendix
A. Interview Vehicle	67	(10)
B. Example of Determining an Aspect	77	(8)
C. Single-Value Functions	85	(10)
D. Sensitivity Analysis	95	(6)
E. Feasibility of Supply	101	(6)
F. Other Skill Groups	107	(4)
References	111