A Future Officer Career Management System An Objectives-Based Design,9780833024916

A Future Officer Career Management System An Objectives-Based Design

by ; ; ; ;
ISBN13: 9780833024916
ISBN10: 0833024914
Format: Paperback
Pub. Date: 2001-06-12
Publisher(s): RAND Corporation
List Price: $30.00

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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

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