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