A Future Officer Career Management System An

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

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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A Future Officer Career Management System An Objectives-Based Design

Summary

Table of Contents

Supplemental Materials