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Tables of Contents for A Future Officer Career Management System
Chapter/Section Title
Page #
Page Count
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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