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United States. --- Occupational specialties --- Personnel management
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Over the past several years, the military Services have reduced theirforces substantially. Military skill groups have been consolidated beforeand during that reduction. Such consolidations can benefit organizations. As a result of visits to military units and anecdotal reports from thefield, some members of Congress became concerned that the skillconsolidations were eroding readiness and expressed a particular concernabout maintenance skills in two Services.
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"The Air Force commissions thousands of line officers each year from the U.S. Air Force Academy, Air Force Reserve Officer Training Corps, and Officer Training School. Some of these become rated officers (pilots, combat systems officers, and air battle managers), while others will serve in nonrated career fields (space, logistics, security, etc.). Before being classified into any of these nonrated fields, new officers must have appropriate education and skills. But how does the Air Force determine what skills are required for a given job, and which officers best fit? This report summarizes an analysis of the Air Force's programs and processes for matching nonrated officers with career field assignments. Among other things, the authors found that it is not always clear which academic requirements for a career field are truly required, as opposed to desirable, or what percentages of new entrants to a career field need to meet which requirements"--Publisher's website.
United States. --- Recruiting, enlistment, etc. --- Occupational specialties. --- Officers.
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Develops an overall force-management framework for identifying roles and organizations to provide analysis and diagnosis of understrength conditions and to also execute appropriate policy interventions to solve the problems. Key to force management as a whole is operational-level (career-field) force management, which provides both the policy framework that guides tactical-level (individual career) management and the basic informational input for strategic-level (total Air Force workforce) decisions.
United States. --- Officers. --- Occupational specialties. --- Personnel management. --- Job descriptions.
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Soldiers --- Competency-based education. --- Training of --- United States. --- Occupational specialties.
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"Air Force specialty codes, similar to Army and Marine Corps military occupational specialties and Navy officer designators and enlisted ratings, establish personnel-classification boundaries according to the work performed and the required skills, education, and training. The specialties combine duties and tasks into cohesive job clusters that may be matched to people possessing the essential aptitudes, attributes, and qualifications. Given the Air Force's evolving missions, changing nature of work, and changing workforce, several senior Air Force leaders have asked whether the existing specialty codes still provide the appropriate clustering of specialties. This technical report examines the current officer-classification structure while seeking to determine whether more fundamental changes are needed. It provides a brief primer on the specialty-classification system, encapsulates major changes that are in progress and planned, and offers additional changes based on interviews and comparative analyses. Although the research focused primarily on the officer structure, many of the observations have correlates in the enlisted-specialty structure. Specialty-classification components need continuous maintenance and periodic upgrades. One recommendation is that the continuous process improvement initiatives, such as Air Force Smart Operations 21, be expanded to include reducing the overall cycle time for specialty-classification changes."--Publisher's website
United States. --- Officers. --- Occupational specialties. --- Job descriptions. --- Personnel management.
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Every year the military services are faced with the tremendous tasks of choosing 300,000 new recruits from among the larger number who are willing to serve, and of deciding in which specialty each of the 300,000 should be trained. This report describes a study largely concerned with determining whether there is any objective basis for enlistment standards and for matching recruits to jobs. It develops a cost/performance tradeoff model that appears to be a useful tool for setting job standards and for prescribing appropriate service-wide standards, but finds that three questions must be answered before the model can be used objectively. A key element of the model is the "qualified man-month," a single performance measure that combines attrition and job performance information. A related RAND report, Recruit Aptitudes and Army Job Performance: Setting Enlistment Standards for Infantrymen, R-2874, provides useful background to this report.
United States. --- Recruiting, enlistment, etc. --- Occupational specialties. --- Personnel management.
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Recent trends in initial skills training (IST) for Air Force specialties (AFSs) indicate that the number of United States Air Force (USAF) enlisted personnel reclassified into other occupational specialties has increased in recent years, with a steady rise having occurred between fiscal years 2013 and 2017. Career field reclassification can result in a wide range of negative outcomes, including increased costs, delayed manning, training schedule challenges, and decreased morale. To understand and address the challenge of IST reclassification, the authors considered options for improving processes to classify and reclassify enlisted active-duty, non-prior service airmen for IST. In this report, they outline key findings from a 2019 study that employed qualitative and quantitative analyses, including machine learning (ML) models, to assess predictors of IST success (and failure). They also describe their test of an optimization model designed to identify opportunities for revising reclassification decisions in order to not only reduce the numbers of reclassified airmen but also to achieve greater job satisfaction and productivity for airmen and improve USAF retention rates.
Armed Forces --- Military education --- Occupational specialties. --- United States. --- United States. --- United States. --- United States. --- Airmen --- Classification. --- Airmen --- Training of. --- Occupational specialties. --- Personnel management.
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United States --- Armed Forces --- Recruiting, enlistment, etc. --- Warrant officers. --- Personnel management. --- Occupational specialties.
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