Author: Robert M. Gay
Publisher:
ISBN:
Category : History
Languages : en
Pages : 40
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Describes some early results of research designed to evaluate the economic efficiency of specialty training for first-term enlisted personnel. To make such an evaluation, one must develop reliable measures of on-the-job performance that (1) reflect net rather than gross productivity, (2) reflect productivity over time, and (3) are based on the performance of specific individuals. Measures that have these properties can be collected by a variety of methods, including direct measurement, job-knowledge tests, and supervisory ratings. The authors provide a preliminary analysis of supervisory rating data assembled to explore tradeoffs among training courses of different lengths. These data consist of enlisted supervisors' estimates of military trainee net productivity at different points in first-term service. The estimates are used to construct profiles of the time path of productivity; a number of profiles are presented. Results suggest that meaningful conclusions can be drawn from data based on carefully constructed supervisory ratings.
Author: Rand Corporation
Publisher:
ISBN:
Category :
Languages : en
Pages : 35
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Author:
Publisher:
ISBN:
Category : Education
Languages : en
Pages : 528
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Author:
Publisher:
ISBN:
Category : Science
Languages : en
Pages : 1048
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Author:
Publisher:
ISBN:
Category : Civil service
Languages : en
Pages : 68
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Determination of trade-offs between personnel with different characteristics is vital to attaining a high ratio of personnel productivity to costs. Personnel trade-offs are evaluated using unit performance, individual performance, and survey data as measures of productivity. For each approach, previous work is briefly reviewed, then models for improving productivity measurement are presented. Broad-based proposals are made for advancing personnel productivity measurement in the Navy.
Author: Thomas Manacapilli
Publisher: Rand Corporation
ISBN: 0833040456
Category : Political Science
Languages : en
Pages : 160
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The Air Force typically trains 30,000 to 40,000 new airmen in some 300 specialties each year. It utilizes two methods for training its enlistees: centralized initial skills training (IST, or "schoolhouse" training) and decentralized on-the-job training (OJT). All too often, only IST costs are considered when "pricing" training, seriously underestimating the overall cost to train an airman. When all the costs are considered, including those of OJT, decisions related to the length of IST can be better informed. To determine the most cost-effective combination of IST and OJT, the authors developed a methodology based on a cost-benefit analysis of seven Air Force specialties. From a statistical analysis of data taken from surveys of senior enlisted personnel, they were able to assess how productivity changes when IST course length changes and to make recommendations concerning the IST course lengths that would produce the most productive airmen for the least possible cost.
Author: United States. Defense Logistics Studies Information Exchange
Publisher:
ISBN:
Category : Military research
Languages : en
Pages : 1068
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Author:
Publisher:
ISBN:
Category : United States
Languages : en
Pages : 0
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This document summarizes the requirements for promotion of enlisted personnel within each of the services of the U.S. military. This document is not a historical review and does not assess or evaluate the promotion systems. Furthermore, this document does not address the enlisted promotion systems used for the reserves. There is marked variety in the specific requirements for promotion across services. However, there is similarity in the tiered structure of the services' promotion systems. For example, each service developed a tiered enlisted promotion system (Figure S.1). Basically, the first level of the promotion systems controls the promotion of enlisted personnel up to paygrades E-3/E-4. At this level, advancement is noncompetitive and requirements are minimal; generally enlisted personnel need only meet time-in-service (TIS) and time-in-grade (TIG) requirements for advancement. The middle tier covers a wider range of enlisted personnel between paygrades E-4 and E-5/E-7 with competitive advancement based primarily on point systems. The advancement requirements in the top level vary across services. However, at this level, promotion decisions are made primarily by board reviews.
Author: United States. Congress. House. Committee on Appropriations. Subcommittee on Department of Defense
Publisher:
ISBN:
Category : United States
Languages : en
Pages : 1636
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Author: United States. Congress. House. Committee on Appropriations. Subcommittee on Dept. of Defense
Publisher:
ISBN:
Category : United States
Languages : en
Pages : 1436
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