| USAF Aircraft Maintenance Officer Knowledge, Skills and Abilities and Commonalities among the Logistics Officer Corps |
Feb 2013 |
192 pages |
| Authors:
David M Thompson; AIR FORCE INST OF TECH WRIGHT-PATTERSON AFB OH GRADUATE SCHOOL OF ENGINEERING AND MANAGEMENT
|
 | This study investigated options to improve 21A training and education by first validating the Air Force's logistics mission sets as Deployment, Distribution, Supply Management, Repair Network Integration, Mission Generation, Lifecycle Logistics and Joint Logistics. Then, the Knowledge, Skills, and Abilities (KSAs) considered important to execute each mission set were gathered from a representative sample of Air Force Logistics Officers via field interviews and focus groups. An analysis of results categorizes ... |
|
| Army Drawdown and Restructuring: Background and Issues for Congress |
03 Jan 2013 |
40 pages |
| Authors:
Andrew Feickert; LIBRARY OF CONGRESS WASHINGTON DC CONGRESSIONAL RESEARCH SERVICE
|
| On January 26, 2012, senior DoD leadership unveiled a new defense strategy based on a review of potential future security challenges, current defense strategy, and budgetary constraints. This new strategy envisions a smaller, leaner Army that is agile, flexible, rapidly deployable, and technologically advanced. This strategy will rebalance the Army's global posture and presence, emphasizing where potential problems are likely to arise, such as the Asia-Pacific region and the Middle ... |
|
| Human Capital: Critical Skills and Competency Assessments Should Help Guide DOD Civilian Workforce Decisions |
Jan 2013 |
38 pages |
| Authors:
GOVERNMENT ACCOUNTABILITY OFFICE WASHINGTON DC
|
| DOD s civilian workforce develops policy, provides intelligence, manages finances, maintains weapon systems, and oversees and manages contracts, among other things. This workforce also performs a wide variety of duties and responsibilities, including mission-essential combat support functions, such as logistics support and maintenance, which traditionally have been performed by the uniformed military. A key component of this workforce also provides deployable civilian experts to Afghanistan and other theaters of operation. ... |
|
| Tier One Performance Screen Initial Operational Test and Evaluation: 2011 Annual Report |
Jan 2013 |
93 pages |
| Authors:
Deirdre J Knapp; Kate LaPort; HUMAN RESOURCES RESEARCH ORGANIZATION ALEXANDRIA VA
|
| Along with educational, medical, and moral screens, the U.S. Army uses a composite score from the Armed Services Vocational Aptitude Battery (ASVAB), the Armed Forces Qualification Test (AFQT), to select new Soldiers. Although the AFQT is useful for selecting new Soldiers, other personal attributes are important to Soldier performance and retention. Based on previous U.S. Army Research Institute (ARI) investigations, the Army selected one promising measure, the Tailored Adaptive Personality ... |
|
| Pension Costs on DOD Contracts: Additional Guidance Needed to Ensure Costs Are Consistent and Reasonable |
Jan 2013 |
63 pages |
| Authors:
Cristina T Chaplain; Charles A Jeszeck; Karen Zuckerstein; Kimberley Granger; Robert Bullock; Robert Dacey; Charles Ford; Laura Greifner; John Krump; Gene Kuehneman; GOVERNMENT ACCOUNTABILITY OFFICE WASHINGTON DC
|
| DOD contractors are among the largest sponsors of defined benefit pension plans in the United States and factor pension costs into the price of DOD contracts. Since the 2008 market downturn, these pension costs have grown thereby increasing DOD contract costs and recent changes in rules for calculating pension costs have raised the prospect of further cost increases. Given this possibility, GAO assessed how (1) contractor pension costs are determined; ... |
|
| A Policy Analysis of Reserve Retirement Reform |
Jan 2013 |
136 pages |
| Authors:
Beth J Asch; James Hosek; Michael G Mattock; RAND NATIONAL DEFENSE RESEARCH INST SANTA MONICA CA
|
| As the burden of defense borne by reserve forces has increased, more attention has been paid to differences between the compensation systems for the reserve and active components. One particular emphasis is on the retirement systems, a key difference being that reserve members who complete 20 years must wait until age 60 to draw their retirement benefits whereas active members can draw their benefits immediately. This monograph provides a policy ... |
|
| An Analysis of the Effect of Knowledge Management on the Execution of Simplified Acquisition Procedures |
27 Dec 2012 |
76 pages |
| Authors:
Jon D Barnes; Hugh J Williams; NAVAL POSTGRADUATE SCHOOL MONTEREY CA GRADUATE SCHOOL OF BUSINESS AND PUBLIC POLICY
|
| Simplified acquisition procedures (SAPs) are a fundamental and ubiquitous component of federal contracting and are executed by acquisition professionals at all levels of government. Because of their relative simplicity, procurements using SAPs are often left to less experienced personnel who are in the inchoate stages of developing their skills and knowledge. Knowledge management represents the effective organization, dissemination, and utilization of an enterprise's knowledge resources. When designed and executed with ... |
|
| Agricultural Manpower Shortage in World War II: Analysis of a Historical Operational Environment |
14 Dec 2012 |
280 pages |
| Authors:
Tevina Flood; ARMY COMMAND AND GENERAL STAFF COLL FORT LEAVENWORTH KS
|
| What caused the agricultural manpower shortage in World War II? Historians have proffered a variety of explanations that attribute linear causality to a handful of independent variables. No scholar, however, has attempted to study the manpower shortage in its full causal complexity. This thesis, following the muse of analytic eclecticism, assembles a variety of cutting-edge political-science scholarship to develop a modified version of the Institutional Analysis Framework. The thesis applies ... |
|
| What Is the Potential Impact on the Department of Defense (DOD) Military Treatment Facility (MTF) Pharmacies due to the Increased Copays and the Disenrollment of a Retail Pharmacy from the TRICARE Network? |
14 Dec 2012 |
143 pages |
| Authors:
Veronica L Hager; ARMY COMMAND AND GENERAL STAFF COLL FORT LEAVENWORTH KS
|
| The Department of Defense (DoD) has implemented an increase in Triple Option Benefit Plan Available for Military Families (TRICARE) copayments, which DoD military personnel and their dependents will pay if they use the TRICARE Retail Network Pharmacies and the TRICARE Pharmacy Home Delivery system. Another change is that the Walgreens retail pharmacy is no longer in the TRICARE Retail Pharmacy Network, so DoD military personnel and their dependents will no ... |
|
| What Do U.S. Army Field Grade Officers Perceive as Their Role in Building Resilience in Soldiers? |
14 Dec 2012 |
121 pages |
| Authors:
Virginia A Knorr; ARMY COMMAND AND GENERAL STAFF COLL FORT LEAVENWORTH KS
|
| Over the past decade, the study of resilience in humans has increased in multiple fields. During the 1970s, resilience was viewed as a trait that one was born with, but over the years this idea has decreased in popularity and resilience is now viewed as a process. When resilience is regarded as a process, there is the potential to teach people how to be more resilient. The United States Army ... |
|
| How Can the Norwegian Leader Development Program Improve to Better Develop Leaders? |
14 Dec 2012 |
107 pages |
| Authors:
Stig S Bjoernaes; ARMY COMMAND AND GENERAL STAFF COLL FORT LEAVENWORTH KS
|
| The purpose of this thesis is to examine ways in which the Norwegian Army's leadership development program can be improved to better develop junior leaders using a theoretical framework, formal guidance, and a qualitative survey of Norwegian commanders. The thesis also compares the Norwegian Army's program to the leadership development programs of the U.S. Army, the New Zealand Army, and the Boeing Corporation. The results suggest that these programs offer ... |
|
| Females and Toxic Leadership |
14 Dec 2012 |
81 pages |
| Authors:
Naomi Carrington; ARMY COMMAND AND GENERAL STAFF COLL FORT LEAVENWORTH KS
|
| Is there a gender component in toxic leadership? To adequately answer this primary research question, several other secondary research questions must be addressed: What is the definition of toxic leadership?; What are the specific characteristics of toxic leadership?; Do these characteristics have a gender component to them?; What can be done to effectively identify, address, and reduce toxic leadership?; Once a leader has been identified or labeled as toxic, can ... |
|
| Military Benefits that Retain Mid-Career Army Officers |
14 Dec 2012 |
82 pages |
| Authors:
Shane A Roppoli; ARMY COMMAND AND GENERAL STAFF COLL FORT LEAVENWORTH KS
|
| The purpose of this thesis was to determine how important direct service benefits are to mid-career U.S. Army officers' decision to continue serving in the Army on active duty. Specifically, the thesis examined how changes in select military service benefits would affect mid-career Army officers' decision making. The researcher designed a survey that was distributed to Army officers attending the U.S. Army Command and General Staff College (CGSC) Intermediate Level ... |
|
| An Examination of the Technical Product Knowledge of Contracting Professionals at Air Force System Program Offices |
12 Dec 2012 |
132 pages |
| Authors:
Jr Gallagher James P; NAVAL POSTGRADUATE SCHOOL MONTEREY CA GRADUATE SCHOOL OF BUSINESS AND PUBLIC POLICY
|
| The acquisition process for the Department of Defense has recently seen acquisition setbacks characterized by cost overruns, schedule delays, and products that do not meet standards. Part of this problem has been attributed to deficiencies with the acquisition workforce, to include contracting professionals. A partial remedy has recently been to hire more contracting professionals to the acquisition workforce along with a revision of training requirements. But what if the government ... |
|
| Two-Hundred Days of Combat: The Division Staff During the Great War |
06 Dec 2012 |
65 pages |
| Authors:
Eric H Haas; ARMY COMMAND AND GENERAL STAFF COLL FORT LEAVENWORTH KS SCHOOL OF ADVANCED MILITARY STUDIES
|
| When the United States declared war on Kaiser Wilhelm's government on April 6, 1917, the U.S. Army underwent a profound growth and transformation to conduct combat operations against the German Imperial Army. Since the U.S. Army grew from 125,000 men to over 4,000,000, there was an increased requirement for capable staff officers, especially on division-level staffs, to assist commanders with directing combat operations. To address the major shortfall in capable ... |
|
| The Graduate Education of Warrant Officers by AMSP Provides Benefits to the Army |
06 Dec 2012 |
46 pages |
| Authors:
Manuel D Vasquez; ARMY COMMAND AND GENERAL STAFF COLL FORT LEAVENWORTH KS SCHOOL OF ADVANCED MILITARY STUDIES
|
| Warrant Officers are the Army's technical experts, and they provide commanders with detailed information in their area of expertise. The traditional Warrant Officer career path has been very narrow and focused. However, the Army has recently begun offering broadening opportunities to Warrant Officers, such as the Advanced Military Studies Program (AMSP). In 2010, the first group of Warrant Officers graduated from the AMSP and moved on to assignments throughout the ... |
|
| Reorganization of Defense Coordinating Officer and Element |
06 Dec 2012 |
48 pages |
| Authors:
Tanya L Schilling; ARMY COMMAND AND GENERAL STAFF COLL FORT LEAVENWORTH KS SCHOOL OF ADVANCED MILITARY STUDIES
|
| The organization of Defense Coordinating Officers (DCOs) and Defense Coordinating Elements (DCEs) in 2005 impeded coordination and interagency cooperation during the federal response to Hurricane Katrina. In 2006, the program was reorganized to improve the coordination and training of the military personnel involved in disaster operations. The reorganization included the identification and staffing of full-time active duty DCOs, the creation of full-time DCEs, and their collocation with each of the ... |
|
| Report on Sexual Harassment and Violence at the Military Service Academies: Academic Program Year 2011-2012 |
Dec 2012 |
171 pages |
| Authors:
OFFICE OF THE DEPUTY UNDER SECRETARY OF DEFENSE WASHINGTON DC
|
| Section 532 of Public Law Number 109-364, the John Warner National Defense Authorization Act for Fiscal Year (FY) 2007, requires the Department to conduct an annual assessment of the Military Service Academies (MSA) to determine the effectiveness of policies, training, and procedures with respect to sexual harassment and sexual violence involving Academy personnel. For Academic Program Years (APY) that begin in odd-numbered years, as is the case this year (e.g., ... |
|
| An Assessment of Some Watch Schedule Variants Used in Cdn Patrol Frigates: OP Nanook 2011 |
Dec 2012 |
105 pages |
| Authors:
Michael A Paul; Daniel Ebisuzaki; Jason McHarg; Steven R Hursh; James C Miller; DEFENCE RESEARCH AND DEVELOPMENT TORONTO (CANADA)
|
| Previous research conducted by DRDC-Toronto to evaluate watch schedule variants used on Royal Canadian Navy (RCN) submarines indicated very significant and deleterious effects of the watch system on modeled cognitive effectiveness of RCN submariners. Subsequently, DRDC-Toronto hosted an International Submarine Watch Schedule Symposium which led to a new RCN submarine watch schedule that improved modeled performance by about 30%. The RCN surface fleet is aware of this work and supported ... |
|
| Veterans' Employment and Training: Better Targeting, Coordinating, and Reporting Needed to Enhance Program Effectiveness |
Dec 2012 |
60 pages |
| Authors:
Andrew Sherrill; Patrick DiBattista; Sheranda Campbell; Maria Gaona; Dana Hopings; GOVERNMENT ACCOUNTABILITY OFFICE WASHINGTON DC
|
| In fiscal year 2011, the federal government spent an estimated $1.2 billion on six veterans employment and training programs, serving about 880,000 participants. Labor administers five of these programs and VA administers one. Despite these efforts, the unemployment rate for veterans who have recently separated from the military is higher than that for the civilian population. The number of service members transitioning to the civilian workforce is expected to increase. ... |
|
| Development, Validation, and Fairness of a Biographical Data Questionnaire for the Air Traffic Control Specialist Occupation |
Dec 2012 |
20 pages |
| Authors:
Michelle Dean; Dana Broach; FEDERAL AVIATION ADMINISTRATION OKLAHOMA CITY OK CIVIL AEROSPACE MEDICAL INST
|
| Development and validation of a biographical data (biodata) instrument for selection into the Air Traffic Control Specialist occupation is described. Bootstrapping was used to estimate correlations between item responses to the Applicant Background Assessment (ABA; 142 items; n=266), Biographical Questionnaire (BQ; 145 items; n=482), and average supervisory job performance ratings. Scoring keys were developed for the most predictive 80, 100, and 120 items from the instruments. Reliabilities for the proposed ... |
|
| Agile Development of Advanced Prototypes |
Nov 2012 |
5 pages |
| Authors:
Scott Stevens; CARNEGIE-MELLON UNIV PITTSBURGH PA
|
| The goal of the proposed work is to rapidly deliver a suite of high interest, high risk advance prototypes at an exceptionally low cost. Over the course of twenty-four months, we will to create up to ten cutting edge education and training applications. |
|
| Recovering Servicemembers and Veterans: Sustained Leadership Attention and Systematic Oversight Needed to Resolve Persistent Problems Affecting Care and Benefits |
Nov 2012 |
102 pages |
| Authors:
GOVERNMENT ACCOUNTABILITY OFFICE WASHINGTON DC
|
| The National Defense Authorization Act for Fiscal Year 2008 required DOD and VA to jointly develop and implement policy on the care, management, and transition of recovering servicemembers. It also required GAO to report on DOD s and VA s progress in addressing these requirements. This report specifically examines (1) the extent to which DOD and VA have resolved persistent problems facing recovering servicemembers and veterans as they navigate the ... |
|
| Formulating the Brogden Classification Framework as a Discrete Choice Model |
Nov 2012 |
47 pages |
| Authors:
Tirso E Diaz; HUMAN RESOURCES RESEARCH ORGANIZATION ALEXANDRIA VA
|
| The Brogden optimal classification framework measures potential classification benefits of predictors by assigning applicants to the jobs that will maximize predicted performance subject to job quota constraints. Current implementations of Brogden?s framework do not include classification policy constraints (e.g., cut scores and gender restriction), applicant preferences, or the impact of other classification tools available to the Army (e.g., monetary incentives to channel applicants to particular job training). To accommodate elements ... |
|
| Viper NHEXS Program: A Viper Pilot Neck Health & Conditioning Guide |
Nov 2012 |
14 pages |
| Authors:
Sean Sarsfield; Reginald O'Hara; Bruce A Wright; SCHOOL OF AEROSPACE MEDICINE WRIGHT PATTERSON AFB OH
|
| High-G flight maneuvers may pose a significant hazard to the neck muscles and surrounding support structures. Therefore, the purpose of this training manual is to provide F-16 pilots with guidance on neck injury prevention strategies and specific neck strengthening exercises. The information contained within this manual is not intended to improve or diagnose neck or spinal injuries. Rather, it is intended to provide general and preventative neck strengthening and stretching ... |
|
| ENGAGE: A Game Based Learning and Problem Solving Framework |
15 Oct 2012 |
5 pages |
| Authors:
Zoran Popovic; WASHINGTON UNIV SEATTLE DEPT OF COMPUTER SCIENCE AND ENGINEERING
|
| We are in the midst of rolling out our suite of games and evaluation tools to schools and online educational resources. Our games have been incorporated into the K12.com curriculum for the school year, placed on PowerMyLearning, and are currently in processing for Edmodo and BrainPOP. We are actively working with school districts Adams 50 (Colorado), Houston ISD and the League of Innovative Schools to make the games available on ... |
|
| Officer Individual Differences: Predicting Long-Term Continuance and Performance in the U.S. Army |
Oct 2012 |
39 pages |
| Authors:
Stephen J Zaccaro; Veronica L Gilrane; Jordan M Robbins; Lindsey N Bartholomew; Mark C Young; Robert N Kilcullen; Shane Connelly; Winnie Young; GEORGE MASON UNIV FAIRFAX VA
|
| This project investigated individual differences in knowledge, skills, abilities, and personality traits as contributors to long-term career continuance and performance. The research was done to help inform the implementation of new officer selection tests. This effort built upon an existing dataset consisting of test scores from an extensive test battery administered to Army officers in 1992 and 1993. Long-term criteria (i.e., career continuance and highest rank achieved) were retrieved from ... |
|
| Medical Surveillance Monthly Report. Volume 19, Number 10 |
Oct 2012 |
21 pages |
| Authors:
Francis L O'Donnell; ARMED FORCES HEALTH SURVEILLANCE CENTER SILVER SPRING MD
|
|
| Science, Technology & Requirements Forum |
Oct 2012 |
8 pages |
| Authors:
Barry K Williams; ARMY ENGINEER SCHOOL FORT LEONARD WOOD MO
|
|
| Toward A Fail-Safe Air Force Culture: Creating a Resilient Future While Avoiding Past Mistakes |
Oct 2012 |
30 pages |
| Authors:
Todd C Ericson; AIR WAR COLL MAXWELL AFB AL
|
| As the Air Force matures as a service we must choose a culture for our continued long-term success. The zero-defect approach practiced by the Strategic Air Command (SAC) during the service's infancy offers short-term success, but the resulting culture of fear and reprisal is not conducive to sustained excellence. Conversely, the tolerant approach of Quality Air Force (QAF) adopted during our adolescence provides short-term morale benefits, but its culture of ... |
|
| Assessing the Impact of and Needs for Navy Language, Regional Expertise, and Culture Training |
Oct 2012 |
103 pages |
| Authors:
Neil B Carey; Edward J Schmitz; Zachary T Miller; Sara M Russell; CNA ANALYSIS AND SOLUTIONS ALEXANDRIA VA
|
| Changes in worldwide strategic relationships since 9/11 and lessons learned from Operations Iraqi Freedom, Enduring Freedom, and New Dawn demonstrate the importance of Navy personnel being able to communicate in foreign languages and to comprehend foreign cultures. The Center for Information Dominance s Center for Language, Regional Expertise, and Culture (CLREC) plays a central role in training Department of the Navy personnel in the language skills and cultural knowledge required ... |
|
| Independent Auditor's Report on the Agreed-Upon Procedures for Reviewing the FY 2012 Civilian Payroll Withholding Data and Enrollment Information |
28 Sep 2012 |
21 pages |
| Authors:
OFFICE OF THE INSPECTOR GENERAL (DEPARTMENT OF DEFENSE) ALEXANDRIA VA
|
| For employee benefit withholding and contributions, obtain the Agency Payroll Provider s September 2011 and March 2012 Semiannual Headcount Report submitted to OPM and a summary of Retirement and Insurance Transfer System (RITS) submissions for September 2011 and the current fiscal year. For each program (retirement, health, and life), select a total of three RITS submissions for September 2011 and the current fiscal year; two will coincide with the September ... |
|
| Suspension and Debarment: DOD Has Active Referral Processes, but Action Needed to Promote Transparency |
Sep 2012 |
35 pages |
| Authors:
William T Woods; John Neumann; James Ashley; Patrick Breiding; Richard Brown; Russ Reiter; Roxanna Sun; Robert Swierczek; Keo Vongvanith; Alyssa Weir; GOVERNMENT ACCOUNTABILITY OFFICE WASHINGTON DC
|
| DoD spends more than any other federal agency on contracts for goods and services and must be able to protect itself from irresponsible contractors. Once a case of misconduct -- such as fraud -- is identified, DoD can use suspensions and debarments to prevent irresponsible contractors from receiving new contracts. As requested, GAO determined the following: (1) the extent to which DoD has processes for identifying and referring cases of ... |
|
| Human Capital: DOD Needs Complete Assessments to Improve Future Civilian Strategic Workforce Plans |
Sep 2012 |
50 pages |
| Authors:
GOVERNMENT ACCOUNTABILITY OFFICE WASHINGTON DC
|
| As of June 2012, the Department of Defense (DoD) reported a full-time civilian workforce of about 780,000 personnel. According to DoD, about 30 percent of its civilian workforce and 60 percent of its civilian senior leaders will be eligible to retire by March 31, 2015. Such potential loss may result in significant skill gaps. The National Defense Authorization Act for Fiscal Year 2010 requires GAO to submit a report on ... |
|
| Estimating Promotion Probabilities of Navy Officers Based on Individual's Attributes and Other Global Effects |
Sep 2012 |
36 pages |
| Authors:
Amos Golan; Tanja F Blackstone; NAVY PERSONNEL RESEARCH STUDIES AND TECHNOLOGY MILLINGTON TN
|
| The basic objective of the CCMT Officers project is to develop an econometric model that captures the promotion trajectory for the individual officers, conditional on past behavior and performance as well as on past (and current) economic and policy conditions. The model is also conditional on staying in the Navy the minimal time for promotion. The estimated results are also used as a forecasting tool for the policy maker. The ... |
|
| Training Gaps for the One System Remote Video Terminal: Observations from the Joint Readiness Training Center |
Sep 2012 |
34 pages |
| Authors:
John J Lipinski; Martin L Bink; ARMY RESEARCH INST FOR THE BEHAVIORAL AND SOCIAL SCIENCES FORT BELVOIR VA
|
| The One System Remote Video Terminal (OSRVT) is a combined system (including antennas, receiver, modem, and ruggedized personal computer) that receives and displays video and downlink data from a variety of unmanned and manned aircraft systems. The system is typically deployed either in a tactical operations center (TOC) or on a vehicle (e.g., Stryker) and operated by NCOs or junior officers. This information provides observers with critical near real-time battlefield ... |
|
| Self-Learning Among Army Noncommissioned Officers: Experiences, Attitudes, and Preferred Strategies |
Sep 2012 |
123 pages |
| Authors:
Thomas R Graves; Gary Rauchfuss; Michelle Wisecarver; ARMY RESEARCH INST FOR THE BEHAVIORAL AND SOCIAL SCIENCES FORT BELVOIR VA
|
| U.S. Army Noncommissioned Officers (NCOs) often need to complete tasks they were not formally trained to do, requiring them to learn on their own. This research focused on describing and measuring the preferred self-learning attitudes and self-learning strategies of successful Army NCOs. Focus groups were used to collect data on successful NCOs' (N = 123) experiences of self-learning. The interview data were analyzed to develop a thematic framework that described ... |
|
| Applications of Strengths-Based Leadership Theory for the U.S. Army |
Sep 2012 |
49 pages |
| Authors:
Melinda Key-Roberts; Matthew Budreau; ARMY RESEARCH INST FOR THE BEHAVIORAL AND SOCIAL SCIENCES FORT BELVOIR VA
|
| The purpose of this research was to determine what strategies military leaders use to develop subordinate leaders, and if the current developmental process aligns with a strengths-based approach to leader development. A total of 41 active military leaders were interviewed by researchers from the U.S. Army Research Institute. Analysis of focus group transcripts resulted in 32 themes related to developing subordinate leaders. Through comparing and aggregating these codes, the initial ... |
|
| Longitudinal Validation of Non-Cognitive Officer Selection Measures for the U.S. Army Officer Candidate School (OCS) |
Sep 2012 |
110 pages |
| Authors:
Matthew T Allen; Mark C Young; HUMAN RESOURCES RESEARCH ORGANIZATION ALEXANDRIA VA
|
| This report provides recommendations regarding the implementation of Army Officer Candidate School (OCS) selection measures for enhancing performance and career continuance. The purpose of the present research was to validate an experimental selection battery called the Officer Background and Experiences Form (OBEF) against long-term (e.g., in-unit performance, service continuance) criterion measures. We collected long-term criterion measures for members of an officer cohort that had completed the OBEF upon entry into ... |
|
| Medical Surveillance Monthly Report (MSMR). Volume 19, Number 9, September 2012 |
Sep 2012 |
25 pages |
| Authors:
ARMED FORCES HEALTH SURVEILLANCE CENTER SILVER SPRING MD
|
|
| Power, Status and Network Perceptions: The Effects of Network Bias on Organizational Outcomes |
Sep 2012 |
69 pages |
| Authors:
Martin J Kilduff; CAMBRIDGE UNIV (UNITED KINGDOM)
|
| Knowing who is connected to whom is important in organizations, but people make mistakes when attempting to recall and report connections among others in their social networks. We investigate how power and status influence the extent to which people rely on mental templates (schemas) in observing and responding to social networks at work. The first paper comprises two separate but related studies using original data collected for this project concerning ... |
|
| A Quantitative Analysis of Factors Affecting Retention of Female Aviators in U.S. Naval Aviation |
Sep 2012 |
73 pages |
| Authors:
Peter Bissonnette; NAVAL POSTGRADUATE SCHOOL MONTEREY CA DEPT OF OPERATIONS RESEARCH
|
| This study builds upon past research involving turnover among military women to develop a statistical model for active duty Female Naval Aviator (FNA) retention. A data set from Defense Manpower Data Center, which included FNAs from year groups 1989 to 1998 was analyzed to determine the impact of organizational, career, and personal factors on retention. A review of pertinent literature revealed that personal, organizational, and job factors unique to a ... |
|
| The Perceived Relationship Among Personnel Readiness, Job Performance and Work Demands: A Case for Physical Ability Testing |
Sep 2012 |
117 pages |
| Authors:
Jr Munoz Donaciano; NAVAL POSTGRADUATE SCHOOL MONTEREY CA DEPT OF OPERATIONS RESEARCH
|
| The military screening process entails candidates meeting general physical and cognitive standards and then being matched with a specialization based on cognitive test scores. Little consideration is given to the physical abilities required to perform tasks in that specialization. A literature review is presented of the military selection process, physical ability testing in the military and public/private sectors, and the Navy's physical readiness program. An online survey of Boatswain's Mates ... |
|
| Assessment of Personality as a Requirement for Next Generation Ship Optimal Manning |
Sep 2012 |
102 pages |
| Authors:
Paul G O'Daniel; NAVAL POSTGRADUATE SCHOOL MONTEREY CA DEPT OF OPERATIONS RESEARCH
|
| In an effort to reduce next-generation naval vessel total operational costs, significant manpower reductions have been incorporated into their overall design strategy. Despite these reductions, mission and performance capabilities are expected to be maintained. This reduced manpower availability can be mitigated through advanced technology integration and increased systems automation. However, little research exits on how personnel requirements have shifted with changes in ship design. This study examines the potential use ... |
|
| Quantitative Analysis for Installation Access Planning at Naval Base San Diego |
Sep 2012 |
71 pages |
| Authors:
Trey J Dittberner; NAVAL POSTGRADUATE SCHOOL MONTEREY CA DEPT OF OPERATIONS RESEARCH
|
| This thesis explores how the number of operating access control points (ACPs) and their configuration of lanes and staffing affect vehicular flow into Naval Base San Diego (NBSD). We examine this flow during normal and nonnormal operations, such as heightened force protection conditions. The research focuses on factors that affect throughput as well as the management of costs associated with different staffing configurations. These factors include force protection condition, vehicle ... |
|
| Using a Dynamic Retention Model to Analyze the Impact of Aviation Career Continuation Pay on the Retention of Naval Aviators |
Sep 2012 |
65 pages |
| Authors:
Sarah Watson; NAVAL POSTGRADUATE SCHOOL MONTEREY CA
|
| The United States military is not immune to the effects of the current recession. Many areas of military compensation are being considered for reduction and elimination in order to alleviate budget constraints throughout the federal government. Questions have arisen regarding the degree to which retention goals would be met if special bonus pay programs were reduced or eliminated. Mattock and Arkes (2007) claimed success with predicting the retention of Air ... |
|
| Human Systems Integration Competency Development for Navy Systems Commands |
Sep 2012 |
153 pages |
| Authors:
Gina M Becker; NAVAL POSTGRADUATE SCHOOL MONTEREY CA DEPT OF OPERATIONS RESEARCH
|
| There is a growing need in defense acquisition to design timely, cost-effective competency development programs to facilitate qualifying new hires to replace a rapidly aging workforce. Navy Systems Commands (SYSCOMs), which are charged with system acquisition and sustainment, are engaged in Total Force Management strategies to support technical competency, development, and qualifications. This thesis examines a Competency Development Model constructed by Space and Naval Warfare Systems Command subject matter experts ... |
|
| Effects of Sleep Deprivation on U.S. Navy Surface Ship Watchstander Performance using Alternative Watch Schedules |
Sep 2012 |
129 pages |
| Authors:
Matthew T Yokeley; NAVAL POSTGRADUATE SCHOOL MONTEREY CA
|
| The workload required of personnel onboard U.S. Navy warships continues to increase at a rapid pace. Personnel required to stand watches, in addition to normal work responsibilities, often times find themselves in a position that leads to a deprivation in their total daily sleep. Given the nature of responsibilities placed on U.S. Navy watchstanders, working under conditions of avoidable sleep deprivation is unacceptable. Using information gained from a predictive performance ... |
|
| A Simulation Analysis of Work Based Navy Manpower Requirements |
Sep 2012 |
87 pages |
| Authors:
Edward A Carlton; NAVAL POSTGRADUATE SCHOOL MONTEREY CA
|
| This thesis examines an alternative to current processes in use for developing enlisted manpower requirements aboard Navy surface ships. This research proposes a proof of concept for utilizing simulation in manpower requirements generation by examining data obtained from simulation models of the underway workload of two divisions aboard an Arleigh Burke-class destroyer. Given current manpower levels in CF and EA divisions, a mean work backlog of 1.449 tasks and 0.21 ... |
|
| The Best Approach to Crisis Intervention |
Sep 2012 |
121 pages |
| Authors:
Steven L Chumley; NAVAL POSTGRADUATE SCHOOL MONTEREY CA DEPT OF NATIONAL SECURITY AFFAIRS
|
| First responders protect and serve. They maintain order, prevent chaos, and keep this country safe and secure. Many of the freedoms U.S. citizens enjoy today are the result of first responders protecting and caring for them. Whether it a terrorist attack, a criminal victimizing a citizen, or a natural disaster, first responders will be among the first on the scene to deal with the crisis. For this reason, their role ... |
|
Personnel Management and Labor Relations
