Muutke küpsiste eelistusi

Air Force Officer Management Flexibilities: Modeling Potential Policies [Pehme köide]

, , , ,
  • Formaat: Paperback / softback, 108 pages, Illustrations
  • Ilmumisaeg: 03-Nov-2017
  • Kirjastus: RAND
  • ISBN-10: 0833098624
  • ISBN-13: 9780833098627
Teised raamatud teemal:
Air Force Officer Management Flexibilities: Modeling Potential PoliciesSuurem pilt
  • Formaat: Paperback / softback, 108 pages, Illustrations
  • Ilmumisaeg: 03-Nov-2017
  • Kirjastus: RAND
  • ISBN-10: 0833098624
  • ISBN-13: 9780833098627
Teised raamatud teemal:
Püsilink: https://www.kriso.ee/db/9780833098627.html
This report assesses the effect that proposed military human resource management flexibilities could have on Air Force officer accessions, promotions, separations, and other force management outcomes.
Preface iii
Figures
vii
Tables
ix
Summary xi
Acknowledgments xvii
Abbreviations xix
Chapter One Introduction
1(4)
Background
1(1)
Methodologies
2(1)
Organization of the Report
3(2)
Chapter Two Career Field Managers' Perspectives
5(10)
Findings
5(7)
Pilot
7(1)
Acquisition Manager
8(1)
Personnel Officer
9(1)
Cyberspace Operations Officer
10(1)
Public Affairs Officer
10(1)
Assignments Director
11(1)
Conclusions
12(3)
Chapter Three Modeling Policy Alternatives
15(34)
Three Scenarios
15(3)
Baseline Scenario
16(1)
The Human Resource--Management Flexibility Scenario
17(1)
Restored Promotion Outcome Scenario
18(1)
Conceptual and Modeling Issues
18(7)
Promotion Flexibilities
19(1)
Promotion Metrics
20(5)
Promoting to Requirements
25(1)
Inventory and Retention Outcomes
25(6)
The Baseline and Human Resource--Management Flexibility Scenarios
25(3)
Restoring Promotion Opportunity
28(3)
Force and Accession Costs
31(2)
Sorting Individuals into Promotion Tracks
33(5)
Retention of Lower-Aptitude Officers
38(2)
Noisy Measures of Aptitude
40(3)
Lost Opportunities: Comparing Technical-Track and Nonpromoted Officers
43(3)
Discussion
46(3)
Chapter Four Conclusions and Recommendations
49(6)
The Alternatives Considered
49(3)
Technical Tracks for Promotion
49(1)
Replace Up-or-Out Provisions
50(1)
Milestone-Based Promotion Eligibility
50(1)
Increased Use of Lateral Entries
51(1)
Increased Use of Reserve Component Entries
51(1)
40-Year Careers
52(1)
Talent-Management System
52(1)
Net Impacts
52(1)
Recommendations
53(1)
A Related Observation
53(2)
Appendix A Model Specifications 55(18)
Appendix B Statutory Issues Regarding Technical-Track Promotions 73(2)
Appendix C Promotion Metrics 75(6)
Appendix D Promoting to Requirements 81(4)
References 85