By Dina G. Levy
Through the Nineties, questions arose approximately how destiny alterations in army missions, firms, and know-how might have an effect on paintings and employees within the division of safeguard (DoD). to deal with those questions, RAND undertook research of the results of the long run atmosphere at the features of DoD paintings and staff. utilizing the dept of Labors Occupational info community (O*NET) and teh O*NET Analyst Database, army and civilian ocupational analysts assigned new scores ratings to O*NET occupational dimensions, predicated on a common description of the longer term DoD atmosphere derived essentially from Joint imaginative and prescient 2010 and comparable files. RAND then analyzed the diversities among destiny and previous rankings. regardless of the numerous alterations expected in DoD techniques, really few features are anticipated to alter. Given current choice and coaching approaches, present and potential workforces will be capable of adapt to the predicted alterations, which separate into 4 wide issues:
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Additional info for Characterizing the Future Defense Workforce
1—Relationship of Workforce Shaping and Development Tools to Domains of Work and Worker Characteristics that training programs, rather than education programs, are the specific means for developing new skills. • If required abilities change in ways that tend to exceed the abilities of current workers, recruiting/selection and retention/separation programs must be adjusted, because abilities are personal traits that are somewhat stable over time—they generally cannot be developed to a higher level within the existing workforce.
83. 75. There were somewhat larger differences between the mean change scores for analysts with different institutional affiliations. In particular, NCSU raters predicted a greater amount of change overall than did raters from AFOMS and IJOA. 2). Again, these differences were not considered to be large enough to warrant any changes in the treatment of the results. 79 NOTE: NCSU proportional change was driven predominantly by two raters. Appendix C CLUSTER ANALYSIS This appendix presents the details of the hierarchical agglomerative cluster analysis of MOTD occupations using data and job analysis concepts from O*NET.
One goal of this analysis was to explore the utility of the O*NET data as a basis for development of MOTD classification structures. The second goal was to develop occupational families that would serve as units of analysis in later stages of the research. Characterization of future defense work based on every MOTD occupation was not practical from a resource standpoint and the results would be cumbersome to interpret or summarize. The analysis classified a combined set of MOTD occupations that included enlisted, officer, warrant officer, and defense civil service occupations.