A Future Officer Career Management System: An Objectives-Based Design

By Harry J. Thie; Margaret C. Harrell et al. | Go to book overview
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FIGURES
S.1. Relationship Among Functions, Aspects, and Alternativesxvi
2.1. Study Process13
5.1. Notional Example of a Normalized Scale40
5.2. Comparing Alternatives on a Normalized Scale41
5.3. Scoring Alternatives Against Objectives42
5.4. Applying an Objective's Weight to Alternatives43
5.5. Determining the Best Alternative43
5.6. Illustration of Single-Value Functions46
6.1. Shape of a Future Career for Line Officers57
6.2. Policymaker Preference for Flexibility or Uniformity Across Services60
B.1. Measurement Scale with Values for Assessing Entry Point Alternatives Against the “Keep Costs Reasonable” Objective78
B.2. Example of Normalized Evaluation Scoring80
B.3. Example of Incorporating Preferences Within an Objective into the Evaluation Process80
B.4. Value Scores for Entry Point Aspect Evaluation for “Keep Costs Reasonable” Objective82
B.5. Applying Objective Weight to Value Scores83
B.6. Final Decision Table for Entry Point Alternatives84
E.1. Army Line Officer Flow and Promotions104
E.2. Navy Line Officer Flow and Promotions104
E.3. Air Force Line Officer Flow and Promotions105
E.4. Marine Corps Line Officer Flow and Promotions105
F.1. Preference for Flexibility and Uniformity Across Skills110

-ix-

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