Appendix D This appendix discuses the sensitivity analysis we conducted to illustrate the effects of changing objective weights.
KEEP COSTS REASONABLEThe highest group objective weight used in developing the preferred
OCMS was “keep costs reasonable” (19 percent), and the preferred
system reflects this emphasis. Three members of the decisionmaker
group ranked “keep costs reasonable” as their top priority. The decisionmaker with the highest weight (59 percent) for reasonable costs
had “meet active experience needs” as his second priority (13 percent). For our sensitivity analysis, we used his set of objective
weights to determine which alternatives were affected by objective
weights reflecting increased emphasis on “keep costs reasonable.”
The following alternatives differed from those in the preferred
|• ||The career system would become an open system with
maximum dependence on new officers bringing needed experience and skills acquired in civilian life, entering at grades
appropriate to their civilian background.|
|• ||While enlisted service would continue to be a desired alternative, there would be increased emphasis on accession programs requiring no acculturation.|
Questia, a part of Gale, Cengage Learning. www.questia.com
Book title: A Future Officer Career Management System:An Objectives-Based Design.
Contributors: Harry J. Thie - Author, Margaret C. Harrell - Author, Roger A. Brown - Author, Clifford M. Graf Ii - Author, Mark Berends - Author, Claire M. Levy - Author, Jerry M. Sollinger - Author.
Place of publication: Santa Monica, CA.
Publication year: 2001.
Page number: 95.
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