OTHER SKILL GROUPS
As discussed in the context of sensitivity analysis in Chapter Six, differences in objective priorities can affect the resulting officer career management system. The objective weights used to determine the OCMS for line officers do not necessarily apply when considering the other skill groups. For example, inculcating the military culture before entry may be less important for managing military doctors than it is for line officers. Likewise, some might argue that skill requirements are more important for managing doctors than for line officers.
When the policymakers were interviewed, they were specifically asked for their preferences among objectives relative to military line officers, but opportunity for unstructured discussion of other officer skill groups was provided. The objective weights for the other skill groups were derived from the objective weights for line officers, as follows: First, the study team self-administered the interview for each of the skill groups. The proportionate differences between the study group's preferences for objectives for line officers and for each of the other skill groups were calculated. These proportionate differences were applied to the policymaking group's priorities for line officers to determine the priorities for each of the skill groups. Thus, the weights proffered here are not decisionmaker preferences, but rather are our assessment of how such preferences might change.
Table F.1 reflects the objective weights for each of the four officer skill groups.
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Publication information: 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. Publisher: Rand. Place of publication: Santa Monica, CA. Publication year: 2001. Page number: 107.
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