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

By Harry J. Thie; Margaret C. Harrell et al. | Go to book overview

Appendix B
EXAMPLE OF DETERMINING AN ASPECT
Chapter Five described the generic process of evaluating alternatives against objectives. This appendix provides an actual example from the study.1 It details the process used for evaluating the alternatives for one aspect—the point at which line officers should enter a career. The three alternatives considered under this personnel management aspect are
A. Lateral entry from civilian life;
B. Lateral entry from the reserves or with prior service; and
C. Entry at year 0, no prior experience (the current practice for line officers).

For convenience, we refer to these alternatives as A, B, and C, respectively.

First we need to select a scale to measure how well each entry point alternative keeps costs reasonable. The measurement scale must be relevant to both the objective and the aspect. This objective relates to costs, and we logically start with a dollar scale with end points of higher costs and lower costs. The costs we are interested in also need to relate specifically to the entry point. Annualized accession and initial training cost data are available from the previous study.2 We

____________________
1
Our study contains over 800 evaluations of the type shown in this appendix. The documentation is too voluminous to include here but is available from the authors.
2
See Harry Thie and Roger Brown, Future Career Management Systems for U.S. Military Officers, MR-470-OSD, p. 180.

-77-

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