Characterizing the Future Defense Workforce by Dina G. Levy

By Dina G. Levy

Throughout the Nineteen Nineties, questions arose approximately how destiny alterations in army missions, businesses, and know-how may have an effect on paintings and employees within the division of safety (DoD). to deal with those questions, RAND undertook research of the results of the longer term atmosphere at the features of DoD paintings and employees. 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 surroundings derived basically from Joint imaginative and prescient 2010 and comparable files. RAND then analyzed the variations among destiny and prior ratings. regardless of the various alterations expected in DoD tactics, particularly few features are anticipated to alter. Given present choice and coaching techniques, present and potential workforces can be in a position to adapt to the predicted adjustments, which separate into 4 extensive issues:

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We have also highlighted some general themes that extend broadly through the whole range of DoD occupations. These themes are an enhanced service orientation, an increase in the need to stay current, more advanced technical knowledge and skills, and better problemsolving skills. DoD HR managers have access to a variety of workforce shaping and development tools. Given sufficient resources for their programs, HR managers are generally well equipped to bring about the necessary changes in work and workers.

______________ 6Analyses reported in the O*NET Final Technical Report support the use of this sort of multistage clustering as a desirable alternative to clustering in a single step. Multistage clustering produces higher effect size estimates, a higher percentage of correct reclassifications, and smaller error terms. 1 Clusters of MOTD Occupations Cluster Assignment GW KNSK AB MOTD No.

In fact, the percentages of ratings for which they projected change were almost identical (28 percent for civilians, and 30 percent for military analysts). However, when they did project change, the magnitude of that change was rated somewhat higher by civilians than by military analysts. 65, respectively. Because in our analysis we did not consider magnitude of change in an absolute sense, this latter difference did not alter our treatment of the results. Across all raters, the median years of experience in occupational analysis was three years.

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