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A future officer career management system : an objectives-based design

Author: Harry Thie; United States. Department of Defense. Office of the Secretary of Defense.; National Defense Research Institute (U.S.)
Publisher: Santa Monica : Rand, 2001.
Series: MR (Rand Corporation), MR-788-OSD.
Edition/Format:   Print book : Document   Computer File : EnglishView all editions and formats
Database:WorldCat
Summary:
This report is a follow-on to MR-470-OSD, Future Career Management Systems for U.S. Military Officers, 1994. The earlier study determined a range of likely future officer requirements and a number of alternative career management systems. It did not attempt to define a "best" system because it lacked the objectives component--what the system was to accomplish. The current report does design a "best" officer career  Read more...
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Additional Physical Format: Online version:
Future officer career management system.
Santa Monica : Rand, 2001
(OCoLC)836689953
Material Type: Document, Internet resource
Document Type: Book, Computer File, Internet Resource
All Authors / Contributors: Harry Thie; United States. Department of Defense. Office of the Secretary of Defense.; National Defense Research Institute (U.S.)
ISBN: 0833024914 9780833024916
OCLC Number: 36379789
Notes: "Prepared for the Office of the Secretary of Defense."
"National Defense Research Institute."
Description: xxiii, 115 pages : illustrations ; 23 cm
Contents: Ch. 1. Background --
Ch. 2. Purpose of this Study, Methodology, and Organization --
Ch. 3. Personnel Functions, Aspects, and Alternatives --
Ch. 4. Objectives of the Officer Career Management System --
Ch. 5. Linking Alternatives to Objectives: Evaluation Measures --
Ch. 6. Deriving an Officer Career Management System --
Ch. 7. Concluding Observations.
Series Title: MR (Rand Corporation), MR-788-OSD.
Responsibility: Harry J. Thie [and others].

Abstract:

This report is a follow-on to MR-470-OSD, Future Career Management Systems for U.S. Military Officers, 1994. The earlier study determined a range of likely future officer requirements and a number of alternative career management systems. It did not attempt to define a "best" system because it lacked the objectives component--what the system was to accomplish. The current report does design a "best" officer career system, defined as one that most fully satisfies 11 ranked objectives determined by a process that included interviews with a group of senior military and civilian officials. The authors describe the process used to determine the objectives of the career management system and the weights accorded those objectives by policymakers. They then illustrate how the methodology is used and present the career management system that results for line officers. A sensitivity analysis and six appendices are included.

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