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The purpose of the thesis was to assess the use of constant nonavailable time estimates in the determination of Air Force manpower standards. Analysis of data from several sources revealed significant differences in the amount of time personnel in the various pay grades (military and civilian) were available for primary duty. The effect upon manpower standards caused by the use of erroneous availability estimates is simulated through the application of various estimates to a work center. The authors recommend the incorporation of availability estimates in work sampling studies.
Non-available time (NAT) is defined as that time military personnel are diverted from their occupational duties. NAT is an important parameter of the military manpower requirement determination process, yet the Services define and measure NAT differently. Although the Air Force has the most detailed approach along with the most current data base for estimating NAT, the Air Force methodology may not be the most appropriate for DoD-wide application. OASD(MRA & L) must resolve certain issues before defining a NAT policy. A Task Force is recommended to coordinate DoD-wide actions. (Author).
Presents the results of a short-term review of 27 publicly available manpower studies to discover methods that other organizations could use to make "fiscally informed" manpower decisions. The studies exhibit varying methods for determining manpower requirements; however, the method used may not be as important as other attributes, such as the direct involvement of a senior decisionmaker.
This Note breaks the overall USAF manpower, personnel and training (MPT) system, documented in the companion volume (R-2429-AF), into two subsystems: (1) an authorization/assignment subsystem and(2) a manpower requirements/personnel objectives subsystem. The first subsystem focuses on the short term; it allocates authorizations in accordance with manpower requirements and budgetary limitations and it recruits, trains, and assigns people to fill authorized positions. The second subsystem focuses on the long term; it develops operational manning guidelines and overall workforce structure plans and personnel policies. Our approach here is evaluative. The purpose is to combine understandings obtained during our system-descriptive work, inferences drawn from readily available historical data, and logical criticisms of the system's operation to identify promising areas for system improvement and/or research. The perspectives provided by reviewing the MPT system from these short-term and long-term viewpoints permit identification of important interrelationships among system components which might otherwise go unnoticed. (Author).
This thesis analyzes the quantitative and qualitative criteria of workoad factors that are used in determining manpower requirements. Three qualitative characteristics were recommended. First, the workload factor must have a causal relationship with the manpower requirement. Second, the factor should be predictable, i.e., it should be a good predictor of manpower and future values of the factor should be easily and economically obtained. And, finally, dummy variables should be used so that more causal factors can be employed in the model. Four quantitative criteria were identified. First, the standard error of the estimate as a percent of the dependent mean is the best estimate as to the precision of the model when used in conjunction with the coefficient of determination. Second, multivariate analysis will reduce stochastic error and increase the predictive properties of the model. Third, when the number of variables precludes examination of all possible regressions, a stepwise regression program with low acceptance limits should be used. And finally, in analyzing the effects of high collinearity, varables should not be eliminated from the model for failure of the 't' -test, if the variable is felt to have a causal relationship and it reduces the error sum of the squares. (Author).