G2TT
来源类型Research Reports
规范类型报告
DOIhttps://doi.org/10.7249/RR1596
ISBN9780833095930
来源IDRR-1596-AF
Air Force Institutional Requirements: Opportunities for Improving the Efficiency of Sourcing, Managing, and Manning Corporate Requirements
Lisa M. Harrington; Kathleen Reedy; Paul Emslie; Darrell D. Jones; Tara L. Terry
发表日期2017
出版年2017
页码78
语种英语
结论

The Institutional Requirements Process Compounds Undermanning Throughout the Air Force

  • Undermanning and insufficient funding affect career fields and institutional requirements throughout the Air Force. There is not enough funding or personnel to fill all the jobs that the service has identified.
  • Institutional requirements are generally not taken into account in restructuring and force management decisions or manpower analyses, but doing so would address and help alleviate chronic undermanning.
  • There is little formal documentation or justification for filling institutional requirements with active-duty officers. Detailed information on these requirements could indicate whether some positions could be filled by other types of personnel, such as reservists or civilians.

Institutional Requirements Pose a Challenge to Career Fields and Individual Officers' Career Paths

  • Career fields must share personnel to fill institutional requirements, and this can lead to undermanning in these fields and a reluctance among career field managers to make personnel available to fill these positions.
  • Unlike core career fields, institutional requirements have no centralized management structure. Without a career field manager, the organizations that depend on these requirements to meet their staffing needs may be saddled with personnel who are not qualified to fill the positions.
  • Some institutional requirements are more difficult to fill than others. For example, academic positions have strict qualifications and may represent a significant diversion from an officer's chosen career path.
  • The Air Force's current system for filling institutional requirements may prevent officers who wish to extend their time in these positions from doing so.
摘要
  • The Air Force should conduct a comprehensive review of its manpower authorizations for career fields and institutional requirements. It should also ensure that institutional requirements are incorporated into sustainment and accession planning and analyses to clarify the effects of these requirements on the career fields that supply these personnel and the organizations that depend on them.
  • The Air Force should expand the pool of personnel eligible to fill institutional requirements beyond active-duty officers. Some types of positions could be filled by guard, reserve, retired military, or civilian personnel, reducing the number of positions that must be filled by active-duty officers pulled from traditional career fields.
  • The Air Force should pursue multiple strategies and solutions that are tailored to particular types of institutional requirements. For example, all authorizations should be subject to periodic review to validate requirements, as well as to identify persistent vacancies and career fields that consistently fill the same positions.
  • The Air Force should establish a career field manager--equivalent for institutional requirements across the service. These positions are necessary and important to the Air Force mission, and centralized management could help ensure that they are filled with the most qualified personnel to meet mission requirements.
主题Military Career Field Management ; Military Education and Training ; Military Officers ; United States Air Force ; Workforce Management
URLhttps://www.rand.org/pubs/research_reports/RR1596.html
来源智库RAND Corporation (United States)
引用统计
资源类型智库出版物
条目标识符http://119.78.100.153/handle/2XGU8XDN/108569
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Lisa M. Harrington,Kathleen Reedy,Paul Emslie,et al. Air Force Institutional Requirements: Opportunities for Improving the Efficiency of Sourcing, Managing, and Manning Corporate Requirements. 2017.
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