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Tools for Workforce Supply and Demand Analysis

• A number of analytical tools exist to support workforce supply and demand analysis.
• When applying these tools, managers are faced with critical choices about the scope of analysis, the level of aggregation, the type of projection techniques that will be used, the time period over which historical analysis of projections will be conducted, and the data sources to be used.

Data for Workforce Supply and Demand Analysis in the Department of Defense (DoD)

• DoD personnel systems have rich data on the workforce.
• DoD manpower databases also have detailed data on workforce authorizations and requirements, which are contained in manpower databases.

Data Challenges for DoD Workforce Analysis

• Personnel and manpower (authorizations) data are difficult to link, impeding workforce gap analysis.
• Data on civilian and contractor authorizations are often incomplete and out of date.
• Data on contractor personnel and on workforce competencies are extremely limited.

This report provides a review of approaches used in the private sector and in government organizations for determining workforce supply and demand and describes the data sources available to U.S. Department of Defense managers to support workforce analysis from a total force perspective. Each of the approaches discussed in this document has strengths and weaknesses. The best approach will depend on the question that needs to be addressed and the resources (data and expertise) available. The report highlights critical workforce analysis choices facing managers regarding the scope of analysis, the level of aggregation, the type of projection techniques that will be used, the time period over which historical analysis of projections will be conducted, and the data sources to be used. The authors describe existing data sources and discuss their strengths and weaknesses as an input into the workforce supply and demand analysis approaches described in this report. They also evaluate existing data sources in light of their ability to support workforce gap analyses at the organizational and occupational levels, as well as by competency.

• Chapter One

  Introduction

• Chapter Two

  Overview of Supply and Demand Modeling Approaches

• Chapter Three

  Supply Models: Issues and Options

• Chapter Four

  Demand Models: Issues and Options

• Chapter Five

  Availability of Data for Workforce Analysis in DoD

• Chapter Six

  Key DoD Data Challenges and Opportunities

• Chapter Seven

  Conclusions and Recommendations