Survey Developed and Hosted by the Innovation Center for Occupational Data Applications & Practices (ICODAP) Top of Page "A resource without an adequate method to access and use it when needed is no longer a resource -- it is a cost center waiting for a bored auditor." Weissmuller 2004
Survey Developed and Hosted by the Innovation Center for Occupational Data Applications & Practices (ICODAP) Top of Page
"A resource without an adequate method to access and use it when needed is no longer a resource -- it is a cost center waiting for a bored auditor." Weissmuller 2004
Background
The purpose of this survey is to recover the lost linkage between the high level organizational needs for a strategic perspective and historical Human Resources Research Databases.
This survey is customized for the United States Air Force Personnel System and its Human Resources Research Database. This survey approach, however, may be used as a model for any large organization in which large historical files are used. Compartmentalization is used to handle complex and specialized functions. While compartmentalization is strategically sound for operational needs, a loss of key personnel in the central office makes it very difficult to reestablish a high-level perspective by surveying the various support components.
Strategic vision for the organization is always the sole providence of the central office. Operational implementation of the required research support system, however, must be grown systemically over the long term. The research support system must acquire operational information from many sources and then store and organize the data for purposeful/strategic access over the life of the organization. When accessed, the data must be "normalized" (made comparable over varying time periods) and processed using specialized tools and methods to provide visionaries with focused and reliable information in a timeline appropriate to the plan.
This survey was developed by the Innovation Center for Occupational Data Applications and Practices (ICODAP) - a non-profit organization. Inputs were gathered from former members of the Air Force Human Resources Laboratory (AFHRL) and the users of their products. Results of this UNOFFICIAL survey will be turned over to the Air Force Personnel Center (HQ AFPC) for use in their development of a "Needs Analysis for the Future Support of the Human Resources Research Databank."
Introduction
This survey is divided into five sections. Most of you will only respond to Section 1 and one or two of the remaining sections.
Section 1 collects Background Information designed to determine your perspective on the research process (requestor, research program manager, task scientist, analyst, programmer, auditor). (30 Items)
Depending on your perspective, you are asked to respond to as many sections below that you are comfortable with evaluating:
Section 2 collects your expert knowledge of the historical VALUE/USE of High-level Application Areas (Organizational Needs) (24 Items)
Section 3 collects your expert knowledge of the historical VALUE/USE of Master Files & Special (Ad hoc) Data Collection Efforts as well as Specialized Research Methods. (Study Design) (44 Items)
Section 4 collects your expert knowledge of the historical VALUE/USE of Data Elements used in these Master/Ad hoc Files (Study Execution & Audit) and (Unstructured: One Big Text Area for You to Fill)
Section 5 collects your expert knowledge of the historical VALUE/USE of Specialized Analysis Tools (Unique Software Tools) (29 Items)
General Instructions:
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Section 1: Your Perspective/Vantage Point
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Check ALL the Roles in which you've served in your Career: Requestor of Personnel Research (High Level/Organizational "User") Research Program Director (Prioritizes Research to be Scheduled) Task Scientist/Working Research Manager (Writes Analysis Requests) Analyst (Design & Manage the Analysis Project for the Task Scientist) Programmer/Auditor (Write Software/Run Analysis Programs/Verify Products) For Each Application Area, Check the Highest Level of Familiarity you've had in your Career: For each topic, consider time you've spent in 1) operationally managing these functions, 2) performing direct support of these areas, 3) defining needs or requesting research in these areas, 4) conducting research in these areas, or 5) providing the support for research in these areas. Reserve the "High" rating for areas on which you spent a total of at least one year over your career.
Check ALL the Roles in which you've served in your Career:
Requestor of Personnel Research (High Level/Organizational "User")
Research Program Director (Prioritizes Research to be Scheduled)
Task Scientist/Working Research Manager (Writes Analysis Requests)
Analyst (Design & Manage the Analysis Project for the Task Scientist)
Programmer/Auditor (Write Software/Run Analysis Programs/Verify Products)
For Each Application Area, Check the Highest Level of Familiarity you've had in your Career:
For each topic, consider time you've spent in 1) operationally managing these functions, 2) performing direct support of these areas, 3) defining needs or requesting research in these areas, 4) conducting research in these areas, or 5) providing the support for research in these areas. Reserve the "High" rating for areas on which you spent a total of at least one year over your career.
Highest Familiarity in My Career Rating Scale:
0=None/Don't Know 1=Low 2=Medium 3=High
Rate Below 0 1 2 3
AA_01: Air Force/Military Applicant Demographics/Aptitude Profiles
AA_02: Accession Testing (Aptitude, Psychomotor, Personality, Preferences etc)
AA_03: Recruiting Service Needs, Programs, or Practices
AA_04: Initial Assignments & Aptitude Requirements by Classification
AA_05: Initial Training Issues (Basic and Technical )
AA_06: Assignments, Cross-Training & Force Management/Modeling
AA_07: Airman/Officer Career Progression & Development
AA_08: Airman/Officer Performance Evaluation & Measurement
AA_09: Operational Personnel Testing (aptitude, promotion fitness)
AA_10: Promotions (Procedures, Practices, & Management)
AA_11: Training (Needs, Evaluation, Technology, Flow Management)
AA_12: Realignment of Classification Structures/Establishing Entry Requirements
AA_13: Retention Issues (Analysis, Projection, Incentives)
AA_14: Leadership/PME/Management & Communication Skills/Officership
AA_15: Job Satisfaction/Assignment Preferences/Organizational Climate
AA_16: Special HQ USAF Studies (Gender, Mental Standards, Job Perf Meas)
AA_17: Interservice/Joint Studies (Pilot Accession/Training, Crosswalk, etc.)
AA_18: Productivity Studies (Definition & Measurement)
AA_19: Development of Applied Research Methods
AA_20: Development of Statistical Methods
AA_21: Development of Specialized Analysis or Support Software
AA_22: Other Research-Related Areas not covered above
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Section 2: Your Perspective on ORGANIZATIONAL NEEDS
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Please Rate the Importance of HISTORICAL DATA to Support these Organizational Needs in Today's USAF
Based on your experience, how important is access to HISTORICAL DATA in supporting each of following?
Importance of historical data is high when it is essential for achieving the objective -- like historical population statistics for norming new forms of the Armed Services Vocational Aptitude Battery (ASVAB).
The importance of historical data is medium when historical data may provide reference points for current projects -- like the 1980 survey for Officer Professional Military Education (in preparation for new Force Development initiatives).
The importance of historical data is low when today's projects use only current or newly collected data -- like Productivity Studies (Definition & Measurement).
Sample of a Request for Personnel Research: RPR-SAMP01.htm
Importance of Historical Data Rating Scale:
VH_01: Air Force/Military Applicant Demographics/Aptitude Profiles
VH_02: Accession Testing (Aptitude, Psychomotor, Personality, Preferences etc)
VH_03: Recruiting Service Needs, Programs, or Practices
VH_04: Initial Assignments & Aptitude Requirements by Classification
VH_05: Initial Training Issues (Basic and Technical )
VH_06: Assignments, Cross-Training & Force Management/Modeling
VH_07: Airman/Officer Career Progression & Development
VH_08: Airman/Officer Performance Evaluation & Measurement
VH_09: Operational Personnel Testing (aptitude, promotion fitness)
VH_10: Promotions (Procedures, Practices, & Management)
VH_11: Training (Needs, Evaluation, Technology, Flow Management)
VH_12: Realignment of Classification Structures/Establishing Entry Requirements
VH_13: Retention Issues (Analysis, Projection, Incentives)
VH_14: Leadership/PME/Management & Communication Skills/Officership
VH_15: Job Satisfaction/Assignment Preferences/Organizational Climate
VH_16: Special HQ USAF Studies (Gender, Mental Standards, Job Perf Meas)
VH_17: Interservice/Joint Studies (Pilot Accession/Training, Crosswalk, etc.)
VH_18: Productivity, Definition & Measurement
VH_19: Development of Applied Research Methods
VH_20: Development of Statistical Methods
VH_21: Development of Specialized Analysis or Support Software
VH_22: Other Research-Related Areas not covered above
New Items Not Shown Above:
VH_23: Having On-line Access to Lab Tech Reports (www.icodap.org/papers)
VH_24: Having Access to Microfiche of Study/Master File Printouts/Study Folders/Flowcharts
(Study-8120.gif) (Diebold-S8120.gif)
Section 3: Your Perspective on STUDY DESIGN
Please Rate the Importance of these Data Sources in Designing HISTORICAL Studies
Based on your experience, how important is each of following for doing HISTORICAL studies? HIGH Importance files are defined as critical, major labor saving, or high frequency of use files that were used in many "look back in time" studies -- like the Uniform Air Record - UAR snaphots. One note -- the HRRD will be co-located with the central USAF personnel data base system (MILPDS). Although you may not know the current contents of the central MILDPS data base system, you may assume that most MAINSTREAM PERSONNEL DATA (excluding "test scores" & "school grades") will be available in MILPDS. Hence, if you used to access a file regularly to select current personnel & retrieve mailing addresses for a new survey, that file would have LOW Importance today.
Linked File Names Below Jump into SUMMARY1992.htm.
If you use the links to refresh your memory, remember to use your Browser's "<-BACK" button to return to this Rating Page.
Importance of Historical Master Files -- Rating Scale:
Rate Below 0 1 2 3 Files From MPC (now AFPC)
MF_01: Active SSAN Locators (Microfiche) - 0556
MF_02: Alpha Locators (Microfiche) - 0556
MF_03: Air Force Officer Qualification Test (AFOQT) - 0641
MF_04: Airman Reenlistment and Loss (ARL) - 0965
MF_05: Identity Changes - 0578
MF_06: PACE PROMIS Job - 0841
MF_07: PACE PROMIS Personnel (Opportunity) - 0842
MF_08: Pipeline Management System (PMS) Technical Training - 0800
MF_09: Separated Officer File (SOF) - 0766
MF_10: Uniform Airman Record (UAR) - 0906
MF_11: UAR Air National Guard - 0909
MF_12: UAR Extract - 0910
MF_13: UAR Reserve - 0908
MF_14: Uniform Officer Record (UOR) - 0706
MF_15: UOR Air National Guard - 0709
MF_16: UOR Extract - 0710
MF_17: UOR Reserve - 0708
MF_18: Weighted Airman Promotion System (WAPS) - 0847
Files from ATC (now AETC)
MF_19: Flying Training Summary - 0665
MF_20: Flying Training time Related Instruction Management system (TRIMS) - 0668:
MF_21: Navigator Training Detailed - 0666:
MF_22: Officer Training School (OTS) Master - 0645
MF_23: OTS Student Record of Training - 0643
MF_24: Processing and Classification of Enlistees (PACE) - 0845
Files from HQ Reserve Officer Training Corps
MF_25: ROTC Cadet Personnel System (CPS) - 0615:
Files from the Defense Manpower Documentation Center
MF_26: Military Entrance Processing Stations (MEPS) - 0843:
Files from the Air Force Recruiting Service
MF_27: OTS/Health Profession Applicants - 0646:
Files Generated by AFHRL/Armstrong Lab
MF_28: Airman Gain/Loss (AGL) Data Base - 0940
MF_29: File Item Data Overview (FIDO) - 0986
MF_30: J Shop Identity - 0563
MF_31: Officer Gain/Loss (OGL) Data Base - 0750
Files Discontinued by 1992
MF_32: Draft Lottery - 0561
MF_33: Officer Accessions and Losses (OAL) - 0765
MF_34: Officer Effectiveness Reports (OER) - 0695
MF_35: PACE (AC-2A, AQE, ARC Composite, SQARS) - 0845
MF_36: Personnel Identifier File (PIF) - 0579
MF_37: Project 100,000 (P100M) - 0928: (No Layout)
MF_38: P-159 - 0906
MF_39: Retirement File - 0590
MF_40: ROTC Air Force Officer Qualification Test (AFOQT) - 0616
MF_41: Vocational Interest for Career Enhancement (VOICE) - 0846
MF_42: Occupational Survey Data (by AFSC/Career Field) (CODAP)
MF_43: Having On-line Access to Lab Tech Reports (www.icodap.org/papers)
MF_44: Having Access to Microfiche of Study Printouts, Folders & Flowcharts
Section 4: Your Perspective on DATA NEEDS
Please Provide the IDs of Important Data Elements
Based on your experience, what were the important data fields? Importance may be defined as high logistical significance (like SSAN for matching across various files systems no matter how infrequent. Importance may also be defined as recurring needs of medium significance but which require an above average dedication of personnel, time or other resources to integrate and use -- like the ASVAB subtest scores. Two links are provided below - one, a Summary of the FIDO Project (for background information only) and a second link to the Main Page for Master File Layouts. You may indicate data elements from your memory or review the layouts provided. If you wish to review Master File Layouts, look through the "Layouts.htm" link to refresh your memory. Feel free to keep that link open and CUT AND PASTE the field descriptions you wish to indicate as IMPORTANT. Paste or type from memory those field descriptions into the TEXT Area Below: FIDO.htm Layouts.htm
Section 5: Your Perspective on SOFTWARE TOOLS
Please Rate the Importance of these Software Tools
Based on your experience, how important was each of following? High Importance is defined software tools or applications that are (still today) unique (i.e., no effective commercial substitute) for the analysis of Historical Data Files no matter how infrequently used. Importance may also be defined as recurring applications tailored to data management (like validating data from external sources) that avoids an "off-the-shelf" alternative solution that requires a substantial dedication of personnel, time or other resources.
Importance of SOFTWARE TOOLS -- Rating Scale:
PG_01: AID-4 (Automatic Interaction Detector)
PG_02: ANOVA-UNEQ (Unequal N Analysis of Variance)
PG_03: BAYS (Bayesian Method for Categorical Prediction )
PG_04: CANCOR (Canonical Correlation )
PG_05: COMPARE (Compare One-way Frequencies).
PG_06: CROSS-CLAS (Cross-Classification)
PG_07: CURVE-FIT (Fourier-Pearson Curve-Fitting)
PG_08: D I G (Frequency Distribution Generator)
PG_09: DIM12 (Multi-variable Frequency Distribution )
PG_10: DIP (Distribution Print Program)
PG_11: FMPS (Functional Mathematical Programming System)
PG_12: GEN-HIER-GRP (Generate HIER-GRP Input Data)
PG_13: GUTMAN (Guttman Item Analysis)
PG_14: HIER-GRP (Regression Equation Grouping)
PG_15: HITAB$ (Hit-tables f o r Dichotomous C r i t e r i a )
PG_16: IAP (Item Analysis of Achievement Type Tests)
PG_17: IAPG (Analysis of Questionnaire Type Tests)
PG_18: IAPG-HITS (Hit-table for Dichotomous Criteria )
PG_19: MANOVA ( Multivariate Analysis of Variance)
PG_20: MAX-FACTOR (Factor Analysis)
PG_21: MEANSD (Mean 6 Standard Deviation Program)
PG_22: MULT-DISCR (Multiple Discriminant Analysis)
PG_23: MULT-PROB (Multivariate Normal Probability )
PG_24: REGREX (Stepwise Regression)
PG_25: TRICOR (Correlation and Regression Program)
PG_26: WPRIME (Residuals Test f o r Normality)
PG_27: lWAY (One-way Frequency Distribution Print )
PG_28: VARSEL (Variable Selection in Absence of External Criteria)
PG_29: CODAP (Comprehensive Occupational Data Analysis Programs (150 Programs))
YOU ARE DONE!
Thank You for your time and expertise. (Remember to receive a copy of the results, you must provide your email address in Section 1.)
Thank You for your time and expertise.
(Remember to receive a copy of the results, you must provide your email address in Section 1.)
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