Perform
a task-level occupational analysis (say 1000 tasks)
Perform
Task Clustering to define Modules of Tasks Co-Performance (These Modules
Define Job Performance Dimensions (say 40 dimensions))
Repeat
for Related Occupations Participating in Restructuring Process
Stratify
all Modules into Supervisory/Managerial and Technical Categories.
Select
Specific Technical Modules to be players in the Restructuring
Create
"Prototype" Career Ladders
Separate Ladders based on Technical linkages to Curriculum/Course
Offering Outlines
Jobs defined by "time in company" stratifications
Job Evaluations based on Task Difficulty and Consequences of
Inadequate Performance (as represented by Task Training Emphasis)
Identify & Explain "holes" from old classifications
to proposed classifications
Propose actual occupational career paths and jobs that will be
fielded.
Create a JST Model composed of incumbents, jobs, and training
courses. Each is defined in terms of proficiency in each of every
module in the restructuring process.
Establish scenario parameters including recruitment rates, transfer
rates, job proficiency requirements and critical as well as the
proficiency impacts of time and training.
Generate an incumbent workforce for a "starting point" -
typically by running an empty model for 20 years and capturing the last
month for starting the next scenario.
Run operational scenarios, adjusting parameters to evaluate the
impacts on mission readiness based on "goodness of fit" between
people's skills and the requirements of their jobs. Goodness of fit
is affected by recruitment standards (aptitude input) and training course
placement and benefits in a person's career and a person's rotation
through various jobs in their career.
The interpretation of various scenarios would be facilitated by
extracting essential parameters and the resulting goodness of fit measures
over a modeled period (usually 20 years).
Job Structuring Technology –
Final Report
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