Job Structuring Technology (JST)

Contents:

• 1. JST History & "Existing Remnants" Briefing - IOAW, April 2001

• 2. Final Briefing (30 Sep 1996)

• 3. Final Report  (3 Sep 1996)

• 4. Operations Overview (as of 1992-1996)

• 5. Related Projects

1. JST History & "Existing Remnants" Briefing -  (Apr 2001)  (pdf)

2. Final Briefing (30 Sep 1996) (ppt)

3. Final Report  (3 Sep 1996) (doc)

  (All are Word Documents Converted from WordPerfect 5.1)

• Volume 1: Cover Page Only

• Volume 1:  Research Overview and Final Design

• Volume 2:  Cover Page Only

• Volume 2:  Research and Development Audit Trail

• Figures:

4. Operations Overview (as of 1992-1996): 

(JST Project's "Distal Vision" of operations)

• The Occupational Measurement organization performs a standard CODAP task-level occupational analysis with approximately 1000 task statements for each current Air Force specialty to be considered.  This became standard Air Force operation in 1968 and currently refreshes this data about every three years.
• Perform Task Clustering to define Modules of Tasks Co-Performance. These Modules Define Job Performance Dimensions (say 40 dimensions from the task statements.  This became part of the AFOMS standard "starter package" operation in 1988.  These Performance Dimensions are the ideal vehicle for generating Competencies, KSAOs and links to Testing and Selection Standards -- See IRS Project below)
• Repeat for Related Occupations Participating in Restructuring Process
• Stratify all Modules into Supervisory/Managerial and Technical Categories. (Automated process using Semantic Assisted Analysis Techniques-see related topics below.)
• 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. (See original papers on the Training Impacts DEcision System - TIDES)
• 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).

  5. Related Projects:

The META Model - "Mission-Essential" Training Analysis by Performance Dimensions (Task Modules/SkillsObjects)

Specialty Structuring Based on Task Modules Semantically Linked to Knowledge Domain Lexicons.

Job-Linked Assessment Procedures (J-LAPS) and the IRS Project

Training Impacts DEcision System (TIDES) and Training Decision System (TDS)

National Restructuring Process in the Australian Steel Industy (1990)