Strengthening Data Science Methods for Department of Defense Personnel and Readiness Missions (2017) / Chapter Skim
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3 Personnel and Readiness Data and Their Use
3 Personnel and Readiness Data and Their Use
Pages 34-52
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From page 34... ...
. In order to effi iently man c age and effectively use DoD resources to achieve its mission requirements, it is critical to obtain and understand data concerning the availability and readiness of both servicemembers and civil service employees, the condition of available and appropriate equipment, and the operating status of DoD installations.
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. There are similar systems for civil service employee data, maintained as the Defense Civilian Personnel Data System,2 and for the Reserve Component, maintained as the Reserve Components Common Personnel Data System (DoD, 2011)
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From page 36... ...
. As a user-input database of personnel and benefits information on service embers, their families, and DoD civil service personnel and m contractors, DEERS is used to determine who is eligible to receive benefits, decide who is to be issued CACs, help detect fraud and abuse in benefits programs, and answer other personnel and readi ness questions.
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Additional databases were established over time to collect essential data to address specific challenges. One such challenge is the possibility of operating more economically by using civil service employees in positions now filled with military personnel, who have higher lifetime costs for DoD.
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The Army Analytics Group and DMDC implemented a Person-Event Data Environment (PDE) in 2006 in an attempt to centralize portions of DoD health, military service, and demographic data into an electronic r epository, with improved data security and accessibility (Vie et al., 2013)
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From page 39... ...
The data call or survey may not be designed to gather the variables that might explain why the benefit generates the observed response or the variables that explain the choices military retirees make in seeking and accepting civil employment. Data Users Federal staff and staff at the relevant FFRDCs are the principal users for all sources of data that P&R manages.
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It also conducted a study to project the psychological health care needs of active duty servicemembers. CNA conducts research that evaluates workforce management and military readiness.
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Likewise, the IDA used the data sources of the Defense Health Agency to estimate for the Military Compensation and Retirement Commission the likely financial impact of a revised approach to the military health benefit. DoD can and does turn to other analysis organizations besides the FFRDCs, including large for-profit consulting firms.
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From page 42... ...
for military service, and it participates in deci sions on the host of factors that make up what one might call the "social compact" between DoD and those who choose to serve it. For analysis of personnel issues -- the recruit, train, motivate, retain function -- P&R can turn to the Active Duty Military Personnel Master File maintained by DMDC, the Reserve Components Common Personnel Data System, and the Defense Civilian Personnel Data System.
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and military occupational specialty (defined for civil service employees by the position held and by occupational series)
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, in which DoD financed an expanded military sample of the Department of Labor initiative, using it to create national norms for the Armed Services Vocational Aptitude Battery (ASVAB) , the cognitive entrance examination for military service, and other purposes.13 Creating Incentives That Guide DoD to an Optimal Mix of Personnel P&R helps create the incentives that guide DoD to an optimal mix of personnel, for which the headline issue is the mix of servicemembers, civil service employees, and contractors who staff the enterprise (see DoD Directive 1100.4)
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Gael (1988) described methods of analyzing jobs to meet specific situations and objectives, including job evaluation, wage incentives, job design, affirmative action, employee performance measurement, data collection techniques, and job diagnosis.
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Influencing DoD's Decisions That Affect the Shape of Military Careers P&R plays a role in DoD's decisions that affect the shape of military careers -- for example, promotion criteria and policies. The basic structure is prescribed by Congress through a combination of statutory authority and direction (e.g., the Defense Officer Personnel Management Act)
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From page 47... ...
Fields include name, date of birth, service, rank, occupational code, unit identification code, and unit address. The RAND report notes that the data in the DMDC database were more complete than those in the DIOR database but lacked a job title and unit name, which made it infeasible to use the DMDC data to perform the filtering of positions at the center of RAND's analysis.
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. Other analogous issues include the sourcing of demand for DoD projects and tasks via servicemembers, civil service employees, and alternative options, as well as the allocation of human capital resources.
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Others include the availability of household goods, the education of military children overseas, and the opportunity for healthy l eisure activity (mostly through nonappropriated fund activities)
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P&R's responsibility for dealing with issues arising from personal behavior engenders a number of specialized databases a ssembled both to gauge the extent of a problem and to monitor progress of policy actions taken. For example, the concern with sexual assault led P&R to conduct four major surveys of active duty troops, in 2002, 2006, 2010, and 2012; reserve components were surveyed similarly in 2004, 2008, and 2012; and DoD commissioned an independent study of the frequency and magnitude of unwanted sexual contacts (RAND, 2014)
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2011. "Department of Defense Instruction: Reserve Compo nent Common Personnel Data System (RCCPDS)
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2014. The RAND Military Workplace Study: Sexual Assault and Sexual Harassment in the U.S.
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