Manning to the Edge

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Manning to the Edge

• Project Title Optimized Skills Bank
• PI Janet Spoonamore, Ph.D.
• May 2008

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Operational Problem

• Lack of web-based job marketplace
• Commanders to configure requirements and post
  jobs
• Total Force to review and apply for jobs
• Marketplace must serve Total Force
• Uniformed members, Reserves, Guard
• Civilians
• Contractors
• Requires common classification KSAs, links
• Requires tailoring and optimized scheduling

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Key Capabilities of Enhanced, Integrated HR
Decision-making
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Technical Objective

• Build repository
• Use military, civilian KSAs based on Department
  of Labor ONE, N-11 competencies
• Utilize linkages to relate military, civilian,
  and contractor labor types
• Provide tool for unit commanders to configure
  positions and post skill-specific positions
• Develop mathematical optimization algorithms
• Evaluate various skill entities repository
  against Navy skill requirements
• Identify optimal person-skill/job Total Force
  match
• Determine manning readiness and readiness gaps
  ultimately delivering an optimal skill-person-job
  match across the Total Force

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Project Deliverables

• Command methodology
• Improved position base taking into account
  current onboard
• Optimization algorithm formulation
• Skill matching and scheduling
• Improved readiness based on skill
• On-rampscivilian to military
• Methodology how to
• Selected ratings illustrating methodology
• Prototype system Sailor/job matching/scheduling

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Concept of Operations

• Developed overall functionality
• Two major users
• Commands and their hiring authorities
• Individuals Sailors (active, reserve),
  civilians
• Will use and build on
• Career Management System Interactive Detailing
  (CMS-ID)
• Total Force Competency development (N-11)
• Navy COOL (Credentials on Line)

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Concept of Operations OSB Input/Output
Processes - Commands
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Concept of Operations OSB Input/Output
Processes - Individuals
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Ratings Select Representative Sample

• A major OSB benefit -attract Total Force to
  needed positions
• Find positions which are under-manned
• Find those having potential for civilian-sector
  occupational crosswalks
• Evaluate current ONet/Navy links
• Ratings without NECs seem workable
• Ratings with NECs are not adequately addressed

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Unit-based Tool for HR Management

• Integrated Simulation Manning Analysis Tool
  (ISMAT)
• SBIR-developed tool to be used for simulating
  manning during ship design
• Scofield work extended tool for use in tradeoff
  analysis (e.g., alternative hull designs, etc.)
• Using simulation and crew scheduling, alternative
  manpower configurations can be analyzed
• Current work will develop weighting analysis to
  balance costs against risks

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Modeling Bridge Watch Function
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OSB Important Take-aways

• Provide Total Force emphasis
• Additional labor pool for undermanned ratings
• Improved cost effectiveness due to possible
  civilianization
• Unit commanders take advantage of dynamics of
  current on-board talent, as well as tailoring
  requirements
• Provide options for candidates
• On ramps from civilian community
• Ability to see and apply for all jobs

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Project Team
NPRST Team Janet Spoonamore, Ph.D. CDR Tom
Jones David Dickason Michael White, Ph.D. H.
James Simien Ron Bearden LT Don Britton
Customer Team Navy Personnel Command Robert
Duley, PERS-4T CAPT Dodge, PERS-40 CAPT
Spaulding, PERS-9 CFFC Robert Moser, FFC N74
Contractor Team Alion Science, Inc. Beth Plott
Academic Team Troy University Haitao Li, Ph.D.,
Optimization