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L-TR-65-1 January 1965

;A Job Analysis of a Complex Utilization Field

The R & D Management Officer

By

Joseph E. MarshM. Joyce Giorgio

Joseph M. Meddme, otCol USAF

COP O.. •.•(F ; .•7---....[-.•

HARD COPYMICROFICHEL2-Jb,i• W ' ,• ,•i6•- • /

PERSONNEL RESEARCH LABORAT .A•ERZOSPACEl MEDICAL DIVISION [ TT-'T-•;"T:-(

AIR FORCE SYSTEMS COMMAND D0 ' L -Lockland Air Force Bose, Teoas

AFFdU'JL SA Wu~

NOTICE

When US Government drawings, specifications, or other data areused for any purpose other than a definitely related Governmentprocurement operaticn, the Government thereby incurs no responsi-biihy nor any obligation whatsoever, and the fact that the Govern-ment may have formulated, furnished, or in any way supplied thesaid drawings, specifications, or other data is not to be regarded

by implication cr otherwise, as in arty manner licensing the holderor any other person or corporation, or conveying any rights or per-mission to manufacture, use, or sell any patented invention thatmay in any way be related thereto.

VARITYP|STt HOPE DE LA CRUZ

ESTHER BARLOW

SMA 2193

PRL-TR-65-1 January 1965

A JOB ANALYSIS OF A COMPLEX UTILIZATION FIELD: THE R&D MANAGEMENT OFFICER

By

Joseph E. MarshM. Jeyc. Giorgio

Jos sohM. MmAdmd, LCI USAF

PERSONNEL RESEARCH LABORATORYAEROSPACE MEDICAL DIVISIONAIR FORCE SYSTEMS COMMAVDLocklewd Air Forece BDa, TexNs

FOREWORD

The present study was undertaken at the request of Headquarters Air ForceSystemt Command. It represents the first attempt to apply the job analysis proce-

dures prescribed in Air Force Manual 35-2 in an analysis of an officer utilizationfield. The study also demoastrates the application of a new iterative groupingprocedure developed in the Personnel Research Laboratory for the identification

of job types from data derived from occupational surveys. The success of theenterprise attests Lo the fine cooperation of almost one thousand Research andDevelopment Management officers.

This survey was :arried out under Project 7734, Development of Methodsfor Describing, Evaluating, and Structuring Air Force Jobs; Task 773401, Develop-ment of Methods for Collecting, Analyzing, and Reportieg Information Describing

Air Force Specialties.

"Computer programs for obtaining job types from job inventory data were pre-pared by Computer Sciences Corporation, Houston, Tex., under Contracts Ar41(609)1982 and AF41(609)2387.

This technical report has been reviewed and is approved.

John Pattersoa, Col USAF A. CarpComomder Technical Director

iii

TABLE OF CONTENTSPage

3I. Introduction .... ................................................ I

If. Construction of Preliminary Job Inventory ............................ 2

III. Field Review and Revision of Job Inventory .......................... 2

IV. R & D Management Officer Survey ................................. 3

V. Identification of R & D Management Job Types ......................... 3

VI. Characteristics of R & D Management Officers ........................ 9

Experience of R & D Management Officers 9Mean Working Hours per Week Spent by R & D. Management Officers .......... 9

Education Attained by R & D Management Officers ..................... 10Education Required by R & D Management Officers to Perform Job .......... 11Utilization of Talents . ...................................... 11 1Organizational Level of R & D Management Jobs ......................... 12Additional Duties ........................................ 12

VII. Content Analysis of Comments .......... ............ .......... 12

VIII. Conclusions . ........................ ..................... 14

Appendix I. R & D Management Utilization Field Job Inventory .................. 17,\

Appendix II. Task-.Level Job Descriptions of Two Job Types .................... 45

Task-Level Job Description of RA& D Project Staff Officer ................ 46Task-Level Job Description of Foreign Technology Staff Officer ........... 51

Appendix Il1k Distribution of Experience and corking Time of R & D Management

Officers .. ................................................. 55

Appendix IV: Percentage of R & D Management Officers Petfomxiang AddtionalDuties Assigned by Special Orders .................................... 9

References ........................................................ 60

LIST OF TABLES

Table Page

1 Distribution of Grades in R & D MaaaSement Job Types .................... 5

2 Distribution by Duty of the 25 Tasks Rated Higheat in Each Job Type ......... ..

3 Distribution of Officers in R & D Management Job Types by OrganizationelLevel ... ................................................. 6

4 Distribution of Officers in R & D Management Job Types by Educational Level .... 7

5 Distribution of Officers in R & D Job Types by Estimated Minimum Experience

Required .. .......................................... .. 7 I76 Distribution of, Officers in R & D Job Types by Estimated Minimum Education

Required ...... ........................................ .. 8

v

LIST OF TABLES (Continued)

Table Page

7 Months of Experience of R & D Management Officers ....................... 9

8 Meai Hours per Week R & D Management Officers Work .................... 10

9 Education Attained by R & D Management Officers ......................... 10

10 Estimated Minimum Education Required by R & D Management Officers .......... 1

11 Dist1ribution of Responses to "How Well Does Your job Utilize Your Talents?" . . 11

12 Organizational Level by Grade of R & D Management Jobs ................ 12

13 Frequency Distribution by Grade of Additional Duties Assigned to R & DManagement Officers .............................................. 13

14 Frequency by Grade of Comments on Survey .............................. 13

15 Distribution of Experience Attained in R & D Utilization Field ........... 56

16 Distribution of Experione Attained in Duty AFSC ............ 56

17 Estimated Minimum E. *rience in Scientific or Engineering AssignmentsRequired ......... ............................... ..... 57

18 Distribution by Grade of Hours Per Week Spent in Duty AFSC ............. 57

19 Distribution by Grade of Hours Per Week Spent in Other Than Duty AFSC. ....... 57

20 Distribution by Grade of Hours Per WeekSpent ir,Additional Duties and Details . . . 58

21 Distribution by Grade of Hours Per Week Spent on Unnecessary Details orAdministrative Tasks ....................................... 58

It

Vi

"14i __________________ ______________

__________i__________ _____ __________

ABSTRACT IUsing data collection procedures developed for airman career fields, the 6

specialties in the R & D Managemaent Utilization Field were surveyed. A job in-ventory composed of 373 task statements and a Background Information Sheet wasdeveloped and mailed to all Air Force R & D Management officers. Analysis of

825 complete J inventories by an iterative grouping technique alloccted 675 of theofficers' jobs te 27 job types, each including at least 5 jobs. The dominant job type(R & D Manager) included nearly half of the R & D Management officers. Most ofthe job types cut across grade levels and organiz.%tion levels. Reported minimu 11

academic requiriments were a bachelor's degree with major in science or engining. Some officers considered graduate training in management or administrationdesirable and some suggested additional experience in operational cosmmands.The incumbent officers averaged more experience and education than they judgedto be minimal. An appendix gives the computer printouts of job desciiptions for

two of the identified job types: R & D Project Staff Officer, Foreign TechnologyStaff Officer.

A JOB ANALYSIS OF A COMPLEX UTILIZATION- FIELD:

THE R & D MANAGEMENT OFFICER

1. INTIIOWNCTION

The Research and Development Management UtiliZaLion, Field encompasses command, staff,and administra..ive functions peculiar to the Air Force research and development mission. Thesefunctions include program formulation, policy planning, coordination, inspection, and directionpertinent -o scientific and engineering research development. Air Force officers assigned to this

Utilization Field are scientists and development engineers who have demonstrated administrativeand managerial ability.

The Research and Development Director (22716),' formulates, monitors, evaluates, and coor-

dinates research and development: pzograms and projects for scientific and technological appli-cation to strategic and tactical requiremnents. £he R.esearch aund Development Officer ( 27 25)2manages resea'ch and development support activities. The System Manager (2756)3 plans andmanages an Air Force weapon, support, or command and control system during its conceptualand acquisition phases.

Officers assign~ed to the Research and Development (R & D) Management Utilization Fieldmust hold a bachelor's degree in science, engineering, management, or administration; or* must

have completed a USAFIT two-year undergraduate resident eagineering course. A master's de-gree in R & D management or business administration and completion of a senior Air Force orjoint Service School are dcsirable additional educational background.

Approximately three-fovrths of 311 officers in the R & D Management Utilization Field areassigned to Air Forc-e Systems Command, most ofŽ the rest bWing with He~adqua~rters USAF, AirUniversity, or the Office of Aerospace Research. Personnel planners in Headquarters Air ForceSystems Command have expressed concern about a number of problems which are unique to thea & D Management Utilization Field. These problems include the formulation of efficientct.'eer p1. ns which will insure adequate replacement of officers currently holding positions witLa high level of responsibility; the development of an optimal. -oassignment system; and the iden-tification of procedures for procuring and retaioisaaa officers %lth the requisite qualifications.

It was decided to conduct it job analysii of the R a D Misanaement UtiliZaltion Field, Apply-ing an occupational analysis methodology which has proved effectIve in surveying airman careerhidders. Thus the feasibility of applying the method to an officer population could be invesiti-gated and at the same time some light might he shled on operational problems that had arisen inthe R & D Managemew, area.

I As of September 1964, AFSC 2716 heti~ een restrictedl iad the qualifying degrees have bee.. limitedto scientific and engineering. Some offico positions previously lidoatilied by this AFSC &te now classi-fied a-, AFSC 2616, Staff Scientist, *r AV t 28161 Staff Development Engineer. System program manage-ment stoff responsibilities have been tranit~edli to the now System Program Mainagement Career Area (29XX).

I Some of the functions a( AFSC 2725 were trarulerred to the 29XX area. This specialty will be de-leted in Septenbet 1465.

*A AFSC 2756 has been restricted to System Program Directors mod their Deputie.1 or comparable posi-tions. The specialty hag been recoded anif retitled aso AFSC 2916, System Program Stsift Officer, andAFSC 2926, System Program Masnager.

Two previous surveyt. of officer y~bs had been atrempte'i. One of these was a s.yoiCommnunications Office-s," the othei a ~urvey of Supply Officers.' Experimental invenitory tomats were used in both thc- Communications Officer and'Supply Officer surveys. The R & DManagement survtý waa thu.,s the first attempt to apply t~he procedures developed for airmanspecialties' to the analysis of an officer specialty.

1I. CUNSTRICTION OF PREl1XtlNAltY JOB INVE % lt)ItV

The preliminary R & D Management job Inventory covered AFSCs 2711, 27121, 2751, 272725, and 2736. Procedures prescribed ir AF Manual 35-2 were followed with minoirexcepr',Source documents used in construction included the specialty descriptions in AF M~anualan Air Force Officer Management Inventory prepared for a sur, ey of all utilization fields,job descriptions which had been obtained by the Air Force .Office of Manpower Organizationthe spring of 1961 duritig the Officer Grade Requirements Survey. A sma!lI sample of R & DManagement officers were interviewed for additional information and orientation. Besides instructions for completion and a page for identification and background information, the ~nary inventory consisted of 276 task statemetits arranged alphabetically under each of 9 d,,categories. The duti.~s, each of which was briefly defined, were as follows: supervising: C,manding, directing, and monitoring; evaluating and reviewing; planning and formiulating; coo-dinating; devyeloping; organizing; communicating, reporting, and recommending; avdr contract:

Ill. FIF.LD REVWETAND RFI1mON OF' JOB lNVENTORV

The preliminary inventory was mailed to a representative sample of R & D Man.agemientofficers for completion. These officers in the field were arked to check all tasks wh'-h the,performed, to modify or expand task statemonla needling revision,, to add any tasks they did Iwere not listed, mod to male winmments or sugestions which might aid in attaining the objectives of the study.

The 71 officers paritcipating in the field review included 25 colonels, 15 lieutenant co19 majos, 12 captains, sod 6 fIrat liauevennts. As a result of this review the Background Innotion Amee was rewiand, 46 inew tasks waere added, a few task statements were eliminated.a iumber of aeinnta wmr m"dfled or reworded.

Task stemonom-s of anrA Force Offi1cer "aagement Inventory which had been develofeadlier wege colisged with thase of the Il * D lmanagment Inventory. Extreme care was catcised In eider so todv to L...dyitate duplication And redundancy in the final version. The fi,revision of the Inventory (Appendix 1) consisted of 373 task statements organized under the'duties. The duty Meialtioes were included as In the preliminary version but were greatly ei,plifled. A mew s, Asa., "Performing alddtioral duties assigned by special orders," was

'Uenip"biHaW paper by L. N. Wiley a V.S~. Jenkins "A task-.duty list of the commulication:. off* :etspecialty, AFSC 3104,"1 27 Apr 1961, personnel Ritsearch Laboratory (PRO) Lackland Air Forcs. SamTexas.

"1, eport in preparation by Donald B. iurall "An occupational survey of Rupply officers," PersonneResarach Laboratory, Lackland Air Force base, Texas.

OAF Manual 45-2. Occupationtal snalysis procedures for conducting occupational at veys and jobclassification*. 10 Jan 63.

'AF Manaska 36-1. Officcz clisnifi'-ation manual. 15 Apr 63.

2

e, ip

added. The officer incumbent used an 8-point scale to rate the excent to which each, task is a

part of his j b. Judgment was based -.i the importance of the task, the frequency with whichit is performed, its relevance, or any other factor which determines the extent to which the taskis part of the officer's job. For each task, vaiues were re:orded according to the followingscale:

0 Definitely not z, part of my job, does not apply

I Under unusual circumstances may be a minor part of my job

2

3

4 A substantial part of my job

5

67 A most significant part of my job

This scale had been used successfully by Hemphill (1960) in determining dimer.sions of execu-tive positions in business and industry.

IV. R & D MANAGEMENT OFFICERSUSRVEY

inventories were mailed with self-addressed return envelopes to the 1479 officers in theAir Force Systems Command who were assiggied in the R & D Manasement Utilization Field.

1NVeNTOwa$ tNVENTOMIEMIALD RETURNOD

Colonel 361 140

Lieutenant Colonel 473 273Major 397 •1

Captain 3 215First Lieutenant 26 21

Second LietAesm 37 73

Total 1479 93

The returned booklets were scanned ee com•eteess md espones w scrut*aised to

check incumbents' adherence to instructioes. Of dte 5p23 Inventories retamed, 97 WI notusable because instructions bad not been follosed, the Lcumbent officer had been transferred,

recla .sified, retired, or a page was missing frm. tiee lneatry booklet. This left 825 loves-tortes acceptable for analysis.

-i V. IENTIF1CATRI.N or i a D MANAGfIRMOT 1 'rYl PE'S

Christal (1962) has developed an electronic computer technique, babed on a generalivedhier.-c'ical grouping model proposed by Ward (1961), for identifying job";tys from invemory

3

data. A job type is found whenever several individuIs perform essentially the same duties andi'ska. By means of the iterative procedure, the ta5'.+ done by one man are compared with those

peraored by every man in the survey sample. Tht. twro persons performing the most similar jobsare identified and a single job description is deveoped which replaces the two previous job des-cri.ptons (in terms of tasks performed, time spent . - tasks, or other criterion). The iterativeprocess continues by adding a third individual to the first pair or by locating a new pair of simi-lar jobs, and so on. In this way all groups of incumbents with similar jobs, (job types) are identi-fied and the tasks and duties performed by each job type are printed out in descending order of thegrouping criterion used.

Using the extent to which each task is a "part of your job" (importance, frequency of perfor-mance, or relevance) as a criterion, the data from 825 job inventories completed by R ý. D Manage-ment officers were grouped into job types.

As a re ,t of the computer grouping procedure, 675 of the 825 officers in the sample weregrouped into 27 job types. The remaining 150 officers in the sample performed work so unique thatthey did not fall into any group of five or more.

In some respects all of the job types identified are similar. When duty categories are con-sidered, 100 percent of officers in all 27 job types report doing one or more tasks in the Command-ing and Supervising duties. With .he exception of one or two officers in certain groups, officers inall job types perform at least one task in the Evaluating, Planning, Coordinating, and Developingduties. Li other words, and not unexpectedly, all R & D Management job types are largely man-agerial in nature. Appendix 11 gives complete job descriptions for two of the job types.

Tables 1-6 give data derived from the Background Information Sheet by job-type clusters fotthe 675 officers grouped into job types.

Table 1 shows the distribution of grades and the percentage of task time described in eachjob type. Moat job types Ilclude officers in three ot four gridei. i Ik D Test Man.ger, R & DWasger, sad ". & D Consect Manager each include 5 grades, while i. & D Executive Officer andR aD Da e Reductio 11• ner each hbve only mwo grades represented.

As skews Ia Tak 2, all jabe types Include Commanding tasks among the highest rated 25tasks la *acb job te da aim. The larpet m-m , 11, of thes tasks were included in theR a D Test Facility CoudilAwur jIb type, te tesaks each were found in the R & D In-House TestSqpelsaer aid dte R D iw.Je Teat Mmnge jab types and niae Commanding tasks each weredae by *e R St0 D NorIt D8Tes Tm11@, aad R & D Constact Manager job types.

Cemulderoe diffestee am1 R & D Management job types are shown in the Organizing,Develepl& W1d ComWaclaf dukes, CadWact taks form an Important pan of the R & D Con-tract MImagar, A a D Proet Oficer, It & D Cuaract "ltor, and !R & D Data Reduction Man.Wga job tWpes wish 11, 10, 9, ad tasks respectively belig Included among the first 25 tasks in

dte jab deripliem • C tasks m empoalsed by the R I D Project Staff Officer andat a D Liaise. Officer jab types (10 sad 9 respeatlvely aons the first 25, but Communicatingtasks are hand am" the hihest rated 2o tasks ia all job types except the R & D Test FacilityC*"diaaet feb type. autingl teaks te• ame$g dte hIghese rated 25 in all except the R & Dcafl•utlm Anae job type. The 3 • D MAh geiap Analyst and Inspector job type has I Iand dte I t D Systems Isgrao job ty bis 10 of these tasks among the first 25. Evaluatingtasks predomolaee in the a a D Manegmeat Analyst and Inspector and the R & D Systems Inte-Ste-or job types but are and sma" d 25 hlghest rated tasks of all except the R & D Configutr-non MaUnar job type.

Table I. Distlibutlom of Grade. in R & 0 ,Msmacumea Job T)Tvm

STASKTIME JOB TYPE TITLE COL LT COL MAJ CAPT lIt LT 2nd LT TOTAL

61.8 R & D Manager 94 176L 76 28 4 37856.6 R & D Test Manager 5 17 10 10 2 44

55.9 R & D Contract Manager 5 8 12 16 1 42 I54.3 R & D Division Chief 7 12 6 25

53.8 R & D Planning Officer 3 6 8 3 2053.3 R & D Project Staff Officer 2 5 $ i 1658.5 R & D Program & Fin Mgr 1 3 7 2 13

50.8 R & D Contract Test Supvr 1 5 3 1 1056.8 R & D Configura ion Mgr 1 4 5 1045.3 R & D Systems Integrator 2 2 4 2 1O50.3 R & D Program Eval Off 3 3 3 960.5 R & D Staff Coordinator 4 3 1 8"

51.8 R & D Project Engineer I I 5 i 853.0 R & D New Proj Coordinator 1 1 4 I 757.3 R & D Project Officer 1 5 1 761.8 R& D Executive Officer 5 2 756.8 R & D Contract Monitor 2 2 2 6

55.5 Foreign Technology Staff Off 2 2 2 660.8 R & D Data Reduction Mgr 5 ! 653.2 R & D Liaison Officer 1 2 2 I 656.7 R & D Test Facility Coord I I 1 3 657.0 R & D Mgt Analyst & Insp 1 4 1 660.9 R & D Test Director 2 2 1 5

54.1 R & D In-llouse Test Supvr i I 2 1 558.5 R & D ln-If'use Test Mgr I I 1 2 557.4 R & D Program Support Off 2 1 2 554.2 R & D Management Analyst I 3 I 5

Total 124 259 170 107 10 5 675

Table?2. atbehby -

WU. C•ow De. Os. COM.TOTAL P13, COb. w V1L. OW 111h. CON.TASKS VIl. WANS EVALA. PLIAN NAT. @P- 12. CAT. TRACT.DONE JOS TYPE TITLE iON W ATO iN U 6 1 INS 0 N IO w

258 R & D Meaelit 9 7303 R t D Toot 1a.14 9 3 1 3 2

307 RI D Coatract Maalr 9 3 9279 R & D Divain Mef 5 6 3 8267 R At D Planing Officer 2 4 I 1 6 1231 R a D.Poiect Sktal Officer 6 a 7 I0260 R St DPoguam & FiN M 2 4 2 7 2211 R At D CoatracTeToot 5v t 1 4 6 6229 RI D ConfiguratoM 2 6 1 4 1 2 4196 R & D Sysms Integtar 5 10 7 3195 R & D Progrm Eve' Off $ 2 7 7244 R a D Staff Coordiaaor 6 5 12 4219 R a D Project Engineer 3 ! 4 9 2 2197 R&It D New Poj Coordinator 3 6 2 7 7189 R a ? Project Officer I 3 5 4 2 10167 R & D Executive Officer 7 4 2 2 4 2 4210 R & D Contract Monitor 2 l I 2 8 3t158 Foreign Technology Staff Off 6 7 3 2 7253 R & D Data Reduction Mgt 2 2 2 4 2 5 8115 R a D Liaison Officer 2 5 1 1 6 t 9177 R a D Ten Facility Coord 5 11 2 2 4 I159 R & D Mgt Analyst & loop 2 3 11 f 2 6210 R & DTest Director 2 3 1 4 6 2 7143 R & D In-House Test SSpvr 5 10 3 I I 5199 R k D In-Houae Test Mg 4 10 .2 1 3 4 1

195 R & D Program SUPPon Off 5 2 2 7 1167 R & D Management Analyst 5 8 2 1 1 4 4

7"ah/( 3. ihimtributitw or Offi,.trm in It & 11 Management

,?h* Typem by )rganizatlonal IA.vt.l

DIV WING GROUP SQADR SPECHQ CENTER OR LAS. OR OR ASGUT. NO

JOB TYPE TITLE AFSC REGION EQUIV EOUIV EQUIV FLIGHT OTHER REPT TOTAL

R & 1) %tanager 58 253 12 18 5 2. 378

R & 1) Test Manager 15 19 5 3I I 44

R & 1) Contract Manager 2 36 I 2 I 42R & I) I)ivision Chief 10 12 2 1 25

R & I) Planning Officer 5 13 I I 20R & ) Project Staff Officer 13 2 I 16R & ) Program & Fin Mgr 13 13

R & i) Contract Test Supvr 9 10R & 1) Configuration Mgr 9 1 0R & D) Systems Integrator 10 10R & D Program Eval Off 7 I 1 9R & 1) Staff Coordinator 2 3 2 1 8

R & D Project Engineer 2 2 4 8

R & D New Proj Coordinator 4 I 2R & D Project Officer 6 I 7

R & D Executive Officer 6 1 7R & D Contract Monitor 5 I 6

Foreign Technology Staff Off 2 4 6R & D Data Reduction Mgr 4 2 6

R & D Liaison Officer 4 2 6R & 1) Test Facility Cootd 4 2 6

R & D Mgt Analyst & Insp 5 1 6R & D Test Director 4 I 5

R & D Inolouse Teat Supvf 2 I 2 5

R & D In-House Test Mgr 4 I

R s D Program SP Off 2 3R & D Maaaweu.at Analyst 3 I I5

Total 105 433 79 33 6 1 16 4 675

Table 3 Sives the or•aluasl.mal level of R a D Management officers by job type. With

the ezcepsloe of R & D Program aid Plaaglai MaaWt and R o D Systems Integrator, R & D

Manaemeas job tq sa send s* gw across orgaolmalonal levels. Officers in three job types,

It & D MasanW, R * D Test Maiqet R * D Contract Manager, are assigned at five levels of

Table , shows the educalmdal level of officers in R & D Management job types. Bache-lor's n miom's desees Me distributed across all job types. Doctorate degrees are held bysome members of three job types, R & D Manager, R & D Division Chief, and I At D PlanningOfficer.

The R & D Management officers were asked to estimate the minimum experience in scien-

tifle or engineering assigamenws requited to perform their jobs. The results are set forth by job

type in Table 5.

6

Table 4. Iiitribulion of Officers hi R &I) DMuanagement Job Type. by dUwamfltl Level

COLLEGE DEGREE

HS I YR 2 YR BACH. MAS, DOC- NOJOB TYPE TITLE GRAD COLL COLL ELOR TER TOR REPT TOTAl

R & D Manager 2 4 22 158 183 7 2 378R & D Test Manager 3 25 16 44R & ) Contract Manager 1 2 16 23 42R & D Division Chief 1 11 12 1 25R & I) Planning Officer 7 il 2 20R & i) Project Staff Officer 7 9 16R & D Program & Fin Mgr 1 5 7 13R & D Contract Test Supvr I 5 4 ICR & D Configuration Mgr 6 4 10R & D Systems Integrator 7 3 10R & D Program Eval Off 6 3 9R & D Staff Coordinator 1 4 3 8R & D Project Engineer 1 6 1 8R & D New Proj Coordinator 1 2 4 7R & D Project Officer 4 3 7R & D Executive Officer 1 4 2 7R & D Contract Monitor 2 4 41Foreign Technology Staff Off 2 4 6R & D Data Reduction Mgr 2 4 6R & D Liaison Officer 1 3 2 6R & D Test Facility Coord 4 2 6R & D Mgt Analyst & Insp 4 2 6P & D Test Director 1 3 1 5R & D In-House Test Supvr 2 3 5R & D In-House Test Mgr 1 2 2 5R & D Program Support Off 2 3 5R & D Management Analyst 2 3 5

Total 2 8 34 301 318 10 2 675

Table 5. DOibte .of Offl iun N A O Job Tym by

AUSumewd Won.. LVI016fe' 0111111kd

OVEm "0JOS TYPE TITLE NONE IS Vll I YR 4V* SIR6 ITi 71YR ITS SIPT TOTAL

R & D Manager 26 35 67 40 47 71 17 4 55 7 378R & D Test Moisierr 5 6 15 7 3 4 1 2 I 44R Dcontract rnapi 2 10 to 9 1 5 1 42R a D Divi4ionChie4 4 5 1 2 25R & D Planin Officer 3 1 1 3 4 3 2 2 20R & D Project Staff Officer I 3 3 3 2 1 I 2 16R a D Pm btm & Fin Mp 2 2 4 1 1 1 1 1 13R a D Contract Test Spw 2I 3 2 1 I 10

D Colfigutatiom MJt 3 4 1 I 10k&D System Inttmor I I I 1 2 2 10R & D Piorm Evai Off 3 2 2 I 1 9R & D Staff Cootdisitor 2 2 3R & D Project Engineer 3 5R & D New Poj Coordinator 2 I 7R & D Project Officer 2 4 1 7R & D Executive Officer 5 1 1 7R & D Contract Monitor I I I 3 6Foreign Technology Staff Off I 1 I I 1 1 6R & D Data Reduction Mgr 1 3 1 1 6R & D Liaison Officer 3 1 1 I 6R & D Test Facility Coord 4 1 1 6R & D Mgt Analyst & Insp I I I I I I 6R & D Test Director 2 2 1 11R & D In-House Test Supvr I I I 1 1 5R & D In-House Test Mgt 2 1 1 5R & D Program Support Off 1 2 2 5R & D Managment Analyst 2 1 2 5

Total 78 N 134 92 73 100 23 6 71 10 675

7

In all job types there was considerable discrepancy in judgments with respect to the .I.1mum experience needed to perform R & D Management jobs. The estimates vwui-d from so erpe•d.ence at all to utre than seven years experience.

With regard to minimum education required there was almost unanimity of opinion. As seenin Table 6, the great majority of officers in all job types felt that a bachelor's degree was re-quired. This is in marked contrast with the educational level actually attained by R & D Officers.Almost half (318) of those for whom job type data were analyzed hold a master's degree.

Table 6. Diatribution of Officers in R & D Job Types by

Estimated Minimum Education Required

HS 2 YR BACH. MAS- DOC. NO

JOB TYPE TITLE GRAD COLL ELOR TER TOR REPT TOTAL

R & DManager 6 20 300 46 6 378

R & D Test Manager 2 4 38 44

R & D Contract Manager 5 34 3 42R & D Division Chief 1 1 21 2 25

R & D Planning Officer 1 18 1 20R & D Project Staff Officer 13 3 16R & DProgram &Fin Mgr 1 11 1 13

R & D Contract Test Supvr 1 9 10R & D Configuration Mgr 2 8 10R &D Systems Integrator 9 1 10

R & D Program Eval Otf 2 7 9R & D Staff Coordinator 1 7 8R & D Project Engineer 26 8

R & D New Proj Coordinator 1 4 2 7RI& D Project Officer 7 7R &Dxeculmve Offhce 1 3 7

R & D ComaMctsItme 6 6

Fwllp Tecmelogy San Off 5 1 6t& D DensReducthe IIr 2 3 1 6

It & D Ulaise Officer 1 5 6t & D Test Faciliy C d 6 6IR& D Mgt Aadyhe& p 2 4 6

R& D Teot Dikecow 1 4It& D i-Hou, Teot Supvr 1 4R &D a.bt-ate Tern dl 2 3

It& D Prota Support Off 1 4, 5X & D Manapimem Analys 4 1 5

Total 13 52 515 05 3 7 675

a

-rjgm ---- a -

V1. CHARACTEWSnC¶ OF ft & D KANACWBINT OFIICEU

The remaining anal)',ses are based on all respondents, including officers not grouped intojob types and those with in,:omplete data.

Experience of R & 0 Managementi Offiers

MJean experience in the R & D Utilization Field and in Duty AFSC, and judged minimumexperience in scientific and engine'tring assignments required arte shown, by grade in Table 7.As might be expected, the higher thegrade the greater the experience, from a mean of 7.57 monthsfor second lieutenants to a mean of 89.31 months -or colonels. About 9ne-third of the colonelsand about one-fourth of the lieutenant colonels have had over 10 years" experience in the R & Dfield.

Table 7. Months of Experlecuct' of R & D Management Officers

ESTIMATED MINIMUMREPORTED MONTHS OF EXPERIENCE REQUIRED IN SCIENCE

UTILIZATION FIELD DUTY AFSC Oft ENGINEERINGGRADE MEAN SD MEA" sD MEAN SO

Colonel 89.31 64.23 52.26 41.96 55.56 17.88Lt Colonel 77.91 52.89 52.90 60.50 45.60 16.68

hi~r61.17 40.36, 49.37 39.;! 29.28 10.32Captain 33.77 2a~.64 27.96 22.84 1IL60 7.681st Lieutenant 25.04 12.27 22.06 10.16 11.52 0.052nd Lieutenant 7.57 3.92 7.71 3.67 3.46 0.00

Total 63.91 51.32 45.30 46.66 35.86 16.80

Colonels, fllmemsaa CaleMlS. mad moret all Nfeewd MG elperleece of *vWer a yearsin Duty AFSC. A cotepaelsea of amerbs eaelem low le.,. h,. hed la the uzilinotio fieldwith mii.uelaeJudgedb rwvpsadt g die. m ýIbe .ed 111et d.- perinamaacof the job indicates Iaaste gow dt UR a D Unapam olem ha.. -iii dam esmos owedonce to do Owe job. Deaile amseslone die ok m ofI l 0 Usufawgmat offices an give.in Tables 15, 16, @Wd 17, *ppadiu IL

NewsTAm "rkno i.Per WWI Ipma by a 839 Ubmqeum. aftee

Table SP OR O su-0~s~ rd h eaViig eaprwkqa yaADMaesofficers in Duty AFAC, In other AFKC., as irdselt dm1, asS mderais, sad ea aismlalotia etasks or unnecessary derails. OWe 70 fp"10 of the ofIM~S WePMi Speadln 00 Ate GVMWmore than 40 hours a wek as Duty AFIi two effloers, Ofte cohine and oft Ilu-m- eslemel,report spending 80 hours or mowe a *e*A ia Duty AFIC (hpgleadi IM, Tabe 18W MWIt a ADManagement officers do amr spend may cime a APIC2 other "ha tei Duty AFSL. Iba rswimIsspent in other i.FSr~s, officers usually average about hal a day a we*k (Wd rarely mavre thas aday and a half a week in such activities (Appeadis 111 Table 19). R & D Meaosemeu officeri

9

Table 8. Mesa Itowt per Week R & 0D amagreata OWlieer W~otkIIADMINISTRA.

ADDITIONAL TIVE TASKS ORDUTIES & UNNECESSARY

DUTY AFSC OTHER AFSCs DETAILS DETAILSGRADE ME.N SO MEAN SD MEAN SD MEAN SD

Colonel 46.06 11.15 4.29 8.36 6.01 6.21 6.23 6.77

Lt Colonel 42.35 11.01 3.55 7.51 4.32 4.90 4.99 5.77

Major 41.94 10.69 3.20 5.13 4.86 6.10 5.39 6.28

Captain 41.68 11.47 4.31 7.81 4.94 5.66 4.86 6.26

1st Lieutenant 38.08 7.59 2.95 4.86 4.83 4.05 4.44 3.95

zad Lieutenant 37.77 11.92 0.20 0.60 3.00 2.37 4.15 4.24

Total 42.47 11.11- 3.64 -. 08 4.83 5.56 5.22 6.3

report spending on the average over five hours a week on additional duties and details assigneaby sp..cial orders. Second lieutenants average six hours a week on these duties. Only-nii,,cers reported spending 20 hours a week or more on additional duties and details (Appendix IllTable 20). Almost half of the R & D Management officers report spending from 4 to 15 hours peweek on adninistrative tasks or unnecessary details. Over 200 of the officers, however, reportno time spent unnecessarily (Appendix i11, Table 21). This is in marked contrast to three offi-cers who report spending 40 hours or more on administrative tasks or unnecessary details. R &Management officers, in general, work more than 40 hours a week. The higher the grade, the nhours are worked. All grades spend a significant amount of time on additional duties.

FAncatilo Attalni by H & D 0 anagement Offleers

in Table 9, the educaticnal level attained by R & 0 Management officers is given. Only 4of the officers surveyed do not hold a college degree and almost half (374) have a master's degi

robte 9. Edm. U ee Attained by R & D MauaFm.nt OlrreerM

IDUCATIOi COL LI COL MAJO CAPT Iot LT 2nd LT TATTABMED I-rnl N ! ' •;T N % N % N

Less thas 2 yrs*eolftl$ I 0.8 4 1.4 I 0.5 I 0.6 0 0.0 0 0.0 7

2 Yra college,

no degree 11 9.0 1i 6.5 7 3.4 1 0.6 0 0,0 0 0.0 3"

3 Bachelor degree 40 32.8 130 46.8 90 44.1 82 52.9 13 52.9 14 100.0 369

Master degee 64 52.3 123 44.2 111 51.0 71 45.0 12 48.0 0 0.0 374

Doctoral degree 6 4.9 3 1.1 2 1It, 0 0.0 0 0.0 0 0.0 I1

Total 122 100.0 279 100.0 204 100.0 155 99.9 25 100.0 14 100.0 798

10

I

Educati.on Required by H & I1 Mlaagement Offic*ers to PerintE Job

Table 10 shows the minimum education required to perform R & D Management jobs inthe Air Force as judged by the officers themselves. Most officers say a bachelor's degree isrequired but for 12.1 per cent of the jobs, a college degree is considered to be unnecessary.While 46.9 per cent of R & D Management officers hold a master's degree, this Ivel of educa.

tion is estimated as required in only 8.3 per cent of R & D management jobs.

Table 10. Estimated Minimum Education Required by R & 0 Managemeat Officers

EDUCATION COL LT COL MAJOR CAPT sat LT 2nd LT TOTALREQUIRED N % N % N % N % N % N % N %

tIS Graduation 0 0.0 8 2.9 9 1.4 6 3.9 0 0.0 1 7.1 24 3.0

2 Yrs college,

no degree 7 5.7 24 8.6 23 11.3 17 11.0 2 8.0 0 0.0 73 9.1

Bachelor degree 97 79.5 221 79.5 157 77.0 124 80.0 22 88.0 13 92.9 634 79.4

Master degree 17 13.9 25 9.0 15 7.4 8 5.2 1 4.0 0 0.0 66 8.3

Doctoral degree 1 0.8 0 0.0 0 0.0 0 0.0 0 0.0 0 0.0 1 0. 1

Total 122 99.9 278 100.0 204 100.1 155 100.1 25 100.0 14 100.0 798 99.9

Utilization of Talents

Table 11 summarizes the responses of R & D Management officer8 to the questioa, "Howwell does your job utilize your talents?" The hblher the girae the better used are talents.

Some officers in all grades, except second lieutenant, dhik dy are nt~lized perfectly. Meanratings indicate that the job uitlixes the talents of colonels an luentane colonels "very well,"while talents of majors, captains, and lirst lioesmts me aIleimd "pNke well." The se m

raiing of the 14 second lleuteunas fralo midway betet 'fairly wellw and "quite well."

Table 1 I. Dimdaluen of bIkemamm I *O w " ft, Tow Ji6 Wl• i Vie lle Tslout?"

TALENTS RAT- TOT..4L......n.. .. ~. ..4.J. ~ .hAL...UTILIZLO 111140 04 n mW ur u!uJu

Not at al! 1 0 0.0 I 0.4 I $ I 0.6 0 0.0 I 7.1 4 0.5Very Little 2 4 3.3 16 5.3 17 11.1 22 114 1 4.0 2 14.3 62 7.8Fairly Well 3 14 11.5 49 17.6 4 24.5 J1 20 10 40.0 3 21.4 157 19.7Quite Well 4 13 10.7 32 11.5 39 19.1 .0 19.4 5 20.0 6 42.9 125 15.7Very Well 5 24 19.7 62 22.3 46 22.6 42 27.1 7 23.0 I 7.1 132 22.8

Excellently 6 52 42.6 101 36.3 42 20.6 23 14.8 1 4.0 1 71 220 27.6Perfectly 7 15 12.3 17 6.1 9 44 6 5.9 1 4.0 0 0.0 43 6.0

Total 122 100.1 278 100.0 204 100.0 155 100.0 25 100.0 14 9.9 796 100.1

Mean Rating 5.24 4.83 4.34 4.11 4.00 3.50 4.59

SD 1.31 1.40 1.40 3.42 1.17 1.24 1.44

11

An R & D officer needs . ide knowledge of the Air Force acquired through operationalexperience.

Personal attributes are the important things Li. the higher grades- education is irreleva.,

The important thing you must reed to know about engineering is the language.

This inventory de-emphasizes support systems.

VIII. CONCLUSIONS

1. In the R & D Management field, 27 dis'inguishable job types were identified. One ofthese was a dominant job type which included almost half of all assigned officers. A signiir,*.,number of the remaining job types were composed of only 5 to 10 members. Some of these small ;.types do not fit well into the R & D Management field.

2. All job types tended to be largely managerial in natuare. There is thus much in commonamong the job types identified. All officers in al1 job types perform tasks listed in the Cor,, -4-'ding and Supervising duties and almost all officers also perform tasks in the Evaluating, Planniv_Coordinating, end Coamunicating duties.

3. Corasiderable differences among R & D h'inagement job types are found in the Organizin

Developing, and Contracting duties.

4. Most R & D Management job types include officers in three or four grades.

5. Jobs 1ithin a job type may have widely varying titles. The job title is not always d( s

criptive of the work performed.

6. R & D Management job types tend to cut across organizational levels. Thus thý- samejob type may have members assigned at Meadquarters, Division, or lower organ izational le.,,d.

7. Recent changes in the educational qualifications of Research and Development Directospecified in Air Force Manual 3•1 area supported by findings of the survey. R & D Managementofficers report that they need a bachelor's degree in engineering or science but not ii a specificfield of either science or 0eiaefrtin.

8. Since R & D Management officers re primarily managers and not scientists or engineerthey must have thorova knowledne and understanding of research and development policies, procedwes, and mam ent prat;lces. The specialized trainiog in management needed suggeststhe advisability of graduate work in managemem or business administration.

9. Experience in Ai force management jobs Is important for the higher grades of R & Dmanagrs. Consequently, most R & D Management officers should probably be procured from c3'mands other than Air Force System Command after they have gained operational experience. Inorder to ,unction most effectively In som job type positions, the R & D Management officersshould also have experience as scientists or engineers. There is some question as to whetherlieutenants shoult be assigned to the Research and Development Management Utilization Field.

10. In line with survey results which suggested that certain job types should be separatedfrom the R & D Management Field, the new System Program Management Career Area (29XXY hasbeen included in the Air Force officer classification system.

11. Most R & D Management officers report spending more than 40 hours a week in their

Duty AFSC but few spend any appreciable time in specialties other than ther Duty AFSC, Thehigher the grade the mor. hours are reported worked.

14

12. R,& D Management officers on the average spend over five nours a week in additionalduties and tietails assigned by special orders.

13. Many officers report spending from 4 to 15 hours a week on details or administrativetasks which they consider u.nnecessary. However. over 200 officers report no time spent unneces.sasily.

14. Almost all R & D Management officers are college graduates. About half hold a master'sdegree. There is general .,greement that a bachelor's degree is reqnired for effective performat:eof the joL but a master's degree is considered necessary in only 8 percent of R & D Managementjobs.

15. Judgments differed with respect to the minimum experience needed to perform R & DManagement jobs. However, R & D Management officers in general have considerable wore experi-ence than they judge to be minimal.

16. Most of the R & D Management officers reporting in this survey are of the opinion thattheir talents are well used by their :obs.

17. Headquarters AFSC accounts for 14 percent of R & D Management jobs; 63 percent areat division level or equivalent, while only 10 percent are at group level or below.

APPENDIX I.

R & D MANAGEMENT UTILIZATION FIELD JOB INVENTORY

17

Instructions

This booklet contains the job Inventory being used to stud yourutilization field. The purpose of the stul is to obtain accurate andcomprehensive information concerning tbe tasks peL.formd by officersin all grad6, in R & D managemnt.

Please complete the inventory as follows

1. Pill in the background infaomation sheet.

2. Note that the inventery conmsists of a serie•• of duty staterantseach of which has task statemnts listed below it. Read through-each duty and the corresponding tasks to bem acquainted iththe natur and scope of the Inventory.

3*. Now you are to makm a Judsmnt concerning each task in the inven-tory. P ad each task again and decide whethr or no It in a partof your job. Base your Judgment upon its impogtance, the frequencywith which you perform It. its releoaneos or ma other fa-tor whichdetermine to wtat extent the task is pert of your job. For eachtask, record a value accordifn to the following scales

o Definitely aft a part of xq job# does not qiplyI Under masual oemtmeso mW be a mxinor put of x Job23

A. -1-b- 1 tial pait t or Job

67 A£antselplfi pert t qrjob

1 eume to itse a vTOO fW *my tek in te lawetim. Nals

tow• empvlatilm 1W Idus Ue Inqwe the stuiudlimetrieti at the top V Ohd pqP Whik Ask yes to dwk thetaokw whiok you porftw.

L. At the .ini of eaOh dowef Gd OW tuke duie you pesfos but whiahan not listed. 14m addiha tak sa te4, Ae M Ithen 91 s0

utilisetimn ftld md mhl sk statem"t simlar A detail to

thoeo alsea•In the IRVmto7*.

O. On th last Pe of th iaventoff e 0" smust or smeetitaswhich mw aid in attaiin ti ojto ve ot the stu, misgtcontribot to a better ndonetmadt of yoer J40 or m"4ht beuseful In y Phase of ampSO nt of It & D ofMofrs.

1-9

+j

BACKGROUND INFORMATION SHEET

LAST NAME - FIRST NAME MIDDLE INITIAL LEAVE CLANK

CASE CONTROL NR (1-41 CARD 1 (S)

DATE AP SERVICE NUMBER ORGANIZATIONI II NUMBER , .j.s ,,

tOTAL FEDERAL COMMISSION SERVICE DATE (ADJUSTED) AF BASE OR INSTALLATIONMONTH JA19fARf jb tlf jNVDCYA

(1i) I 2 3 4 5 a 7 S 9 11 J K (17-Is)

PRIMARY AFSC DUTY AFSC TOTAL, MONTHS EXPERIENCE INI UTILIZATION FIELD,=_erlx I m.U-Saw .urr,. -.. rlx Nmlmsri

1 o) !20-23) ! (24) (25) (26z-20) I. (30), ,, .(31-33)

TOTAL MONTHS EXPERIENCE IN DUTY HOURS PER 4E'..I YOU NORMALLY HOURS PER NESA.Ai YOU NORMALLYAPSC SPEND ON ADDi IIONAL SPEND WORKING IN YOUR DAFSC

DUTI ES & DETAILS(34-ze) (3"7-36) (39-40)

PRESENT POSITION TITLE (e66rwvImt ) HOURS PISR Wa6:K YOU NORMALLYSPEND WORKING IN OTHER

AFSC(

YOUR GRADE YOUR EDUCATION WHAT IS THE MINIMUM FORMAL EDUCA-

(S.1) TION REQUIRED TO PERFORM YOUR

2ND LIKUTFHNANT I MOW-HIGH SCHOOL GRAD O b?

1ST LIEUTENANT Q 2 HISH SCHOOL GRADIOR GED) z too)

CA.PTAIN [3 3 HS GNAO+Lg$'. THAN a VR COLL 3 3 HGH SCHOOL GRAD :1

MAJOR 0 4 a Ym on MORE COLL'N 056515 0 4 2 YR OR MORE COLL-NO DEGREE 0 2

LT COLONEL 0 5 IACHELOR'S DEGREE 0 3 BACHELOR'S DEGREE Q 3

COLONEL 0 * MASTER'S 06R149 0 6 MASTER'S DEGREE [3 4

DOCTOR'S DEGREE• Q] 7 DOCTOR'S DEGREE [3 s

ORIGINAL SOURCE ORGANIZAT)ONAL LEVEL N4 WHICH POSS- VHAr IS THE MIEA4UM EXPERIENCE INOF COMMISSION TION IS LOCATED SCIFNTIFIC OR ENENEERING ASSIGN-

MENTS REQUIRED To PERFORM YOUR165-701 (711 JOB?

USMA 3 91 I0 AP•SC 0 1

USNA (0 DIVISION, CENTER, REGIOt•. r73 1USAIIA C3 02 AGEK4CY (72)

ROTC 0l 4 WING, LAOORATORIRS. NAMED NONEoHOSPITAL A3 E 0OTS C3 D I YEAR 2

OCS GSROUP. LA-ORATORY, DISTRICT, A 4 2 YEARS 0 3AV CAD SCHOOL. NUM BERED HOSPITAL 0 YEARS 03ANG i 0 1 SQUAORON, DISPENSARY, SAND (3 a 4 YEARS C 1

DIN (MIL) 03 SO S YEARS CDIR ICIV) 0 10 IIR.IIT 13 6 0 VEA RS 0l 7OTHER E 11 7YEAkS 0 a0

SPECIAL ASSIGNIUEO T. OTHER 7 • MORE THAN 7 YEARS C3

NOW WELL DOES YOUR JO) UTILIZE WOW MANY N11R111111 PER WEE1111 DO YOU PLEASE PRINT YOUR AIR FORCE MAILINGYOUR TALENTS? SPEND DOING AVOIDABLE DITAIL WORK ADDRESS AND TELEPHONE Ni. BELOWI

OR ADMISNSTRATIVI TASKS NICH YOUCONSIDER UNNECESSARY?

NOT AT ALL I

VERY LITTLE

FAI RL.Y WiELL 3 2

QUITE WELL CVERV WW.LL 0 3

EX(CELLENTLY 0 6 11PERFECTLY 03 -

20

JOB INVENTORY(Ouwy- Ts Ut ____

LISTED BELOW ARE A DUTY AMD US TAUS WMNC IT IMMUSIM CHICK ALL TASKS MOCH VOU

PERIFORI. ADO ANY TAUS YOU 00 MHICH ARE NOT LISTED, PAIEi iwor23 p~.ssDUTYo A SUPURVISING: C5!APN FM

directly observing and controlling persons or tbesir work IMN*PR F4 O

.... T..TIAL 1A,.1 07 .1JO

M OST 314IF~IC PU T PAST Or MY

-05

TASKS MM.DIID III AOVE DUTY

1._Assign airmen to jobs ___________

2. Assign civilian* to jobs

3. Assign officers to jobs

4&. Assign~vork to civilians

5. Assign work to NCOs and airmen

6. Assign work to officers

7. Counsel subordinates on performanee

D. Counsel subordinates on personal affairs cc parsomal problems

91. Counsel subordinates as professional development -

13. Supervise classgrow nset'ractift

114. Supervise conduct of inspec tios /

15, Supervise cotets-eartial or cewourtso inquiry investigations

16. Supervise design Of instrimentation system for airborne test vehicles-

17. Supervise flying training-

18. Supervise laboratory and funcatimnl cheek of instrIsmentation systems

19. Supervise maintenance of Central doctuentation iijes

20. Supervise military test Operations of range Listrismentation system

21. Supervise military test operatic..i Of support systems

22.* Supervise mil itary test operations of weapons systems

21

JOB INVENTORY

(Duty -Teska& 1Q)_____

LISTED 1ELOW ARE A DUTY AND THE TASKS WNHI IT INCLUDES. CHECK ALL TASKS WHICH YOUPERPORWL ADO ANY TAUS YOU DO WHICH ARE NOT LISTED, PAGE 2 OP 23 PAGESDUTY. A SUPERVISING (Continued)

" ~0 NOT A PART Or MY JOG

I MINOP PAI.T OF MY JOS

34 SUSSTANTIAL PART Of MY JO

S

.7 MOST s3 NsriCANT PART 0,1

JO.

TASKS INCLUDED IN A-30RV DUTY _ _ _

23. Supervise preparation of fiscal summary reports

24. Supervise preparation of organizational plans

25. Supervise preparation of population forecasts

26. Supervise preparation of progress or activity reports

27. Supervise preparation of site and station plans

28. Supervise procurement of major instrumentation components

Supervise production of technical studies dealing with capabilities of foreign29. nations to produce aerospace weapon systems

30. Supervise screening of applicants for aerospace research

31. Supervise security progrm

32. Supervise work ot civilian and/er military personnel on loan for a project

33. Supervise work of non-profit erporation personnel

22

JOB INVENTORY(Duty- TaA LIst)

LISTED sBLO, ARE A OUTY AND THE TASKS W ,HIC IT ICLUDE., CHECK ALL TASKS NO YoUPERFOM. jDO ANY TASKS YOU DO WHICH AlE NOT LISTED, PIaG 3 or 23 PAuS

DUTY, B COMMANOING:exerc ising leadership, aid power of decision to effect unity of effort 0NoTAPART or M. JOB

exerisig ~=.w..v ~ MIdNOR DART OF Mdy JOB

in achieving an objective; managing; directing; giving general super-vision to an activity; monitoring; exercising general surveillanceover a project, program, or operation without exercising direct 4 SUBSTANTIAL PART OF MY JOB

supervision or control.I MOST 3iGNIFICANT PART OF MY

TASKS IMCLUDED IN ABOVE DUTY . _.. ______

1. Analyze periodic or special reports

2. Appoint committees to study major problems

3. Assign and adjust priorities

4. Assign facilities ard equipment to projects

5. Conduct scientific meetings and symposiums

6. Conduct staff meetings

7. Control system configuratioG during testing

8. Direct establishment of R&D programs and projects

9. Direct facilities planning for advanced or propoed .systems

10. Direct IG inspections

11. Direct launching* Of vertical probes and re-est~ry vehicles

12. Direct maijor analysis progpran involving all foreLign weapon systems

13. Direct major aerospace weapon systetm prl ing efforts

14. Direct overall aerospace support system testing

15. Direct overall aerospace weapon system testing in accordance with AM 8O-l

16. Direct planning for collection and evaluation of foreign aid intelligence

17. Direct preparation of budgets

18. Direc, preparation of requests for proposals

19. Direct test planning and scheduling

20. Identify key points of control that require close supervision

21. Identify status indicators for key points of operational control

22. Interpret concepts or policies

23

JOB INVENTORY

LISTED BELOW ARE A DUTY AND THE TASKS MOOM IT NICLUOES. CHICK ALL TAUS MWC YOUPERFORIM ADD ANY TASKS YOU DO WHICH ARE NOT LISTID, PAos o F23 pAw

DUTYo B CAHMAIDI1'G (Continued) 0 NOT A PART or my

I MINOR PART OF My JO%

2

34 SU.STAN.IAL PART .F M.

0

7 M0St SIUN|FIPCANT PAR.

JOE

TASKS INCLUDED IN ABOVE DUTY

23. Interpret or supplement orders, directives, or coursei of action

24. Issue orders and instructions in the name of the commander

25. Issue written or oral directives, orders, letters, schedules, manuals

2S. Make important managerial decisions without consixlting superiors

27. Manage and direct weapon system design and development

28. Manage a service activity

29. Manage a staff activity or agency

30. Manage collection of data to evaluate operational effectiveness

31. Manage development and maintenance of specialised test facilities

32. Manage facilities or equipment

33. Manage real property

34. Monitor management improvement studies

35. Monitor personnel management function of branches within organisation

36. Monitor preparation of visual aid materials

37. Monitor progress and conduct of tests

38. Monitor R&D programs and projects

39. Provide guidance on future areas of planning emphasis throughout the command

40. Provide guidance on modification of range support equipment

24

JOB INVENTORY(Duty - Tu~Lask W80___

LISTED ISOLOW ARE A DUTY AND THE TASKS WHICH ff PICLUOPS. CHICK ALL YAMSK INCH YOUPERFORM. ADO ANY TASKSi YOU 00 WHICH ARE NOT LISTED, PAGE OF 23 PAGESDUTY6 C EVALUATING: 0*YAPR fM Oappraising information or persona; reviewing, modifying, or I MIINOR PARNT OfMYJOcritically examining reports, judgments, or other information;inspecting personnel, activities, installations, or materiel;T.1 PIT1MYJNestimating effectiveness, inadequacy, or compliance 4SSTAIL 7M O

I MOST .11.I..A.IVCR PART 0f MNJOB

TASKS INCLUDED IN ABOVII DUTT'______

1. Analyze and distribute reports of inquiry -

2. Collect data to evaluate operational effectivosness

3. Conduct administrative investigations and ir~quiries

4.* Conduct inspections on special subjects for investigation

5. Estimate cost of proposed aerospace systems

6. Estimate cost of proposed support systems

7. Estimate deveclopment time of proposed aerospace s**teawEstimate scientific and technical personnel requirements for

project~~ comtet

9.Estimate technical feasibility of proposed aerospcac systems

10. Evaluate adequacy Of drones, targets, scorrer, or serial taw systems___

11. Evaluate adequacy of facilities and equipment

12. Evaluate adequacy of research support

13. Evaluate and recememi chsamps is data collect ioe plans __________

1* Evaluate and recanmemi changes in data reduction method$15. Evaluate budget estimates

16. %valuate effectiveness of air waspone control system

17. Zvdluate effectiveniess of foreig aid &san systemsEvaluate effectiveness of guns, bembs, rockets, launches, amunition and

IS. 2unitin adi.ors

19. Evaluate foreign ballistic and anti-ballistic missile capabilities

21, YValuata implementation of siuety smasures

122. IvAlueate Implementation of o i - Ue

25

"JOB INVENTORY(Duty,- Tas List)

LISTED.BELSW ARE A DUTY AND TIME TASKS WHICH IT PICLUDES. CHECK ALL TASKS MUCH YOuPERFORA. ADO ANY TASKS YOV) DO WHICH ARE NOT LISTED, PAGE 6 or 23 PASGE

DUTY, C EVALUATING (Continued)0 NOT A PANT OF MY JOS

I 41NOR PART ore my joe

2

34 SUBSTANTIAL PANT OF MY J

5

6 MOST SIGNIFICANT PART OF

JO.

TASKS INCLUDED IN ABOVE DUTY JOS

23. Evaluate individuals for promotion and upgrading

24. Evaluate need for supporting services and resource.s

25. Evaluate new weapon system and project requirements

26. Evaluate operating or performance reports

27. Evaluate operational procedures

28. Evaluate overall effectiveness of a program or project

29. Evaluate performance of civilian employees

30. Evaluate plans for implementation of established policy

31. Evaluate potential effectiveness of enemy weapon systems

32. Evaluate progams in terms of available funds

33. Evaluate progress of subsystem development

34. Evaluate progress toward unit objectives

35. Evaluate proposals for increasing unit effectiveness

36. Evaluate reports of research progress

37. tv-luate requests for emergency. funds.

38. Ivaluate significance of deviations from standards

39. Evaluate statistical reports

40. Evaluate test reports

41. Evaluate training methods

42. Evaluate unit compliance with plans or pol iies

43. Evaluate utilization of foreign technology

44.Evaluate utilization of resources

26

JOB INVENIORY(Duty- Tauk List)

LISTED BELOW ARE A DUTY AND THE TASKS WHICH IT INCLUDEL CNICK ALL TASKS WIUCH YOUPERFORM. ADD ANY TASKS YOU DO WHICH ARE NOT LISTED, PAGE 7 O023 PAG!S'

DUTY. C EVALUATING (Continued)0 AOT A PART Or MY JOB

I MINOR PART Or MY JON

2

34 NUASTANTiAL PART OF MY JOS

4

N7 MOT SIGNIFIVA FT PANT OF MY

JOS

TASKS iNCLUDED IN ABOVE DUTY

45, Evaluate weapon system capabilities

46. Evaluate support system development against projected schedules

47. Evaluate weapon system development against projected schedules

48. Evaluate work standards

49. Inspect facilities or equipment

50. Inspect materials to determine quality, quantity, or compliance with standards

51. Make financial audits

52. Make manpower surveys

53. R-view and approve progrm implementation

54. Review and edit research, proposals

55. Review and verify entries in program status reports

56. Review complaints and action requests submitted by subordin•te commanders

57. Review develooment and system package program plans prepared by APSC divisions

58. Review operations research 0it',lies _

59. Review proress, of in-house research tasks

27

JOB INVENTORY(Duty- Task Lastl

LISTED BELOW ARE A DUTY AND THE. rASk' ANACN IT INCLUDES. CHECK ALL TASKS WMICH YOUPERFORM. ADD ANY TASKS YOU DO WHICH ARE HOT LISTED, PAGE 8 oF23 PAGES

DUTY, D PLANNING:0 NOT A PART Or MY JOB

formulating a plan, policy, program, or procedure; I M100APARTO, MY JOB

devising or projecting a course of action

3 SUBSTANTIAL PART OF -A.-Y JOS

5

7 MOST zicNIriC-3T PAPT ýr -

JOB

TASKS INCLUDED IN k*GVE DUTY

1. Estimate funding needs

2, Estimate requirements for facilities and equipment

3. Estimate unit manning requirements

4. Formulate and disseminate command program authorizations

5. Formulate in-house studies and evaluation of weapon concepts

6. Formulate long-range R&D objeaqtiwa and programs for guided missiles

Formulate long-range R&D objectives and programs for military applications7. of atomic energy

8. Formulate long-range R&D objectives and programs for space programs

9. Formulate office instructions and procedures

10. Formulate on-the-Job or classroom training programs

11. Formulate plans for new opace systems

Formulate plans, policies, and programs for management of scientific and12. speCialised otrsonnal

13. FormulatL. policies and procedures for systems development

14. F VrmulMte policies for aystems test and systems test support

15. Formulate policy for a group or taboratory

16. Formulate policy for Air Force Systems Comand

17. Formulate policy for a center or the equivalet

18. Formulate policy for a division or the equivalent

19. FormIlate policy for a squadron or thie equiVA#let

20. Formulatc procedures EoK ilqerchhg|l tof setientlf 4L0g&atfon

21. IdentiFy areas for fUther reosqreh

r22. Po¢z--m as-7Cf studier

JOB INVENTORY(Duty - Task List)

LISTED BELOW ARE A DUTY AUI 4THE TASKS WHICH IT 10CLUbEM CHECK ALL TASKS WWCW YOUPERFORM. ADD ANY TASKS YOU DO Wc1N AMI NOT LISTED, PAGE 9 or 23 PAGES

D4CTYI D PLANNING (Continued) 0NOT A PAT or my joB

- I MINOR PANT or MY JOB

3

4 SUISTANTIAL PART OF MY JOB• 5

..7 MO .T SIBNIPIC*T PA-r or mY

JOB

____ _ TASKS INC•DuED IN £AOVr DUTY ___

23. Plan and allocate resources for evaluation of new ideas

24. Plan and schedule inspections

25. Plav defense and disaster control programs

26. Plan for system acquisition and testing

27. Plan items to be used as indicators of operational stat.e

28. Plan long-range objectives and SOPs for attaining them

29. Plan mathematical ano physical studies in celestial machanie•

30. Plan meetings on new prcjects.

31. Plan procurement of major ltkcilitios or equipment

32, Plan progress reports to higit.• echelons

33. Plan unit work flow to meet deadljqer'

34. Plan use of electronic cmputer programs

35. Plan use of facilities or equipment

36. Plan weapon system logistic support

37. Propose modification of system programs

38. Provide staff monitoring Go- development planning

39. Provide staff monitoring of oL~rationa plannipii. .

4&0. Schedule planning to meet requirements

41, Schedule production of space vehicles to meet reqArements of using programs

42. Schedule use of test facilities and equipment

29

JOB INVENTORY(Duty-. Task List)

LISTED BELOW ARE A DUTY AND THE TAWS WHICH IT OCLUDES. CH4ECK ALL TASKS OMUCH YOUPERFORL. ADD ANY TASKS YOU DO WHICH ARE NOT LISTED, PACi10 or 23 PAGS

DUTY, D PLANNING (Continued) 0 NOT A PART OF MY JOS

I MINOR '-ART OF My JOb

3

4 SURSTANTIAL PART OF MY JOS

8r

7 MC13T SIGNIFICANT PART OF %.-9

job

TASKS INCLUDED IN ABOYE DUTY

3

)t,- t

30

...........................- . . .

JOB INVENTORY(Duly - Task List).

LISTED BELOW ARE A DUTY AND THE TASKS WMiCN IT INCLUDES. CHECK ALL TASKS WInCH YOUPERFORAI. ADD ANY TASKS YOU DO WHICH ARE NOT LISTED, FACE 11 OP23 PAGESa esno gec fapopsdcus o cinPG lloT, 2 3 PAr O!LIDUTY. X COM, DINATING: 0 NOT A PART OF MY Jospromoting harmonious action; adjusting a course of action to MMOR PART or M4Y jo.be congruent with that of another person or agency; informing 2

i a person or agency of a proposed course of action 3,•4 SUN*TANT2AL PART or my jo0

7 MOST ISWM|IrIc T PART Or MY

TASKS INCLUDED IN ABOVE'DUTY

1. Coordinate administrative actions with parallel organizations

2. Coordinate budget estimates

3. Coordinate dissemination and use of scientific and technical data

4. Coordinate facility or equipment requirements _

5. Coordinate logistical support requirements "__

6. Coordinate manning or personnel requirements

7. Coordinate planning and policy formulation with higher echelons

"8. Coordinate planning or conduct of training

9. Coordinate program or project implementation with higher echelons

10. Coordinate project documentation

11. Coordinate proposed operational support projects

12. Coorzinate proposed programsi

Coordinate rescarch projects with program engineers, directors, technical13 boards. and cuiittees

14. Coordinate test priority order with project engineers and branch chiefsCoordinate the functional evaluation of aircraft weapon systems, equipment,

15. and cmoponents

16. Coordinate the implementation of directives

17. Coordinate the implementation of methods and procedures

1.8. Coordinate work standards or performance criteria

19, Distribute information on foreign developments to other foreign countries

20. Maintain liaison between an Air Force unit and foreign agencies

21. Maintain liaison between units in an organization

22. Maintain liaison with higher echelons of camand

31

JOB INVENTORY(Duty- Tas- List)

LISTED BsLOW ARE A DOUTY AHD TH TASKS H*CN IT WmC.UDL CHECK ALL TASKS WHICH YOUPERFORM. ADD "MY TASKS YOU O0 WHICH ARE NOT LISTED. PAGE 12 OF 2 3 PAGES

DUTY, E COORDINATING (Continued)0 NOT A PART or MPY JOB

I MINOR PART OF MY JeP

34 SUNSTANTIAL PAXT Or MY JOB

S

7 MOST SIGNIFICANT PART OF MY

JOg


23. Maintain liaison with lower echelons of command

24. Maintain liaison with other coandsMaintain liaison with planning offices of AF, DOD, other government, or

25. civilian agencies

Hake recomotndationse on design and development of weapon system configurations2.and allied test equipment

________

27. Participate in staff visits

28. Prepare memoranda for the chief of staff

Provide staff guidance and support for foreign technology program at AFSC29. divisions and AFSC centers

Represent the command in formulation of joint comnd working agreements30. and re ulations

31. Represent the comand in formulation of N4ASAA/D working agreementsRepresent the commnd in inter-comsnd review of missile and space

32. sroirms and policies

33. Represent the cmmander outside the organisation

3., Serve as representative on scientific and technieal boards and comittees

32

V

TAT

JOS INVENTORY(Duty - Too List _

LISTED BELOW ARE A DUTY *AD THE TASKS OWICH IT 0.aCUDI[. CHECK ALL TASKS MICH YOUPERPFOS. ADD ANY TASKS YOU DO WHICH ARE NOT LISTED. PAMS 13 O023 PAGES

DUTY. F DEVELOPING:working out and extending theoretical and practical I MNOTA PART Or MY JOUapplications of design, ideas, discoveries; building 2 A

up a body of information from raw facts or basic sources a4 SUBSTANTIAL PART O MY I

U

7 MOST 816NIT'ICANT PART Or r

Jo.

TASKS INCLUDED IN ABOVE DUTY _0_

1. Develop concepts for advanced aerospace weapon or support systems

2. Develop engineering designs

3. Develop equipment for flight testing aircraft

4. Develop formats and charts for management data book

5. Develop ideas for new equipment

6. Develop ideas for new services

7. Develop job performance standards

'S. Develop management information systems

9. Develop methods for obtaining information or data

10. Develop methods for wapon system testing__

11. Develop performance characteristics for range ,•ntrumentation systems

12. Develop procedures for ovaluatiLag eftectivnes and economy of activities

13. Develop procedures for fumding•-o. system

1. Develop pr'ocedures for test documentation

15. Develop regmiremesnts for inspe.tios And survey

16. Develop standardization documsnts for eleetrical-electronic system.

33

JOB INVENTORY

(Duty - Task List)

LISTED BRLOWD ARE A DUTY AND THE TASKS WHICH IT INCLUDES. CHECK ALL TASKS WINCH YOUPERfORM. ADD ANY TASKS YOU DO WHICH ARE NOT LISTED, FPAGE 114 OF 23 PAtS

DUTYi G ORGANIZING: 0 NOTA PART OP MT JOB

persons, materiel, and equipment; modifying such relationships M

4 SUBSTANTIAL PART Or MY JOB

7 MOST 3S1CIVICANT PART OF MY

1.Alct aiite mn nt oB

TASKS INCLUDED IN AGOVE DUTY _

1. Allocate facilities among unitest i

2. Allocate funding to research subtask elements _ _ __

3. Allocate materiel among- units I14. Allocate personnel among units

5. Establish activities needed to accomplish mission

6. Establish an effective span of control

7. Modify organizational structure to meet new requirements

8. Organize a sub-unit of a System Program Office _ _

9. Organize a System Program Offi•oe

10. Organise large conferences to do detailed technical planning

Il. Organ is reproduction and distribution of data or reports

12. Organize scheduling and ahaing of training programs

Organise special task groups to study, plan, end analyze future weapon13. System requirements/

14. Or eaiso tthe personnel functioLn of a unit or activity

15. OrSanisE the procssing. of information

16. Organize work of unit and schedule work flow

17. Prescribe relationships between directorates and divisions

18. Prescribe relationships between staff and subordinate commands

f 19. Prescribe relationships betwe staff groups_ _

A 20. Schedule use of facilities

34

JOB INVENTORY(Duty- Task Lfaq

LISTED BELOW ARE A DUTY AID T•E TAUS WNIN IT WNCLUDES, acacK ALL •AWS MOM YOUPEIPORM. ADO ANY TASKS YOU DO Of0C" ARl NOT USTED, PAMIS 1 F23 PANS

DUTY, G ORGANIZING (Continued) O NOT A PANT OF MY JOB

1 MI&OR PART OF MY iO0

.UNSTTAMiAL PANT Or .y 1O.

7 NLOST SIONIPICAkT PANT OF PAY

Joe

TASKS INCLUDED IN ABOVE DUTY -----------

i

t

35

iI

LISTED BELOW Ask A DUlTY ANDS THE TASKS WHICH It INmIOUSL CHECK ALL TASNS OUCH YOU

TASKS ADA AU OU0 WHICHAED INO ABOVE DUT PAU_ 16_F_23PA

1.~~ RriT AQ PART aOF MY agecie2onveyinf subrdittnatrera u its formpersonn e potnlrcmedn;PR FM O

3.drafti consdrresponde ccptnce , oor offitiol 2ignatur

letue military AR o mo

* ~ ~ ~ AK INCUDE 0ud ABOVE~ DaUTYien 'n00~reot

~15. Biref HQ and DODmi repe esreosempeilpjet

2. riepaubrdiat char ts or br erfi onnel

Preprafe forrehionenchelfonr offcialsinaturefrth eeometo a

21 D reaforganinsrutional charteas

54. Edircpar for publcatimon eurmnt o ud

6. Gve biefigs o suerio offce6

7.Fielcue omltayo iiingop

JOB INVENtORY(Dutly- Task Lis*Q______

LISTED BELOW ARE A DU~TY Ah4O TOOK TASKS WHICH IT Mavoli. CHECK ALL TASKS WHItil V011

PERFORM. ADD ANY TASKS YOU 0O 0""C MRE NOOT LISTED,~7 ,3 ag

SDlTY, H Cf';_(mKICAT1NG (Contiinued) 0NTAPR 7M O II MINOR PART OF MY JOB i

.. 11RTANTII.L PART OF Hy JON

JoMOST SIGNIFICANT PART OF MY

TASKS VIO-US!b IM ABOVE DUTY______

2.Prepare management reprts.I

2Ao. Prepare materials for manuals

25. Prepare memoranda for the c Raider

26. Prepare operating reports or, statements of unit accomptliahment

27. Prepare oral and written briefings

28. Prepare project documentatcion ___

29. Prepare project histocies ___

30. Prepare requests for R&D to be performed by speetaliued Federal agencies ___

31.. Prepare targeting or geodetic. reports

32. Present scientific papers to professional groups ________

33. Present technical information to higher sehelons

34. Promote exchange at technical intelligence with other nations -

35. Provide coamasider with technical advice, plans, or reecmendations

36. Read technical periodicals, reports, or books

37. 3.ecoincnd pleow and plicies -

38. Recommnd research studies

39. Recommend revisions of directives

140: Recommend special projects or progrms

41. laycommAnder's plane to subordinate =nits

'p2. Report intelligence information to appropriate 4aipcies

i 43. Report sit* survey dataS 414. Review minutes of conferences or official proceedings

37

JOB INVENTORY(Duty-_ TsList)_

LISTED BELOW All A DUTY AND THE TASKS WHCH IT MCLUDES. CHECK ALL TASKS WHICH YOUPEQPOAML ADD ANY TASKS Y91JI -SO WHICH ARE NOT LISTED, PAGE 18 OF 23 PAGES

DUTY' H CG*IUNIICATIING (Continued) o NOT A -ART or My JO,

I MINOR PART OF MY JOB

4 SUBSTANTIAL PART Or MY JOB

7 MOST StGNtFICANT PART Of MY

JOB


45. Review or revise directives or regulations

46, Review or revise operating reports or statements

4 7. Review or revise technical articles or manuscripts

4' 48. Review or revise technical orders or manuals

4i9. Review or revise training manuals or syllabuses

50. Review outgoing correspondence

51. Review reports or staff studies

52. Review test result press releases for technical accuracy

53. Translate programing data into financial requirements

54. Transmit test results for review and action

55, Write information paerS for the comanders uace

56. Witte regulations dirfctiveos, at I80_ _

57, Vrite reports of staff studies

SI. Vrit teekhnial articlos

59. Write tachiesil orenrs _

38

2'

JOB IAVENTORY(Duty - Task Listj __________

LISTED FV LOW ARE A DUTY AND THE TAU S,WNICN IT UCLUODES. CHEC ALL TAMSS WCi you

PERFORM. AD) ANY TASKS YOU DO WHICA ARE NOT LISTED PAGU19 OF 23PAims

DUTY' I CONTRAc-TING ao T A PART oP MV SO

participating in negotiations with civilian agercies I , PART OFM JMO12'SU..T.11AL. PA~RT 01 MY I..

7 MOST S GWIFCANT PART Of MY

TASKi INCLUDED IN ABOVE DUTY TT-

1. Conduct tiegotiation wtetings iith contractors

2, Consolidhte the avaluations of unsolicited proposals

3. Coordinicte the combined ef.orts of contractors and AF agencies

4*. Direct contractor in the reduction of data

5. Direct preparat.on ;f contract specifications

6., Direct preparation of worh statements

Distribute unaolicittd contract proposals to appropriate7. technical orgahizations

8. Estimate costs of contract over-runs

9. Evaluate contract proposals

10. Evaluate need for contract over-runs

I1. Evaluate performance of cortractorS

4 12. Evaluate plans written by contractors'

1.liorm ssbmittsrs of unsolicited toMtrmct proposals of final dacisions

4li. Provide contratz:orm with technical 'at ormation and guidance

15. Provide guidanon in'preparation of studioa f•r contracts

16. Review solicited contractor pc4posali

1'. Review untolic'•,e4 contractor propotals,

18. Supervise the afforts of contractors

19. Supervise the efforts of various contractor support organLsitLoms

20. Write contracts for biddi•g by cLivilian agenc •as

"21. Write contract work statments

- 39

JOJ

JOB INVENTORY

(Duty - Teas Lia)______

LISTED 9 LOW ARE A DUTY AUD THE TASKS NoCM IT NCUOS*L CHOCK ALL TAWS MOM6 YOUL PERFORM. AGO AN4Y TASKS YOU DO WHICH AaE NOT LISTI[I, PA" 2 W 23 PEsP

DUTYs j PERP(RMING ADDITIONAL DUTIES ASSIGNED BY SPECIAL CRDUS1, M104f*n OVT all MY Joel

aL2

4 SU•AIS•.•TIAL PART or my JOe

iS

mOST Sf51 , VI CMIr PART OF MY

JOB

TASKS I4CLUDED 0i ABOVE DUTY

1. Accident Investigation Board Merxber

2. Athletic or Recreation Of!icer

3. Billeting Officer

4•. CBR Team Commander

5. Certifying Officer

6,, Charity Drives Project Officer (AF Aid, Rad Cross, United Fund)

7. Classification Board Member

8. Classified Documents Custodian

9, Classified Materials Destruction Officer

10. Conservation Officir

11. Diaster Control Officer

12. Discharge lard Member

13, Flying Training Officer

114. Food 8ervice^ Offieer

15. Ground Safety Officer

16. Historical Officer

17. Incentive Awards C._ ._ ttee Fwtbr

18. Inspector, Eiergeney Medical Treatment U•it

19. Instructor Pilot (Flight EIxmirer)

20. Inventory Offirer

21. Investigk- t: Officer (LOU, Special lres•tigatfa, , etc,)

22. Library Officer -..

41.

-i

JOB INVENTORY(Duty- Task List)

LISTED BELOW AEC A DUTY AND THE TASKS UNOCH IT iNCLUI)L CHECK ALL TASKS WWiCH YOUPERFORM. ADD ANY TASKS YOU DO WINCH ARE NOT LISTED, PAGE 22 or 23 PAWS

DUTY, J PERPFWMING ADDITIONAL DUTIES ASSIGNED BY SPECIAL ORDEIRS 00 NOT A PARNT oF MY JOBl

(Continued) MINOR PART OF MY JOE

4" • rlII AL PART OF JOm e

7 MOST SIGNIFICANT PAR, or MYJoe

TASKS INCLUDEO IN ASOVE DUTY

23. Memb.,r of Courts Martial

214. Mobility Officer

25. Mortuary (Casualty) Of.ficer

26. Officers Club Board of Govtrnors Meater

27. OJT Officer

k8. Pay Officer (Class "P" Agent)

29. Personal Affairs Off cer

3b. Physical Training Officer

31. Postal Officer

32. Promot ion Board Member

33. Property (Building, Squipent) Custodian

34. Publications and Di'stribution Officer

35. Public Inora tion Officer

36. iecorde Management Officer

37. kepo•a of Burwvy Officer

38. Savings Bond Project Officer

39. Secretary-Treasuer , Officers Open Hess

40, Security Officer

41. Small Arms MarksmAnship Training Officer

42. Standardization Board Member

143. Supply Officer

44. Test Control Officer

¶ -" /• 2.... •; '= ' -•.• • .L• i

JOB INVENTORY(Duty - Task LIatJ

LISTED BELOW AlE A DUTY AID THE TASKS WONCH IT INCLUDES. CHECK ALL TASKS WMNCHl YOUPERFORM. ADO ANY TASKS YOU DU WHICH ARE NOT LISTED, PAG3 OP 23 PeS .

DUTY, j PERF~MING ADDITIOIAL DuTIEs ASSIGNED BY SPECIAL ORDES(C t a°ontinued) 0' NO T .. .. PAR o m Joe

I MIUOR PART OF MY JOe

A SUBSTANTIAL1 PART Or MY J03

0i

7 MOST SIGNIFICANT PART or m TI Joe

TASKS INCLUDED IN ABOVE DUTY _ _ _

45. Top Secret Control Officer

46. Unit Fire Warden (Marshall)

47. Unit Fund Custodian

48. Unit Retention Officer

49. Voting Officer J

43

Sa.. ., Vj~ M0. 4 ~ -~e..4 Ma .Zfl- I 4~ .. ~r.J.a. .~~.t 4 ~ IAM~-AA..0fl..~.4., .Ma . ,.t

APPENDIX If.

TASK-LEVEL JOB DESCRIPTIONS OF TWO JOB TYPES

45

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47

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APPENDIX III

DISTRIBUTION OF EXPERIENCE AND WORKING TIME OFR & D MANAGEMENT OFFICERS

5,

ill

able 17. Estimated Minimujm Experience in Scinntific or E ngineeriag Assigments Required

C____ [.T COL MAJOR CAPT lIt LT 2nd LT TOTAL

NO. OF YEARS N % N % N % N % N % N % N %

0 10 .8.2 25 9.0 31 15.2 47 30.3 10 40.0 11 78.6 134 16.81 3 2.5 27 9.7 34 16.7 42 27.1 9 36.0 2 14.3 117 14.72 15 12.3 38 13.7 55 27.0 36 23.2 4 16.0 1 7.1 149 18.73 2 9.8 43 15.5 34 16.7 14 9.0 1 4.0 0 0.0 104 13.04 11 9.0 39 14.0 27 13.2 4 2.6 1 4.0 0 0.0 82 10.35 35 28.7 52 18.7 9 4.4 9 5.8 0 0*0 0 0.0 105 13.26 5 4.1 11 4.0 6 2.9 0 0.0 0 0.0 0 0.0 22 2.87 1 0.8 3 1.1 2 1.JQ 0 0.0 0 0.0 0 0.0 6 0.8More than 7 30 24.6 40 14.4 6 2.9 3 1.9 0 0.0 0 0.0 79 9.9

Total 122 100.0 278 100.1 204 100.0 155 99.9 25 100.0 14 100.0 798 10C.2

Mean Months 55.56 45.60 29.28 18.60 11.52 3.48 35.88

SD 17.88 16.68 10.32 7.68 0.05 0.00 16.80

Table 18. Distribuution by Crade of Hours Per Week Spent in Duty AFSC

COL LT COL MAJOR CAPT 1st LT 2nd LT TOTAL

NO. OF HOURS N % N 11; N % N % N % N % N %

No Report 2 1.6 7 2.5 5 2.5 2 1.3 0, 0.0 1 7.1 17 2.10 1 0.8 3 1.1 1 0.5 2 1.3 0 9).0 1 7.1 8 1.01- 7 0 0.0 2 0.7 2 1.0 ! 0.6 0 0;0 0 0.0 5 0.68 - 15 0 0.0 4 1.4 1 0.5 2 1.3 0 0.& 0 0.0 7 0.9

16-23 2 1.6 7 2.5 5 2.5 4 2.6 0 0.0 0 0.0 18 2.324 - 31 8 6.6 10 3.6 13 6.4 8 5.2 5 20.,0 0 0.0 44 5.532 - 39 8 6.6 38 13.7 38 18.6 27 17.4 12 48.0 4 28.6 127 15.940 - 47 39 32.0 122 43.9 82 40.2 69 44.5 2 8.0 6 42.9 320 40.148 - 55 40 32.8 70 25.2 44 21.6 29 18.7 6 24.0 2 14.3 191 23.956- 63 19 15.6 11 4.0 7 3.4 5 3.2 0 0.0 0 0.0 42 5.364-71 1 0.8 3 1.1 5 2.5 5 3.2 0 0.0 0 0.0 14 1.872 - 79 1 0.8 0 0.0 1 0.5 1 0.6 0 0.0 0 0.0 3 0.480 andoter 1 0.8 1 0.4 0 0.0 0 0.0 0 0.0 0 0.0 0.2

Tetal 122 100.0 278 100.1 204 100.2 155 9p.9 25 100.0 14 100.0 798 100.0

Mean Hours 46.08 42.35 41.94 4"1.68 38.08 37.77 42.47

SD 11.15 11.01 1O•69 11.47 7.59 11.92 [1.11

Table 19. Distribution by (grade of Hours Per Week Spent in Other Th.n Duty AFSC

COL LT 'OL MAJOR ýý)CAPT lot LT 2nd LT TOTAL

NO. OF HOURS N % N % N % N % N % N % N %

No Report 12 9.8 36 13.0 18 8.8 7 4.5 3 12.0 4 28.6 80 10.00 63 51.6 155 35.8 106 52.0 75 48.4 15 60.0 9 64.3 423 53.0

1- 3 10 8.2 16 5.8 11 5.4 17 11.0 0 0.0 1 7.1 55 6.94- 7 15 12.3 30 10.8 37 t8.1 29 i8.8 3 12.0 0 0.0 114 14.38- 11 11 9.0 22 7.9 23 11.3 13 8.4 2 8.0 0 0.0 71 8.9

12 - 15 3 2.5 6 2.2 2 1.0 4 2.6 2 8.0 0 0.0 17 2.116- 19 0 0.0 1 0.4 2 1,0 3 2.0 0 0.0 0 0.0 6 0.820 - 23 4 3.3 3 1.1 2 1.0 1 0.6 0 0,0 0 0.0 10 1.224-27 2 1.6 2 0.7 2 1.0 0 0.0 0 0.0 0 0.0 6 0.828 - 31 0 0.0 1 0.4 1 0.5 2 1.3 0 0.0 0 0.0 4 0.532 or more 2 1.6 6 2.2 0 0,0 4 2.6 0 0.0 0 0.0 12 1.5

Total 122 99.9 278 100.3 204 100.1 155 100.2 25. 100.0 14 100.0 798 100.0Mean Hours 4.29 3.)5 3,20 4.31 2.95 0.20 3.64

SD 8.36 7.51 5.13 7.81 4.86 0.60 7.08

57

S. . . / :: ; ..... • . . ?>_ ... . . .-',.... '.2 I. -. . . .

T,

Table 20. Distributino by Grade of Hloturs 0,r Week Spent in Additional Duties and Details

COL LT COL MAJOR £APT I st LT 2nd LT TOTAL

NO. OF HOURS N % N % N , N % N % N % N %

No Report 5 4.1 11 4,0 5 2.5 5 3.2 1 4.0 3 21.4 30 3.80 31 25.4 66 23.7 40 19.6 26 16.8 2 8.0 2 14.3 167 20.91 6 4.9 24 8.6 20 9.8 10 6.5 3 12.0 2 14.3 65 8.12 10 8.2 30 10.8 23 11.3 17 11.0 5 20.0 1 7.1 86 10.83 3 2.5 11 4.0 8 3.9 14 9.0 1 4.0 1 7.1 38 4.84 5 4.1 30 10.8 28 13,7 22 14.2 4 16.0 2 14.3 91 11.45 13 10.7 42 15.1 24 11.8 22 14.2 1 4.0 2 14.3 104 13.06 6 4.9 7 2,5 10 4,9 11 7.1 1 4.0 0 0.0 35 4.4? 1 0.8 2 0.7 0 0.0 0 0.0 0 0.0 0 0.0 3 0.8 8 6.6 11 4.0 11 5.4 6 3.9 2 8.0 1 7.1 39 ,.,19 0 0.0 0 0.0 0 0.0 1 0.6 0 0.0 0 0.0 1 0.i

10 17 13.9 27 9.7 20 9M8 9 5.8 3 12.0 0 0.0 76 9.51H 0 0.0 0 0.0 V 0.0 0 0.0 0 0.0 0 0.0 0 0.012 3 2.5 6 2.2 3 1.5 1 0.6 1 4.0 0 0.0 14 1.813 0 0.0 0 0.0 0 0.0 0 0.0 0 0.0 0 0.0 0 0.014 1 0.8 0 0.0 0 0.0 0 0.0 0 0.0 0 0.0 1 J.,15 2 1.6 6 2.2 4 2.0 2 1.3 1 4.0 0 0.0 15 1.!16 1 0.8 0 0.0 1 0.5 2 1.3 0 0.0 0 0.0 4 0.5

17 - 18 0 0.0 0 0.0 0 0.0 0 0.0 0 0.0 0 0.0 0 0 019 -20 8 6.6 2 0.7 5 2.5 5 3.2 0 0.0 0 0.0 20 2.5Over 20 2 1.6 3 1.1 2 1.0 2 1.3 0 0.0 0 0.0 9 1.1

Total 122 100.0 278 100.1 204 100.2 155 100.0 25 100.0 14 99.9 798 100.0

Mean Hours 6.01 4.32 4.86 4.94 4.83 3.00 4.83

SD 6.21 4.90 6.10 5.66 4.05 2.37 5.56

Table 21, Distribution by Grade of Hlours Per Week Spenton Unnecessary Details or Administrative Tasks

COL LT COL MAJOR CAPT Ist LT 2nd LT TOTAL

NO. OF HOURS N % N % N R N % N % N % N %

No Report 3 2.5 10 3.6 8 3.9 3 1.9 0 0.0 1 7.1 25 3.10 28 23.0 74 26.6 51 25.0 48 31.0 4 16.0 1 7.1 206 25.81- 3 17 13.9 57 20.5 10 14.7 32 20.5 7 28.0 7 50.0 150 18.84 - 7 31 25.4 63 '2.7 59 28.9 31 20.2 9 36.0 2 14.3 195 24.48 -1-1 28 22.9 54 19.4 43 21.1 26 i6.9 3 12.0 2 14.3 156 19.5

12 - 15 8 6.6 7 2.5 2 1.0 6 3.9 2 8.0 1 7.1 26 3.316- 19 0 0.0 1 0.4 1 0.5 1 0.6 0 0.0 0 0.0 3 0.420 - 23 5 4.1 7 2.5 5 2.5 6 3.9 0 0.0 0 0.0 23 2.924 - 31 1 0.8 4 1.4 4 2,0 1 0.6 0 0.0 0 0.0 10 1.332 - 39 0 0.0 1 0.4 0 0.0 0 0.0 0 0.0 0 0.0 1 0.140 or more 1 0.8 0 0.0 1 0.5 1 0.6 .0 0.0 0 0.0 3 0,4

Total 122 100.0 278 100.0 204 100.1 155 100.1 25 100.0 14 99.9 798 1u0.0

Mean Hours 6.23 4.99 5.39 4.86 4.44 4.15 5.22

SD 6.77 5.77 6.28 6.26 3.95 4.24 6.11

58

APPENDIX IV. PERCENTAGE OF R & D MANAGEMENT OFFICERS PERFORMINGADDITIONAL DUTIES ASSIGNED BY SPECIAL ORDERS

ITEM COL LT COL MAJOR CAPT Is1LT 2nd LT TOTALNO. DUTY (128) (289) (209) (159) (25) (14) (824)

6 Charity Drive Project nfficer 23.4 37.0 44.0 50.3 48.0 21.4 39.29 Classified MN.terials Destruction Officer 3.1 22.5 40.6 40,9 40.0 28.6 28.25 Certifying Officer 31.2 32.5 20.1 10.1 12.0 7.1 23.78 Classified Documents Custodian 9.4 20.8 29.6 17.0 16.0 7.1 20.1

40 Security Officer 3.9 15.6 18.2 18.2 12.0 14.3 14.81 Accident Investigation Board Member 16.4 11.1 13.4 11.3 0.0 7.1 12.1

32 Promotion Board Member 32.8 8.6 6.7 1.3 4.0 0.0 10.221 Investigation Officer 8.6 12.5 12.4 5.7 4.0 0.0 10.023 Member of Courts Martial 13.3 8.3 11.5 6.3 4.0 0.0 9.216 Historical Officer 2.3 8.6 12.0 10.1 8.0 0.0 8.636 Records Management Officer 1.6 10.4 12.0 7.5 4.0 0.0 8.517 Incentive Awards Committee Member 18.0 9.0 3.3 3.1 0.0 0.0 7.445 Top Secret Control Officer 6.2 8.0 8.6 5.0 4.0 0.0 7.011 Disaster Control Officer 4.7 6.9 8.6 6.3 12.0 0.0 6.919 Instructor Pilot (Flight Examiner) 4.7 5.5 8.1 10.7 0.0 0.0 6.8i 33 Property Custodian 0.8 4.8 7.6 8.2 16.0 14.3 6.038 Savings Bond Project Officer 0.8 4.8 7.6 5.0 4.0 7.1 5.026 Officers Club Bd of Goy Member 12.5 4.,, 3.8 1.9 0.0 0.0 4.8

7 Classification Board Member 3.9 5.5 5.3 0.6 4.0 0.0 4.127 OJT Officer 1.6 4.8 6.2 3.1 0.0 0.0 4.144 Test Control Officer 2.3 4.2 4,3 5,. 0.0 0.0 4,0

20 Inventory Officer 0.8 1.0 6.2 6.3 16.0 0.0 3.842 Standardizaion Board Member 3.9 3.8 2.4 4.4 0.0 0.0 3.437 Report of Survey Officer 1.6 1.4 5.3 4.4 4.0 0.0 3.034 Publications and Distrbution Officer 0.8 1.7 3.8 3.1 4.0 0.0 2,413 Flying Training Officer 2.3 '..'0 5.3 3.1 0.0 0.0 2.335 Public Information Officer 3.1 2.1 1.9 1.3 12.0 0.0 2.315 Ground Safety Officer 0.8 1.0 3.3 3,8 0.0 0.0 2.146 Unit Fire Warden (Marshall) 0.0 10.7 3.8 3.1 4.0 0.0 1.9

2 Athletic or Recreation Officer 0.8 1.7 1.4 2.5 4.0 7.1 1.810 Conservation Officer 1.6 2.4 1.9 0.0 0.0 7.1 1.743 Supply Officer 0.0 0.7 2.9 2.5 8.0 0.0 1748 Unit Retention Officer 0.8 1.7 2.4 1.3 0.0 0.0 1.612 Dischargc Boa-d,Member O.s 0.7 2.9 1.9 0.0 0.0 1.530 Physical Training Officer 1.6 1.4 ,0 1.9 0.0 7.1 1.549 Voting Officer 0.0 1.7 1.9 1.3 4.0 0.0 1.529 Personal Affairs Officer 0.6 0.3ý 1 9 0.6 0.0 0.0 0.841 Sm Arms Mkuman Tng Officer 0.8 1.0 1 0 0.0 4.0 0.0 0.8

4 CBl•Team Commander 0,8 0.7 0.5 1.3 .0.0 0.0 0.725 Mortuary (Casualty) Officer 0.0 0.7 1.4 0.0. 0.0 0.0 '0"647 Unit'Fund Custodian 0.0 0.3 1 0 0.0 8.0 0.0 0.6

3 Billeting Officer 0.0 0.7 0 ".5 0.0 4C0 7.1 0.5Z4 Mobility Officer 0.8 1.0 ,0 ( 0.0 0.0 0.0 015.18 InSpector, Emerg Med Treat Unit 0,0 0.0 0,411 1.3 0.0 0.0 0.422 Library Officer 0.0 0.3 0.60 1.6 0.0 0.0 0.222 Pay Officer (Clrss "A" Agent) 0.0 0.3 0.0 0.3 0., 0.0 0.214 Food Services Officer 0.0 0.0 045 0.0 0.0 0.0 0,1

31 Postal Officer O'Or 0,0 0,5 0.0 0.0 0.0 0.1

39 Sec Treas Officers Open Mess 0,0 0.0 0.5 0,0 0.0 0.0 0.1

.19

REFE!K, ,,CES

Christal, R. E. USAF Occupational research projects of tri-service interest. In Proceedings:Tri-service conference on new approaches to personnel systems research. Washingtcn:Office of Naval Research, ONR Symposium Report ACR-76, 1962. Pp. 62-75.

Hemphill, J. K. Dimcnsions of executive positions: A study of the basic character wtics ofthe positions of 93 business executives. Columbus, Ohio: Bureau of Business Research,Collce of Commerce and Administration, The Ohio State University, 1960.

Ward, J. 11. Jr. Hierarchical grouping to maximize payoff. WADD-TN-61-29, AD-261 750. Lack-land AFB, Tex.: Personnel Laboratory, Wright Air Development Division, March 1961.

60

Security ClmllicauntoIDOCUMENT CONTROL DATA.- R&D

(1.aStp .aet iI..d. 410181 o title, be& of 8600ei.. gd bhdeaM5 omisfeen mRb"a Swn "ads OWr O.Wsflo " 8,u am,~iu.lOI 01I4MATIKO ACTIVITY (Coq~eeaftSO.#) SO. RSPORT SSCUNITW 9 LASGIVgCATIO0

Personnel Research Labotatory WlefeLackland AFB Texas t6 RU

3. 11EPORT TITLE

A JOB ANALYSIS OF A COMPLEX UTILIZATION FIELD: THE RESEARCH ANDDEVELOPMENT MANAGEMENT OFFICER

* DESCRIPTIVE NOTES (Tnwp of ,.,.t &W~ inlalejuft..o

S. AUTHM06() (LmD Rle*, fiee nae., MlefolfMorsh, Joseph E.Giorgia, M. JoyceMadden,_JosephM.,_LtCol,_AF ____________________

4. REPORNT DATE ?0- TOTAL. NO. OF PAGES lavw~o eS

January 1965 60I*. CONTRACT OR GRANT NO. es. ORIOIATONG0 REPORT 01LM411GGW)

A. POJEC NOPRL-TR-65-1

7734c, Task 1111. ~N PONT "O(5 (Axy eqAwnie Am5 male. be4*1

773401

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Il.-SUPPLEMEN4TARY NOT98S2 spM"MgO LITANY ACTIVITY

Prsonnel Research, Laboratory

ASITACT Lackland AFD Teoas-

Using data collection procedures developed toe airman career fields, the 6 specialties in the R It DManagement Utilization Field wern surveyed. A 1'.-b inventory comiposd of 373 task statements anda Background lnformatiom Sooet was developed and mailed to all Air Force R a D Managementofficers. Analysis of 825 completed invenories by an terativie grouping technique allocated 675 ofhe officers' jobs to 27 job type, each including at least 3 jobs.. The dominant job type (R a DManager) included neawly hell of the R a D Management officers. Most of the job types cut acrossgrade levels and organization levels. . Reported minimum academic reqiremlents were a bachelor'sdegree with major in science or engineering. ISome officers considered gradsnre training in mange.ment or administration desirable and some suggested additional ezperlence in operational coaamnands.The incumbent officers averaged more experience end education than they judged to be minimial. Anappendix gives the compuiter printouts of job descriptions for two of thet identified, jcti, types: R k DProject Staff Officer, Foreign Technology Staff Officer.

DD 1 1473 _ _ _ _ _ _

1I t. Se-wuC.asiialnLINK A -LINK 8 LINK CPOLK WIT POLK WYT ROLS WT

R & D Maunagement officersofficer specialtiesjob analysisjob survey

job inventoryjob descriptionscientific personnelengineering personnelR & D officers

Ai oc Systems Commarnd ~~n a - --

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