AD-AI08 313 PRESEARCH INC ARLINGTON VA F/6 5/1STUDY OF ARMY MANPOWER REQUIREMENTS, DETERMINATION PROCEItJRE S, - TC(UISEP 81 6 N SMITH, R V HARTY, A C FRANK mOA38-C-0726
UNCLASSIFIED PI-TR-492-VOL-2 M
LEVEL iPRESEARCH INCORPORATED
Preliminary Draft
Technical Report No. 492
STUDY OF ARMY MANPOWER REQUIREMENTS,DETERMINATION PROCEDURES,
AND ORGANIZATION I
Volume II; Appendixes
by
G. H. Smith, R. W. Hartt, W. C. Frank,H. S. Gillogly, R. D. Collins, and
D. W. Chamberland
7 July 1981
Prepared forHeadquarters, Department of the Army
Deputy Chief of Staff for Personnel (DAPE-MBU)• Under
Contract No. MDA 903-80-C-0726(Expiration date: 30 June 1981).4
2361 South Jefferson Davis HighwayArlington, Virgnia 22202
81 1.2 0817S
11NCLASS I I- Ii)
SECURITY CL AS'AFICA1ON OF THIjS PAGf 'Wh-n fol a-d)
REPORT DOCUMENTATION PAGE NR<2- IITRUCTIONS____________________________________________________ -IEH)RE (C )MILETING FORM
1. REPOR~T NUMBER Z.(,QVT ACCESSION NO. J. HE CIPFfNT'S C ATAi IA NUMBtER
TECHNICAL, REPORT1 #492) 4oI 'i h 4 0~ 1) 3' 3 !4. TITLE (and bubtitir) S. TYPE OF REPORT & PERIOD COVERED
Study of the Army Manpower RLquirQcen FINAL 23 Sept 80-23 Sept 81Determina tion IProcedurtis and Organ iza t lolls _________________________
6. PERFORMING ORG. REPORT NUMBER
7. AuTHOR(s) 8. CONTRACT OR GRANT NUMBER(S)
Presearch, Ic D-0-0C02
9. PERFORMING ORGANIZATION NAME AND ADDRESS 10. PROGRAM ELEMENT. PROJECT, TASK
PreserchInc.AREA & WORK UNIT NUMBERS
2361 S. Jefferson Davis HwyArlington,_VA__22202 ______________
11. CONTROLLING OFFICE NAME AND ADDRESS 12. REPORT DATE
DCS Personnel/1 2Set1DAPE-MBU13NUBROPAERm 2B3673 Pentagon_______________
14. MONITORING AGENCY NAME & ADORESS(Il diff erent from, Controlling Office) 15. SECURITY CLASS. (of this report)
N/A UNCLASSIFILED
15a. DECL ASSI FICATION/ DOWN GRADIN G
16. DISTRIBUTION STATEMENT (of this Report) SHDL
Approved for Public ReleaseDistrubution unlimited
17. DISTRIBUTION STATEMENT (of the obetract entered In Block 20, It different from Report)
N/A
19. SUPPLEMENTARY NOTES
N/A
19. KEY WORDS (Continue on reverse side it necessary and Identify by block number)
(U) Evaluation (U) Manpower (U) Determination (U) Requirements (U) Standards
20. ATRACT (Catkue m poeaee aide Hf ,ecery and Idett by block nuotber)
Development of the Optimum organization and procedures for establishing a work-load based manpower standards driven Requirements Determination program.4
DD "JAN7 1473 EDIT110WOF I OV 6SIS OOLETE UNCLASSIFIED (SECURITY CLASSIFICATION OF THIS PAGE (Whemn Date gntered)
PRESEARCH INCORPORATED
APPENDIX A
DESCRIPTIONS OF PROGRAM FUNCTIONS
A.1 Each of the proposed program functions, as currently con-
ceived, is described in this appendix. The manpower require-
ments determination program, using workload based staffing stan-
dards, includes the following major functions: provide program
management; prescribe standards development methodology; enforce
standards development methodology and policies; develop stan-
dards; publish standards; and determine requirements. This
appendix provides detailed descriptions for each of these func-
tions.
DTIC TAd
7....
LIE
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PROVIDE PROGRAM MANAGEMENT
The program management functions include the following:
" Establishing policies for a requirements program
in the Army to include the role of staffing stan-
dards and how they interface with other standards
used within the Army.
" Responsibility for the directive that is the basic
authority for staffing standards and sets forth
the scope and policies under which they will be
developed.
" Determining any overall exclusions to standards
coverage when analysis indicates that it would
be neither feasible nor cost effective to develop
staffing standards.
" Determining which functions should receive priority
t.n the standards development sequence and issuing
schedul.es or guidance as appropriate.
* Directing standards development activities to
provide milestone charts for completion of each
phase of a standards study and monitoring progress
toward meeting this timetable.e Establishing standards coverage goals for TDA
authorizations and monitoring progress toward
these goals.
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* Coordinating and interfacing staffing standardswith other standards efforts within DA.
* Monitoring career fields used in the requirements
program and recommending changes that would improve
the overall program.
e Monitoring Army resources (both current and pro-
grammed) dedicated to the requirements programto assure that capability exists and is programmed
to meet established goals and Army-wide needs.
* Presenting overall Army manpower requirements
process for presentation to OSD, OMB, and Congress
in the annual Manpower Requirements Report.
* Developing and coordinating overall training re-
quirements for new personnel entering the program
and upgrade training for personnel in the program.
* Establishing overall ADP requirements for the
program and justifying these needs in the budget.
e Monitoring overall budget allocations for the
program to ensure that required staffing is being
provided. If not, revising goals and schedules
accordingly.
* Coordinating program effort with Commercial/Indus-
trial Type Activities (CITA) to ensure that require-
ments program provides needed support to the LITA
effort in determining in-service manpower esti-
mates.
* Approving standards studies that meet all quality
control criteria prior to the standard being pub-I lished.i
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Coordinating training course curricula to updatecurrently assigned technicians and recommending
training course curricula for personnel entering
the program.
I0
302
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PRESCRIBE STANDARDS DEVELOPMENT METHODOLOGY
The standards development functions include the following:
* Responsibility for standards development method-
ology and detailed procedures to be used in pre-
paring the study to support each standard. Docu-
menting these procedures so that all standards
development activities will have clear and concise
instructions for a uniform standards development
effort.
* Monitoring management engineering developments
outside the Army and recommending new equipment
and/or ADP capabilities to expedite standards
development or to produce standards at a lower
labor cost.
e Coordinating with Adjutant General on forms used
in the development of standards and ensuring that
stocks are adequate to meet anticipated usage.
* Developing and prescribing parameters that must
be met to qualify statistics and data for various
types of standards.
e Prescribing formats to be used in the documenta-
tion of the various phases of standards develop-
ment.
@ Prescribing which documents and/or at which points
* in the develpoment process quality control will
be performed.
303IW6I:I. - -a- ?A
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* Coordinating equipment allowances for all activi-
ties developing staffing standards.
* Responsibility for ADP support for data collection
and computations.
304
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ENFORCE STANDARDS DEVELOPMENT METHODOLOGY AND POLICIES
The function to enforce standards development methodology and
policies includes the following:
e Reviewing measurement plans for substance and
proper format. The more significant areas con-
sidered in these reviews nclude the following:
- Adequacy of work center description(s).
- Appropriateness of the workload to be collected
and propriety of the work count system.
- Effect of the recommended management improve-
ments on the measurement plan if they are imple-
mented.
- Representative coverage of the functional uni-
verse by the location selected for measurement.
- Format compliance and editorial content.
* Coordinating measurements with functional staff
and determining if any of the management improve-
ments should be directed for implementation.
* Reviewing completed stanaards studies. The more
significant areas examined in these reviews are
as follows:
- Sufficiency of data collected
- Adequacy of data analysis
305
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Propriety of the computations in deriving the
staffing equation
Suitability of additives, exceptions, and devia-
tions (AEDs) to accommodate unique situations
Proper workload range depicted in the staffing
table and appropriateness of categories, MOS/
series, skills, and grades shown
Suitability and utility of program estimating
equations or factors
- Format compliance and editorial content.
* Coordinating trial applications of standards after
studies are approved.
* Reviewing trial application results and determining
any adjustments that should be made to improve
the standards.
e Making on-site visits during the different phases
of standards development to assure that prescribed
procedures and techniques are being used.
e Recommending changes in parameters and techniques
where the same quality products can be achieved
with less labor cost.
e Determining extent of quality control to be exer-
cised by development activities so that unneces-
sary duplication of reviews is avoided.4 1
306
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PRESEARCH INCORPORATED
DEVELOP STANDARDS
Based on a directed schedule, a team of personnel with required
skills is designated to develop a standards study as a means
of presenting a proposed standard. The more significant actions
of this team in producing this standards study are outlined
below.
* Preparing a measurement plan as follows:
- Identifying work center(s) to be covered by
the standard
- Developing work center description(s)
- Identifying work units and potential workload
factors for each work center
- Prescribing the work measurement methods to
be used in collecting needed data
- Prescribing work count(s) to be used
- Identifying potential management improvements.
e Submitting measurement plan to appropriate quality
control office for review and approval.
.. *After approval of the measurement plan, collecting
the data according to the scheme set forth in
the plan. (This normally includes data from various
* locations that must be collected TDY or by tech-
nicians stationed at or near these locations.)
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Analyzing collected data to determine what is
compatible for use in producing a staffing equa-
tion that gives total manpower required for various
workload volumes.
eDetermining the civilian-military mix appropriate
for the function and military needs of the Army.
e Using this mix to build a table that depicts a
selected number of workloads and the military
and/or civilians needed for each by duty title,
MOS/series by grade (nominal grade for civilians),
and quantity. Also identifying any special adjust-
ments that must be made to the standard to accom-
modate for individual locations and/or conditions.
e Developing program estimating factors, if approp-
riate, to provide program oriented variables used
to forecast manpower needs for the next 5 fiscal
years in the functional area covered by the stan-
dard.
* After approval, transmitting the standard to all
users for a trial application (also called initial
application). Resolving any special situations
raised by the trial application. Advising DA
of any changes to the standards that are warranted.
* Updating standards as required based on changes
in methods, directives, equipment, etc.
308
N., L
PRESEARCH INCORPORATED
PUBLISH STANDARDS
The function to publish standards includes the following:
* Establishing and maintaining a manual containing
all approved standards to include program estimating
equations and factors
9 Establishing and maintaining current distribution
lists
* Coordinating printing requirements and printing
schedules
* Formatting individual standards after their approval
for publication in the standards manual.
.309
309
-. -
PRESEARCH INCORPORATED
DETERMINE REQUIREMENTS
The function to determine requirements includes the following:
e Analyzing and evaluating (both qualitatively and
quantitatively) requests submitted by operating
officials and subordinate organizations. After
verification of workload involved, validating
the request by applying standards if they are
available. If not, validating using other assess-
ment techniques.
* Developing manpower requirements for new equipment
and systems.
* Reviewing CITA proposals for validity of in-Service
manpower involved.
* Reviewing utilization of manpower in functional
areas for questionable allocations or utilization.
* Reviewing correspondence and proposed directives
for manpower implications.
* Reviewing host-tenant and other inter-Service
support agreements involving manpower for propriety
of numbers involved.
Responsibility for coordinating AMSCOs needed
for the functional identification to monitor utili-
zation of manpower and required in the development
of functional staffing standards.
310
44
PRESEARCH INCORPORATED
. Monitoring productivity enhancement developments
and alerting appropriate offices in those instances
where an existing standard might be affected.
e Monitoring existence of contracts to avoid dupli-
cation by in-Service authorizations.
e Making trial application (initial application)
of each new standard and determining if special
allowances not provided by standard are needed
because of unique local situations.
o Monitoring projects designed to measure and im-
prove functional productivity trends as they affect
manpower utilization.
e Providing budget justification to support new
requirements generated by mission and/or workload
changes.
* Applying all approved standards at least annually
to provide a credibility statement of need to
Congress for each budget submission.
4
i !i
311
PRESEARCH INCORPORATED
APPENDIX B
CRITERIA DEFINITIONS
Definitions by criteria category for the criteria in Table2.1 are given in this Appendix. Table B.1 contains clarifyingdefinitions for criteria relating to organizational level ofaccomplishment (Where). Definitions for criteria pertainingto the more specific responsibility designations are in TableB.2 (Who).
312
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APPENDIX C
PARTICIPANTS IN THE ARMY MANPOWER REQUIREMENTSDETERMINATION PROGRAM
This appendix lists all major Army commands and those agen-
cies that will participate in the manpower requirements determina-
tion program. Also included in this appendix are the acronyms
for each of the listed activities used in this report.
j
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PARTICIPANTS IN THE ARMY MANPOWER REQUIREMENTSDETERMINATION PROGRAM
Major Army Commands Acronym
US Army Forces Command FORSCOM
US Army, Europe USAREUR
US Army Material Development andReadiness Command
US Army Training and Doctrine Command TRADOC
US Army Health Services Command hSC
Eighth US Army EUSA
US Army Communications Command USACC
US Army Western Command WESTCOM
US Army Intelligence and Security INSCOMCommand
US Army Corps of Engineers USACE
Military Traffic Management Command MTMC
US Military District of Washington MDW
US Army, Japan USARJ
US Army Criminal Investigation Command USACIDC
Major Agencies*
Army National Guard ARNG
The Adjutant General Office TAGO
US Army Computer Systems Command USACSC
US Army Recruiting Command USAREC
United States Military Academy USMA
The Surgeon General TSG
US Army Military Personnel Center MILPERCEN
Military Enlisted Processing Command MEPCOM
US Army Troop Support Agency USATSA
US Army Finance and Accounting Center USAFAC
* * Those agencies and commands reporting to HQDA with more
than l,S00 authorized TDA population.
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APPENDIX D
HQDA STAFF FUNCTION STATEMENTS
This appendix contains detailed function statements for
the DA staff (DSCPER) under the various alternative organization
structures.
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PROVIDE PROGRAM MANAGEMENT
To provide program management at the HQDA level, the staff will
do the following:
* Establish policies for a staffing standards pro-
gram in the Army.to include the role staffing
standards fulfill and how they interface with
other standards used within the Army.
e Develop and maintain the directive that is the
basic authority for staffing standards and set
forth the scope and policies under which they
will be developed.
* Determine any overall exclusions to standards
coverage when analysis indicates that it would
be neither feasible nor cost effective to develop
staffing standards.
* Determine which functions should receive priority
in the standards development sequence and issue
guidance as appropriate.
* Establish standards coverage goals for TDA authori-
zations and monitor progress toward these goals.* Coordinate and interface staffing standards with
other standards efforts within DA.
* Monitor career fields used in the requirementsSI program and recommend changes that would improvethe overall program.
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Monitor Army resources (both current and programmed)
dedicated to the staffing standards program to
assure that capability exists and is programmed
to meet established goals and Army-wide needs.
Present overall Army manpower requirements process
to OSD, OMB, and Congress in the annual Manpower
Requirements Report.
* Develop and coordinate overall training require-
ments for both upgrade training for personnel
in the program and new personnel entering the
program.
9 Establish overall ADP requirements for the program
and support these needs in the budget.
9 Monitor overall budget allocations for the program
to ensure that required staffing is being provided.
If not, revise goals accordingly.
* Coordinate program effort with commercial/indus-
trial type activities (CITA) review to ensure- I that staffing standards program provides needed
support to the CITA effort in determining in-serivce
manpower estimates.
e Approve standards studies that meet all quality*. control criteria prior to the standard being pub-
:* lished.
* Coordinate training course curricula to update
assigned technicians and recommand training course
curricula for personnel entering the program.
9 Be responsible for a manual containing all approved
standards to include program estimating equations
. Iand factors.
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PRESCRIBE STANDARDS DEVELOPMENT METHODOLOGY "
To prescribe standards development methodology at the HQDA level,
the staff will do the following:
* Develop standards development methodology and
detailed procedures to be used in preparing the
study to support each standard. Document as neces-
sary to ensure that all standards development
activities will have clear and concise instruc-
tions for a credible standards development effort.
e Monitor management engineering developments out-
side the Army and recommend new equipment and
ADP capabilities to expedite standards development
or to produce standards at a lower labor cost.
* Coordinate with Adjutant General on forms used
in the development of standards and ensure that
stocks are adequate to meet anticipated usage.
e Develop and prescribe parameters that must be
met to qualify statistics and data for various
types of standards.
* Prescribe formats to be used in the documentation
of the various phases of standards development.
e Prescribe which documents and/or at which points
in the development process quality control will
be performed.
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* Coordinate on equipment allowances for all activi-
ties developing staffing standards.
* Establish ADP requirements for data collection
and computations.
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ENFORCE STANDARDS DEVELOPMENT METHODOLOGY AND POLICIES
To enforce standards development methodology and policies at
the HQDA level, the staff will do the following:
e Review measurement plans for both substance and
proper format. The more significant areas con-
sidered in these reviews are as follows:
- Adequacy of work center description(s)
- Appropriateness of the workload to be collected
and propriety of the work count system
- Effect of the recommended management improve-
ments on the measurement plan if they are imple-
4 mented
- Representative coverage of the functional uni-
verse by the locations selected for measurement
- Format compliance and editorial content.
* Coordinate measurement plans with functional staff
and determine if any of the suggested management
4improvements should be directed for implementa-
tion.
Review completed standards studies. The more
significant areas examined in these reviews are
as follows:
- Sufficiency of data collected
- Adequacy of data analysis
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Propriety of the computations in deriving the
staffing equation
Suitability of additives, exceptions, and devia-
tions (AEDs) to accommodate unique situations
Proper workload range depicted in the staffing
table and appropriateness of categories, MOS/
series, skills, and grades shown
Suitability and utility of program estimating
equations of factors
Format compliance and editorial content.
* Coordinate trial applications of standards after
studies are approved.
* Review trial application results and determine
any adjustements that should be made to improve
the standard.
* Make on-site visits during the different phases
of standards development to assure that prescribed
procedures and techniques are being used.
e Recommend changes in parameters and techniques
where the same quality products can be achieved
with less labor cost.
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PUBLISH STANDARDS
HQDA STAFF
Publication of standards by HQDA staff is only requiredunder alternative 2. Under this alternative, publication ofstandards has been combined with the "provide program management"
functions at the HQDA staff level.
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DETERMINE REQUIREMENTS
To determine requirements at the HQDA level, the staff will
do the following:
e Analyze and evaluate (both qualitatively and quan-
titatively) requests submitted by subordinate
organizations after continuation of workload in-
volved.
e Develop manpower requirements for new equipment
and systems.
9 Review MACOM CITA budget proposals for proper
in-Service manpower deletions.
* Review utilization of manpower in functional areas
for questionable allocations or utilization.
* Review correspondence and proposed directives
for manpower implications.
* Review host-tenant and other inter-Service support
agreements involving manpower for propriety of
numbers.
e Coordinate AMSCOs needed for functional identifi-
cation to monitor utilization of manpower as re-
quired in the development of functional staffing
standards.
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APPENDIX E
FOA FUNCTION STATEMENTS AND MISSION DIRECTIVE
This appendix contains the FOA detailed function state-
ments for the manpower requirements determination program (MRDP)
under alternatives 1 and 3. This appendix also contains a draft
mission directive for an FOA that would have the responsibility
for developing staffing standards under the Army's MRDP.
,p 4
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PROVIDE PROGRAM MANAGEMENT
To provide program management at the FOA level (not required
under alternative 2), the staff will do the following:
* Recommend policies to update the staffing stan-
dards program.
e Recommend changes to the directive that is the
basic authority for staffing standards and set
forth the scope and policies under which they
will be developed.
e Recommend any overall exclusions to common stan-
dards coverage when analysis indicates that it
would be neither feasible nor cost effective to
develop such staffing standards.
e Recommend to DA which functions should receive
priority in the standards development sequence.
* Prepare milestone charts for completion of each
phase of FOA standards studies and monitor progress
toward meeting these timetables.
9 Recommend standards coverage goals for TDA authori-
zations Army-wide.
e Draft common staffing standards schedules for
approval and transmission to organizations with
a staffing standards program below DA level.
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* Recommend career field changes that would improve
the overall program.
* Recommand training requirements for new personnel
entering the program and upgrade training for
personnel in the program.
Draft statements of ADP requirements for the pro-
gram.
Monitor overall budget allocations for the program
to ensure that required staffing is being provided.
If not, recommend to DA staff revised goals and
schedules.
a Recommend Army-common standards schedules that
are consistent with commercial/industrial type
activities tCITA) review schedules to ensure that
MRDP provides needed support to the CITA effort.
* Recommend to DA training course curricula to up-
date currently assigned technicians and recommend
training course curricula for personnel entering
the program.
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PRESCRIBE STANDARDS DEVELOPMENT METHODOLOGY
To prescribe standards development methodology at the FOA level
(not required under alternative 2), the staff will do the fol-
lowing:
* Draft standards development methodology and recom-
mend changes in detailed procedures to be used
in preparing studies to support proposed standards.
e Recommend new equipment and/or ADP capabilities
to expedite standards development or to produce
standards at a lower labor cost.
o Coordinate with Adjutant General on forms usea
in the development of standards and ensure that
stocks are adequate to meet anticipated usage.
o Propose any changes in parameters that must be
met to qualify statistics and data for various
types of standards.
o Suggest changes in formats that will improve
presentation of the various phases of standards
development.o Suggest any changes to improve quality control
of the development process.
o Suggest changes in equipment for development activi-
ties that will facilitate standards studies.
o Recommend changes in ADP requirements to improve/
expedite data collection and computations.
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ENFORCE STANDARDS DEVELOPMENT METHODOLOGY AND POLICIES
Enforce standards development methodology and policies at the
FOA level (not required under alternative 2), the staff will
do the following:
9 Review FOA prepared measurement plans for both
substance and proper format. The more significant
areas considered in these reviews are as follows:
- Adequacy of work center description(s)
- Appropriateness of the workload to be collected
and propriety of the work count system
- Effect of the recommended management improve-
ments on the measurement plan if they are imple-
mented
- Representative coverage of the functional uni-
verse by the locations selected for measurement
- Format compliance and editorial content.
0 Coordinate FOA measurement plans with DA staff
as appropriate.
* Review completed FOA standards studies. The more
significant areas examined in these reivews are
as follows:
- Sufficiency of data collected
- Adequacy of data analysis
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.1
- Propriety of the computations in deriving the
staffing equation
- Suitability of additives, exceptions, and devia-
tions (AEDs) to accommodate unique situations
Proper workload range depicted in the staffing
table and appropriateness of categories, MOS/
series, skills, and grades shown
- Suitability and utility of program estimating
equations or factors
- Format compliance and editorial content.
* Review trial application results and determine
any adjustments that should be made to improve
the standard.
* Make on-site visits during the different phases
of standards development to assure that prescribed
procedures and techniques are being used.
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DEVELOP STANDARDS
To develop standards at the FOA level (not required under alter-
native 2), the staff will do the following:
Based on a directed schedule for common standards,
prepare a staffing standards study that presents
each proposed standard. Each development study
will consist of the following three phases:
Preliminary phase involves all of the planning
for the other two phases. The result of this
planning is documented in a measurement plan
that does the following:
-- Identifies work center(s) to be covered
by the standard
-- Develops work center description(s)
- - Identifies work units and potential work-
load factors for each work center
-- Prescribes the work measurement methous
to be used in collecting needed data
-- Prescribes a work count to be used
S-- Identifies potential management improve-
ments
-- Specifies locations to be measured and
who will conduct measurements. (Completed
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measurement plan is submitted to approp-
riate level for review and concurrence/com-ment prior to proceeding with the remainder
of the study.)
Measurement phase--Involves collection of thedata according to the scheme set forth in the
measurement plan.
Computation phase--Involves the analysis of
collected data to determine which is compatiblefor use in producing a staffing equiation that
gives total manpower required for various work-
load volumes. This includes the following:
-- Determination of civilian-military mix
appropriate for the function consistent
with other military needs of the Army
Construction of a table that depicts aselected number of workloads and the military
and/or civilians needed for each by duty
title, MOS/series by grade (nominal gradefor civilian), and quantity. Also identi-
fies any special adjustments that mustbe made to the standard to accommodate
for individual lochtions and/or conditions
-- Development of Program Estimating Factors,
if appropriate, to provide program oriented
variables used to forecast manpower needsfor the next 5 fiscal years in the func-tional area covered by the standard.
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* After approval, transmit the standard to all usersfor a trial application (also called initial appli-
cation). Resolve any special situations raised
by the trial application and advise DA of any
changes to the standards that are warranted.
a Update standards as required based on changes
in methods, directives, equipment, etc.
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PUBLISH STANDARDS
To publish standards at the FOA level (not required ur alterna-
tive 2), the staff will do the following:
* Establish and maintain a manual containing all
approved standards, including program estimating
equations and factors
* Maintain current distribution lists
9 Format individual standards after their approval
for publication in the standards manual.
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DETERMINE REQUIREMENTS
To determine requirements at the FOA level (not required under
alternative 2), the staff will do the following:
* Analyze and evaluate (both qualitatively and quan-
titatively) requests referred by HQDA staff for
verification of workload involved and proper appli-
cation of standards if they are available. If
standards are not available, validate requirements
using other assessment techniques.
* When requested by DA staff, develop manpower re-quirements for new equipment and systems.
9 Monitor utilization of manpower in functional
areas for questionable allocations or utilization.
* Review proposed directives for manpower implica-
tions.
e Review host-tenant and other inter-Service support
agreements referred by HQDA staff and recommend
changes in manpower as necessary.
* Be responsible for coordinating AMSCOs needed
for the functional identification of manpowerinvolved in the development of functional staffingstandards.
0 Provide members and administrative support to
the HQDA manpower survey team.
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* Assist DA staff in the development of workload
reporting systems to provide manpower managers
with the workload information needed for standards
application.
e Monitor currency of Army-common standards and
recommend updates as appropriate.
* Monitor MACOM/agency standards reapplication schedules.
* Perform studies on the following and recommend
changes as needed:
- Man-hour availability factor and updates as
required
- Grade authorization structure for compatibility
with personnel promotion policies/criteria
- Manpower mix within the Army.
Advise MILPERCEN and CIVPERCEN of significant
authorization changes resulting from a new or
revised Army-common standard.
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DRAFT MISSION DIRECTIVE- -FOA
(Not required under alternative 2)
Attached is a proposed mission directive for a U.S. Army
Staffi.ng Standards Development Agency.
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Army Regulation
No. 10-
HEADQUARTERSDEPARTMENT OF THE ARMY
Washington, D.C.(date)
ORGANIZATION AND FUNCTIONS
US ARMY STAFFING STANDARDS DEVELOPMENT AGENCY
Effective (date)
This regulation governs the responsibilities of the US ArmyStaffing Standards Development Agency (USASSDA) under the func-tions and authority assigned to The DCSPER by AR 10-5. Localsupplementation of this regulation is prohibited except uponapproval of The DCSPER.
Users of this regulation will not implement interim changesunless the change document has been authenticated by The AdjutantGeneral. (Interim changes expire 1 year after publication date.)If a formal printed change is not received by the time the in-terim change expires, users will destroy the interim change.
Paragraph
Purpose ....... ... ................ 1Mission ....... ... ................ 2Applicability ...... .. ............. 3Functions 4............... 4Responsibilities ... .... ............ 5Channels of communications ...... 6
1. PURPOSE. This regulation gives the mission, principalfunctions, command and staff relationships, responsiblities,and communication channels of the US Army Staffing StandardsDevelopment Agency (USASSDA). This is a field operating agencyunder the jurisdiction of The Deputy Chief of Staff for Person-nel (DCSPER). I.
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2. MISSION. The mission of USASSDA is as follows:
a. Develop and maintain Army-common manpower staf-fing standards for the purpose of improving man-power utilization.
b. Supervise assigned teams engaged in the develop-ment of standards.
c. Assure the implementation of technical and proceduralguidance.
d. Issue standards development schedules
e. Publish standards
3. APPLICABILITY. This regulation applies to the ActiveArmy, the Army National Guard, and the Army Reserve.
4. FUNCTIONS. The principal functions of USASSDA are listedbelow.
a. Exercise command over functional standards develop-ment teams (SSTs)
b. Develop and update Army manpower standards for
major common functional areas.
c. Participate in the preparation of technical guidancefor the development and maintenance of manpowerstandards.
d. Schedule assigned functional SSTs and coordinatewith command team requirements for the develop-ment of Army-common standards.
e. Provide standards development assistance as di-rected by DCSPER.
f. Review proposed manpower standards for technicaladequacy.
g. Provide technical assistance to command standardsdevelopment activities and function areas asrequested.
h. Participate with other agencies in improvingcurrent techniques for determination of grade
requirements.
i. Assure the use of occupational analysis datain the standards development process.
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j. Ensure coordinated development of grade/skillrequirements through continual information inter-change with appropriate personnel offices duringmanpower standards development.
k. Advise MILPERCEN/CIVPERCEN on overall manpowerimplications that interrelate with personnelactions to include the following:(1) Significant adjustments in programmed man-
power by MOS/series and command
(2) Manpower impacts by skill and command thatwill result from current Army staff and/orOSD program change decisions.
(3) Intercommand transfers of functional respon-sibility that have significant manpowerimpacts.
(4) Impacts of proposed changes to the Armymilitary classification systems.
(5) Basis for significant changes in manpowerrequirements by MOS/series.
(6) Coordination of the development of Army-common standards and monitoring of theinitial application.
(7) Response to requests- for information re-garding manpower authorization changesand their causes.
1. Establish requirements for education and trainingprograms of manpower management personnel.
m. On a continuing basis, assess the technical guid-ance contained in Army Standards Developmentpolicies and procedures, and submit recommenda-tions for improvement to DAPE-MBU as appropriate.
n. Perform manpower utilization studies e.g., develop-ment and maintenance of man-hour availabilityfactors for various workweeks to include thoseunder emergency conditions.
o. Provide input to Army productivity improvementprogram based on staffing standards applications.
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p. Develop functional coding definitions to supportthe staffing standards program and interfacewith the Army management structure code system.
q. Perform research and develop models for use inmanpower requirements computations to ensurerequirements are consistent with MOS career paterns.
r. Monitor wartime requirements for TDA organiza-tions and provide technical guidance and proce-dures for use in determining these requirements.
s. Establish ADP requirements for use in standardsdevelopment.
t. Coordinate workload reporting systems for Army-common standards.
5. RESPONSIBLITIES. The Commander, USASSDA, is responsibleto the DCSPER, HQDA, for accomplishing the USASSDA mission andfunctions. The Commander is under the staff supervision ofthe Director of Manpower, Plans, and Budget, DCSPER.
6. CHANNELS OF COMMUNICATIONS. Liaison and direct communica-tion is authorized between USASSDA and major and subordinateArmy commands, other Army field operating agencies, standardsdevelopment activities of other services, and other Federalagencies in all matters related to worldwide USASSDA missionsand functions assigned by DCSPER, HQDA.
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The proponent agency of this regulation
is the Office of the Deputy Chief ofStaff for Personnel. Users are invitedto send comments and suggested improve-ments on DA Form 2028 (Recommended Changesto Publications and Blank Forms) directto HQDA (DAPE-MBU) WASH, D.C. 20310.
By Order of the Secretary of the Army:
E. C. MeyerGeneral, United States Army
Chief of Staff
Official:
J.C. PENNINGTONMajor General, United States Army
The Adjutant General
DISTRIBUTION:
To be distributed in accordance with DA Form 12-9A require-ments for AR, Organization and Function.
Active Army: A
ARNG: NoneUSAR: A
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APPENDIX F
MACOM/AGENCY FUNCTIONS
This appendix contains the detailed functional statements
for the manpower requirements determination program at the MACOM/
agency level under the various alternative organization options.
It also includes a functional statement for requirements deter-
mination below MACOM headquarters level when so authorized.
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PROVIDE PROGRAM MANAGEMENT
To provide program management at the MACOM/agency level, the
staff will do the following:
e Establish policies for the command staffing stan-
dards.
* Be responsible for any required command supple-
ments to the HQDA directive, which is the basic
authority for staffing standards.
e Determine any overall exclusions to command-unique
standards coverage when analysis indicates that it
would be neither feasible nor cost effective to
develop staffing standards.
e Determine which command-unique functions should
receive priority in the standards development
sequence and issue development schedules that are
consistent with Army-wide development timetables.
* Prepare milestones for completion of each phase of
a command-unique standards study and monitor pro-
gress toward meeting this timetable.
* Review existing command standards, determine when
revisions are warranted, as well as schedules, up-
dates, or new studies as appropriate.
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e Coordinate and interface command-unique staffing
standards with other standards efforts within the
command.
e Monitor command resources (both current and pro-
grammed) dedicated to the staffing standards pro-
gram to assure that capability exists and is pro-
grammed to meet command established goals and Army-
wide needs.
Coordinate overall command training requirements
for new personnel entering the program and upgrade
training for personnel in the program.
* Coordinate command ADP requirements for the program.
e Monitor command budget allocations for the staffing
standards program to ensure that required resources
are provided. If not, revise goals and schedules
accordingly.
e Coordinate command program effort with commercial/
industrial type activities (CITA) reviews to ensure
that staffing standards program provides needed
support to the CITA effort in determining in-Service
manpower estimates.
* Review standards studies for quality assurance
prior to forwarding to HQDA for approval.
* (Additional task under variation to alternative 3
option).
# Maintain a command manual containing all approved
command standards to include program estimating
equations and factors.
e Maintain a current distribution list for standards
$i manual.
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* Coordinate printing requirements and printingschedules.
* Format individual standards after their approvalfor publication in the command standards manual.
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ENFORCE STANDARDS DEVELOPMENT METHODOLOGY AND POLICIES
To enforce standards development methodology and policies at the
MACOM/agency level, the staff will do the following:
e Review command measurement plans for both substance
and proper format. The more significant areas
considered in these reviews are as follows:
- Adequacy of work center description(s)
- Appropriateness of the workload to be collected
and Trouriety of the work count system
- Effect of the recommended management improve-
ments on the measurement plan if they are imple-
mented
- Representative coverage of the functional uni-
verse by the locations selected for management
- Format compliance and editorial content.
* Coordinate command measurement plans with func-
tional staff and determine if any of the manage-
ment improvements should be directed for implemen-
tation.
more significant areas examined in these reviews
are as follows:
- Sufficiency of data collected
- Adequacy of data analysis
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Propriety of the computations in deriving the
staffing equation
Suitability of additives, exceptions, and devia-tions (AEDs) accommodate to unique situations
Proper workload range depicted in the staffing
table and appropriateness of categories, HOS/-
series, skills, and grades shown
Suitability and utility of program estimating
equations of factors
Format compliance and editorial content.
e Coordinate trial applications of standards after
studies are approved.
e Review trial application results and determine any
adjustments that should be made to improve the
standard.
* Make on-site visits during the different phases of
standards development to assure that prescribed
procedures and techniques are being used.
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DEVELOP STANDARDS
To develop standards at the MACOM/agency level a team of person-
nel will designated with required skills to develop a standards
study as a means of presenting a proposed standard. The more
significant actions of this team in producing this standards
study are outlined below. The staff will do the following:
e Prepare a measurement plan that does the following:
- Identifies work center(s) to be covered by the
standard
-Develops work center description(s)
- Identifies work units and potential workload
factors for each work center
-Prescribes the work measurement methods to be
used in collecting needed data
- Prescribes a work count to be used
- Identifies potential management improvements.
* Submit measurement plan to appropriate quality
control office for review and approval.
* Collect the data according to the scheme set forth
in the measurement plan. (This normally includes
data from various locations that must be collected
TDY or by technicians stationed at or near these
locations.)
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Analyze collected data to determine which is
compatible for use in producing a staffing equa-
tion that gives total manpower required for
various workload volumes.
e Determine the civilian-military mix appropriate
for the function and military needs of the Army.
9 Using this mix, build a table that depicts a
selected number of workloads and the military
and/or civilians needed for each by duty title,
MOS/series by grade (nominal grade for civilians),
and quantity. Also identify any special adjust-
ments that must be made to the standard to accom-
modate for individual locations and/or conditions.
e Develop program estimating factors, if appropri-
ate, to provide program oriented variables used
to forecast manpower needs for the next 5 fiscal
years in the functional area covered by the
standard.
After approval, transmit the standard to all
users for a trial application (also called ini-
tial application). Resolve any special situa-
tions raised by the trial application. Advise
DA of any changes to the standards that are
warranted.
* Update standard as required based on changes in
methods, directives, equipment, etc.
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PUBLISH STANDARDS
MACOM/AGENCY LEVEL
This function is only performed at this level under a variation
to alternative 3. If performed at this level, the function to
publish standards is combined with program management.
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DETERMINE REQUIREMENTS
To determine requirements at the MACOM/agency level, the staff
will:
* Analyze and evaluate (both qualitatively and quan-
titatively) requests submitted by subordinate
organizations. After verification of workload
involved, validate the request by applying stan-
dards if they are available. If not, validateusing other assessment techniques.
* Develop manpower requirements for new equipment
and systems.
* Review CITA proposals for validity of in-Service
manpower involved.
* Review utilization of manpower in functional areas
for questionable allocations or utilization.
9 Review correspondence and proposed directives formanpower implications.
e Review host-tenant and other inter-Service support
agreements involving manpower for propriety of
numbers involved.
* Monitor productivity enhancement developments andalert appropriate offices in those instances where
an existing standard might be affected.
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M Monitor existence of contracts to avoid dupitca-
tion by in-Service authorizations.
9 Make trial applications (initial applications) of
each new standard and determine if special allow-
ances not provided by standards are needed becauseof unique command/local situations.
o Monitor projects designed to measure and improve
functional productivity trends as they affect man-
power utilization.
o Provide budget justification to HQDA to support
new requirements generated by mission and/or work-
load changes.
* Apply, or require subordinate organizations toapply, all approved standards at least annually to
provide credible manpower requirements to HQDA for
each budget submission.
* Conduct manpower surveys as required for subord-
inate organizations in functional areas not al-
ready covered by staffing standards or under study
(i.e., surveys will not be required in areas thatare under standards or are the subject of current
standards studies).
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DETERMINE REQUIREMENTS
BELOW MACOM LEVEL
To determine requirements below the MACOM/agency level, the
appropriate manpower staff will do the following:
9 Analyze and evaluate (both qualitatively and quan-
titatively) requests submitted by operating offi-
cials and subordinate organizations. After veri-
fication of workload involved, validate the
request by applying standards if they are
available. If not, validate using other
assessment techniques.
* Review CITA proposals for validity of in-Service
manpower involved.
9 Review utilization of manpower in functional areas
for questionable allocations or utilization.
* Review correspondence and proposed directives for
manpower implications.
* Review host-tenant and other inter-Service support
agreements involving manpower for propriety of
numbers involved.
* Monitor existence of contracts to avoid duplica-
tion by in-Service authorizations.
* Make trial application (initial application) of
each new standard and determine if special allow-
ances not provided by standard are needed because
of unique local situations.
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e Provide budget justification to support new require-
ments generated by mission and/or workload changes.
* Apply all approved standards at least annually to
provide credible manpower requirements to MACOM
HQDS for each budget submission.
4
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APPENDIX G
RESOURCE QUANTIFICATION FOR STANDARDS DEVELOPMENT
G.1 This Appendix describes the derivation of the resource
estimating algorithm that is used to determine the number of
analysts required to accomplish the development phases of Army
staffing standard studies.
OBJECTIVES
G.2 The basic objectives of this effort were to do the following:
a. Identify and analyze the parameters that affect
the number of analysts required to develop staff-
ing standards.
b. Develop a methodology for projecting resource
requirements for specific increments of standards
development workload.
APPROACH
G.3 The approach used in this effort was designed to do the
following:
a. Draw upon the resource planning and scheduling
information of other services to identify rele-
vant planning factors and to formulate a basic
resource estimating formula.
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b. Incorporate into the basic formula such additional
resource considerations as are relevant to an
Army-wide staffing standards program.
G.4 The specific approach consisted of four basic steps.
a. First, schedules covering standards development
efforts under consideration by the U.S. Navy and
Air Force were obtained.
b. Next, analyses were performed of the schedules to
identify relevant planning factors. Discussionswere held with persons having knowledge of and
work related experience in preparing these sched-
ules to obtain an overall understanding of the
scheduling methodology and to assess the relevancy
of the planning factors to the development of a
schedule for an Army program.
c. Third, statistical analyses were performed of the
planning information to determine the staffing
patterns or ratios used, and to evolve a mathemat-
ical expression of the analyst-to-workload rela-
tionships.
d. Finally, the resultant relationships were assessed
for applicability to the Army standards program
and appropriate adjustments made.
ANALYSIS
G.5 Principal among the information sources utilized were the
standards development schedules developed for the USAF Manage-
ment Engineering Program and the USN Shore Requirements, Stan-
dards, and Manpower Planning System (SHORSTAMPS) Program.
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PRESEARCH INCORPORATED
G.6 Air Force Program. Currently, all USAF common staffing
standards are centrally scheduled on a 2-year basis by the Air
Force Management Engineering Agency (AFMEA). With few excep-
tions, a uniform 66-week schedule is utilized for each standards
development effort, which includes the trial application of the
standard. Based on this schedule, AFMEA provides major command
scheduling officials with an estimate of the number of techni-
cians that will be required for each of the command management
engineering teams selected as iliputs on a given standards effort.
Informal contact with scheduling officials of two USAF major
commands (Tactical Air Command and Military Airlift Command)
indicated that the parameters used to allocate command techni-
cian resources for a given staffing standards effort are as
follows:
e The number of work centers in the standards devel-
opment effort
e The method of workload measurement (i.e., opera-
tional audit, work sampling, time study, etc.)
envisioned for use in the standards effort
e The current and/or forecast man-week loading of an
input team
* The scope of the study.
Currently USAF directives do not identify the specific param-
eters used in scheduling, but indications are that there are
common parameters used by AFMEA and by all major commands in
preparing schedules. Since most USAF-common staffing standards
efforts have utilized the operational audit method of measurement
in recent years, it would appear that the number of work centers
within a given standards effort is the predominant parameter for
technician loading in the current USAF program.
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G.7 Navy Program. From available data, the USN SHORSTAMPS
standards developnont program is scheduled on a S-year basis,with semiannual updal:ing of the master schedule. Standards
studies are programmed by man-months required for each phase of
a standards development effort from the preliminary phase through
the application/implementation phase. Although there are no
known published procedures/parameters for man-month allocations
in the SHORSTAMPS scheduling system, analysis of available data
indicated a high correlation between the man-months scheduled
for representative standards development efforts and the number
of work centers under study. Unlike the Air Force, the Navy
does not apply a uniform, fixed calendar schedule to each study.
Informal contact with SHORSTAMPS personnel indicated that all of
the aforementioned parameters affect the schedule to some extent;
however, the number of work centers under development is the
driving factor.
G.8 Assessment. Both Services' programs utilize the same basic
planning factors in developing their respective standards devel-opment schedules; consequently planning information from either
program would be adequate as a base from which to formulate abasic resource estimating formula. The SHORSTAMPS schedule was
selected, however, because it would more closely reflect the
resource requirements for standards studies under developmentwithin the framework of a relatively new program. This assess-
ment is made relative to the Air Force's program, which spans
over two decades. Key considerations in selecting the SHORSTAMPS
*methodology were as follows:
a. The SHORSTAMPS program was initiated in 1973.
The major effort continues to be directed toward
the development of first generation staffing stan-
dards.
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(b. Standards are being developed for base support
type activities and functions ashore that aresimilar to functions and proportional population
in the Army TDA universe.
c. Emphasis is on developing functional staffing
standards on a Navy-wide basis.
G.9 Resource Estimating Algorithm. Based on the planning in-
formation in the SHORSTAMPS schedule an algorithm was developed
using the following steps:
a. The bivarate linear equation Y = a + bX was used
as the mathematical model for testing paired
values. In this equation, Y is the dependent
variable and X the independent variable, with a
and b representing constants. (The a represents
fixed costs of each study and the b is the expected
change in Y with a change of one unit of X.)
b. Using the SHORSTAMPS planning information, the
tested dependent variable Y) was the total man-
months for the preliminary, measurement, and com-
putation phases. The independent variables (X
values) tested were the number of work centers
and the total population in each study. Both
linear and multilinear regression models were
tested to determine the best statistical fit.
The selected independent variable was the totalnumber of work centers. The data utilized in
regression analysis and the statistical parameters
obtained are provided as follows:
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Number of
Standards Number of AnalystStudies Work Centers Man-Months
1 4 S9
2 7 723 4 59
4 3 30
S 2 236 2 15
The resultant regression equation is: Y =
1.538 + 11.308X.
The statistical parameters are:
Coefficient of Determination (r2) = .8190Coefficient of Correlation (r) = .9050Standard Error of the Estimate = 11.06
Coefficient of Variation (v) = .2573Test of Significance ("t") = 4.255
The criteria for model acceptance were: >r2
.7071; r>.50; "t" >2.45 and v <.30. These
criteria are generally those prescribed forstaffing standards developed on the basis of
regression analysis.
c. The above basic resource estimating equation wasadjusted to compensate for additional tasks that
were not reflected in the SHORSTAMPS planning
information. These tasks are incidental to thestartup of the Army program or reflect additionalrequirements of the program.
(1) Functional language development. Additionaltime will be required to develop and refine
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a functional language that adequately des-
cribes base support taskings and responsi-
bilities. The language will be developed
during the preliminary phase of standards
development. It is estimated that 1 man-
month per standards development study would
be required. This nominal amount was added
to the "a" value in the estimating equation.
(2) Trial application of approved standards.
After each standards study has been approved,
initial application is made to determine the
manpower impact. An additional allowance is
required to perform this workload and to
resolve any special situations that arise
from the initial application. These added
tasks are not reflected in the SHORSTAMPS
planning information that formed the basisfor the estimating equation. Time to ac-
complish this workload would vary based on
the number of work centers involved. It is
estimated that approximately .70 man-months
would be required per work center. This
estimate was added to the "b" coefficient
obtained in the resource estimating equa-
tion. The estimating equation developed
thus far, adjusted to significant digits,
becomes Y = 2.5 + 12X.
(3) Task and summary-level standards development.
The time to perform this added functional
responsibility would vary based on the
number of work centers in a standards devel-
opment study. It is estimated that an addi-
tional 2 man-months would be required per
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PRESEARCH INCORPORATED
work center to identify and de, ne approp-
riate work units at the task and category
level, perform the data collections, and
compute the task and summary level standards.
With this adjustment, the resultant estimat-
ing equation is Y = 2.5 + 14X.
G.10 The equation (Y = 2.5 + 14X) thus derived can be used to
determine the number of man-months of effort required for each
standards development study. It is important to note that the
estimating equation reflects only the hands-on, analyst man-
months required. Its use is limited to workload planning and
scheduling.
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APPENDIX H
COMMAND-UNIQUE STANDARDS DEVELOPMENT STUDIES
H-.1 This appendix contains listing of potential command-uniquestandards development studies identified by MACOM and agency.
H.2 Tables H.1 through H.21 identify each potential study,
applicable ANSCO, population, and estimated number of workcenters.
, -373
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PRESEARCH INCORPORATED
APPENDIX ISTANDARDS DEVELOPMENT MANPOWER
1.1 This appendix explains the steps used to compute "hands-
on" developmment man-months using the algorithm described in
Appendix G and the conversion of these man-months into authoriza-
tions.
1.2 Using the algorithm described in Appendix G, the number of
positions required to develop standards was determined using thefollowing steps:
a. The algorithm was applied to each Army-common
standard study shown in Table 3.5 and to each
command unique standards study listed in Appendix
H.
b. The resultant man-months were then accumulated
for all Army-common standards and for unique stan-
dards by each MACOM/agency.
c. Manmonths of analyst effort for review and update
of each standard every 2 years after initial
approval was computed for all Army-common stan-
d. dards and for unique standards by MACOM/agency.
d. Update/review man-months were then combined with
initial development man-months to derive total
developer man-months for Army-common standards
and command-unique standards by MACOM/agency.
e. Total developer man-months were then converted to
average number of spaces per year required over
400
PRESEARCH INCORPORATED
the 7-year initial development period for Army-
common standards and for each MACOM/agency (i.e.,
man-months were divided by 12 to obtain man-yearsand the result divided by seven 11 to obtain the
average annual man-years. These average annual
man-years were then converted to authorization
using a conversion factor of 1.16, which is based
on a man-hour availability factor of 145 hours
per month per individual.)
f. Direct technical supervision was then added, at
the rate of 1 full-time supervisor (Team Chief)
for each 10 developer positions, to obtain the
total number of development analysts.
g. Administrative support was then determined on thebasis of 1 clerical position for each 10 develop-
ment analysts (including direct supervision).
1.3 The computation of the number of development positions for
Army-common standards is shown in Table 1.1. The computationsof development positions for the unique standards for each MACOH/
agency are shown in Table 1.2. Inherent in these computations
is the assumption that all analysts positions would be fully
manned for the full 7 years. Because of the large number of
additional analysts that will be required to initiate the program,it is not realistic to assume 100 percent manning from the first
day of the program. To avoid any slippage in program completion,
any shortfall in staffing during this initial buildup period
1/ Authorizations were leveled over the 7-year cycle to providemaximum stability to personnel in the program.
401
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403 1I.
PRESEARCH INCORPORATED
must be offset by increasing the average number of authoriza-
tions for the remainder of the program after full manning is
achieved.
1.4 To determine any shortfall, the expected strength as of
the first day of FY-83 must be estimated and a practical monthly
buildup rate established consistent with trained personnel avail-
ability. By comparing estimated monthly on board strength withL the required 7-year average authorization level, the man-months
of shortfall can be determined. By applying this technique on a
monthly basis from the start of the program until full manning
is achieved, the total man-months of shortfall can be calculated.
The total man-months of shortfall oan then be translated intoauthorizations using the steps outlined above, except that aver-
age annual authorizations would be established based on the num-
ber of years remaining in the 7-year cycle after full manning is
reached. These would then be added to the original level and
become the revised authorizations for Army standards development.
1.5 A review of the various alternatives reveals that all re-
quire approximately the same number of developers. While organi-
zational structures and deployments will vary under each alter-native, indications are that the overall level of manning at the
beginning of FY-83 will be substantially the same under all three
alternatives. While it would be desirable to offset all short-
falls during this buildup period, the large number of variables
in the unique standards development area makes this impractical.
On the other hand, the common standards development effort will,
for the most part, remain the same package under all three alter-
natives. Since the common standards effort holds the most poten-
tial for achieving maximum coverage (i.e., spaces supported by
standards) in the shortest period of time, the focus on offset-
ting any significant manning shortfalls should be in this area.
404
PRESEARCH INCORPORATED
1.6 As shown in Table 1.1, the average number of analyst
authorizations to develop Army-common standards is 91. It is
reasonable to expect that the locations for this new development
effort, or portions thereof, will coincide with locations for
existing development efforts. This collocation should provide
some immediate cadre. The reduction of the manpower survey work-
load should also make available a limited number of analysts for
transfer to this development effort. Additionally, the authori-
zations for standards development in certain MACOMs/agencies
will be reduced by this program and this should release some
personnel for use in the common standards studies effort. Re-
cruiting for new positions will also provide additional per-
sonnel including some transfers from other Federal agencies.
Offsetting these possible gains will be the manning required for
the staff overhead to provide program management, prescribe stan-
dards development methodology, and enforce standards development
methodology and policies. Based on the foregoing considerations,
it is estimated that 27 personnel will initially be available
against the 91 developer requirements. Considering the existing
job market for the type of skills involved and the training (in-
cluding course frequency and class size) required, a realistic
monthly buildup rate of 6 personnel is established for planning
purposes. On this basis, the 91 staffing level would not be
achieved until the end of FY-83. This would create a 374 man-
month shortfall, which would equate to six authorizations using
the same basic steps outlined above in 1.2.
1.7 Accordingly, the number of analysts for the Army-co1 .ion
t4 standards development effort has been adjusted from 91 to 97
average authorizations throughout the program period.
405l 405j
* *~.*. I ~ *.i-.