document resume - eric · document resume. ed 218 476 ce 032 836. author. ansbro, thomas m., title....

DOCUMENT RESUME

ED 218 476 CE 032 836

AUTHOR Ansbro, Thomas M.,TITLE An Overview of the Naval Enlisted Professional

Development Information System (NEPDIS). Focus on theTrained Person.

INSTITUTION Naval Training Analysis and Evaluation Group,Orlando, Fla.

REPORT NO TAEG-TR-122PUB 'DATE- Apr 82NOTE 37p.

EDRS PRICE JC01/PCO2 Plus Postage.DESCRIPTORS *Career Development; *Enlisted Personnel; Information

Services; *Information-Systems; InformationUtilization; Job Analysis; *Military Training;Occupational Information; On the Job Training;Personnel Management; Postsecondary Education;`Professional Development; *Staff Development;*Systems Development; Task Analysis

IDENTIFIERS Navy

)

ABSTRACTThis is the first in a series of reports desCAbin

the origin, develqpment, and applications of the Naval EnlistedProfessional Development Information-System (NEPDIS). ThefiEPDIS, wasdesigned to be a fully computerized information assembly And analysis

:system that would eventually support manpower, personnel, andtraining managedent. This report provides an o erview of the NEPDIS.It describes NEPDIS subsystems, summarizes the ument status of the,system and ongoing developments, and treats -4 pr pplicationof the NEPDIS,concept to a model for Navy enliste reer planning.The NEPDIS system includes an occupational data base and acomputer-assisted method to perform thejob/task/skil analysis. It 4

is composed of five major subsystems which include seven files. Thesesubsystems, and files include the Training Development Subsystem ti(Training. Development and Management File, Task InventoryFile)i the'Instructional Subsystem (Instructioiial Program File, gainingMaterials-and Literature Pile); the Training Record and Evaluation'Subsystem (Training anA Education File, Training Evaluation File);the Career Developmenf Subsystem (Career Ladder File); and the, AuditSubsystem. Of these subsystems and files, only the Task Inventory,File is fully operationar, while the remaining subsystems are atvarious stages'of conceptual or computer software development.(Author/KC)

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Reproductions aupplied by EDRS are.the best triat can be made* from the Original document. ,

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TRAININGANALYSISANDEVALUATIONGROUP

TECHNICAL REPORT 122

AN OVERVIEW OFTHE NAVAL ENLISTED

PROFESS(ONAL DEVELOPMENTINFORMATION SYSTEM (NEPDIS)

A FOCUS ON THETRAINED P

U S REPARTMENT.`OF EDUCATIONNATIONAL INSTLTUTE OF EDUCATION

APPROVED FOR PUBLIC RELEASE,DISTRIBUTION IS UNLIMITED.

"APRIL 1982

T

tit r .

Technical Report 122

AN OVERVIEW OF THE NAVAL' ENLISTEDPROFESSIONAL DEVELOPMENT INFORMATION SYSTEM

(NEPDIS)

Thomas M. Ansbro

Training Analysis and Evaluation Group

'.May 1982

GOVERNMENT RIGHTS IN DATA STATEMENT,

Reproduction of this publication in WhaleQr in part is permitted for any purpose`of the =United States Governiient.

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ALFRED F. SMODE, Ph.Dt, DirectorTraining Analysis and Evaluation Group

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W. L.AIALOY, Ed. D.Deputy Chief of Naval E cation andTraining for.Educationa Developmentand Research and Development

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Unclassified:EcuR.Ty CLASSIFICATION OF THIS PAGE (When DatePritered)

REPORT DOCUMENTATION PAGE .BEFORE COMPLETININSTRUCTIOpSO FORM

IF

REPORT NUMBER .

Report 122

2 GO CESSION NO. 3 RECIPIE4RT'S CATALOG NUMBER

4 TITLE (And Subtitle)

AN OVERVIEW OF THE NAVAL ENLISTEDPROFESSIONAL DEVELOPMENT INFORMATION SYSTEM(NEPOIS

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, S TYPE OF REPORT 6 PE19100 COVERED'

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, 6. PERFORMING ORG REPORT NUMBER

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AUTHOR(.) r.. .

. -Thomas M. Ansbro.

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8. CONTRACT OR GRANT NUMBER(.)

.9 PERFORMING ORGANIZATION NAME AND ADDAMS.,

Training Analysis and Evaluation Group ..

Department of the Navy ,

Orlando, FL 32813 _

10 PROGRAM EL E N ,PROJECT, TASKAREA

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1 CONTROLLING OFFICE NAME AND ADDRESS

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12. REPORT DATE

May 1982. si13. NUMBER OF PAGES

29MONITORING AGENCY NAME 5 ADDRESSW different from Controiling Office)

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15 SECURITY CL ASS (ol this report)

Unclassified,

15s oEcLAssIFICATiON/00INGRADINGsCHED9LE

16 DISTRIBUTION STATEMENT (0/ thlt Report) a, .

Approved for public release; distrib tion is unlimited" .

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oisTRiauTAN STATEMENT (ol th abttrect entered In Block 20, II dills.

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Report),

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te SUPPLEMENTARY NOTES

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19 Key WORDS (Continue on revers Ide II necasity and Identify by block number),.

Naval Enlisted Professional Develdpment . -.

Information System Job Task Analysis -.

Career Planning' Task Descriptions ..

NEPOIS ..

., Training Management., /

Occupational Data Base Front-End Analysis20. .ABSTRACT (Continua on raver side II neceauty and IdentRy b)' block number) .. e

This is. the'first in a -series-of reports .designed to describe theorigin; development,*and applications of the Naval,Enlisted ProfessionalDevelopment Information System (flEPDrS). :.,The,NEPDIS'wias\designed to, be a ,I

fully computerized information assembly and analysis system that would'eventually support" manpower; personnel, and training management.

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.(continued on reverse), .

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DD t FjAT473 1473 EDITION. 01, NOV 85 IS 0850,LE-re

SAN 0102-15.014=6601eUNITY Ck.A531FICATION OF.THIS.PAG.E an Data Entered)

Unclass)fidd

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O. AIMR/V,I Icovtinuedl

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-,, d ongoingThis report provides an oyerv.iew o the NEPDIS and despribes the6

subsystems.' It also summarizes the st tus of the systemdevelopments; and presents a model for career planning based on the NEPDIS

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concept.

As presently configured, the NEPDIS is\ ubsystems and files:

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Training Creve

composed Of t4/ following

ent Subsystem

.. Training `Development and Management File

.. Task Inventory File

Instructional Subsystem

Instructional Program FileTraining Matert.als and Literature File

Training Record and Evaluation Subsystem

.. Training and Education File

.. Training Evaluation File

CarAr Development Subsystem

.. Career Ladder File

Audit Subsystem.

Each;.:pf tkzse' subsystems and files, is described in the report.

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N 0102, I I 01.1- 6601"Unclassified

SECURITY 'CLASSIFICATION OF TN'S PAUE(When Delis Entered)

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TABLE OFCONTENTS

Section. facie

44,,,,4

I INTRODUCTION.3

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Ir 'SYSTEM OVERVLiW'..

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Purpose and Objectives ,

.Hardware1

Overview,,,,

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Training D6elopment,Subsystem

'Task Inventory File..

Training Development and Management File

Instructional Subsystem.,:

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InstrUctional Progllam File 9. Training Materials alid Literature File 9

Training Recerd and Evaluation Subsystem . -.

.Training and Education Fil>r 12Training Evaluation Filesy

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Career Development Subsystem 12

Care,er Ladder File 12

AuditSubsy1tem 15

STATUSANCRTENSION'OF 'NEPOIS 17

Existing.Capabilitjets of hEpOIS 17

Training Developniont,Subsystem., 17

Conceatual,Overview: A. .. 17

Processes and eroducts..,:

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WelaiHinh'aricements ' ', 22An Applitation of theNEPDIS Concept 22

. .. AgsignMent O:Tasks to Pay G'radjs 1 23'Derivation of Task7SRecjfic Billet Descriptio s 23

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Applications of 1a§k-Specific Billet,Dest'riptions ' 23

Derivation ofRdting-Specific Skills 25

ApplicatiOns of RatinglSi)ecific'Skills 25

--Seeton

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TABLE OF CONTENTS (continued)

Derivation of Rating-Specific'Knowledges 25

SUMMARY 27

REFERENCES 29'

,LIST OF ILLUSTRATIONS'

Pageh

NEPDIS Subsystems and Data Fi 6

Ta'sk-Inventory nlePrihtau,t MockUp" a 8

Training Development and Management FilePrintout Mockup 10

Initructional Program File Printout Mockup - 11

Training Mlaterials and Literature FilePrintout Mockup . 11

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Training and Education File Printout Mockup...,s. s

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Career Ladder File Printout Mockup -..

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Filled-Out Job Data Worksheet for NEPDISData Input/(FEA)

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Filled-Out Task Data Worksheet for NEPDISData Input (FEA)

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Single,Task Printout from Wister Job/TaskInvegtory (JT1) of. NEPDIS FEA 21

Products Derived from Comprehensive Job TaskInventory

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Technical Report 12a

SECTION

, 4. INTRODUCTION

The Chief of Naval Education and Training (CNET) has identified a needfor.a comprehensive Navy occupational data bank in support of his goal toprovide "a' proficient occupant for every billet in the fleet" (Cagle, 1973,p. 1).4 Initially, efforts were directed at identifying and evaluating exist-.ing systems having the r5otential for fulfilling this requirement. A numberof-e5cupational data systems which contained portions of the essential infor-mation were identified. Among these were occupational data banks supportingOccupational Standards (OCCSTDS), Persbnnel Qualification Standards (PQS),Engineeising Operational Sequencing Systems (EOSS), Advancement-in-Rate Exami-nations (ARE), and the Naval Occupational -Task $ndlysis Program (NOTAP).The NOTAP supports the OCCSTDS and igialso used in advancement examinationsand training prograedevelopment. Despite ttle fact that such systems'existand meet the purposes for which they were designed, none of them are suffici-ently comprehensive to serve all 'the occupational data needs of the Navytraining= community. Further, becausof noncompatibility of the informationcontained in these data bases and differing methodologies used in obtainingthis.informatiem, it was considered unlikely that these systems could bemerged to meet CNET requirements. Consequently, CNET,jnitiated the develop-very of a dedicated s stgm to meet the projected needs for occupational data.

In an independent but related action, the Chief of Naval,OpeArations(CNO) established an objective to "integrate all training methodologies andinstructional programs. through the use of a common data base" (OPNAYINST f-

531013).- In the same initiative, the CNO also made clear his intent to use .

a /single occupational data base to support manpower and personnel requirementsand to provide appropriate interfaces with raining-requirements.

iThe.,CNET staff recognized that the data base development initiate d tomeet, Naval Education` and Training Command (NAVEDTRACOM) needs could be incor-porated into a more comprehensive manpower; personnel, and training m age-ment information system which 'ould be eonsi6tent with the'CNO objecti e.,This, concept, or system, was named the Naval ..irilisted Professional Dev lop-ment INformation System (NEPDIS). The NEPDI concept incorporated job task/skill analysis and career development system's being developed by CNET (C4CT,1g77.*Davis; 1977, 1977a,11977b). At the time,. these systems were beingindepetdtntly constructed to support the development and, management of bothtraining programs and enlisted careers. The job /task /skill or front-endanalysis (FEP) methodology was originally intended to be an improved occupa-tional data acquisition and analysis sys m for support of Navy InstructionalSystems Devtiopment (ISD) (CNET, 1978; is* 1976). The enlisted careerdevelopment'sys em, with an integrated t fining subsystem (from recruitment,'"to retirement), as being expprimentall veloped.to provide the appropriatetraining at the right time in the career path of each enlisted person sothat the effectiveness of the training'would be maximized.

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While these systems had different purposes, integrating, them into asingle system furnished an opportunity to construct a Navy occupational database that "could serve the purposes of job analysis,. career development, rating

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and billet description, job qualification, advancement, and personnelassignment.

The Oesent report is the first in a series designed to desCribe theorigin, development, and applications of the NEPDIS. The purpose of thisreport is to provide a system overview of NEPDIS and a description of thtsubsystems. It, also summarizes the current status.of the system, ongoingdevelopmepts, and a career planning model based on the NEPDIS colept.

A second report will provide a detailed descriptioll o the job/task/skill analysis subsystem, describe the role of this subsystem In the NEPDIS.and 411ustrate an application of this subsystem for selected avionics ratings.A third rewort will describe a conceptual model for using NEPDISO-n careerplanning including billet descriptions, manpower documents, and seiningprograms.

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SECTION

SYSTEM OVERVIEW

This section presents the purpose and objectives of NEPDIS as originallyconceived, describes the overall structu e of NEPDIS,outlines the conceptuallo0cfand operation of''each of the major subsystems and files, and, finally,discusses the nature of subsystem inters tions., ' //

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PURPOSE AND OBJECTIVES

The NEPDIS was designed to be a fully computerized information 'assemblyand analysis system to support manpower, personnel, and training management(CNET, 1977). This system includes'an occupational datafbase and a computer-assisted methodology to perform job/tah/skill and training analyses.

Specific objectives of the:NEPDIS, in accordance with pertinent'objectivesof ORNAVINST 5310.13, are:

establish a single, centrally managed, comprehensive occupationaldata base which will'prbVide for mobility within and among enlistedratings and Naval Enlisted Clatsfications (NECS)

identify common tasks-acros's Navy ratings and NECs

provide an efficient, integrated; and automated training evaluationmethodology

manage ISD-generated .data through automated-means

A enable Navy managers to make appropriate decisiops_in_meeling_specialneeds or mission requirements by providing them with a completerecord of each enlisted person's training and education experiences

reallocate tasks among pay Ades and establish core and fingercourses keyed to specific billet assignments

establish clearly defined career ladders and career - planning, alter -,natives. f y .

HARDWARE

When operational, NEPDIS projected'to require a, computer the size ofa UNIVAC,1100/40 or IBM 3Z0 sArles, with associated peripherals. At present,NEPDIS resides on the Amdahl 1470 coMputerwat the Northeast Regimal DataCenter, Gainesville, Florida.

OVERVIEW _ .

The NEPDIS is composed of five ma r subsystems, and seven files (figure1). The Training Development Subsystem ntains de Task Inventory File andthe Training Development andnp

al'

agement File. This'subsystem encompassesjob/task/skill data acquisitioh and analysis an. lintains training'Program-deyelopment records. The Instructional Subs stem s composed oil.the

..) g . 5

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REPO S

. v.

RAINING

BEV

TNG CIEV TASK

INVENTORY

IKSTRL ION

(Y Y

INSTRUCT TRAINING

PROGRAM & LIT

A

TttG RCD

& EVAL

TRAINING

& ED

CAREER

°EV'

(CAREER

LADDER

AUDIT ,

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Figure 1. NEPDIS Subsystems- and Data Files

1 1-1

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Technicll Report 122

\

s Instructional Program File and the TrOning Ma,terials and Literate File.This subsystem will provide a record of all instructional suppbrt media andmaterials and the courses which employ them. The "fraining Record and Evalu-ation Subsystem is composed of the Training: and Education File -and the Trai-n-

-ing Evalulttion File. This subsystem will record individual Navy enlistedpersonnel biographical and preenllstment Bata, the results of Navy training,sand other training and education. The Career Development Subsystem containsonly the Career Ladder.File. This subsystem will identify career ladders,locate person0e1 in a career ladder, and project alternate career paths.Finally, the Audit Subsystem will link the data in the various NEPDIS filesand explore the impact tif.practices, policies, and system changes on training.The following paragraphs provide a more detailed description of each of thesubsystems and files.

TRAINING DEVELOPMENT SUBSYSTEM. This sUbsysteM provides a mechanism to`acquire, store, cla9sify, and aRalyze.job, task'', and skill data. The purposeis to f=acilitate identification of job/task complexity, establish task inter-relationships, determine the degree to which tasks are common; and assign_tasks among pay grades a94"Wfunction of skill level required. The subsystemwill identify and classify the skills'and knowledges supporting job taskperformance and provides an audit,trail from knowledge elements (informationitems) through skills to tasks. This subsystem will also maintain, a record()L-training development activities including current status, actions taken, Aand individual or agency responsibility.,

Task-InVentory-File:: -This file is operational. It contains alljob/task/skill inventpries (JTIs) .obtained through thelhEPDIS FEAmethodology forseletted ratings. 'Front-end analysis includes occupationaldata input frOm Navy enlisted ratings, NECs, and Navy enlisted occupationalgroups. Task identification and descriptive data are collected from,NavyechnirdA manuals, instructions,` specifications, ship and squadron Manpower

documents, 3-M manuals, PQS, OCCSTDS, NOTAP, equipment manufacturer's texts,and instructional materials. These-Materials are augmented:by technicalguidance from Navy subject matter experts (SMEs) assigned to NEPDIS data -

collection: Figure 2 outlines the contents of the Task Inventory File.Job, task, and skill - information entered into the file is .analyzgd by thecomputer and structured .to provide such task desCriptors.as:

1

task complexity - -an inherelit quality of the taskderived from ihenumber and,charatter of the skills and other work behaviorsrequired to perform the task

task tommonality a comparison among tasks of the work behaviorsand skills underlying task performance. for use in NEPDIS, tasks

.

are considered common only when 'all the work behaiiors and associ-ated descriptors underlying them are found to be identical.

. task Omponency7-desaribes the hierirchical relationships among.tasks.in an inventory. With regard to componedcy, there are fourkinds 'of t4sks:

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NEPDIS TRAINING DEVELOPMENT TASV INVENTORY FILE

TASK REFERENCE NO. TASV ACTION CODE DUTY SUBCATEGORIESAE (12 0034 REP GENERAL. 02

444

ACTION: REPAIR PWR LVR HORN & SW ASSY :411 \UWE 29319

0Alt

DATE: 760804l.

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PAYGRADE SKILL LEVEL OCSTD NO. JPM NO.E-5 JOURNEYMAN AE24332 AEA7741

AEA6834

'PLATF'ORM 15-7 A/B/C AIRCRAFT SYSTEM.'7...T-56 ENGINEEOUIPMENT THROTTLE/PWR LEVER COMPONENT..PWR LVR t4RN HORN ACTR.Z, SWMODULE NC

CUES MALFUNCTION. REPAIR COMF-LETEREFERENCES NA 01-75PAA-2-4STANDARDS --JAW REFERENCE.RUBSTOOLS COMMON HAND _TIVLSSUPFORT CLN SOLV P-DP680. LUBOIL VVL-800SUPFORT EOUIPT COMPRESSED AIR/NITROGEN 110TEST EOUIPT MULT,IMETER AN!PSM -4.

GENERAL 36.3111112000b00000DUTY SUB 02 0200001200000000000c)SKILL 1 21113000000000000000SKILL 2 121100000000°0°00000SPILL . 2000000000000o000ocily*SKILL 4 ;- _11100110000000000000St ILL 5 22332111300000000000

COMPLEXITY INDEX 1.25COMMON TO 205(WIR) 1706(ASR>COMPONENCY4' OMNI

. oa,FRED /P F 03MAN-MR REO :01.5. Hh(Sw)CONSEO INAD PERF 03TRAINING INDEX 04P

Figure 2. Task InVentory le Printoutllockup

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TRAINING DEVELOPMENT MANA3ErtENT FILE-.

Y1NSTR PROG NO. INSTR PROGCOI.AE A 1 -6O2 -2222 AE CLASS A*COI

-TASI-S REFERENCE NOS.'AE "0016 0107AE 0016 0114,

L/Q N OAEA560AEA56i

TEST' STATUSITEM BAN DEPTH: 500%,

FROG IMPLEMENT760926

DATE: 820115

INSTR SETTINGRESIDENT SCHOOL CLASS A

JOB PERFORMANCE MEASuRE NOS.AEA5614 (AE 0016 0107) .

AE45626 (AE 001.6 0114).

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L/0 CLASS' .0 CRITERION REF MEASURE NOS.TO 5606-1-17EO . 5600-1-03

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LOCATION(S) OF TFGININGNATTC MEMPHIS

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ORGANIZATION AND INDIVIDUAL RESPONSIBLE FOR ACTI:)IryNATTC,HEMpHIS (AE CLASS A SCH) CO NATTC MEMPHIS

'PROGRAM DEVELOPMENT COSTS'$22i5 PE _HR OF INSTRUCTION (ESTIMATED)

TRAINING LIT'& ft TLS PKG NOS. ALTERNATIVES4

AEA C-602-2222-24AAEA Cs-60272222-11B

CURRENT STAXUS OF,PROGRAH - -

PRESENT COI BASED IN FART ON TRAINING APPRAISAL OF PREVIOUSLY EXISTING.. COI

Sr ILLS PROFILE PLUS NOTAP SURV'EY' OF 750105. NOTAP RE-SURVEY SCHEDULED FOR 1981.TRAINING AK-RA1SALS AND SkILLs PROFILES TO BE UPEATED TO HARMONy WITH RE-SURVEYAND TIS. NEPDIS OCCUPATIONAL DATA BANI- (J1I, FOR AERATING INITIATED 1975-76.F A COMPLETE, UPDATED TO 1?81. /WINING A PRAISAL RURMS ro ALIW4 WITH NEFD1'5 FEAOOTPUTS EYPERIMEZJTALLY DE:ELCOED S01212.

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Figure 3. Trainirfg.BeVelopment and Management File PrintoUt Mockup

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INSTRUCTIONAL 'TsOGRAM FILE' DATE:XXXXXX

1NsTkYPOU NO. 'INS FR PROG 'TOLE - ENSFR:U1111\16

N(WNIN(i LIT & MATRL NOS. (P1 GB & UNITS)

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CRITERION REF. MSURE NOS.

ENTRY REOMTS (BASIC APT/CAP)

COI YNOPS IS -

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NEPDIS

Figure 4. Instructional Program File Printout Mockup

INSTRUCTION

TRAINING LITERATURE & MATERIALS FILE,

INSTR FROG NO

DATE: XXXXXX

4

40'

TRAINING LIT V MATRL NOS. liNG LIT & MATRL TITLES 1YPE bOURCE

LN N05.

USER COMMENTS'

Figure 5. Training MAterialsaand Literature File,Printout Mockup

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. Technical Report,.122

_the Required Literature a Material Report for a specifiC cou'r'se, or aRequired Training Report for a specific task.

TRAINING RECORD AND EVALUATION SUBSYSTEM. This subsystemwi1i4Cord bio-graphical and Dreenlistmeni educational data for each individual' and theresults of Navy and other subseqUent.training and education for all enlistedpersonnel, Educational experiences will be related to speciTic tasks andskills required by billet assignments; thus, this subsystem can be used todetermine the equiiialency of the training furnished to different Navy -ratings. Also, this subsystem will track an, individual student in terms of

-,,specific educational and training experiences and will contain dela toenable the evaluation of courses. The-Training and Education File and theTraining Evaluation File.arecorNained in this subsystem.

Training and Education File. This file? Will provide a central comprehensiveeducation and training recordior all Navy enlisted personnel. Contents ofthe file aregpown-'in ftgure 6. A segment of each individual's training.record,will Ile reserved for temporary training ev-aluation_data. Once'a spe-cific evaluation has been completed, the analysis will be delelAd from, thefile; the file segment May then be used again i6-future evaluations. The

extent to which training has-Met.1-objectives.can be determined by estab-lishing relationships Among skills required on the job, tasks and skillstrained in Navy scho associ ted with prior work experience,and other formal tra ning, The princi pro uct of this file will be theAdvancement Exami ion Equivalencies Report

t,*

Training Evaluation-File. ThiSAle will be designed to summarize trainingevaluation data from the Training-and Education File for the pirpose oftraining program assessment. Computer routnesare not currently developed.These fkle%will constitute adepoSitory of information extracted rom, and

crosslist00 with, other sUbsystemfiles. The focus of this filePls ontraining Pitogram, not student-assessment. ,

`CAREER-DEVELOPMENT SUBYSTEM. When developed, this subsystem will provide %means for jdentifyirig enlisted career ladders, an individual's poiitionwithin a given career ladder, and career options open to individuals. Thissubsystem will assist in identifying the most cost-effective career pathsfor-enlisted personnel. Data from other gEPRIS subsystems will be used to

.establish career paths as Well as equivalenty of training. An additionalaim of this subsystem is to provide the potential for career satisfactionthrough projection of a,career path which ensures advancement and_equitabletransfer of occupation 1 specialty. Info mation from this ,subsystem couldbe used to evaluate t, ining program con lidations and to assess the impactof new technology. Also, shortfalls training requirements could beidentifjed,from informatioh in subsystem, leading to interim trainingprogra . The inten ion is to improve job satisfaction and retention and toenhanc b=illet assign

Career Ladder Ffle.As presently ehvisaged, this file will'rdCord alienlisted careerOadders and will identify (1) the pay grades associated witheach career laddec step, (2) the core and finger course training required toachieve each grade, (3) where training may be acquired, and (4) whentraining is reqUired during any given career continuum._ Figure 7 lists the

12,

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NEPDIS. TR.- -WING RECORD AND EVALUATION

TRAINING AND EDuCATION FILE

NAME/RATING/PATEDOE, JOHN H. AE7

PRE-NAy17NEDUCATICN,TRAININGHIGH SCHOOL DATE COMPLABR INCt. HS BI-LN NY .7,90611

SSNXXX-XX-XXXX

VOCATIONAL TNG

COLLEGE'

DATE; 810721

'DATE'PLACE =OF BIRTH/ENLISTMENT61(2 :7. NY NY 7Y0717/NY NY

MAJOR(S)COMMERCIAL

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DIPLOMA GRADE AVGWCBE/REGENTS

DATE COMPL OCCUPATION, CERTIFICATE

DATE 60ML MAJOR (S) DEGREE/CERT

GRADE

BADE A%.77

NAVY EDUCATION/TFFININGINSTR,PR r NOS. LENGTH OF COI DATE COMFL GRADE AVGX-777-77 56 JAYS XXXXXY ).XX-X-777-777I 28 DAYS XXXXXX X.XXA-100-0(r-10._ 33 DAYS XXXXXX X.XXC-60272222 55 DAYS XXXXXX X.XX

RATING ENTERED ASSIGNMENT DATE CAREER LADDEP No. PREVIOUS 'CAREER LADDER NOS.AE _ YXYXXX EL/ELEC 024,-41

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AT-C="00-2001 XXXXXX

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CROSS-TNG INDIC/COMP!

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Figure 6. Training and Education File Printout Mockup

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.NEPDIS

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CAREE= -ADDER FILE DATE: 79)924, I^

CAREER LADDER 'IQ: ELELEC 024-41

REQUISITE EXPEJUENCE: NAVY INSTR PROG NOS/FOJT/PRE-NAVY VOC EDINSTR P=e3G NOS: BASIC MIL TNG P LUS A-100-00-1Q; C-60C-2222: ETC kAFFLICABLERkSIDP/T SCHOOL COURSES, FORMAL OJT PROGRAMS, FRAMPS, NEC TRAINING.RATING,ENHANCINGOON-RESIDENT COURSES, opT PROGRAMS)

'

REQUISITE'SfILLS: SOLDERING, CWr-ACETYLENE BRAZING, USING MICROMINIATURE'ELECTPONICSREPAIR TECHNIQUES, USING GENERAL PURPOSE _TEST F OUJF'MENT. usrN3-SPECIAL PURPOSE TEST.EQUIPMENT, USING HAND TOOL SUITE COMMON TOELECTRICITY/ELECTRONICS MAINTENANCE, READING /INTERPRETING SCHEMATICDIAGRAM= /ELECTRONICS S'71-1BOLOGY/COMRUTER LOGIC CIRCUITFY (ALL THE ABOVE MAY BECODE-IDENTIFIED' CROSS-CODED INTO COMPONENT-BEHAVIOR ARRAYS AUDIT6BLE TO THE,TASk il+,ENTOPY FILE. SEPARATED INTO SkILL/kNOWLEDGE ITEM .HIERARCHIES. ETC.)

PHYSICAL =EQUIREMENT5: ENLISTMEN-AREQUIREMENTS

EQUIV4--E'tCIES: jPMS, ADVANCEMENT ExtEMS, PDS, AND OCSTDS LISTEDAS PnL_CWS: ALSO' LILTED IN ASSOCIATED AND ALTERNATE CAFEER LADDER"'

ALTERNATE CAREER LADDER PATH (NOS.,:. , .

-.1. .

RECOMP4DED EQUIVALENCY EXAMS, CROSS-TRAINING FACTAGES:

Figure 7. Careereder File Printout Mockup

ril

0

,-N- ,--

,-, Technical Report 122.

4,-,

7--

contents of this file as projected at this time.' Such a career_ ladder

layout may a.id in assessing the potential effect of introatting newtechnologies, or radical changes to current ones, upon bccifipationali(fields.The CAreer Ladder File thtludes a cOnsider&fion. of alterbite career choices.From il,, it will he possible to generate a Career Ladder:AAlternatives

. Report.

C

AUDIT SUBSYSTEM. This subsystem will assess the.impact*offiardware,modifications, operating practice, policy; and doctrine on training. Also,

it will provide an overview of the cumulative ffectdf these impacts on avariety of training system components from job task-inventories to instruc-tional programs. Hence, this subsystem will have a\tapability.to alert'training' activities when they will be impacted by changes in the manpowerrequirements or in systems hardware. DevelOpment of this subSystem has not '

yet begun.

4.

.15/16

9


a

SECTION III

STATUS AND EXTENSIO$ OF NEPDIS

This section provides a brief summary of the present capabilities ofNEPDIS, describes ongoing development activities designed to enhance orexpand present capabilities, and describes the systematic application ofNEPDIS concepts to a selected enlisted rating group.

EXISTING CAPAWLITIES.OF NEPDIS

TRAINING DEVELOPMENT SUBSYSTEM. Up to the gesent, NEPDIS developnient hasbeen focused on modifying and refining front7end job/task/s011 data acquisi-tion, storage, and analysis methodology--theprincipal product of which (inNEPDIS) is the Task Inventory File. The interdependency of the NEPDIS sub-systems and files has made the conceptual development of other NEPDIS struc-

. tunes contingent on the development of the Task Inventory File. In general,the front-epd data acquisition, storage, and analysis mechanisms for this.,

_001subsystem dre,now in place (Ansbro,'1978). the various subroutines havebeen developed and tested and are ready for use in a curricul developmentproject, Such a'practical exercise will'undoubtedly reveal t e-need forsome changes ta make the subsystem fully functional.

CONCEPTUAL OVERVIEW. 'The NEPDIS, as it currently exists, uses Navy job/task/skill data in occupational fields (ratings, NECs, job communities) to supportor provide computerized task inveptbrie for eventual use in assembling billetdescriptions, ship and squadron manpowe documents, training course curricula,job/task performance elements,-or enli t d career qualification, certification,and advancement crSteria. A prinbipal doctrine of NEPDIS is that occupationaldata acquisition; storage, and analysis are prerequisite to f411-scale Iraining§ystem development. The occupational data, accompanied.by extensive idTritifi-cation- and descriptive data, are introduced into the system once. All outputsdetermined to.be necessary for expressed manpower, personnel, and trainingneeds Are derived. from this data input via the computer subroutines. TheNEPDIS.requires a widerange and variety of accurate task and skill '(workbehavior) data.to'accomplish its objectivts. .Consequently, the NEPDIS dataacquis4tion and analysis functions are focused on what documented tasks shouldhe done on the job rather than on frequency counts of what is being done byjob incumbehts. Hence, there is a need to explore information sources otherthan job incumbents' responses to'questionnatresor

irate views which hereto-foreJlas been the primary source of job task information..

Bas\l's_tothe'NEPDIS FEA approach is the proposition that FEA is entirelyworkplace oriented. Therefore, o cupationaljtata acquisition and analysesare restricted to computations and determinations of task and skill relation-ships within occupational field hierarchies. No training information is

. included in NEPDIS FEA. Information'or'decisions regarding training impor-tance of/taks, skills, or elements of job knowledge or priority estimatesof task/skill/knowledge sequences for training course development are consid-ered part of data-handling phases in ISD methodology. Analysis of such data

. may be termed training task analysis, which is not part of the FEA process.

ti .

17

Technic(il Report 122

Duringldesigiorthe Training Development Subsystem, la was_determinedthat the data structure of the JTI should generally reflect the content andf6rmat of the subsystem file. The most important difference betweeri the JTIand the Task Inventory File was that a#1.1 the data in the JTI were entered inraw form for subsequent analysis. Identification data (references, tools,test equipment, etc.) and task descriptive data (general characteristics,duty subcategory, skills) were extracted prtmrily from reference materialsand experience. Subsequently, the computer established such hierarchicalrelationships as task complexity, inter-task commonality, componency, skilllevel and/or pay grade performing (Davis pd Perry1980). These productsof later analysis appear in the Task Inventory File. This file alsoprovides a means of tracking processed data in Rth-er follow-on files to a .

reference or to any othen basic inventory item.

PROCESSES AND PRODUCTS. In NEPDIS FEA, SMEs acquire occupational data,*Med by official Navy technical and training literature, intructions,'speCifications, and other authoritative work descriptions and manningdocuments. The initial product of this activity is a Master JTI, acomprehensive list of tasks for platforms, weapons systems, occupationalfields, or the provision of particular services.

A JTI coverage can se set at an'entire Navy rating, an NEC, specificwatchstading task gr sings, military specialties, a Navy occupationalfield, maintenance or operation of a family of equipment items, or of aspecific system. In NEPDIS FEA for avionics ratings, resulting JTIs haverun to thousands of tasks. During the NEK9IS FEA runs, tasks are entered ontwo task data input forms: (1) the Job Data Worksheet (JDW) used forrecording task identification data (figure 8) and (2) the Task Data'Worksheet (TDW) used for recording descriptive data for entry into thecomputer (figure 9). Figure 10 shows a representative page of data from theMaster JTI.

4

Once data are enured on the forms, the JDW/TDW data are keypunched andentered in the computer for,anal9sis. In essence, once a complete list of

. required outputs- has been determined, the system functions on demand sothat:

1. Task. commonality (int'er /intra- rating /NEC /occupational

field/system) may be identified; output inventories can be purged ofduplicate tasks.

_ 2. Hierarchies of tasks can be established. Tasks may be partitionedinto skill level or pay-grade arrays, within equipment system hierarchies.

3. Task lists may be translated into lists of learning objectivesS,prioritized by complexity, componency, or any other task/skill hierarchies.required by the eventvl- user of the outputs.

4. Matrices of billet-specific tasks or rating-sRpcjific skills can beprinted.

18

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a

a


5: Given development of appropriate sdftware,NEPDIS and other'infor-mation systems (3-M, for instance) can "crosstalk"; this enhances dataverification and enables the NEPDIS data bank to be updated to incorporatechanges.

FEA provides the Master JTI and all the data required for outputs thateventually appear in the Training Development Subsystem Task InventOry FiTe.The variety and,scope of analysis outputs, the capability of ,adding inputsto-the file via the JTI, and the presence of an audit trail, document theimportance of, this file to all the subsequent files in all the other, sub-systems of NEPDIS. This one file, enables the-user to track trainingbehaviors, job performance measures, and component skills; to identify theorigin of t ining literature and materials; and to match job-incumbentcompetency with billet/task/rating requirements.

SYSTEM EN ENTS

While NEPDIS, as described in this-report, will contain subsystems and-files th5t-deal with manpower management and personnel administration,.thesystem is more elaborately designed to support training. When the concept

for the system was framed, training development, management, and evaluotiOnneeds were more obvious to the system designers-than were those associatedwith manpower and personnel: As a result, .three of the five subsystems.support training. Only the Career Development Subsystem embraces manpowermanagement and personnel directly. Asthe FEA evolved, and CNO'objectiveswere enunciated in OPNAVINST 5310.13, the potential for extension intomanpower and personnel activities became more obvious. Current FEAdevelopment activities havmade it possible to generate computer-composedbillet descriptions and to identify rating-specific skills.

Development efforts in FEA have also ca'led attention to the possibleneed formodifyin9 the NEPDIS structure. For example, the presence cif the-

-audit capability in FEA tends to reduce the need for the projected AuditSubsystem as a separate subsystem. Since audit fulictions are usually anintegral part of most evaluation procedures, a projected consolidation ofthe Training Record and Evaluatioubsystem and the Audit Subsystem is

_being considered.

Currently, experimentation with direcNnput (via microcomputer) oftask information is being carried out with the Storekeeper (SK) rating.. If

successful, this interactive process will eliminate-the pencil and papertask of data recording and keypunch operation used in(earlier FEA.

AN APPLICATION OF THE NEPDIS.CONCEPT

In order to demonstrate the Narious means by which a comprehensive ..

job/task/skill inventory could be employed by the Navy's manpower, training,and personnel establishmenf, an effort was undertaken to develop'a model foruse of NEPDIS data base concepts within"one enl-fisted rating. The intent ofthis effort was to show how to produce task - specific billet descriptions, to-identify rating-specific skills, to identify rating- specific knowledges, andto demonstrate the use of the above products in support of the perceivedneeds of manpower, training, and personnel managers.

22'


7

The effort was restricted to he Aviaiion Electrician's.Mate (AE)'rating because the NEPDIS front-end\analysis data for the rating werealready available and the iprodUcts of this effort were anticipated to be.qfuse in the next. stheduledevision of thelkE "A" school course. In the

, following paragraphs (illyStrated byjigure 11) a-briefAescrintion isprovided on (1) producing task-specifft billet descriptions, (2) identifyingrating-specific skills, and 'e conceptual approach to the identification

of rating :specific knowledges. A detailed discussion of each of the steps

in this process will be the subject of.a future. technical report.

ASSIGNMENT OF TASKS TO PAY GRADES. The total inventory of tasks was, statis-

tically divided into pay - grade groups by first plotting the complexity indexof each task on a frequency histogram and then applying conventional statis-tical analysis procedures to divide the inventory into four parts. Tasks in

each of the four parts were assigned to skill-level groups called "trainee,"''.rapprentice," "journeymen," and "advanced journeyman." The apprentice and

the journeymaq,skill-level groups were further divided to produce six pay-

. grade groups from E-2 tehugh E=7. The inventory of tasks for each pay,grade served as.an input into algorithm's for producing subsequent products.

'

DERIVATION OF TASK-SPECIFIC,BILLET DESCRIPTIONS. If billets could be

preclsely,written using specific tasks to define the work.requirement, thenmanagers would be able to develop training, assign personnel, and determinemanp6wer requirements with greatly increased accuracy. Further, an audit

trail to evaluate the decisions and products would now be possible, andges could be.initiated".if required. TaSk-specific billet descriptions

were derived from the total inventory by identifying those tasks assigned to,

a si le pay grade for specific platform (aircraft type) at a specific

work ite. Once the task's had been divided into pay-grade groups during

initi 1 processin the computer''merely sorted tasks by platform and work

site to prOduce the' billet descriptions. !fTwo sample billets were written:(1) organization-level 4paintenance on the P-3 aircraft for pay grade E-4 and.(2) intermediate-level Maintenance on the P-3 aircraft for pay grade E-4.

Applications of Task-Specific Billet Descriptions.' An importantconsideration for training managers has been to determine which tasks shouldbe trained and where the training should take place. Using the desCtiptive

characteristics as they were recorded for each task,commonality andcomponency studies were,run,,and tasks were prioritized for. training and

assigned to appropriate training settings. Tasks ,with a high degree ofcommonality and componency Were given high priority,) while unique tasks andtasks embodied within other tasks were given low priority for training.Training for high priority tasks was assigned to schoolhouse settings, whilethat for low priority 'tasks waassigned'to OJT settings.

Task-specific billet descriptions further served as triteria foradvancement-in-rat( and for certification in specific billets. It'seemed

reasonable to assume, that as a worker advanced in skill level, he/she shoultr%be able to perforrirwork of higher comple0y, rand should expect to receivecompensation in relatiop to that work., the algorithm supporting that theory .used tasks, skIllt, aneknowledges as elements. An existing subsystem, PQS,served as the mechanisil for certifyingLboth tasks and skills, while the AREserved as the mechanism for certifying knowledge reqUirements.

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uii( 31

->


An important part of the NEPDIS data base was the use of 3-Mrs work

unit codes to identify all ctask objects, making it possible to match NEPDIS

data with that of 37M. By matcihing data it was possible to determine man-

hour requirements for a-billet. It was likewise possible to determine man-

power requirements.

DERIVATION OF RATING-SPECIFIC SKILLS. Rating-specific skills wereidentified as 'those skills that the workers in as rating needed inorder toperform tasks competently at a particular pay grade. Since the NEPDIS ,task

data included all references, tools, support material, support equipment,and test equipment re wired to-support each task, much information on theskill requirements wdrreadily available for computer analysis. From the -

inventory of tasks for each pay grade, every sUpport item (reference, tool,etc.lras identified,. and a count wasYrr%de to determine the number ofplat rms-and systems which required that item for support. The count was

used to rank -order the items from the most practical because of.wide usageto the least practical because of esoteric usage..

Items which were required to support more than one platform or system 4

. were identified as rating-specific "skill objects." The skill, derived from

the "skill obje ," became the ability to use that particular Object as it

"was intended in upport of tasks."

. \'Applications of Rating-Specific Skills% Like tasks, skills also're)quire

training and, consequently,-some method for prioritizing training. TRe

scheme used'was to assign a high priority to those skills with the widestapplioatio.n.and a low priority to those with narrow application. The count

of platforms and systems .requjring a particular skill was the criterion fordetermining' the scope of applidafion.

.1 .

Training settings were selected by applying the priority schemepreviously described. High - priority skills were assigned to. schoolhousesettings with a back-up in correspondence courses and rate training manuals;low-priority tasks were assighed to onboard training packages, rate training

manuals, and specialized "C" schools.

The applicability of skills as criteria for advancement andcertification was treated much like task-specific billet description's.

.-While'tasks served as criteria for advancement and certification in abillet, skills served as criteria for advancement and certification within a.rating. The ASS would be used as the mechanism for evaluation.

DERIVATIONADF RATING-SPECIFIC KNOWLEDGES. One additional analysis isUrequired.to-derive job knowledge requirements from skills identified in the

JTI (Ansbro and Hayes, 1981). The specific details have not beenestablished but will almost certainly include information taken from the'desqriptive characteristics. Once the knowledge requirements have beenidentified, they will alp be assigned A priority for training andintroduced as elements for advancement apd certification in a rating and a

billet. The ARE will serve as't.he mechenism for evaluation. 4 .

r 25/26


SECTION IV

SUMMARY

This report provides an overview of the)NEPDIS. It describes NEPDISsubsystgni, summarizes the current status of the sytteni and ongoing develop-ments, and treats ea projected application of the NEPDIS concept to a modelfor Navy enlisted career planning.

The NEPDIS development evolved from a'perceived need for a comprehensiveNavy_occupational data base that could. support a CNET goal to provide "a ,

proficient occupant for every billet in the fleet" (Cagle, 1973, p. 1).. Thisconcept was also perceived to be consistent with the CNO objective to "inte-grate all training methodologies and instructional programs through-the useof a single data base." -Efforts to identify existing systems which wouldmeet these objectives revealed that their data bases, if included, were notsufficiently comprehensive to serve all perceived occupational data-needs ofthe Navy training community.

The NEPDIS was designed to be 4 fully computeri4ed information assembly/end analysis° system that would eventually support manpower, personnel, andtraining management. The system includes an occupational data base and-acomputer-assisted methodology to perform the ftgpt-end job/task/skill analysis.As presently configured,-the NEPDIS is composed of five major subsystemswhich include seven files. The Trainingtevelopment Subsystem contains theTraining Development and Management File and tHetTask Inventory File. Thissubsystem encompasses job/task/skill data acquiSition and analysis and main-tenance of training program development records. The Instructional Sub-system, through its Instructional Program File and TI-aining Materials andLiterature File, is designed to provide a'record of all instructional supportmedia and materials and the courses which employ them. The Training Recordand Evaluation Subsystem, composed of the training and Educatipfi File andthe Training Evaluation File, is intended to record individual Navy enlistedpersonnel biographical and,preenlistment data, the results of Navy training,and other training and education data. The Career Development Subsystem,containing' the Career Mdei- File, is projected tr provide a means for iden-tifying,career ladders, locating personnel within career ladders, and projec-

t ting alternate career paths. The Audit Subsystem is designed to provide ameans of linking data, in and among various NEPDIS files and to explore theimpact of practices, policies, and system changes-on training. It is the

final subsystem in NEPDIS.4

Of these subsystems and files only the Task Inventory File of the Train-ing Development Subsystem is fully operational. The remaining subsystemscere. at various Stages of conceptual or computer software development. How -ver, it should be recognized that theTask Inventory File contains extensiveinforAtion and capabilities, the development of which was necessarily prereq-uisite to,the development of all the other subsystems and their 'files. Thisfile is currently capable of accepting end, analyzing all job/task/skill inven-,tory information obtained through NEPDIS FEA methodology. This informationcan be analyzed and structured to provide such task de'scriptors and intefrela-tibnship designators as task -complexity, commonality, and componency. This

27

Y

Technical' Report 122

il

(

file is developed from extensive M ster Job Task Inventories from which avariety of manpower, personnel, or training documentation can be derived.

-.." A trial application of FEA outputs of NEPDIS has demonstrated the capa-,biljty of producing examp%s of some of these manning documents.through useof task-based billet descriptions, distribution of tasks into skill level/,pay groups, and identification of rating,specific skills. Such,informatjon

can support job certification and_advancement,careel. development, and assign-

ment of training settings.

At present, direct input of task information via microcomputer is underdevelopment )t-s-A. means of enhancing system performance. Cons.ideration is

also bethipliven to modifying the NEPDIS structure to eliminate redundanc'iesin subsystems and files, to exploring the possibility of' combining some fea-

res of the subsystems, and to providing additional Support for manpower

and personnel activities.

28

4

1Technical Report 122

REFERENCES

Ansbro, T. M. "Using the computer to build the task inventory." Proceedingsof the 20th Annual- Conference of the'Military Testing Association. 1978. .

Otlahoma City, OK, pp. 20-27:4.

Ansbro, T. M. and Hayes, W. A. "The fob task analyses /skills and knowledgemarriage (parts I and II). "P oceediogs of the 23rd Annual Conference ofthe Militar Testin. Asso ies o14me I. October 1981. Washington, DC.

. Cagle, M. W. "Dimensions." TraNOvy: Magazine of Naval Training, 1973, p. 1./Chief of Naval Education and Training (CNET). NEPDIS automated data systems

implementation -plan. 1977. Pensacola, FL../

I Chief of Naval Education and Training (tNET). Procedures for instructionalSystems development. NAVEDTRA 110:, 12 July 1978. Pensacola, FL.

Chief of Naval Opeations (0P-01D). OPNAVINST 5310.43, subj: Manpower,training and personnel plan. 28 January 1978. Washington, DC.

Davis, D. D.- "Dialogue." CAMPUS: The Navy Education and Training Monthly.4anitary. 1976. pp.-22-27.

Davis4:-D. D. "Dialogue." CAMPUS: The Navy Education and Training Monthly.April 1977, pp. 22-27.

Davis, D. D. "Naval enlisted Rpflssional development information supportsystem." Proceedings of thecNational Securit Industrial Associarof the State-of-the-Art Application of Advanced Training TechnologApril 1977a.

Davis, D. O. "Naval enlisted professional development information support'system.' Journal of Educational Technology Systems, 6 (2), 1977b.pp. 133-141.

Dads, D. D. and Perry, Nancy N. "Determining task commonality in Navy training:two methods examined." Proceedings of the 22nd Annual Conference of theMilitary Testing Association, Volume 1. October 198-0. Toronto, Ontario,Canada.

29

Navy

OASN (R&D, MRA&L)CNO (OP-115', OP-987H,,I0P-987, OP-12, OP-01 OP-11, OP-29, OP-39, OP-59)NAVCOMPT (NCD-7)

.

OHR (442 (3 copies))CNM (MAT-072) A

CNET (01, 02, N-5)CNAVRES (02)CNTECHTRA (016 (5 copies), N-6)CNATRA (Library)COMTRALANTCOMTRALANT (Educational Advisor) .

COMTRAPAC (2 copies)

CO NAVPERSRANDCEN (Library ( 2 copies))NAVPERSRANDCEN Liaison (021)Superiptendent NAVPGSCOL (2124, 32)

Superintendent Naval Academy Annapolis (Chairman, Behavior al Science Dept.)CO NAVEDTRAPRODEVCEN (Technical Library (2 copies))CO NAVEDTRASUPPCEN.ANT (N-3)CO NAVEDTRASUPPCENPAC (2 copies)'

CO NAVTECHTRACEN Corrj, Station*(101B, 3330, Cryptologic Training Department)CO NAVTRAEQUIPCEN (TIC, N-001,'N-002, N-09)Center for Naval Analyses (2 copies)

NODAC (2)CO TRITRAFAC"CO NAV

CO FL ASWTRACENPACCO F TRACEN SDIEGOExecutive Director NAVINSTPRODtVDETVT-11 (Education Specialist)CO NA UBSCOL NLON Code 0110)CO NAV HTRA -= re Island (Technical Library)TAEG Liaiso , CNET 0.2 copies)DIR NAVEDTRAPRODEVCE DET\MemphisCO NAVAVSCOLSCOM (Code 40C)CO NAVTECHTRACEN Meridia4COMFLETRAGRU Pearl HarborDIR NAVEDTRAPRODEVCENDET MeridianCNET Liaison' Officer, Williams Air Force BaseDIR NAVEDTRAPRODEVCENDET GLAKES

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Headquarters, Air Training Co and (XPTD, XPT1Ai Randolph Air Fqrce BaseAirs-Force Hum Resources Labo tory, Brooks Air Force Base

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Air Force (Continued)

Air Force Office of Scientific Research/AR4235 Strategic Training Squadron, Carswell Air Force Base

Army

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WRI (Reference Service)COMDT, USAIPRM (ATSG-DT-R)

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Marine Corps,

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Other

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Mlitary Assistant .for Human R sou ces, OUSDR&E, Pentagon,Institute for Defense AnalysesCOM National Cryptologic School-(Code E-2)

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Information Exchanges°

DTIC (12 topies)DLSIC -

ERIC Processing and Referen e Facility. Bethesda, MD (2 copies)

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