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Contents Preface iii Figures ix Tables xi Summary xiii Acknowledgments xix Advancing the U.S. Air Force's Force-Development Initiative 1 Introduction 1 History, Including Some Missteps 3 Developing Future Senior Leaders (General Officers and Colonels) 10 Identifying the Skills Needed to Fill Colonel Positions 11 Lessons from a New Flow-Analysis Model 12 Using Analytic Results to Target Skill Pairings 17 Setting Force-Development Goals for Individual Career Fields 19 Step 1: Identify the Demand 22 Step 2: Assess the Supply 24 Step 3: Compare Supply with Demand (Gap Analysis) 24 Step 4: Plan Ways to Improve the Match Between Supply and Demand 25 Next Steps for Force Development 27 Evaluating and Measuring Progress 27 Improving Force Planning and Management 29 Extending the Scope of Force Development 30 Conclusion 31 Bibliography 33 Figures 1. Flow Analysis Reduces but Does Not Eliminate Flexibility 14 2. Skill Pairing Targets for the Mobility Force 18 3. Aircraft Maintenance Careers 21 4. Optimized Development and Utilization Patterns Provide a Better Match Between the Needs of Positions and the Prior Experience of Candidates 25 Tables AFSLMO-Issued Skill Requirements 6 2. Inventories Recommended for Jobs Accepting Either Fighter or Bomber Experience as the Primary Occupation 15 3. Inventories Recommended for Jobs That Require Intelligence as the Primary Occupation and Are Flexible About the Secondary Occupation 15 4. Far More Officers Than Positions Need Paired Skills 16 5. Proportion of Jobs Requiring Prior Experience and Education for Space and Missile Operations Officers 23
Library of Congress Subject Headings for this publication:
United States. Air Force -- Officers.
United States. Air Force -- Occupational specialties.
United States. Air Force -- Personnel management.