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This report describes the U. S. Navy Shore Activity Manpower Planning System (SAMPS) project. This effort is aimed at large-scale feasibility tests of manpower models for large Naval installations. These local planning systms are integrated with Navy-wide information systems on a data-communications network accessible via minicomputers. This includes both intake requirements planning models and man-job task analysis models as well as workload forecasting systems which are integrated with the manpower planning process. In addition to the system design considerations, experience from preliminary tests is discussed., Presented at ORSA/TIMS Joint National Meeting, 2 Apr 1976, Philadelphia, PA.

One important reason for investigating methods of integrated military and civilian workforce analysis and planning processing in the Navy is to be able to manage the entire workforce. The first subject addressed in this paper is the fundamental differences between the Navy's military and civilian workforce analysis and planning systems. The discussion centers around the characteristic differences in the workforces, for management of which each system had come to be established. Then, a number of alternative for integrating these systems are discussed with a particular regard for taking full advantage of the complementary characteristics of each system. Special attention is paid to the interrelationships of the manpower requirments generating and personnel inventory analysis systems for the Naval shore establishment where military and civilian personnel work together. A further objective is to present some suggestions for long range research and development, so as to point to areas in which optimal systems design can be pursued.

This report provides an update to 1992 of the Navy EEO availability data for each of the 64 local labor markets in which the U.S. Navy employs 250 or more civilian employees. An improved reservation wage methodology was used taking advantage of lessons learned since the previous development of these data in 1983. The original purpose of the development of the availability statistics was for EEO planning purposes. These data are incorporated into the Department of Navy EEO Accountability System (DONEAS) which is used for affirmative action program plan (AAPP) reports provided to the Equal Employment Opportunity commission (EEOC) for all organizational levels of the Department of the Navy. DONEAS is a top down, bottom up centralized information system., Prepared in cooperation with DMA, Inc. under contract N00600-84-C-2675.

The development of numerical measures for Equal Employment Opportunity (EEO) policy analysis must include knowledge of the labor market external to an organization. In addition to comparisons with more general civilian labor force (CLF) data, comparisons are needed with the relevant labor force (RLF) data. The use of these measurements in connection with Title VII of the Civil Rights Act of 1964 touches on the most difficult and fundamental issues of EEO. This report concentrates on the computational issues of estimating relevant external labor markets by race or national origin and sex (RNS) groups for the U.S. Navy civilian work force. Also included is an initial set of local and national RLF data for selected Navy U.S. civilian labor markets.

This report concentrates on the technical issues of estimating relevant labor markets by race, or national origin and sex (RNS) groups. The data on the external populations for the relevant geographic areas is evaluated to identify persons 'available' to undertake Navy civilian jobs. Included are an initial set of RLF data for the local and national U. S. civilian labor markets of the Department of the Navy., Prepared in collaboration with California Unic, Los Angeles, and Paradign Consultants Ins., Tinton Falls, NJ.

This report describes the use of several personnel flow models as applied to anticipated large scale work force changes in U.S. Navy shipyards. The first applications show how simple personnel flow models can be developed using spreadsheet software or a microcomputer. The final application shows the use of a mainframe based 'flexible' flow model to include the effects of internal staffing decisions. Keywords: Personnel flow models; Job analysis; Personnel statistical data; Manpower requirements; Recruiting requirements.

The key issue in this report is the impact of a proposed new retirement system on the retention of Navy civilian employees. The second issue discussed is the linkage of micro and mainframe computers in the overall decision modeling process. Finally, the paper reviews the relationship of these studies to the planned development of more comprehensive human resource supply- demand planning systems. Keywords: Civil Service Retirement System; External labor markets; and Decision support system.

The U.S. Navy civilian EEO program was analyzed to evaluate the efficiency with which various installations attain their EEO goals. Generalized efficiency approaches or Data Envelopment Analysis (DEA) were used for this model study. Data on 75 major installations are used to analyze such factors as: occupational differences, relative EEO parity attainment, size of installations, and number of EEO officials.

An integration of external supply and internal demand human resource planning models is required to answer the wider questions posed by the U.S. Navy's growth in the 1980's. Such a model system is illustrated in this paper by means of a study of the impact of technological and economic change on the Navy's requirements for civilian physical science and engineering technicians in the 1980's. The results of the study are used to show how the system could be extended to additional occupations such as skilled craftsmen and engineers which would be affected in the expansion to a 600 ship Navy. (Author)

A realistic EEO goals development must consider factors which affect both external and internal labor pools as well as work load requirements and management constraints associated with specific jobs. The U.S. Navy has been investigating such methodologies since 1975. A critical phase is to determine the usefulness of such a comprehensive methodology is the prototype testing in a sufficiently large segment of the operating organization. This report describes the first phase of such a test in the Naval Sea Systems Command (NAVSEA) covering 100,000 employees in 22 local labor markets. (Author)

The report describes the construction of a set of Navy civilian manpower management models that accomodate EEO requirements. Two types of models are presented: (1) a goal policy planning model with embedded Markoff personnel transition matrices to deal with multiple objectives involved with satisfying EEO goals over time at an aggregate or Navy-wide level, and (2) a local goal-arc personnel planning model. Realistic test data are used to provide examples of both models' outputs and uses. Detailed mathematical descriptions of both models, including a derivation of the network or transshipment model formulation for the local model, are provided. In addition, a system of EEO goal setting accountability is addressed. (Author), See also Rept. no. NPRDC-TR-79-10, AD-A066 306.

This report is concerned with the development of models for determining recruiting requirements based upon manpower goals and for promotion planning. These models were tested at a large industrial facility and at a large laboratory. (Author)

This is the 2nd of 2 general classes of models for guiding EEO planning in the U.S. Navy's civilian workforce. The first, model--FEEO (Flexible Equal Employment Opportunity)--provides overall guidance for such plans; the present one--the Coherence Model--is designed for more detailed application in ways which tie into FEEO. Together they provide a multi-level approach. Both models use a goal programming approach with embedded Markov processes. The Coherence Model embodies a new usage of piece-wise linear goal functionals with artifact goals to approximate the transition relations of the Marlcov processes. Other constraints or objectives can be treated in this manner to obtain a distribution format with a nonlinear functional (with linear equivalent) for which available current algorithms guarantee integer solutions. The mathematical development needed to achieve this reduction is provided along with a numerical (two-period) example which illustrates the dynamic (multi-period) aspects that need to be considered in such plans. Since the methods are general, other applications of this model to areas like personnel promotion planning, etc., are also noted., Earlier Version of this Paper Presented at the At and T Conference Held on 21-22 Oct 76 at Bell Telephone Labs., Holmdel, NJ. Operations Research Dept. Also available as Carnegie-Mellon Univ., Pittsburgh, PA. Management Sciences Research rept. no. 402.

There has been a great deal of concern within the Navy with regard to the control of the grade structure of civilians. These concerns have manifested themselves in recent times in the form of manpower ceiling allocations, the allocation and control of high grade positions, average grade constraints, promotion restrictions, and hiring freezes. In an attempt to deal with these problems, a promotion policy model (PPM) has been developed using a version of the Flexible Equal Employment Opportunity Model (FEEO) of Charnes, Cooper, Lewis, and Niehaus. Two applications of the PPM are presented, one using the graded employees at the Naval Underwater Systems Center (NUSC) and the other using the graded personnel of the Director of Laboratory Programs which consists of all the Navy RDT and E, N Laboratories commanded by the Chief of Naval Material. The results of the model runs for NUSC and DLP indicate that the manpower goals as given cannot be met without cutting back on promotions. The specific alternatives along with the magnitudes of the promotion reductions suggested by the model are provided in the paper. (Author)

Manpower management has been an issue of increasing concern to most large, complex organizations in recent years. Research organizations have particular difficulties in this area, due to technological changes and long project and training lead times. Government laboratories must deal, in addition, with Civil Service regulations and the dictates of Congress and the Office of Management and Budget. This paper explores several alternative workforce goals planning systems for use in the Naval Laboratory community. The Proposed workforce goals system is comprised of a data base of workforce estimates combined with a generalized information retrieval system for examination and modification of the data base. Its use in conjunction with Shore Activity Manpower Planning System, an aggregate modeling system of the goal programming variety, is explored. Possible management uses of the workforce goals planning system, with examples of appropriate reports, are discussed. Immediate research issues such as the organizational impact of introducing such systems, and future research issues including integrated and conversational applications, are discussed in the final section. (Author)

The model developed in this report is an extension and reformulation of a model called the Coherence model for guiding EEO (Equal Employment Opportunity) planning at the micro-level in the U.S. Navy's civilian workforce developed by Charnes, Cooper, Lewis and Niehaus. This model is called the Goal-Arc model. Like its predecessors, the Goal-Arc model utilizes a goal programming approach with embedded Markoff processes. As in the Coherence model, piecewise linear goal functionals with 'artifact goals' are used to approximate the transition relations of the Markoff process. The Goal-Arc model, however, carries this to another stage of development. Analytical as well as network formations and interpretations are provided in the following article. A numerical example with related interpretations for EEO planning is also provided. (Author), Prepared in cooperation with Texas Univ., Harvard Univ., and Columbia Univ., New York.

An EEO goal is an extremely complex number. It depends on conditions and requirements in both the external and internal labor markets. These goals must be integrated into an accountability and tracking system for effective management action. This report describes the system being tested for the U.S. Navy civilian work force. Particular emphasis is on available labor pool methodologies and data sources. (Author)

The model developed in this report is an extension and reformulation of a model called the Coherence model for guiding EEO (Equal Employment Opportunity) planning at the micro-level in the U.S. Navy's civilian workforce developed by Charnes, Cooper, Lewis and Niehaus. This model is called the Goal-Arc model. Like its predecessors, the Goal-Arc model utilizes a goal programming approach with embedded Markoff processes. As in the Coherence model, piecewise linear goal functionals with 'artifact goals' are used to approximate the transition relations of the Markoff process. The Goal-Arc model, however, carries this to another stage of development. Analytical as well as network formulations and interpretations are provided in the following article. A numerical example with related interpretations for EEO planning is also provided. (Author), Prepared in cooperation with Carnegie-Mellon Univ., Pittsburgh, PA, under contract N00014-76-C-0932.

Extensive work has been done on the application of goal programming models to manpower goals planning for large organizations. The purpose of this paper is to structure the extensions from the planning process to the operations and control aspects of the management cycle. Emphasis is on the accountability necessary to make this type of system an effective management control system. In order to develop this extension, this paper briefly explains the Navy's system and progress to date. Then theoretical constructs of goals, planning, and accountability are discussed along with the general issues of management control system design as they apply to manpower planning. The issues are illustrated by means of numerical studies in the areas of organization-wide impact studies, EEO planning and accountability, and local installations models for borrowing and loaning personnel among cost centers. (Author)

This paper extends previous numerical results of the EEO goal programming model developed by Charnes, Cooper, Lewis and Niehaus. One purpose is to document in more detail the EEO goal-setting procedures. Another is to provide an initial numerical example with actual Navy data of the extended version of the model which includes flexibility features. In this version the internal promotion and upward mobility considerations can be evaluated explicitly. With the extended prototype in hand, a discussion is provided of the implementation and continuing research possibilities. (Author)

This report describes the operational use of a conversational manpower model at the Naval Underwater Systems Center (NUSC). In this application the intent is to provide the technology to permit two-way dialogues between the manpower analyst/manager and the supporting computer-based models. This includes a description of the operational use of this system as part of a major relignment of NUSC's workforce. (Author)

A realistic equal employment opportunity (EEO) goals policy must consider the performance of the mission of the organization as well as social equity. Also, budgetary constraints, labor market availability and personnel progression rates are important. In order to bring all of the above considerations together, the Department of the Navy is installing an EEO model and control system. This paper provides a discussion of the current goals policy, followed by a description of the model and control system. Initial prototypes are then reviewed followed by a discussion of implementation plans and possible extensions as part of the continuing research on EEO modeling techniques. The model system is being designed to place the Secretary of the Navy and The Director of Equal Employment Opportunity in an overall goal-setting, monitoring, and policy role.