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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)

Extensions of a 'multi-modal' goal-arc EEO model are discussed in the context of prototype studies to check-out the model structure and computational efficiencies using PNET and other computer codes. The model presented provides for the information assistance needed after one has EEO goals to develop the strategies involving trade-offs between internal vs. external recruitment. (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)