DoD MS Human Capital Strategy 20101202 - Modeling & Simulation ...

establishment of Special Experience Identifiers (SEIs) for military officers, as well as actions to
establish a career track for a government civilian M&S workforce.
During the first Defense Modeling and Simulation Conference (May 2006) representatives from
the Services, functional areas and other interested parties participated in a Joint M&S Workforce
Focus Group. The two key findings from this event were: 1) a consolidated M&S BOK was
needed for DoD and 2) an M&S Human Capital Strategy (HCS) should be developed for DoD.
Based on those findings an analysis was conducted of what data was already available and
what data gaps existed that required examination to develop a consolidated BOK and HCS. The
following four actions were taken to fill the identified gaps and provide the data required to
resolve both findings:
1. Consolidated the existing M&S BOK efforts into a single content list with definitions
2. Validated through six DoD M&S communities and Services the level of knowledge
required for the four levels of M&S usage (awareness, application, management and
executive)
3. Conducted site visits with focus groups from key DoD organizations and agencies (i.e.,
COCOMS, various DoD offices, etc.)
4. Developed an online DoD M&S Workforce Questionnaire in order to collect inputs from
DoD organizations, agencies and/or operational units that use, develop or in some way
employ M&S tools/application
Based on the previous initiatives of the Services/functional communities, and the results of the
four actions listed above, this DoD M&S HCS was then developed to provide an overarching
document that establishes guidelines for developing an effective, efficient and professional DoD
M&S Workforce.
Current M&S Workforce
M&S plays an integral part in the way the Services train, educate, plan, analyze, acquire, test,
rehearse and conduct operations. To date, there have been mixed results from efforts to identify
and develop an effective M&S workforce among the Services and six DoD communities enabled
by M&S, consisting of acquisition, analysis, experimentation, planning, training and test and
evaluation. Each Service has recognized the need for an M&S workforce and has taken steps to
identify those needs. A summary of these efforts is presented in Appendix A. Due in part to the
diverse nature of M&S applications across the Services and associated functional areas, these
M&S workforce efforts have resulted in duplication and inconsistencies in the use of M&S tools,
data and services, as well as in how the M&S workforce is educated and trained. For example,
there are multiple M&S BOKs, with several BOKs having considerable overlap with regard to
content. These efforts, while well intentioned, have yet to produce a comprehensive, coherent
M&S BOK that can be used to guide development of a broad-based set of competencies
required of the DoD in the development and execution of M&S programs. Without identifiable
competencies based on an integrated BOK, the requirements for an effective and efficient M&S
workforce cannot be met.
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