2003 IMTA Proceedings - International Military Testing Association

Occupational Analytics
Paul L. Jones
Navy Manpower Analysis Center
Jill Strange and Holly Osburn
SkillsNET Corporation
The U.S. Navy established the Navy Occupational Task Analysis Program (NOTAP)
in 1976. Initially, the NOTAP used the Comprehensive Occupational Development and
Analysis Program (CODAP) as the analytical software to produce occupational standards
and to analyze the results from fleet surveys. Rising costs of production, Navy personnel
downsizing, increased sophistication of technology, and requirements to more rapid
production forced the Navy to identify alternative methods for maintaining its
occupational structure. In 1988, the NOTAP replaced CODAP with Raosoft, Inc.
because it enabled the Navy to collect data using diskettes (heretofore, we used printed
booklets.) In 2001, the NOTAP replaced Raosoft with the SkillsNET on-line
methodology that permits our occupational classification structure needs to be met from a
web-enabled environment.
NOTAP was challenged to rework the classification structure to provide increased
characterizations of the work and have “the ability to conduct what-if scenario’s for a
changing littoral operation.” Adoption of the SkillsNET methodology provides greater
flexibility in occupational structures, while moving the Navy into a multifaceted
environment where the analytical possibilities are virtually unlimited. This paper focuses
on several analytical vistas available to Navy decision makers and leadership.
Similarity of Jobs
The SkillObject, a cluster of similar tasks, becomes the focus around which similarity
of Jobs – tasks, knowledge, skills, and abilities – is determined. Similarity knowledge
allows the Navy to realize cost savings, common training delivery, and it eliminates
redundancy. Similarity is calculated using scaled skills, scaled abilities, percentage of
overlap for tools and knowledge categories.
Job Transfer
The Navy has a major problem with Sea-Shore rotation of personnel. It is difficult to
place individuals in a shore billet where his/her sea skill requirements are maintained or
strengthened. Reality tells us basic skills have historically eroded.
Transferability measures enable us to dissect the job at sea and place individuals in shore
billets where a portion of their skills are maintained. This enables us to eliminate
expensive retooling.
Transferability is a function of criticality, consequence of error between the targeted
shore job and the sea requirement, and Importance.
505
45 th Annual Conference of the International Military Testing Association
Pensacola, Florida, 3-6 November 2003