2003 IMTA Proceedings - International Military Testing Association

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career planning of individual CF members and civilian Department of National Defence (DND)
employees. The aim of the IMFA is to describe the IM work done by 10 military occupations
(officer and non-commissioned) and two civilian classifications as well as to identify the way
ahead for the training, development and career paths required to produce and maintain the DND
IM workforce. The survey will be administered to approximately 7000 CF members/civilians
who occupy IM positions in the DND. While this survey will likely be presented in a paper and
pencil format, efforts are being made to develop a web-based survey system since the task count
for a survey of this magnitude is considerably greater that in a normal paper and pencil survey.
Concepts of inter-operability and the ability to effectively function in joint operations are key to
the development of an effective IM occupational structure. One challenge with implementing an
IM career field will lie in defining the functional authority for IM and establishing what are the
roles and relationships with each particular environment.
Human Resource Functional Analysis (HR FA). Although a unified CF MOS has been
maintained, there has been philosophical differences in the approach to HR management
between the Sea, Land and Air environments. Despite this, there is general agreement that an
overall system of control and HR management is required in the CF. A CODAP data analysis
technique was used to interpret the HR data by grouping tasks into modules without restrictions
normally associated with non-overlapping duty areas (Thew and Weissmuller, 1978). This
technique was used to better understand HR jobs and their inter-relationships existing within this
domain of work. Once HR jobs and their associated tasks were defined, task co-performance
modules were examined to determine the overlap of competencies across the survey population.
Finally, those positions that can be filled by persons from one or more career field(s) and/or
stand-alone occupations are assigned for succession planning purposes.
CONCLUSIONS
While our current phase of the project is not complete, our experience suggests that these
types of analyses are feasible for multiple occupational studies. The normal CF OA
methodology has been adapted to deal with career fields by expanding surveys to include several
occupations (some including both military and civilian respondents). In addition, the concept of
knowledge clustering has been incorporated into normal OA practice. As survey methodology
only defines present-day work requirements, it is incumbent that sponsors and subject-matterexperts
(SMEs) are engaged throughout the OA process. In fact, it can’t be overstressed that a
thorough process of consultation with stakeholders must occur prior to effecting any MOS
change. However, respondents have generally tended to be positive about these large-scale OA
surveys. Many have commented that the survey effectively captured their collective
competencies and should assist in building a MOS that will provide professional and technically
competent personnel to perform all future CF roles and missions. As the CF enters a phase
where it must effectively structure its’ workforce within a work/job-oriented focus, it is hoped
that CF OA methodology will be further adapted to embrace personal competencies.
REFERENCES
45 th Annual Conference of the International Military Testing Association
Pensacola, Florida, 3-6 November 2003