AD-ASG 521 AMERICAN INST FOR RESEARCH WASHINGTON DC F/6 5/9 p 'DEVELOPMENT OF CRITERIA DIM4ENSIONS FOR EVALUATION OF PERFORMANC--ETC(U)

NOV 74 J3 D SITTERSON, W P DAVIS. A L KROTKIN DAHC1-75-C-0003

UNCLASSIFIED AIR-48800-1/74/TFR ARI-RN-79-36 N

I .EEEEhEhh
IIII1 L A IEU 11110

I25 1.4 16L

MICROCOPY RESOLUTION TEST CHART
Research Note 79-36 LEVE fr

DEVELOPME.NT OF CRITERIA DIIMENSIONS FOR D'-rdc

EVLAINOF PROMNEADCAREER ELECT F

DEVELOPMENT OF ENTRY-LEVEL OFFICERS FEB 81980

FE 2 8980

John D. Sitterson, Jr., Warren P. Davis,

4= and Arthur L. Korotkin

American Institutes for Research

LEADERSHIP AND MANAGEMENT TECHNICAL AREA

RU. S. Army

CResearch Institute for the Behavioral and Social Sciences

LU November 1974

Approved for public release; distribution unlimited.

(reprinted December 1979)

__80 227 036
U. S. ARMY RESEARCH INSTITUTE

FOR THE BEHAVIORAL AND SOCIAL SCIENCES

A Field Operating Agency under the Jurisdiction of the

Deputy Chief of Staff for Personnel

FRANKLIN A. HART

JOSEPH ZEIDNER Colonel, US Army

Technical Director Commander

Research accomplished

for the Department of the Army

American Institutes for Research

NOTICES

DISTRIBUTION: Primary dlistribution of this report has been modk by ARI. Pious address corresponden.e

concerning distribution of reports to: U. S. Army Research Institute for the Behavioral and Social Sciences,

ATTN: PERI-TP, 5001 Eisenhower Avenue, Alexandria, Virginia 22333.

FINA flIPOIIIO~dThis report may be destroyed when it is no longsr needed. Pleas do not return it to

the U. S. Army Research Institute tar the Behtavioral and Social Sciences.

NOTE The findings in this report wre not to be construed as an official Oeoartmeint of the Army position,

unless so dsignaed by other authorized dlocumeonts.
Unclassified /1 kC

SECURITY CLASSIFICATION OF THIS PAGE (WY,.., Date EnTered)

REUOETTATION PAGE READ INSTRUCTIONS REP R 0AN BEFORE COMPLETING FORM 1. REPORT NUMBER I 2. GOVT ACCESSION No. 3. RECIP)ENT'S CATALOG NUMBER

Research Note 179-

.DEVELOPMENT OF CRITERIA D)IMENSIONS FOR EVALUATIOt

John D/Stton J aOrESre the Behisairlndo ~ 7

U.S.ermyesec InstituteReac

and Social Sciences (PERI-IL)-W um"U

5001 Eisenihower Avenue, Alexandria. VA 22333 32 14. MONITORING AGENCY NAME & AOORESS(II diffl.,m fm Controlidng Otffce) It. SECURITY CLASS. (of this. report)

V. p., Unclassified

~ -4ISa. DECL ASSI F1 CATION/ DOWNGRADING

SCHEDULE

16. DISTRIBUTION STATEMENT (of this Report)

Approved for public release; distribution unlimited.

17. CISTRISUTION STATEMENT (of the abstract entered in Block 20, It different from Repot)

ISI. SUPPLEMENTARY NOTES

1S. KEY WORDS (Continue on gee.,.. side if necesaryn and Identify by block number)

Officer Personnel Management System (OPMS), job performance dimensions,

perfrnc?(et in ery-level po.sit in~ bcros nthe3b ntylvl pcaliso

the Army's Officer Personnel Management System (OPMS). In the process job

schedules and duty modules developed in contracts DAHC 19-73-C-0042 and

DAHC 19-74-C-0026 were examined and analyzed. A list of entry-level positions

was developed. Duty module applications were analyzed; in the process, needs

for additional duty modules were identified and tentative headings; for some V

DD o M ITION1of INov 6S IsOSSOL ETE Unclassified

~ ~..~) ~ ~** SECUITY CLASSIFICATION OF THIS PAGE (When Veto Rntered)
Unclassified

SECURITY CLASSIFICATION OF THIS PAGECS( M Dba RaeQ

\20. Abstract

of them were developed. Through processes of analysis, refinement and

coordinatio , as explained in the report, a list of nineb job performance

dimensions was developed. A principal product of this research is a

seven-part matrix (Appendix D of the report) showing the relationship of

the job performance dimensions'~ and pertinent duty modules to entry-level

positions, grouped by OPMS specialty.

ii Unclssifie

-------------................................. ,- - - -- ~ -
A complete set of Duty Module and Job Description material assembled

by the Army Research Institute for the Behavioral and Social Sciences

(ARI) to support a number of R&D efforts consists of the following nine

volumes:

1. Army Officer Duty Module Manual. ARI Research Note 79-31, October

1975.

2. Duty Module Methodology for Officer Career Management System Development: Catalogue of Army Officer Duty Modules. ARI Research Note 79-32,

October 1975.

3. Duty Module Methodology for Officer Career Management System Development: Task Data Bank Index. ARI Research Note 79-33, November 1975.

4. Duty Module Methodology for Officer Career Management System Development: Task Data Bank, Task List. ARI Research Note 79-34, October 1975.

5. Results of Field Survey to Evaluate an Experimental Set of Officer

7! Duty Modules. ARI Research Note 79-35, January 1974.

6. Development of Criteria Dimensions for Evaluation of Performance and

Career Development of Entry-Level Officers, ARI Research Note 79-36,

November 1974.

7. Duty Module Relationship to Training and Experience Requirements in

Career Development and Alternata Specialty Selections. ARI Research Note

79-37, February 1975.

8. Design and Validation of Additional Duty Modules for Engineer and

Ordnance Officer Positions, ARI Research Note 79-38, February 1975.

9. Duty Module Methodology for Officer Career Management System Development, ARI Research Note 79-39, January 1976.

The set of duty modules and job descriptions contained in these nine

volumes was developed by the American Institutes for Research (AIR) to

meet a requirement for job information in an ARI research contract being

executed by Educational Testing Service (ETS). This contract was part

of the ARI research program on Career Progression (Information) Systems.

These duty modules, developed for use in a career information system,

have proved to be highly valuable for meeting a number of other research

and developmental objectives.

The duty module concept evolved from interactions between the American

Institutes for Research (AIR) and U. S. Army Research Institute for the

Behavioral and Social Sciences (ARI). These interactions emerged from

tho' AIR "Taxonomy" contract which was originally initiated and supported

I. .
/] /

by the Defense Advanced Research Projects Agency (DARPA). At the time

monitorship of that contract was transferred from Air Force to Army,

ARI vas given the responsibility for redirecting the effort from an

emphasis on experimental psychology principles to the field of personnel

psychology. ARI proposed the development of a job taxonomy, based

on a component of a duty position assignable to a single individual.

This component could be considered as a building block for job reengineering, useful for constructing TDA's or TO&E's, for tracking career progression of individuals, and for providing career information

to Army personnel. It was hoped that such a job component would

provide a common language as a basis for combining manpower requirements

and resources, with the integration of training and career progression,

into a single self-consistent operating system. AIR, continuing under

contract supervision by ARI, developed this concept further and began

referring to these job components as duty modules.

The reader is particularly urged to note that these duty moduJes

were not specifically developed for use in developing or evaluating

either school programs of instruction (PI01) or the achievement of OJT

objectives.

Current ARI research efforts are modifying and evaluating the

duty module ioncept in order to provide a job component measure that is

appropriate for use as a data element of a Training Information Feedback

System (TIFS). The final form of this data element vill reflect a

greater concern for criticality of tasks and for the feasibility of

defining criterion referenced standards corresponding to these tasks.

iv
INTRODUCTION AND BACKGROUND

Nature and Objective of the Project

The concept of the "duty module", which the American Institutes for

Research (AIR) have been developing under contract for the U. S. Army Research 4 Institute for the Behavioral and Social Sciences (ARI), as further discussed

below, appears potentially to have broad application to many areas of Army

personnel management. Investigated in this project, in connection with the

Army's new Officer Personnel Management System (OPMS), is an application to

the development of criteria dimensions for evaluation of performance and

career development of entry-level officers.

The specific technical objective prescribed in the contract for this

project was: Through application of job analysis techniques, [to] examine

job schedules and duty modules developed in contracts DAHC 19-73-C-0042 and

* DAHC 19-74-C-0026 and develop available duty modules into dimensions reflecting

salient aspects of job performance in entry-level positions across applicable

career specialities.

The "Duty Module" Concept

The duty module concept is an experimental system to codify job description information. Aims are to improve communications between personnel

resource planners, assignment officers, manning table designers, etc.; to

facilitate integration of common data bank information; and, ultimately,

using ADP, to provide useful, accurate job description information to all

concerned in ways not practicable heretofore. While the concept is adaptable

to other large organizations and to civilian and enlisted personnel as well

as officers, current development of the system is being directed toward

support of the Army's OPMS.
/

A "duty module" as the term is used herein, is a codifiable cluster of

related tasks--tasks that tend to go together, occupationally and organizationally, in meaningful ways. To be a useful duty module, each such task

cluster must be a coherent, distinctive and relatively self-contained segment of significant work-activity, and generally it should be applicable in

a number of different positions. Thus such task clusters, when properly

composed and standardized, become modular in being usable as "plug-in" units,

like building blocks, for describing work activities extending across occupational specialties. Further information concerning duty modules is contained

in the AIR final technical report, "Results of Field Survey to Evaluate an

° ;Experimental Set of Officer Duty Modules", January 1974, submitted under

Contract DAHC 19-73-C-0042, and in the subsequent AIR interim reports on

Contracts DAHC 19-74-C-0026 and DAHC 19-74-C-0048.

Previous Related Work

In related contracts during the period 1 October 1972 to September 1974,

AIR has produced some 386 detailed Army officer job schedules based on indepth individual incumbents. Of these, the initial group of 198 were jobs,

both branch material and branch immaterial, to which Infantry and Quartermaster officer (up through the grade of Lieutenant Colonel) are assigned;

they were the pilot branches for this undertaking. Subsequently added were

50 positions held by Engineer officers and 50 by Ordnance and Chemical officers.

Later AIR conducted some 88 additional surveys in grades up to colonel, so

as to provide at least some representative coverage across the 47 OPMS

specialties. A proportion of these job schedules covered lieutenants positions of the entry-level type. These entry-level job schedules have been

used in the current project.

2
On the basis of analyses of the job schedules and related research,

AIR thusfar has designed a total of 174 experimental duty modules, sets of

which have been delivered to ARI under the contracts cited above. A list

of these 174 duty modules is attached as Appendix A.

Field surveys to test the validity and application of the duty modules

have been administered to some 654 officers, different from those in the

original job schedules. The first such survey (in 1973), using an initial

set of 93 duty modules, focused on designated Infantry and Quartermaster

units and three full division headquarters, some 518 officers in all. It

produced results highly favorable to the duty module concept, led to certain

*" refinements, and otherwise generally validated the majority of the duty modules,

all as analyzed in detail in the previously cited report on Contract DAHC

19-73-C-0042. Data from a recent smaller survey of an expanded set of duty

modules, using varied test procedures, currently are being processed under

Contract DAHC 19-74-C-0026; preliminary analysis indicates the results again

to be quite favorable, generally in consonance with the previous survey and

validating additional duty modules. A further survey is being conducted to

obtain the views of experienced officers representing (ten ech) most of

the 47 OPMS specialties.

I

(3

-_ _ . J
CURRENT PROJECT

Additional Duty Modules

Analysis of the OPMS Specialties (in DA Pamphlet 600-3) and the MOS

manual (Military Occupational Specialties for Commissioned Officers, AR

611-01) indicated a need for a number of additional duty modules for entrylevel positions in the OPMS specialties, beyond those already produced from

the available job analyses and listed in Appendix A. It was possible to

develop tentative headings judgmentally for some additional duty modules

for entry-level jobs, proceeding on the basis of research of the documents

listed above, plus pertinent organizational tables and field manuals, and

calling upon the experience and knowledge available within the AIR project

team. A list of 13 such tentative additional duty module headings is

* attached as Appendix B. These headings are used in matrices later in this

project. Note that lower case letters are used in these duty module numbers

(g-9, bb-l, etc.), so as to distinguish them from the actual, complete duty

modules which have been produced.

Entry-Level Positions

A first requirement in this project, involving more problems than might

have been expected, was simply to identify the pertinent entry-level positions to be analyzed. The first step was literature research. DA Pamphlet

600-3 identifies 30 of the OPMS specialties as being entry-level specialties.

It also identifies MOS within each specialty--but not individual positions

except as examples, although there are many useful examples. Nor does it

define, nor need to for its purposes at the time, which MOS within an entrylevel OPMS specialty are applicable to entry-level officers. The MOS manual

sheds some light on such questions but leaves many unresolved. DA letter

4
(DAPE-MI), subject: "Expanded Use of Additional Skill Identifier (Project

EASI)", 30 March 1973, provides guidance for the determination and identification of OPMS specialties for officer positions in authorization documents,

and this system subsequently has been in the process of implementation

throughout the Army. The AIR project team studied the foregoing source

- materials and has made extensive use of them in this project and the contract

on additional duty modules for OPMS specialties. However, neither these

basic documents nor even the available authorization documents (published

before Project EASI) sufficed entirely for a categorizing of pertinent entryievel positions for each entry-level specialty.

As the next step, contact was made with the Office of the Director,

Officer Personnel Directorate, U. S. Army Military Personnel Center to

obtain data on entry-level positions and the distribution'of the lieutenants

assigned to them. That office granted permission for an AIR representative

to work directly with the OPD career branches, which are responsible for

assigning lieutenants to their entry-level positions. In general, the OPD

career branches, which were all cooperative, had not isolated data on their

assignments of new lieutenants over a period of time in terms of OPMS

specialties. (It should be noted that OPMS is still in the early stages

of its implementation with respect to lieutenants, even though impressive

progress has been made in overall OPMS planning and implementing management.)

However, all the branches had useful data, even though not uniformly

arrayed. From such data it was possible to assemble a list of entry-level

positions (or groupings of positions in some instances), arrayed by branch

(not OPMS specialty), with estimated distribution of lieutenants initially

assigned to such positions during the current year (with some differences

5
in exact period covered). Such a list of enp!y-.1evcl positions, by braJch.

is attached as Appendix C. Since this list was prepared informally, without further processing and validation, it should not be regarded as

official or definitive, but it suffices for the purposes of this particular

project.

As a third step, the more significant of the entry-level positions,

in terms of distribution density within the branches, were selected and

then rearranged under the OPMS specialties, using as a basis the OPMS-MOS

framework from the research previously described. These entry-level

positions, grouped by OPMS specialty, are arrayed on the horizontal axis

in the set of matrices appended hereto as Appendix D, which is a primary

product of this project.

As an exception, no attempt has been made in this project to portray

airborne or aviation duties as distinct from the OPMS specialties and entrylevel positions listed. For the purposes of this project, airborne positions

are generally similar to their ground duty counterparts, with the addition

of the airborne aspects, which can be represented by the Duty Module O-X-2

(Participates in airborne operations as a parachutist). Although aviation

is not an OPMS specialty, aviation positions which could occur in several

of the branches. Thus, for example, the position of "Aviation Officer"

4(MOS 6-1193) could well be added to the entry-level positions under Field

Artillery, and so on with several other specialties; and appropriate duty

modules could be selected from the "J" group (Army Aviation). However, a

more precise definition of eaGh specific aviation position would be needed

for a proper assignment of specialized aviation duty modules (e.g., whether

helicopter or fixed-wing pilot) and other duty modules (for staff duties,

command of others, administration, etc.).

6
For such reasons, and because neither aviation nor airborne aspects fit

well in the "common job dimensions" discussed below, they have not been

included in the matrix at Appendix D.

2

-2

: ,i7
Job Performance Dimensions

In the development of the job perforuance di:;-ensionis, the AiR analysts

examined the job schedules (for lieutenants' positions) previously

described, and applied judgment (using the experience and expertise

available in the AIR team) in considering the additional entry-level positions (included in Appendix C) for which such job schedules were not

available. Then the pertinent duty modules were considered, in the process

of identifying those having broad, common skill requirements spanning as

* imany of the 30 entry-level OPMS skill channels as possible. The entrylevel positions were then re-examined to review their duty requirements,

mold them into generalized statements of commonly applicable job dimensions, and identify needs for additional duty module coverage. (It was

* jin this process that the additional duty headings listed in Appendix B

were developed, as previously discussed.)

By the foregoing processes, some fourteen draft, tentative job dimension statements for entry-level positions were developed. Included was a

tentative job dimension statement concerning leadership, to which both ARI

and AIR attach great importance. These draft statements were discussed

informally in coordination conference between ARI and AIR representatives,

and then further refined. As one significant result of such coordination,

it was decided to omit the leadership item from further treatment in this

report. Because of its special nature and importance, extending across

many duties and duty modules, the leadership factor is being addressed

separately by ARI.

A refined list of nine job performance dimensions was developed and

is presented as part of Appendix D.
Appendix D, as the primary product of this effort, is a matrix, in

multiple sheets, using the list of job dimensions as one axis and the

entry-level positions, arrayed by OPMS specialty, as the other. The

duty modules for the job dimensions are identified, and the applications

of job dimensions and duty modules to the various positions are shown by

symbols which are explained in the notes on the matrix. (Note: The

prefix "0" in the duty module headings, signifying an officer duty

module as distinguished from enlisted, has been dropped in the matrix,

since all modules treated herein are in the officer series.)

The matrix in Appendix D is largely self-explanatory. However,

several points warrant further comment:

9 First, it should be noted that the first six job performance

dimensions (A-F)-are fairly self-evident in substance from their own

language. Also, they can be portrayed in further detail by commonly

applicable duty modules which extend across the branches, OPMS specialties, military occupational specialties (MOS), and specific positions.

These commonly applicable duty modules or groups of duty modules are:

A-1, A-2

A-10 ~A-11

E-1, E-2

F-1

* Second, the patterns of application of the first six job dimensions (A-F) and the above listed duty modules are of two typos,-'epending

on whether the officers' positions are staff or line. The line, troopleading positions (platoon leaders and comparable duties) tend to apply

all of the first six job performance dimensions. The first two job

dimensions (A, B) also apply to virtually all staff officers. With

respect to the four job dimensions C, D, E, and F, it could be contended

... . .. ... .. . .. . .. . . . . J , . .. .. :. q . .. . ... _. ... # i . .. 1 , j - 'h - ' "
t ha t t hoy al1 so at i Ii kt' 1Y t o 1 l dp l~h oll Viim v I i u t 'l1.Ii11 1 1 i

positions. However, it was concluded that they did not usually apply in

the same degree and manner, except in some instances where the staff position is combined with direct training and supervision of troops. Therefore,

in order to sharpen rather than obscure the distinction, all marginal or

questionable applications of job dimensions and duty modules have intentionally been omitted from the matrix. Thus, two sharply distinctive

major patterns are seen, one for line positions and one for staff, with a

few variations where warranted.

,' e Third, the two job performance dimensions G and H are not substantively self-explanatory, but need reference to specialized duty modules for

substantive content. Simple "applicable" or "not applicable" determinations could be used in the matrix for the first six job dimensions. Here,

however, the specialized duty modules for each position need to be identified insofar as possible, and are shown directly on the matrix. It

should also be noted that the same duty modules are applicable to both job

dimensions G and H, which therefore are grouped together on the matrix to

avoid needless repetition. In this process, the tentative additional.duty

module headings listed in Appendix B have been applied as well as the

actual duty modules listed in Appendix A. (Note: It is pointed out that

the tentative duty module headings in Appendix B, their part in the job

performance dimensions, and their application in the matrix were all

derived judgmentally by the analysts, applying research and experience,

but distinct from the empirical derivation of the other duty modules and

job dimensions.)

* Fourth, the process of building the matrix identified the need

for additional modules which could not be defined without further position

10
definition and/or job research beyond the scope of this project. Such

cases are identified on the matrix by an asterisk (*). The necessity of

using this device does not significantly diminish the validity of the

stated job performance dimensions. However, it does evidence judgmental

derivation and the need for the pertiment duty modules to be identified

and developed if they are to be used for job descriptions or checklists

for evaluating performance.

* Fifth, attention is invited to job dimension I, regarding additional

duties. It is well established that entry-level officers usually have some

significant additional duties which, although secondary to primary duties,

should be taken into account in the evaluation of their performance.

Therefore, a job dimension to reflect the existence and significance of such

additional duties has been provided. In consonance with the duty module

contract work to date, no attempt has been made to develop duty modules to

cover additional duties. In some instances, however, some of the additional

duties may fall wholly or partly under the job dimensions and duty modules

applicable to primary duties.

* Sixth and finally, on the line in each matrix for duty module

coverage, there is a symbol representing the degree and type of duty

module coverage for each position as explained on the matrix. These symbols

also are pertinent in distinguishing between judgmental and empirical

derivations.

..... . . h., -- - -
AMERICAN IiSTITUTES FOR PFKA Dr-'

Project 45500

1 October 1974

APPENDIX A

CATALOGUE LIST OF ARMY OFFICER DUTY MODULES

(BY AREA)

A. COMMAND MANAGEMENT, GENERAL MANAGEMENT, AND ADMINISTRATION

O-A-1 Performs unit administration

O-A-2 Performs general administration

O-A-3 Exercises military command authority

O-A-4 Performs command or general management

O-A-5 Supervises a staff section, detachment or office

O-A-6 Performs headquarters management staff functions

O-A-7 Performs special staff administrative and adjutant type functions

O-A-8 Directs, coordinates and supervises a staff

O-A-9 Performs executive staff secretariat functions

O-A-1O Counsels and evaluates subordinates as troop leader and takes

action on personal problems

O-A-li Supervises troop appearance and care and maintenance of materiel and facilities in unit

B. PERSONNEL

O-B-i Performs manpower management staff functions

O-B-2 Performs personnel management staff functions

O-B-3 Performs staff functions pertaining to personnel services

O-B-4 Performs officer personnel management functions at departmental

level

O-B-5 Directs or coordinates postal services for an installation or

command

C. INTELLIGENCE

O-C-I Performs combat intelligence staff functions

O-C-2 Performs counterintelligence and security staff functions in

a general staff or coordinating staff

O-C-3 Performs foreign area strategic intelligence staff functions

O-C-4 Performs attache type intelligence functions

O-C-5 Performs aerial surveillance staff functions in a general staff

or other coordinating staff

O-C-6 Performs intelligence staff functions concerning reconnaissance

and surveillance (except special tactical air support functions)

O-C-7 Directs and conducts operations of counterintelligence unit

O-C-8 Conducts military intelligence collection operations in the

field

O-C-9 Provides "Aggressor" support and other specialized military

intelligence support for training activities

A-I
0. OPERATIONS & PLANS (STAFF)

O-D-1 Performs operations staff functions in a General Staff

or other coordinating staff

O-D-2 Performs operations planning staff functions in a General Staff

or other coordinating staff

O-D-3 Performs air support staff functions in a General Staff or

other coordinating staff

O-D-4 Coordinates fire support for unit tactical operations

O-D-5 Performs staff functions in preparations for, and partial or

temporary operation of, a high level emergency operations

facility

O-D-6 Directs school troop operations of combat arms unit(s) at a

service school center

E. ORGANIZATION, TRAINING

O-E-l Trains troops and/or civilian employees in units and activities

O-E-2 Performs training staff functions

O-E-3 Performs organization staff functions in general staff or other

coordinating staff

F. LOGISTICS (STAFF, CONSUMER UNITS, AND COMPOSITE COMBAT SUPPORT COMMAND)

O-F-i Performs supply operations at consumer unit level

O-F-2 Performs supply staff functions

O-F-3 Performs equipment maintenance and readiness staff functions

in a General Staff or other coordinating staff

O-F-4 Performs transportation staff functions in a General Staff

or other coordinating staff

O-F-5 Performs logistical services staff functions in a General

Staff or other coordinating staff

O-F-6 Performs staff functions pertaining to motor vehicle maintenance

and operation

O-F-7 Performs general logistics staff functions in a high-level staff

O-F-8 Performs staff functions concerning procurement of materiel

0-F-10 Reviews, processes and coordinates military construction planning

and programming (Major command or departmental level)

O-F-il Performs high level staffwork in reviewing and coordinating

military base and facility requirements.

O-F-12 Directs and controls operations of a combat support command

or comparable composite combat service support organization

G. COMMUNICATIONS AND ELECTRONICS

* O-G-l Performs special staff and operating functions pertaining to

unit communications

O-G-2 Performs special staff functions pertaining to communicationselectronics

O-G-3 Directs and controls operations of mobile wire communications

support unit

O-G-4 Directs and controls operations of mobile radio communications

support unit

A-2
O-G-5 Establishes and controls mobile area signal center(s)

O-G-6 Manages communications--electronics facilities and services

at major command post or operations center

O-G-7 Directs and controls fixed telecommunications center

O-G-8 Coordinates and/or controls communications-electronic services

for military posts and comparable fixed installations

H. CIVIL-MILITARY AFFAIRS

O-H-l Performs civil-military staff functions in a general staff or

other coordinating staff

O-H-2 Plans and coordinates civil affairs unit operations

O-H-3 Plans and coordinates psychological unit operations

I. COMPTROLLERSHIP AND PROGRAM/PROJECT/PRODUCT MANAGEMENT

0-I-1 Performs program and budget staff functions

0-1-2 Performs management analysis staff functions

0-1-3 Conducts cost studies and analyses in financial management

of a system, project or program

0-1-4 Performs or assists in overall life-cycle management of special

materiel project, product or system

0-1-5 Performs overall programming, evaluation and review (PERT)

staffwork in project/product management

0-1-6 Develops and designs budgetary methods and procedures for

financial management systems

J. ARMY AVIATION

O-J-l Performs special staff functions pertaining to Army aviation

O-J-2 Pilots rotary wing aircraft

O-J-3 Pilots fixed wing aircraft

O-J-4 Directs and controls higher echelon maintenance for Army aircraft 4 O-J-5 Performs Army aviation safety staff functions

K. RESEARCH, DEVELOPMENT, TEST AND EVALUATION

O-K-l Performs staff functions pertaining to research and development

O-K-2 Conducts service or operational test and evaluation of developmental materiel

O-K-3 Coordinates test and evaluation of developmental materiel

O-K-4(*)Conducts bench-level laboratory research in the physical sciences

O-K-5 Coordinates research, development and testing concerning nuclear

weapons effects (non-me:ical)

O-K-6* Coordinates or conducts operating-level research, develooment

and engineering for developmental materiel or system (in

designated field)

Specialty or field also needs to be designated or indicated by code

A-
L. OPERATIONS RESEARCH AND SYSTEMS ANALYSIS

O-L-l Per-forms operations research analysis staff functions

M. ADP MANAGEMENT AND PROGRAMMING

O-M-1 Performs specialized automatic data processing (ADP) staff

functions

N. EDUCATION, INSTRUCTION

O-N-1 Prepares and conducts formal instruction

O-N-2 Conducts ROTC activities at civilian education institutions

0. INFORMATION ACTIVITIES

0-0-1 Performs public information staff functions

0-0-2 Coordinates, and prepares materials for, command information

or troop information activities

0-0-3 Manages radio station of the Armed Forces Radio and Television

Service

0-0-4 Manages television station of the Armed Forces Radio and

Television Service

P. AUDIO-VISUAL ACTIVITIES

O-P-i Performs overall coordination and management of various audiovisual services for a major installation

O-P-2 Produces taped television or motion picture films for instructional

or information purposes

U. TACTICAL DIRECTION OF COMBAT UNITS

O-U-1 Directs and controls tactical employment of combat unit (with

manouver elements)

O-U-2 Directs and controls Infantry mortars

O-U-3 Directs and controls tactical employment of reconnaissance and

scout unit

0-U-4 Directs and controls Redeye type air defense weapons

O-U-5 Directs and controls Infantry antitank weapons

W. MISCELLANEOUS

O-W-l Provides personal staff assistance to general officer

O-W-2 Directs and leads honor guard or ceremonial unit

O-W-3 Performs staff and coordinating functions pertaining to formal

ceremonies

O-W-4 Performs unit liaison activities

O-W-5 Performs formal investigative staff functions

O-W-6 Performs military history staff functions

A-4
O-W-7 Provides advice and assistance for Army reserve components

O-W-8 Prepares doctrinal or formal instructional publications

O-W-9 Represents US forces in military standardization activities

with other countries

O-W-lO Performs chemical staff functions in a combat or combined arms

organization

X. INDIVIDUAL FUNCTIONS AND SPECIAL QUALIFIERS

O-X-l Participates individually and directly in ground combat

O-X-2 Participates in airborne operations as a parachutist (MOS SQI

prefix 7)

O-X-3 Performs specialized nuclear weapons effects analysis (MOS SQI prefix 5)

O-X-4 Performs staff and coordination functions concerning electronic

warfare (MOS SQI prefix E)

AA. AIR DEFENSE ARTILLERY

O-AA-l Directs and controls employment of light air defense artillery

weapons

O-AA-2 Directs and conrols HAWK type air defense launchers and missiles

BB. FIELD ARTILLERY

O-BB-4 Performs field artillery reconnaissance and survey functions

O-BB-5 Performs field artillery target acquisition functions

CC. MILITARY POLICE, LAW ENFORCEMENT, CRIMINAL INVESTIGATIONS

O-CC-l Performs provost marshal staff functions for a installation

or command

O-CC-2 Controls and participates in military police operation (noncombat)

O-CC-4 Directs and operates a military confinement facility

O-CC-5 Directs, controls, and/or participates in operations of criminal

investigation unit, field office or agency

O-CC-6 Directs and operates criminal information center or system

EE. ENGINEERING

O-EE-l Directs and controls engineering operations of a line combat

engineer unit (other than headquarters and bridge units)

O-EE-2 Directs and controls portable bridging

O-EE-3 Directs and controls mobile water supply point unit operations

O-EE-4 Directs and employs atomic demolitions

O-EE-5 Performs engineer staff functions on a division corps, army, or

comparable staff

O-EE-6 Directs and controls engineering operations of an engineer

construction unit

A-5 f

i
O-Er-7 Directs and controls engineering operations of engineer construction

support or heavy equipment unit

O-EE-8 Performs design, planning and monitoring of engineer unit

construction projects

O-EE-9 Directs and controls facilities engineering services for an

installation

O-EE-1O Prepares terrain study material

O-EE-11 Conducts engineering surveys

O-EE-12 Manages field production or revision of military maps (topographic

and photo maps)

O-EE-13 Performs on-site supervision of engineer contract construction

projects, and related ASPR contract administration

O-EE-14 Coordinates military construction activities in an engineer

district

O-EE-15 Provides resident engineer district representation and services

at a military installation

O-EE-16 Conducts engineer oriented strategic studies and analyses

O-EE-17 Plans and engineers construction and maintenance of military pipeline

system

FF. LOGISTICAL SERVICE OPERATIONS (SPECIALIZED)

O-FF-I Manages installation commissary

O-FF-2 Directs and coordinates national cemetary activities

0-FF-3 Manages officers' open mess

O-FF-4 Performs food service and advisor staff functions

O-FF-5 Directs and controls operation of mobile field laundry and bath

units

O-FF-6 Directs and controls service unit or activity

0-FF-7 Performs purchasing and contracting functions under the Armed

Services Procurement Regulations

O-FF-8 Directs and controls mortuary activities

O-FF-9 Manages materiel supply control for one or more specified

commodities within an organization or activity

O-FF-10 Performs staff and operating functions concerning property

4disposal

O-FF-11 Performs contract administration functions under the Armed

Services Procurement Regulations

O-FF-12 Coordinates materiel production and procurement activities for a

major project or program

O-FF-13 Oversees contractor-operated government munitions plant

O-FF-14 Conducts explosive ordnance disposal (EOD) operations

O-FF-15 Performs high level coordinating staffwork concerning explosive

ordnance disposal (EOD) matters

O-FF-16 Directs and controls chemical combat service support operations

GG. TRANSPORTATION (OPERATIONS AND SPECIALIZED FUNCTIONS)

O-GG-l Coordinates military passenger traffic and movement operations

O-GG-2 Performs high-level management and coordination of military

cargo shipments to and from overseas

A-6
O-GG-3 Coordinates cargo handling operations at military ocean terminal

O-GG-4 Directs or coordinates operations of deployable water terminal

operating unit

O-GG-5 Directs and controls operations of amphibious truck unit

O-GG-6 Directs and controls operations of transportation truck unit

O-GG-7 Performs high-level highway traffic engineering staff functions

HH. SUPPLY AND MAINTENANCE SUPPORT OPERATIONS

O-HH-1 Directs parachute maintenance and aerial delivery equipment

support

O-HH-2 Directs and controls petroleum supply unit

O-HH-3 Directs and controls supply unit or activity (except petroleum)

O-HH-4 Supervises parachute and aerial delivery equipment supply and

maintenance

O-HH-5 Repairs parachute and aerial delivery equipment

O-HH-6 Supervises division heavy drop support

0-HH-7 Supervises packing of personnel parachutes

r O-HH-8 Directs and controls repair of equipment from supported units

O-HH-9 Supervises storage and warehouse operations

O-HH-1O Directs and controls specialized support

maintenance for artillery missile systems

O-HH-ll Directs and controls machine shop and metal-working

O-HH-12 Directs and controls special ammunition combat service support

operations

O-HH-13 Exercises staff supervision and technical control over maintenace

unit shop and support operations

O-HH-14 Performs technical staff coordination of parts supply aspects of

GS or DS maintenance activities

O-HH-15 Manages parts supply activities (maintenance shop stock or user

unit)

O-HH-16 Plans and coordinates parts supply aspects of materiel project/

product management

0-HH-17 Directs and controls conventional ammunition supply and storage

operations

O-HH-20 Coordinates large-scale bulk POL movement and storage operations

overseas

II. FINANCE

0-11-1 Performs finance and accounting functions

0-11-2 Performs financial services staff functions for a deployable

command

KK. CRYPTOLOGY, SPECIALIZED SIGNAL INTELLIGENCE AND SECURITY OPERATIONS,

AND ELECTRONIC WARFARE

O-KK-l Directs and conducts signal surveillance, intercept, intelligence

and related electronic warfare operations (not in flight)

O-KK-2 Directs and conducts airborne signal intelligence operations

(surveillance, intercept, locating, etc.)

O-VK-3 Directs, conducts and/or performs specialized cryptologic

functions

A-7
AIR Project 48800

APPENDIX B

TENTATIVE HEADINGS FOR ADDITIONAL OFFICER DUTY MODULES*

g-9 Directs and controls installation, operation and maintenance of fixed

telephone-digital switching and subscriber equipment.

g-l0 Directs and controls installation, operation and maintenance of fixed

radio communication systems.

aa-3 Directs and controls Nike-Hercules air defense launcher activities.

aa-4 Performs battery-level fire control for anti-aircraft missile systems.

aa-5 Directs and controls anti-ballistic missile (ABM) unit operations.

bb-1 Directs and controls operations of field artillery cannon firing

battery.

bb-3 Directs and controls tactical employment of field artillery guided missile unit.

bb-6 Performs. field artillery forward observation functions.

bb-7 Plans and coordinates field artillery operations and performs fire

direction (above battery level) and fire support coordination.

cc-3 Controls and participates in military police operations (combat support).

ee-18 Directs and controls construction, operation, rehabilitation and

maintenance of public works and utilities.

ee-19 Plans, designs and directs construction of highways, roads, streets,

and bridges.

ee-20 Plans, directs and/or supervises construction, installation and

maintenance of electrical power and lighting systems and facilities.

*Additive to consolidated list of completed modules, dated 1 October 1974,

submitted to DA (ARI) under contract DAHC 19-74-C-0026 (AIR Project 45500).

B-I
APPENDIX C

INITIAL ASSIGNMENTS OF LIEUTENANTS BY BRANCH

Estimated

Distribution

by % Branch and Positions

Adjutant General Branch

2 55 Assistant Adjutant (MOS 2110)

17 Platoon Leader on RA detail with an arm

8 Personnel Officer (MOS 2200)

8 ADP Officer (MOS 2402)

8 Recruiting Officer (MOS 2310, including Test Control

Officer and Interview Officer)

4 Club Management Officer (MOS 4112); Special Services

Officer (MOS 5000); and Information Officer (MOS 5505)

Air Defense Artillery

35 Platoon Leader, Nike Hercules unit (MOS 1180)

30 Platoon Leader, Hawk unit (MOS 1180)

18 Platoon Leader, Chaparral/Vulcan unit (MOS 1174)

16 Section Leader, Redeye unit (MOS 1174)

1 Race Relations Officer, and varied other positions

Armor

53 Platoon Leader, Tank unit (MOS 1203)

25 Platoon Leader, Cav. Squadron (MOS 1204)

20 Training Officer, [usually second officer in a

Training Company] (MOS 2622)

2 Varied positions including Motor Offl-er, Assistant

S-3, Admin. Officer, and Test Control Officer in

Recruiting Office

Engineer

45 Platoon Leader, Combat Bn. Combat Co. (MOS 1331)

35 Platoon Leader, Construction Bn. Const. Co. (MOS 1328)

10 Platoon Leader, Construction Bn. Equip. & Maint. Co.

(MOS 1328)

5 Platoon Leader, Topographic Bn. (MOS 7915)

5 Various Engineer positions [primarily in OCE for Lts

with Master's or Doctor's degrees in unusual

subjects, not in the usual entry-level category)

C-1
Field Artillery

30 Forward Observer (MOS 1193)

20 Training Officer with non-FA unit (MOS 2622)

8 Battery Assistant Exec. Officer (MOS 1193)

8 Battery Exec. Officer (MOS 1193)

6 Assistant Platoon Leader, FA unit (MOS 1190)

6 Section Leader, FA unit (MOS 1190)

4 Aviation Pit. Ldr. or Sect. Ldr. (MOS 6-1193)

18 Various non-tactical positions

Finance

30 Platoon Leader of unit of an arm [RA detail officer]

20 Chief Disbursing Officer [Post Fin. & Accounting

Office] (OS 6201)

20 Chief, Examination & Pay [entitlements] Officer

[Post F & A] (MOS 6100)

10 Assistant Chief, Disbursing Officer [TO&E unit]

(MOS 6201)

10 Assistant Chief, Accounting Officer [F & A]

(MOS 6101)

5 Assistant Chief, Military Pay Officer [TO&E unit]

(MOS 6100) * 5 Quality Edit Officer ETO&E unit] (NOS 6100)

Infantry

30 Platoon Leader, Mech. (MOS 1560)

20 Platoon Leader, Rifle Co. (MOS 1542)

15 Platoon Leader, Mpns. Plt. (MOS 1543)

15 Training Officer (MOS 2622)

5 Platoon Leader, Airborne (MOS 1542)

5 Aviation Officer (OS 1981)

5 Instructor [Committee Group - faculty] (MOS 2622)

5 Varied duties including Recruiting, Induction Station,

Race Relations, ADP, Assistant S-3, Company Exec 0.,

and Tactical Officer, OCB

Military Intelligence

35 Platoon Leaders [RA detail to an arm] [a few of these

are Company Exec. Officers, Training Officers, and

Assistant S-2's]

30 Cryptologists [ASA units) or related Comm. Center

duties (MOS 0221)

20 Assistant unit S-2, or in MI unit of Division

(MOS 1690, 9301)

15 Investigative Officer in USA Intelligence Agency

or Defense Investigative Service (MOS 9666)

c-2
Military Police

35 MP Officers in Post Camp & Station MP Companies

(Platoon Leaders] (MOS 9110)

25 Platoon Leaders in MP Bns. (MOS 9110)

20 Platoon Leaders in Division MP Companies (MOS 9110)

15 Security Officers [may also be platoon leaders] in

AMC or other installations (MOS 9110)

2 Race Relations Officers

2 Confinement Officers [Correctional Officers] (MOS 9121)

J, 1 Special Service Officers (MOS 5000)

Signal

60 Platoon Leader, Sig. Bn., Combat CommunicationsElectronics (MOS 1010) 20 Platoon Leader, Sig. Bn., Fixed Telecommunications

(MOS 0271, 0300)

10 Technical Staff Assignments

4 Training officer or faculty member of service schools

1 Audio-Visual assignments (MOS 8500, 8510, 8511, 8521,

8530)

5 Various other assignments

Ordnance

25 Plt. Ldr. Maint. Bn. (MOS 4815, 4808)

22 CBR Staff Officer (MOS 7314)

15 Maintenance Staff Position (MOS 4815, 4808)

10 Platoon Leader, Supply unit (MOS 4200)

10 Platoon Leader, Ammunition unit (MOS 4514)

4 E.O.D. unit officer (MOS 9224

3 Platoon Leader, Special Annunition unit (MOS 4517)

3 Supply Staff positions (MOS 4010, 4200)

3 Special Ammunition Staff positions

2 School Staff positions

2 R & D [Missiles]

1 Procurement

Quartermaster

35 Platoon Leader, Supply & Service Units (MOS 4200)

15 Platoon Leaders, Parachute Maint., Aerial Supply,

Air Equip. Repair (MOS 4820)

15 Subsistence, Food Service & Commissary (MOS 4114,

4120, 4130, 4223)

15 Training Officers

10 POL Officers (MOS 4960)

5 Assistant S-4 [G-4] (MOS 4010)

5 Procurement

c-3
Transportation

65 Platoon Leaders, Truck Highway units (MOS 0660)

18 Platoon Leaders, Marine Terminal (Boat Co's & Term Co's]

(MOS 0815, 0825)

10 Movements Control organizations (NOS 0693, 0694)

5 Platoon Leaders, Amphibious units (MOS 0668)

2 Various positions such as ADP and Aviators

1C 1

c-h+
/

APPENDIX D

MATRIX: JOB PERFORMANCE DIMENSIONS AND DUTY MODULES

FOR ENTRY-LEVEL POSITIONS IN OPMS SPECIALTY FIELDS

This appendix consists of a seven-part matrix, each part in two pages

that go together, showing the application of "job performance dimensions"

and duty modules to entry-level positions in the 30 OPMS entry-level

specialties. In each two-page part the left sheet, showing the nine common

"job performance dimensions", is the same. The seven right-hand sheets

break the 128 entry-level positions into page-size parts, for convenient

* handling, each such sheet relating to the same left-hand sheet. Further

explanation is provided in notes on the matrix and in the left of the

report.

D-1
JOB PERFORMANCE DIMENSIONS AND DUTY MODULES FOR

ENTRY LEVEL POSITIOS IN OPS SPECIALTY FIELDS

Notes: 1. Applicability of the listed duty modules is indicated by a plus sign (}in the

matrix.

2. Also includes administrative aspects of other applicable duty modules.

3. Specialized modules apply as shown in the matrix. Lower case letters are for

tentative headings developed for modules not yet completed.

4. Asterisk (*) indicates specialized module needed, not yet developed or titled.

5. No duty module coverage provided. Applicability marked by minus sign (-).

r1 6. Duty module coverage for Job Dimensions G and H is the same.

_ F DUTY MODULES

JOB PERFO.yA"iCE D-iERSIONS Note I

A. Attends to administrative details. A-1, A-2

Note 2

Rt. Prepares correspondence, memoranda and reports. A-1. A-2

Note 2

C. Advises, counsels and assures that proper assistance is provided subordinates A-l0

in resolving their personal problems.

D. Maintains proper standards of appearance and condition of subordinates and A-11

their weapons equipment and facilities.

E. Conducts instruction and training of subordinates in accordance with their E-1, E-2

needs and guidance from next higher commander or supervisor.

F. Performs user level supply management by stating requirements, keeping track F-1

of quantities on hand and overseeing storage, issue, use and accounting of

G. Demonstrates knowledge of equipment, techniques, tactics and/or procedures Notes 3,

needed in performance of his duties. 4, 6

H. Directs, controls, and/or coordinates employment of personnel and equipment Notes 3,

to achieve timely accomplishment of mission(s). 4, 6

I. Performs additional duties that may be required of him such as Duty Officer, Note 5

Officer of the DayjGuard, Voting Officer, PX Inventory Officer, etc. -

Notes (contd): 7. Duty module coverage code (Job Dimension I excluded in all cases):

1- Complete. All duty modules completed for primary duty assignp.snts.

2- Coverage includes headings (indicated by lower case letters) for

duty modules tentatively titled and so listed but not yet completed.

3- Coverage is or may be incomplete; further research and/or job definition needed.

8. Thc term "Unit Cdlr", corresponding to the MOS terminology, does not r:,,1 actual comnward of a company. t'attr:,, . vc., but refers to troop-le.,.filiq

posiLiois for LI!; such as Platoon Ld, icction Ldr, Co/Btry Exec. , ".

Exec, etc. D-2:
OPMS SPECIALTY FIELDS/ENTRY LEVEL POSITIONS

Air Defense Artillery Armor Finance Field Artillery

C C

> 4

* a'*44 44 _ ( ::.

4j4) 4- Ca ..- S. 03g .- >1. #A C 

Co.L .j to1 ut I 4J 4! 

- .4A 

IooSo.- 

r =2.- a o ) ~ oC) C C C C 3

MC V - -. C~1 C3J -j - L3

4AT MODUL - I- -S- -c 

-OVR 3 1 2 1 3 3 31 1 2.2 2 2

a..i .- - . -' - ' . ,5 . ' __ ~ -, 3 .IF20. -. - - - - - -- - 4- + ' "a C..

- ____

+ + + + + - + + + + + + +

B

+ + + + + + + + +

+ - + +. + + + +. + + + +. ++ + +

E + I + ++++ + + + +

* .+ + +

F

sa-6 * -1 AA-1 kA-2 )-I U-1 U-3 O-I 11-1 1l1- * BB-5 B-4 ibb-3 bb-I bb-6 O-i

G and H

aa.3 )-2 * D-2 * * D-2

* . 4 .a-5 bb-7

! . . _ j . . .
OPMS SPECIALTY FIELDS/ENTRY LEVEL POSITIONS

Infantry Cryotolo~y Ti/trat Counterintel/ Law

.Ie. Human Int I Enforce-

-- H-U!MINTI men

L. I.C

$- 4J 4- C>

V - 1 to 0

- ..- 4 . - . 4- 4) 0 - -

4 . -J 4. 0 4 Jq) . - 4'

co Lo In S.- -W -4 - 4- 0 4 . - D . 4W u 4 4 I4- W 4.' 4 - - 4 .

M a4- 4 0 4- 4- 4-A .

cz,

4- c ;; 5> C 4 C 4) 0 %D-5 C- Lo -

to %-1 to1 * - en3 k -

W M 7- C U- C>- ,0Gand3 I- Lo to

" 'U- U-3 D - * * .. - * C8 - C6 8 .- *. C *-3 0

COERG 3I) 1 2 )U'3 -1~DU 3 '1 3 2' 1 1

A + -r~ + ~ +++ + + + +

B I

+ + + + + + + + 4+ + +4 + .+ + +

+E - + + + +

+ + +*+ + 4

F

+ + + + + + + +

G 3

U*CC
OPMS SPECIALTY FIELDS/ENTRY LEVEL POSITIONS.

, or.at Lonun-LIec T HxeO I eIecomm.-Stems Lomn-LIec Engr .. J(mote M

C):

4-b4C'

go C1. K *~* .).. ~) E 

,-o C ., - J a -' "

.- - .-.- 3A I #A LUJ C C LU

U) IL 4 0D C) 4- a. C An~ 4J C> C 4j 4C 41 (D 0 ; nC L C

44o) 4 - C C : w r - *;; 1+- o - 3 LU L

4+ 4+ ++ S_

o +3 o +j

4-. ) L.'?± < ,~ . I.. C z. "k .. . .. .

4+ ++ + . .4. .-.*+ 1±"' + 41 . 4. + 1

I+

- + + + + + + C D C

__E + + + -+4 + ++ + + + *+ ++ + + + + + + + 4 - , + + + + 4 -4 +- 

G-1 G-5 *G-3 G-3 G-3 G-4 33-3 G-8 G-7 G-7. gg-S ggl( G-2 K-3 *

G-2 G-6 3-4 gg-9 * K-6

G and H ggl *

_I

Note: 9. For Communications-Electronics Engineering, some initial LT assignments may be in

positions In other C-E specialties.

j. D-5

r
____________________________________ __________________________POSITIONS ____

_______________________ Engi neer

14-

L 4J cm ) ca -5L 4- 

404 c i w~ c; ob cr. Li V) Li 4 A u - i ac r 'u L

4-' u .; 0 -0 0 4m - C L 4J 4 0

r- £.

4J*SLI .. 4 _0. 4I M L L C5 c'o o* "'o m . OD Cl C) c ai 01 cv C E) *l .

0 U L. . 4-E. G ~ .0 *

1 2i 2~ 1. 3 -. 0. 0

+U 0 + + + +, + + + 01 0 C+I+

+i. +. +i +0 + + + I + . + i . + +i +i + + + + +

+n +~ CJ +o- a o a 0 0 a 0 ' f *j 0 -

FI + + + . + +++ +

+ + + +

F-3 EE-6 EE-1 E-2 F-i EE-3 EE-5 ee-1 EE-8 EE-9 ee-1 e-2 EE-8 E-1 EE-12EE-1 EE-l EE-1 *

GnH F-6 EE-7 F-2 -E-16 E-1 EE- E-1 ** *

EE-1 EE-11I

E-1 - E-11__

D-6
OPNS SPECIALTY FIELDS/ENTRY LEVEL POSITIONS

Audio-Vis. Chemical Munitions Materiel viation C-E

Instr. Tech Mgmt. --re Mat.

-. *.

"t 0 Z .+ + + + .,+ +

" .' .. ,,~

4- *. * " 4- 00 C) 4 > C4

-00 ) 4J CA _ > - j) 4 *4 a 4J - 41

4--+ . 0 C

O~in 0 .' 4 ) 4)F 0 M tn C- 4/) 41 -4

IXYLDU K% U to. M.1 0. 0' -z - zc S- .. S

4--4

0 8 - 4 a-OS- C - I' - -n-...-

4j~~*1 X 3 -. : - -

C3 40 D - O

RAG 1. 2 _O +.j

'+ +

P-1 P-1 PP-2Ipp-3 PP-2 W-1OFF-i *-17 812FF-i F-14HH-3 J4 HH8

G and N KK-4 'K-4 K-4 K-3 FF-1E K-4

K-6

D-7
OPMS SPECIALTY FIELDS/ENTRY LEVEL POSITIONS

Marine & Terminal Personnel Administration Arm.Mat. POL C1ub, Tank &

Opns. Mgmt. Mgmt Mgmt Ground

Mob Mat.

_ __ _ Mgmt.c

0.

50

I ,,. "04 '') 0 .4. 4A 4-) 0 4-( "

.. 4 - W C.o . - -

+-- L . * 4) . * 4,) _ ... 0, o 0- @.-.06 0 C4 0. 4 4 WU U- 40 =3 4J c go. CA S. UA S- C> * 0 0n ~ -- C L S ) E0 CJ E MOS cx a) 0V 0 S. CL . mUE~ S .,- ,, ,U .> U .0 -o :0 M: - ' o 0 0 . c 0 0 - 0 tf l 1 4j 4-' D Y Chi .0 M 1 4. 4) . .. .. . . .4 0. - 1. . 5-. - S.. L.;; C) >, U E S- 4-- U.. 04/ E E EC toC 0 4)@ CA 0) to c';..~

a.0U 0 0 0 0 0 0 CI . C ca 'j C ON J cD C O 00 CD__ _ C) Lr

COVERAGE 71 1 3 1 1 1 1 3 3 3 1 1 1 1 1 1 .. 1. -.... L 3 I

+ + + + + + + +jj + +

+ + + + + + + + + + + + + + + +

+ + + + + _

D + I-'

S+ + +

D+ +- + + +

F + +, + i+ +' +

GG-5 gg-8 GG-3 G-3 B.-5 A- -7 _-2 B- 3 H-81HH-13 HH-2 FF-3[F-6 H-I'HH- ,______ -3 I -1 IN- I- H- I H-"

' D-8

P

E~g-i
OPMS SPECIALTY FIELDS/ENTRY LEVEL POSITIONS

Cgnstr 8 Food Mgmt ' Gen. Troop Traf. Mgmt. Hwy &Rai) 4s Ie'

Marine Mat. Spt Mat Opns ia ' Mgmt Spec. -- M9m ______ - 49n

=: .0 - C

C> C) L 

Co' 0 vu - -4J c, ,jv 4- >. 0 4) > 4- r- Cx > f FU =D

4j~~~~~. . t a& EL . C; S.. S.. 

-a -4- to+

tA s 0-- - + Lr 0+ *1* s- -L - +im

2 H3 FF: F-1 F- 1*1-3 C-9 F-2 HH-1 F: -4 G mG- - l C- G-7 GG-6 H

- : * C -