ix
Figures
2.1. U.S. Officer Requirements, FY 1980 to FY 1994 ................
2.2. Defense Planning and Programming Categories and
Definitions..........................................
2.3. Changes in Officer Requirements by Defense Planning and
Programming Category, FY 1990–FY 1994 ...................
2.4. Percentage Changes in Officer Requirements by DPPC,
FY 1990–FY 1994 .....................................
2.5. Air Force Officer Requirements Algorithm ..................
2.6. British Royal Navy Algorithm for Determining Officer
Requirements .......................................
2.7. Design Definition of Officer Skill Groupings .................
2.8. Distribution of Officers by Military Service for FY 1978–1992
Reported in the Individual Accounts .......................
3.1. Summary of Officer Requirements Alternatives ...............
3.2. Reduced Force (Option 1): Percentage of Changes in Officer
Requirements from Notional Force ........................
3.3. Enlarged Force (Option 2): Percentage of Changes in Officer
Requirements from Notional Force ........................
3.4. Streamlined and Reengineered Force (Option 3): Percentage of
Changes in Officer Requirements from Notional Force ..........
3.5. Specialized Force (Option 4): Percentage of Changes in Officer
Requirements from Notional Force ........................
3.6. Generalist Force (Option 5): Percentage of Changes in Officer
Requirements from Notional Force ........................
4.1. Notional Workforce ...................................
4.2. Career and Promotion Outcomes in an Up-or-Out System .......
4.3. Career and Promotion Outcomes in a Structure Combining
Up-or-Out with Up-and-Stay ............................
4.4. Career and Promotion Outcomes in a Structure Combining
Up-or-Out with In-and-Out .............................
5.1. Proportion of Entering Officers Remaining at Each Year of
Service ............................................
5.2. Proportion of Entering Officers Remaining at the End of
Each Year of Service in Career Segment 1 ...................
5.3. Proportion of Officers Completing Career Segment 1 Who
Are Remaining at the End of Each Year of Service in Career
Segment 2 ..........................................
5.4. Proportion of Officers Completing Career Segment 2 Who
Are Remaining at the End of Each Year of Service in Career
Segment 3 ..........................................
5.5. Pictorial Representation of the Sliding Scale Grade Table ........
6.1. Typical Grade and Service Profile for Alternative A: DOPMA
Short ..............................................
6.2. Typical Grade and Service Profile for Alternative B: DOPMA
Long ..............................................
24
25
25
26
31
32
37
40
55
60
62
65
67
68
73
100
101
102
107
108
108
109
110
131
133
x
6.3. Typical Grade and Service Profile for Alternative C: DOPMA
Lateral Entry ........................................
6.4. Typical Grade and Service Profile for Alternative D: Long,
Stable .............................................
6.5. Typical Grade and Service Profile for Alternative E: Career
Selection ...........................................
8.1. Average Years of Military Experience for O-4 to O-6 Line
Officers ............................................
8.2. Typical DOPMA Short Year of Service Variation in the
Grades of O-4 to O-6 ..................................
8.3. Typical DOPMA Long Year of Service Variation in the
Grades of O-4, O-5, O-6 Compared with DOPMA Short .........
8.4. Typical DOPMA Lateral Entry Year of Service Variation
in the Grades of O-4, O-5, O-6 Compared with DOPMA Short ....
8.5. Typical Long, Stable Year of Service Variation in the
Grades of O-4, O-5, O-6 Compared with DOPMA Short .........
8.6. Typical Career Selection Year of Service Variation in
the Grades of O-4, O-5, O-6 Compared with DOPMA Short ......
8.7. Effect of Grade Table on Requirements Options (Army
Example)...........................................
8.8. Effect of Existing and Planned Grade Table on USMC
Requirements Options .................................
8.9. Expected Career Length ................................
8.10. Line, Specialist, and Support Initial Accessions ...............
8.11. Number of Line, Specialist, and Support Retirements ..........
8.12. Line, Specialist, and Support Reserve Forces Pool .............
B.1. “Officership”........................................
D.1. Air Force Officer Strength 1950–1992 ......................
D.2. Air Force Undergraduate Pilot Training 1950–1992 ............
D.3. Air Force Officer Distribution by Year of Service 1954 ..........
D.4 . Proportion of Entering Officers Remaining at Each
Year of Service.......................................
D.5. Proportion of Entering Officers Remaining at the End
of Each Year of Service in Career Segment 1 .................
D.6 . Proportion of Officers Entering Career Segment 2
Remaining at the End of Each Year of Service ................
D.7 . Proportion of Officers Entering Career Segment 3
Remaining at the End of Each Year of Service ................
D.8. Change in USMC Field-Grade Table Since DOPMA ............
D.9. Pictorial Representation of the Sliding-Scale Grade
Table..............................................
G.1. Requirements Options Are Defined by Service and
Grade and Skill ......................................
G.2. Army DOPMA Continuation Rates Compared with
Alternative A: DOPMA Short ...........................
G.3. Army Continuation Rates in Alternative A Compared
with Alternative B: DOPMA Long ........................
G.4. Army Continuation Rates in Alternative A Compared
with Alternative C: Lateral Entry .........................
G.5. Army Continuation Rates in Alternative A Compared
with Alternative D: Long, Stable Careers....................
135
136
139
161
162
163
164
165
166
174
176
181
186
189
190
213
237
238
241
242
243
244
244
291
292
346
347
348
349
350
xi
G.6. Army Continuation Rates in Alternative A Compared
with Alternative E: Career Selection .......................
I.1. Average Time in Service for Line Officers at Selected Years
by Service ..........................................
I.2. Type of Experience Required for Development ...............
I.3. Proportion of Career Path...............................
351
364
368
368