Assessing the ability to meet preferred manning levels for selected families of NCM occupations


  1. Collin. I.A.
Corporate Authors
Operational Research Div, Ottawa ONT (CAN) Director Operational Research (Corporate, Air & Maritime);Operational Research Div, Ottawa Ont (CAN) Directorate of Strategic Human Resource Co-Ordination;Operational Research Div, Ottawa ONT (CAN) Personnel Operational Research Team
In compliance with Defence Planning Guidance 2000 Change Objective 6.1, "Recruitment and Retention", the Director Military Equipment Policy (DMEP) requested that the Director Strategic Human Resources Coordination undertaken an analysis of forecast attrition as a function of years of service (YOS). DMEP requested that military occupations be grouped into families or "nests" for the purpose of this analysis. This paper assesses the ability of the majority of occupational nests of non-commissioned members (constituting 93% of the population) to attain and maintain Preferred Manning Level (PML), subject to the constraints of school capacity. Forecast voluntary attrition is studied using career flow modelling methodology. An example, the Communications and Electronics occupational nest, is examined in detail. It is found that if school capacities are not increased, many occupations will have to face manning shortages for years to come. Immeidate increases in recruitment could dramatically reduce the time expected to elapse prior to attaining PML. As for voluntary attrition, peak areas occur at 19 to 24 YOS and at two to five YOS. Reducing voluntary attrition could eliminate the need for school capacity increases.
Military occupations;Military personnel policy;Preferred Manning Level (PML)
Report Number
ORD-DOR(CAM)-RN-2000-09 — Research Note
Date of publication
01 Sep 2000
Number of Pages
Hardcopy;Document Image stored on Optical Disk

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