GROUND RADIO OPERATOR CAREER LADDER AFSC 293X3.(U) FST F/51

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UNITED STATES AIR FORCE

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GROUND RADIO OPERATOR CAREER ,.ADDER

A F S C 2 9 3 X 3 • .

AFPT 9-293-4115__DJULWiG981 AU33122;981

OCCUPATIONAL ANALYSIS PROGRAMUSAF OCCUPATIONAL MEASUREMENT CENTER

AIR TRAINING COMMANDRANDOLPH AFB, TEXAS 78150

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TABLE OF CONTENTS

PAGENUMBER

PREFACE -------------------------------------------------- iii

SUMMARY OF RESULTS i--------------------------------------- v

INTRODUCTION ---------------------------------------------

SURVEY METHODOLOGY ---------------------------------------

CAREER LADDER STRUCTURE ---------------------------------- 7

ANALYSIS OF DAFSC GROUPS ---------------------------------

COMPARISON TO AFR 39-1 SPECIALTY DESCRIPTIONS ------------

ANALYSIS OF TAFMS GROUPS ---------------------------------

TRAINING ANALYSIS ----------------------------------------

ANALYSIS OF MAJOR COMMAND DIFFERENCES --------------------- 4

USE OF INTERNATIONAL MORSE CODE (IMC) --------------------

COMPARISON TO PREVIOUS SURVEY ----------------------------

IMPLICATIONS --------------- --- ,------------------------

APPENDIX A -----------------------------------------------

Acce-,r101 ),or

NTIS CA&ITI C T "

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PREFACE

This report presents the results of a detailed Air Force occupationalsurvey of the Ground Radio Operator specialty (AFSC 293X3). The surveywas requested by HQ AFCC at Scott AFB IL. Authority for conductingoccupational surveys is contained in AFR 35-2. Computer printouts used inproducing this report are available to training and operating officials.

The United States Air Force occupational analysis program has been inexistence since 1956 when the Air Force Human Resources Laboratory beganinitial research into developing the methodology for conducting occupationalsurveys. In 1967, Air Training Command established an operationaloccupational analysis program which produced reports on 12 enlisted careerladder surveys annually. The program was expanded in 1972 to producesurveys of 51 career ladders each year. It was expanded again in 1976 toinclude the survey of officer utilization fields, to permit special managementapplication projects, and to support interservice or joint service occupationalanalysis.

The survey instrument used in this project was developed by FirstLieutenant Andrew Mellors, Inventory Development Specialist. Mr. James B.Keeth, First Lieutenant Gordon Curphy, and Dr. Henry C. Lindsey analyzedthe survey data and wrote the final report. This report has been reviewedand approved by Lieutenant Colonel Jimmy L. Mitchell, Chief, Airman CareerLadders Analysis Section, Occupational Analysis Branch, USAF OccupationalMeasurement Center, Randolph AFB, Texas 78150.

Copies of this report are available to air staff sections, major airc'ommands, and other interested training and management personnel uponrequest to the USAF Occupational Measurement Center, attention to the Chief,Occupational Analysis Branch (OMY), Randolph AFB, Texas 78150.

This report has been reviewed and is approved.

PALL, T. RINGENBACH, Col, USAF WALTER E. DRISKILL, Ph.D.:ommander Chief, Occupational Analysis Branch

UISAF Occupational Measurement USAF Occupational MeasurementCenter, Center

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SUMMARY Of' RESULTS

1. Survey Coverage: Inventory booklets were administered to GroundRadio-OperatoFr23X3) incumbents worldwide. The 293X3 survey results arebased on the responses from 1,002 of the 1,513 assigned personnel or 66percent of the total assigned population.

2. Career Ladder Structure: Twelve major job groups were identifiedwithin--tF- 2 3-]adcder. The six largest groups included Point-to-PointOperators, Mobile Communications Operators, Ground-to Air Operators, ShiftSupervisors and NCOICs, Supervisors and Managers, and Combat CrewCommunications Personnel. Smaller, more specialized groups identifiedincluded Air Support Request Net Operators, Weather Intercept Operators,Special Operations Squadron Operators, Administrative Support personnel,Intrabase Radio personnel, and Staff NCOs. Overall, the jobs were extremelyheterogeneous. Most of the major jobs involved tran~smitting and receivingvoice communications; however, Combat Crew and Special Operations Squadronpersonnel were exceptions. Job satisfaction varied considerably across jobs,with jobs involving senior level personnel in supervision functions having thehighest job satisfaction indicators, jobs involving point-to-point and ground-to-air communications showing average or below average job satisfaction, andMobile communications and combat crew personnel being the least satisfied.

3. Career Ladder Progression: Each of the skill level groups were fairlydiverse, ith very few -f-sks being performed by high percentagycs ofincumbents. Both the 3- and 5-skill level jobs were technical in nature, withmost of the common tasks being below average in task difficulty. At the7-skill level, the job becomes one of supervisor, with very little time beingspent on technical functions. In terms of time in service (TAFMS), the major

shift to supervisory functions occurs at the fourth enlistment.

4. AFR 39-1 Specialty Descriptions: The 293X3 specialty descriptions werefound- To -accur-a-te-reflec-th- asks and duties performed by 293X3incumbents. The 3- and 5-ski'I level description provided good coverage ofthe technical tasks performed, while the 7-skill level description accuratelyportrayed the supervisory nature of the job at that level.

5. Training: In such a diverse and heterogeneous ladder as this, trainingwill often- be a major problem. In general, the Specialty Training Standard(STS) for AFS 293X3 personnel appeared to cover major functions. However,because of some questionable matchings of tasks to STS paragraphs dndbecause of a large number of tasks not referenced which were performed byfairly high percentages of 293X3 incumbents, this analysis was incomplete.The Plan of Instruction (PO) for course E3ABR29333 also had similarmatching problems, but in general tended to be supported in a broad sense.Training objectives tended to cover most of the major functions beingperformed by first enlistment personnel. Followup action will be taken withthe tech school to obtain a more accurate matching of tasks with the STS, andPOI documents and a more thorough analysis will be completed at that. lime.

6. Implications: Since the 293X3 career ladder was last surveyed in 1975,the basic -To5 tructure of ground radio operators has not changed much,except that airborne functions have been deleted. The 293X3 ladder is still ahighly diverse and heterogeneous career ladder with many problems rangingfrom overcoming low job satisfaction to providing cost effective training.Functional managers should look closely at the diversity of jobs and low jobsatisfaction and assess their impact on such areas as retaining good personneland training. A Utilization and Training Workshop is scheduled for latesummer 1981 and could be very effective in examining these issues and comingup with constructive proposals to resolve many of these problem areas.

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OCCUPATIONAl. S1URVEY REPORTGROUND RADIO OPERATOR CAREER LADDER

(AFSC 293X3)

INTRODUCTION

This is a report of an occupational survey e! the Ground Radio Operatorcareer ladder (AFSC 293X3), completed by the Occupational Analysis Branch,USAF Occupational Measurement Center, in June 1981 . The study wa:soriginally requested by HQ AFOC to gather updated information on ireerladder incumbents. A previous survey of the 293X3 career Olt der waspublished in July 1975.

Back round

The Ground Radio Operator specialty has had a long and varied history.Since 1951, it has gone through a great number of AFSC designations andtitles. For this report, the last two changes are perhaps the most significantfor discussion. In 1972, the Radio Operator career ladder (AFS 2q3X'3) wascreated, merging former AFSC's 293X0, Ground Radio Operator, and 293X2,Airborne Radio Operator. Two shreds were used in addition Lo the basicAFSC: the A shred for Airborne Command Post Communications and the Pshred for Airborne Radio Countermeasures. In October of 1978, the airbornefunctions were taken out of the ladder and merged with airborne personnelfrom AFS 291X0 to form a new 294X0 AESC. The 293X3 ladder was thenretitled Ground Radio Operator.

The basic job of 293X3 personnel, as described by AF'R 3T)-1 is tooperate radio transmitting and receiving equipment in ground radio station.; toconduct point-to-point and ground-air-ground communications. Entry into thecareer ladder is by attending course E3ABR29333 at Keesler AI'B MS. ['hIscourse is approximately eight weeks in length and covers such topi,. as louchtyping and dictation, transcription, radio principles, antennas, and waVepropagation; receiver dnd transceiver operations; calling and answering;message composition, format, and handling procedures; security; netoperations; aeronautical message format. and handling procedures; air-to-ground net operations; and air-to-ground console operations.

Major topics discussed in this report include: (1) sur\ey mct hodology(2) the job structure within the career ladder; (3) comparisons of the jobstructure and other survey data with career ladder documents, such as Al R39-1 Speciality Descriptions, Plan of Instruction (POI), and the SpecialtyTraining Standard (STS); (4) an analysis of Active Federal Military Service(AFMS) qroups and duty AFSC groups; (5) an analysis of CONIlS versusOverseas groups; and (6) comparison of the current survey with the previoussurvey.

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SURVEY METHODOLOGY

Inventory Development

The data collection instrument for this occupational survey was USAF JobInventory AFPT 90-293-415, dated May 1980. As a starting point, the 1974inventory for AI'S 293X3A/B was reviewed and revised through a comprehen-.ive review of pertinent career ladder publications and directives and findingsof the 1975 occupational survey report (OSR). This tentative task list wasthen further refined and modified in the field through personal on-siteinterviews with ten subject-matter specialists from three bases. The resultingjob inventory contained a comprehensive listing of 389 tasks grouped underten duty headings and a background section containing such information asgrade, time in service, duty title, work area, and job satisfaction.

Surve_ Administration

During the period April through July 1980, consolidated base personneloffices (CBP(s) in operational units worldwide administered the inventory toall incumbents holding DAFSC 293X3. These incumbents were identified on acomputer-generated mailing list obtained from personnel data tapes maintainedby the Air Force Human Resources Laboratory (AFHRL).

Lach individual who completed the inventory first completed an identi-fication and biographical information section and then checked each taskperformed in their current job. After checking all tasks performed, eachmember then rated each of these tasks on a nine-point scale showing relativetime spent on that task as compared to all other tasks checked. The ratingsranged from one (very small amount time spent) through five (about averagetime spent) to nine (very large amount time spent).

'lo determine relative time spent for each task checked by a respondent,all of an incumbent's ratings are assumed to account for 100 percent of his orher time spent on the job and are summed. Each individual task rating isthen divided by the total task ratings and multiplied by 100. This procedureprovides a basis for comparing tasks in terms of both percent membersperforming and average percent time spent.

Survy Sample

Personnel were selected to participate in this survey so as to insure anaccurate representation across all MAJCOM and paygrade groups. Table 1reflects the percentage distribution, by major command, of assigned personnelin the career ladder as of July 1980. Also listed is the percent distribution,by major command, of respondents in the final survey sample. The 1,002respondents included in the final sample represent 66 percent of the 1,513members assigned to the 293X3 career ladder. Table 2 reflects the paygradegroup distributions, while Table 3 lists the sample distribution by AFMSgroups. First enlistment personnel comprise 48 percent of the specialty.Overall, the survey sample provides a very good representation of the careerladder population as a whole.

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TABLE I

COMMAND REPRESENTATION OF SURVEY SAMPLE

PERCENT OF PERCENT O.COMMAND ASS IGNED* SAMPLE-

AFCC 83 86USAFE 4 5TAC 2 2AFSC 1 2MAC I 1OTHER 9 4

TOTAL 100 100

TOTAL ASSIGNED - 1,513TOTAL SAMPLED - 1,002PERCENT SAMPLED - 66%

* MANNING FIGURES AS OF MARCH 1980

TABLE 2

PAYGRADE DISTRIBUTION OF SURVEY SAMPLE

PERCENT OF PERCENT OFPAYGRADE ASS IGNED* SAMPLE

AIRMAN 31 29E-4 30 31E-5 22 21E-6 11 11E- 7 6E-8 1 2E-9

* MANNING FIGURES AS OF MARCH 1980

** DENOTES LESS THAN ONE PERCENT

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TABLE 3

AFMS DISTRIBUTION OF SURVEY SAMPLE

PERCENT OF

AFMS (MONTHS) SAMPLE

1-48 48%

49-96 19%

97-144 12%

145-192 7%

193-240 6%

241+ 8%

Task Factor Administration

In addition to completing a job inventory booklet, selected senior 2H3X3personnel were also asked to complete a second booklet for either trainingemphasis (TE) or task difficulty (TD). The FE and TD book!.,,:, areprocessed separately from the job inventories. The information is then usedin a number of different analyses discussed in more detail within the repo,

Task Difficulty. Each individual completing a task difficulty booklet wasasked torfate al of the tasks on a nine-point scale from extremely low toextremely high as to the relative difficulty of that task. Difficulty is definedas the length of time required by the average member to learn to do thdttask. Task difficulty data were independently collected from 52 experienced7- or 9-skill level personnel stationed worldwide (see Table 1). Theinterrater reliability (as assessed through components ot varidnce of standardgroup means) of .93 suggests very good agreement among 293X3 roters as towhich tasks were the most or least difficult. Ratings were adjusted so thattasks of average difficulty have a rating of 5.00. The resulting data isessentially a rank ordering of tasks indicating the degree of difficulty foteach task in the inventory.

Job Difficulty Index (JDI). After computing a task difficulty rating foreach fsk item, it-isThen possible to also compute a Job Ditficulty Index(JDI) for the job groups identified in the survey analysis. This indexprovides a relative measure of which jobs, when compared to other jobsidentified, are more or less difficult. An equation using the number, of tasksperformed and the average difficulty per unit time spent (.A)PI 'YS) asvariables is the basis for the JDI index. The index ranges from 1.0 lor veryeasy jobs to 25.0 for very difficult jobs. The indices are adjusted so thatthe average job difficulty index is 13.00.

Training Emphasis. Individuals completing training emphasis bookletswere asked to rate tasks on a ten-point scale from no training required toextremely heavy training required. Training emphasis is a rating of whichtasks require structured training for first-term personnel. Structuredtraining is defined as training provided at resident technical schools, fieldtraining detachments (FTD), mobile training teams (MTT), formal JT, or' anyother organized training method. Training emphasis data were independentlycollected from 59 experienced 7- or 9-skill level personnel stationed worldwide(see Table 4). The interrater reliability (as assessed through components ofvariance of standard group means) for these raters was high (.91), indicatingthat there was good agreement among raters as to which tasks required someform of structured training and which did not. In this specialty, tasks raledhighest in training emphasis have ratings of 3.6 and above. The averagetraining emphasis is 1.8.

When used in conjunction with other factors, such as percent membersperforming, the task difficulty and training emphasis ratings can provide aninsight into training requirements. This may help validate the lengthening orshortening of specific units of instruction in various training programs.

TABLE 4

COMMAND DISTRIBUTION OF 293X3 TASK DIFFICULTYAND TRAINING EMPHASIS RATERS

PERCENT OF PERCENT oFTASK TRAINING

PERCENT OF DIFFICULTY EMPHASIS--OMAND ASSIGNED RATERS RATERS

\FCC 83 74 77

USAFE 4 6 6TAC 2 * 2AFSC 1 6 6MAC 1 6 4OTHER 9 8 5

TOTAL 100 100 lO0

LESS THAN ONE PERCENT

CAREENt LADEk STLR(,JCI'UN(E

In studying a specialty, it is important to first examine the variety ofjobs which are performed by personnel in the career field. The ,I(,gree ofdiversity of jobs within a specialty often has major implication: for thepersonnel classification structure, formal resident training, OJT, and ,herAir Force management decisions.

The structure of jobs within the Ground ! odio Operatoi career ladderwas examined on the basis of similarity of tasks performed and the percent oftime spent ratings provided by job incumbents, independent of sppecialty orother background factors.

For the purpose of organizing individual iobs into similar units ot work,an automated job clustering program is usei. !'his hierarchicai groupingprogram is a basic part of the Comprehensive Occt, pational Dal,, AnalysisProgram (CODAP) system for job analysis. Each ,ndividual job description inthe sample is compared to every other job description in terms of tasksperformed and the relative amount of time spent on each task in the jobinventory. The automated system is designed t(, locate the rvo job descrip-tions with the most similar tasks and percent time ratings and combine themto form a composite job description. In successive stages, new members areadded to initial groups or new groups are formed based on the similarity oftasks and percent of time ratings in each individual job description. Thisprocedure is continued until all individuals and groups are combined to -,-rm asingle composite representing the total sample. The resulting anudysi. of thevariety of groups of jobs serves to identify: (1) the number and character-istics of the different jobs which exist within the career ladders; (2) thetasks which tend to be performed together by the same respondents; and (3)the breadth or narrowness of the jobs which exist within the Space SystemsEquipment career ladder.

The basic identifying group used in the hierarchical job structuringprocess is the Job Type. A job type is a group of individuals who performmany of the same tai-s-F and spend similar amounts of time performing them.When there is a substantial degree of similarity between different job types,they are grouped together and labeled as Clusters. In many career fields,there are specialized job types that are toe cTissimilar to be grouped into anycluster. These unique groups are labeled In dependent Job Types.

The jobs performed by Ground Radio Operators are illustrated in Figure1. Based on the similarity of tdsks performed and the amount of time spentperforming each task, six clusters and six independent job types wereidentified. These clusters and independent jot) types are listd below:

I. POINT-TO-POINT RADIO OPERATORS (U;RP070, N=127)

II. MOBILE COMMUNICATIONS RADIO OPERATORS (GRP069, N=49)

III. GROUND-TO-AIR RADIO OPERATORS (GRPI02, Nz273)

IV. SHIFT SUPERVISORS AND NCOICs (GRP098, N=127)

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COMBAT CREW CCW4'UNICATIONS0 PERSONNEL

(N=77)

STAFF NCO'S

____________(N= 13)

INTRABASE RADIO PERSONNEL(N= 12)

'c SUPVRS AND M:ANAGERSo(N=142)

- WEATHER INTERCEPT OPERATORS- (N=6)

- ADMIN SUPPORT PERSONNEL

: .z 0 0( N = 5 )

SPECIAL OPER1ATIONSSQUADRON OPERATORS(N= 9)

7 - AIR SUPPORT REQUEST- NET OPERATORS

(N=5)

00 SHIFT SVPVRS AND NCOICS

KFOUND-TO-AIR RADIO-- 2l OPERATORS

J(N=2 73)

aIN MOBILE COMM RADIO OPRS

POINT-TO-POINTRADIO OPRS

41 (N= 127)

V. AIR SUPPORT REQUEST NET OPERATORS (GRP131, N-5)

VI. SPECIAl. OPERATIONS SQUADRON OPERATORS (GRPO44, N=9)

VII. ADMINISTRATIVE SUPPORT PERSONNEL (GRP080, N=5)

VIII. WEATHER INTERCEPT OPERATORS (GRP1II, N=)

IX. SUPERVISORS AND HANAGERS (GRP05u, N-14:)

X. INTRABASE RADIO PERSONNEL (GRP140, N=I2)

XI. STAFF NCOs (GRP146, N=13)

Xl. COMBAT CREW Co."I1NICATIONS PERSONNF.,, G;RP021. N-77

The respondents forming these 12 clusters dnd iitependnt. job typesaccount for 84 percent of the survey sample. While many of the remaininq 16percent reported similar job titles to those listed above, they,; did not grouptogether due to their unique task responses.

Overview

Generally, the 293X3 career ladder is fairly heterogeneous, with i widf,variety of jobs being performed by 2)3X3 personnel. The type ol radiooperator job performed depends primarily upon the type of communication.-,mission and the amount of supervision 293X3 personnel are performing. Forexample, the job performed by Point-to-Point. Radio Operators is fairly similarto that performed by Ground-to-Air Radio Operators, but both are involvedwith a different type of communications mission. This difference in mission isresponsible for the task differences between these major job groups. Thissame phenomenon can account for many of the other job groups identified.

Brief descriptions of each cluster and independent job type arepresented below. In addition, there are six tables at the end of this sectionthat provide additional information about each group. Tables 5 and 6 providethe relative percent time spent on each duty by personnel in each of thegroups. Tables 7 and 8 provide selected background information, such asDAFSC distribution and AFMS information. Tables 9 and 10 provide jobsatisfaction and related data for each group. Appendix A lists common tasksperformed by members of each group.

I. POINT-TO-POINT RADIO OPERATORS (GRP070). 'his group of 127respondents operate - radios an-d- a sf-ca-ted equpment found at MilitaryAffiliated Radio System (MARS) stations, field radio units, commando escortunits, NATO units, and SITFA units used for point-to-point communications.These incumbents do not communicate with aircraft but instead concentrate ontransmitt.ng and receiving communications to and from other ground basedcommunications facilities. Typical tasks performed include:

adjust receivers to obtain readable signalslog incom fig or outgc. i n. miessagestransmit or ret'i ve mes:- ges ising HF equipmenttune or ch.jnge transcei ver I I requencits mannal lymake phone patches

V. AIR SUPPORT REQUEST NLT OPERATORS (GRP131, N=5)

V[. SPECIAL OPERATIONS SQUADRON OPERATORS (GRP044, N=9)

VII. ADMINISTRATIVE SUPPORT PERSONNEL (GRP080, N=5)

VIII. WEATHER INTERCEPT OPERATORS (GRPII1, N=6)

IX. SUPERVISORS AND MANAGERS (GRP056, N:141)

X. INTRABASE RADIO PERSONNEL (GRP140, N=12)

XI. STAFF NCOs (GRP146, N=I3)

XII. COMBAT CREW COM.MUNICATIONS PERSONN!. (GRP023, N=77)

The respondents forming these 12 clusters and initependent job typesaccount for 84 percent of the survey sample. While many of the remaining 16percent reported similar job titles to those listed above, they did not grouptogether due to their unique task responses.

Overview

Generally, the 293X3 career ladder is fairly heterogeneous, with a widevariety of jobs being performed by 293X3 personnel. The type of radiooperator job performed depends primarily upon the type of communicationsmission and the amount of supervision 293X3 personnel are performing. Forexample, the job performed by Point-to-Point Radio Operators is fairly similarto that performed by Ground-to-Air Radio Operators, but both are involvedwith a different type of communications mission. This difference in mission isresponsible for the task differences between these major job groups. Thissame phenomenon can account for many of the other job groups identified.

Brief descriptions of each cluster and independent job type arepresented below. In addition, there are six tables at the end of this sectionthat provide additional information about each group. Tables 5 and 6 providethe relative percent time spent on each duty by personnel in each of thegroups. Tables 7 and 8 provide selected background information, such asDAFSC distribution and ArMS information. Tables 9 and 1.0 provide jobsatisfaction and related data for each group. Appendix A lists common tasksperformed by members of each group.

1. POINT-'TO-POINT RADIO OPERATORS (GRP070). This group of 127respondents ope-etqturidTos-an@ ociT-equpment tound at MilitaryAffiliated Radio System (MARS) stations, field radio units, commando escortunits, NATO units, and SITFA units used for point-to-point communications.These incumbents do not communicate with aircraft but instead concentrate ontransmittng and receiving communications to and from other ground basedcommunications facilities. Typical tasks performed include:

adjust receivers to obtain readable signalslog incoming or outgcitni, messagestransmit or rev(,ive mess ages i:,ing HF equipmenttLune or change transceiver frequen:-ies manuallymake phone patches

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Most o1 these members are relatively inexperienced, with 71 percent being intheir first enlistment. Average time in the career field is 38 months. Inaddition, job satisfaction is extremely low. Only 38 percent found their jobinteresting and 54 percent felt their job was not utilizing their talents.

I]. MOBILE COMMUNICATIONS RADIO OPERATORS (GRP069). These 49respondent- w-rkpr-rI y combat co mun- a[6ths groups or tactical andcontrol unit stations. While many tasks performed by these members are thesame as performed by the above group, they also perform some unique mobiletasks such as:

construct or orient antennas for mobile or portable operationsoperate M series motor vehiclesset up mobile radio equipment or antennasset up field radio equipment or antennasset up radio equipment shelters

As with the above group, these members are relatively inexperienced.Lighty-two percent are in their first enlistment and average only 28 months inthe career field. job satisfaction is also extremely low. Fifty-seven percentfound the job dull, with similar percentages indicating the job does not utilizetheir talents or training. In addition, 24 percent of this group are requiredto maintain proficiency in International Morse Code (IMC), second highest ofall job groups.

III. GROUND-TO-AIR RADIO OPERATORS (GRP102). These 273personnel comprise the-i gest major jo gioiu-pi the- = ladder, makingup 27 percent of the total sample. Unlike the two previous groups, theseincumbents work primarily at aeronautical stations and GIANT TALK radiostations. Members are primarily concerned with transmitting and receivingground-to-air voice communications. Typical tasks include:

relay communications traffic between fixed stations and aircraftcoordinate air-to-ground message trafficmake phone patchesmake scheduled voice broadcastsprocess requests from aircraft in flight

As with the two previous groups, this is also a fairly inexperienced groupwith 68 percent of the members being in their first enlistment. Average timein the career field is 41 months. Job satisfaction, although somewhat higherthan the previous two groups, was still low, with only 54 percent findingtheir job interesting. However, perceived utilization of training was high,with 74 percent indicating their training was utilized well or better.

IV. SHIFT SUPERVISORS AND NCOICs (GRP098). These 127 incumbentsare the eirstline supervisors at a varit o-f grou-nd-to-ground as well asground-to-air communications facilities. Distinct subgroups of MobileCommunications Supervisors, Aeronautical Station Supervisors, and Point-to-Point Shift Supervisors were identified. Incumbents of these groups spendan average of 37 percent of their job time performing supervisory duties, andspend the remainder on administrative or communications related duties. Asexpected, many of the common tasks performed by these incumbents involvesome aspect of supervision or transmitting and receiving voice communica-tions, and include:

I0

conduct OJTtransmit or receive messages using HF equipment

supervise Ground Radio Operators (AFSC 293X3)maintain position or circuit logsmake timecards

Since these respondents are performing both a technical andd SUpu:l-

visory job, they perform a relatively high average number of tasks (77) andhave a fairly high JDI (17.8). As expected, these incumbents are tairlysenior, averaging 99 months TAFMS. Thirty-one percent hold the 7-skilllevel. It is interesting to note that these incumbents appear to be tairlysatisfied with their job, with 64 percent finding their job interesting and 70percent planning to reenlist.

V. AIR SUPPORT REQUEST NET (PF RAT(;-, (GRP131). These fiverespondents are wo---rkihg primarily out of_7*a3-r,,1 (1Iou--at-a Tactical andControl Unit station. These incumbents are primaril,, concerned with ground-to-ground communications, and seem to be more involved with communicationssecurity than other major job groups. Fhese respondents spend 47 percentof their time transmitting and receiving voice communications. Typical tasksinclude:

encode or decode messages manuallyset codes on cryptographic devicesrelay communications traffic between fixed staLtons and mobilestations

inventory communications security (COMISEC) materialsmaintain master station logs

All of these incumbents hold the 5-skitl level, and all work a rotatingeight or 12 hour shift. Four of these personnel are assigned to PACAF, andonly one person is in his first enlistment. Job sdtisfaction data appears to beabout average, with 60 percent finding their jobs interesting. However, 60percent also feel their training is being utilized little or not at all.

VI. SPECIAL OPERATIONS SQUADRON OPERATORS (GR'1044). Lighty-nine percent ofThe-- nne personnV in---tfiFs--ii-d-ent-job- type are requiredto maintain International Morse (ode (IMC) proficiency. Almost all of theseincumbents are working at the 7th SOS out of Ramstein AUB, GfER and areresponsible for transmitting and receiving communications in IMC. Theserespondents also appear to have a mobile mission, and spend 31 percent oftheir job time setting up and maintaining ground radio equipment. Typicaltasks performed by these personnel include:

transcribe international morse code by handcalibrate portable tianceiversadjust manual telegraph keyspack palletssend international morse code

Eighty-nine percent of these incumbents are assigned to USAFti, and 90percent hold the 5-skill level. A review of job satisfaction data reveals thesepersonnel are fairly dissatisfied with their jot), with only 44 percent findingtheir job interesting and only percent perceiving their talents are beingutilized at least fairly well.

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VII. ADMIN IS i'RA IVV Slt [)J)(MT'l PERSONNIL. (GRP080). These fiveincumbents sfenit more irme rirpilinq ,ind -ranirtaining ru+icPord and logs thanany other majoi i,,b qro m !hotrq il these incumbents do spend some jobtime transmitintI ,nd rel'eiving voie communications, most of the tasksperformed hy - pt1'triiV (d thb,'r incumbents are administrative in nature, andincludo:

WI 1 t i. ypr, 1 tiieStn leflcetype re- ,ids, report , or formsma intair poh lications or directive filesmaintul $ i le-, ot messages transmitted or receivedmaintain position or circuit Igosprepare -rod forward joint message forms (DD Form 173)estahlish pitl iction libraries

Ifhese incumben Is work in a variely of communications facilities, and 80percent are assiqnfd to AFCC. Only 40 percent are in their first enlistment.An examinatiion of job satisfaction data reveals these incumbents are ratherdissatisfied wilh their jotb, with only 40 percent finding their job interesting.In addition, 60 p'ercrnt perceive their talents and training being utilized littleor not at all.

VIII. WEAT1'lER iNIfRCf.PT OPERATORS (GRPlIl). These six membersare all F -4 airmeti primarily- l6cated atf Ir iik--- R. -All hold a 5-skill level

nd perforn relatively few tasks (average of 17). Common tasks performed

t e o , -r hange i o 'e ve r I Iii enc ies manuallyAdJust receivers to obtain readable signalsmaintain master station logstranismit or receive messmirs by fF equipment and radio teletypesystems

,ntterpret weather report<¢ for transmissionoperato rota1ting ant en no equipmentpi ,pare oitae Vep, t:,

lot) salisfaction w;. lairly I,,amw ng the group members, with only 50percent finding I.he loh inte estinq A fairly high 83 percent felt theirtalents were riot used at all ,.,v very little and 67 percent felt the same abouttheir training.

IX. SUPERVISORS AND MANAGERS (GRP056). The 142 respondents in thiscluster arb the frnhv cTle lee -(, 1;,i&,rsr _-a - managers of the 293X3 careerladder. Tbese incunbrnt: "+Ivnd '/ peruent of their job time performing

.rv v 1, :or "> <s of their extensive communications back-ground, l,,orn th, h qiche: iov ae number of tasks (84) of all major jobgroups. 'Thea in1 rrThentl: pcrlr 1 the broadest and most difficult jobidentified (Jill oiuals . r d), rid work in a- variety of communicationsfaicilitiom; J)istinrl r iup>; lt lified include (,round Radio OperationsSupervisor s; NC c )l(>;, Combat (:rew (ommunications Branch; Group RadioOperat ions Superintendents at aernnautical stations and radio operationsheadquarters; GIANT TALK slation :Superintendents; and Training Super-visors. ''ypical tasks performed by these senior 293X3 personnel include:

determine work prioritie,schedule leaves or passesinterpret policies, directives, or procedures for subordinates Iestablish performance standards for subordinatescounsel personnel on personal or military related problems,

Eighty-three percent of these incumbents hold the 7- or 9-skill level,and 32 percent work a day shift. As expected, these respondents have fairlyhigh job satisfaction indicators, with 59 percent finding their job interestingand 63 percent planning to reenlist.

X. INTRABASE RADIO PERSONNLI, (GRPII(0). l'hee 12 incumbentsseem to perm a comifi-uiin-tion st-af f--7% ,. All but one hold the7-skill level. These incumbents spend 40 percci~i 1, Their Job tie directingand implementing and 27 percent on compiling Wi, maintaining records orlogs. Typical tasks performed by these incumbnlt nclude:

maintain intrabase radio account. recordsdraft budget. or financial requirementswrite staff studies, surveys, or spe(ial reportswrite correspondenceinventory equipment, tools, or supplies

These incumbents are fairly senior, averaging 199 monihs TAFMS.These respondents appear, to be satisfied with their jobs, with 75 1jercentfinding their jobs interesting, 92 percent perceiving their talents are neingutilized at least fairly well, and 75 percent planning to reenlist.

XI. STAFF NCOs (GRP146). These 13 incumbents primarily work atdifferent -a-ido operations------adquarters and perform a communications stafftype job. These incumbents spend almost all of their, job time performingsupervisory duties, yet do not report supervising anyone. Typical staffrelated tasks performed include:

write stafl studies, surveys, or special reportsevaluate comnunicatLions operationsperform staff assistance visitsplan briefingsplan communications support ot exercises or special missttns

All of these incumbents are assi(Ined to AFCC, and all hold the 7- or ')-skilllevel. These respondents are among the most senior ol all major job group::,averaging 238 months TAtNIS and having an average paygrade of 1-i. kJ,satisfaction indicators ire probably the best overall tot' ,11 major job (Iroup::,with 77 percent finding their job interesting and lt) percent believiniq theirtalents are beinq utili;zed at least tairly well.

XVI. COMBAT CR03& C OMMU NICATIONS PERSONNFI. (( ZR1'23). [hese '77personnel are aTl assigned to A-P(:(: amd ni6st Vork In SA: bomb wings.Unlike most of the other ma jor jol) qLrotps, these incumbents do not operateradios. Instead, these, incumbents are responsible for providing SAC bombercrews with communication ; intormation concerning their bombing mission.These incumbents spend ii t,;(eren t ol their, job time performing missionplanning, and typi(al task; pvr'[tormed iniude"

13

prepare communications kitsprepare flight publication kitsdocument destruction of classified materialcheck out or receive classified information for special missionsmaintain current call sign lists

Seventy-four percent of thiese respondents hold the 5-skill level, and 47percent are in their first enlistment. Most of these incumbents (55 percent)work a day shift. A review of' job satisfaction data reveals these incumbents4are somewhat dissatisfied with their job, with only 44 percent finding theirjob interesting. Perceived utilization of talents and training is significantlylow, with only 45 percent indicating their talents are being utilized at leastfairly well and only 21 percent perceiving their training is being utilized atleast fairly well.

A wide variety of jobs are performed by 293X3 personnel. The type ofjob performed depends on a number of factors, some of which include thetype of commuinications mission performed, the type of communications facilityworked at, and the amount of supervisory responsibility an incumbent has.Most of the major job groups identified are responsible for different aspectsof transmitting and receiving voice communications; however, Combat CrewCommunications Personnel and Special Operations Squadron Operators do notappear to perform a job involving voice communications. They are much moreinvolved with Morse Code than are other groups.

A review of job interest and related data (Tables 9 and 10) suggeststhat job satisfaction varies considerably depending on the type of jobperformed. Overall, personnel performing jobs involving supervision seem tobe the most satisfied. Personnel performing standard ground -to- ground andground-to-air communications functions appear to have average job satisfactionindicators. Finally, personnel involved with mobile communications and combatcrew communications appear to be the least satisfied.

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ANALYSIS OF I)AtSC (;w )t PS

In conjunction with identifying the job structure of the Ground RadioOpera? or specialty, it is also important to examine similarities and d Irn(e,;amng11 skill level groups. This analysis provides useful information thI .nt,e used in analyzing how accurately specialty documents, such is It Al h,39-1 Specialty Descriptions and the Specialty I raining Standird (S'I S,reflect the tasks and jobs performed by incumbents.

Table 11 presents the relative time spent on duties by the %.-irious s;killlevel groups. Overall, it can be seen from the data in this tahle h,1 the .-and 5-skill level jobs are relatively technl(il. Three duties F eit ll.Lttrinsmitting and receiving, setting U) and Odinainra1in(1 ground t,!di, egui-ment, and compiling and maintaining records and logs (omprise pe r(enl !the t(,th l job time. This trend is completely reversed at the 7-skll level%Nhere less than 25 percent of the job time is speni on lchnical tunion-s.Supervisory functions and compiling and maintaining records and log s 1tk. ait7( percent of the overall job time.

Skill level l)escriptions

DIAFSC 29333. [here were 15 incumbents in the overall survv ,implwho he aTl a (uot AF'SC of 2933D. Most of these were in pa- , r, d: .- ' ndF-3. ()verall, these respondents perform a varietv of Lunctions. ,. 3t(sk were performed by 30 percent or mor,, of 3-level p(,rson ne, I-) o! 11were p'crformed by 50 percent or more (see liable 12 . Most !,Jsks inv,,vkdtransmitting and receiving, and keeping logs, with some emphasis sao I wsndon the operation of equipment, such as standard communications receiver.s and1ransmitters, portable transceivers, and fixed ground transceivers. A (. 4,ftne tasks were relatively low in difficulty. In terms ol backjround intot -mation, 85 percent had less than two years in the career field and only Ii,percent indicated that they had to maintain International Morse Code ( IMC(proficiency.

A look at Table 13 gives some perspective as to where 3-skill I (,\u,personnel were found among the job groups identified in the carkur Ldderstructure. As shown, the largest percentage (33 percent ) were performinrqas ground-to-air radio operators, with smaller percentages being found aspoint-to-point. operators (19 percent) and mobile communicat-ions op.rators (11percent ).

DAlSC 29353. The largest number of incumbents in the 29 3 X1 ladderI hl? w ;ri7 in- the 5-skill level group. Basically there was not Ihlvi much of a

difterence between the tasks performed by these Incumb ents anid hoseperformed by 3-skill level incumbents. The 5-skill level group wa.i; also veryheterogeneous, with 43 tasks performed by 30 percent Or more nd l tasksboing performed by 50 percent or more. Table 14 lists the mst common!,isks performed. As with the 3-skill level, common lasks wet, relalted toItransmitting and receiving, keeping logs and records, and operating groundradio equipment. Also, most tasks were below average in difficulty, althOUghthe relative difti( ulty 0t individual tasks was somewhat higher than tasksbeing performed a I. the 3-skill level.

21

D:stributon o '5-skill level members across job groups is displayed inFLble 13. Again, the largest percentage of these incumbents (34 percent)Were found in the ground-to-air operator cluster. And, a fairly sizeable per-centage (15 percent) were performing as point-to-point operators. However,a noticeable trend among 5-skill level members was an increase in thepercentages who fell into supervisory jobs, with 13 percent found in the ShiftSupervisor and NC)IC cluster.

DAFS(: 29373. Only 215 respondents were found in the 7-skill levelgroup.- . rnlik-e--teir 3- and 5-skill level counterparts, these 7-skill levelmembers performed primarily a supervisory job. And, as with the previous:,;kil level groups, these incumbents also formed a heterogeneous group but11' to the extent found at the lower skill levels. Twenty-two tasks werepertormed by 50 percent or more of the respondents (see Table 15), all butunc being supervisory in nature or dealing with administrative areas such astypin,;. What technical tasks were performed did not comprise a large portionof the overall job time and were performed by less than half of the members.Sixty -tive percent indicated they supervised others, supervising an averageJt three subordinates. Table 16 reflects those tasks best differentiatingbetween the 5- and 7-skill levels. As expected, higher percentages of 5-skilllevels were performing technical tasks while 7-skill levels were more involvedS,;ith supervisory tasks.

As reflected in Table 13, most of the 7-skill level respondents (65percent) fell into the two supervisory clusters. Another five percent were;.wrforming as Staff NCOs.

Summary

c(rafl, the skill level groups were fairly heterogeneous in nature, withvery few tasks being performed by high percentages of incumbents. Both!he 3i- and 5-skill level jobs were largely technical in nature, with most of thecommon tasks being below average in task difficulty. At the 7-skill level, thejob became one of supervisor, with very little time spent on technicalfunctions.

TABLE 1 1

RELATIVE PERCENT TIME SPENT PERFORMING DUTIES BY DAFSC GROUPS

DAFSC DAFSC DAY SC29333 29353 29373

DUTIES (N=155) (N=607) (N=215)

A ORGANIZING AND PLANNING 2 5 15B DIRECTING AND IMPLEMENTING 4 7 22C INSPECTING AND EVALUATING 1 3 15D TRAINING 1 4 11E COMPILING AND MAINTAINING RECORDS AND LOGS 20 20 16F SETTING UP AND MAINTAINING GROUND RADIO

EQUIPMENT 21 19 7G TRANSMITTING AND RECEIVING 46 35 12H PERFORMING PREFLIGHT AND POSTFLIGHT INSPECTIONSI ISOLATING EQUIPMENT MALFUNCTIONSJ PERFORM MISSION PLANNING 4 5 4K PERFORMING CREW DUTIESL PERFORM AIR FORCE SATELLITE COMMUNICATIONS

(AFSATCOM) FUNCTIONS

DENOTES LESS THAN ONE PERCENT

23

'I 'diLF 1

I ASKS i Pd'i Y~ ' F' SP~O 29 333 PERSONNEI,

PERCENTMEMBERS

TASKS PERFORM ING

' MF P16 'NE PATCHE.S 831,i K 1i VP (F,1'. 1V I M F S S;' I'S I N(,fI I- EQ UIPVME NT 74

Li ) G4A NL\ N ),~ 1I; C'1N IFS 1 6

F 14 ANTIN 111S1IfION ilk I I' I'1 ' 611 1 MAKE TI ME IIECIKS 58

G.'1 I M, AKF ScHEUP LED VI r. BRiM IIASTS 5214 1O' 'NI i . INI A1II ~iL.C STANDARDS OF STATIONS ON NET Si'I k \i) ''11 u FIVERS 1') PTA IN REAIIAMIE S IGNALS 50

A lFiITEST'AT IO(NS OR MESSAGEktd I'RAFFIC USING CHALLENGE-AND)-! EPL.Y SYSTVMS 50

6*' RELAY coml,1VNi IClI r RAFT IC BETWEEN FIXED STATIONS ANDAIRCRAFT 49

6209 1i)ENT I ! INtoMIN(G C AlS USING CALL SIGN LIST 451El 32 MAT NTA! 41- Fs F *E WMSSAGFS TRANSMITTED OR RECEIVED 45f 196 TUNE, ()k CH \NGE TQANECIK I VFR FREQ UENt IES MANUALLY 39G2310 P5K1 P .\GN i'>Ni; Hif VIi'FFORMAT 391-11, 4 AI'4 AL 1% 1 Al 5 iU 39G;2.' O PERAl E SF L\NIJR COMNIIUI OSRCEIVERS 37-15 1 TRANSC 1i1BF V0 I CE TRANSMI SSIO'NS USING TYPEWRITERS 37

G234 I'MICESS REtQUF;;TS I-RuM AIR:RAFT IN FLIGHT 37E I i MAINLAIN i,);S5 OF AIRCRAFT TRANSMISSIONS OR RECEPTIONS 37F 163 CHIANE' 1W "I 'RF RE-,oRL)I NC; TAPI11S 37

(20 ('P154 NA i A - OIJ NI MV iSSAGIF TRAFI I C 36FL() 9 A 1 . oP GI .INI ;V EIi tVFR 1IET ECI ANUALLY 36

F 19 lET NCE EP lP TANS11''E K; ~ SQENI~EE3632 50 '1RAV;'IIk i i V I f i \'I i NT '5 .RN 35

'25f iRAN FiPPI 'I ' N. l BROADCASTS 35~22 (PERA Pi'. S NI N)' '' i'ki l 055.1 !RAN ENITIE'RS 34

G2 0' N~1 ()k (01,I l01)1 1 MESS)AG;EE, MANUAlI 1Y 347,2 11AAl PLME FH FO ROl!S P ThANSCE IUVRS 32

F140 A MA INTA IN MASTER SLAV'I ON LOGS 321 1 w CHECK OPFERAT(A W, N RCOS ADW1 RFCoRDI1NG EQU IPMENT 31F 19 H I NE oli JINCE P TI VR I Ei'NIESBY MEANS OF REMOTE

C 0NTRp )l1 30'K IANEI IIdA F'E5'I> OR ADV(SOR IS 130

TABLE 13

DISTRIBUTION OF SKILL LEVEL MEMBERS ACROSS 293X3 JOB GROUPS(PERCENT MEMBERS RESPONDING)

DAFSC DAFSC DAY St29333 29353 29373

JOB GROUP (N=155) (N=607) (N=215)

WEATHER INTERCEPT OPERATOR - 1 -

POINT-TO-POINT RADIO OPERATOR 19 15 2AIR SUPPORT REQUEST NET OPERATOR - 3 -

MOBILE COMMUNICATIONS RADIO OPERATOR 11 5-GROUND-TO-AIR RADIO OPERATOR 33 34 bCOMBAT CREW COMMUNICATIONS PERSONNEL 6 9 5SPECIAL OPERATIONS SQUADRON OPERATOR 1 1 -

INTRABASE RADIO PERSONNEL *ADMINISTRATIVE SUPPORT PERSONNEL ISTAFF NCO - - 5SHIFT SUPERVISOR AND NCOIC 5 13 18SUPERVISOR AND MANAGER - 4 47

NOT GROUPED 24 15 17

25

TABLE 14

REPRESENTATIVE TASKS PERFORMED BY 29353 5-SKILL LEVEL PERSONNEL

PERCENTMEMBERS

'ASKS PERFORMING

G258 TRANSCRIBE OR RECEIVE MESSAGES USING HF EQUIPMENT 78'6216 MAKE PHONE PATCHES 77E141 NAINI'AIN POSITION OR CIRCUIT LOGS 65E126 Lo; INCOMING AND OUTGOING MESSAGES 63G201 AUTHENTICATE STATIONS OR MESSAGE TRAFFIC USING CHALLENGE

AND REPLY SYSTEMS 62C218 MAKE 'Iitlh CHECKS 576209 IDENTIFY INCOMING C'ALI,S USING CALL, SIGN LIST 57E 142 MAINTAIN PHONE PAI'CHl RECORDS 56EL1o MAINTAIN MASI'ER STATION LOGS 53E129 IMAINTAIN CURRENT CALL SIGN LISTS 52.;-,36 RELAY COMMUNICATIONS TRAFFIC BETWEEN FIXED STATIONS

AND AIRCRAFT 52G217 MAKE SCHEDULED VOICE BROADCASTS 48F158 ADJUST RECEIVERS TO OBTAIN READABLE SIGNALS 47F19b TUNE OR CHANGE TRANSCEIVER FREQUENCIES MANUALLY 47

250 TRANSCRIBE VOICE TRANSMISSIONS BY HAND 45E132 MIAINTAIN FILES (4 MESSAGES TRANSCRIBED OR RECEIVED 45G203 COORI)INATE AIR-TO-GROUND MESSAGE TRAFFIC 43G211) MoNITOR OR MAINTAIN FREQUENCY STANDARDS OF STATIONS ON NET 41F194 TUNE OR CHANGE RECEIVER FREQUENCIES MANUALLY 41(. 22 oPERATE FIXED GROUNI) TRANSCEIVERS 39

AVERAGE NUMBER OF TASKS PERFORMED - 47

TABLE 15

TASKS PERFORMED BY 50 PERCENT OR MORE OF 29373 RESPONDENTS

PERCENTMEMBERS

TASKS _______________ __ PERFORMING

B26 COUNSEL PERSONNEL ON PERSONAL OR MILITARY RELATED PROBLEMS 76B68 WRITE CORRESPONDENCE 73A5 DETERMINE WORK PRIORITIES 72C91 PREPARE APRs 72

B48 INTERPRET POLICIES, DIRECTIVES, OR PROCEDURES FORSUBORDINATES 69I

A8 DEVELOP WORK METHODS OR PROCEDURES 63E154 TYPE CORRESPONDENCE 62D114 MAINTAIN TRAINING RECORDS, CHARTS, OR GRAPHS 59Al ASSIGN PERSONNEL TO DUTY POSITIONS S9E155 TYPE RECORDS, REPORTS, OR FORMS 58

827 COUNSEL SUBORDINATES ON CAREER PROGRESSION 58A24 SCHEDULE LEAVES OR PASSES 58IB66 SUPERVISE GROUND RADIO OPERATORS (ALFSC 29353) 57A21 PLAN WORK ASSIGNMENTS 57A12 ESTABLISH PERFORMANCE STANDARDS FOR SUBORDINATES 55D99 CONDUCT OJT 55All ESTABLISH ORGANIZATIONAL POLICIES, OPERATING INSTRUCTION

(01), OR STANDARD OPERATING PROCEDURES (SOP) 53FR23 DOCUMENT DESTRUCTION OF CLASSIFIED MATERIALS 53D)102 COUNSEL TRAINEES ON TRAINING PROBLEMS 53A2 ASSIGN SPONSORS FOR NEWLY ASSIGNED PERSONNEL 53B49 INVENTORY EQUIPMENT, TOOLS, OR SUPPLIES soG258 TRANSMIT OR RECEIVE MESSAGES USING HF EQUIPMENT s0

27

TABLE 16

'[ASKS 6tIvilt tHES IIIFFEtENTIATE BETWEEN 29353 AND 29373 PERSONNELk';R:.NT I 1EMBERS PERFORMING)

DAFSC DAFSC29353 29373

I ASKS (N=607) (N=215) DIFFERENCE

62 it, kAKE PHl!(IN' PA 1ilf ' 77 47 +30El t Lt; INCLNIN( OR (TI CO N7; IESSAGES 63 35 +28G258 'RANSMIT OR RE:EIVE MES~A tl.*S USING IF EQUIPMENT 78 50 +28;2 17 MIAKE SCI-I)I.EJ.E) VOlE BROAIPA4'TS 48 21 +27

14 MA I NTA ITN Po, II' ON Of! iRCUIT LUGS 65 40 +252 11) 'loN i TOR (KM HAlNIAIi REQUENCV qTANDARDS OF STATIONS

',N N.iT" 41 16 +25

BOlS WR I IE Co RRESI'oN[)ENCE 13 73 -60B26, COUJNSEL PLR<-oNNII, ON PERSONAL OR MILITARY RELATED

PROBLEMS 22 76 -54C'9I PREPARE APRs 21 72 -51B48 INTERPRET POI,h .IES, !DIRECt [VES, OR PROCEDURES FOR

SUBORD I NA ES 22 69 -47A3 )ETER[I NE WORK PP t[() I !'I F; 26 72 -46A24 SCHEDULE ,EAVES IC PASES 13 58 -45AS DEVELOP WORK M.ETHo1)S LOR PF) CEIU)lRLE 19 63 -44A2 ASSIGN SPONSORS FU-R NEWf,V ASS1G2.NFD PERSONNEL 9 53 -44E154 TYPE CORRESPONDENCV 19 62 -43A21 PLAN WORK ASS I(;NMFbTI 15 57 -42

COMPARISON TO AFR 39-1 SPECIALTY DESCRIPTIONS

Survey data were compared to the AFR 39-1 Specialty Descriptions forAFSC 29313/29333/29353 and AFSC 29373, dated 31 October 1979. Thesedescriptions are intended to give a broad overview of the duties and tasksperformed by the various skill level personnel.

Overall, the two specialty descriptions were found to accurately reflectthe tasks performed by 293X3 incumbents. The 3- and 5-skill leveldescription provides good coverage of the technical jobs performed, while the7-skill level description accurately portrays the supervisory nature of thejob. No major changes are recommended at this time.

29

ANALYSIS OF TAFMS GROUPS

In conjunction with examining the job structure of the Ground RadioOperator specialty and trends as one progresses across skill levels, it isimportant to also look at trends across enlistment groups. In this specialty,trends reported in earlier sections were also noted when examining tasksperformed by enlistment groups.

As is normal in most career ladders, the time spent on supervisoryduties (A-D) increases as time in service increases (see Table 17). Whileincumbents in their second and third enlistments perform 20-30 percent oftheir time on supervisory duties, the major shift in emphasis from technical tosupervisory jobs occurs at the fourth enlistment when 58 percent of the totaljob time is spent on supervision. At the same time, a noticeable drop in timespent on technical duties dealing with transmitting and receiving and settingup and maintaining ground radio equipment occurs. In addition, a verydtinite increase is noted at the third enlistment on training.

First Enlistment Personnel

In addition to the general TAFMS analysis, first enlistment personnelwere examined on the basis of duties and tasks performed. As reflected inFigure 2, 38 percent of all first enlistment personnel work as ground-to-airradio operators in aeronautical stations or GIANT TALK stations. Another 19percent are working in point-to-point units, such as MARS stations. Commontasks performed by 40 percent or more of first enlistment personnel areshown in Table 18. The small number of common tasks reflects the diversityof jobs within the specialty. For tasks representative of the various jobsseen in Table 2, see Appendix A.

Job Satisfaction Data

Job satisfaction data were also examined for 293X3 personnel. Jobinterest and perceptions about utilization of talents and training, as well asreenfistment intentions, for first enlistment (1-48 months TAFMS), secondenlistment (49-96 months TAFMS), and career (97+ months TAFMS) groups areshown in Table 19. Also included are comparative data for surveys of similarcareer ladders reported in 1980. (In this case, only one similar ladder wassurveyed in 1980 - 272X0/D; thus, when using the comparative figures, it isimportant to keep this in mind.)

Overall, job satisfaction was low across all three enlistment groupsreported. The percentages finding their job interesting was only 44 percentot first enlistment, 51 percent of second enlistment, and 60 percent of careerpersonnel These figures are significantly lower than seen for the singlecomparative ladder surveyed in 1980, where over 80 percent found their jobinteresting. Other data reflecting perceived utilization of talents and trainingshowed similar trends.

30

In terms of reenlistment intentions, 47 percent of first enlistmentpersonnel indicate a positive intention to reenlist (yes or probably yes) where34 percent of the comparative first enlistment sample gave comparableresponses. For all first enlistment personnel in all specialties surveyed in1980, there were 41 percent indicating a positive reenlistment intent; 1hus itwould appear that even though job interest and satisfaction among 293X3personnel are low, reenlistment intent is higher than the Air Force averagefor first enlistment personnel among career 293X3 personnel reenlistmentintent is lower than for personnel in other specialties.

In perspective, it would appear that the 293X3 specialty has quite aproblem in terms of job satisfaction and retention of career personnel.Functional managers should examine this data closely, as well as the jobsatisfaction displayed for job groups, to determine the potential impact thislow satisfaction may have on future resources.

31

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TABLE 18

CONhltuN TASKS PERFORMED BY FIRST ENLISTMENT 293X3 PERSONNEL

PERCENTMEHERS

IASKS PERFORM I NG

621t, MAKE PHONE PAtCHFS 786258 TRANSMIT OR RECEIVE: MESSAGES USING HF EQUIPMENT 76i143 MAINTAIN POSITION uR CIRCUIT LOGS 65E l12 LOG INCOMING OR OUTGOING MESSAGES 63

,4 2 MAINTAIN PHONE PATCH RECORDS 59(2;18 'AKE TINE CHECKS 59i,,201 AUTHENIICAFE STATIONS OR MESSAGE TRAFFIC USING CHALLENGE-

AND-REPLY SYSTEMS 596;20() iDFNTIFY INCOMING CALLS USING CALL SIGN LIST 55,,236 RELAY CO'.UNICATIONS TRAFFIC BETWEEN FIXED STATIONS AND

AIRCRAFT 52,217 IAKE SCHEDULED BROADCASTS 51;219 -IONITOR OR MAINTAIN FREQUENCY STANDARDS OF STATIONS ON NET 49FI158 ADJUST RECEIVERS 1'0 OBTAIN READABLE SIGNALS 49E12( MAINTAIN CURRENT CALL SIGN LISTS 47F196 IUNE OR CHANGE TRANSCEIVER FREQUENCIES MANUALLY 46El F12 M1AINTAIN F-ILES OF MESSAGES TRANSMITTED OR RECEIVED 44G210 PREPARE MESSAGES USING HF VOICE FORMAT 43E I +o MAINTAiN 'IASTER STATION LOGS 42G2 14 PROCESS REQUESTS FROM AIRCRAFT IN FLIGHT 42G205 ENCODE OR DECODE MESSAGES MANUALLY 42F194 TUNE OR CHANGE RECEIVER FREQUENCIES MANUALLY 41G20'3 COORDINATE AIR-TO-GROUND MESSAGE TRAFFIC 40E1 5 MAINTAIN LOGS OF AIRCRAFT TRANSMISSIONS OR RECEPTIONS 40G250 FRANSCRIHE l V()ICE IRANSMISSIONS BY HAND 40

TABLE 19

JOB SATISFACTION DATA FOR AFS 293X3

IST ENLISTMENT 2ND ENLISTMENT --CAREER

1980 1980 1980COMP COMP COMP

293X3 SAMPLE* 293X3 SAMPLE* 293X3 SAMPLE*(N=482) (N=564) (N=190) (N=563) (N=317) (N=835)

I FIND MY JOB:

DULL 34 4 31 8 22 9SO-SO 22 4 18 8 16 9INTERESTING 44 89 51 86 60 82

MY JOB UTILIZES MY TALENTS:

NOT AT ALL OR VERY LITTLE 50 11 50 14 33 17FAIRLY WELL OR BETTER 49 88 50 85 65 79

MY JOB UTILIZES MY TRAINING:

NOT AT ALL OR VERY LITTLE 34 7 44 7 37 15FAIRLY WELL OR BETTER 65 92 56 91 63 84

1 PLAN TO REENLIST:

YES OR PROBABLY YES 47 34 56 43 72 67NO OR PROBABLY NO 52 66 43 56 27 30

NOTE: COLUMNS WILL NOT NECESSARILY ADD TO 100 PERCENT DUE TO "NO RESPONSE"

*INCLUDES ALL MISSION EQUIPMENT OPERATIONS CAREER LADDERS SURVEYED IN 1980

(AFSC 272X0/D)

35

TRAINING ANALYSIS

Jccupational survey data is just one of several sources of informationwhich can be used to help make training programs more meaningful andrelevant to students. Factors provided in occupational surveys which may beused in evaluating training are percent of first assignment (1-48 monthsTAFMS) members performing tasks, utilization of equipment available at thetechnical school for training (not collected for this study), task difficultyratings, and training emphasis rated. An in-depth analysis of the 1-48months TAFMS group was previously discussed in the ANALYSIS OF TAFMSJROUPS section ol this report. This section will concentrate on the taskdifficulty and training emphasis data collected from 293X3 senior incumbentsand a review of the Specialty Training Standard (STS) and Plan of Instruc-tion (POI) lotr the cdreer ladder. Technical school personnel at Keesler AFBmatched inventory tasks to areas outlined in the STS, dated October 1978 andthe Po) for (;ourse 1.3ABR29333, dated May 1980. A complete computer listingof these matchings, along with percent members performing and task difficultyind training emphasis for each task statement, has been forwarded to thetechnical school for their use in reviewing training documents.

Task Difficulty. The relative difficulty of each task in the job inventorywas assessed-through ratings of 52 experienced 7-skill level Ground RadioOperators. These ratings were processed to produce an ordered listing of alltasks in terms of their relative difficulty and were standardized to reflect anaverage difficulty of 5.0 and a standard deviation of 1.0. (For a morecomplete description of these ratings, refer to the Task Factor AdministrationSection of the INTRODUCTION.

Table 20 lists those tasks rated high in task difficulty by senior 293X3personnel. Most of the tasks listed pertain to supervisory functions.Technical tasks listed pertain to sending and transcribing international morsecode, preparing combat mission folders, and fabricating antennas. It isinteresting to note that few of these tasks are performed by more than 20percent of 293X3 personnel.

In order to get a better picture of the extent to which personnel areperforming tasks rated above average in difficulty, Table 21 lists thoseabove average tasks performed by 20 percent or more of all 293X3 incum-bents. Again, supervisory tasks predominate.

Table 22 lists those tasks rated the least difficult by senior 293X3personnel. Many of these tasks involve maintaining logs and records.Generally, these less difficult tasks are performed by 20 percent or more ofthe 293X3 respondents.

Job Difficulty. Task difficulty ratings and other data can be used togenerate i Tob-Difficulty Index (JDI) which estimates the relative difficulty ofthe jobs within a specialty. This index can be used to differentiate amongthe jobs as well as to examine the progression of jobs from simpler entry levelwork to advanced technical and managerial jobs.

The JDI for each of the major Ground Radio Operator jobs (identifiedearlier in the CAREER LADDER STRUCTURE section) are displayed in Table23. An average JDI would be about 13.00. As shown, supervisory jobs hadthe highest JDI's. These include the Supervisors and Managers, ShiftSupervisors and NCOICs, and Staff NCOs. Most of the technical job-; werebelow average in job difficulty. The lowest JDI was found for WeatherIntercept Operators (JDI = 7.8), followed next by Point-to-Point Operators(8.7).

Overall, the specialty has a somewhat realistic progression of jobs whichtend to vary somewhat by increasing level of responsibility as the individualprogresses in grade and time in the career ladder. However, the low jobdifficulty and job interest of some groups, especially point-to-point operatorsand weather intercept operators, suggests that some of these relatively juniorjobs are fairly routine and uninteresting. For these groups, morale and jobsatisfaction may be a major problem which needs to be reviewed by GroundRadio Operations Managers. Perhaps some diversity in the types of workthey are asked to do would be possible.

Training Emphasis. The relative training emphasis of each task in thejob inventory was assessed through ratings of 59 experienced 7-skill levelNCO's. These ratings were processed to produce an ordered listing of alltasks in terms of their recommended emphasis in training for first enlistmentpersonnel. These ratings had an average rating of 1.85 and a standarddeviation of 1.72. (For a more complete description of these ratings, see thesection on Task Factor Administration in the INTRODUCTION.)

Table 24 lists those tasks which senior 293X3 personnel perceived asmost needed to be trained. These tasks relate primarily to transmitting andreceiving, maintaining logs or records, and transcribing transmissions. Inaddition, most of these tasks rated high in training emphasis were performedby 30 percent or more of 293X3 first enlistment personnel.

In addition to the training emphasis data presented in this report, acomplete listing of tasks and associated training emphasis ratings will beforwarded to the 293X3 training manager and course development personnel atKeesler AFB for their use in reviewing present training documents and formaltraining programs.

Spcial Trainingq Standard (STS). The 293X3 STS, dated October1978, was reviewedagainst the sur~7 data. To aid in the analysis, subjectmatter specialists at the Keesler Technical Training Center matched jobinventory tasks to specific paragraphs in the STS. Each paragraph was thenevaluated using task difficulty, training emphasis, and percent performingvectors.

In a general sense, the STS appears to cover most major functions ofGround Radio Operators. However, because of some questionable matchingsof tasks to STS paragraphs and because of a large number of tasks notreferenced which were performed by fairly high percentages of 293X3incumbents (see Table 25), this analysis of the STS is somewhat incompleteand should not be construed as blanket approval of the document as it iscurrently written. Only after problems with the STS matching have beenresolved and an extensive review of the data has been made by experi'enced

37

293X3 Subject matter specialists can a full and complete analysis of thecurrency and accuracy of the STS be made. Computer printouts showing theSTS-task matchings have been forwarded to the tech school for their reviewand re-evaluation.

Plan of Instruction (POI). The POI for course E3ABR29333, dated 12May I O,-was s rev wed against occupational survey data for first

enlistment personnel. Again, subject matter specialists at the KeeslerFechnical Training Center matched inventory tasks to specific learningobjectives in the POI. Each objective was then evaluated using trainingemphasis ratings, task difficulty ratings, and percent of first enlistmentpersonnel performing tasks. Overall, only 32 tasks were matched to the POIby tech school personnel. Of those objectives having tasks matched to them,most were supported by the survey data. In general, Blocks Ill and IV,covering point-to-point operations and ground-to-air functions are wellsupporled since the majority of first enlistment personnel were found in thesetwo job groups. Block 1, covering typewriting, was supported since this is afunction performed quite frequently by first enlistment personnel. And Block11, covering ground radio equipment such as receivers, transceivers, andantennas, also was appropriate.

However, - full and complete analysis of specific topics taught undereach major block of instruction could not be made at this time due, again, tosome questionable mtchings of tasks to POI blocks, the small number of tasksmatched, and a fairly large number of tasks not referenced which had highFroining Lmphasis ratings and 30 percent or more first-term personnelpertorming (see [able 26). As with the STS matchings, a complete computerprintout showing matched tasks and all unreferenced tasks has beenforwarded to the tech school for their review and reevaluation.

se W

TABLE 20

TASKS RATED HIGH IN TASK DIFFICULTY BY 293X3 PERSONNEL

i [KRCEN1

ME MBERSTASK PERFORM I NG

TASK DIFFICULTY (N=I 1 _002)

SUPERVISE GROUND RADIO OPERATIONS SUPERINTENDENTS 7.18 2RECEIVT INTERNATIONAL MORSE CODE 7.05 4WRITE STAFF STUDIES, SURVEYS, OR SPECIAL REPORTS 7.00 10SEND INTERNATIONAL MORSE CODE 6.9% 4TRANSCRIBE INTERNATIONAL MORSE CODE BY HAND 6.75 4TRANSCRIBE INTERNATIONAL MORSE CODE USING TYPEWRITERS 6.66 2DEVELOP RESIDENT COURSE OR CAREER DEVELOPMENT COURSE (CDC)CURRICULUM MATERIALS 6.60 3

PREPARE COMBAT MISSION FOLDERS (CMF) 6.44 7WRITE TEST QUESTIONS 6.40 16CONDUCT RESIDENT COURSE CLASSROOM TRAINING o.37 4PLAN COMIUNICATIONS SUPPORT OF EXERCISES OR SPECIAL MISSIONS 6.36 21WRITE CIVILIAN PERFORMANCE RATINGS OR SUPERVISORY APPRAISALS 6.28 2SUPERVISE CIVILIAN PERSONNEL 6.21 3SUPERVISE PERSONNEL IN AFSCs OTHER THAN 293X3 OR 294X0 6).20 9DIRECT INPLEMENTATION OF EMERGENCY PROCEDURES TO SUPPORT DISASTEROR CONTINGENCY PLANS 6.19 17

PREPARE APRs 6.17 6oCONDUCT TRAINING CONFERENCES AND BRIEFINGS 6.15 12DIRECT ESTABLISHMENT OF MOBILE FIELD RADIO STATIONS 6.13 11MAINTAIN INTRABASE RADIO ACCOUNT RECORDS ().11 DIRECT ESTABLISHMENT OF FIXED FIELD RADIO STATIONS 6.11 7WRITE CORRESPONDENCE 6.10 27FABRICATE ANTENNAS t.08 7DRAFT BUDGET OR FINANCIAL REQUIREMENTS 6.o 8EVALUATE BUDGET OR FINANCIAL REQUIREMENTS 6.o0 7EVALUATE COMMUNICATIONS OPERATIONS 5.9 5 2(0ESTABLISH ORGANIZATIONAL POLICIES, OPERATING INSTRUCTIONS (0LS),OR STANDARD OPERATING PROCEDURES (SOP) 5.95 22

19

TABLE 21

TASKS RATED ABOVE AVERAGE IN DIFFICULTY AND PERFORMED BY20 PERCENT OR MORE OF THE 293X3 TOTAL SAMPLE

PERCENTMEMBERS

TASK PERFORMINGTASK .... _DIFFICULTY (N=I ,002)

PREPARE APRs 6.17 30WRITE CORRESPONDENCE 6.10 27DIRECT OPERATONS OF GROUND RADIO STATIONS 5.94 22COUNSEL. PERSONNEL ON PERSONAL OR MILITARY RELATED PROBLEMS 5.91 33SUPERVISE GROUND RADIO OPERATORS 5.86 31PIAN BRIEFINGS 5.83 20t I'ERN! E TYPE OF INTERFERENCE 5.74 26SLPERViSI. APPRENTICE GROUMD RADIO OPERATORS (AFS 29333) 5.69 23,oNDUCT (LJI' 5.56 37'IAINTAIN COMMUNICATIONS SECURITY (COMSEC) ACCOUNTS 5.44 20DEVELOP WoRK METHODS AND PRoCEDURES 5.37 28CIINSEi. TRAINEES ON TRAINING PROGRESS 5.30 271-STABIISH PERFORMANCE STANDARDS FOR SUBORDINATES 5.29 24INTERPRET POLICIES, DIRECTIVES, OR PROCEDURES FOR SUBORDINATES 5.29 31SEI t'P HEL) RADIO EQUIPMENT OR ANTENNAS 5.20 22

CONDUC I' TRAFI C ANALYSES 5.12 24SET UP N'iBI1LE RADIO EQUIPMENT OR ANTENNAS 5.11 20EVALUATE OJT TRAINEES 5.10 22SEND OR RECEIVE MESSAGES USING INTERNATIONAL CIVIL AVIATIONoRGANIZATION (ICAO) PROCEDURES 5.04 22

C(OORDINATE TRAFFIC WITH OTHER AGENCIES OR UNITS, SUCH AS TRAFFICCONTRol. ilR AIRBORNE COMMAND POSTS 5.03 33

!4(

TABLE 22

TASKS RATED BELOW AVERAGE IN DIFFICULTY BY 293X3 PERSONNEL

PERCENTMEMIBERS

TASK PERFORMINGTASK DIFFICULTY (N:1,002)_

ASSIGN SPONSORS FOR NEWLY ASSIGNED PERSONNEL 2.12 18MAINTAIN VISITORS LOGS 2.59 29MAINTAIN MASTER STATION CLOCK LOGS 2.63 12MAKE TIME CHECKS 2.65 51SCO)RE TESTS 2.83 14INVENTORY EQUIPMENT, TOOLS, OR SUPPLIES 2.98 31MAINTAIN STATION NUMBER SHEETS 3.00 9t'HANGE OR STORE RECORDING TAPES 3.04 34LoAId) OR UNLOAD BAGGAGE, CARGO, OR FOOD 3.08MAKE SCHEDULED VOICE BROADCASTS 3.11 42SCHEDULE LEAVES OR PASSES 3.12 22MAINTAIN ACCESS LISTS 3.13 20MAINTAIN PHONE PATCH RECORDS 3.19 51SELECT OR CHANGE ANTENNAS BY REMOTE CONTROL 3. 21 51LOG INCOMING OR OUTGOING MESSAGES 3.29 56OPERATE ROTATING ANTENNA EQUIPMENT 3.32 29MAINTAIN FILES OF MESSAGES TRANSMITTED OR RECEIVED 3.43 43LIST TRAFFIC WITH NET CONTROL STATIONS 3.44 23ASSIGN PERSONNEL TO DUTY POSITIONS 3.46 25MAINTAIN CURRENT CALLS SIGN LISTS 3.4q 48TUNE OR CHANGE TRANSCEIVER FREQUENCY BY MEANS OF REMOTE CONTROL 3.62 22IDENTIFY INCOMING CALLS USING CALL SIGN LIST 3.02 51

,Ii

TABLE 23

JOB DIFFICULTY INDICES FOR CAREER LADDER GROUPS

AVERAGENO. TASKS

,JOB GROUPS ATDPUTS* PERFORMlED JD I

SUPERVISORS AND MANAGERS 4.9 84 20.2SHIFT SUPERVISORS AND NCOICs 4.6 77 17.2SL|'AkF NCO's 5.4 41 17.2ADMINISTRATIVE SUPPORT PERSONNEL 4.6 42 13.3INTRABASE RADIO PERSONNEl 5.1 19 12.6SPECIAL. OPERATIONS SQUADRON OPERATORS 4.7 30 12.2COMBAT CREW COMlUNICATIONS PERSONNEL 4.7 27 11.6GROI'NI)-TO-AlR RADIO OPERATORS 4.2 42 11.3MOBILE COMMUNICATIONS RADIO OPERATORS 4.3 33 10.7AIR SUPPORT REQUEST NET OPERATORS 4.3 25 9.3POINT-TO-POINT RADIO OPERATORS 4.1 29 8.7WEATHER INTERCEPT OPERATORS 4.2 17 7.8

AVERAGE TASK DIFFICULTY PER UNIT TIME SPENTMEAN JDI = 13.00

42

TABLE 24

TASKS RATED HIGHEST IN TRAINING EMPHASIS BY 293X3 PERSONNEL

PERCENT1-48 MOS

TRAINING PERFORMING

TASK EMPHASIS (N=482)

[RANSCRIBE VOICE TRANSMISSIONS USING TYPEWRITERS 6.51 36MAINTAIN POSITION OR CIRCUIT LOGS 6.42 t5RELAY COMMUNICATIONS TRAFFIC BETWEEN FIXED STATIONS AND AIRCRAFT 6.27 52MAKE PHONE PATCHES 6.24 78MAKE SCHEDULED VOICE BROADCASTS 6.19 51AUTHENTICATE STATIONS OR MESSAGE TRAFFIC USING CHALLENGE-AND-REPLY SYSTEMS b.1O t)0

TUNE OR CHANGE TRANSCEIVER FREQUENCIES MANUALLY 6.07 46PREPARE MESSAGES USING HF FORMAT 6.02 43TRANSMIT OR RECEIVE MESSAGES USING HF EQUIPMENT 6.00 76TRANSMIT OR RECEIVE "DO NOT ANSWER" TYPE BROADCASTS 5.97 35OPERATE FIXED GROUND TRANSCEIVERS 5.95 36IAINTAIN PHONE PATCH RECORDS 5.80 59PROCESS REQUESTS FROM AIRCRAFT IN FLIGHT 5.80 42IDENTIFY INCOMING CALLS USING CALL SIGN LIST 5.69 55TRANSCRIBE VOICE TRANSMISSIONS BY HAND 5.68 40COORDINATE AIR-TO-GROUND MESSAGE TRAFFIC 5.63 40LOG INCOMING OR OUTGOING MESSAGES 5.51 63MONITOR OR PATCH RADIO TELETYPE TRAFFIC THROUGH HIGH FREQUENCY(HF) EQUIPMENT 5.51 33

lUNE OR CHANGE TRANSMITTER FREQUENCIES MANUALLY 5.46 33ENCODE OR DECODE MESSAGES MANUALLY 5.41 42ADJUSI RECEIVERS TO OBTAIN READABLE SIGNALS 5.29 49

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44

TABLE 26

EXAMPLES OF TASKS NOT REFERENCED TO POI FOR COURSE 3ABR29333

PCT 1stEN I ST4ENT

TRN TSK PERFORI1NGTASK EMP DIF (N=482) _

E143 MAINTAIN POSITION OR CIRCUIT LOGS 6.42 3.65 65G236 RELAY COMMUNICATIONS TRAFFIC BETWEEN FIXED STATIONS

AND AIRCRAFT 6.27 4.52 52G252 TRANSMIT AIRCRAFT CLEARANCES OR ADVISORIES 6.19 4.64 30F196 TUNE OR CHANGE TRANSCEIVER FREQUENCIES MANUALLY 6.07 4.41 46E142 MAINTAIN PHONE PATCH RECORDS 5.80 3.19 59G250 TRANSCRIBE VOICE TRANSMISSIONS BY HAND 5.68 4.58 40G220 MONITOR OR PATCH RADIO TELETYPE TRAFFIC THROUGH

HIGH FREQUENCY (HF) EQUIPMENT 5.51 4.89 33F198 TUNE OR CHANGE TRANSMITTTER FREQUENCIES MANUALLY 5.46 4.61 33G205 ENCODE OR DECODE MESSAGES MANUALLY 5.41 4.86 42E129 MAINTAIN CURRENT CALL SIGN LISTS 5.17 3.49 47E135 MAINTAIN LOGS OF AIRCRAFT TRANSMISSIONS OR RECEPTIONS 5.17 3.81 40F163 CHANGE OR STORE RECORDING TAPES 5.14 3.04 38F164 CHECK OPERATION OF GROUND RADIO RECORDING EQUIPMENT 5.07 3.32 34G226 OPERATE STANDARD COMMUNICATIONS TRANSMITTERS 5.07 4.39 32V193 TUNE OR CHANGE RECEIVER FREQUENCIES BY MEANS OF REMOTE

CONTROL 5.03 3.46 31E140 MAINTAIN MASTER STATION LOGS 4.86 3.85 42E132 MAINTAIN FILES OF MESSAGES TRANSMITTED OR RECEIVED 4.66 3.43 44F175 OPERATE ROTATING ANTENNA EQUIPMENT 4.48 3.32 32

4.5

ANALYSIS 01 MAJOR COMMAND DIFFERENCES

In most studies, it is important to examine the tasks and dutiespertor med by the various using commands in order to highlight differingtrends across commands in terms of personnel utilization. In the 293X3specialty, the imijority of incumbents (83 percent) are assigned to AICC.Thus, such a comparison across commands may be somewhat meaningless.However, some general comments appear warranted.

)t the 12 major job groups identified in the career ladder structure,nine were composed of high percentages (80-100 percent) of AFCC personnel.

'Thc remaining three groups were primarily composed of personnel from otherkommalnds, thus constituting the major differences in command utilization of2q3X3 personnel.

The Mobile Communications Radio Operators (GRPO69, N=49) job groupas compos(d.T-f 6nly .11percent AF-C-C perso n- eT. USAFE (2W[ percent), TAC12 percent), MAC (10 percent), and US Elements in Europe (six percent)

were the major commands involved. Air Suport Re uest Net Operators(GRP131, N=5) were issigned to PACAF ()O percent) or USAFE 0-percent).AU(: personnel were not involved at all. And finally, Special OperationsSyadron Q(erators (GRP044, N=9) were primarily USAFE resources7MpercentL. Only-one re6spn-dent -in-the group indicated AFCC as his majorcommand.

In summary, AF<CC personnel were found to be performing most of themajoi duties and toi;ks listed in the 293X3 job inventory since they comprised8.3 percent of the total career ladder population. However, 293X3 incumbentsassigned to NAC, 'AC, t SAFE, PACAF, and US Elements in Europe units aremore likely to be involved primarily with mobility operations or specializedfunctions such as special operations or air support.

I4f

r .. ..

4

USE OF INTERNATIONAL MORSE CODE (IMC)

Much interest has been expressed by HQ AFCC and the technicaltraining school at Keesler in the extent to which international morse code(IMC) is used throughout the 293X3 career ladder. Data relating to IMC useacross the various job groups is reflected in Tables 7 and 8 in the CAREERLADDER STRUCTURE section of this report. For the most part, only thosein the Mobile Communications area (GRP069) and those assigned to the 7thSOS group overseas (GRP044) were required to maintain IMC proficiency toany great extent. All other major job groups, including point-to-point andground-to-air operations, reflected very few personnel who indicated theywere required to maintain IMC proficiency.

In terms of the overall career ladder, only 146 of the 1,002 surveyrespondents, or 15 percent of the total 293X3 sample, indicated that theirstation or communications compartment had Morse Code transmission capability.And, only 74 respondents indicated that they were required to maintainproficiency in IMC. Thus, very little use of IMC appears to be found in the293X3 ladder.

47

lKl, Ih) PRELVIOUS SURVIY

'The reults oft is survev were cornpared to those of Occupationa)Survey Report, I\FPI' u-'29I-I1 3, dated 25 July 1975. At the time of the1i05 surwy, beth gruund radio operators and airborne operators werecombined in d ;inqle )I 3X3A, I AI'S(, ,Since that time, the airborne operatorshv, been taken (Lit and .Iven their own ladder, AFSC 294X0. Therefore,this cominarison tu the 1915 report will highlight similarities and differences to011, (aoUnd r,di prsonnct ric lusoions only.

Bt 1h the o i ,8I and -t1 "i.) u' v'Y,;, founda very similar job structures. BothJulies ftdn' .i ,.- ' ): , , lrs, ground-to-air operators, supervisors,1r ,stalt N( , Mtiy , t, -malh, grmie ps mentioned in the 1975 survey,

suCh as M,.RS -t-itoen orpe, i tcs, niobile communications operators, Inter-American t'rleccrninu ,na . runs ' SvQ-t.mns for' the Air Forces (SITFA) personnel,CO(mManj, escor I pers3nni, NAT) station operators, administratives pecialist , aronout ica! .t,11 in ouerato s. and Giant Talk operators, werealso tound in he 1986 t udv in general, it appears no major changes have,cICurred in the , evrl jot tr-uclure of the ground radio specialty, otherhan airIi' functions heing leleted

A mir prhle,m ktictd in th, 1980 study was low job satisfaction amongcireer !.cdd.r n1 0r- ' i' ,, I, .a also apparent in the 1975 study.

lo1 o [, o-,,. , pait,-inc :te .i;i'nilir between the two studies. Both the19Z! i.n No)o stmfif 0 1 r leit i ,o new personnel are usually assigned to,w'ron, ut,<al ,it VA it L, , Ii.o ,, ,e ,. progresses, supervision becomes agreater~e , oihility. ti, !' uta ,flect a more supervisory role at the

kilt 1 vel than w ., 11,1!" (1l n Ilowever, at that time many 7-skillievels we!e .,s.;Icird Ik hnK ,. 111nits or to airborne command post units andcon tintlod t prf 1 01 ma . t !,( 1) r,i ) I unctions. This trend does not occur inl190 dtue o O dl , ie t ,,f the e fen,:tions from the 293X3 ladder.

(lW ot -, cmpoi orI ,t Ihe ,ats of the 1975 and 1980 occupationalsur\eys et, ' ' .", e l t'l:i} i,- eratosfunction shows a remarkabledegree ol st,ullity it, te . Ii, *,, ,', anJ career progression. Very few majordifference<; V,(t'' riot(;'

IMPIICATIONS

It is apparent from the present study of the 293X3 career laddor thatthe job structure has not changed that much since 1975 when it wvts lastsurveyed, except that airborne functions have now been taken out and pu!into a 294X0 lateral career ladder. The 293X3 ladder is still fairly hetero-geneous, with incumbents being found in a wide variety of jobs.ranging trompoint-to-point and air-to-ground operators to mobile operations, combat crewfunctions, intrabase radio functions, and several smaller specialized jobs suchas weather intercept operators and air support request net operators.

Job satisfaction is still a major factor as it was in 1975. Only 51 percentof all career ladder respondents found their job interesting. However, thiscan be deceiving since several major job groups such as point-to-point radiooperators, mobile communications operators, combat crew communicationspersonnel, -and several of the smaller specialized groups such as specialoperations squadron operators and administrative support personnel reflectedmuch lower job satisfaction. Perhaps the only groups reflecting fairly highjob satisfaction were those involving senior level supervisors, NCOICs, andmanagers. But even here the job satisfaction was not as high as would beexpected, with only 64 percent of shift supervisors and NCOICs and 59percent of supervisors and managers finding their jobs interesting.

Training may also be a major problem for the 293X3 career ladder.Survey data reflect that incumbents in jobs such as mobile communicdic(ns,combat crew communications, air support request, administration support,weather intercept, and intrabase radio perceive their training as beingutilized very little or not at all. With such a wide diversity of jobs, itbecomes almost impossible to provide cost effective training for everyone atthe tech school. This creates a burden on the OJT program at the unitlevel.

Functional managers for this ladder should look very closely at thediversity of jobs within the ladder and the low job satisfaction of incumbentsand assess their impact on such areas as retaining good personnel andtraining.,, HQ AFCC has already taken some action in terms of addressingcareer irritants of their personnel. Other actions may still be needed. Interms of training, a Utilization and Training Conference will be convened inlate summer of 1981 for the purpose of examining training issues. It is hopedthat with such actions, some positive trends may start to emerge.

.4

49-

APPENDIX A

Tasks Performed By 293X3 Cluster andIndependent Job Type Groups

50

TASKS PERYORMED BY POINT-TO-POINT RADIO OPERATORS(GRP070, N=127)

PERCENTMEMBERS

I'A. KSA PERFORMING

6 iN(( ! %. \ R (I (TGO ING NESSAGES 91MIANIAIN S P N OR C IRCUIT LOGS qI:IAKt' PhoNL I'AC'.IES 90I KANS IIT uR R.u 1VE. MESSAGES US ING iF EQUI PMENT 82ADWs'l REiE IVERS 'lT o .A TIN REAA)ABLE SIGNALS 75: I NtA I N !1A- PER STATI(ON LoGS 75PINE ';R CHANGE TRANSCEIVER FREQUENCIES MIANUALLY 72

MAI NTA IN PHONE PATCH RECORDS 68ITN.F ok CHANGE RECEIVER FREQUENCIES MANUALLY 65

MIAKE ' IME CRtECKS MONITOR OR MAINrAIN FREQUENCY STANDARI)S OF STATIONS ON NET 55MAINIAN FiLES OF ESSAGES TRANSMITTED OR RECEIVED 54,IAINTAIN CURRENT CALL SIGN LISTS 54IDENTIFY I NC'NINk CALI,S USING CALL SIGN LIST 50t)PERATE F IXLI) GROUND I'RANSCEIVERS 50II.NE OR CHANGE ''RANSMIITER FREQUENCIES MANUALLY 48,IP I'RAF. lhI. WITHI NET CONTROL STATIONS 48Il.\NCRIE \CI.' TRANSM I1 ,S IONS BY HAND 43Ai.l B L., F1 X1,II) GROUND 'ITANSCFIVERS 40

Cu\ILIt0 TR:\FFIC' COUNT 40AI tEN') ICATE IATIONS OR 4ESSAGE TRAFFIC USING CHALLENGE-

AND-REPLY SYSTEMS 40PREPARE MESS.AGES USING HF VOICE FORMAT 39oPFERAIF ROJTAI ING ANTENNA EQUT PMENT 38

I ERATI-. STAN1IAR1) COMMUN i i:ATIONS RECEIVERS 36COMIP I I.E DA I.L'i TRAFFI C RECO)RI)S 36:iAKf .D)LED Voll F BROADCASTS 35,IAI' N'AIN ./I PfENT iATIS REPORT FILES OR LOGS 35FRANSR! 14 \' WICE TRANSM I SS IONS USING TYPEWRITERS 32(I~'F A IE STAN DAR) COMIU N 1 CA rIONS TRANSMITTERS 30

SI

ihL ,

TASKS PERFORMED BY MOBILE COMMUNICATIONS RADIO OPERATORS(GRP069, N=49)

PEkCL\, fMlBERS

TASK 'ERFORM 1Nt;

SET UP MOBILE RADIO EQUIPMENT OR ANTENNAS 94SET LIP FIELD RADIO EQUIPMENT OR ANTENNAS 88AUTHENTICATE STATIONS OR MESSAGE TRAFFIC USING CHALLENGE-AND-REPLY SYSTEMS 88TRANSMIT OR RECEIVE MESSGES USING HF EQUIPMENT 8tOPERATE M SERIES MOTOR VEHICLES 80LOG INCOMING OR OUTGOING MESSAGES 80ADJUST RECEIVERS TO OBTAIN READABLE SIGNALS 7bTUNE OR CHANGE RECEIVER FREQUENCIES MANUALLY 71TUNE OR CHANGE TRANSCEIVER FREQUENCIES MANUALLY 71SET UP RADIO EQUIPMENT SHELTERS 67CONSTRUCT OR ORIENT ANTENNAS FOR MOBILE OR PORTABLE OPERATIONSMAINTAIN POSITION OR CIRCUIT LOGS 63INVENTORY EQUIPMENT, TOOLS, OR SUPPLIES 63MAKE TIME CHECKS 6OPERATE PORTABLE TRANSCEIVERS b1MAKE PHONE PATCHES 5

TRANSCRIBE VOICE TRANSMISSIONS BY BANDMAINTAIN FILES OF MESSAGES TRANSMITTED OR RECEIVED 57ENCODE OR DECODE MESSAGES MANUALLY 57TUNE OR CHANGE TRANSMITTER FREQUENCIES MANUALLY 53PREPARE MESSAGES USING HF VOICE FORMAT 53RELAY COMMUNICATIONS TRAFFIC BETWEEN FIXED STATIONS AND MOBILESTATIONS 51IDENTIFY INCOMING CALLS USING CALL SIGN LIST 51

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RELATIVE TASKS PERFORMED BY GROUND-TO-AIR RADIO OPERATORS(GRPI02,N=273)

PERCENTMEMBERS

I ASKS PERFORMI NG

MAKE PHONE PAI'HES 99l'RANSMiT OR RECEIVE MESSAGES USING HR EQUIPMENT 93

RELAY CtUMMUNICAI'IONS TRAFFIC BETWEEN FIXED STATIONS ANDA IR CRAFT 90

COORDI NATE Al R-TI-GROUNI) MESSAGE TRAFIIC 81MAINTAIN IHONI PATCH RECORDS 81PROCESS REQUESTS FROM AIRCRAFT IN FLIGHT 79MAKE SCHEDULED VOICE BROADCASTS 79CHANGE OR STORE RECORDING TAPES 79HAKE '1IME CHECKS 7oAITIENTICATF. STATIONS OR MESSAGE TRAtFFIC USING CHALLENGE-

AND-REPLY SYSTEMS 13MAINTAIN POSITIUN (,)R CIRCtI' LOGS 72IDENTIFY INCOMING CALLS USING CALL SIGN LISTS 71'AINTAIN LOGS OF AIRCRAFT TRANSMISSIONS OR RECEPTIONS 63I.OU INCOMING OR OUTGOING MESSAGES 63

HffEt', OPERATION OF GROUND RADIO RECORDING EQUIPMENT 63TRANSMIT ()R RECEIVE "1 NOf ANSWER" TYPE BROADCASTS 63COORDINATE TRAF;t. WITH OTHER AGENCIES OR UNITS, SUCH AS

TRAFFIC CONTROL, OR A IRBOJRNE COMMAND POSTS 63TRANSMIT AlRCRAI'T CLEARANCES OR ADVISORIES 60TRANSCRIBE VOICE TRANSISSIONS USING TYPEWRITERS 60MAINTAIN CURRENT CALL SIGN LISTS 56PREPARE MESSAGES USING HF FORMAT 55TUNE OR CHANGE RECEIVER FREQUENCIES BY MEANS OF REMOTE

CONTROL 55MONITOR OR PATCH RADIol 'LLEFTYIE TRAFFT. THROUGH HIGH FREQUENCY

(11F) EQU I PMENT 55

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TASKS PERFORMED BY SHIFT SUPERVISORS AND NCOICs(GRP098, N=127)

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TASKS PERFORMING

MAKE PHONE PATCHES 94TRANSMIT OR RECEIVE MESSAGES USING HF EQUIPMENT 91CONDUCT OJT 84SUPERVISE GROUND RADIO OPERATORS (AFSC 29353) 81LOG INCOMING OR OUTGOING MESSAGES 81MAINTAIN POSITION OR CIRCUIT LOGS 80AUTHENTICATE STATIONS OR MESSAGE TRAFFIC USING CHALLENGE-AND-REPLY SYSTEMS 80MAINTAIN MASTER STATION LOGS 78MAKE TFIME CHECKS 78MAINTAIN PHONE PATCH RECORDS 76IDENTIFY INCOMING CALLS USING CALL SIGN LIST 76COUNSEL PERSONNEL ON PERSONAL OR MILITARY RELATED PROBLEMS 73COUNSEL TRAINEES ON TRAINING PROGRESS 72MAINTAIN TRAINING RECORDS, CHARTS, OR GRAPHS 71PREPARE MESSAGES USING HF VOICE FORMAT 70TRANSCRIBE VOICE TRANSMISSIONS BY HAND 68MAINTAIN FILES OF MESSAGES TRANSMITTED OR RECEIVED 68RELAY COMMUNICATIONS TRAFFIC BETWEEN FIXED STATIONS ANDAIRCRAFT 68PREPARE APRs 67SUPERVISE APPRENTICE GROUND RADIO OPERATORS (AFSC 29333) 65INTERPRET POLICIES, DIRECTIVES, OR PROCEDURES FOR SUBORDINATES 65TRANSCRIBE VOICE TRANSMISSIONS USING TELETYPEWRITERS 60EVALUATE OJT TRAINEES 60ADJUST RECEIVERS TO OBTAIN READABLE SIGNALS 60COORDINATE AIR-TO-GROUND MESSAGE TRAFFIC 5()

TUNE OR CHANGE TRANSCEIVER FREQUENCIES MANUALLY 58

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TASKS PERFORMED BY AIR SUPPORT REQUEST NET OPERATORS(GRP131, N=5)

PERCENTMEMBERS

TASKS PERFORM I NG

FIRANSMI ' OR REC'EIV. MESSAGES USING IfF EQUIPMENT 100"IAINTAIN MASTER Sl'ATION I.OGS 100I NVENT'(iRff' cOMMUN lICA'IONS SECUR ITY (CONSEC) MATERIALS ] 0MAINTA N PoSITI)( oK CIRCU11IT LOGS 100RkLIAY CoM UNCArliNS TRA.FIC BETWEEN FIXED STATIONS AND MOBILESTATION'lS 80

ENCODE )R DEOIWF 'L.SSAGES MANUALLY 80C' ANG;E iR L'IoR" iECURDING TAPES 80AtI'tE. i lATE STATIONS OR MESSAGE TRAFFIC USING CHALLENGE-AND-REILAY SYSI'EMS 80

SET - D1 fDES ON CRYPTOGRAPIIH)(; [)EVICES 80LOG I NtAiII NG OR 01 Gu1 Nt MESSAGES 80STORE, RESEARCH. oR MAINTAIN INVENTORY LISTS OF CLASSIFIED

oi)UNENTS 60CHECK Ot'1.ERA''IO)N (I GRotl.ND RADIO RECORDING EQUIPMENT 60TRANSCRIBE VOICE TRANSMISSIONS BY HAND 60[iNE OR (fHANG;E HI!T I VER FREQUENCIES MANUALLY 60HONIE R CIAN,;G r'RANSMITTER FREQUENCIES MANUALLY 60OPERA , F.%) ;R() I ND) TRANSCEIVERS 40RELAY COMIUNICATINS TRAFFIC BETWEEN FIXED STATIONS AND

,xIRCRA," F 40IDENTIFY INCoUMING; CALLS USING CALL SIGN LIST 40ADJUST RFCFIV'ERS To OBTAIN READABLE SIGNALS 40MAINTAIN C'URRENT CALL SIGN LISTS 40TYPE RECOROS, REI'oRTS, OR FORMS 40SEt Ul' I;UPPoRl EC I I'MENT SHELTERS 40OPERAIf F SERIE'S MOTOR 7R VEl I ICES 40SET UP FI .,I) [rSllOi EQI IPMENT OR ANTENNAS 40REQtEST WE-AlIl.' PITORlS 20SEND I S I T N Kl..PORES 20

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TASKS PERFORMED BY SPECIAL OPERATIONS SQUADRON OPERATORS(GRP044, N=9)

PERCENTMEMBERS

TASKS PERFORM I NG

ADJUST RECEIVERS TO OBTAIN READABLE SIGNALS 100MAKE PHONE PATCHES 100TRANSCRIBE INTERNATIONAL MORSE CODE BY HAND 8(9AUTHENTICATE STATIONS OR MESSAGE TRAFFIC USING CHALLENGE-AND-REPLY SYSTEMS 89TUNE OR CHANGE TRANSCEIVER FREQUENCIES MANUALLY 89LOG INCOMING OR OUTGOING MESSAGES 89PACK PALLETS 8(CALIBRATE PORTABLE TRANSCEIVERS 78RECEIVE INTERNATIONAL MORSE CODE 78SEND INTERNATIONAL MORSE CODE 78ADJUST MANUAL TELEGRAPH KEYS 78ENCODE OR DECODE MESSAGES MANUALLY 78TRANSMIT OR RECEIVE MESSAGES USING HF EQUIPMENT 67TRANSMIT OR RECEIVE MESSAGES BY RADIO TELETYPE SYSTEMS 67PROCESS REQUESTS FROM AIRCRAFT IN FLIGHT 56RELAY COMMUNICATIONS TRAFFIC BETWEEN FIXED STATIONS ANDAIRCRAFT 56SET UP FIELD RADIO EQUIPMENT OR ANTENNAS :0MONITOR OR PATCH RADIO TELETYPE TRAFFIC THROUGH HIGH FREQUENCY(HF) EQUIPMENT 56

TRANSCRIBE VOICE TRANSMISSIONS BY HAND 44IDENTIFY INCOMING CALLS USING CALL SIGN LIST 44MAINTAIN LOGS OF AIRCRAFT TRANSMISSIONS OR RECEPTIONS 44CALIBRATE FIXED GROUND TRANSCEIVERS 44REQUEST WEATHER REPORTS 44SET UP MOBILE RADIO EQUIPMENT OR ANTENNAS 44PREPARE AIRBORNE COMMUNICATION SYSTEMS OPERATOR' KITS 44

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'ASKS PERFORMED BY ADMINISTRATIVE SUPPORT PERSONNEL(GRP080, N=5)

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TASKS PERFORMING

TN PE Rt'F)RDS, REPORTS, OR FORMS 100IAINT\iN IUBL IPCATIONS OR DIRECTIVE FILES 100AIN'I dN PUSITTON OR CIRCI'IT LOGS 100

MAKE lHoNE PATCHES 100

WHITE CORRESPONDENCE 80PREPARE INTERFERENCE REPORTS 80AUTHENTICATE STATIONS OR MESSAGE TRAFFIC USING CHALLENGE-

ANDI-REPLY SYSTEMS 80TRANSCRIBE VOICE TRANSMISSIONS BY HAND 80TNANSNI'I OR RECEIVE MESSAGES USING HIF EQUIPMENT 80I.oG IN0)4IN(; OR OUTGOING MESSAGES 80MAINTAIN FILES OF MESSAGES TRANSMITTED OR RECEIVED 80%MkAKE TIME CHECKS 80TYPE CORRESPONDENCE O0MAINTAIN RECORDS, CORRESPONDENCE, OR REPORT FILES 60PREPARE AND FORWARD JOlN'i MESSAGE FORMS (DD FORM 173) b0Ito I:MEN T DES'I'RICTION OF' CLASSIFIED MATERIAIS 60'.IAIN i A IN VI.ITOR ',S w 60IDENTI FY INC)twliNt CALLS USING CALL SIGN LISTS 60

NE' OR (IANGE TRANSCEIVER FREQUENCIES MANUALLY 60_, AI'ILE LOtY TRAFFIC RECORDS 60

otPERATEI. FIXED GRoUND I'RANSCEIVERS 60ENCODE o- DECODE ESSAGES MANUALLY 60ESTAB[.ISH PIUBL[CAT ION LIBRARIES 40AIIM I N ISTER [ES'rS 40IKIRI.CIT MAINTENANCE FP ADI)[NISTRATIVE FILES 40INITIATE PERSONNEl, ACI'I ON REQUESTS 40

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TASKS PERFORMED BY WEATHER INTERCEPT OPERATORS(GRPlI, N=6)

PERCENTMEMBERS

TASK PERFORM I NG

TUNE OR CHANGE RECEIVER FREQUENCIES MANUALLY 100ADJUST RECEIVERS TO OBTAIN READABLE SIGNALS 100M4AINTAIN MASTER STATION LOGS 100MAINTAIN POSITION OR CIRCUIT LOGS 83OPERATE STANDARD COMMUNICATIONS RECEIVERS 50TRANSMIT OR RECEIVE MESSAGES USING HF EQUIPMENT 50TRANSMIT OR RECEIVE MESSAGES BY RADIO TELETYPE SYSTEMS 50IDENTIFY INCOMING CALLS USING CALL SIGN LIST 50OPERATE ROTATING ANTENNA EQUIPMENT 50PERPARE OUTAGE REPORTS 50CONSTRUCT OR ORIENT ANTENNAS FOR MOBILE OR PORTABLE OPERATIONS 50INTERPRET WEATHER REPORTS FOR TRANSMISSION 33OPERATE STANDARD COMMUNICATIONS TRANSMITTERS 33DETERMINE TYPE OF INTERFERENCE 33COMPILE DAILY TRAFFIC RECORDS 33MAINTAIN EQUIPMENT STATUS REPORT FILES OR LOGS 33MAINTAIN COORDINATORS' LOGS 33SELECT OR CHANGE ANTENNAS BY REMOTE CONTROL 33TUNE CHANGE TRANSMITTER FREQUENCIES MANUALLY 33ADJUST ANTENNA TUNING UNITS 33TYPE RECORDS, REPORTS, OR FORMS :33OPERATE AUXILLARY GENERATORS 33

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'iT'

TASKS PERFORMED BY SUPERVISORS AND MANAGERS(GRP056, N=142)

PERCENTMEMBERS

TASKS PERFORMING

COUNSEL PERSONNEL ON PERSONAL OR MILITARY RELATED PROBLEMS 96WRITE CORRESPONDENCE 94PREPARE APRs 94INTERPRET POL I[CES, DIRECTIVES, OR PROCEDURES FOR SUBORDINATES 91DETERMINE WORK PRIORITIES 86SCHEDULE LEAVES OR PASSES 86LSTABLIS1 ORGAN IZATI ONAL POLICIES, OPERATING INSTRUCTIONS

(Ols), OR STANDARD OPERATING PROCEDURES (SOPs) 82ASSIGN PERSONNEL. TO DUTY POSITIONS 82ASSIGN SPONSORS FOR NEWLY ASSIGNED PERSONNEL 82ESTABLISH PERFORMANCE STANDARDS FOR SUBORDINATES 80COUNSEL SUBORDINATES ON CAREER PROGRESSION 79 ,

DEVELOP WORK METHODS OR PROCEDURES 77PLAN WORK ASSIGNMENTS 77l'YPE CORRESPONDENCE 74MAINTAIN TRAINING RECORDS, CHARTS, OR GRAPHS 73PLAN COMINICATIONS SUPPORT OF EXERCIESES OR SPECIAL MISSIONS 71EVALLA ilE -oMMUN I CAT IONS OPERATIONS 69PLAN BRIEFINGS 69DETERMINE OJT TRAINING REQUIREMENTS 68TYPE RECORDS, REPORTS, OR FORMS 68INDORSE AIRMEN PERFORMANCE REPORTS (APRs) 68DIRECT MAINTENANCE OF ADMINISTRATIVE FILES 68EVALUATE COMPLIANCE WITH PERFORMANCE STANDARDS 65EVALUATE INDIVIDIUALS FOR PROMOTION, DEMOTION, OR

RECLASS I ICATION 65DOCUMENT DESTRUCTION OF CLASSIFIED MATERIALS 64

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TASKS PERFORMED BY INTRABASE RADIO PERSONNEL(GRPI4O, N=12)

PER CENTIMEMBERS

TASKS ___ _______________ PERFORMING

MAINTAIN INTRABASE RADIO ACCOUNT RECORDS 100TYPE RECORDS, REPORTS, OR FORMS 92

MAINTAIN RECORDS, CORRESPONDENCE, OR REPORT FILES 813TYPE CORRESPONDENCE 83WRITE CORRESPONDENCE 83DRAFT BUDGET OR FINANCIAL REQUIREMENTS 83INVENTORY EQUIPMENT, TOOLS, OR SUPPLIES 75PREPARE REQUESTS FOR EQUIPMENT REPAIR 67EVALUATE BUDGET OR FINANCIAL REQUIREMENTS 58DETERMINE WORK PRIORITIES 58WRITE STAFF STUDIES, SURVEYS, OR SPECIAL REPORTS 58PREPARE REQUISITIONS FOR SUPPLIES OR EQUIPMENT 58PLAN BRIEFINGS 58PERFORM STAFF ASSISTANCE VISITS 50DEVELOP WORK METHODS OR PROCEDURES 50PREPARE RECURRING CONTROL SYMBOL (RCS) REPORTS 50MAINTAIN PUBLICATIONS OR DIRECTIVE FILES 42DRAFT RECOMMENDED CHANGES TO COMMUNICATIONS PUBLICATIONS 42MAINTAIN EQUIPMENT STATUS REPORT FILES OR LOGS 33CONDUCT TRAINING CONFERENCES OR BRIEFINGS 33MAINTAIN COMMUNICATIONS EQUIPMENT ACCOUNT RECORDS 33EVALUATE PROCEDURES FOR STORAGE, INVENTORY, OR INSPECTION OFPROPERTY ITEMS 33

DIRECT DEVELOPMENT OR MAINTENANCE OF STATUS BOARDS, GRAPHS,OR CHARTS 33

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TASKS PERFORMED BY STAFF NCOs(GRP146, N=13)

PERCENTMEMBERS

I'ASKS PERFORMING

WRITE CoRRESP' tNDENCE 100WRITE STAFF STUDIES, SURVEYS, OR SPECIAL REPORTS 100P ERFOR'I STAFF ASSI STANCE VISITS 100

'IAN RIEFIN;S 92I)RAI' RECOMMENDED CHANCES TO CO1MUNICAT IONS PUBLICATIONS 92EVALUATE COMMUNICATIONS OPERATIONS 92DI ERMINE WORK PRIORIT IES 85EVA .A FE I NSPECTION REPOR'S OR PROCEDURES 77INTI;RPREI P (:IIc'!, DIRECTIVES, OR PROCEDURES FOR SUBORDINATES 77CAFEGORIZE INFORMAI'ION AS TOP SECRET, SECRET, CONFIDENTIAL, OR

FOR -IFFICIAL USE ONLY 77INSPEC iF COMIUN ICATIONS STATIONS 69PLAN COMMUNICATIONS SUPPORT OF EXERCISES OR SPECIAL MISSIONS 69EVALUATE COMPLIAVNCE WIfH PERFORMANCE STANDARDS 62AIAINTAI N RECORDS, CORRESPONDENCE, OR REPORT FILES 62RESO LV E TECHN ICAi. PROBLEMS OF SUBORDINATES 54DRAPT BUDGET OR !I .ANCIAL REQUIREMENTS 54F YPE .OKRESPONDENCE 54I)Fvf!ELP WORK MIE FODS OR PROCEDURES 54ESI'Ali. ISt PUBL ICATION LIBRARIES 54MAINFAIN PUBLICATIONS OR DIRECTIVE FILES 54PLAN lAYOUT OF 'AC I LITIES 54EVAI.AATE SIAFION OR UNIT REPORTS, GRAPHS, OR STUDIES 46ANAI ZE TECHINICAL REPORTS 46DIRECT UT11,1ZAIAON OF EQUI PMENT 46I)IRECT A INTENANCE O)F ADM INISTRATIVE FILES 46

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TASKS PERFORMED BY COMBAT CREW COMMUNICATIONS PERSONNEL(GRP023, N-77)

PERCENTMEMBERS

TASKS PERFORMING

PREPARE COMMUNICATIONS KITS 92INVENTORY COMMUNICATIONS SECURITY (COMSEC) MATERIALS 79PREPARE FLIGHT PUBLICATION KITS 78DOCUMENT DESTRUCTION OF CLASSIFIED MATERIALS 70STORE, RESEARCH, OR MAINTAIN INVENTORY LISTS OF CLASSIFIED DOCUMENTS 65CHECKOUT OR RECEIVE CLASSIFIED INFORMATION FOR SPECIAL MISSIONS 65MAINTAIN CURRENT CALL SIGN LISTS 55FYPE RECORDS, REPORTS, OR FORMS 55ENCODE OR DECODE MESSAGES MANUALLY 49TYPE CORRESPONDENCE 47PREPARE COMSEC KITS 47PREPARE COMBAT MISSION FOLDERS (CMF) 44AUTHENTICATE STATIONS OR MESSAGE TRAFFIC USING CHALLENGE-AND-REPLYSYSTEMS 44

DETERMINE WORK PRIORITIES 43INVENTORY EQUIPMENT, TOOLS, OR SUPPLIES 43CONSTRUCT HiF REPORTING GUIDES 40SET UP FIELD RADIO EQUIPMENT OR ANTENNAS 40TRANSMIT OR RECEIVE MESSAGES USING IF EQUIPMENT 39PLAN COMMUNICATIONS SUPPORT OF EXERCISES OR SPECIAL MISSIONS 39TUNE OR CHANGE TRANSCEIVER FREQUENCIES MANUALLY 39MAINTAIN ACCESS LISTS 38iAINTAIN COMMUNICATIONS SECURITY (COMSEC) ACCOUNTS 38MAINTAIN LOGS OF AIRCRAFT TRANSMISSIONS OR RECEPTIONS 36DEVELOP WORK METHODS OR PROCEDURES 36CONDUCT PREMISSION OR POSTMISSION BRIEFINGS OR DEBRIEFINGS 35MAINTAIN PUBLICATIONS OR DIRECTIVE FILES 31PREPARE MESSAGES USING HF VOICE FORMAT 31

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