OlIC FILE COPY ( )UNITED STATES AIR FORCE

DTIOS ELECTEDECO 988

DCDD

O COMMUNICATION SYSTEMS RADIO OPERATOR

AFSC 492XI p-4

oC1<1 AFPT 90-293-302

NOVEMBER 1988

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OCCUPATIONAL ANALYSIS PROGRAMUSAF OCCUPATIONAL MEASUREMENT CENTER

AIR TRAINING COMMAND 00RANDOLPH AFB, TEXAS 78150-5000

APPROVED FOR PUBLIC RELEASE; DISTRIBUTION UNLIMITED

DISTRIBUTION FORAFSC 492X1 OSR AND SUPPORTING DOCUMENTS

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TABLE OF CONTENTS

PAGENUMBER

PREFACE. . . ........ .. . ..................

SUMMARY OF RESULTS . ................... . . . . . iv

INTRODUCTION . .. .. .. .. .. .. .. .. .. .. .. .. . .. 1

Background . . . . . . . . . . . . . . . . . . . . . . . . . . . 1

SURVEY METHOD. . .......... . . . . . ............ 2

Inventory Development . . . . . . . . . . . . . 2Survey Administration. .. . . ......... .... . 2Survey Sample. . . . . . . . . ........ ......... 3Data Processing and Analysis ... . . . . . . . . . ... . 3Task Factor Administration ...................... 3

SPECIALTY JOBS (Career Ladder Structure) . ............. 6

Overview . ................ 6Job Descriptions . . . . . 9Comparison To Previous Survey. . . . . . . . . . . . . . . . . 27

ANALYSIS OF DAFSC GROUPS ........................... 27

Skill-Level Descriptions . . . .......... . . . . . .. 30

AFR 39-1 SPECIALTY DESCRIPTION ANALYSIS ... .......... 38

TRAINING ANALYSIS .... ...... .......... ......... 38

Training Emphasis, Task Difficulty, and Automated TrainingIndicators . . . . . . . 38

First-Enlistment Personnel .................... 41Specialty Training Standard. . . . . . . ....... .. 41

PLAN OF INSTRUCTION (POI) ANALYSIS ....... .......... . 46

JOB SATISFACTION . . . . . . . . . ....... . ...... . .. 54

INTERNATIONAL MORSE CODE (IMC) ....................... 59

IMPLICATIONS . . . . . . . . . . . . . . . . . . . . . . . . . . . . 59

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PREFACE

This report presents the results of an Air Force occupational survey ofthe Communication Systems Radio Operator (AFSC 492Xl) career ladder. Author-ity for conducting specialty surveys is contained in AFR 35-2. Computer prod-ucts used in this report are available for use by operations and trainingofficials.

Lieutenant Earl Nason developed the survey instrument, Ms Becky Hernandezprovided computer programing support, and Ms Raquel A. Soliz provided admin-istrative support. Lieutenant Mary A. Dom analyzed the data and wrote thefinal report. This report has been reviewed and approved for release byLieutenant Colonel Charles D. Gorman, Chief, Airman Analysis Branch, Occupa-tional Analysis Division, USAF Occupational Measurement Center.

Copies of this report are distributed to Air Staff sections, majorcomands, and other interested training and management personnel. Additionalcopies may be requested from the Occupational Measurement Center, Attention:Chief, Occupational Analysis Division (01WY), Randolph AFB, Texas 78150-5000.

RONALD C. BAKER, Colonel, USAF JOSEPH S. TARTELLCommander Chief, Occupational Analysis DivisionUSAF Occupational Measurement USAF Occupational MeasurementCenter Center

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SUMMARY OF RESULTS

1. Survex Coverage: The survey sample includes 66 percent of all membersassined to He FSC 492Xl career ladder. Most members (90 percent) areassigned to AFCC.

2. Career Ladder Structure: These individuals hold many different jobs, andeach Job has a separate mission. Twelve different job areas are identifiedwithin the career ladder, each performing very different tasks.

3. Career Ladder Progression: Progression through the skill levels isnormal, with 3-/5-skill level personnel performing a basically technical job,7-skill level members performing some technical, but mostly managerial tasks,and 9-skill level members performing a purely administrative job.

4. Career Ladder Documents: The AFR 39-1 Specialty Description, STS, andPOI were all basically supported. There are three areas of the POI that needreview, and one area of the STS that should be examined.

5. Job Satisfaction: About half of this career ladder find their job inter-esting, two-thirds feel their training is utilized, 60 percent feel their tal-ents are used, and 71 percent plan to reenlist. Mystic Star Radio Operatorsseem the most satisfied with their jobs. Reenlistment intentions are higherin this career ladder than in comparable Direct Support jobs.

6. m: Career ladder documents are basically supported. New jobsdentlfled include Mystic Star Radio Operators, AFSATCOM Terminal Operators,Instructors, and Tactical Switchboard Operators.

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OCCUPATIONAL SURVEY REPORTCOMMUNICATION SYSTEMS RADIO OPERATOR CAREER LADDER

(AFSC 492X1)

INTRODUCTION

This is a report of an occupational survey of the Communication SystemsRadio Operator career ladder completed by the USAF Occupational MeasurementCenter in August 1988. The previous OSR for this career ladder was publishedin July 1981. The Operations Division of the 3300th Technical Training Wingat Keesler AFB MS requested the survey to gather data on equipment used in thefield, to verify the current STS, and to update the resident training courses.

Background

AFSC 492X1 was created 30 April 1986 as part of a major realignment of V

the communications specialty career ladders. In this realignment, all formercommunications specialties were placed under AFSC 49XXX career field. AFSC293X3, Ground Radio Operators, was converted to AFSC 492X1 and retitled Com-munication Systems Radio Operators. Personnel and functions, however, did notchange.

As outlined in the AFR 39-1 Specialty Description, AFSC 492X1 personneloperate ground radio transmitting and receiving equipment to conduct point-to-point and ground-air-ground communications. They are assigned to fixedstations (such as satellite stations) or mobile units. They also performadministrative functions, such as maintaining codes, issuing classified docu-ments, and briefing air crews on communications procedures.

There are four courses for this career ladder, all located at Keesler AFBMS. The first is the mandatory E3ABR49231 000, Communications Systems RadioOperator course, which has a maximum of 24 students per class and threeclasses running concurrently. The second course is E3AZR49251 000, SatelliteTerminal Operations, which trains mostly Army and Navy personnel. TheAFSATCOM Ground Terminal Operator course, E3AZR49251 002, is available to bothAir Force and Navy personnel. Last is the Ground/Airborne International MorseCode Operation course, E3AZR49251 003, which is available to both Air NationalGuard members, who audit the course, and Air Force members. The followingtable lists some facts about each of these courses:

TPR

COURSE LENGTH 1988 1989

E3ABR49231 000 Comm Sys Radio Opt 37 days 238 364E3AZR49251 000 Satellite Term Ops 15 days 12 16E3AZR49251 002 AFSATCOM Grnd Term 15 days 42 55E3AZR49251 003 Grnd/Abn IMC Ops 40 days 70 70

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SURVEY METHOD

Inventory Develoment

Data for this survey were collected using USAF Job Inventory AFPT90-293-302 (May 1987). The Inventory Developer reviewed pertinent careerladder documents, the previous OSR, and the previous Job inventory, andprepared a tentative task list. The task list was then validated throughpersonal interviews with 32 subject-matter experts in operational units at thefollowing eight bases:

LOCATION MAJCOM REASON FOR VISIT

Keesler AFB ATC Technical Training SchoolAndrews AFB AFCC (AISD) Military Affiliated Radio System (MARS)

Mystic StarBrandywine MD AFCC (AISD) AF Satellite Communications (AFSATCOM)Patrick AFB AFCC Mobility Unit - Special ApplicationsMacill AFB AFCC (TISD) Global Command and ControlOffutt AFB AFCC (SISD) Combat Crew CommunicationsElkhorn NE AFCC (SISD) Giant TalkMcClellan AFB AFCC Command and Control Personnel

The final Job inventory listed 481 tasks grouped into 13 duty headingsand a number of background questions asking. for such information as dutytitle, duty AFSC, systems used, bands used, International Morse Code (IMC)proficiency, tim in service, time in the career ladder, modes used, andancillary equipment used.

Survey Administration

From August 1987 through March 1988, Consolidated Base Personnel Officesat operational bases worldwide administered the surveys to all eligible DAFSC492X1 personnel at the 3-, 5-, 7-, and 9-skill levels. Participants wereselected from a computer-generated mailing list provided by the Air ForceHuman Resources Laboratory (AFHRL). Personnel not considered eligible to fillout the inventory booklets were those in hospital status, those in PCS status,and those who had not been in their present Job for at least 6 weeks.

All individuals who filled out a survey completed an identification andbiographical information section first. Next, they went through the bookletand checked each task performed in their current job. Finally, they went backand rated each task they had checked on a 9-point scale reflecting relativetime spent on each task compared to all other tasks. Ratings ranged from 1(indicating a very small amount of time spent) to 9 (indicating a very largeamount of time spent). The relative percent time spent on tasks for eachinventory was computed by first totaling all rating values on the inventory,and then dividing each task's rating by this total and multiplying the result

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by 100. The percent time spent ratings from all inventories were combined andused with percent member performing values to describe the various groups inthe career ladder.

Survey Sample

Participants in the survey were carefully selected to ensure proportionalrepresentation across major commands (MAJCOM) and military paygrade groups.Tables 1 and 2 show how the final survey sample compared to the actual popu-lation of the career ladder in terms of the distribution across MAJCOMs andpaygrades. As illustrated, the survey sample is representative of the overallAFSC 492X1 population. The final sample contained 1,198 members, which was 66percent of those assigned (1,826) and 76 percent of those eligible to besurveyed (1,579). Seventy-seven percent of the sample were 3- and 5-skilllevel. Most of the members in the sample, about 90 percent, were assigned toAFCC, with the rest in USAFE, MAC, TAC, and AF Elements.

Data Processing and Analysis

Once the job inventories are received from the field, task responses andbackground information are optically scanned and become one computer file.Biographical data, such as name, duty AFSC, and time in career ladder, aremanually entered to form another file. The two files are then merged to formone complete case record for each respondent. Comprehensive Occupational DataAnalysis Programs (CODAP) are used to analyze the records and create a jobdescription for each respondent, as well as composite job descriptions forparticular groups of respondents.

Task Factor Administration

Job descriptions alone do not provide sufficient data for making deci-sions about career ladder documents or training programs. Task factor infor-mation is needed for a complete analysis of the career ladder. To obtain theneeded task factor data, selected E-6 and E-7 supervisors completed either atraining emphasis (TE) or task difficulty (TD) booklet. These booklets wereprocessed separately from the job inventories and the TE and TD data were usedin several analyses discussed later in this report.

Task Difficulty (TD). TD is defined as the length of time the averageairman needs to learn how to perform a given task. Forty-seven experiencedsupervisors rated the difficulty of the tasks in the inventory on a 9-pointscale ranging from I (easy to learn) to 9 (very difficult to learn). Ratingswere standardized so tasks of average difficulty would have a value of 5.0.Interrater reliability ( as assessed through components of variance of stand-ard group means) was .95, indicating very high agreement among raters.

Training Emhasis (TE). TE is a rating of which tasks require structuredtraining'for first-term 492X1 personnel. Structured training is defined astraining provided by resident technical schools, field training detachments(FTD), mobile training teams (MTT), formal OJT, or any other organized

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TABLE 1

COMMAND REPRESENTATION OF AFSC 492X1SURVEY SAMPLE

PERCENT OF PERCENT OF

COMMAND SAMPLE ASSIGNED*

AFCC 90 89

MAC 3 3

USAFE 3 3

TAC 1 1

ATC 1 1

AF ELEMENTS EUROPE 1 1

AF ELEMENTS OTHER 1 1

TOTAL ASSIGNED* 1,826

TOTAL NUMBER ELIGIBLE 1,579

TOTAL IN SAMPLE 1,198

PERCENT OF ASSIGNED 66%

PERCENT OF ELIGIBLE 76%

* As of June 1987

NOTE: Columns may not add up to 100 percent due torounding

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TABLE 2

PAYGRADE DISTRIBUTION OF SURVEY SAMPLE

PERCENT OF PERCENT OF

PAYGRADE ASSIGNED** SAMPLE

AIRMAN 34 36

E-4 26 25

E-5 22 23

E-6 10 9

E-7 6 6

E-8 1 1

E-9 * *

• Less than 1 percent•* As of June 1987

NOTE: Columns may not add up to 100 percent due torounding

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training method. Forty-nine experienced supervisors completed TE booklets.They rated the tasks in the inventory on a 10-point scale ranging from notraining required (0) to much structured training required (9). Interraterreliability (as assessed through components of variance of standard groupmeans) for these raters was .92, indicating good agreement among the raters.

When TE ratings are used with other information, such as percent membersperforming and TP, they can provide valuable insight into the trainingrequirements for first-term 492X1 personnel and can help validate the need fororganized training within the career ladder.

SPECIALTY JOBS(Career Ladder Structure)

A vital part of the USAF occupational analysis program is the examinationof the career ladder job structure. Based on member responses to survey ques-tions, the tasks performed by career ladder personnel are examined and jobsidentified according to the similarity of tasks and the relative time theyspent performing the tasks. The resulting Job structure is then compared toofficial career ladder documents, such as the AFR 39-1 Specialty Descriptionsand the Specialty Training Standards, to review for accuracy and completenessof those documents. This helps career ladder managers gain an understandingof current utilization patterns.

For this report, the career ladder structure is described in terms of jobareas and independent job types. The job is the basic unit of job analysis,and represents a specific group of individuals performing basically the sametasks and spending similar amounts of time on those tasks. When job membersperform tasks in common with other groups, they merge to form a larger unit ofrelated jobs called a job area. Specialized jobs too unique to fit within ajob area are called independent Job types.

Overview

Overall, the AFSC 492X1 career ladder is very heterogeneous (i.e.,contains many different types of jobs). The jobs have different missions andsupport different MAJCOMs, which accounts for the diversity of tasks performedby the members in this ladder. Overall, about 50 percent of this career lad-der is assigned overseas; most are assigned to AFCC (90 percent). The averagetotal active federal military service (TAFMS) for career ladder members is 81months, but the average time In the career ladder is 70 months. Thirty-sevenpercent are supervising at least one person. Over half (58 percent) possess a5-skill level, and the average amount of education is 13 years. Most (94 per-cent) have completed the entry-level Communications System Radio Operatorcourse.

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A common aspect that ties all 492X1 people together is the use of highfrequency (HF) band and single sideband mode (SSB) equipment: 79 percent usethe former and 72 percent use the latter. Some of the typical tasks performedby career ladder personnel include:

receive radio checksinventory classified materialsdestroy classified materialsmake entries on DD Forms 1753 (Master Station Log)authenticate stations using challenge-and-reply systemslook up call sign listsmake entries on AF Communications Security (COMSEC)Forms 16 (COMSEC Account-Daily Shift Inventory)

Five job areas and seven independent job types were identified within theAFSC 492X1 career ladder. These are illustrated in Figure 1. Within many ofthe job areas, job variations are noted in which people are doing unique tasksor are spending a large amount of time on a particular duty. The followinglist identifies the major job areas and the specific jobs that fall underthose areas, the computer product number (ST or GP) and the number of people(N=).

I. TECHNICAL SCHOOL INSTRUCTORS (STO081, N=9)

II. MYSTIC STAR (PRESIDENTIAL OR VIP) RADIO OPERATORS (STO108, N=24)

III. MILITARY AFFILIATED RADIO SYSTEM (MARS)/INTER-AMERICAN TELE-COMMUNICATIONS SYSTEM (SITFA) RADIO OPERATORS/USSOUTHCOM (MRS)(STOl18, N=56)

IV. COMMAND AND CONTROL PERSONNEL (ST0066, N=395)

A. Command and Control Communications Systems Radio Operators(ST0136, N=118)

B. USAFE Command Control Radio Network Operators (INFORM) (ST0174,N=5)

C. Special Activities Squadron Radio Operators (STO166, N=5)D. PACAF Command Control Radio Network Operators (Commando Escort)

(GP0034, N=52)E. GIANT TALK Radio Operators (ST0266, N=95)F. Global Command and Control System (GCCS) Radio Operators

(ST0219, N=98)G. GCCS Maintenance Personnel (STO123, N=9)

V. AIR FORCE SATELLITE COMMUNICATIONS (AFSATCOM) TERMINAL OPERATORS(ST0073, N=72)

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VI. FIRST-LINE SUPERVISORS (STO124, N=122)

A. Communications Systems Radio Operator Supervisors (STOl38,N=104)

B. Communication Systems Radio Operator NCOICs (STOO144, N=18)

VII. SPECIAL APPLICATIONS PERSONNEL (GP0033, N=l99)

A. Combat Information Systems Group Radio Operators (GP0035, N=90)B. MAC Airlift/Special Operations Squadron Radio Operators

(ST0242, N=25)C. Combat Information Systems Group Supervisors (ST0200, N=47)D. Tactical Air Control Center Operators (STOO9O, N=5)E. Tactical Control Element Radio Operators (STO132, N=6)

VIII. COMBAT CREW COMMUNICATIONS (CCC) SPECIALISTS (ST0038, N=161)

A. Operations Center Controllers (ST0083, N=6)B. CCC and Dispersal Communications Technicians (ST0227, N=14)C. Combat Crew Communications Administrators (STO170, N=131)

IX. STAFF NCOS (STOOl4, N=88)

A. Radio Operations Superintendents (STO141, N=15)B. Quality Assurance Evaluators (STO149, N=13)C. Radio Operations NCOICs (STO168, N=29)

X. WEATHER INTERCEPT OPERATORS (STOO97, N=6)

XI. AIR SUPPORT OPERATIONS CENTER (ASOC) SQUAD PERSONNEL (STO137, N=7)

XII. TACTICAL SWITCHBOARD OPERATORS (STO142, N=5)

Ninety-six percent of the survey respondents are represented in the abovejob areas and independent job types. The remaining 4 percent did not groupwith any of the job groups because of the uniqueness of their jobs. The jobtitles of those not grouped include CDC Writer, Programs Manager, Communica-tions Controller, and Communications Computer Radio Operator.

Job Descriptions

The following paragraphs discuss the background and duties performed bythe job areas, jobs, and independent Job types. See Tables 3, 4, and 5 for acontrast of background information, duties performed, and equipment used.

I. TECHNICAL SCHOOL INSTRUCTORS (STO081, N=9) are all located atKeesler AMU -- the-Fe teaching four courses-Tor this career ladder:E3ABR49231 000, Communications Systems Radio Operator (mandatory); E3AZR49251000, Satellite Terminal Operations; E3AZR49251 002, AFSATCOM Ground Terminal

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Operator; and E3AZR49251 003, Ground/Airborne International Morse Code Opera-tion. Most of their time is spent training the operation of ground radioequipment. They use the high frequency (HF) band, and the amplitude modula-tion (AM), continuous wave (CW), and single sideband (SSB) modes. Systemsused include portable transceivers. In addition, they use printers, switch-boards, and tape recorders. These are some of the more senior individuals inthe sample, with an average of 113 months in service. Sixty-seven percenthold a 5-skill level. Some of the tasks they perform are:

counsel personneladminister technical training resident course testsscore testsauthenticate message traffic using transmissionauthentication systems

check stations into netinstruct users to tune to your count

II. MYSTIC STAR RADIO OPERATORS (STOl08, N=24), also called VIP orPresidentla io-Pe-atrs, are all stationed at -Andrews AFB MD. Thesepeople provide secure voice and teletype air/ground/air communications tospecial air mission aircraft, such as Air Force One and the National EmergencyAirborne Command Post. Fifty percent of these people are in their firstenlistment, so this is a relatively junior group. They spend the largest per-centage (33 percent) of their time adjusting and configuring radio equipment;this is three times the amount of time spent by any other job area. MysticStar personnel also spend more time than any other job area isolating equip-ment malfunctions. They use HF, ultra high frequency (UHF), and some veryhigh frequency (VHF) bands. The modes they use include SSB, frequency modula-tion (FM), and data transmission. Radioteletype equipment, cryptographicequipment, tape recorders, printers, and switchboard equipment are some of thetypes of ancillary equipment used by this group. Common tasks performed bythis group include:

configure scope control consoles for phone patchoperations

configure scope control consoles for back-to-backoperations

configure equipment for simplex operationsconfigure equipment for duplex operationsmaintain teletype data logsidentify malfunctions within scope control consoles

III. MILITARY AFFILIATED RADIO SYSTEM (MARS)/INTER-AMERICAN TELECOt44UNI-CATIONS SYSE (SITA/UUT (MRS) RDIO OPERATORS P1T1, N-56) performpoint-to-point operations. MARS personnel provd emergency an contingencyback-up for normal communications systems, support disaster preparedness, andprovide morale and welfare message and phone patch service. This system

18

consists of military radio stations and affiliated civilian stations. SITFAis the HF voice and teletype network for communication between North, Central,and South American friendly armed forces. MRS operators provide highfrequency/single sideband scheduled secure/unsecure point-to-point voicecommunications between units in Central and South America and the Caribbean.This group is 71 percent MARS, 18. percent SITFA, and 9 percent MRS(USSOUTHCOM). The largest portion of this group's time (36 percent) is spentperforming administrative functions such as filling out logs and records.They spend 29 percent of their time operating ground radio equipment and 15percent setting up this equipment. Sixty-four percent are in the CONUS and 75percent are in their first enlistment. They use HF and VHF bands, SSB and CWmodes, portable transceivers, walkie-talkies, mobile antenna systems, print-ers, and radioteletype equipment. Some of the tasks they perform are:

list traffic with net control stationsmake phone patches manuallyinstruct users to tune to your countcheck stations into netconduct net roll callsmaintain position (circuit) logs with typewriters

IV. COMIAND AND CONTROL PERSONNEL (ST0066, N-395) are mostly overseas(70 percent). roi-nd ad ontrol Fersonnel perforiair/ground/air (A/G/A)operations by sending, receiving, and relaying A/G/A messages and making phonepatches. They also send, receive, and relay point-to-point messages, andtransmit high precedence broadcasts. This group of 395 individuals makes up33 percent of the total sample; it is the core Job area of the career field.The following tasks are representative of those they perform:

make entries on AFCC Forms 1459 (Emergency Action MessageForm)

look up call sign listscopy call sign liststransmit EANreceive emergency action messages (EAM)identify Incoming calls using call sign list

Some of the unique tasks this group performs include:

make entries on AFCC Forms 1462 (HF Facility FOXTROTMessage Blank)

make entries on AFCC Forms 1461 (HF Radio Facilitycontact and Phone Patch Record)

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-mmm m a ImI mm E m I|i~ mi mlmI

Specific jobs identified within this job area include GIANT TALK, INFORM,Cemetery Net, and Commando Escort systems, which are essentially MAJCOM-dedicated systems. These are discussed in the following paragraphs with otherjobs comprising the Command and Control Personnel.

A. Command and Control Communications Systems Radio Operators(ST0136, N=I18)fmalkeup 10 percent of the sample as We Fcore -ob7f ommandand Control personnel. Most members are assigned overseas; 9 percent are inthe continental United States. Seventy-three percent are in their firstenlistment.

B. USAFE Command Control Radio Network Operators (INFORM) (ST0174.N:=S) provide a-- -cated (serves u9XFMpont-to-pontcomand and controlTM network with limited A/G/A capability for phone patch service. They alsosupport deployed units of MAC, AFCC (combat information systems groups), NATO,and emergency operations, as well as the US Commander-in-Chief Europe(USCINCEUR) Airborne Command Post (ABNCP). They share the same mission asCemetery Net. This group spends more time than any other job operating groundradio equipment. They are all in their first enlistment, and all five areoverseas. Sixty percent call themselves INFORM radio operators, and 40 per-cent are Cemetery Net radio operators.

C. Special Activities Squadron Radio Operators (ST0166, N=5) arein staff positions and are mobile .Theyar-e-al asslgne to the 1l4 7sSpe-cial Activities Squadron (SAS) in Europe. They are spending less timeperforming administrative functions and divide their time between adjustingand configuring radio equipment and operating radio equipment. They spend thehighest percent of time of all the jobs isolating equipment malfunctions.Four are assigned to AF Elements Europe; only one of the five is in the CONUS.All are 5- or 7- skill level. Two call themselves Special Operations Squadronpersonnel.

D. PACAF Command Control Radio Network Operators (Commando Escort)(GP0034, N=52) sufrt heommander r-r or andITRPrAFT7-They provide a point-to-point tactical HF voice network for PACAF

and Air/Ground/Air (A/G/A) support for the CINCPAC Airborne Command Post.These individuals spend more time performing administrative functions than anyother group in this job area (44 percent time spent).

E. GIANT TALK Radio Operators (ST0266, N=95) provide SAC withworldwide 2-wayv - n- tnor long-range control of SAC forces oftactical, reconnaissance, and special mission aircraft. They give nationalcommand authorities command and control of tactical and strategic aircraft,Their peacetime mission is to provide communication training for air crews,missile crews, and radio operators. Many are jointly assigned with GCCSstations and crews. Fifty-nine percent of these members are in the CONUS,which is more than the other jobs in this area. They all use tape recorders.

20

Unique tasks performed:

configure scope signal III consoles for switchboarddial code operations

identify malfunctions within electrical switchingsystems (ESS)

configure scope signal III consoles for back-to-backoperations

configure electronic switching systems (ESS) foroperations

set time generators on recordersidentify malfunctions within line printersperform three-way call proceduresperform conference call procedures

F. Global Command and Control System (GCCS) Radio Operators(ST0219, N=98) O-cus onX7GA opetions. They provid--comat-crew cobwunca-tTons forialT DoD aircraft, and support DV/VIP aircraft. There are usuallylarge numbers of personnel assigned at stations and they are often assigned at"super stations" with GIANT TALK personnel. The members in this job spend alarge amount of time adjusting and configuring radio equipment and less timeoperating ground radio equipment than the other personnel in jobs in this jobarea. They, like GIANT TALK Radio Operators, also all use tape recorders.

Unique tasks performed:

receive notice to airmen (NOTAM)check recording tapes for proper radio procedurestransmit special weather broadcastsreceive special weather broadcasts messagesreqeive pilot reports (PIREP)degausse recording tapes

G. GCCS Maintenance Personnel (STO123, N=9) are spending more timemaintaining groun-d radlo equipment and adjusting an-&-onfiguring radio equip-ment than any other job. First-termers make up 100 percent of this job.

V. AIR FORCE SATELLITE COMMUNICATIONS (AFSATCOM) TERMINAL OPERATORS(ST0073, RW7) are responsible for monitoring and controlling access toFSXT4 M satl ites. These personnel receive and transmit data and secure/unsecure voice traffic via satellite. This is a DoD common user system forhigh-priority users sending EAIs, force directing, or CINC netting. They makeup 6 percent of the sample, with two-thirds in the CONUS. Most of thesepeople have a 5-skill level (71 percent) and they average 80 months TAFMS.One-third are supervising. They spend 25 percent of their time performingAFSATCOM functions, with all other job groups spending less than 2 percent oftheir time in this duty.

21

reset EAM alarmprepare messages using Air Force satellite communications

(AFSATCOM) formattransmit AFSATCOM messagesfocus status display units (SDU)enter AFSATCOM messages into storageconfigure AFSATCOM terminals for slave operations

The following are tasks unique to this job area:

load SDU softwareconfigure AFSATCOM terminals for po'ling operationsbrief stations assuming net controlconfigure AFSATCOM consolidated ground terminals (CGT)

for back-to-back operations

VI. FIRST-LINE SUPERVISORS (STO124, N=122) make up 10 percent of thesample. Seventy-seven percent are supervisingand 72 percent are overseas.They have the second highest average TAFMS of all the job areas (Staff NCOsare first) with 120 months in service. They are located in virtually everyjob area and spend two-thirds of their time performing administrative func-tions, organizing, planning, directing, implementing, inspecting, evaluating,and training. Typical tasks performed include:

develop operator's checklistsresolve technical problems of subordinatesschedule leavescheck traffic records for errorsevaluate OJT traineesadminister on-the-job training (OJT) testsprepare APR

Some tasks uniquely performed by these members are:

schedule OJTdirect OJT programsendorse airman performance reports (APR)implement self-inspection programs

The two jobs found under this area are discussed below.

A. Communications Systems Radio Operator Supervisors (ST0138,N=104) spend the most time trainingll percen time spent) of all the jobs.As would be expected, 87 percent of the members are supervising personnel inmost of the commands in this AFSC. They have a high average TAFMS of 124

22

months, and most are at the 5- or 7-skill level. Twenty-nine percent of thisgroup are located in the CONUS, which seems to mesh with the numbers assignedto the CONUS for the Command and Control job area (33 percent In the CONUS).One-third say they are USAFE/Cemetery Net personnel; the others are spreadacross all jobs, but all have supervisory duties.

B. Communications Systems Radio Oprators NCOICs (STOO144, N=18)spend less time training and more tlmeIsetting up radio equ p-ent and adju-stIng and configuring radio equipment than Communications Systems Radio Opera-tors. They are assigned only to AFCC and only 29 percent are supervising.One-third name themselves as GCCS Radio Operators.

VII. SPECIAL APPLICATIONS PERSONNEL (GP0033, N=199) are located in CombatCommunications units, Contlngency Conluncations Elements, and other specialsystems. Sixty-one percent of this job area consists of Combat InformationSystems Group Radio Operators. Ten percent call themselves Special OperationsPersonnel, and 8 percent call themselves Tactical Control Radio Operators.Making up 17 percent of our sample, two-thirds of these people are in thecontinental United States. They spend more time than any other job areasetting up ground radio equipment (29 percent time spent). Twenty percent oftheir time is spent operating this equipment. A little over half of the 199members are in their first enlistment, and 35 percent of Special ApplicationsPersonnel are supervising. Half or more of the members in this job area areusing portable and vehicular transceivers and quick reaction packages (QRPs).Other systems used, but to a lesser extent, are walkie-talkies and backpackradios. The ancillary equipment heavily used includes mobile antenna systems,cryptographic equipment, and QRPs. Almost all use the HF band, but 50 percentare also using VHF and/or UHF bands. They are using all modes, and are one ofthe few job areas to employ AM and CW. The following tasks are indicative ofthis job area:

handcopy position (circuit) logsload equipment on truckspack palletsunpack palletsauthenticate message traffic using transmissionauthentication systems

authenticate stations using challenge-and-reply systemsreceive radio checks

The tasks performed by Special Applications Personnel usually requirethem to be mobile. The jobs performed by this area are discussed in thefollowing paragraphs.

A. Combat Information Systems Group Radio Operators (GP035, N=90)provide mobile communications and air traTV -conro l equipment and servicesto support worldwide USAF requirements. They are spending roughly equalamounts of time between setting up radio equipment and operating ground radio

23

equipment. They spend 53 percent of their time between these two duties.Eighty-six percent are in the CONUS and 72 percent are first-termers. Theyare one of two jobs widely using the Quick Reaction Packages (QRPs).

B. MAC Airlift/Special Operations Squadron Radio Operators(ST0242, N-25) provide command and contro communicions betw-een AF specialoperatonsT components and combined commnd foreign elements. They use A/G/A,point-to-point, and satellite communications. Eighty-eight percent of thepersonnel in this job are assigned to MAC. Eighty percent of these 25 indi-viduals are in their first enlistment. Forty percent call themselves SpecialOperations Squadron (SOS) personnel.

C. Combat Information S stems Group Supervisors (ST0200, N-47) aresupervising (85 pent) combat Ifoe on ytem Group adlo operators. Asto be expected with supervisors, they have a high TAFMS average of 126 monthsand most are E-5 or E-6 in grade. They are the second of the two jobs to useQuick Reaction Packages.

D. Tactical Air Control Center Operators (STOO90, NS) are check-ing stations into and ou-i-of net, in encogdln ndT decoding messages. Theyspend more time operating ground radio equipment and less time setting upradio equipment than any other Job in this area. All five members are in theCONUS and four are assigned to TAC.

E. Tactical Control Element Radio Operators (ST0132, N=6) (TAC AirRequest Net perators) set up eqmpment.--The m ers of thls job F-s d-1percent of their time setting up radio equipment, which is higher than anyother job in this area and in the sample. They spend less time than anyothers performing administrative functions. Four of the six members are alsoassigned to TAC.

VIII. COMBAT CREW COMMUNICATIONS (CCC) SPECIALISTS (ST0038, N=161) supportSAC. They-Tra-n Ia(rand missile crews on radio procedures and consruct com-munications kits and combat mission folders for SAC air and missile crews.They have limited HF radio operation; small groups of people are assigned inmany different locations. This group is unique in the large amount of timespent on mission planning functions; over a third of their time is spent inthis duty. This job area comprises 13 percent of the sample. Their TAFMSaverage is 100 months and 36 percent are in their first enlistment. They useportable transceivers, mobile antenna systems, and some cryptographic equip-ment with the HF band. Thirty percent use the SSB mode. Tasks performed inthis job area include:

issue communications kitsissue FLIPbreakdown communications kitsassemble peacetime communications kitsprepare classified materials for issueretrieve communications kitsprepare communications kits

24

Unique tasks performed by this job area include:

review SAC Forms 788 (Aircraft Communication Logs)prepare comunications portion of CMFconduct EWO communications trainingbrief aircrews before special missions

There are three jobs which make up CCC Specialists. The followingparagraphs give information about each.

A. Operations Center Controllers (ST0083, N=6) are dealing withclassified materials. These pe spend three-fourths of-their time perform-ing administrative functions, almost twice the amount of time spent in thisduty by any other Job. They also have a high TAFMS (140 months) and no first-termers. They use very little radio equipment.

B. CCC and Dispersal Communications Technicians (STO227, N=14)transmit EAM, "weatfr broadcasts, and evaluate communication -operatSon.These respondents also spend a lot of time performing administrative functions(37 percent time spent), as well as 17 percent of their time performingmission planning functions. Personnel in this job are also spending more timeoperating ground radio equipment than the other two Jobs in this area. All 14members are overseas and 13 of them are assigned to USAFE. They are usingdata transmission and frequency modulation modes instead of the SSB mode, andthe very high frequency band versus the high frequency band used by otherjobs.

C. Combat Crew Communications Administrators (STO170, N=131) issueand prepare fl"TgT'I "frmatTon packets and administer Emergency War Order(EWO) training. The unique aspect of this group is that they spend 43 percentof their time performing mission planning functions. This is almost threetimes the amount of time spent in this area by any other Job. They are mostly5- and 7-skill level personnel located in the continental U.S.

IX. STAFF NCOs (STOOl4, N=88) manage at HQ AFCC or AFCC Divisions or In-Coming Groups. ipr lslng 7 percent of the sample, this group is strictlyconcerned with organizing and planning, directing and implementing, inspectingand evaluating, training, and performing administrative functions. Ninety-five percent of this group's time is spent in these five duties. Twelve ofthe fourteen 9-skill level members in the sample call themselves Staff NCOs.This job area has the highest TAFMS average of all the groups, with 203months. Fifty-two percent are supervising. As a group, they are not usingmuch ground radio equipment. Some of the tasks they perform are:

25

file forms, reports, or messageswrite staff studies, surveys, or special reportsdraft correspondenceconduct meetingsprepare briefingsdetermine work priorities

Included in this job area are three groups of senior NCOs performing thefollowing distinctly different jobs.

A. Radio Operations Superintendents (STO141, N-15) plan specialmissions and exer-c ses, prepare briefings, and establsh-T. These StaffNCOs are spending less time inspecting and evaluating than the other two jobsin this area. They use this time performing administrative functions, a dutythey spend more time on than the other two jobs.

B. Quality Assurance Evaluators (ST0149, N=13) inspect and evalu-ate communicati procedures and stations. As Is indicated by their title,this group spends more time than any other inspecting and evaluating.

C. Radio perations NCOICs (STO168, N-29) supervise personnel.They spend more-ie- organ z ng, pp'Iii ng, dlrecTnin, and implementing thanany other Job. They are also spending more time training than any other job,with the exception of Communications Systems Radio Operators Supervisors(ST0138). Ninety percent of the 29 members are supervising. Three of thefour detachment chiefs are in this job.

X. WEATHER INTERCEPT OPERATORS ST0097,I N=6) are only stationed over-seas. They monitor teletype and continuous wivT(CW) weather signals, andtune receiving equipment for optimum signal reception. Four of the six peoplein this job are at the 5-skill level, and the other two hold the 7-skilllevel. They average 99 months TAFMS. Tasks they perform include:

change ribbon on radio teletype equipmentchange paper on radio teletype equipmentchange receiver frequencies manuallytune receivers to obtain readable signalsselect back-up receiversselect antenna using patch panels

XI. AIR SUPPORT OPERATIONS CENTER (ASOC) S PERSONNEL (ST0137, N-7)are ground-rdo operators with te-a i TtonaiTy of switchboard operators.They do the following:

26

accept and connect calls according to their precedencechange receiver frequencies manuallyset station clocksreport equipment problemsmake entries on DD Forms 1753 (Master Station Log)maintain master station logs

XII. TACTICAL SWITCHBOARD OPERATORS (ST0142, N=5) are well-described bytheir name7 Theyperform the following aMks

supervise MINIMIZE condition actionsprocess telephone conference callsplace outgoing calls to distant stations using trunksmonitor high precedence or emergency callscoordinate switchboard circuit or equipment problems withmaintenance, technical control, or support agencies

answer supervisory lightsaccept and connect calls according to their precedence

Comparison To Previous Survey

Table 6 lists the jobs identified in the 1981 survey of AFSC 293X3 andhow career ladder members were distributed among those jobs. All the jobs inthe previous survey were identified in the 1987 respondent sample, but therewere also jobs in the 1987 survey that were not reported previously. AFSATCOMfunctions have come on line since 1981, and 6 percent of the 1987 sample areidentified as AFSATCO personnel (N=74). Some of the other jobs unique to the1987 survey are the Technical School Instructors (1 percent), Mystic StarRadio Operators (2 percent), and Tactical Switchboard Operators (less than 1percent). The present analysis consolidated the survey population into largergroups of people doing similar tasks than in 1981. Therefore, many of thejobs in the 1987 sample are spread across several 1981 jobs. For example,Staff NCOs are spread across the previous survey jobs of AdministrativeSupport Personnel, Intrabase Radio Personnel, Staff NCOs, and Supervisors andManagers.

ANALYSIS OF DAFSC GROUPS

An analysis of Duty AFSC groups is useful in identifying the tasks per-formed by the different skill levels. The distinctions made between DAFSCsare helpful for reviewing and assessing the completeness and accuracy of theAFR 39-1 Specialty Descriptions, the Specialty Training Standard (STS), andthe Plan of Instruction (POI), as well as identifying training needs.

27

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The average percent of time spent performing duties by each skill levelappears in Table 7. Table 8 shows the jobs performed across each of the skilllevels. These tables give a good picture of the career ladder progression asthe skill level increases. Since there are very few differences between the3- and 5-skill level personnel, these two groups were analyzed as one. As canbe seen by Table 7, there is a progression from performing technical tasks bythe 3- and 5-skill level personnel to performance of mostly managerial tasksby the 9-skill level personnel. These trends are most particularly observedin Duty I, Operating Ground Radio Equipment, which is a technical area, and inDuties A, Organizing and Planning; B, Directing and Implementing; and C,Inspecting and Evaluating, all managerial areas. The level of jobs (see Table8) also shows a progression from the 3-and 5-skill level personnel performingtechnical jobs, such as Command and Control, to the 9-skill level, who aremostly Staff NCOs. Forty-seven percent of the 7-skill level members are FirstLine Supervisors or Staff NCOs, with the others located in many of the tech-nical jobs.

Skill-Level Descriptions

DAFSC 49231/49251. Seventy-seven percent of the 1,198 members in this surveyare in these ski1l levels. They spend 32 percent of their time performingadministrative functions, which entails filling out logs and forms, as well ashandling classified material, call sign lists, and access lists. Twenty-onepercent of their time is also spent operating ground radio equipment. A listof representative tasks performed by these personnel is presented in Table 9.

DAFSC 49271. Seven-skill level personnel spend 41 percent of their timesupervising and training. While most of the 7-skill level personnel arespending a large percent of their time (26 percent) performing administrativefunctions, they are spending less time in technical tasks and more time inmanagerial duties than their 3- and 5-skill level counterparts. They alsospend more time training than either the 3-/5-skill level personnel or the9-skill level members. Table 10 shows some common tasks performed, whileTable 11 shows tasks which best differentiate between 7-skill and 3-/5-skilllevel personnel. Seven-skill level personnel make up 21 percent of the surveysample.

DAFSC 49291. This is a small group of 14 people; they make up only 1 percentof the sample. Overall, they are spending most of their time (68 percent) inthe managerial duties (A through C). They also are spending a lot of time (19percent) performing administrative functions, but these tasks are filing formsand reports and dealing with classified material. Table 12 presents a list oftasks comonly performed by 9-skill level personnel. Table 13 shows thosetasks which best differentiate these members from DAFSC 49271 personnel.

30

TABLE 7

AVERAGE PERCENT TIME SPENT ON DUTIES BY DAFSC GROUPS

49231/49251 49271 49291

DUTY (N=927) (N=257) (N=14)

A. ORGANIZING AND PLANNING 4 13 26

B. DIRECTING AND IMPLEMENTING 3 10 22

C. INSPECTING AND EVALUATING 2 10 20

D. TRAINING 3 8 7

E. PERFORMING ADMINISTRATIVE FUNCTIONS 32 26 19

F. SETTING UP RADIO EQUIPMENT 12 8 2

G. ADJUSTING AND CONFIGURING RADIO EQUIPMENT 8 4 1

H. MAINTAINING GROUND RADIO EQUIPMENT 4 2 *

I. OPERATING GROUND RADIO EQUIPMENT 21 10 2

J. ISOLATING EQUIPMENT MALFUNCTIONS 3 2 1

K. PERFORMING MISSION PLANNING FUNCTIONS 6 6 1

L. PERFORMING AFSATCOM FUNCTIONS 2 2 0

M. OPERATING NONMOBILE TELEPHONE SWITCHBOARDS 2 1 *

NOTE: Columns may not add up to 100 percent due to rounding* Indicates less than 1 percent

31

TABLE 8

DISTRIBUTION OF DAFSC GROUP MEMBERS ACROSS CAREER LADDER JOB AREAS(PERCENT MEMBERS)**

49231/49251 49271 49291

JOB GROUPS (N=927) (N=257) (N=14)

TECHNICAL SCHOOL INSTRUCTORS (ST0081, N=9) 1 * 0MYSTIC STAR RADIO OPERATORS (STO108, N=24) 2 2 0MARS/SITFA/MRS RADIO OPERATORS (ST0118, N-56) 6 1 0COMMAND AND CONTROL PERSONNEL (STOO66, N=395) 41 8 0AFSATCOM TERMINAL OPERATORS (ST0073, N=72) 7 5 0FIRST LINE SUPERVISORS (ST0124, N=122) 7 22 7SPECIAL APPLICATIONS PERSONNEL (GP0033, N-199) 17 16 7COMBAT CREW COMMUNICATIONS (CCC) SPECIALISTS(ST0038, N=161) 13 17 0

STAFF NCOs (STOO14, N=88) 1 25 86WEATHER INTERCEPT OPERATORS (ST0097, N=6) * 1 0AIR SUPPORT OPERATIONS CENTER (ASOC) 1 0 0TACTICAL SWITCHBOARD OPERATORS (ST0142, N-5) * * 0NOT GROUPED 4 4 0

• * Columns may not add up to 100 percent due to rounding* Indicates less than one percent of the DAFSC

32

TABLE 9

REPRESENTATIVE TASKS PERFORMED BY COMBINED DAFSC 49231 AND 49251 AIRMEN(N-927)

PERCENTTASK PERFORMING

1367 RECEIVE RADIO CHECKS 80E98 INVENTORY CLASSIFIED MATERIALS 74E0 LOOK UP CALL SIGN LISTS 731323 AUTHENTICATE STATIONS USING CHALLENGE-AND-REPLY SYSTEMS 73E94 DESTROY CLASSIFIED MATERIALS 71E140 REPORT EQUIPMENT PROBLEMS 70E1ll MAKE ENTRIES ON AF COMMUNICATIONS SECURITY COMSEC FORMS 69E123 MAKE ENTRIES ON DD FORMS 1753 (MASTER STATION LOG) 68E144 SET STATION CLOCKS 65E101 MAINTAIN CLASSIFIED MATERIALS 64E104 MAINTAIN MASTER STATION LOGS 63E95 DOCUMENT DESTRUCTION OF CLASSIFIED MATERIALS 63E96 FILE FORMS, REPORTS, OR MESSAGES 621322 AUTHENTICATE MESSAGE TRAFFIC USING TRANSMISSION 61E113 MAKE ENTRIES ON AF FORMS 1109 (VISITOR REGISTER) 611353 PERFORM TIME HACKS 571337 IDENTIFY INCOMING CALLS USING CALL SIGN LIST 541345 MAKE PHONE PATCHES MANUALLY 52E93 COPY CALL SIGN LISTS 52E145 STORE CLASSIFIED MATERIALS 51E131 POST CALL SIGN LISTS 511362 RECEIVE EMERGENCY ACTION MESSAGES (EAM) 49K414 INVENTORY COMMUNICATIONS SECURITY (COMSEC) MATERIALS 49E106 MAINTAIN POSITION (CIRCUIT) LOGS WITH TYPEWRITERS 461375 TRANSMIT EAM 42

33

TABLE 10

REPRESENTATIVE TASKS PERFORMED BY DAFSC 49271 AIRMEN(N=257)

PERCENTTASK PERFORMING

E94 DESTROY CLASSIFIED MATERIALS 79B43 ORIENT NEW PERSONNEL 77E96 FILE FORMS, REPORTS, OR MESSAGES 76B28 COUNSEL PERSONNEL 76E95 DOCUMENT DESTRUCTION OF CLASSIFIED MATERIALS 74C63 PREPARE APR 73E101 MAINTAIN CLASSIFIED MATERIALS 73834 DRAFT CORRESPONDENCE 69E98 INVENTORY CLASSIFIED MATERIALS 68D71 CONDUCT OJT 66A6 DETERMINE WORK PRIORITIES 65E145 STORE CLASSIFIED MATERIALS 65Elll MAKE ENTRIES ON AF COM4UNICATIONS SECURITY (COMSEC) FORMS

16 (CONSEC ACCOUNT-DAILY SHIFT INVENTORY) 65C45 ANALYZE LOGS 62A24 PREPARE BRIEFINGS 60B44 RESOLVE TECHNICAL PROBLEMS OF SUBORDINATES 60E146 TRANSPORT CLASSIFIED MATERIALS 60

34

TABLE 11

TASKS WHICH BEST DIFFERENTIATE BETWEEN DAFSC 49231/49251AND 49271 PERSONNEL

(PERCENT MEMBERS PERFORMING)

49231/49251 49271

TASKS (N=927) (N=257)

843 ORIENT NEW PERSONNEL 44 77B28 COUNSEL PERSONNEL 30 76C63 PREPARE APR 24 73834 DRAFT CORRESPONDENCE 13 69A6 DETERMINE WORK PRIORITIES 27 65B44 RESOLVE TECHNICAL PROBLEMS OF SUBORDINATES 60A24 PREPARE BRIEFINGS 25 60C49 EVALUATE COMPLIANCE WITH PERFORMANCE STANDARDS 17 58All DEVELOP WORK PROCEDURES 19 58A26 SCHEDULE LEAVES 14 57A23 PLAN WORK ASSIGNMENTS 19 57A16 ESTABLISH-POLICIES, OPERATING INSTRUCTIONS (01). OR

STANDARD OPERATING PROCEDURES (SOP) 17 56B27 CONDUCT MEETINGS 11 55C48 EVALUATE COMM UNICATIONS OPERATIONS 17 53D80 EVALUATE OJT TRAINEES 22 52A3 ASSIGN PERSONNEL TO DUTY POSITIONS 13 50B39 IMPLEMENT SELF-INSPECTION PROGRAMS 9 47C59 INDORSE AIRMAN PERFORMANCE REPORTS (APR) 10 46A15 ESTABLISH PERFORMANCE STANDARDS 13 45A13 ESTABLISH ACCESS LISTS 13 44

35

TABLE 12

REPRESENTATIVE TASKS PERFORMED BY DAFSC 49291 AIRMEN(N=14)

PERCENTTASK PERFORMING

B34 DRAFT CORRESPONDENCE 100B27 CONDUCT MEETINGS 100A16 ESTABLISH POLICIES, OPERATING INSTRUCTIONS (01), OR

STANDARD OPERATING PROCEDURES (SOP) 100A6 DETERMINE WORK PRIORITIES 93B43 ORIENT NEW PERSONNEL 93C65 WRITE STAFF STUDIES, SURVEYS, OR SPECIAL REPORTS 86E96 FILE FORMS, REPORTS, OR MESSAGES 86C48 EVALUATE COMMUNICATIONS OPERATIONS 86C63 PREPARE APR 86A24 PREPARE BRIEFINGS 86All DEVELOP WORK PROCEDURES 86A15 ESTABLISH PERFORMANCE STANDARDS 86C49 EVALUATE COMPLIANCE WITH PERFORMANCE STANDARDS 79A18 PLAN COMMUNICATIONS SUPPORT FOR SPECIAL MISSIONS 79B28 COUNSEL PERSONNEL 79C59 INDORSE AIRMAN PERFORMANCE REPORTS (APR) 71

36

TABLE 13

TASKS WHICH BEST DIFFERENTIATE BETWEEN DAFSC 49271 ANDAND 49291 PERSONNEL

(PERCENT MEMBERS PERFORMING)

49271 49291TASKS (N-257) (N-14)

D71 CONDUCT OJT 66 291323 AUTHENTICATE STATIONS USING CHALLENGE-AND-REPLY

SYSTEMS 56 141367 RECEIVE RADIO CHECKS 55 4E100 LOOK UP CALL SIGN LISTS 55 21E127 MAKE ENTRIES ON SF FORMS 153 (COMSEC MATERIAL

REPORT) 55 21E123 MAKE ENTRIES ON DO FORMS 1753 (MASTER STATION LOG) 53 0E140 REPORT EQUIPMENT PROBLEMS 52 14E135 PREPARE MEACONING, INTRUSION, JAIMING, AND

INTERFERENCE (MIJI) REPORTS 50 14E104 MAINTAIN MASTER STATION LOGS 49 7D85 WRITE TEST QUESTIONS 46 14E130 POST ACCESS LISTS 43 7E144 SET STATION CLOCKS 43 71332 DETERMINE TYPE OF MEACONING, INTRUSION, JAMMING AND

INTERFERENCE (MIJI) 40 7

A16 ESTABLISH POLICIES, OPERATING INSTRUCTIONS (01), ORSTANDARD OPERATING PROCEDURES (SOP) 56 100

B27 CONDUCT MEETINGS 55 100C65 WRITE STAFF STUDIES, SURVEYS, OR SPECIAL REPORTS 34 86A15 ESTABLISH PERFORMANCE STANDARDS 45 86C57 EVALUATE SUGGESTIONS 18 79A18 PLAN COMMUNICATIONS SUPPORT FOR SPECIAL MISSIONS 29 79A25 PREPARE JOB DESCRIPTIONS 36 79C47 EVALUATE BUDGET REQUIREMENTS 22 71A12 DRAFT BUDGET REQUIREMENTS 25 71C51 EVALUATE JOB DESCRIPTIONS 31 71A21 PLAN SELF-INSPECTION PROGRAMS 32 71B35 IMPLEMENT COST REDUCTION PROGRAMS 12 64B33 DRAFT CHANGES TO COMMUNICATIONS PUBLICATIONS 20 64C61 INSPECT COMMUNICATIONS STATIONS 19 57

37

AFR 39-1 SPECIALTY DESCRIPTION ANALYSIS

Specialty Descriptions are used to give a broad overview of the duties ofa career ladder at the different skill levels. AFR 39-1 documents werereviewed for DAFSC 49211/31/51, DAFSC 49271, and DAFSC 49291/00 (all dated1 Feb 88). All accurately represent the jobs at each skill level; the DAFSC49211/31/51 members are performing a technical job, the 7-skill level person-nel are performing the supervisory role described, and the AFSC 49291 descrip-tion depicts the superintendent level of duties being performed. There wereno CEM-skill level personnel in this sample.

TRAINING ANALYSIS

Occupational survey data provide one of several sources of informationwhich can be used to make training programs more relevant and meaningful tostudents. The four most commonly used types of occupational survey informa-tion are: (1) the percent of first-enlistment personnel performing taskscovered in the job inventory, (2) ratings of relative difficulty of tasks(TD), (3) the ratings of relative training emphasis (TE) placed on tasks forfirst-enlistment training, and (4) Automated Training Indicators (ATIs).

These data can be used to evaluate training documents such as the Spe-cialty Training Standard (STS) and the Plan of Instruction (PO). To aid inthe review of the 492X1 STS and PO, technical school personnel at KeeslerTechnical Training Center matched job inventory tasks to appropriate sectionsof the STS and PO. Comparisons to the training documents were made usingthese matches with a complete computer listing displaying percent membersperforming tasks, TE ratings, and TD ratings for each task. The STS and POmatches, along with other detailed computer products, are forwarded to thetechnical school for further evaluation of the training documents.

Training Emphasis. Task Difficulty, andAutomated Training Indicators

Training Emphasis and Task Difficulty ratings are factors that can assisttechnical school personnel in deciding what tasks should be emphasized inentry-level training. TE ratings provided by career ladder subject-matterexperts yielded an average rating of 2.37, with a standard deviation of 1.36.Therefore, tasks having a rating of 3.73 (average TE + 1 standard deviation)or higher should be strongly considered for structured training. TD ratingswere adjusted so the average difficulty rating was 5.00, with a standarddeviation of 1.00. Tasks with ratings of 3.00 or better are perceived as dif-ficult enough to warrant consideration for centralized training. Table 14lists those tasks rated highest in task difficulty, and Table 15 indicatestasks performed by first termers that have a high training emphasis. For acomplete discussion of TE and TD, please refer to the Task Factor Administra-tion section of this report.

38

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40

ATIs provide a guideline for training decisions with an objective,categorical training decision indicator value for a task derived from consid-erations of percent of members performing, TE and TO ratings, and existingconstraints such as criticality and safety. Atch 1, ATCR 52-22, has theguidelines for developing the ATI values and the training decision connectedto those values.

Note that tasks receiving high ratings in both TE and TD, accompanied bymoderate to high percentages of members performing (30 percent or better) inthe first enlistment group, may justify resident training. ATIs help identifythese tasks. While reviewing this section of the report, note that trainingdecisions are not only weighed against these four factors, but also take intoaccount command concerns, safety standards, and the importance of the task.

First-Enlistment Personnel

Five hundred and fifty individuals (46 percent of the sample) are intheir first enlistment for this career ladder. They spend 32 percent of theirtime performing administrative functions (filling out logs and forms), 24 per-cent of their time operating ground radio equipment, and 13 percent of theirtime setting up ground radio equipment. Half are stationed in the CONUS; 50percent are overseas. Almost all (93 percent), have completed the basicE3ABR49231 000, Communications Systems Radio Operator, course in residence.Figure 2 shows the distribution of first-termers across career ladder jobs;almost half are performing as Comand and Control Personnel. Nineteen percentare Special Applications Personnel, while 11 percent are Combat Crew Communi-cations Specialists. The majority of flrst-termers are using high frequencyband (86 percent) and single sideband mode (76 percent). For a complete list-ing of the kinds of bands, modes, systems, and ancillary equipment used byfirst termers, see Table 17. In addition, Table 16 shows some tasks which arerepresentative of those performed by first-enlistment personnel.

Specialty Training Standard

A comprehensive review of the STS was conducted by comparing task data tothe STS. Subject-matter experts at the technical training school matchedtasks to applicable STS areas, then computer products were run on this match.Usually, the percent of members performing these tasks at the first job, firstenlistment, 5-skill level and 7-skill level are used to analyze the STS. Aparagraph is supported if 20 percent of the members at one of these levels areperforming at least one of the tasks matched to that STS area.

With the diversity found within this career ladder, very little supportwas seen for many areas of the STS, in that less than 20 percent of thecriterion groups above were performing matched tasks. These areas includeCombat Crew Communications and AF Satellite Communications (AFSATCOM) func-tions.

41

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42

TABLE 16

REPRESENTATIVE TASKS PERFORMED BY DAFSC 492X1 AIRMEN

WITH 1-48 MONTHS TAFMS

PERCENTPERFORMING

TASKS (N=550)

1367 RECEIVE RADIO CHECKS 86ElO0 LOOK UP CALL SIGN LISTS 751323 AUTHENTICATE STATIONS USING CHALLENGE-AND-REPLY SYSTEMS 75E98 INVENTORY CLASSIFIED MATERIALS 73E140 REPORT EQUIPMENT PROBLEMS 71E123 MAKE ENTRIES ON DD FORMS 1753 (Master STATION LOG) 68Elll MAKE ENTRIES ON AF COMMUNICATIONS SECURITY (COMSEC) FORM 16

(COMSEC ACCOUNT-DAILY SHIFT INVENTORY) 66E144 SET STATION CLOCKS 66E94 DESTROY CLASSIFIED MATERIALS 65E104 MAINTAIN MASTER STATION LOGS 631322 AUTHENTICATE MESSAGE TRAFFIC USING TRANSMISSION

AUTHENTICATION SYSTEMS 631353 PERFORM TIME HACKS 61ElOl MAINTAIN CLASSIFIED MATERIALS 59E96 FILE FORMS, REPORTS, OR MESSAGES 59E113 MAKE ENTRIES ON AF FORMS 1109 (VISITOR REGISTER) 581345 MAKE PHONE PATCHES MANUALLY 55E95 DOCUMENT DESTRUCTION OF CLASSIFIED MATERIALS 551354 PLACE CALLS ON HOLD 551337 IDENTIFY INCOMING CALLS USING CALL SIGN LIST 54K414 INVENTORY COMMUNICATIONS SECURITY (CO4SEC) MATERIALS 52E93 COPY CALL SIGN LISTS 51

43

TABLE 17

BANDS, MODES, SYSTEMS, AND ANCILLARY EQUIPMENTUSED BY FIRST ENLISTMENT PERSONNEL

(PERCENT MEMBERS RESPONDING)

PERCENTBANDS USED USING

SUPER LOW FREQUENCY (SLF) 0VERY LOW FREQUENCY (VLF) 1LOW FREQUENCY (LF) 5HIGH FREQUENCY (HF) 86VERY HIGH FREQUENCY (VHF) 23ULTRA HIGH FREQUENCY (UHF) 33SUPER HIGH FREQUENCY (SHF) 1NONE OF THE ABOVE 4

PERCENTMODES USED USING

AMPLITUDE MODULATION (AM) 15CONTINUOUS WAVE (CW) 21DATA TRANSMISSION 22FREQUENCY MODULATION (FM) 19SINGLE SIDEBAND (SSB) 76NONE OF THE ABOVE 7OTHER 4

44

Lm

TABLE 17 (CONTINUED)

BANDS, MODES, SYSTEMS, AND ANCILLARY EQUIPMENTUSED BY FIRST ENLISThENT PERSONNEL

(PERCENT MEMBERS RESPONDING)

PERCENTSYSTEMS USED USING

PORTABLE TRANSCEIVERS 37VEHICULAR TRANSCEIVERS 17BACKPACK RADIOS 5WALKIE-TALKIES 14QUICK REACTION PACKAGES (QRPS) 9NONE OF THE ABOVE 48OTHER 5

PERCENTANCILLARY EQUIPMENT USED USING

CRYPTOGRAPHIC EQUIPMENT 45IONOSPHERIC SOUNDING EQUIPMENT 3MOBILE ANTENNA SYSTEMS 29PRINTERS 30QRPS 8RADIOTELETYPE EQUIPMENT 33SWITCHBOARD EQUIPMENT 21TAPE RECORDERS 34NONE OF THE ABOVE 15OTHER 1

45

Because of this diversity, an alternate approach was used to review thistraining document. Instead of using TAFMS and DAFSC group data, the per-centage of people in each large job area was used to review the variousparagraphs of the STS. Using this method, almost all of the job-specificareas in the STS were supported by the data. Only one paragraph, (9a(5)(a)6.Characteristics and typical application of frequency shift key), was notsupported. This paragraph should be reviewed to see if it needs to beincluded in the Specialty Training Standard. Table 18 shows those areas thatwere not supported by DAFSC or TAFMS data; at the far right of the table arethose jobs which tend to support the STS item under the alternate method ofanalysis.

Tasks not matched to the STS are also examined to determine if the STS isomitting coverage of large numbers of related tasks. Many tasks were sup-ported by large job areas (most of which comprise at least 10 percent of thesample). These tasks, examples of which are shown in Table 19, need to bereviewed to determine if they should be covered by the STS.

PLAN OF INSTRUCTION (POI) ANALYSIS

The POI (dated August 88) for Course 3ABR49231 000, Communications SystemRadio Operator, was reviewed to see if survey data supported it. This wasdone by matching the data to the POI, which personnel in this career ladderaccomplished at the Keesler Technical Training Center. Computer products werethen run on this match, giving the Training Emphasis (TE), Automated TrainingIndicators (ATIs), the Task Difficulty (TD), and the percent members perform-ing the matched tasks for first-job personnel (1-24 months TAFMS) and first-enlistment personnel (1-48 months TAFMS). Thirty percent of the members inone area must be performing a task matched to that area for the POI section tobe suppcrted. However, TE, TD, and the criticality of a task are also impor-tant factors to consider when deciding if an item should be taught at thetechnical school. ATIs provide a guideline as the value is derived from aconsideration of all these factors.

Overall, the performance areas of the POI are well supported. There areonly two areas that had tasks matched to them with low percent members per-forming--II3c, and 113d (see Table 20). These areas should be reviewed to seeif they need to be included in the Plan of Instruction.

In addition, tasks not matched to the POI were reviewed to see if thereare many that have high percent members performing (over 30 percent) but arenot taught. Example of these tasks that also have high TE and ATI ratings arelisted in Table 21. Many of the tasks are administrative in nature, such asfilling out logs, forms, and reports. Dealing with classified materials isalso an area which is represented by many of the unmatched tasks. Theseshould be examined to see if they warrant inclusion in the POI.

46

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53

JOB SATISFACTION

Another factor included in the surveys sent to respondents is that of jobsatisfaction. We look at five questions that will indicate the level to whichpeople are happy with their job: job interest, perceived use of talents, per-ceived use of training, reenlistment intentions, and satisfaction with thesense of accomplishment on the job. Tables 22, 23, and 24 show these indica-tors by TAFMS groups as compared to other Direct Support personnel surveyed in1987, TAFMS groups as compared to the 1981 AFSC 293XI survey sample TAFMSgroups, and between job areas.

Overall, about half of the career ladder members find their job interest-ing. Two-thirds feel their training is utilized, and 60 percent feel theirtalents are used. Seventy-one percent plan to reenlist.

In a comparison with other similar specialty career ladders, AFSC 492X1second-termers (49-96 months) and career members (97 months or more) foundtheir jobs less interesting and were less satisfied with the way their train-ing was used and their sense of accomplishment derived from the job whencompared with the other Direct Support personnel. More career members didfind their jobs "so-so" than second-termers. For the question "How does yourjob utilize your talents?," the results were comparable with job interest.Reenlistment intentions are higher across all TAFMS groups than the compara-tive sample for Direct Support personnel.

When comparing this survey sample with the previous (1981) survey sample,very little difference was found in job satisfaction. There is an increase inthe number of first-termers who feel their talents and training are used wellwhen compared to first-termers in the 1981 survey sample. Reenlistmentintentions are also higher than for the previous survey sample across allTAFMS groups.

Mystic Star Radio Operators (ST0108), Technical School Instructors(STOO81), and Staff NCOs (ST0014) seem to be the members who indicate theyfind their jobs interesting. Weather Intercept Operators (ST0097), ASOC Squadpersonnel (ST0137), and Tactical Switchboard Operators (ST0142) seem the leastsatisfied. These last three areas are all very small groups of people.However, Command and Control Personnel (ST0066) and AFSATCOM Personnel(ST0073) also have less than 50 percent who find their job interesting. Datafrom the "utilization of training question" were similar to those for jobinterest.

For perceived use of training, the groups that feel their training isused very little are the Combat Crew Communications Personnel (ST0038) and theSpecial Applications Personnel (GP0033), as well as the Weather InterceptOperators (ST0097), ASOC Squad Personnel (ST0137), and Tactical SwitchboardOperators (ST0142). These first two perform mobility functions. Reenlistmentintentions are high across jobs, even for those who expressed dissatisfactionin all the other indicators. For the question, "How satisfied are you withthe sense of accomplishment you derive from this job?", we found that less

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The people who seem to like their job most are the Mystic Star RadioOperators. The members least satisfied were the Weather Intercept Operators,ASOC Squad Personnel, and Tactical Switchboard Operators. Command and ControlPersonnel and AFSATCOM Terminal Operators also seem to find their jobs lessthan interesting, and the majority are less than satisfied with the sense ofaccomplishment derived from the job. TAFMS groups percentages were lower thanthe Direct Support sample, with the exception of reenlistment intentions,which were higher for this AFSC. The comparisons of the TAFMS groups for thissample and the previous survey sample are comparable, with the exception offlrst-termers, who are more satisfied than this same TAFMS group in the 1981sample.

INTERNATIONAL MORSE CODE (IMC)

International Morse Code is an issue of interest to the Technical Schooland HQ AFCC. The data indicate that 26 percent of the respondents are locatedat a station with INC transmission capability. Overall, 16 percent of thesample indicate they must maintain a proficiency level of some number ofgroups per minute (most say five groups per minute). Of the jobs, SpecialApplications Personnel (GP0033) and MARS/SITFA/MRS Radio Operators (STOll8),and Technical School Instructors (STO081) are the groups in which at least 50percent of the members are located at IMC transmission capable stations.Special Applications Personnel respondents appear to use IMC the most.Seventy-six percent say their station has IMC transmission capability, while47 percent say they are required to maintain a proficiency of five groups perminute. See Table 25 for a complete overview of responses.

IMPLICATIONS

This is a very diverse career ladder. This heterogeneity did create someproblems in validating the STS, but a job-specific match supported that docu-ment. All of the career ladder training documents are very recently pub-lished, and the data is basically supportive. New jobs for this career ladderinclude a large group of AFSATCOM Terminal Operators, as well as a smallergroup of Mystic Star Radio Operators.

IMC data indicate that 16 percent of the career ladder must maintain aproficiency level, but 26 percent of the respondents are located at IMC trans-mission capable stations. Jobs using IMC heavily are the Special OperationsPersonnel and the MARS/SITFA/MRS Radio Operators.

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