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AD-A276 772 1992 Executive Research Project SP5 Decision Making in the Acquisition Community: Survey and Techniques Colonel John J. Petty U.S. Air Force Faculty Research Advisor Mr. John Saunders DTIC 1ELECTE MAR 0 9 199 4 The Industrial College of the Armed Forces National Defense University Fort McNair, Washington, D.C. 20319-6000 94-07658 DTIC Q•A•A T -N•vr-PIED 5

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Page 1: Decision Making in the Acquisition Community: Survey and … · 2011-05-14 · approaches acquisition from a slightly different angle. The question is: do these service differences

AD-A276 772

1992

Executive Research ProjectSP5

Decision Making in theAcquisition Community:Survey and Techniques

ColonelJohn J. Petty

U.S. Air Force

Faculty Research AdvisorMr. John Saunders DTIC

1ELECTEMAR 0 9 199 4

The Industrial College of the Armed ForcesNational Defense University

Fort McNair, Washington, D.C. 20319-6000

94-07658 DTIC Q•A•AT -N•vr-PIED 5

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Unclassified S

SECUR:TY CLASSIFICATION OF THIS PAGE

REPORT DOCUMENTATION PAGEla. REPORT SECURITY CLASSIFICATION lb RESTRICTIVE MARKINGS

Unclassified2a SE URITY CLASSIFICATION AUTHORITY 3 DISTRIBUTION /AVAILABtLITY OF REPORT

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N/A4 PERFORMING ORGANIZATION REPORT NUMBER(S) S. MONITORING ORGANIZATION REPORT NUMBER(S)

NDU-ICAF-92-./1 Same6a. NAME OF PERFORMING ORGANIZATION 6b OFFICE SYMBOL 7a. NAME OF MONITORING ORGANIZATION

Industrial College of the (If applicable)

Armed Forces ICAF-FAP National Defense University

6c. ADDRESS (City, State, and ZIP Code) 7b. ADDRESS (City, State, and ZIP Code)Fort Lesley J. McNair Fort Lesley J. McNairWashington, D.C. 20319-6000 Washington, D.C. 20319-6000

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11. TITLE (Include Security Classification)

12. PERSONAL AUTHOR(Sý-ý >

13a. TYPE OF REPORT 113b. TIME COVERED U114. DATE OF REPORT (Year, Month, Day) 5i . PAGE COUNTResearch FROM Aug 91 TO Apr 92 April 92 -7

16- SUPPLEMENTARY NOTATION

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SEE ATTACHED

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DD FORM 1473, 84 MAR 83 APR edition may be used until exhausted. SECURITY CLASSIFICATION OF THIS PAGEAll other editions are obsolete. Unc lassif ied

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740

S~INTRODUCTION

During the first semester at the Industrial College of the

Armed Forces, all students take a course in decision making. One

of the lessons in that course required the study of the many

different techniques available to the decision maker in

structuring his or her approach to solving a particular problem.

I remember completing the readings feeling overwhelmed at the

number of techniques available and how few of them I had ever

used, or even heard of, in my career to date. I wondered if the

decisions I had made using the few methods with which I had

become familiar could have been improved if I had used another

method or technique, one more suited for that situation. Those

musings gave rise to an interest in investigating whether other

decision makers felt the same way as I and if they were

interested in expanding the decision making tools at their

command. These musings resulted in my decision to find the

answers to these questions through a survey conducted as part of

my research project. The scope of the survey had to be pared

down as a matter of practicality. In light of the role that ICAF

will assume next year as the provider of the senior acquisition

course, I concentrated the survey on acquisition program

managers, deputies and program executive officers. Hopefully,

ICAF would be able to use the findings from the survey to help

structure the decision making course for those members of the

acquisition workforce who attend ICAF over the next few years.

By way of overview, in the first part of this paper I

describe the design and intent of the survey instrument itself.

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Following that, I review the findings and then present the final

conclusions drawn from this interesting effort.

The survey instrument was designed to cover not onl he

decisi making assessments of program managers (PM nd program

executive fficers (PEO) but to enable a compar on of

preferences a ording to acquisition experie e, military

department (serv e), grade or rank, fun ional background, and

size of program. A py of the instr ent is at appendix one.

Part I of Questiogaire

Part One of the instrum n surveys general information about

the respondent. Service af lI tion is the first item on the

survey. The reason is f rly obv us. Each military service

approaches acquisition from a slight different angle. The

question is: do the service differen s extend to decision

making as well? rganization and Locatio items are included to

facilitate fut e study should one want to view decision making

differences tween or within a particular ac isition

organizati.

The osition element, or organizational title is critical

to bei g able to analyze the responses by the variou functions

wit n the acquisition community held by the responde s, e.g.

c tracting officers, engineers, program control person el as

ell as PMs and PEO.

The Grade and Skill items are self evident. The Grad field

gives the ability to segment the survey into civilian and

military respondents was well as into levels of responsibility.

-2-

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1992Executive Research Project

SP5

Decision Making in theAcquisition Community:Survey and Techniques

ColonelJohn J. Petty

U.S. Air Force Accesion ForNTIS CRA&MDTIC TABUnannouncedJustification1

Faculty Research Advisor J

Mr. John Saunders Di•At. iblb..tiof:

?'•.•11, til 1 o,,-es

Dist

000

The Industrial College of the Armed ForcesNational Defense University

Fort McNair, Washington, D.C. 20319-6000

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DISCLAIMER

This research report represents the views of the author and does not necessarilyreflect the official opinion of the Industrial College of the Armed Forces, the NationalDefense University, or the Department of Defense.

This document is the pioperty of the United States Government and is not to bereproduced in whole or in part for distribution outside the federal executive branchwithout permission of the Director of Research and Publications, Industrial Collegeof the Armed Forces, Fort Lesley J. McNair, Washington, D.C. 20319-6000.

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INTRODUCTION

During the first semester at the Industrial College of the

Armed Forces, all students take a course in decision making. One

of the lessons in that course required the study of the many

different techniques available to the decision maker in

structuring his or her approach to solving a particular problem.

I remember completing the readings feeling overwhelmed at the

number of techniques available and how few of them I had ever

used, or even heard of, in my career to date. I wondered if the

decisions I had made using the few methods with which I had

become familiar could have been improved if I had used another

method or technique, one more suited for that situation. Those

musings gave rise to an interest in investigating whether other

decision makers felt the same way as I and if they were

interested in expanding the decision making tools at their

command. These musings resulted in my decision to find the

answers to these questions through a survey conducted as part of

my research project. The scope of the survey had to be pared

down as a matter of practicality. In light of the role that ICAF

will assume next year as the provider of the senior acquisition

course, I concentrated the survey on acquisition program

managers, deputies and program executive officers. Hopefully,

ICAF would be able to use the findings from the survey to help

structure the decision making course for those members of the

acquisition workforce who attend ICAF over the next few years.

By way of overview, in the first part of this paper I

describe the design and intent of the survey instrument itself.

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Following that, I review the findings and then present the final

conclusions drawn from this interesting effort.

OUESTIONNAIRE DESIGN

The survey instrument was designed to cover not only the

decision making assessments of program managers (PM) and program

executive officers (PEO) but to enable a comparison of

preferences according to acquisition experience, military

department (service), grade or rank, functional background, and

size of program. A copy of the instrument is at appendix one.

Part I of Ouestionnaire

Part One of the instrument surveys general information about

the respondent. Service affiliation is the first item on the

survey. The reason is fairly obvious. Each military service

approaches acquisition from a slightly different angle. The

question is: do these service differences extend to decision

making as well? Organization and Location items are included to

facilitate future study should one want to review decision making

differences between or within a particular acquisition

organization.

The Position element, or organizational title, is critical

to being able to analyze the responses by the various functions

within the acquisition community held by the respondents, e.g.

contracting officers, engineers, program control personnel as

well as PMs and PEO.

The Grade and Skill items are self evident. The Grade field

gives the ability to segment the survey into civilian and

military respondents was well as into levels of responsibility.

-2-

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The Skill Identifier was included in case the entries in the

position element were not precise enough for an automated query

routine. If skill codes were available, then an analysis of

decision making preferences by skill group could be conducted.

The next field required the respondents to identify the

total program cost (research and development as well as

procurement funds) over all the years the system is in

production. The four categories were $i Million, $10 Million,

$100 Million and over $100 Million. As it turned out these

values were too low. Almost every response valued their program

at over $100 Million. Consequently, this element did very little

to segment the responses for analysis based on size of the

program. If a survey of this type is reaccomplished, the top

category should be increased to $100 Billion.

The last field in Part One deals with the overall experience

of the respondent. As used in the survey, experience level

equates to the number of the different acquisition phases the

respondent has gone through previous to the one to which

currently assigned. This information allows for correlating

decision making requirements and assessments to the experience of

the respondent. The inclusion of this field also provides for a

later opportunity for relating decision making aspects to

particular acquisition phases.

Part II of Ouestionnaire

This part constitutes the heart of the questionnaire.

Question one requires the respondent to assess the quality of the

decision of his or her subordinate(s). The question asks for the

- 3 -

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assessment to be made on the basis of timeliness and creativity.

The ratings are Poor, Fair, Good and Excellent. The second

question is identical to the first with the exception that, in

this case, the respondent assesses the quality of his or her own

decisions.

The next section is designed to determine what the

respondent considers to be the major problem with the decisions

which they and their subordinates make. Six problem areas are

listed to help the respondent begin to identify impediments.

(1) Not enough time

(2) Lack of credible information

(3) Lack of truly innovative approaches/courses of action

(4) Lack of confidence in the accuracy of the decision

(5) Poor acceptability of decision by superiors

(6) Difficulty achieving consensus or support

An "Other:" category was provided to capture those additional

impediments experienced by the respondents which were not

included in any of the choices listed.

The fourth question attempts to determine which phase of the

problem solving/decision making process is the most difficult:

Problem Definition, Alternative Generation, Evaluation, Selection

or Implementation. This question was included so that if a

decision support system was generally thought to be beneficial,

the developers of the system could concentrate their efforts on

the part of the process in which acquisition executives were

having the most trouble. The five phases of problem solving used

in the survey were taken from Van Grundy's book on decision

making techniques. 1 Each phase was to be scored with a number

-4-

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ranging anywhere from "5", most difficult, to "I", least

difficult, depending on the degree of difficulty typically

encountered in that phase compared to the others.

The fifth question was designed to locate which of the

functional areas within a normal program manager office needed

the most improvement in the quality of its decisions or in its

decision making process. The survey listed these five functional

areas for evaluation:

Engineering

Contracting

Program Control

Logistics

Administration

As in some of the other questions, this one also included an

"Other" option in the event some of the program offices were

organized differently or either the respondents wanted to comment

on decisional weaknesses noted in supporting offices outside

their direct responsibility.

Question six marks a major change in the direction of

questioning. The previous questions were designed to determine

the quality of decision making within acquisition offices and to

locate and prioritize the decision phases and functional offices

where improvement was deemed most needed. The next three

questions (six through eight) are aimed at assessing the utility

and acceptance of a decision support system.

Question six asks respondents to say whether or not having a

greater range of decision making techniques would enable them to

improve the quality of their decisions. The idea behind this

- 5 -

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question is to test the hypothesis that decision makers in the

acquisition community were not satisfied with the decision tools

they brought with them from other programs or found available at

their current one. If the respondent answered "Yes" to this

question then he or she was to go to the next question.

Those answering question seven have already indicated that

they believe that a greater number of candilate decision making

techniques to choose from when facing a problem would improve the

quality of their decisions. The question now is how much of an

improvement would they expect to gain from having this expanded

array of techniques available at hand. The options to choose

from in answering this question are: Significant, Marginal or

None. This question, necessarily hypothetical, was included to

give future decision support system developers a sense of

potential benefits that the various groups within the acquisition

community would gain from their product. This way, the

development of a decision support system could be tailored to

benefit the segment that seemed to need the system, to want it

most and to be able to derive the greatest payback from it.

The last of the utility related questions, question eight,

asks the respondent to indicate their assessment of the utility

of an automated decision support system that would help them

structure their decision making process. The choices here are:

Very, Mo-erately, Slightly and None. If there is a large show of

support for this type of system, then work could begin on

defining such a system around the demographics and preferences

identified by the survey. A possible coalescence of this effort

and the Defense Systems Management College's development of the

- 6 -

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Program Managers Support System could be envisioned in the next

few years.

The questionnaire concludes with a opportunity for the

respondents to provide a overview of the decision making

techniques they have used and how often they used them. The

techniques were arrayed by problem solving phases and ranged from

the tried and true methods such as Pro/Con to the esoteric

techniques of Nonlogical Stimuli ind Free Association. The

primary reason for including this question was to measure the

level of sophistication in decision making of the respondents.

If the majority of decision makers surveyed reported that they

were already using all the techniques yet responded that they

believed there was room for significant improvement in their

office's decision making process, then one would be led to

conclude that additional techniques would not be the answer we

are looking for here.

The questionnaire includes a Comment section to capture

those ideas and suggestions that respondents felt inclined to

provide. The section was included primarily to conform to good

survey practice. I did not actually anticipate that the section

would be used often. As it turned out, I was very mistaken.

More than half the respondents included comments, some very

lengthy and impassioned. It seems as if decision making and

automated decision support systems is of real interest to those

in the acquisition community.

-7-

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SURVEY RESULTS

Da=oqraphics of Survey Resvondents

The mailing list which I used to address the survey was

provided by the Defense Systems Management College's Department

of Research. The list is included at Appendix Two. I used only

840 of the 1157 individual organizational addresses contained on

the list. These 840 addresses were taken exclusively and

exhaustively from the PEO (Program Executive Officer), the PH

(Program Manager), the PROCEN (Procurement Center) and the

SYSCOMS (System Commands) categories of the mailing list. At the

time of this analysis, I had received 331 survey replies. One

hundred and forty five to these replies came from program office

staff members officers. These replies were not included in the

database since my target group was limited to program managers,

their deputies, and PEOs. So I ended up building the survey

database and drawing my conclusions on the basis of the responses

provided by the 186 PMs, DPMs or PEOs.

Breakout by Service. As you can see from the figure below,

Survey Responses by ServiceFigure 1

Navy (9.7X)

Air Force (10.8%)

Marine Corps (1.6%)

Army (69.92)

almost 70% where from the Army, many of which were from the

- 8 -

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numerous, small project offices at Fort Monmouth and the Redstone

Arsenal. This per centage coincides with the proportion of Army

addresses on the mailing list. However, it does not coincide

with the relative size of the Army's acquisition budget vice

those of its sister services. Afraid that this lopsided

representation might skew the results to the point that

conclusions and generalizations drawn from the survey would be

invalid, I chose one question to see if the individual service

distributions of responses generally matched to that of the total

populations. The question I used as my test cast was the

assessment of the quality of the respondents own decision making

results. The distribution for the individual services evidenced

the same 3-to-i ratio of Good decision makers to Excellent

decision makers as will be shown in Figure 6 for the population

total. Thus, I judged that it was safe to conclude that the

distributions for the other questions would generally conform to

this same pattern and would thereby permit us to draw valid

conclusions from the trends found in the aggregate populations.

The foilowing charts which contain service breakouts also

generally support this assumption.

- 9-

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Breakout of the military!Civilian Nix by Grade. The figure below

shows the military/civilian mix (112 military/74 civilians) by

grade.

Population by Grade or RankFigure 2

70

80

50

o 40

• 3030

6 2010,

0.-0-5 0-6 Flag GS-13 GM-14 GM-15 SES

Grade or RankU Officers U Civilians

Breakout by Position. one hundred and seven replies were

from PMs, 77 were from DPMs and 2 were from PEOs.

Population by PositionFigure 3

PEOs (1.1X)

Dep PMs (41.4X)

Prog Mgrs (57.5%)

-10 -

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The 77 DPMs correlates well with 74 civilian replies and

indicates that the vast majority of the civilian respondents are

DPMs, as would be expected. The two PEOs were Air Force flag

officers.

Breakout on the Basis of Program Budget. This field was

included so I could make a correlation, if any existed, between

the size of the program managed and the program office's decision

making requirements. As mentioned previously, I set the dollar

value of the choices in the survey much too low; the range in the

survey being from between $1 million to $100 Million. As a

result, all but a few of the responses indicated that their

program has a total procurement and R&D budget in excess of $100

Million. Thus almost everyone ended up in the top block; giving

me no way to discriminate between them on the basis of program

value. Should someone have an interest in redoing the survey,

this field should be changed to include a top category of:

Greater than or equal to $100 Billion.

Level of Experience. This last of the general background

information questions attempts to determine the breadth of

experience of the respondents. The thought being that if the

respondents were new program managers whose previous experience

had been limited to working in only one or two phases of the

acquisition process, then they might have a tendency to be less

confident in their own decision making abilities and thus rely

more on a decision support tool or technique. As is shown in the

next figure, the workforce sampled turned out to be

professionally mature.

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Breadth of ExperienceFigure 4

50

40

9 30

20

10

0.0 1 2 3 4 5

No. Different Phnes Managed

Almost 60% of the respondents had previous experience in

three or more different phases and the largest single group had

gone through all five of the phases prior to their current

assigned program. One would assume that, since this is the case,

the surveyed population, as a whole, would tend to be less

dependent on a support tool and thus be inclined to minimize its

value to them.

Decision Making Assessments

With this section, we come to the heart of the research

itself. We will investigate what the principal players in the

acquisition community think regarding the quality of their own

and their subordinates decision making process, what acquisition

phase is most troublesome to them, what functional area would

benefit most from improvements in decision making and, lastly,

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what they believe to be the utility and acceptability of an

automated decision support system. The answers to this question

should provide system developers clear direction to take in

pursuing a decision support tool for the acquisition principals.

Subordinate Degision Ouality, In this question the

respondents were asked to rate the quality of their subordinates

decisions. The categories were: Excellent, Good, Fair and Poor.

The distribution across the surveyed population is contained in

Figure 5.

Assessment of Subordinate DecisionsFigure 5

120

S100

0 40

% 40 ,20

Excellent Good Fair PoorQuality of Subordinate Decisions

U PEOs U Prog Mgra U )ep PMs

Self-Assessment of Decision Ouality. The self-assessment is

structured exactly like the question on subordinate decision

quality except that the respondent now assesses the quality of

his or her own decisions. As could have been anticipated, the

principals consider their own decisions better than those of

their subordinates. Possibly the most interesting aspect of the

responses is how closely the principals equate the quality of

their own decisions to those of their subordinates, i.e., that

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the margin of superiority is not any greater than indicated.

Self Assessed Decision QualityFigure 6

140

.• 120

*~100

801A so

a 40

z 20

0Excellent Good Fair Poor

Quality of Respondents DecisionsU PEOu U Prog Mgrs M Dep PMs

The respondents show a solid sense of satisfaction with their

decision making abilities and processes. Room for improvement?

Yes, as indicated by some who rated their decisions and others as

only FAIR in quality. But, there are just as many who say that

the process yields "Excellent" results. One would imagine these

as being very resistant to attempts to improve or fix something

that, in their minds, is not broken in the least.

Relationship of Experience with Decision Oualitv. The

premise of this analysis was to see if there is any relation

between experience and self assessed decision quality. If so,

then one would anticipate seeing a relatively high per cent of

inexperienced respondents (management experience in two or less

different acquisition phases prior to current assignment) rating

themselves as Fair. As borne out by Figure 7,

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Experience Levels of FAIR D/MakersFigure 7

S3.5

U

*-2

0

z01 2 3 4 5

No. Diff. Phaaes Managed

the number of respondents who assessed themselves as being only

FAIR decision makers and who had relatively little experience is

almost the same as whose who had a lot of experience. This

unusual bi-modal distribution would seem to frustrate our

hypothesis and lead us to conclude that decision making skill may

not be highly correlated to previous experience, at least in the

case of acquisition principals. The FAIR decision makers were

used in this analysis since it is assumed that they would be the

most likely segment in our population to benefit from and use a

decision support tool or instrument. You might say that these

individuals constitute the primary subset of our target group.

Barriers to Making Ouality Decisions. Given that the

surveys indicate that there is room for improvement in

acquisition decisions, the question now is to find out how and

where to make the improvements. The following figure details how

the principals answered when asked to identify the primary

difficulty or barrier to consistently making "Excellent"

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decisions. Due to the small sample size of PEOs, the figure

focuses on just the PM and DPMs and shows the number of times the

particular difficulty is cited as the prime culprit in making

quality decisions.

Problems in Making Excellent DecisionsFigure 8

50

40• 40

a 30

.• 20

10

0Time Info Ideation Accuracy Acceptance Consensus

Problem AreasU PM U DPM

Ideation, as used in the context of this figure, means "Lack of

truly innovative approaches/courses of action" as alternatives to

select from in solving a problem.

Not surprising, too little time and too little good

information are frequently identified as problems by those

surveyed. Interestingly enough, though, "consensus" (or lack

thereof) is cited almost as often as "time" and "information" as

being a major problem is decision making. PMs used an "Other"

category 18 times; DPMs, 16. There was no consistent problematic

theme identified in those write-ins so I did not incorporate any

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of those barriers in the analysis. As for the two PEOs, Time and

Ideation where the problem areas they identified.

Relative Difficulty of the Phases of Problem Solving. The

previous question instructed us as to what impediments we needed

to focus on, now we need to discover which of the decision

making/problem solving phase(s) need the most help. The data

from the survey suggests that the initial phase, Problem

Definition, and the last phase, Implementation, are both the

least and most difficult ones. My guess as to why this is so is

that for every person who invested the requisite up-front effort

to clearly identify the problem and thus found the implementation

fairly straight forward, there is one who misjudged the real

problem and thus found the implementation step hopelessly

ineffectual. It is at these starting and ending points where the

real world impinges directly on the decision process. It is at

these points that rewards and consequences of good and bad

decisions are most directly dealt with. Everything in between is

rationalistic abstraction and can be carried on with relative

ease. Therefore, from a system development viewpoint, I would

take it that improvement design should concentrate on the front

and back ends of the decision making process.

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Difficulty of Decision PhasesFigure 9

100%90%80%

K 70XIP 60XW 50%

1 40X9 30%

20%10%IOx

Most Diff More Diff Difficult Les Diff Least DiffLevel of Difficulty of Each Phase

i Problem Def W Alternative Gen i Evaluation* Selection C Implementation

Functional Areas Identified as Needing the Most Inprovement.

The last aspect of the acquisition community that we need to

analyze in order to determine the direction we go in providing

assistance to acquisition decision making process are the various

functional components of a program office. Each person surveyed

was asked to indicate how much improvement was needed in the

engineering, contracting, program control, logistics, and

administration functional areas within a program office. The

choices were: significant, marginal or none. The distribution of

these ratings was fairly uniform across all functional areas.

Significant improvement was indicated of being necessary

approximately 35% of the time; Marginal improvement, 50%; and

None, 15%. Program Managers and Deputies identified the

engineering and logistics functions as requiring significant

improvement a little more often than the other functions. If you

had to prioritize what areas toward which to target any

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subsequent decision support system, it would certainly be to

these functions.

Functions by Amt. Improvement RequiredFigure 10

200180160140

S 100S80

o 60S40Z 20

0Engineering Contracting Prog Control Logistics Admin

Functional AreasUSignificant W Marginal U None

A blank block was included to capture the data for those

functions outside the program office that, according to the

respondents experience, was decisionally deficient. In the cases

where this blank was filled in, the usual entry was the Legal

Office.

Interpolation of Findings. The first conclusion that we can

make is that the acquisition principals, for the most part, are

at least satisfied with the quality of decision making with their

organizations. Room for improvement was indicated, but not with

a sense of urgency that would suggest that they thought of this

as a major problem area. However, the improvement needed, as

slight as it may be, will not, in all cases, come as program

managers gain more experience.

The survey results indicate that to maximize the utility of

a decision support system in meeting the expressed needs of

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acquisition principals, the system would have to, above and

beyond all else, help the them make decision in a shorter amount

of time, help build a greater level of consensus among the

decision participants, and assist the decision maker in getting

the right amount of relevant and accurate information.

Also, any resulting system should be optimized to help deal

with the problems peculiar to the problem definition and

implementation phases of decision making.

Lastly, the need for improvement is pervasive in that all

the functional areas within a program office were cited by around

25 to 30 per cent of the respondents as needing some sort of

improvement. However, to maximize near-term benefits, a decision

support system should focus on engineer and logistician type of

problem sets since these were ranked slightly higher than the

other areas in term of needed improvements.

Utility of an Autonated Decisioon SUpDOrt System

Having acquired a sense of where and to what extent decision

making could be improved, the question now is to determine the

degree to which the acquisition community sees utility in a

decision support system that introduces additional techniques for

acquisition principals to incorporate in their problem solving

processes. My analysis will break out the responses to the last

remaining three questions on the survey by service, by position

and by experience. These answers should give us clear direction

as to whether there is any cost effective benefit to be derived

in developing an automated decision support system.

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Utility of Additional Decision Making Techniques. Simply stated,

the respondents said whether or not additional techniques would

help them make better decisions. A slim majority, 55%, indicated

that it would. This same slight majority exists for all services

(except for the Marine Corps), positions and experience levels,

as shown below. The statistically small Marine Corps sample

size (3 responses) limits our ability to draw too strong of an

inference from their inputs, but their replies are included,

nonetheless, to complete the record.

Improving Decision thru Add. TechniqueFigure 11

1002902Box70%60250240%30220%102IOX'

Army Navy Air Force Marine CorpsService

M Yes, WOULD Help 0 No Improvement

Add. Techniques by PositionFigure 12

100290%80%70X60%50%40X30X20%10%

O%Prog Manager Dep PM PEO

Position* Yes, WOULD Help 0 No Improvement

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Add. Techniques by ExperienceFigure 13

90%80%

70%80%50%40X30%

20%-

Seasoned RookieLevel of Experience

U Yen, WOULD Help U No Improvement

In the chart above, "Seasoned" means that the respondent has had

experience in three or more different acquisition phases;

"Rookie" means the respondent has had experience in two or less

phases.

Consequential Inmrovements from Additional Techniques.

Gýiven that the respondent answered the previous question in the

affirmative, the next question asks what amount of improvement he

or she would anticipate achieving through the use of new decision

making methods. The choices given to the respondents were:

Significant, Marginal and None. The "None" category was included

as a logic check on the replies. If a person had indicated in

the above question that they felt that having additional decision

making techniques available to them would improve the quality of

their decisions, then it would be contradictory to say in the

next question that they anticipated NO improvement from those

additional decision making aids. To the credit of those who

answered the survey, no one fell into this trap, raising the

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level of credibility of the answers. On an aggregate basis, 42%

of the respondents thought that "Significant" improvement could

be achieved through enhanced decision methods. The next figure

breaks this aggregate measure into its service components. Bear

in mind that this figure is based exclusively on the population

of those 102 respondents who have already agreed that additional

techniques would improve their decisions.

Levels of Anticipated ImprovementFigure 14

40

30

0

Z 10

04Air Force Army Navy Marines

ServicesU Significant U Marginal

Benefit of a Automated Decision Support System. Lastly, the

crucial question for us in terms of systems development. Do the

acquisition principals see any utility in having an automated

decision support system at their disposal to assist in making

acquisition related decision. If so, how much help would they

believe it to be: Very (Beneficial), Moderately, Slightly or

None. Fifteen per cent of those responding thought an automated

approach would be VERY beneficial; 41% believed the proposed

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system as MODERATELY helpful, with SLIGHTLY helpful coming in at

35% and NONE at 13%. This last chart shows the results of this

question by Service.

Expected Benefit of Decision SystemFigure 15

50

40

g30

20

10

Very Moderately Slightly NoneLevel of Benefit Expected

M Air Force U Army0 Navy U Marines

The ambivalence is difficult to interpret. Half the

population says that such a system would be at least moderately

helpful, while the remaining half believe the advantages would be

only slightly beneficial at best.

CONCLUSIONS

The question that launched us into this investigation was whether

or not acquisition principals thought that additional decision

making methodologies and techniques would help them make higher

quality decisions. After sifting through the survey responses I

found that, by a very small margin, these executive did believe

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that additional techniques would be at least marginally helpful

to them. Twenty-two per cent of the population thought that

"significant" benefits would be gained by doing so. However,

only 15% of the surveyed population believed that having these

decision making techniques incorporated into the form of an

automated decision support system would be useful. I think those

two facts highlight the ambiguity that is discernible throughout

the survey: yes, we could do and want to do a better job of

making acquisition decisions, we are even open to trying new

techniques, but we are more that just a little reluctant to

resort to an automated decision support system to help us in that

improvement process. Such a system is apparently viewed as a

potential threat to the program managers and executive officers

control over the program and a waste of time since many PMs

decisions are ultimately overturned for political reasons by

their headquarters, DoD or Congress. Understandably, they would

be resistant to any system so perceived. The comments, which

many respondents provided, amplified this concern. Typical of

these is this one, made by an Air Force Colonel Program Manager;

"Biggest problem is that Prog Dir(ector) 'Decisions' onimportant iss-es always are reviewed. Too central aprocess. Proq Dir do not have the authority (nor do theyaccept the rebponsibility) to make tough decisions.Therefore, formal decision making tools, however accurate,will not be used because the answers will be challenged andchanged for reasons external to the process."

Likewise the comments of an Army Lieutenant Colonel ProductManager;

"Product and program managers decision making process is acontinuous process that in r does not lend itself toany automated "expert" system. The process of programmanagement is dynamic, without finite data/alternative. Ifa system is developed it would only be another very smallinput to the PMs thought process. Those PMs who might come

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to rely heavily on such a system are or will soon lose touchwith the "Big Picture".

The aversion to a decision support system seems to come from

the fact that most respondents assumed this system to be large,

cumbersome and time consuming. A small expert system running on

a personal computer that avoided these characteristics just might

have a chance at winning the acceptance of this community.

Whatever is developed, if anything, must be able to withstand the

withering scrutiny of and be immediately beneficial to people who

are succeeding in accomplishing what is considered by many as the

most complex and demanding management challenge of the 20th

Century -- U.S. defense acquisition.

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Ennotes

iVanGrundy, Arthur B. Techniques of Structured Problem Solving.NewYork: Van Nostrand Reinhold Company, 1981.

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Alk]p In, oa ri cl :L w C) r-i

-S'Li ic Nr 4a Nr QLi 4ý is t-- :i c), ri ri.-a :L 3c 4m

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Survey of Decision MakingEnvironments and Techniques

within Department of Defense Acquisition Organizations

Part I

Service: Organization:

Location:

Position:

Grade: Skill Identifier:(i.e., Military MOS or AFSC or

Civilian GS/GM Series)

How large is your total program in R&D and production funds?

(Circle one)Up to $1 Million $1 to - $10 Million $10 - 100 Million

Over $100 Million

A. What acquisition phases have you been involved in before?

B. What phase is you program in now?A B

(Before) (Now)

i. Concept Exploration and Definition

2. Demonstration and Validation

3. Engineering and Manufacturing Development

4. Production and Deployment

5. Operations and Support

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Part II - Questionnaire

1. In terms of timeliness and creativity, what is your assessmentof the quality of decisions made by your subordinates? (Circleone)

Poor Fair Good Excellent

2. Again, in terms of timeliness and creativity, what is yourassessment of the quality of decisions that you make individuallyor as part of a group? (Circle one)

Poor Fair Good Excellent

3. The classical problem solving/decision making process is madeup of the following phases: (A) analysis and definition of theproblem, (B) generation of ideas or alternatives, (C) evaluationof alternatives, (D) selection, (E) implementation. From thestandpoint of the many decisions and problems you have dealt withas a program manager, rank these phases in terms of the degree ofdifficulty each presents for you in the decision making process.Rank the least difficult phase as 1, and so on through to themost difficult phase with a rank of 5.

Problem Definition Alternative Generation

Evaluation Selection

Implementation

4. How much improvement in decision making/problem solving doeach of these functional areas within, or matrixed to, yourprogram office need? (Circle one per functional area)

Engineering Significant Marginal NoneContracting Significant Marginal NoneProgram Control Significant Marginal NoneLogistics Significant Marginal NoneAdministration Significant Marginal None

Significant Marginal None

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5. What is the prime difficulty you face in making most of yourmajor decisions?

Not enough timeLack of credible informationLack of truly innovative approaches/coursesof actionLack of confidence in accuracy of decisionPoor acceptability of decision by superiorsDifficulty achieving consensus or supportOther:

6. Do you feel that having at your command a greater range ofgenerally accepted decision making techniques would enable you toimprove the quality of your decisions?

Yes No

7. If you answered yes to question 6, indicate how muchimprovement you feel could be made by introducing new decisionmaking techniques into the acquisition community? (Circle one)

Significant Marginal None

8. How beneficial would it be for you to have an automateddecision making/problem solving expert system available to you aspart of your program management support system. The expertsystem would assist you in structuring your decision makingprocess with a series of prompts leading you from problemidentification, through search for alternative courses of actionto evaluation and selection?

Very Moderately Slightly None

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9. The following are techniques specifically designed forassisting managers in making decisions. Please circle the oneswith which you personally have had some experience orfamiliarity. Across from each technique that you circled,indicate under the Frequency column approximately how often youhave used that technique. If weekly, mark WK; if monthly mark MO;if quarterly, mark QT; if yearly, then mark YR. If you use thetechnique on an ad hoc basis, so indicate.

PHASE TMIQ EQUN

Generation of Alternatives

BrainstormingChecklistsData Base Management Sys AccessFree AssociationNonlogical StimuliStatistics

Evaluation and Selection of Alternatives

Advantage/Disadvantage (Pro/Con)Cost Benefit AnalysisDecision Balance SheetDecision MatrixGoalstormingIdea AdvocateIntuitionLinear ProgrammingPanel ConsensusReverse BrainstormingSimulationWeighting System

Implementing Solutions

PERTCritical Path Method

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10. Please add any general comments you have regarding decision

making in the acquisition community and your interest in using a

decision support system for problem solving/decision making

should one become available.

Please return in the attached envelope by 20 Mar 92. Thanks for

your cooperation.

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981 CONG;KA•STEN SENATODR OB!:RT 14W. JR'.11 W~HITr SENIATE3: OF-IC:(CF T:;..DG;WASHINGTON, DC 20510-4902

902 CONGCOM ON ARMED SE:RVrCESKENNEDY- EDWARD M.. CHAIRMAN,.SUBCOMMITTEE ON PROJECTIONFORCUS & REGIONAL DEFENSE315 RUSSELL SENATE OFFICE BLDGWASHINGTON, DC 20510-2101

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1103 : t-KIL. IAN- DAVIDSUBCOMMITTEE ON hlFENSEH-144, CAPI(TOL. BI1..DGWASHI INGTON., J)C 2;.~~I 1

1043 CON(KLF..CZKA- CON6RESSMAN GrERAIAD 1).226 CANNON HOUSE OFFICE BL.DGWASHINGTON., DC 20515-"49(4

983 CONI;KOHL-- SENATOR HERI70"K" HART SE:NATE OFFICE BI..D GWASHINGTON, DC 2051.0-4903

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1046 CONG[..ANCASTER-1 CONGRESSMAN IH. MARI'IN1417 LONG WJRTHI- HOUS2E OFF I C C TicWASHINGTON, DC 20515-3303

984 CONGLAUTENBERG- SENATR FRANK R.717 HART SENATE OFFICE1 BLD.I GWASHINGTON, DC 2t5.0--302

905 CONGLEAIY- SENATOR PATrRICK J.433 RU.ISSELL SENATE OFlIC'E B..GWASHINGTON, DC 20510-4502

1047 CONGCOM ON ARMED SERVICESýLEATH-- MARVINCHNAIRMAN SqUBCOMMITTEE ONMORALE, WtL..FARE-- & 1R-ECRE A IANFI..336 CANNON HOUSE OFFTC( Iý BL DGWASHING;TJON, DC 20515-431.1

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986 CON(,COM ON ARMED SERVICESLEVIN- CARL CHAIRMAN,SUBCOMMITTEE ON CONVIENTONA.LFORCES & ALLIANCE DEFENSE459 RUSSELI.. SENATE .FCE BI L GWASHINGTON, DC 20510-2202

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987 C0 GLIEBERMANW SFINATOR JOS;.F'H i.502 HART ,O N ' -I (FFIC]IE: fI...WASIIINGTON, DC .0-510' 0703

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1050) COlil(.MAC HTILLFY- CONGIRI'SSMAN RON1123 LOONGWORTH HOUSF OFFICF DG.WASHINGTON, DC 205.10..-3901l

103J. CONI;MARTIN CONGIRESSMA, )'AV:fD) 07":P.442 CANNON HOUSE O'I:: 1: BI...OD.WA(SHINGT;'I'ONN. PC 20515-3226

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1I53 C(. IGMCCANDLESS- CONGRESSMAN AL.435 CANNON H(JIJSIE- OFFICE BLDGWASHINGTON, DC 20515--0537

10•54 CONGMCCLOSKEY- CONGRESSMAN FRANK127 CANNON HOUSE: OF"FIC:E ELD(;WASIHIINGTON, DC 2051.5-1408

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M05 C f" vNRYMCrt•Y- cONhI;RESSMC ..J •: C(

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1059 CONCMILLER-- CONGRCESSMAN CLARENCE2300 RAYBURN HOUSE OFFICE BLDG.WASHIINGTON, DC 2051.0-3510

1060 CON(MONTGOMERY-* CONGRESSMAN 1.;.V, (SONNY)2184 RAYBURN HOUS: OFFICE BLDG(WASHINGTON, DC 20515-24. 3

1061 CONI(COM ON APPRPIATIONSMURTHA- JOHN P.,CHAIRMAN, SUBCOMMITTEE ONlDEFENSE.2423 RAYBURN IHOU3JS OflFrTI CF B13L..DWash:ington, DC 20510-3812

1062 CONGNEAL- CONGRE:SSMAN SlEl-PHLN I.-2463 RAYBURN HOUSE OFFICE BLDGWASHINGTON, DC 205:15-3305

1109 CON'GNECESSARY- DOUGLAS H.,COMMITTEE ON ARMED SERVICES2120 RAYBURN HOUSE OFFICE EBLDGWASHINGTON, DC 20515-6035

991 CON,NICKLES- SENATOR DNM713 HART SENATE OFFICE BlI..DC'WASHINGTON, DC 20510-3602

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1068I Cowl",KAY- CON(GRI.ýSSMAN RICHARD425 CANNON HOUSE OF J':ff:: BI.. I)'WASHINGTON, IC 20515"-10'7

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PRL)JLAIr MANAGER,

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COMMANDERDCAASPRO--HONEYWELL2701 4TH AVENUE 50.M:NNEAPOLIS., M, '5408

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COMMAND)ERNAVAL- WF[APOHS ("I1RCODF: ~3433CHINA L.AKE, CA 93'-Th'-

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CG. MAR I Ni1 CORPS' RD&A COMMAND,AT IN LGEN'I~ JHN "R .. DAI Y

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AT.O RI54A M* MIAN 1G1 DF~r.

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PR OGRAM MIl *~t i -ur~ Hr Ii..

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PR 0Cl LFlM ( M A NAC G '

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1: 1R 0 G R A M M A I'A o; ClF.R

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PROCILRAM MA1~, I /K8i:*'J'I

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PROGRAM MA[IAGFI<ý-. AM1,IJI11I ,1 IuII

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yr II USEBD/I P1D

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NoAV STAR GPI' ; IEkNI[P.O BOX 92Y&.,)53 D/M 7LOS; ANGEF-AJ:S, AFI3 , (.A 9009)9W?*29

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926 PROC'ENCO ( IMIAN I) I-,F

1JS ARMY MEI) RESEARCH & DLV-COMMAND ATrNi S(;RD--RMAFORT DETRICKFREDERICKI, MD 2:1701

927 PRO C'E I'I

US ARMY ABEIRDEEN PROVING IGROATTI:: STEAF'-SBABERDEEN PROVING GRO, MD 21005-5001

92B PRO CE N

US ARMY ]DUGWAY PROVIN1G, GROUNDSATTN: STEI)P --FRDUGWAY, UT 84022-5202

929 PR:C) OC EN

US ARMY JEFFERSON PROVING GROATTN: STEJF. -ID-..F'MADISON, IN 47250" -510

921.0P R 0C: FNhUS ARMY WHITE SANDS MISS RANCIAT FN: STEWS--SA.BWHITE SANDS MISS R&;F, NM 0:1002.-5031

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93.,.R ia ::

US ARMY YUJMA PROVIhNIG iGdROUNII)ATTN: ST PCYF"F'YUMA., AZ 8364-9"[t2

932 R (1- N0 I', HUS ARMY

NlA'T'ICK RE:'ARCCI.I., ))l-:V & F:NI (. CTRATTN:: ! T RH' (IIRDI.:.NAT I'CK., MAA 0.1.760-t-5008

933 NI:.OC)lhl

UIS ARMY

BF..VOIR, RESEARCH, i)EV & EN'GCEINITER (EBRDE•Cl)FORT BEL.VOIR, VA 22060-5606

934 F'IR'OCIEN

MATERIALS TECHNOI...OG-YLABiORATORY (Mii.)WATERTOWN, MA (02172-.-00:I

935 PRflCEiI,

VULNhFRAtI:L.:I:TY ASSI:ý:SSMEIITLABORATORY (VAI..)WHITE SAND'S F; RGt., NM 68002 .5'8:1.7

93 6 V' R 0 1 I-

US ARMY MISSILE COMMAND (MICOMATTN.- AMSMI.-.SYDREDSTONE ARSENAI.., AL 350980'5150

937 FR [) C : NATTN: AMS'T'A-. CE:

LIS ARMY IAIIK.-AUJTM( OTIVF..COMMAND) (TAClJM)WARREN, Mf 48397-5000

938 PROCEN

ARMY RESEARCH OFF"ICE (ARO)PO BOX 12211RESEARCH TRIANGLE PK., NC 27709-2211.

939 PIR 0 CE N

ATMOS'HERIC SCJEENCF'SLABORATORY (ASIL)USA WHITE SANDS MISSILE"WHITE SANDS, NM 8800-2-5i03-I.

940 FRC[IEN

BALLTISTIC RESEARCH LABORATORYABERDEEN PROVIING CRO., Mb 23.00.5-5(o)

941 F:' R< 0 C I'

ELECTRONICS TECHNOI..OGY ANDDEVICES LABORATORY (Er'IL.)FORT MONMOUTH, NJ 07703-5302

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942 C i.< H1

HARRY DIAMOND1I)ABORAToRT ':ISATTN: DEI.HBr'."3.2800 P'OWD)ER MIlL. R00)ADEL1PHI, MD 20(13"'1 197

943 P ROC)ILIN

HIlJMAN ENC; INFER L N RACO I.YAIB0RA T Y(H4L.)ABE.RDE.'.l:'I [R:OV I HI'll GRO) MI) 21."Q)W 5.*i 1;Q) ' 1.

944 F'RO C EN

US ARMY LABORATORY COMMANDATTN:; AMSLCL SB2800 PIOWDER MILL.. ROADADELPHIA, MI) 20783-1145

945 r"ROCEN-" (C:C'OM)t!S3 ARMY C(OM & EILEC COMMANDATTN`: AMSEI..-SBFORI MONMONTH-t ,J N 773.-505

946 FP'FROCLN

ROCKY MOUNTAIN ARSENAl.ATTN: SMCRM-ISF'DENVER, COC 80022-218. 8Q)

947 PROCTIL N

MC;AI..EYsrER ARMY AMMUIJNTION F'TAT fN11:: ISfCM C. -FPCMCALESTE-R, OK 745'01-

948) P R C) C E H`I-- CO]MMANDIERUS ARMY AVIATIO:rN SYS COMMANI)AiTN:: AMSAV'-VBLDG)J.0210.:7B- 4300, GOODF-I-E.LOW0 BI..'aLVD1SAINT LOUTS, MO 631126- 1.796

949 P R 0 C F NI

US ARMY AVIATION RESEARCH ANDTECHNOLOGY ACT'IVSFTY (ARTANASA/AMES RESEARCH CENTERMOFFLTT FIEI..D, CA 94035-.1099

950 FI:'R 0 C E NATI'FN (AMSMC-SFB)

US ARMY ARMAMENI MUNI'TIO 1NSAND CHEMICAl. COMAANDROCK ISLAND, II. 61299"'6000

951 PR(CE NAT'TFII (AMSMC'-SDBF (D)

US ARMY ARMAMENT RE:SEAFRCH &DE-VELOF'MIl".NTI CENTER (AR)C)DOVER, NJ 07801-5001

952 PR C C" E NATTN: AMSMC-SBA(A)

US ARMY CHEMICAl.. RESEARCH &DEVEL.OPMENT CENTER (CRDC)ABERDEEN FROVIINIG GRO., MD 210.1.0"5423

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BENET WEAPONS AI.BAPRf< ATOR1 YWATERVL. iFT ARSEiNA L.WATERI-VL.T -I-, NY I a189-V 00

954 R. IN

ROCK 1R.L61AN1) ARS':ENAI.ATTN" AMSMC"SBROCK ISLAND., 1I1. 10.299-6009)

F, R 01 C, f

WA'Il l'NRVS M E ARLvNA IATTrN: SM(WV-SB~WATEiRVL:(17E], NY 12189 0

956 P RO F NFINE: BLUJFF-- ARZSEf'NAL[ArrN: SMCFPB- PFFINEr BLU.JFF, AR 71602-9500

9$37 FPOCE0NHE:AD ) Q U A RTE R S

C 0 M MA ND E. RUS ARMY MATER .TI.OMMAND(AMC)5 :. EV[3FISENOW- A ENUEJI::ALEXANDRIA, VA '22333 001572 ySYSCOM f-' (C(IMANDFRNAVAL SEA SYSTEIMS COMMANDNATI[ONAL CENTERh -t RIM 12E.10WASHI:NGTON,, DC T6

573 ySYSCOMSCFOMMANDFR

NAVAL AIR SYSTEWMS COMMANDJEFFERSON PLAZA 4-1., PM * .I0WASHI:rNGTONwi, )) C20362-00(*1

574 SYSCOMS- COMM ANDE FSPACE AND NAVAL. WARF'ARF'SYSTrEMS COMMANDN A Il( ONAI.. CE:N4T ER :P: I. RM 9 F 4 4WA-SHINGT ON., DC, 2036,3-5~i100

575 SSYSCOMS- COMMANDERNAVAL SUPPLY SYSTEMS COMMANDCRYSTAL MAIL #3.0 RM 622WASHINGTON, 1) 2376-50001.'

5776 SYSCOMS-- COMMANDERNAVAL FACILITIES ENG.. COMMAND

834 SYSCOM ,- COMMANDEI D RNAVAL SEA SYSTEMS COMMAND)NATIONAL CTR :43 RM 12E170WASHINGTON, DC 20362-510.91

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NAVAL.- AIR SYS:)TFMSW COMMANDJ F.:FTT [flj.C) l 12I.A7o A !:I. M 120WASH1I NGITON1, YDC; '20362 00012

CO0M M 0Il 1).E F&FA::IA NAVOL. WN~N

SY¶;,TLM¶:; C -OMMAI'DNATIONAl I CR 1. iM 91--44WASHINGTON, D~c 20363-5.1 0T4

f-l3:3)YCMCOMMAN DERN

NAVAL SUIPPL.Y SYSTEMS tCOMMAND)CRYSTAL. MAL.L *3 RM 6)2WA~IIIHINGTONI) DC 2W*376 I4QW)

f:38 S Y S 1:0 MCC)MMANDFER

NAVAL. FACIL..(IES E:NG, (OMMAID200~ STOVALL- !31'HOFF'MAN BLDG,. #2 RM :111,137Al .EXANDR IA., VA -22332-20

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APPENDIX THREE

Data Base Information

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Survey responses from program executive officers, program

managers, and deputy program managers have been entered into a

data base using DBASE III PLUS*. The 3.5" floppy disk containing

these responses is located at Appendix Four.

The database now contains 212 records vice the original 184

upon which the analysis was performed. This is due to 28

additional responses that arrived after the suspense data and

after the report was complete but were entered nonetheless to

complete the PEO, PM and DPM replies.

The filename for the survey data base is SKILL.DBF. The

form for entering the survey responses into the data base is

under the filename SURVEY.FMT. This entry form contains

necessary information on how to enter additional survey entries

in a manner consistent with those records already entered. To

facilitate the entry of subsequent responses, use the SET UP menu

and select FORMAT FOR SCREEN. The prompt will lead to the

various drive designation associated with your machine. Select

B: and then select SURVEY.FMT. From then on, the screen will

appear in this special format along with the information needed

to enter the information in the correct manner. The next six

pages show the six screens used to direct the data entry process:

*The remaining 147 unentered staff responses are on file

with Mr John Saunders, Information Resource Management

Department, National Defense University, Ft Lesley J. McNair,

Washington, D.C. 20319-6000.

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ENTRY FORMPart I

RESPONSE (3 digit number hand written on each survey reply)

SERVICE: Organization:(Enter 'A I for Army, (Abbreviation for the'AF' for Air Force, name of the program, if'N ' for Navy and included on the response)'MC' for Marine Corps)

POSITION: (Enter 'PM' or 'DPM' or 'STAFF' as appropriate)

GRADE: (Enter officer pay grade, e.g., '05' or '06'; forcivilians enter last digit of series, i.e., 'M' ifGM or 'S' if GS and the two digit grade numeral,i.e., 13, 14 or 15. For SESs, enter as 'SE4')

SKILL: (Military skill identifier or Civilian Series Code)

CATEGORY: (Enter 'I' if program funding up to $lM,'10' if from $1M to $10M, '100' if from $10Mto $100M and '101' if over $100M)

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PREVIOUS EXPERIENCE: (Enter a number from 'I' to '5' accordingto the number of different acquisition phases respondentindicates he or she has participated in prior to this currentassignment)

CURRENT EXPERIENCE:(Enter 'I' if respondent is currently in Concept Exploration,'2' if in Dem/Val, '3' for Eng and Manufacturing Development,'4' if in Production and Deployment, '5' for Operations andSupport, or 'M' for multiple it currently managing more than oneprogram)

Part II

1. Quality of Subordinates Decisions: (Enter 'E', Excellent;'G', Good;'F', Fair;'P', Poor)

2. Quality of Respondents Decisions: (Same as previousquestion)

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3. Primary problem or impediments experienced and/or observedin making acquisition decisions:

(Enter 'TIME' for Not enough time,'INFO' for Lack of credible information,'COA' for Lack of innovative approaches/courses of action,'ACCURATE' for Lack of Confidence in accuracy of decision,'ACCEPT' for Poor acceptability by superiors,'CONSENSUS' for Difficult achieving consensus or support,'OTHER' if none of the above choices is indicated)

4. Rank these phases in problem solving in terms of thererelative degree of difficulty. Enter '5' for the MostDifficult phase and so on to I'V for Least Difficult phase.

Problem Definition:Alternative Generation:Evaluation of Alternatives:Selection of Best Alternative:Implementation of Decision:

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5. Indicate beside each acquisition function the amount ofimprovement in the decision making that each requires.

Engineering: (Enter 'S' for Significant, 'M' for Marginal,Contracting: 'N' for None)Program Control:Logistics:Administration:

6. Did the respondent indicate that he or she felt thathaving additional decision making techniques at theirwould improve the quality of their decisions:

('Y' for Yes, IN' for No)

7. For those answering Yes in the previous question, how muchimprovement did they feel would result from introducing andadditional decision making techniques:

(Enter 'S' for Significant, 'M' for Marginal,and 'N' for None)

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8. How beneficial did the respondent indicate it would beto have an automated decision support system:

(Enter 'V' for Very Beneficial, 'H' for Moderately,'S' for Slightly or 'N' for None)

9. Enter a 'W' for Weekly, 'M' for Monthly, IQ' for Quarterly,"Y' for Yearly or 'A' for Ad Hoc beside each decision makingtechnique so marked. If the technique was not circled or other-wise marked, leave the space blank.

GENERATION OF ALTERNATIVESBrainstorming:Checklist:Data Base Management System Access:Free Association:Nonlogical Stimuli:Statistics:

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EVALUATION AND SELECTION OF ALTERNATIVESAdvantage/Disadvantage: (Enter 'W' if used Weekly,Cost Benefit Analysis: 'M' if Monthly, 'Q' ifDecision Balance Sheet: Quarterly, 'Y' if YearlyDecision Matrix: and 'A' if Ad Hoc)Goalstorming:Idea Advocate:Intuition:Linear Programming:Panel Consensus:Reverse Brainstorming:Simulation:Weighting:

IMPLEMENTATION OF SOLUTIONSPERT:CPM:

OTHER METHODS:(Abbreviate the name(s) of other techniques listed by therespondent)