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UNITED STATES AIR FORCE
II
TELEVISION EQUIPMENT REPAIR CAREER LADDER
iZLECTEFEB22 18fl AFPT 90-304-783
D JANUARY 1989
OCCUPATIONAL ANALYSIS PROGRAMUSAF OCCUPATIONAL MEASUREMENT CENTER
AIR TRAINING COMMANDRANDOLPH AFB, TEXAS 78150-5000
APPROVED FOR PUBLIC RELEASE; DISTRIBUTION LINLIMITED
_2 Ad 004
DISTRIBUTION FORAFSC 304X5 OSR AND SUPPORTING DOCUMENTS
ANL TNG JOBOSR EXT EXT INV
AF ELEMENTS 1 1AFHRL/MODS 2 Im Im 1AFHRL/ID 1 Im Im/lh 1AFMPC/DPMRPQ1 2AFSINC 1 1ARMK OCCUPATIONAL SURVEY BRANCH 1CCAF/AYX 1DEFENSE TECHNICAL INFORMATION CENTER 2HO AAC/DPAT 3 3HO AFCC/DPATO 3 3HQ AFCC/TTGT 3 3HQ AFISC/DAP 2HQ AFSC/MPAT 3 3HQ AFSC/TTGT 1 1HQ ATC/DPAE 1 1HQ ATC/TTOK 2 1HQ MAC/DPAT 3 3HQ MAC/TTGT 1 1HQ USAF/LEYYA 1 1HQ USAF/DPPE 1HQ USMC (CODE TPI) 1NODAC 13400 TCHTW/TTGX (LOWRY AFB CO) 3 3 3 33400 TCHTW/TTS (LOWRY AFB CO) 1 1DET 5, USAFOMC (LOWRY AFB CO) 1 1 1 1USAFOMC/OMYXL 10 2m 5 103507 ACS/DPKI 1
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TABLE OF CONTENTS
PAGENUMBER
PREFACE ......... ............................... .... iii
SUIMARY OF RESULTS ................................... .... iv
iNTRODUCTION ........ ................................ 1
Background .......................................... 1
SURVEY METHODOLOGY ........ ............................. 2
Inventory Development ......... ...................... 2Survey Administration .......... ...................... 3Survey Sample ............. ...................... 3Task Factor Administration . .................... 5Data Processing and Analysis ................... 7
SPECIALTY JOBS (Career Ladder Structure) .... .................. 7
Structure Overview ......... . ............... 8Descriptions of Career Ladder Jobs...... ............... 8Comparison of Specialty Jobs ........ ............ .... 14Job Structure Comparison to Previous Survey ..... ........... 15
ANALYSIS OF DAFSC GROUPS .......................... ... 15
Skill Level Descriptions .... .................... . . 17Summary ................................. 23
ANALYSIS OF AFR 39-1 SPECIALTY DESCRIPTIONS ................. .... 23
TRAINING ANALYSIS ........ .......................... .... 24
Training Emphasis and Task Difficulty ................... 24Analysis of First-Enlistment Personnel .. ............. .... 27Review of Specialty Training Standard ................. ..... 33Review of Plan of Instruction (POI). .... ... ..... 36Review of G3AZR30455-002 Course Trainina Standard (CTS). 36
JOB SATISFACTION ANALYSIS ......................... 39
ANALYSIS OF MAJOR COMMANDS (MAJCOM) ..... ................. 43
IMPLICATIONS .......... ........................... .... 43
APPENDIX A ......... ............................. 47
ii
PREFACE
This report presents the results of an Air Force occupational survey ofthe Television Equipment Repair career ladder (AFSC 304X5). Authority forconducting occupational surveys is contained in AFR 35-2. Computer productsupon which this report is based are available for use by operations and train-ing officials.
The survey instrument was developed by Chief Master Sergeant Anthony J.O'Flaherty, Inventory Development Specialist. Mr Wayne Fruge, Computer Pro-grammer, provided computer support for this project. Administrative supportwas provided by Mr Richard G. Ramos. First Lieutenant Michael A. Solorio andSecond Lieutenant Lisa A. Boyce analyzed the data and wrote the final report.This report has been reviewed and approved by Lieutenant Colonel Charles 0.Gorman, Chief, Airman Analysis Branch, USAF Occupational Measurement Center.
Copies of this report are distributed to Air Staff sections, Major Com-mands, and other interested training management personnel (see distribution on.*ge i). Additional copies are available upon request to the USAF Occupa-tional Measurement Center, Attention: Chief, Occupational Analysis Division(OMY), Randolph AFB, Texas 78150-5000.
RONALD C. BAKER, Colonel, USAF JOSEPH S. TARTELLCommander Chief, Occupational Analysis DivisionUSAF Occupational Measurement USAF Occupational MeasurementCenter Center
SUMMARY OF RESULTS
1. Survey Coveraqe: Survey results are based on responses from 441Television Equipment Repair specialists (AFSC 304X5). This represents 67 per-cent of all assigned 304X5 airmen. Incumbents were surveyed across variousmajor commands and include only 3-, 5-, and 7-skill level personnel.
2. Career Ladder Structure: Five clusters and two independent job types areidentified in the AFSC 304X5 specialty. The career ladder structure is organ-ized around the different missions which AFSC 304X5 airmen support. The larg-est job, Production/Broadcasting Maintenance Technicians, supports both ArmedForces Radio and Television Service (AFRTS) and Audio Visual Information Serv-ice (AVIS) missions. The other jobs include RAM/Weathervision Technicians,Television Ordnance Scoring System (TOSS) Specialists, Video Tape Recorder(VTR) Technicians, and General Television Equipment Repairmen. Nontechnicalfunctions, such as supervisory and managerial tasks, are primarily performedby Maintenance Supervisors and Management Personnel jobs.
3. Career Ladder Progression: Both 3- and 5-skill level personnel are per-forming jobs primarily technical in nature, with little responsibility forsupervision and management. Seven-skill level airmen reflect a sharp declinein the time spent performing technical tasks, while supervisory responsibili-ties increase substantially.
4. AFR 39-1 Specialty Descriptions: The descriptions in AFR 39-1 for theAFSC 304X5 Television Equipment Repair career ladder provide a broad and accu-rate overview of tasks and duties performed by each specialty job, with theexception of operating functions.
5. Training Analysis: A review of the AFSC 304X5 training documents revealsmost areas are supported by survey data. Specifically, only six elements inboth the Specialty Training Standard (STS) and Course Training Standards (CTS)have less than 20 percent of the appropriate AFSC 304X5 airmen performingrelated tasks. Similarly, all tasks matched to Plan of Instruction (POI)objectives have greater than 30 percent of first-enlistment personnel perform-ing, accounting for 290 course hours. However, over 200 tasks with sufficientmembers performing are not referenced to the STS and CTS. Several tasks withgreater than 30 percent performance levels are also not referenced to the POI.Overall, survey data suggests that a review of the training documents isnecessary.
6. Job Satisfaction: Overall, respondents are generally satisfied withtheir jobs. Production/Broadcasting Maintenance Technicians responded withthe highest overall percentages of satisfied members across four indicators,while RAM/Weathervision Technicians and TOSS Specialists indicated relativelylower overall satisfaction. Job satisfaction is similar or slightly lowerbetween the TV Equipment Repair career ladder and a comparative sample ofMission Equipment Maintenance personnel surveyed in 1987. All AFSC 304X5enlistment groups perceive lower utilization of their training than their
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counterparts in the comparative sample. However, levels of satisfaction inthe current survey show a higher view of job satisfaction and utilization oftalents and training than was noted in the 1979 OSR.
7. MAJCOM Analysis: Analysis identifies no unexpected diffPrences betweenMAJCOMs. Dissimilarities are due to the distinguishing tasks performed tosupport certain missions. The major distinction is noted between Alaskan AirCommand (AAC), Air Training Command (ATC), and the remaining commands. AAC isprimarily involved with the TOSS mission, while ATC revolves around training.Each requires certain unique, discriminating tasks for support.
8. Implications: The AFSC 304X5 career ladder is fairly diverse, with avariety of tasks relating to specific missions being performed by severalgroups of individuals across the ladder. The AFR 39-1 job descriptions gener-ally are adequate for the 3-, 5-, and 7-skill levels, but should be reviewedfor possible inclusion of operation functions. In terms of training docu-ments, few but significant discrepancies are noted. The STS and CTS containelements not supported, as well as overly broad paragraphs and objectives.Also, several high performance tasks are not referenced to the STS, CTS, andPOI. A Utilization and Training Workshop (U&TW) is recommended to review theSTS, CTS, and POI. Job satisfaction is positive for the jobs identified,except for the relatively lower levels noted by RAM/Weathervision and TOSSpersonnel. When compared to other Mission Equipment Maintenance personnel,AFSC 304X5 members show similar or slightly lower levels of satisfaction.Conversely, marked improvement in satisfaction levels are noted when comparedto previous OSR data published in 1979.
v
OCCUPATIONAL SURVEY REPORTTELEVISION EQUIPMENT REPAIR CAREER LADDER
(AFSC 304X5)
INTRODUCTION
This is a report of an occupational survey of personnel in the TelevisionEquipment Repair career ladder completed by the Occupational Analysis Divi-sion, USAF Occupational Measurement Center, in November 1988. The last occu-pational survey of this career ladder was conducted in October 1979. Thissurvey was requested by the 3400th Technical Training Wing, Lowry TechnicalTraining Center. The primary purpose of conducting the survey was to collectcurrent data to assist in evaluating major changes in equipment and manpowerexperienced in the AFSC 304X5 career ladder since the last OSR. A tentativeSTS is awaiting updated information concerning these changes before publica-tion. The survey data will also impact current CDC and POI revision efforts.
/ B kackqr6urid 0 . .
According to AFR 39-1 Specialty Descriptions for AFSC 304X5, dated I Feb88, Television Equipment Repair specialists install, perform preventive main-tenance, repair, monitor, analyze, and record television equipment and systemsperformance. In addition, 7-skill level personnel direct performance checksand coordinate activities with production agencies.
The majority of AFSC 304X5 airmen work in one of four functional areas:General TV equipment repair, Production/Broadcasting equipment repair, RAM/Weathervision repair, or Television Ordnance Scoring System (TOSS) repair.General TV equipment repairmen normally are responsible for typical TV andrelated equipment located on Air Force bases, such as video tape recorders andcolor TV monitors and receivers. Production/Broadcasting maintenance person-nel are assigned in studios both CONUS and overseas to maintain Audio VisualInformation Service (AVIS) and Armed Forces Radio and Television Service(AFRTS) equipment. RAM/Weathervision technicians maintain closed circuittelevision (CCTV) systems that display weather information for aircrews andbase weather personnel. TOSS maintenance personnel are located on Air Forceinstallations which act as gunnery ranges for combat aircraft.
The AFSC 304X5 technical school, located at Lowry AFB CO, is a JointService School with Army, Navy, and Air Force students and instructors. AnArmed Forces Vocational Aptitude Battery (ASVAB) electronics score of "67" isrequired for entry into the Television Equipment Repair specialty. Initialtraining consists of an electronics principles (EP) course, CourseG3AZR32000-O0, which is 16 weeks and 3 days long. The student washout ratefrom this course is approximately 15 percent. Following successful completion
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of this Category "A" training, students attend Course G3ABR30435, which is 28weeks in duration. Because of the EP weed-out process, the elimination ratein the AFSC 30435 course is, historically, only 2 percent.
For FY 87, there was a total student load of 129 for both Air Force andArmy; of this total, Air Force was scheduled to receive approximately 80slots. The projected Air Force student flow for FY 89 and 90 is 0 and 10,respectively.
SURVEY METHODOLOGY
Inventory Development
The data collection instrument for this occupational survey was USAF JobInventory AFPT 90-304-783. A preliminary task list was prepared by the Inven-tory Developer after carefully reviewing the previous task list, currentcareer ladder publications, training documents, and directives to determinethe appropriateness of each task. This tentative task list was refined andvalidated in the ladder through personal interviews with 65 subject-matterexperts representing 13 operational bases. To ensure full coverage of thevariety of tasks performed by career ladder members, representative bases wereidentified according to their uniqueness or diversity of functions performed.Operational units housed at the following bases were visited:
BASE RATIONALE FOR VISIT
Lowry AFB CO Technical Training Center
Maxwell AFB AL Large studio facilities; support AirUniversity
Keesler AFB MS Studio facilities; support TechnicalTraining Center
Patrick AF8 FL Small studio facilities
Avon Park AFS FL Television Ordnance Scoring System unit
Tyndall AFB FL Services RAM/Weathervision system
Torrejon AB SP Radio/TV Broadcast capabilities
Iraklion AFS GR Satellite up-link capability
Ramstein AB GE Parent unit for USAFE Detachments
Eielson AFB AK Television Ordnance Scoring System unit
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Clark AB PI AM/FM, TV, and Microwave facility
Pilsung Range KOR Television Ordnance Scoring system
Yokota AB JA Satellite down-link and lead station forPacific Regional Radio and TV Productions
Other significant contacts with personnel having career ladder involve-ment included classification, training, and resource managers; the Air Forcefunctional manager; and the HQ ATC Training Staff Officer.
This process resulted in a final job inventory containing 641 tasksorganized under 18 duty headings. Also included was a background sectionrequesting such information as grade, time in service, job satisfaction, reen-listment intentions, functional area, position title, formal courses com-pleted, equipment currently worked on, and test equipment used.
Survey Administration
From February through April 1988, Consolidated Base Personnel Offices(CBPO) at operational bases worldwide administered the inventory to all eligi-ble DAFSC 304X5 personnel. Members eligible for the survey consisted of thetotal assigned population, excluding the following: (1) hospitalized person-nel; (2) members in transition for a permanent change of station; (3) membersretiring during the time inventories were administered to the ladder; and (4)members in their job less than 6 weeks. Participants were selected from acomputer-generated mailing list obtained from personnel data tapes maintainedby the Air Force Human Resources Laboratory (AFHRL).
Each individual who filled out an inventory booklet first completed anidentification and biographical information section, and then checked eachtask performed in their current job. Next, members rated these tasks on a9-point scale showing relative time spent on each task as compared to allother tasks checked. Ratings ranged from 1 (very small amount of time spent)to 9 (very large amount of time spent).
To determine relative percent time spent for each task checked by arespondent, all of the incumbent's ratings are assumed to account for 100 per-cent of his or her time spent on the job. The rating for each task is dividedby the sum of all the ratings, then multiplied by 100 to provide a relativepercentage of time for each task. This procedure provides the basis for com-paring tasks in terms of both percent members performing and average relativepercent time spent.
Survey Sample
Personnel were selected to participate in this survey to ensure accuraterepresentation across major commands (MAJCOM) and paygrade groups. Table 1displays the MAJCOM distribution of survey respondents corresponding with the
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TABLE 1
COMMAND REPRESENTATION OF SURVEY SAMPLEAFSC 304X5
PERCENT OF PERCENT OFCOMMAND ASSIGNED* SAMPLE
AFCC 48 44MAC 20 22AFSINC 13 15ATC 3 2AF ELEMENTS (OTHER) 3 4AFSC 3 4AAC 2 2OTHER 8 7TOTAL 1
Total Assigned: 660*Total Eligible for Survey: 552**Total in Sample: 441Percent of Assigned in Sample: 67%Percent of Eligible in Sample: 80%
* Assioned strength as of January 1988** Excludes those in PCS, retirement, discharge, or hospital status; and
those with less than 6 weeks on the job
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percent of assigned personnel as of January 1988. In addition, Table 2 dis-plays survey respondents across paygrade groups. As illustrated in thesetables, the survey sample is representative and comprehensive.
Task Factor Administration
Selected senior personnel completed a second booklet in addition to thejob inventory booklet. This second booklet is used to gather information foreither training emphasis (TE) or task difficulty (TO). The TE and TO bookletsare processed separately from the job inventories and provide task ratinginformation which is used in a number of different analyses discussed in moredetail in the following section of this report.
Task Difficulty (TD). Task difficulty is defined as the length of timean average airman needs to learn a task. Given this definition, 36 seniortechnicians rated the difficulty of all the inventory tasks on a 9-point scale(from extremely low to extremely high). To ensure the validity of the rat-ings, each technician's rating was compared to those of every other seniortechnician's rating. A statistical measurement of their agreement, known asthe interrater reliability (as assessed through components of variance ofstandard group means), was computed at .94, indicating high agreement amongthese raters. TO ratings were adjusted so tasks of average difficulty wouldhave ratings of 5.00. The resu'ting data are essentially a rank ordering oftasks indicating the degree of difficulty for each task in the inventory.
Training Emphasis (TE). Training emphasis is a rating of which tasksrequire structured training for first-term personnel. Experienced technicians(primarily 7-skill level) completing TE booklets were asked to rate tasks on a10-point scale (from no training emphasis to extremely high training empha-sis). Ratings for first-term personnel were independently collected from 39NCOs. To ensure validity of the ratings, each technician's ratings were com-pared to those of every other senior technician's ratings. A statistical mea-surement of their agreement, known as the interrater reliability (as assessedthrough components of variance of standard group means), was computed at .94,indicating high agreement among these raters. The average TE rating is 2.70,with a standard deviation of 1.59. These data also provide essentially a rankordering of tasks, whereby those with the highest ratings are perceived asmost important for structured training.
TE ratings provide objective information which should be used along withtask difficulty and percent members performing data when making training deci-sions. Percent members performing data provide information on how many per-sonnel perform the tasks, TE and TO ratings provide insights on which tasksneed training. Using these factors, in conjunction with appropriate trainingdocuments and directives, career ladder managers can tailor training programsto accurately reflect the needs of the user by more effectively determiningwhen, where, and how to train first-enlistment AFSC 304X5 personnel.
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TABLE 2
PAYGRADE DISTRIBUTION OF SURVEY SAMPLEAFSC 304X5
PERCENT OF PERCENT OFPAYGRADE ASSIGNED* SAMPLE
AIRMAN 23 22
E-4 29 29
E-5 25 24
E-6 15 16
E-7 8 8
* Assigned strength as of January 1988NOTE: Columns may not add up to 100 percent due to rounding
Data Processing and Analysis
Once job inventories are returned from the ladder, task responses andbackground information are optically scanned. Other biographical information(such as name, base, etc.) are entered onto disks and transf..rred directly tothe computer. Once both sets of data are in the computer, they are merged toform a complete case record for each respondent. Computer-generated programs,using Comprehensive Occupational Data Analysis Program (CODAP) techniques, arethen applied to the data.
CODAP produces composite job descriptions for respondents based on theirratings of specific inventory tasks. These job descriptions provide informa-tion on percent i;mbers performing each task, the relative average percenttime spent performing tasks, and the cumulative percent time spent by all mem-bers performing tasks in the inventory. In addition to the job descriptionsbased upon inventory task data, the program produces summaries that show howmembers of each group responded to each background item. Background items aidin identifying characteristics of the group, such as DAFSCs represented, timein career ladder, total active federal military service (TAFMS), experience invarious functional areas, equipment operated, and job satisfaction levels.
SPECIALTY JOBS(Career Ladder Structure)
A key aspect of the USAF occupational analysis program is to examine thejob structure of a career ladder. Based on incumbent responses to surveyquestions, the tasks performed by career ladder personnel are examined andjobs are identified based on the similarity of tasks and the relative timethey spend performing the tasks. The resulting job structure is then comparedto official career ladder documents. This information can be used to examinethe accuracy and completeness of career ladder documents (AFR 39-1 SpecialtyDescriptions and Specialty Training Standards) and to gain an understanding ofcurrent utilization patterns.
For this report, the career ladder structure is described in terms ofclusters and independent job types. The Job type is the basic unit of jobanalysis. It represents a specific group of individuals performing basicallythe same tasks and spending similar amounts of time on those tasks. When jobtype members perform tasks in common with other groups, they merge to form alarger unit of related jobs termed a cluster. Specialized job types too dis-similar to fit within a cluster are labeled independent job types (IJT).
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Structure Overview
The specialty job structure of the Television Equipment Repair careerladder was determined by performing a job type analysis of the survey dataprovided by the 441 survey respondents. The jobs performed by these airmenseparated into five clusters and two independent job types, as shown in Figure1.
The five clusters and two independent job types are listed below. Thestage (STG) number beside each title is a computer-generated reference number.The letter "N" stands for the number of personnel in each group.
I. GENERAL. TELEVISION EQUIPMENT REPAIRMEN CLUSTER (STG056, N=63)
II. PRODUCTION/BROADCASTING MAINTENANCE TECHNICIANS CLUSTER(STG059, N=155)
III. MAINTENANCE SUPERVISORS IJT (STG082, N=25)
IV. RAM/WEATHERVISION TECHNICIANS CLUSTER (STG061, N=29)
V. TELEVISION ORDNANCE SCORING SYSTEM SPECIALISTS CLUSTER(STG072, N=48)
VI. VIDEO TAPE RECORDER TECHNICIANS IJT (STG052, N=6)
VII. MANAGEMENT PERSONNEL CLUSTER (STG020, N=52)
Eighty-six percent of the survey respondents are represented in the abovejob groups. The remaining 14 percent performed jobs that did not group withany of the defined jobs. Brief descriptions of each cluster and independentjob type are presented below. In addition, Table 3 provides selected back-ground information across these jobs, while Appendix A lists common tasksperformed by incumbents in these groups.
Descriptions of Career Ladder Jobs
I. GENERAL TELEVISION EQUIPMENT REPAIRMEN CLUSTER (STG056, N=63).This group of 63 airmen represents 14 percent of the total survey sample.They perform general camera maintenance functions, with emphasis on video taperecorders and color TV monitors and receivers. Of the average 87 tasks per-formed by these airmen, representative tasks include:
remove or replace components, such as transistors orcapacitors
perform operational checks on receiver/monitor operatingcontrols, such as brightness or contrast
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perform component level repair of TV monitors and receiversclean VTR tape paths, heads, and pinch rollersisolate malfunctions in VTR mechanical systems
Comprised mostly of 5-skill level personnel, these incumbents repy.sent ajunior group of technicians performing generalized functions in a shop atmos-phere within the continental United States (CONUS). Less than 8 percent ofthe General TV Equipment Repairmen are actually located overseas. Overall,they average 3 1/2 years of total active federal military service (TAFMS) andpredominantly hold the rank of E-3 and E-4. A significant characteristic ofthis group is that 65 percent of these airmen are in their first enlistment,accounting for the largest concentration of first-enlistment personnel in thecareer ladder.
II. PRODUCTION/BROADCASTING MAINTENANCE TECHNICIANS CLUSTER (STG059,N=155). These 155 airmen form the largest group, representing 35 percent ofthe total survey sample. This job provides a comprehensive view of the workdone at production studios, both CONUS and overseas. The overall mission ofthese members involves AFRTS production and transmission equipment mainte-nance. In addition to supporting productions, recordings, playbacks, broad-casts, and receptions, they spend considerable time maintaining auxiliaryequipment employed by AVIS personnel. Several pieces of equipment are uniqueto this job, including portable VTRs, fixed studio microphone systems, videocues, video special effect generators, and studio lighting systems. Of theaverage 252 tasks performed by these incumbents, typical tasks include:
perform operational checks on camera systemsadjust camera operating controls, such as iris control or
set-upalign camera backfocus and trackingadjust studio phase and timingcontrol camera video levels during broadcasts or recordings
Comprised mostly of 5-skill level personnel, about 36 percent of thegroup is located overseas. Overall, they have an average TAFMS of 8 years,and are predominantly in paygrades E-4 and E-5.
III. MAINTENANCE SUPERVISORS IJT (STG082, 5. This independent jobtype includes personnel who perform essentially the same technical job as theGeneral TV Repairmen, Production/Broadcasting Maintenance Technicians, and theRAM/Weathervision Technicians. While performing many of the maintenance tasksassociated with the career ladder, they also perform a series of tasks uniqueto the supervisory position. Approximately 82 percent of the members in thisjob supervise an average of three people. These supervisors perform, on thethe average, 173 tasks. Representative tasks include:
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direct maintenance or utilization of equipmentmaintain training records, charts, or graphsdetermine work prioritiesconduct on-the-job training (OJT)perform operational checks on test equipment
Members in this group predominantly hold a 7-skill level, are in paygradeE-6, and average over 13 years of TAFMS.
IV. RAM/WEATHERVISION TECHNICIANS CLUSTER (STG061, N=29). This jobincludes 29 specialists performing maintenance on CCTV and other relatedweather forecasting equipment. Members in this job perform tasks in conjunc-tion with base weather personnel. Incumbents in this job have an averageTAFMS of slightly under 5 years and are in paygrades E-3 and E-4. Over 59percent are in their first enlistment and 72 percent hold a 5-skill level.Approximately 86 percent of the RAM/Weathervision Technicians are located onbases in the CONUS. These airmen perform an average of 70 tasks. Typicaltasks include:
remove or replace soldered electronic components on etchedcircuit boards
remove or replace plug-in or screw-in electroniccomponents, such as transistors or indicator lights
remove or replace video cable connectionsremove or replace camera pickup tubesisolate malfunctions in monochrome camera video circuits
V. TELEVISION ORDNANCE SCORING SYSTEM (TOSS) SPECIALISTS CLUSTER(STG072, N-48). [his small group of 48 airmen represents a highly specializedsegment of the Television Equipment Repair specialty. Members in this groupare the only personnel performing maintenance on several pieces of equipment,including microwave receivers and transmitters, solar panels, and graphic sys-tem calculators. An average of 113 tasks are performed by these airmen, manywhich are also unique to this job. Representative tasks include:
perform operational checks on TOSS pan and tilt unitsalign Television Ordnance Scoring System (TOSS) pan and
tilt unitsperform operational checks on microwave transmissionisolate malfunctions in TOSS pan and tilt unitsperform operational checks on microwave receiving systems
As with the previous group, a majority of these members hold a 5-skilllevel. Most are in paygrade E-4, and have an average TAFMS of slightly over 6years. Telephone conversations with TOSS Specialists, as well as RAM/Weathervision Technicians, revealed members of these jobs also operate many of
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. °I
the pieces of equipment they maintain. For example, interviewed airmen claimto actually score bombing runs or relay weather information over radio chan-nels to area pilots.
VI. VIDEO TAPE RECORDER TECHNICIANS IJT (STG052, N=6). This small inde-pendent job type reflects another highly specialized job within the AFSC 304X5career ladder. Eighty percent of the airmen in this group participate infunctions involving the White House Communication Agency (WHCA). Over 50 per-cent of their time is spent operating or maintaining video tape recorders. Ofthe average 37 tasks these specialists perform, characteristic tasks include:
bulk erase audio or video tapesdub video tapesoperate VTR editorsoperate VTRalign VTR video circuits, such as playback or recordperform operational checks on video character generators
recordings
These specialists have an average TAFMS of slightly less than 4 years andare mostly 3-skill level qualified. A majority of these airmen hold a pay-grade of E-3, and 83 percent are in their first enlistment.
VII. MANAGEMENT PERSONNEL CLUSTER (STG020, N-521. Members in this grouprepresent the most senior level of personnel in the survey sample. Themajority are in paygrade E-6, and 79 percent are qualified to a 7-skill level.With an average of over 13 1/2 years TAFMS, these incumbents devote approxi-mately 85 percent of their time performing supervisory, managerial, or admin-istrative functions. Variations in this job identified five distinctclassifications within the supervisory functions which include: qualityassurance, line supervisors, quality control, workload control, and training.Representative tasks of the average 64 tasks performed by this group include:
review OJT recordsplan or schedule work assignmentsinterpret policies, directives, or procedures forsubordinates
draft correspondence or reportsevaluate inspection reports or procedures findings
Comparison of Specialty Jobs
Analysis of the AFSC 304X5 career ladder structure indicates that theTelevision Equipment Repair specialty may be considered somewhat diverse. Thisis made evident by the fact that both the General Television Equipment Repair-men and the Production/Broadcasting Maintenance Technicians, the two largest
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jobs in the AFSC 304X5 career ladder, together account for only 218 members orless than 50 percent of the survey sample. Also, personnel in both the largerand smaller technical jobs perform many unrelated tasks. More than 600 of the641 tasks surveyed are performed by 50 percent or less of the TelevisionEquipment Repair personnel. This indicates that many tasks are unique to adistinct group of individuals.
In addition to these unique tasks, members in each job perform some func-tions common throughout the career ladder. Examples of such routine tasksinclude removing or replacing components, such as transistors or capacitors,and interpreting schematic diagrams. These tasks are performed by approxi-mately 80 percent of the survey sample.
In summary, the career ladder structure indicates that members of theTelevision Equipment Repair specialty, as a whole, perform specialized func-tions involving tasks unique to members within each technical job. However,these specialized jobs also encompass many standard tasks, such as performingoperational checks on test equipment, that generally are associated with theentire career ladder.
Job Structure Comparison to Previous Survey
The results of the specialty job analysis were compared to those of thelast occupational survey report completed in October 1979. A review of the1979 jobs indicates that the basic structures of the career ladder are some-what similar. Minor variations noted between the two studies involve distinc-tions made between the organization of jobs. The current study identifiesRAM/Weathervision Technicians and TOSS Specialists as separate and uniquejobs, while the 1979 survey includes them as variations within a CCTV Person-nel group. Likewise, the 1979 survey identifies Supervisors, Quality ControlInspectors, and Instructors as individual jobs, while the 1988 survey notesthem as variations of Management Personnel.
Most of the current jobs are identified in the 1979 survey in this man-ner. Only one job, Video Tape Recorder Technicians, is identified in 1988,but not in the previous survey. Table 4 lists the major jobs identified inthe 1988 survey and their equivalent jobs from the 1979 OSR. Despite theappearance of a structure change, the general functions of the TelevisionEquipment Repair specialty have remained fairly stable.
ANALYSIS OF DAFSC GROUPS
In addition to the analysis of the career ladder structure, an examina-tion of the jobs and tasks performed at each skill level is helpful in under-standing the Television Equipment Repair specialty. The DAFSC analysiscompares the skill levels to identify differences in task performance. Thisinformation may then be used to determine whether personnel are utilized in
15
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16
the manner specified by the Specialty Description (AFR 39-1) and may serve asa basis for considering changes to current utilization policies and trainingprograms.
Comparison of the duty and task performance between DAFSCs 30435 and30455 indicates that, even though there are some minor differences, the jobsthey perform are essentially the same. Therefore, they will be discussed as acombined group in this report. Examples of tasks distinguishing between theseairmen include a larger percentage of 5-skill level personnel performing com-ponent level repair on camera systems, removing or replacing integrated cir-cuits, isolating malfunctions to microphones, and determining work priorities.The distribution of skill-level groups across specialty jobs is shown in Table5, while Table 6 lists the relative time spent on each duty. Further discus-sion of this data is contained below.
Skill Level Descriptions
DAFSC 30435/55. The 301 airmen in the 3- and 5-skill level group (represent-ing 68 percent of the AFSC 304X5 survey sample) perform an average of 137tasks, with 91 tasks accounting for approximately 50 percent of their jobtime. These airmen perform a variety of jobs, in that they are dispersedacross most major jobs in the specialty. The exception is that they are notrepresented significantly in any of the two senior-level groups of MaintenanceSupervisors and Management Personnel. Thirty-one percent of their time isemployed maintaining camera systems and performing general repair functions.The largest concentration of 3- and 5-skill level personnel is containedwithin the Production/Broadcasting Maintenance Technicians job (see Table 5).
Examples of tasks likely to be performed by 3- and 5-skill level person-nel include: perform operational checks on test equipment, perform componentlevel repair of TV monitors and receivers, and remove or replace video cableconnections. A more detailed job description for these journeyman-level air-men is presented in Table 7.
DAFSC 30475. Seven-skill level personnel (32 percent of the AFSC 304X5 surveysample) perform an average of 150 tasks. These airmen supervise an average offour people and spend 55 percent of their time on supervisory and managerialtasks (Duties A through E). While the majority of these 117 7-skill levelpersonnel are members of the two supervisory/managerial jobs, nearly 49 per-cent of these highly skilled airmen are also present in the more technicallyoriented jobs (see Table 5). Examples of tasks performed by this groupinclude: determine work priorities, interpret schematic diagrams, and evalu-ate personnel in compliance with performance standards. A more complete list-ing of characteristic tasks for these incumbents can be found in Table 8.
Tasks which best distinguish the 7-skill level personnel from theirjunior counterparts are presented in Table 9. Examples of tasks with thegreatest difference in members performing include junior level personnelremoving or replacing components and adjusting camera operating controls, suchas iris control or set-up. Tasks performed by senior level NCOs includeestablishing performance standards for subordinates, counseling personnel on
17
TABLE 5
DISTRIBUTION OF 304X5 DAFSC GROUP MEMBERSACROSS CAREER LADDER JOBS
(NUMBER AND PERCENT RESPONDING)
DAFSC DAFSC30435/55 30475(N=301) (N=140)
CAREER LADDER JOBS NBR PCT NBR PCT
I GENERAL TV EQUIPMENT REPAIRMEN (STG056, N=63) 62 21% 1 *
II PRODUCTION/BROADCASTING MAINTENANCETECHNICIANS (STG059, N=155) 108 36% 47 34%
III MAINTENANCE SUPERVISORS (STG082, N=25) 6 2% 19 14%
IV RAM/WEATHERVISION TECHNICIANS (STG061, N=29) 28 9% 1 *
V TELEVISION ORDNANCE SCORING SYSTEMSPECIALISTS (STG072, N=48) 41 14% 7 5%
VI VIDEO TAPE RECORDER TECHNICIANS (STG052, N=6) 5 2% 1 *
VII MANAGEMENT PERSONNEL (STG020, N=52) 11 4% 41 29%
NOT GROUPED (N=63) 40 13% 23 29%
TOTAL 301 101% 140 100%
* Less than 1 percentNOTE: Columns may not add up to 100 percent due to rounding
18
TABLE 6
AVERAGE PERCENT TIME SPENT PERFORMING DUTIES BY304X5 DAFSC GROUPS
DAFSC DASFC30435/55 30475
DUTIES (N=301) (N=140)
A ORGANIZING AND PLANNING 2 10B DIRECTING AND IMPLEMENTING 2 8C INSPECTING AND EVALUATING 2 10D TRAINING 3 10E WORKING WITH FORMS, RECORDS, REPORTS, DIRECTIVES AND
TECHNICAL DATA 14 17F PERFORMING GENERAL REPAIR FUNCTIONS 15 8G MAINTAINING CAMERA SYSTEMS 16 8H MAINTAINING VIDEO TAPE RECORDER (VTR) SYSTEMS 8 4I MAINTAINING TIME BASE CORRECTORS (TBC) SYSTEMS 1 *J MAINTAINING COLOR TV MONITORS AND RECEIVERS 7 3K MAINTAINING AUDIO SYSTEMS 6 6L MAINTAINING STUDIO AND AUXILIARY EQUIPMENT 5 5M MAINTAINING FILM CHAINS AND PROJECTORS * *N MAINTAINING AND OPERATING RADIO AND TV TRANSMITTERS I0 MAINTAINING AND OPERATING MICROWAVE TRANSMISSION
SYSTEMS 4 1P MAINTAINING MISCELLANEOUS FACILITIES AND EQUIPMENT *Q SUPPORTING PRODUCTIONS, RECORDINGS, PLAYBACKS AND
BROADCASTS 5 2R INSTALLING AND MODIFYING TELEVISION AND ASSOCIATED
EQUIPMENT 6 5
Less than 1 percentNOTE: Columns may not add to 100 percent due to rounding
19
TABLE 7
REPRESENTATIVE TASKS PERFORMED BYDAFSC 30435 AND 30455 PERSONNEL
(N=301)
PERCENTMEMBERS
TASKS PERFORMING
F188 REMOVE OR REPLACE COMPONENTS, SUCH AS TRANSISTORS ORCAPACITORS 89
F185 PERFORM OPERATIONAL CHECKS ON TEST EQUIPMENT 86F178 INTERPRET SCHEMATIC DIAGRAMS 85F191 REMOVE OR REPLACE PLUG-IN OR SCREW-IN ELECTRONIC
COMPONENTS, SUCH AS TRANSISTORS OR INDICATOR LIGHTS 85F193 SOLDER OR DESOLDER CONNECTORS OR HARDWIRE CIRCUITS 85F192 REMOVE OR REPLACE SOLDERED ELECTRONIC COMPONENTS ON ETCHED
CIRCUIT BOARDS 83F184 PERFORM CORROSION CONTROL ON TV EQUIPMENT 82F176 INTERPRET BLOCK DIAGRAMS 79F177 INTERPRET COMPONENT LOCATION DIAGRAMS 79G248 PERFORM OPERATIONAL CHECKS ON CAMERA SYSTEMS 73H269 CLEAN VTR TAPE PATHS, HEADS, AND PINCH ROLLERS 70H280 PERFORM OPERATIONAL CHECKS ON VTR 69G202 ALIGN CAMERA ELECTRICAL FOCUS 68El05 COMPLETE PREVENTIVE MAINTENANCE INSPECTION (PMI) LOGS,
FORMS, OR CHARTS 66G258 REMOVE OR REPLACE VIDEO CABLE CONNECTIONS 66ElOl ATTACH EQUIPMENT STATUS TAGS OR LABELS 65G249 REMOVE OR REPLACE CAMERA LENSES 64J317 PERFORM OPERATIONAL CHECKS ON RECEIVER/MONITOR OPERATING
CONTROLS, SUCH AS BRIGHTNESS OR CONTRAST 62G209 ALIGN CAMERA VERTICAL OR HORIZONTAL DRIVE CIRCUITS 61G216 CLEAN CAMERA HEAD LENSES 59E109 INVENTORY EQUIPMENT, TOOLS, OR SUPPLIES 52J313 ISOLATE MALFUNCTIONS IN RECEIVER/MONITOR VIDEO CIRCUITS 52H279 PERFORM COMPONENT LEVEL REPAIR OF VTR 51
20
TABLE 8
REPRESENTATIVE TASKS PERFORMED BYDAFSC 30475 PERSONNEL
(N=140)
PERCENTMEMBERS
TASKS PERFORMING
A4 DETERMINE WORK PRIORITIES 74C70 WRITE APR 68B24 COUNSEL PERSONNEL ON PERSONAL OR MILITARY-RELATED PROBLEMS 67B36 INTERPRET POLICIES, DIRECTIVES, OR PROCEDURES FOR
SUBORDINATES 66A3 DETERMINE REQUIREMENTS FOR SPACE, PERSONNEL, EQUIPMENT, OR
SUPPLIES 62A1O ESTABLISH PERFORMANCE STANDARDS FOR SUBORDINATES 61F185 PERFORM OPERATIONAL CHECKS ON TEST EQUIPMENT 61C59 EVALUATE PERSONNEL FOR COMPLIANCE WITH PERFORMANCE
STANDARDS 59All PLAN EQUIPMENT INSTALLATIONS 58A15 PLAN OR SCHEDULE WORK ASSIGNMENTS 58D77 CONDUCT OJT 58D93 MAINTAIN TRAINING RECORDS, CHARTS, OR GRAPHS 58B29 DIRECT MAINTENANCE OR UTILIZATION OF EQUIPMENT 57F186 PERFORM QUALITY CONTROL CHECKS ON NEWLY RECEIVED EQUIPMENT 57D96 REVIEW OJT RECORDS 56B43 SUPERVISE TELEVISION EQUIPMENT REPAIRMEN (AFSC 30455) 55D81 COUNSEL TRAINEES ON TRAINING PROGRESS 55D83 DETERMINE TRAINING REQUIREMENTS 54E106 DRAFT CORRESPONDENCE OR REPORTS 51C69 PERFORM TECHNICAL INSPECTIONS OF EQUIPMENT 50C53 EVALUATE EQUIPMENT MODIFICATIONS 49
21
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22
personal or military-related problems, and writing APRs. As expected, the keydifference lies in a greater emphasis on supervisory functions for 7-skilllevel airmen.
Summary
Career ladder progression within the AFSC 304X5 career ladder is typicalof most ladders. Both 3- and 5-skill level personnel spend the majority oftheir job time performing technical tasks. Individuals possessing a 7-skilllevel concentrate their efforts on supervisory and managerial functions, witha substantial decrease in time spent performing tasks technical in nature.
ANALYSIS OF AFR 39-1 SPECIALTY DESCRIPTIONS
The results of the skill level and job structure analysis were comparedwith the AFR 39-1 Specialty Descriptions, dated 1 February 1988, for the Tele-vision Equipment Repair specialty. The descriptions in AFR 39-1 describe inbroad terms the tasks and duties performed by members of the various skill-level groups of a career ladder.
These broad descriptions for AFSC 304X5 personnel are well supported bythe findings of this survey. The descriptions depict the technical aspects ofthe job, while incorporating the increasing supervisory responsibilities pre-viously described in the DAFSC analysis. Though all major jobs are describedwithin AFR 39-1, the regulation does not reflect the operating functions prac-ticed by members of the career ladder. As described in the SPECIALTY JOB sec-tion, a major responsibility of VTR Technicians, TOSS Specialists, and RAM/Weathervision Technicians involves operating many of the pieces of equipmentthey maintain. Both data collected from the job inventories and conversationsheld with AFSC 304X5 Specialty experts identified "operate" as a key task.Functional managers should consider inclusion of operating functions in thenext revision of AFR 39-1.
Decisions affecting future revisions of AFR 39-1 should also be influ-enced by the new organization structure projected to occur in the Fall of1988. Communications with Television Equipment Repair experts disclosedinformation concerning changes currently occurring in the career ladder.Major force reorganization is impacting the future existence of two primaryjobs. As of October 1988, RAM/Weathervision functions will be completely ter-minated. Also during this time frame, TOSS functions are scheduled to bephased down to two bases and later to be totally eliminated. Classificationpersonnel should revise the descriptions to accurately reflect this new orga-nizational structure and their corresponding duties.
23
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 three 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, and(3) the ratings of relative emphasis which should be placed on tasks forfirst-enlistment training. These data can be used in evaluating trainingdocuments such as the Specialty Training Standard (STS) and the Plan ofInstruction (POI).
To aid in the evaluation of the AFSC 304X5 specialty training documents,personnel at the 3420th Technical Training Group for Television EquipmentRepair matched nonmanagerial job inventory tasks to appropriate sections ofthe STS, POI, and Course Training Standard (CTS). With these matchings, com-parisons of survey data to the training documents were accomplished. A com-plete computer listing displaying percent members performing tasks, TE and TDratings for each task, along with STS, POI, and CTS matchings, has beenforwarded to the technical school for its use in further detailed reviews oftraining documents.
Training Emphasis and Task Difficulty
Training Emphasis (TE) and Task Difficulty (TD) ratings are factors thatcan assist technical school personnel in deciding what tasks should be empha-sized in entry-level training. TE ratings provided by career ladder subject-matter experts yielded an average rating of 2.70, with a standard deviation of1.59. Therefore, tasks having a rating of 4.29 (average TE + 1 standard devi-ation) or better are considered highly recommended for structured training.TD ratings were adjusted to an average of 5.00 and a standard deviation of1.00. Tasks with ratings of 3.00 or better are perceived as difficult enoughto warrant centralized training. For a complete discussion of TE and TD,please refer back to the TASK FACTOR ADMINISTRATION section of this report.
Tasks having the highest TE ratings are listed in Table 10. Included foreach task are the percentage of first-job and first-enlistment personnel per-forming and the TO rating. As illustrated in Table 10, these tasks pertain toa variety of technical functions within the specialty. A majority of thesetasks fall into the Performing General Repair Functions category, with othersrelating to Maintaining Color TV Monitors and Receivers, Camera Systems, andVTR Systems. In addition, these tasks are performed by substantial percent-ages of first-enlistment personnel, and have average to high TD ratings.
Table 11 lists the tasks having the highest TD ratings. The percentageof first-enlistment, 5-, and 7-skill level personnel performing, and the TErating are also included for each task. Most of these tasks relate to main-taining Time Base Corrector (TBC) systems, as well as studio and auxiliaryequipment. These tasks are not performed by many airmen and have low TEratings.
24
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While reviewing this section of the report, note that tasks performed bymoderate to high percentages of personnel (30 percent or better) in thefirst-enlistment group may justify resident technical training. TE and TDratings, composed of the opinions of experienced career ladder personnel, aresecondary factors that may assist training developers in deciding which tasksshould be emphasized for entry-level training. Those tasks receiving hightask factor ratings, but performed by low percentages of first-enlistment per-sonnel, may be more appropriately planned for OJT programs within the careerladder. Low task factor ratings may highlight tasks best left out of trainingfor new personnel. Training decisions are not only weighed against these fac-tors, but should be influenced by many other considerations including commandconcerns, safety standards, and criticality of the tasks.
Analysis of First-Enlistment Personnel
In this study, there are 143 airmen in their first enlistment, represent-ing 32 percent of all AFSC 304X5 personnel. These airmen are qualified ateither the 3- or 5-skill level. Figure 2 reflects the distribution of thesefirst-enlistment airmen across career ladder jobs. As shown in Figure 2, mostof these first-enlistment members are located in two major jobs, General Tele-vision Repairmen and Production/Broadcasting Maintenance Technicians, eachaccounting for 29 percent of all 1-48 months TAFMS respondents. Other jobgroups with moderate percentages of first-enlistment personnel include theTelevision Ordnance Scoring System Specialists (13 percent) and the RAM/Weathervision Technicians (12 percent).
First-enlistment personnel perform an average of 114 tasks. Table 12presents a list of representative tasks performed by these first-termers.Most of the tasks pertain to general repair functions and maintaining camerasystems. The highly technical nature of these junior airmen's job is revealedby the fact that only 4 percent of their job time involves supervisory or man-agerial functions, such as those in duties A, B, C, or D.
Further indication of the technical orientation of these airmen is thevariety and number of equipment and test equipment worked on or utilized byfirst-enlistment personnel. While most of the equipment is also worked on bysubstantial percentages of other experience level groups, some items are prin-cipally maintained by members having the higher experience levels. Theseinclude Fuji lenses, audio cart recorders, broadcast color camera chains andaudio limiters. Table 13 lists equipment items worked on by 30 percent ormore first-enlistment, 5-, or 7-skill level personnel. Similarly, test equip-ment used or operated by these airmen are listed in Table 14. Examples oftest equipment utilized by AFSC 304X5 personnel include meters, oscilloscopes,generators, testers, counters, and gauges. A full computer listing of allequipment items and the associated percent members performing is supplied inthe Training Extracts and should be used by training specialists to determinewhich types of equipment should be emphasized for first-term training.
27
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TABLE 12
REPRESENTATIVE TASKS PERFORMED BY AFSC 304X5FIRST-ENLISTMENT PERSONNEL
(1-48 MONTHS TAFMS)
PERCENTMEMBERSPERFORMING
TASKS (N=143)
F188 REMOVE OR REPLACE COMPONENTS, SUCH AS TRANSISTORS ORCAPACITORS 92
F178 INTERPRET SCHEMATIC DIAGRAMS 87F191 REMOVE OR REPLACE PLUG-IN OR SCREW-IN ELECTRONIC
COMPONENTS, SUCH AS TRANSISTORS OR INDICATOR LIGHTS 86F185 PERFORM OPERATIONAL CHECKS ON TEST EQUIPMENT 85F193 SOLDER OR DESOLDER CONNECTORS OR HARDWIRE CIRCUITS 85F192 REMOVE OR REPLACE SOLDERED ELECTRONIC COMPONENTS ON ETCHED
CIRCUIT BOARDS 83F176 INTERPRET BLOCK DIAGRAMS 82F184 PERFORM CORROSION CONTROL ON TV EQUIPMENT 82F177 INTERPRET COMPONENT LOCATION DIAGRAMS 81G197 ADJUST CAMERA OPERATING CONTROLS, SUCH AS IRIS CONTROL OR
SET-UP 76H269 CLEAN VTR TAPE PATHS, HEADS, AND PINCH ROLLERS 73G248 PERFORM OPERATIONAL CHECKS ON CAMERA SYSTEMS 72H280 PERFORM OPERATIONAL CHECKS ON VTR 72E120 MAKE ENTRIES ON AF FORMS 1297 (TEMPORARY ISSUE RECEIPT) 69G194 ADJUST BLACK BALANCES 64G250 REMOVE OR REPLACE CAMERA PICKUP TUBES 63G249 REMOVE OR REPLACE CAMERA LENSES 62J317 PERFORM OPERATIONAL CHECKS ON RECEIVER/MONITOR OPERATING
CONTROLS, SUCH AS BRIGHTNESS OR CONTRAST 62R580 CONSTRUCT CABLE ASSEMBLIES 62E105 COMPLETE PREVENTIVE MAINTENANCE INSPECTION (PMI) LOGS,
FORMS, OR CHARTS 61G258 REMOVE OR REPLACE VIDEO CABLE CONNECTIONS 61Q571 OPERATE VTR 57J315 PERFORM COMPONENT LEVEL REPAIR OF TV MONITORS AND
RECEIVERS 55H279 PERFORM COMPONENT LEVEL REPAIR OF VTR 50J307 DEGAUSS RECEIVER/MONITOR CATHODE RAY TUBES (CRT) 50
29
TABLE 13
EQUIPMENT WORKED ONBY GREATER THAN 30 PERCENT OF AFSC 304X5 PERSONNEL
PERCENT MEMBERS PERFORMING
DAFSC DAFSC1ST ENL 30455 30475
EQUIPMENT (N=143) (N=249) (N=140)
Amplifiers, Audio 57 65 57Amplifiers, Audio AGS 13 26 30Amplifiers, Processing 27 34 42Amplifiers, Video Distributers 87 89 69Amplifiers, Video Processing 45 47 46Amplifiers, Video Stabilizing 27 31 28Audio Cart Recorders 20 32 36Audio Distribution Systems 48 51 55Audio Equalizers 25 27 34Audio Limiters 20 27 34Audio Mixers Consoles 44 50 52Audio Monitors 33 38 44Audio Preamplifiers 31 41 46Audio Speaker Systems 29 44 47Automatic Video Correctors 22 28 34Battery Chargers 35 44 50Broadcast Color Camera Chains 18 28 37Bulkerasers 25 38 49Camera Systems, Color 41 50 50Camera Systems, Monochrome 58 56 34Cameras, ENG/EFP Color 29 42 49Cameras, 3 Tube Color 36 46 51Closed Circuit TV Systems 55 50 27Closed Helical VTR, Broadcast, 3/4 inch 50 56 51Closed Helical VTR, Broadcast, 1/2 inch 30 27 34Closed Helical VTR, Educational, 3/4 inch 43 36 28Component Video Devices (Betacam) 19 20 31Digital Video Time Base Correctors/Frame Syn 31 37 46Electronic Video Switchers with Mix Facilities 36 43 51ENG/EFP Portable Video Tape Recorders 37 45 52Film Chains 22 29 31Fixed Studio Microphone Systems 24 33 36Frame Synchronizers 12 20 31Generators, Character 43 49 54Generators, Color Sync 38 41 48Generators, Sync 54 55 53Generators, Video Background 29 31 33Generators, Video Black Burst 41 43 46Generators, Video Chroma Key 31 35 36Generators, Video Insert Key 23 28 31Generators, Video Special Effects 24 30 32
30
TABLE 13 (CONTINUED)
EQUIPMENT WORKED ONBY GREATER THAN 30 PERCENT OF AFSC 304X5 PERSONNEL
PERCENT MEMBERS PERFORMING
DAFSC DAFSC1ST ENL 30455 30475
EQUIPMENT (N=143) (N=249) (N=140)
Intercom Systems 29 34 41Lenses, Fuji 21 35 41Lighting Systems, ENG 24 33 39Lighting Systems, Studio 31 38 38Monitors, Color 63 62 63Passive Video Switchers Without Mix Facilities 10 27 31Power Supplies 79 83 66Pulse Distribution Systems 35 42 51Receivers, Color 51 54 60Recorders/Reproducers, Audio Cartridge 16 30 34Recorders/Reproducers, Audio Cassette 30 39 43Recorders/Reproducers, Audio Tape 29 38 46Routing Switchers 35 35 44Slide Projectors 22 25 30Teleprompters 31 35 37Time Base Correctors 41 47 54Tripods/Pedestals 35 47 51Turntables 38 43 44Video Cable Transmission Systems 29 31 22Video Tape Analyzers/Erasers/Cleaners 27 35 41VTR Editing Systems 44 47 54Wireless Microphone Systems 24 28 30
31
TABLE 14
TEST EQUIPMENT USED OR OPERATEDBY GREATER THAN 30 PERCENT OF AFSC 304X5 PERSONNEL
PERCENT MEMBERS PERFORMING
DAFSC DAFSC1ST ENL 30455 30475
TEST EQUIPMENT (N=143) (N=249) (N=140)
Analyzers, Audio Distortion 15 22 31Analyzers, Spectrum 23 29 31Analyzers, TV 36 39 34Audio Oscillators 49 55 59Audio Test Tapes/Recorders 33 43 44Camera, Alignment Charts 79 84 67Capacitance/Induction Meters 41 43 34Checkers, Capacitor 71 71 57Checkers, CRT 69 70 55DB Attenuators 35 45 36Degaussers 69 69 61Desoldering Units 74 77 66Digital Frequency Counters 74 78 69Digital Logic Clips 15 27 30Digital Logic Probes 27 33 36Digital Voltmeters 90 87 77Gauges, Eccentricity 45 53 54Gauges, Spring 31 42 48Generators, Audio Signals 45 52 53Generators, Color Bar 73 71 63Generators, Dot 87 87 64Generators, Grating 74 78 64Generators, Multiburst 69 68 65Generators, RF Signal 46 46 31Generators, Sweep Marker 29 38 36Generators, Video Signal 64 67 59High Voltage Probes 88 88 68Linearity Checkers 24 29 31Meters, DB 30 41 42Meters, Frequency 28 35 33Meters, VU 37 50 53Monitors, Waveform 80 79 69Multimeters 98 94 79Oscilloscopes 98 94 79Tentelometers, Tape Tension 25 36 43Testers, Transistor/FET 69 67 62Testers, Vaccum Tube 44 45 26TV Demodulators 17 23 30Vaccum Tube Voltmeters 40 33 16Variable Power Supplies 53 59 52Vectorscopes 57 55 59Video Test Tapes 59 63 59Wattmeters 2? 33 21
32
Review of Specialty Training Standard
A comprehensive review of STS 304X5, Television Equipment specialty,dated September 1983, was made by comparing STS elements to survey data. STSelements with performance objectives are reviewed in terms of training empha-sis, task difficulty, and percent members performing information as stipulatedin ATCR 52-22, dated 8 December 1986. STS elements containing general careerladder knowledge and information are not reviewed. Typically, tasks performedby 20 percent or more of personnel in appropriate experience or skill levelgroups, such as first-enlistment (1-48 months TAFMS), and 5- and 7-skill levelgroups, should be considered for inclusion in the STS. Likewise, tasks withless than 20 percent performing in any of these groups should be consideredfor deletion from the STS.
Most performance items in the STS are supported by survey data. Overall,only 6 elements (out of 44 matched elements) are not supported, in that theyhave matched tasks performed by less than 20 percent of first-enlistment, 5-,or 7-skill level respondents. These unsupported STS elements relate to twoparagraphs, 11g (TOSS) and 1lh (RF Transmitters), and are displayed in Table15. AFR 8-13 states that an STS identifies "the most common tasks of anenlisted Air Force Specialty that require training". It is intended to coverall major job areas being performed within the career ladder. Training per-sonnel should consider the small but unique mission of TOSS Specialists inreference to this regulation when reviewing the unsupported elements for pos-sible deletion from the STS.
Further analysis of the STS found 209 tasks not referenced to the STS,with half pertaining to technical functions. These tasks are reviewed todetermine if they focus around a common function or equipment item. Followingthe organizational structure of the AFSC 304X5 STS, several tasks appearrelated to specific systems or subsystems and their performance elements. Forexample, seven tasks (G249, G251, G253, G254, G255, G258, G259) refer toremoving or replacing camera components. Similarly, three tasks (K387, K388,K389) refer to removing or replacing recorder/player subassemblies. Examplesof technically-oriented tasks performed by greater than 20 percent of AFSC304X5 airmen and are not referenced to the STS are listed in Table 16. Train-ing personnel should carefully review the list of "Tasks Not Referenced,"located at the end of the STS computer printout in the TRAINING EXTRACT, todetermine areas which might be appropriate for inclusion in future revisionsof the STS.
Finally, review of the contents of the STS identified elements writtentoo broadly to clearly highlight specific areas of the career ladder. Exam-ples include paragraphs 4 and 9d(2). Though paragraph 4 is titled Supervi-sion, various other unrelated activities comprise the Supervision elements,including preparing forms, and inventorying equipment, tools, and supplies.Likewise, paragraph 9d(2) is subheaded isolation as a General Repair Function.However, 27 tasks were matched to this single element ranging from isolatingcameras pedestal and color camera control unit circuits to isolating irisdrive systems and motorized lens subassemblies. Training personnel shouldevaluate the STS for inclusion of separate paragraphs and/or elements forthese and other overly broad areas.
33
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In summary, the AFSC 304X5 STS needs review. Elements not supported bymatched tasks should be assessed for possible elimination, the list of tasksnot referenced should be carefully screened for additional areas which shouldbe included or expanded, and broad paragraphs and elements should be restruc-tured.
Review of Plan of Instruction (POI)
Based on assistance from technical school subject-matter experts inmatching job inventory tasks to Tentative POI G3ABR30435-002, dated February1988, occupational survey data were matched to related training objectives. Asimilar method to that of the STS analysis was employed to review the POI.The specific data examined included percent members performing data for First-Enlistment (1-48 months TAFMS) personnel, TE, and TO ratings.
Guidelines outlined in ATCR 52-22 state that a POI objective is supportedfor training if 30 percent or more of all first-enlistment personnel performrelated tasks. Analysis of the survey data indicates that of the 24performance level POI objectives matched to task items, all ?re supported.This equates to 290 out of 488 total course hours.
Seventy tasks performed by 30 percent or more first-enlistment personnelare not matched with POI objectives. Tasks relating to general repair func-tions, camera and VTR systems account for the majority of unreferenced tasks.In addition to high levels of performance, several of these tasks are ratedhigh in terms of training emphasis and task difficulty. Examples of thesetasks with survey data are listed in Table 17. Training personnel are encour-aged to review the computer printouts of the POI. Particular emphasis shouldbe placed on reviewing the tasks not refenced located in the Training Extractsto determine if new areas should be added to the basic course.
Review of G3AZR30455-002 Course Training Standard (CTS)
As requested by the technical school personnel, the tentative CTS forCourse G3AZR30455-002, Broadcast Television Systems Maintenance, dated June1986, was also examined. The CTS is designed to expand on STS objectives, aswell as provide detailed training on advanced equipment. This course includesinstruction on camera and VTR systems, TBC systems, electronic news gatheringcolor camera systems, studio systems, television transmitters, and microwave/satellites. Based on assistance from specialists at Lowry AFB, the CTS wasmatched to survey task statements. A similar method to that of the STS andPOI analysis was employed in the review of the CTS. The specific data exam-ined includes task difficulty and percent of 5-skill level members performing.
Of the 42 performance level CTS objectives, six are not supported due tofewer than 20 percent of the appropriate personnel performing the matchedtasks. As Table 18 depicts, these objectives are not concentrated around anycommon area, but are dispersed throughout the course. Training personnelshould evaluate these six objectives in terms of training efficiency and/ornecessity.
36
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The CTS does not reference 216 tasks that are performed by 20 percent ormore 5-skill level personnel. Greater than 80 percent of these tasks aretechnically oriented and span 9 of the 13 duties. Several of these tasks arealso rated high in terms of task difficulty. Examples of tasks, with anemphasis on production and broadcasting related duties, are listed in Table19. A complete detailed listing is located in the Training Extracts.
Additionally, the CTS does not reference several test equipment itemsused or operated by 30 percent or more 5-skill level respondents (see Table14). Examples of test equipment used by experienced personnel include SweepMarker Generators, Tape Tension Tentelometers, and Wattmeters. The list oftasks not referenced, as well as test equipment used or operated should becarefully screened for inclusion or expansion into the CTS.
JOB SATISFACTION ANALYSIS
Comparisons of group perceptions of their jobs provide career laddermanagers with a means toward understanding some of the factors affecting jobperformance of today's airmen. These perceptions are gathered from incum-bents' responses to five job satisfaction questions covering job interest,perceived utilization of talents, perceived utilization of training, sense ofaccomplishments, and reenlistment intentions. The responses of the currentsurvey sample are then analyzed by making several comparisons: (1) amongTAFMS groups of a comparative sample of personnel from other Mission EquipmentMaintenance specialists surveyed in 1987 (AFSCs 303X1, 303X3, 304X5, 321XI,427X0, 427X2, 427X3), (2) between current and previous survey TAFMS groups,and (3) across specialty job groups identified in the SPECIALTY JOBS sectionof this report.
First-enlistment (1-48 months TAFMS), second-enlistment (49-96 monthsTAFMS), and career (97+ months TAFMS) group data are listed in Table 20 andare compared to corresponding enlistment groups from other Mission EquipmentMaintenance AFSCs surveyed during the previous calendar year. These data givea relative measure of how the job satisfaction of AFSC 304X5 personnel com-pares with that of other similar Air Force specialties. Generally, enlistmentgroups of the DAFSC 304X5 sample indicate similar or lower levels of jobsatisfaction than do those of the comparative sample. This is demonstratedparticularly in the areas of utilization of training by first- and second-enlistment personnel. Television Equipment Repair first-termers also indicat-ed less satisfaction concerning a sense of accomplishment.
An indication of changes in job satisfaction perceptions within thecareer ladder is provided in Table 21, where TAFMS group data for 1988 surveyrespondents is presented along with data from respondents to the last occupa-tional survey report of the career ladder. Generally, perceptions associatedwith job interests and utilization of training have improved since the 1979OSR. Second-enlistment personnel from the 1988 sample exceeds training satis-faction figures from the 1979 sample by 20 percent. The most noticeabledifferences are in reenlistment intentions across all TAFMS groups. Plans to
39
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42
reenlist increase as members become more senior in their ladder. Also, whencompared to the previous survey, today's reenlistment intentions increased byan average of 19 percent. Overall, analysis of job satisfaction indicatorssuggest incumbents of the AFSC 304X5 career ladder appear satisfied with theirjob.
Table 22 presents job satisfaction data for the major jobs (clusters andindependent job types) identified in the career ladder structure for AFSC304X5. An examination of this data can reveal the influences performing cer-tain job types may have on overall job satisfaction. Job satisfaction indica-tors for the specialty job groups suggest members across the career ladder aregenerally content. Five of the seven jobs responded with high levels ofsatisfaction. With the largest positive response, 92 percent of theProduction/Broadcasting Maintenance Technicians rated their jobs as "interest-ing". However, over 50 percent of RAM/Weathervision Technicians and TOSS Spe-cialists described their jobs as "so-so" or "dull." As a whole, both RAM/Weathervision Technicians and TOSS Specialists jobs reflect relatively lowerleve's of satisfaction when compared to the other jobs. Members of these jobsexpressed less utilization of their talents and training, as well as neutralto dissatisfied feelings toward accomplishments achieved from their work. Onthe other hand, Production/Broadcasting Maintenance Technicians continued todisplay the greatest overall satisfaction with greater than 80 percentresponding positively across all four indicators. Finally, reenlistmentintentions across all specialty jobs are high with 50 percent or more indicat-ing they wi" reenlist.
ANALYSIS OF MAJOR COMMANDS (MAJCOM)
An analysis of the tasks and duties performed by MAJCOM groups can high-light important differences. The six largest users of AFSC 304X5 personnel(AFCC, MAC, AFSINC, ATC, AFSC, and AAC) were examined and, with the exceptionof ATC and AAC, no distinguishable differences were noted. Although the typesof missions supported are different for MAJCOMs, the tasks and duties involvedare not. The ATC and AAC exceptions involve the uniqueness of tasks involvedwith their specific missions. Alaskan Air Command performs the majority ofTOSS functions, with 100 percent of the members maintaining and operatingmicrowave transmission systems. ATC differences lie in the fact that theirmission is training-oriented. These dissimilarities were expected. Theremaining MAJCOMs' missions involve the entire spectrum of tasks and, there-fore, show no significant differences.
IMPLICATIONS
This survey was conducted primarily to provide training personnel withcurrent information on the Television Equipment Repair specialty for use inreviewing current training programs and training documents.
43
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Occupational survey data indicate the AFSC 304X5 career ladder is com-prised of several specialized jobs. However, these diverse jobs contain sometasks that are common throughout the career ladder. For example, TOSS Spe-cialists and Production/Broadcasting Maintenance Technicians support two dis-tinct and unique missions. Yet, over 85 percent of the members in each jobperform similar tasks, such as remove or replace integrated circuits and per-form operational checks on camera systems. Basically, the key differentiatingfactor between major jobs identified in the structure are based upon the typeof mission members support and the level of nontechnical responsibility, suchas administration, training, and supervision. These distinctions were identi-fied in the previous survey. Though the 1979 job structure contained differ-ences in organization when compared to the current structure, and despitechanges in technology and reorganization, many of the fundamental objectiveshave not deviated over the last 9 years, suggesting the career ladder struc-ture has remained relatively stable.
The AFR 39-1 specialty descriptions for the Television Equipment Repairspecialty were analyzed to determine the adequacy of coverage for careerladder duties. Overall, skill-level groups provided accurate and comprehen-sive coverage of each specialty job. However, operate functions performed byVTR Technicians, TOSS Specialists, and RAM/Weathervision Technicians are notreflected in the specialty descriptions. Classification personnel should con-sider revising the current descriptions.
Initial analysis of the STS, examining experience (TAFMS) and DAFSCgroups reveal the document was broad in areas, but fairly supported by thepercent of personnel performing matched tasks. Additionally, several taskswith relatively high percent members performing were not covered. Likewise,the POI and tentative CTS reflected several unreferenced tasks with high per-centage of appropriate personnel performing. Training personnel should lookat all areas of the STS, POI, and CTS for possible revision to include speci-fic performance criteria for paragraphs and additional elements to cover highperformance tasks currently not referenced.
The examination of responses to job satisfaction questions revealed thatsatisfaction is somewhat improved since the 1979 survey. The AFSC 304X5career ladder also reflects similar or slightly lower levels of satisfactionwhen compared to other mission maintenance specialists. The relatively lowperception concerning utilization of training suggests that a review of theAFSC 304X5 training program would be beneficial. Indicators across careerladder specialty job exhibited displeasure among members performing RAM/Weathervision and TOSS functions. This generally lower level of satisfactionamong these jobs should alert Air Force managers and supervisors to be awareof these dissatisfying jobs, and attempt to implement measures to improvethem.
The findings of this OSR come directly from survey data collected fromTelevision Equipment Repair specialists worldwide. These data are readilyavailable to training and utilization personnel, functional managers, and anyother interested parties having a need for such information. Much of the dataare compiled into extracts which are an excellent tool in the decision-makingprocess. These data extracts should be used whenever a training or utiliza-tion decision is made.
46
APPENDIX A
SELECTED REPRESENTATIVE TASKS PERFORMED BYCAREER LADDER SPECIALTY JOB GROUPS
47
TABLE I
GENERAL TV EQUIPMENT REPAIRMEN CLUSTERSTG056
GROUP SIZE: 63 AVERAGE TAFMS: 43 MONTHSPERCENT OF SAMPLE: 14% AVERAGE TICF: 29 MONTHSPREDOMINATE PAYGRADES: E-3/4 PERCENT IN 1ST ENL: 65%
PERCENTMEMBERS
TASKS PERFORMING
F178 INTERPRET SCHEMATIC DIAGRAMS 94F188 REMOVE OR REPLACE COMPONENTS, SUCH AS TRANSISTORS OR
CAPACITORS 94F193 SOLDER OR DESOLDER CONNECTORS OR HARDWIRE CIRCUITS 94F191 REMOVE OR REPLACE PLUG-IN OR SCREW-IN ELECTRONIC
COMPONENTS, SUCH AS TRANSISTORS OR INDICATOR LIGHTS 90F185 PERFORM OPERATIONAL CHECKS ON TEST EQUIPMENT 89J317 PERFORM OPERATIONAL CHECKS ON RECEIVER/MONITOR OPERATING
CONTROLS, SUCH AS BRIGHTNESS OR CONTRAST 89F192 REMOVE OR REPLACE SOLDERED ELECTRONIC COMPONENTS ON ETCHED
CIRCUIT BOARDS 87F177 INTERPRET COMPONENT LOCATION DIAGRAMS 86F176 INTERPRET BLOCK DIAGRAMS 84F189 REMOVE OR REPLACE INTEGRATED CIRCUITS 84J315 PERFORM COMPONENT LEVEL REPAIR OF TV MONITORS AND RECEIVERS 81H269 CLEAN VTR TAPE PATHS, HEADS, AND PINCH ROLLERS 79H280 PERFORM OPERATIONAL CHECKS ON VTR 78G199 ADJUST WHITE BALANCES 78G197 ADJUST CAMERA OPERATING CONTROLS, SUCH AS IRIS CONTROL OR
SET-UP 76J312 ISOLATE MALFUNCTIONS IN RECEIVER/MONITOR DEFLECTION 75H279 PERFORM COMPONENT LEVEL REPAIR OF VTR 63G248 PERFORM OPERATIONAL CHECKS ON CAMERA SYSTEMS 62E105 COMPLETE PREVENTIVE MAINTENANCE INSPECTION (PMI) LOGS,
FORMS, OR CHARTS 60G202 ALIGN CAMERA ELECTRICAL FOCUS 59G201 ALIGN CAMERA BACKFOCUS AND TRACKING 57H273 ISOLATE MALFUNCTIONS IN VTR MECHANICAL SYSTEMS 56Q571 OPERATE VTR 51G258 REMOVE OR REPLACE VIDEO CABLE CONNECTIONS 50H266 ALIGN VTR SERVO CIRCUITS 48
Al
TABLE II
PRODUCTION/BROADCASTING MAINTENANCE TECHNICIANSSTG059
GROUP SIZE: 155 AVERAGE TAFMS: 98 MONTHSPERCENT OF SAMPLE: 35% AVERAGE TICF: 80 MONTHSPREDOMINATE PAYGRADES: E-4/5 PERCENT IN IST ENL: 26%
PERCENTMEMBERS
TASKS PERFORMING
F189 REMOVE OR REPLACE INTEGRATED CIRCUITS 97H280 PERFORM OPERATIONAL CHECKS ON VTR 97H269 CLEAN VTR TAPE PATHS, HEADS, AND PINCH ROLLERS 96F193 SOLDER OR DESOLDER CONNECTORS OR HARDWIRE CIRCUITS 95G197 ADJUST CAMERA OPERATING CONTROLS, SUCH AS IRIS CONTROL OR
SET-UP 95G199 ADJUST WHITE BALANCES 95F192 REMOVE OR REPLACE SOLDERED ELECTRONIC COMPONENTS ON ETCHED
CIRCUIT BOARDS 94G248 PERFORM OPERATIONAL CHECKS ON CAMERA SYSTEMS 94J317 PERFORM OPERATIONAL CHECKS ON RECEIVER/MONITOR OPERATING
CONTROLS, SUCH AS BRIGHTNESS OR CONTRAST 94G202 ALIGN CAMERA ELECTRICAL FOCUS 92G201 ALIGN CAMERA BACKFOCUS AND TRACKING 88H268 ALIGN VTR VIDEO CIRCUITS, SUCH AS PLAYBACK OR RECORD 87G216 CLEAN CAMERA HEAD LENSES 86G249 REMOVE OR REPLACE CAMERA LENSES 85L434 PERFORM OPERATIONAL CHECKS ON VIDEO CHARACTER GENERATORS 79G207 ALIGN CAMERA SYNC PROCESSING CIRCUITS 78K370 PERFORM OPERATIONAL CHECKS ON AUDIO DISTRIBUTION 75K359 ISOLATE MALFUNCTIONS TO AUDIO CABLES 75K344 CLEAN OR LUBRICATE REEL-TO-REEL MACHINES 73L394 ADJUST STUDIO PHASE AND TIMING 72L428 PERFORM COMPONENT LEVEL REPAIR OF STUDIO AND AUXILIARY
EQUIPMENT 68R607 REMOVE OR REPLACE AUDIO EQUIPMENT, SUCH AS TURNTABLES OR
AMPLIFIERS 65R636 REMOVE OR REPLACE VIDEO TEST EQUIPMENT MICROPHONES 65Q559 OPERATE CAMERAS 63Q549 CONTROL CAMERA VIDEO LEVELS DURING BROADCASTS OR RECORDINGS 61
A2
TABLE III
MAINTENANCE SUPERVISORSSTG082
GROUP SIZE: 25 AVERAGE TAFMS: 159 MONTHSPERCENT OF SAMPLE: 6% AVERAGE TICF: 112 MONTHSPREDOMINATE PAYGRADES: E-6 PERCENT IN 1ST ENL: 4%
PERCENTMEMBERS
TASKS PERFORMING
B29 DIRECT MAINTENANCE OR UTILIZATION OF EQUIPMENT 100D93 MAINTAIN TRAINING RECORDS, CHARTS, OR GRAPHS 100A4 DETERMINE WORK PRIORITIES 96A15 PLAN OR SCHEDULE WORK ASSIGNMENTS 96C70 WRITE APR 96F188 REMOVE OR REPLACE COMPONENTS, SUCH AS TRANSISTORS OR
CAPACITORS 96All PLAN EQUIPMENT INSTALLATIONS 92B24 COUNSEL PERSONNEL ON PERSONAL OR MILITARY-RELATED PROBLEMS 92D77 CONDUCT OJT 92D96 REVIEW OJT RECORDS 92F177 INTERPRET COMPONENT LOCATION DIAGRAMS 92F178 INTERPRET SCHEMATIC DIAGRAMS 92F185 PERFORM OPERATIONAL CHECKS ON TEST EQUIPMENT 92G197 ADJUST CAMERA OPERATING CONTROLS, SUCH AS IRIS CONTROL OR
SET-UP 92Al ASSIGN PERSONNEL TO DUTY POSITIONS 88A3 DETERMINE REQUIREMENTS FOR SPACE, PERSONNEL, EQUIPMENT, OR
SUPPLIES 88AIO ESTABLISH PERFORMANCE STANDARDS FOR SUBORDINATES 88B36 INTERPRET POLICIES, DIRECTIVES, OR PROCEDURES FOR
SUBORDINATES 88B26 DEVELOP WORK METHODS OR PROCEDURES 84E105 COMPLETE PREVENTIVE MAINTENANCE INSPECTION (PMI) LOGS,
FORMS, OR CHARTS 80G201 ALIGN CAMERA BACKFOCUS AND TRACKING 80B43 SUPERVISE TELEVISION EQUIPMENT REPAIRMEN (AFSC 30455) 76G208 ALIGN CAMERA TARGET BEAM CONTROLS 76C57 EVALUATE MAINTENANCE OR USE OF WORKSPACE, EQUIPMENT, OR
SUPPLIES 72D78 CONDUCT PROFICIENCY TRAINING 72E106 DRAFT CORRESPONDENCE OR REPORTS 72E113 MAINTAIN JOB CONTROL LOGS 68E121 MAKE ENTRIES ON AF FORMS 1800 (OPERATOR'S INSPECTION
GUIDE AND TROUBLE REPORT (GENERAL PURPOSE VEHICLES)) 68B44 SUPERVISE TELEVISION EQUIPMENT TECHNICIANS (AFSC 30475) 60B39 SUPERVISE APPRENTICE TELEVISION EQUIPMENT REPAIRMEN (AFSC
30435) 56
A3
TABLE IV
RAM/WEATHERVISION TECHNICIANSSTG061
GROUP SIZE: 29 AVERAGE TAFMS: 58 MONTHSPERCENT OF SAMPLE: 7% AVERAGE TICF: 35 MONTHSPREDOMINATE PAYGRADES: E-3/4 PERCENT IN IST ENL: 59%
PERCENTMEMBERS
TASKS PERFORMING
F184 PERFORM CORROSION CONTROL ON TV EQUIPMENT 100F188 REMOVE OR REPLACE COMPONENTS, SUCH AS TRANSISTORS OR
CAPACITORS 100G248 PERFORM OPERATIONAL CHECKS ON CAMERA SYSTEMS 100F192 REMOVE OR REPLACE SOLDERED ELECTRONIC COMPONENTS ON ETCHED
CIRCUIT BOARDS 97F178 INTERPRET SCHEMATIC DIAGRAMS 93F185 PERFORM OPERATIONAL CHECKS ON TEST EQUIPMENT 93F191 REMOVE OR REPLACE PLUG-IN OR SCREW-IN ELECTRONIC
COMPONENTS, SUCH AS TRANSISTORS OR INDICATOR LIGHTS 93F193 SOLDER OR DESOLDER CONNECTORS OR HARDWIRE CIRCUITS 93G258 REMOVE OR REPLACE VIDEO CABLE CONNECTIONS 93G250 REMOVE OR REPLACE CAMERA PICKUP TUBES 93G197 ADJUST CAMERA OPERATING CONTROLS, SUCH AS IRIS CONTROL OR
SET-UP 90G202 ALIGN CAMERA ELECTRICAL FOCUS 90G233 ISOLATE MALFUNCTIONS IN MONOCHROME CAMERA VIDEO CIRCUITS 86El05 COMPLETE PREVENTIVE MAINTENANCE INSPECTION (PMI) LOGS,
FORMS, OR CHARTS 83F176 INTERPRET BLOCK DIAGRAMS 83G208 ALIGN CAMERA TARGET BEAM CONTROLS 83F177 INTERPRET COMPONENT LOCATION DIAGRAMS 79E141 MAKE ENTRIES ON AFTO FORMS 349 (MAINTENANCE DATA COLLECTION
RECORD 69E121 MAKE ENTRIES ON AF FORMS 1800 (OPERATOR'S INSPECTION GUIDE
AND TROUBLE REPORT (GENERAL PURPOSE VEHICLES)) 59G226 ISOLATE MALFUNCTIONS IN CAMERA POWER SUPPLY CIRCUITS 59G223 ISOLATE MALFUNCTIONS IN CAMERA INTERCONNECTING CABLES 48R580 CONSTRUCT CABLE ASSEMBLIES 48
A4
TABLE V
TELEVISION ORDNANCE SCORING SYSTEM SPECIALISTSSTG072
GROUP SIZE: 48 AVERAGE TAFMS: 74 MONTHSPERCENT OF SAMPLE: 11% AVERAGE TICF: 56 MONTHSPREDOMINATE PAYGRADES: E-4 PERCENT IN 1ST ENL: 38%
PERCENTMEMBERS
TASKS PERFORMING
F188 REMOVE OR REPLACE COMPONENTS, SUCH AS TRANSISTORS ORCAPACITORS 100
0514 CLEAN SOLAR PANELS 1000525 PERFORM OPERATIONAL CHECKS ON TOSS PAN AND TILT UNITS 1000526 PERFORM VOLTAGE CHECKS ON SOLAR PANELS 1000512 ALIGN TELEVISION ORDNANCE SCORING SYSTEM (TOSS) PAN AND
TILT UNITS98/522 980520 LUBRICATE TOSS PAN AND TILT UNITS 980521 PERFORM CORROSION CONTROL ON MICROWAVE SYSTEMS 980524 PERFORM OPERATIONAL CHECKS ON MICROWAVE TRANSMISSION 980528 REMOVE OR REPLACE BATTERIES 98G201 ALIGN CAMERA BACKFOCUS AND TRACKING 960511 ALIGN SOLAR PANEL VOLTAGE REGULATORS 960517 ISOLATE MALFUNCTIONS IN TOSS PAN AND TILT UNITS 960523 PERFORM OPERATIONAL CHECKS ON MICROWAVE RECEIVING SYSTEMS 96E141 MAKE ENTRIES ON AFTO FORMS 349 (MAINTENANCE DATA COLLECTION
RECORD) 94F185 PERFORM OPERATIONAL CHECKS ON TEST EQUIPMENT 920522 PERFORM OPERATIONAL CHECKS ON ANTENNAS 920527 PRESSURIZE MICROWAVE EQUIPMENT, SUCH AS WAVEGUIDES OR
TRANSMITTERS 90G248 PERFORM OPERATIONAL CHECKS ON CAMERA SYSTEMS 85E121 MAKE ENTRIES ON AF FORMS 1800 (OPERATOR'S INSPECTION GUIDE
AND TROUBLE REPORT (GENERAL PURPOSE VEHICLES)) 81F180 ISOLATE MALFUNCTIONS TO POWER SUPPLIES 81H280 PERFORM OPERATIONAL CHECKS ON VTR 81G197 ADJUST CAMERA OPERATING CONTROLS, SUCH AS IRIS CONTROL OR
SET-UP 79G208 ALIGN CAMERA TARGET BEAM CONTROLS 73G219 ISOLATE MALFUNCTIONS IN CAMERA CONTROLS, SUCH AS IRIS
CONTROL OR SET-UP 67
A5
TABLE VI
VIDEO TAPE RECORDER OPERATORSSTG052
GROUP SIZE: 6 AVERAGE TAFMS: 35 MONTHSPERCENT OF SAMPLE: 1% AVERAGE TICF: 20 MONTHSPREDOMINATE PAYGRADES: E-3 PERCENT IN 1ST ENL: 83%
PERCENTMEMBERS
TASKS PERFORMING
H269 CLEAN VTR TAPE PATHS, HEADS, AND PINCH ROLLERS 100H280 PERFORM OPERATIONAL CHECKS ON VTR 100L438 PERFORM OPERATIONAL CHECKS ON VIDEO SWITCHERS 100Q547 BULK ERASE AUDIO OR VIDEO TAPES 100Q550 DUB VIDEO TAPES 100Q556 MONITOR WAVEFORM MONITORS 100Q571 OPERATE VTR 100R580 CONSTRUCT CABLE ASSEMBLIES 83L437 PERFORM OPERATIONAL CHECKS ON VIDEO PROCESSING AMPLIFIERS 67Q552 EVALUATE VIDEO TAPES AGAINST ENGINEERING STANDARDS 67Q564 OPERATE REEL OR CARTRIDGE TAPE RECORDERS 67Q572 OPERATE VTR EDITORS 67R600 PERFORM DIRECTED MODIFICATIONS ON VIDEO PATCH PANELS 67R637 REMOVE OR REPLACE VTR SYSTEMS 67H268 ALIGN VTR VIDEO CIRCUITS, SUCH AS PLAYBACK OR RECORD 50H281 PERFORM SELF-DIAGNOSTIC CHECKS ON VTR 50L434 PERFORM OPERATIONAL CHECKS ON VIDEO CHARACTER GENERATORS 50Q549 CONTROL CAMERA VIDEO LEVELS DURING BROADCASTS OR RECORDINGS 50Q561 OPERATE CASSETTE RECORDERS 50Q578 SET UP AUDIO OR VIDEO PATCH PANELS 50R614 REMOVE OR REPLACE EQUIPMENT RACKS 50
A6
TABLE VII
MANAGEMENT PERSONNELSTG020
GROUP SIZE: 52 AVERAGE TAFMS: 164 MONTHSPERCENT OF SAMPLE: 12% AVERAGE TICF: 120 MONTHSPREDOMINATE PAYGRADES: E-6 PERCENT IN 1ST ENL: 0%
PERCENTMEMBERS
TASKS PERFORMING
C70 WRITE APR 85B24 COUNSEL PERSONNEL ON PERSONAL OR MILITARY-RELATED PROBLEMS 83A4 DETERMINE WORK PRIORITIES 79D83 DETERMINE TRAINING REQUIREMENTS 73D96 REVIEW OJT RECORDS 71A15 PLAN OR SCHEDULE WORK ASSIGNMENTS 69C71 WRITE AWARDS AND DECORATIONS RECOMMENDATIONS 69D93 MAINTAIN TRAINING RECORDS, CHARTS, OR GRAPHS 69B29 DIRECT MAINTENANCE OR UTILIZATION OF EQUIPMENT 67B36 INTERPRET POLICIES, DIRECTIVES, OR PROCEDURES FOR
SUBORDINATES 67D77 CONDUCT OJT 62B26 DEVELOP WORK METHODS OR PROCEDURES 60C57 EVALUATE MAINTENANCE OR USE OF WORKSPACE, EQUIPMENT, OR
SUPPLIES 60D90 EVALUATE OJT TRAINEES 60C55 EVALUATE INSPECTION REPORTS OR PROCEDURES FINDINGS 58A20 SCHEDULE TDY, LEAVES OR PASSES 56E106 DRAFT CORRESPONDENCE OR REPORTS 56A2 ASSIGN SPONSORS FOR NEWLY ASSIGNED PERSONNEL 52C46 ANALYZE WORKLOAD REQUIREMENTS 52C66 INDORSE AIRMAN PERFORMANCE REPORTS (APR) 50D78 CONDUCT PROFICIENCY TRAINING 48D88 DIRECT OR IMPLEMENT TRAINING PROGRAMS 48E120 MAKE ENTRIES ON AF FORMS 1297 (TEMPORARY ISSUE RECEIPT) 46
A7
