The Job of the Range Controller Analysis - Assignment Example

Personnel Selection and Evaluation for The Post Of Range The Job The job of the Range Controller has a wide scope and responsibilities. The different responsibilities that are endowed upon a legitimate job-holder include planning, coordinating, communicating, and management skills for overseeing men and machines deployed within the Ft. Polk Training Area complex. The Range Controller has to be entrusted with the task of properly controlling installation terrain, ranges and facilities for live firing and non-firing exercises, and recreation requirement of the personnel. He is also responsible for disaster management and safety of the deployed personnel. The controller is responsible for the safety of all civilian contractors, DOA civilians and all military personnel working within the training areas. This position requires a multi tasking oriented individual who is able to handle and defuse tense and possibly life threatening situations with little or no guidance. Job Analysis The job is complex, varied and requires a specific set of skills and knowledge-base in the person. The job was analyzed through the process of personal observation, and interview of the Ft Polk and the Joint Readiness Training Center’s Supervisory Range Specialist. (enclosed in Appendix A). As the supervisor is the person who sets the schedules and work standards, as well as reviews the Range Controller’s work for compliance with instruction, accuracy and adequacy of utilization maps and reports etc. The above procedure was utilized carefully to arrive at a suitable job description and job specifications. Tapping into the mind of the supervisor revealed the intricacies of the job as the Range Controller was viewed as the conduit for getting the work done on ground by the supervisor – hence the supervisor’s acute and sharp requirements for this post provided valuable inputs for the job analysis. Secondly, by observation of the present requirements of the useful reports to be generated on range and terrain utilization, the need to coordinate the activities of the ranges, the management and allocation of the airspace, and the mandatory safety procedures required, a basic framework for the said job was easily developed. Job Description The job of the Range Controller involves performing a variety of tasks including control, co-ordination and optimum utilization of the ranges. terrain and the training facilities of the Fort Polk range and Training Areas complex. The above are used towards live-fire exercise and non-fire exercise, as well as for recreation, and the onus of their smooth management lies on the controller. The Job is a shift-base job and performed on rotational basis. It involves the following tasks – 1. The Range Controller has to prepare and maintain daily terrain activity maps about the use of facilities and the ranges, about the firing safety limits and firing points. He will also be responsible for preparing hunting and fishing maps of open areas, closed areas and timber-harvesting areas. This work, will take up 5% of his time, and he will carry out with the help of inputs provided to him by Division and Non-Division units on range and terrain and facilities requirements. 2. He will act as an air traffic controller and also supervise fire detection center operations. He will coordinate the exercise of Joint Army/ Air Force Taring (JAAT), (between high performance aircraft and ATK helicopters) and will clear them into areas in working relation with forward Air Controllers and Fort Polk Army Airfield. He will also function as the approving authority for sanctioning entry in Peason Ridge for EAFB flights. This work will form 15% of his allotted tasks, and will be useful for smoothening the exercise of aircrafts and artillery. 3. The Range Controller will work towards conflict management and resolution (conflicts of scheduling) He will resolve any conflicts taking into consideration the requirements and the type of exercise, weapons fired, safety requirements, utilization of adjacent terrain, and range and impact areas. He will answer queries related to the scheduling and will be responsible for 3rd level safety check on all range schedules. The above will comprise 5% of his duties. 4. The person will be in-charge of ensuring that the safety protocols are carried out. He will authenticate that the Range Safety Officer/NCO has valid safety card prior to signing for range. He will also update and maintain range safety files of trained safety officers and NCOs. In addition to the above, the Range Controller will have to brief the Recon Team and give Safety Briefings to Officers and Senior NCOs. These will make up another 5% of his responsibilities. 5. The Range Controller will also act as a communications officer. This will involve 25% of the tasks that are attributed to the post. In this capacity, he will operate three radio operation nets used to control ranges, and will provide instructions to range personnel. He will also provide aircraft advisory information through the radio. He will further monitor five radio nets that are used to cross-patch and pass information for MEDIVAC, request for assistance by Law Enforcement Command, for data on fire fighting in training areas, and for calls for EOD assistance and instructions. The job requires the ability to use proper radio procedures to pass on information, provide instructions, relay transmission, provide information on flight routes, issue opening and clearances for live-fire exercises, and controlling personnel advancing down range. 6. Another 25% of the job requires that the person should operate a 30 drop telephone cord type manual switchboard and receive and place local and routine calls in the control of firing on the ranges. The candidate will be required to use SOPs of station-to-station calls over local and commercial circuits where the operator relays information furnished by the caller. He will answer calls from ranges that request for clearance, and also maintain log entries of such communication. He will work in close coordination with responsible persons in other units for adequate maintenance and/or timely repair of equipment for daily operation. 7. The candidate will control MEDIVAC situations from start to finish - including receiving calls; notifying MEDVAC operations; closing ranges in path of direct flight; monitoring flight communications both directions; notifying all concerned activities; reopening ranges and obtaining information from units on accident or incident. This will form 5% of the job. 8. Another 3% will involve coordinating reports of fires, accident, EOD requirements and other emergencies with appropriate activities. 9. The candidate will also coordinate the restriction and release of installation airspace with Fort Polk Army Airfield. He will advise the military aircraft entering about the closed or restricted airspace, and on flight patterns available for use. This will form 5% of the candidates responsibilities. 10. Another 5% of the duties of the job require the candidate to prepare range, terrain and airspace utilization reports and safety data cards for artillery firing points at Fort Polk and Peason Ridge. 11. Finally, the person will also be expected to coordinate emergency/after duty hour work orders between Range Inspections and Range Warehouse. 12.He will also be required to perform other duties as assigned. Job specification The Candidate should have the following skills, knowledge and abilities: Educational Level: High School Diploma Experience: Should have a background in combat arms Skills: The skill set includes Map-reading skills, understanding of geometry, familiarity with military weapons, independent decision-making ability, using civilian and military radio, multi-tasking skills. The candidate must have scenario and Safety Danger Zone knowledge and skills so as to write and check scenarios and SDZ’s. Must possess basic computer skills, and should exhibit people-skills so as to provide customer service. The candidate should posses knowledge about Air Traffic Controlling, and should be able to direct aircrafts in case of normal or emergency situations. Another basic skill desired in the candidate is to perform at an optimum level I\even in under highly stressful conditions. Structured Selection Interview Guide The interview should be aimed at analyzing the technical skills (ATC, map-reading, radio operating, telephone switch-board management), the people skills, as well as the attitude of the person towards his superiors (as he has to follow supervision and guidance), his ability to follow instructions, and his time management and multi-tasking skills. The following questions are found to be relevant for the interview: 1. Name 2. Age 3. Educational Qualification 4. Current Occupation 5. Previous Job 6. Do you understand the Civilian GS system and the Pay scale? 7. Have you ever worked in a cell operations center? 8. Can you work any of the three eight-hour shifts? And if so which shift to you prefer, day, evening, or night? 9. Can you brief large groups of people? You would receive a hand-over brief prior to assume your shift and conduct a hand-over brief at the end of your shift? 10. How well do you communicate information with other? 11. Do you understand the Army, Ft. Polk Safety regulations and guidelines? 12. How well do you operate communications equipment? (Telephone, Civilian and Military radios)? 13. How well do you operate computer systems? 14.Can you learn new Software programs? (Training program to teach Range Facility Management Support System (RFMSS) 15. Do you have knowledge in basic Geometry? (Training in basic Geometry to learn Safety Danger Zone fans) 16. Can you communicate, using a voice system? 17. Can you communicate instructions thru a briefing style to a large group of people? 18. How are your written communication skills? 19.Where do you see yourself in this organization in five years? Candidate’s Profile Robert Everett, aged 34, was interview and selected for the Range controller’s job. Having a High School Diploma, Robert has worked as an Emergency Operations Dispatcher, 911 Operations Center, at Harford County, Maryland. Later he joined the Fire Department in the same county as a fireman and went on to become a supervisor. The interview revealed that Robert was very articulate and had excellent communication skills, and was able to present himself in an impressible way through his body-language as well as fluent speech. Robert had done better than average in his High School Mathematics, especially the Geometry part. He was promptly able to answer the few trigonometric and sector-arc related questions that the interview fired at him. Robert stated that he was not very creative, but nevertheless he was articulate and was able to write in a comprehensive and lucid manner. His claim was backed by a few of the papers that he had personally generated on the topic of ‘skills of a good fireman’. In his capacity as the Emergency Operations Dispatcher, his work involved maintaining a two-way communication on the radio, managing the EPBAX system, and making log entries into the computer for all conversation initiated. Though primarily he was associated with the operational part of the equipment, the maintenance and repair of the systems were his added responsibilities. As such he was quite comfortable working with the communications equipment. Robert stated that as he already had a background of working in the state fire department, he himself was well aware of the importance of safety. He further added that though, not as intricate as the Ft. Polk regulations and guidelines, his department too had a ledger on the topic with which he was familiar. Hence, he found no difficulty in understanding the Army safety regulations and guidelines. Robert has had some previous experience of briefing his coworkers on safety norms when he was working as a fire-department supervisor during his previous job. A major part of Robert’s operations involved using voice systems, communicating to subordinates, briefing them, and carrying out mock drills. Robert’s past job requirements included a briefing to large group of people – in some cases even to civilians (as when he was deputed to give such a briefing to his local school) Robert has done a certificate course in computer software development – hence he can operate well ahead of the basic Microsoft office and MS Word requirements. As a part of his course, he had developed basic html programs, is conversant with internet, and has a flair for understanding new programs. Robert has learnt programming like C and C+, and he has been using diverse Computer programs for maintaining Robert has expressed his willingness to work in shifts, and though he prefers working on a day shift, he has no problem working during the night or the evening. He also stated that he was knowledgeable about the Civilian GS system and the Pay scale. When asked where he sees himself in the organization after 5 years, Robert evaded answering anything in terms of designations (as “I hope to see myself as the supervisor”) he was quick to state that he sees himself as a more developed individual. He hopes to have mastered not only the technical skills, but would have benefited from the rapid-fire decision-making that he’ll be doing. He also added that on a personal level, the stress management that he’ll learn on-job, will be very helpful. Professionally, he hopes to see himself as taking up more responsibilities, managing more people, and performing newer tasks. This attitude of the candidate should that he was confident, intelligent and willing to employ his full energy in his work. His technical skills (that he had acquired during his previous jobs), his excellent communication skills, and his positive attitude, helped the selectors decide in his favor. Performance appraisal rating form for the job analyzed Employee Name Job Title: Department: Period of Evaluation: From: To: Instructions to the rater Listed below are five performance factors, seven behavioral traits, and five supervisory factors that are important in the performance of Range Controller’s job. A rating of Unacceptable (1), Needs Improvement (2) or Superior (5) requires comments. The “overall performance” evaluation should reflect the employee’s total performance, including the performance factors as related to the employee’s responsibilities and duties as set forth in the job description. Distribution Instructions 1. Return the original form to Human Resources Department 2. Maintain one copy for your departmental records. 3. Distribute one copy to the employee Marking Instructions 1. The supervisor should indicate the employee’s performance by using ticking next to the appropriate level of performance. The rating scale guide is as follows: 1 = Unacceptable - Consistently fails to meet job requirements; performance clearly below minimum requirements. Immediate improvement required to maintain employment. 2 = Needs Improvement – Occasionally fails to meet job requirements; performance must improve to meet expectations of position. 3 = Meets Expectations – Able to perform 100% of job duties satisfactorily. Normal guidance and supervision are required. 4 = Exceeds Expectations – Frequently exceeds job requirements; all planned objectives were achieved above the established standards and accomplishments were made in unexpected areas as well. 5 = Superior – Consistently exceeds job requirements; this is the highest level of performance that can be attained. Performance Factors 1. Knowledge, Skills, Abilities – Consider the degree to which the employee exhibits the required level of job knowledge and/or skills to perform the job. Also consider his use of established techniques, materials and equipment as they relate to performance. Unacceptable Superior 1 2 3 4 5 Comments: 2. Quality of Work – Does the employee complete assignments meeting quality standards? Consider accuracy, neatness, thoroughness and adherence to standards and safety rules. Unacceptable Superior 1 2 3 4 5 Comments: 3. Quantity of Work – Consider the results of this employee’s efforts. Does the employee demonstrate the ability to manage several responsibilities simultaneously; perform work in a productive and timely manner; meet work schedules? Unacceptable Superior 1 2 3 4 5 Comments: 4. Work Habits – To what extent does the employee display a positive, cooperative attitude toward work assignments and requirements? Consider compliance with established work rules and organizational policies. Unacceptable Superior 1 2 3 4 5 Comments: 5. Communication – Consider job related effectiveness in dealing with others. Does the employee express ideas clearly both orally and in writing, listen well and respond appropriately? Unacceptable Superior 1 2 3 4 5 Comments: Behavioral Traits 1. Dependability – Consider the amount of time spent directing this employee. Does the employee monitor projects and exercise follow-through; adhere to time frames; is on time for meetings and appointments; and responds appropriately to instructions and procedures? Unacceptable Superior 1 2 3 4 5 Comments: 2. Cooperation – How well does the employee work with co-workers and supervisors as a contributing team member? Does the employee demonstrates consideration of others; maintains rapport with others; helps others willingly? Unacceptable Superior 1 2 3 4 5 Comments: 3. Initiative – Consider how well the employee seeks and assumes greater responsibility, monitors work independently, and follows through appropriately. Unacceptable Superior 1 2 3 4 5 Comments: 4. Adaptability – Consider the ease with which the employee adjusts to any change in duties, procedures, supervisors or work environment. How well does the employee accept new ideas and approaches to work, respond appropriately to constructive criticism and to suggestions for work improvement? Unacceptable Superior 1 2 3 4 5 Comments: 5. Judgment – Consider how well the employee effectively analyzes problems, determines appropriate action for solutions, and exhibits timely and decisive action; thinks logically. Unacceptable Superior 1 2 3 4 5 Comments: 6. Attendance – Consider number of absences, use of annual and sick leave in accordance with University policy. Unacceptable Superior 1 2 3 4 5 Comments: 7. Punctuality – Consider work arrival and departure in accordance with departmental and University policy. Unacceptable Superior 1 2 3 4 5 Comments: Supervisory factors 1. Leadership – Consider how well the employee demonstrates effective supervisory abilities; gains respect and cooperation; inspires and motivates subordinates; directs work group toward common goal. Unacceptable Superior 1 2 3 4 5 Comments: 2. Delegation – How well does the employee demonstrate the ability to direct others in accomplishing work; effectively select and motivate staff; define assignments; oversee the work of subordinates? Unacceptable Superior 1 2 3 4 5 Comments: 3. Planning and Organizing – Consider how well the employee plans and organizes work; coordinates with others, and establishes appropriate priorities; anticipates future needs; carries out assignments effectively. Unacceptable Superior 1 2 3 4 5 Comments: 4. Administration – How well does the employee perform day-to-day administrative tasks; manage time; administer policies and implement procedures; maintain appropriate contact with supervisor and utilize funds, staff or equipment? Unacceptable Superior 1 2 3 4 5 Comments: 5. Personnel Management – Consider how well the employee serves as a role model; provides guidance and opportunities to their staff for their development and advancement; resolves work-related employee problems; assists subordinates in accomplishing their work-related objectives. Does the employee communicate well with subordinates in a clear, concise, accurate, and timely manner and make useful suggestions? Unacceptable Superior 1 2 3 4 5 Comments: Appendix A: 1. Supervisor’s Interview 2. Observations 1. Supervisor’s Interview Questions 1. What is your job Title? A. Ft Polk and the Joint Readiness Training Center’s Supervisory Range Specialist 2. How long have you worked at your current position? A. Mr. Oswald has worked for the Department of Plans, Training, Mobilization, and Security (DPTMS) since 1981, 25 years to include 2 years in Panama during Operation Urgent Fury. 3. What is the current depth of the Range Controllers here at the Ft Polk, La DPTMS? A. Currently there are 5 Range Controllers and their tenure range from 3 years to 19 years. 4. Do you have a large turnover? A. No, mostly the turn is caused by retirement or promotion, which neither one happens often. 5. What are the KSAO’s required for this position? A. Knowledge: Must be knowledgeable of Ft Polk and Peason training areas to include the IUA, LUA and the SLUA. The incumbents must have military knowledge of maps and navigation, weapons systems and their capabilities to include Artillery, mortars, rotary and fixed wing aircraft and small arms. They must have radio knowledge (Military FM, UHF, and VHF) and civilian Base station communications to include knowledge of military jargon. The incumbent must have the following skill sets: Map reading, military weapons, incumbents must be able to work independently with little to no supervision; they also must have scenario and Safety Danger Zone knowledge and skills to be able to write and check scenarios and SDZ’s. They must have the skills to operate military and civilian radios, limited computer skills are although incumbent must have a working knowledge of Microsoft office and word. Incumbents must possess customer service skills and be able to multi task. Incumbents must possess the ability to flight follow and direct aircraft in normal and emergency situations. They must possess the ability and knowledge of the understanding of Air Traffic Controlling (ATC). 6. What is the education level required for this job? A. High School Diploma 7. Is military experience a requirement? A. Yes, military knowledge is required and preferably the incumbent should have a background in combat arms. 8. Is this job shift work A. Yes, there are 5 different shifts and the incumbent must be able to work all shifts. M-F 0800-1600, Thur-Mon 0800-1600, M-F 0001-0800, Fri-Tues 1600-2400, Sun-Mon 0001-0800 Tues 0800-1600 Wed-Thur 1600-2400. 9. Do the incumbent need to be able to work in stressful positions? A. Yes, this position has about a 60 % stress rate; individuals are responsible for the safety of all civilians and soldiers that are occupied and or training within the training areas. All medical evacuations and emergencies, weather emergencies or un-forecasted emergencies are handled through this office. This position is equivalent to that of an Emergency Operations center (EOC) which handles all emergencies and crisis within the training area. 10. Who is the perfect candidate for this type of position? A. The perfect candidate would be one that possesses military combat arms knowledge. The incumbent should be one that is able to work alone and make critical and life saving decisions. They should be able to multi task i.e. answer phones, handle walk in clients, talk on 5 different radios and manage an emergency situation all at the same time. 2. Observation The current Range Controller’s were observed performing their duties on a regular eight hour shift. During the employees shift the controller performed a multitude of tasks. The break down is as follows: answering 2 separate phone lines and 2 hot lines on an average of 100 times per line, communicated thru 5 different radio nets on an average of 300 times, referred to 3 topographical maps on an average of 250 times within the 8 hour shift, provided customer service for approximately 100 soldiers and contractors, maintained a web based Range Facility Management Support System inputting approximately 500 entries in. During the controller’s shift the following KSAO’s were applied and needed: the ability to read and plot locations using a topographical map. The skill set to operate and communicate with military radios using military jargon. Understanding Live Fire scenarios and Safety Danger Zones (SDZ’s), this process will ensure a safe training environment. Knowledge of the Ft. Polk and JRTC AOI’s to include Peason, Intensive Use Area (IUA), Limited Use Area (LUA) and the Special Limited use Area (SLUA). The daily duties are broken down IAW the following scale: Operates three (3) radio operation nets used to control ranges, provide instruction to range personnel and provide aircraft advisory information. Monitors five (5) radio nets used to cross-patch and pass information for MEDIVAC, request for assistance by Law Enforcement Command, fire fighting in training areas, and calls for EOD assistance and instructions. Use proper radio procedures to pass on information, provide instructions, relay transmission, and provide information on flight routes, issuing opening and clearances for live fire exercises and controlling personnel advancing down range. 25% Operates a 30 drop telephone cord type manual switchboard receiving and placing local and routine calls in the control of firing on the ranges and calls in standard procedure for station-to-station calls over local and commercial circuits where the operator relays information furnished by the caller. Answer incoming calls from ranges requesting clearance to fire and makes required entries on log forms. Controllers coordinate with responsible personnel in other units to insure the timely accomplishment of maintenance and/or repair of equipment for daily operation. 25% Controls Army aircraft flights around Fort Polk Reservation, advising pilots of hot spots best route etc Acts as air traffic controller and Fire Direction Center Operations to allow air craft and artillery to use impact areas jointly. Controllers approve entry into Peason Ridge for EAFB flights they also, coordinate Joint Army / Air Force Training (JAAT) exercises between high performance aircraft and ATK helicopters, clearing them into areas in working relation with forward Air Controllers and Fort Polk Army Airfield. 15% From information provided by Division and Non-Division units on range, terrain and facilities requirements maintains daily range and terrain activity maps indicating ranges, terrain and facilities being used, firing safety limits, and firing points. Prepares hunting and fishing maps to show open areas, closed areas, timber harvesting activities, etc. 5% Controllers provide information on available ranges and training areas when conflicts in schedule arise they also take units requirements into consideration and type of exercise to be conducted weapons fired, safety requirements, utilization of adjacent terrain, range and impact areas and answers inquiries pertaining to scheduling and control of ranges, terrain and facilities; is responsible for 3rd level safety check on all range schedules. 5% --Briefs Recon Team and gives Safety Briefings to Officers and Senior NCOs, preparing them to operate ranges safely. Updates and maintains range safety files of trained safety officers and NCOs. Personally authenticates Range Safety Officer/NCO has valid safety card prior to signing for range. 5% Coordinates the restriction and release of installation airspace with Fort Polk Army Airfield and advises military aircraft entering closed or restricted airspace on flight patterns available for use. 5% --Prepares range, terrain and airspace utilization reports and safety data cards for artillery firing points at Fort Polk and Peason Ridge. 5% Controls MEDIVAC situations from start to finish to include receiving calls; notifying MEDVAC operations; closing ranges in path of direct flight; monitoring flight communications both directions; notifying all concerned activities; reopening ranges and obtaining information from units on accident or incident. 5% --Coordinates reports of fires, accident, EOD requirements and other emergencies with appropriate activities. 3% Controllers coordinate emergency/after duty hour work orders between Range Inspections and Range Warehouse. 2% Read More