An AgentBased Electronic Military Labor Market

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An Agent-Based Electronic Military Labor Market

• Bill Gates
• Mark Nissen
• Graduate School of Business and Public Policy
• Naval Postgraduate School

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Designing Agent-Based Electronic Employment
Markets

• Objective
• Analyze the technological and operational
  feasibility of establishing a web-based market
  using intelligent agents to match naval enlisted
  personnel to specific navy billets.

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Market-Based Labor Markets
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Hierarchical Labor Market
Command Allocation
Sailor Placement Assignment
ID rqmts
ID eligibles
Allocate labor
Prioritize requirements
Advertise/list jobs
ID preferences
Match sailors
Negotiate
Agree/consent
Issue orders
Report for duty
Use sailor
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Personnel Mall

• Multi-Agent System-matching people jobs
• Adapted from supply chain domain
• Shopping mall metaphor
• Intelligent agents represents people/jobs
• Market dis/re-intermediation
• Speed efficiency preferences info overload
• Lacks key properties (2-sides match clearing)

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Personnel Mall Screenshot
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2-Sided Matching

• Game Theory
• Medical residency sororities
• Match explicit ranked preferences
• Match stability - 2-sided

Proposed match Person A Person B Job X
Job Y
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Experimental Design

• Internal labor market
• 10 sailors 12 billets (first-come-first-served
  batch)
• Randomly drawn from pool of 2000
• Subjects
• Students professionals
• 5 characteristics of job seekers
• 5 characteristics of jobs
• Compare performance
• Humans/algorithm/optimization

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Results Sailors Rank
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Matching Results - Rank
Significant at 99
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Simulation Design

• Internal labor market
• 10 sailors 12 billets (first-come-first-served
  batch)
• Randomly drawn from pool of 2000
• Analyze matching performance
• Batch size
• Base case 45 sailors/60 billets/2 weeks
• Preference List Length
• Base case 5

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Simulation Results

• Quality of matches increases with batch size
• Percent of sailors matched decreases with batch
  size (given preference list length)
• Percent of sailors matched increases with
  preference list length (given batch size)

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Matching/Optimization (Sailor)
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Matching/Optimization
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Sailor Command Preferences

• What are the top sailor and command preferences
  influencing the enlisted distribution process in
  the Aviation Support Equipment Technician (AS)
  community
• Interview AS community manager and AS detailer
• Conduct focus groups with AS Sailors
• Conduct preference questionnaire with AS sailors
  and command manpower officers

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AS Sailor Preferences
80
80
64
60
60
43
39
40
31
30
24
20
20
10
0
Family Life
Location
Job
Training and
Incentive
Attributes
Attributes
Attributes
Education
Attributes
Attributes
Important-Chiefs
Important-E6 and Below
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AS Sailor Preferences
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AS Command Preferences
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AS Command Communication
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Redesign Methodology

• NERISSA - Navy Enlisted Resource Integrated
  System for Smart Assignments
• Targets key processes and support systems
  keeping many current structures

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Six Step Distribution Process
3) Sailors view scores and state preferences
through CCC
2) Commands screen sailors for eligibility
score for job-fit
1) Allocation
4) Assign sailors to billets using 2-sided
matching
5) Manage exceptions
6) Audit and write orders
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Future Research

• Chiefs Detailing Demo-Sept. 02
• Further mall/algorithm integration
• Credits quasi-pricing
• Job priorities market clearing
• Further experimentation/simulation
• Live people jobs
• Full-scale experiments/simulations
• Examine gaming behaviors
• SCM industrial strength implementation

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Two-sided Matching Example
6
6
2
6
6
3
3
8
4
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Experimental Design
Sailor/Billet Characteristics Sailors
Billets Pay grade (3) Pay grade (3) NEC
(4) NEC (4) Performance rating (4)
Promotion prospects (5) Preferred location (4)
Job location (4) Personal emphasis Employer
emphasis (promotion/location)
(performance/training)
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Sailor Characteristics
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Billet Characteristics
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Sailor/Command Preferences
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Results Commands Rank
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Combined Sailor/Billet Rank
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Simulation Design
Sailor/Billet Characteristics Sailors
Billets Pay grade (3) Pay grade (3) NEC
(4) NEC (4) Performance rating (4)
Promotion prospects (5) Preferred location (4)
Job location (4) Personal emphasis Employer
emphasis (promotion/location)
(performance/training)
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Sailor Characteristics
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Billet Characteristics
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Sailor/Command Preferences
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Satisfaction Vs Batch Size
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Matches Vs Batch Size
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Matches Vs Preference Lists
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Sailor Optimization
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Command Optimization
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Optimized Sum
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Family Life Attributes-Top 3 of 11
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Location Attributes-Top 3 of 10
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Job Attributes-Top 3 of 10
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Training and Education Attributes-Top 1 of 3
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Incentive Attributes-Top 1 of 3
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Enabling Technologies

• Algorithms
• 2-sided matching
• Optimization
• Information Technology
• Intelligent Software Agents
• Expert Knowledge based systems
• Navy Marine Corps Intranet
• Existing legacy systems (JASS EDPROJ EPRES)
• Technology - Tried and Tested

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Screen Score Sailors
Screen sailors on Must Have Attributes
Score eligible Sailors on Should Have Attributes
Rank sailors based on Scores
SaBiSS
NERISSA MODULE
Sailor and Billet Scoring System
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Sailors List Preferences
Sailors view their billet eligibility and ranking
in JASS
Make appointment to see CCC
See CCC
Enter Preference list into JASS
Maintain Human Touch
CKBS
Career Knowledge Based System
NERISSA MODULES
JASS
Job Advertising and Selection System
CCC - Command Career Counselor
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Manage Exceptions
AFTER 3 CYCLES
Unmatched sailors and billets
Match unmatched sailors to billets using
Optimization
Last resort/ exceptions Manual matching
NERISSA MODULE
SaBMaM
Sailor and Billet Matching Module
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Audit and Write Orders
Orders Written and Sailors informed
Summary report complied
EPMAC Audits Assignments
NERISSA MODULE
ACOM
Assignment Control Module
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Handling Exceptions

• Tied Movers
• Exceptional Family Member Program
• Sailors who do not state their preferences
• Sailor Priority Programs
• GUARDS III
• TWILIGHT
• SWAPS

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Completed Theses

• Short Melissa M. Lt. USN Analysis of the
  Current Navy Enlisted Detailing Process December
  2000.
• Schlegel Richard J. LCDR USN An Activity
  Based Costing Analysis of the Navys Enlisted
  Detailing Process December 2000.
• Wasmund Todd R. Captain U.S. Army Analysis Of
  The U.S. Army Assignment ProcessImproving
  Effectiveness And Efficiency June 2001.
• Hill Kim D. LCDR USN An Organizational
  Analysis Of The United States Air Force Personnel
  Center (AFPC) Airman Assignment Management System
  (AMS) March 2001.
• Robards Paul A. Captain Australian Regular
  Army Applying Two-Sided Matching Processes To
  The United States Navy Enlisted Assignment
  Process March 2001.
• Tan Suan Jow Major Republic of Singapore Navy
  and Major Che Meng Yeong Republic of Singapore
  Air Force Designing Economics Experiments To
  Demonstrate The Advantages Of An Electronic
  Employment Market In A Large Military
  Organization March 2001.
• Ng Hock Sing Major Singapore Armed Forces and
  Major Cheow Guan Soh Singapore Armed Forces
  Agent-Based Simulation System A Demonstration
  Of The Advantages Of An Electronic Employment
  Market In A Large Military Organization March
  2001.

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Theses in Progress

• LT Virginia Butler NC USN and LCDR Valerie
  Molina NC USN Command and Sailor Preferences
  in a Two-Sided Matching Distribution Process.
• Major Gerard Koh Army Singapore A Redesign of
  the Navys Enlisted Personnel Distribution
  Process.