-R123 662 DENTAL ASSISINT SPECIALTY AFS 98iX8U) AIR FORCE

/OCCUPATIONAL MEASUREMENT CENTER RANDOLPH RFB TX DEC 82

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UNITED STATES AIR FORCE

DENTAL ASSISTANT SPECIALTY

AFPT 90-981-465• ,

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DECEMBER 1982... . ,9 'x

~OCCUPATIONAL ANALYSIS PROGRAMCZD USAF OCCUPATIONAL MEASUREMENT CENTER

c.Z AIR TRAINING COMMANDRANDOLPH AF, TEXAS 78150_ APPROVED FOR PUBLIC RELEASE; DISTRIBUTION UNLIMITEDi_ RADOP AFTXA 85

APPROED FR PULIC ELEAE; DSTRIUTIO UNLMITE

DISTRIBUTION FOR

AFSC 981X0 OSR AND SUPPORTING DOCUMENTS

JOB ANL TNGOSR INV EXT EXT

AFHRL/LRT 1 1 lm Im/lhAFHRL/MODS 2 6 1m l.AFMEA/MEMD 1 1 lh 1ARMY OCCUPATIONAL SURVEY BRANCH 1 1CCAF/AYX 1 1DEFENSE TECHNICAL INFORMATION CENTER 1 1HQ AAC/DPAT - 3 3 3HQ AFISC/DAP 1 1HQ AFLC/MPCA 3 3 3HQ AFMPC/MPCHS 1 1HQ AFMPC/MPCRPQ 2HQ AFSC/MPAT 3 3 3HQ ATC/DPAE 1 1 1HQ ATC/SGHT 2 1 1HQ MAC/DPAT 3 3 3HQ PACAF/DPAL I 1 1HQ PACAF/DPAT 3 3 3HQ SAC/DPAT 3 3 3HQ SAC/LGMQ (ATCLO) 1 1 1HQ TAC/DPAT 3 3 3HQ TAC/DPLATC 1 1 1HQ USAF/SGD 1 1 1HQ USAF/MPPT 1 I IHQ USAFE/DPAT 3 3 3HQ USAFE/DPATC 1 1 1HQ USMC/TPI 1 1LMDC/AN 1NODAC 1 1SHCS/MSO (SHEPPARD AFB TX - MEDICAL) 6- 2 2 93507 ACS/DPUI 1 1

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TABLE OF CONTENTS

PAGENUMBER

PREFACE ----------------------------------------------------------- iii

SUMMARY OF RESULTS ------------------------------------------------- iv

INTRODUCTION ------------------------------------------------------- I

SURVEY METHODOLOGY ------------------------------------------------- 2

Inventory Development ----------------------------------------- 2

Survey Administration ----------------------------------------- 2

Survey Sample -------------------------------------------------- 2

Task Factor Administration ------------------------------------- 4

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

Specialty Overview --------------------------------------------- 6

Job Descriptions ----------------------------------------------- 7

Summary of Specialty Analysis ---------------------------------- 42

ANALYSIS OF SKILL LEVEL GROUPS ------------------------------------- 44

AFR 39-1 ANALYSIS ------------------------------------------------- 49

ANALYSIS OF EXPERIENCE GROUPS -------------------------------------- 51

ANALYSIS OF MAJCOM GROUPS --------------------------------------- 57

ANALYSIS OF CONUS AND OVERSEAS GROUPS ------------------------------ 60

TRAINING ANALYSIS -------------------------------------------------- 6*-

STS Analysis -2--- 2.

POI Analysis ------------------------------------------------ 68

COMPARISON OF CURRENT SURVEY TO PREVIOUS SURVEY --------------------- 71

IMPLICATIONS ------------------------------------------------------- 75'

APPENDIX A: REPRESENTATIVE TASKS OF MAJOR981X0 JOB GROUPS ---------------------------------- 76

I pi

PREFACE

This report summarizes the findings from a detailed Air Forceoccupational survey of the Dental Assistant specialty (AFS 981X0). TheUSAF Occupational Measurement Center completed this project by authority ofAFR 35-2.

Ms M. Gayle Kadura, Inventory Development Specialist, developed thejob inventory used in the study of AFS 981X0. Mr William Feltner providedcomputer support for the project. Second Lieutenant Anita Springer,Occupational Analyst, analyzed the survey data and wrote this report.Lieutenant Colonel Jimmy L. Mitchell, Chief, Airman Career Ladders AnalysisSection (OMYO), Occupational Analysis Branch, USAF OccupationalMeasurement Center, Randolph AFB TX 78150 reviewed the final report andapproved it for release.

Copies of this report are distributed to Air Staff sections, majorcommands, and other interested personnel (see distribution list). Officialsmay request additional copies by contacting the USAF OccupationalMeasurement Center, Attention: Chief, Occupational Analysis Branch (OMY),Randolph AFB, Texas 78150.

PAUL T. RINGENBACH, Colonel, USAF WALTER E. DRISKILL, Ph.D.Commander Chief, Occupational Analysis BranchUSAF Occupational Measurement USAF Occupational MeasurementCenter Center

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SUMMARY OF RESULTS

I. Survey Coverage: Job inventory booklets were administered worldwideto 981X0 airmen. The sample, which included 59 percent of the totalpersonnel assigned to this specialty, was very representative in terms ofMAJCOM and paygrade distributions.

2. Specialtv Jobs: The 981X0 specialty is a result of three AFSs whichmerged. Although the functions of the three previous ladders are stillpresent, jobs identified in the present study were organized around clinicsections, rather than the previous specialties. Further, individuals whopreviously held the various AFSCs are dispersed across all job groups, ratherthan remaining in their prior type of work. An analysis of the impact of dataautomation equipment on 981X0 jobs revealed that only two small jobs weredevoted to data processing activities. Additionally, about 20 percent of the981X0 personnel were in some way concerned with data automation. Most ofthese people were part of a more senior job group or a job group performingadministrative tasks.

3. Career Ladder Progression: The typical progression from technical tosupervisory jobs was observed in the analysis of both DAFSC and TAFMSgroups.

4. AFR 39-1 Descriptions: The specialty descriptions for the 98170 and98190/00 were inclusive descriptions of the jobs performed. The descriptionof the 3- and 5-skill level airmen did not contain some tasks mentioned in the7-skill description which were also performed by high percentages of 98130and 98150 personnel.

5. Training Analysis :-' With the exception of several code levels in the STSand two criterion objectives in the POI, the survey data generally supporteditems in the STS and POI which were matched to job inventory tasks. Anumber of performance elements in the STS, however, were not matched toany job inventory tasks. Also, a number of non-supervisory job inventorytasks performed by noteworthy percentages of people were not referenced tothe POI and STS.

6. implications: N Based on the survey data, certain areas of the careerladder documents should be reviewed and modified by subject-matterspecialists. Due to the relatively large number of career ladder documentitems that need to be examined, a Utilization and Training Workshop may bewarranted.

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OCCUPATIONAL SURVEY REPORTDENTAL ASSISTANT CAREER LADDER

(AFS 981X0)

INTRODUCTION

This occupational survey was requested by the Chief of TrainingOperations Division at Sheppard AFB TX. The prime objective of this reportis to provide information for an analysis of training requirements. The laststudy of AFS 981X0 was conducted in 1976. Subsequently, three specialties;namely, the 981X0 (Dental Specialist), the 981X1 (Preventive Dentistry), andthe 983X0 (Dental Assistant), have merged to form the 981X0 (DentalAssistant) specialty. The functions performed by personnel in the threedeleted AFSs originally were included under one specialty in the 1950s andearly 1960s. The 981X1 (Preventive Dentistry) career ladder emerged as alateral specialty in 1965. In 1972, the 983X0 AFS (Dental Assistant), anotherlateral career field, was formed.

Since the three specialties were combined into one AFS again in 1979,responsibilities of 981X0 personnel have included (1) performing oral hygienetasks, (2) assisting dental officers in treatment of patients, (3) exposing andprocessing dental X-ray films, (4) performing dental administrative andmateriel tasks, and (5) maintaining dental equipment and facilities.Completion of a 45-day resident training course (Course J3ABR98130) isrequired for award of AFSC 98130. Completion of a 70-day resident technicaltraining course (Course 13AZR98170) is desirable, but not mandatory,' forupgrade to the 7-skill level in the 981X0 career ladder. All the residenttechnical training for the 981X0 specialty is conducted at the School of HealthCare Sciences, Sheppard AFB TX.

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SURVEY METHODOLOGY

Inventory Development

USAF Job Inventory AFPT 90-981-465 was the data collection instrument .

for this occupational survey. The job inventory from the previous survey ofthe 981X0 specialty served as a starting point for development of the newinventory. A review of current career ladder directives and publications, aswell as interviews with functional managers, training personnel, and indi-viduals assigned to various operational facilities (Lackland AFB, RandolphAFB, and Barksdale AFB), led to an updating, refinement, and validation ofthe task and equipment lists included in the previous inventory. The finalinventory contained a comprehensive listing of 338 tasks organized under 10duty headings. Also included was an extensive background section thatasked for such information as:

job titlejob functions to which assignedwork schedulefacility to which assignedequipment used in present assignmentcourse workjob attitudes

Survey Administration

job inventory booklets were administered through Consolidated BasePersonnel Offices (CBPOs) at operational locations worldwide. The CBPOswere responsible for administering the inventory to selected 981X0 personneland then returning the booklets to USAFOMC. The airmen who participatedin the survey were selected from a computer-generated mailing list obtainedfrom the Air Force Human Resources Laboratory (AFHRL).

Each individual who completed a job inventory first answered a series ofbiographical and background questions. The respondent then checked thosetasks listed in the inventory booklet which he or she performed, annotatedany additional tasks performed, and rated each task checked on a nine-point

4 scale showing relative time spent on the task as compared to all other taskschecked. The ratings ranged from one (very small amount of time spent)through nine (very large amount of time spent).

Survey Sample

Personnel were selected to participate in this survey to ensure anaccurate representation of the total 981X0 population. The final surveysample included 1,597 respondents or 59 percent of the airmen holding DAFSC981X0 as of April 1982. Tables 1 and 2 show that the sample was representa-tive of MAJCOM and paygrade groups. Table 3 reflects the distribution of

* the survey sample across TAFMS groups. Fifty-six percent of the sample arefirst-enlistment personnel which suggests a relatively junior population.

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TABLE 1

COMMAND DISTRIBUTION OF SURVEY SAMPLE

PERCENT OF PERCENT OFCOMMAND ASSIGNED * SAMPLED

SAC 19 20TAC 16 18ATC 13 15MAC 12 11USAFE 13 11AFSC 9 9PACAF 6 5AFLC 4 5AAC 3 4USAFA 1 1OTHER 4 1

TOTAL 100% 100%

TOTAL 981X0 ASSIGNED - 2,683

TOTAL 981X0 SAMPLED - 1,597PERCENT SAMPLED - 59%

*AS OF APRIL 82

TABLE 2

PAYGRADE DISTRIBUTION OF SURVEY SAMPLE

%

PERCENT OF PERCENT OFPAYGRADE ASSIGNED * SAMPLE

AIRMAN 38 34E-4 27 30E-5 20 21E-6' 8 9E-7 5 4E-8 1 1E-9 1 1

TOTAL 100% 100%

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TABLE 3

TAFNS DISTRIBUTION OF SURVEY SAMPLE

MONTHS IN SERVICE

1-48 49-96 97+ TOTAL

NUMBER IN AFS 981X0 SAMPLE 896 302 399 1597PERCENT IN AFS 981X0 SAMPLE 56% 19% 25% 100%

Task Factor Administration

In addition to the inventory booklets, selected senior 981X0 personnelcompleted a second booklet for either training emphasis (TE) or task difficulty(TD). This rating information, which is processed separately from the jobinventory, aids in a number of different analyses discussed in more detailwithin this report. Table 4 shows the distribution of the TE and TD ratersby major command and illustrates the representativeness of both samples.

Task Difficulty. Each individual completing a task difficulty booklet rated alltheUtasks oi, a nine-point scale (from extremely low to extremely high) as tothe relative difficulty of each task in the inventory. Difficulty is defined asthe length of time required for the average job incumbent to learn to do thetask. Fifty-four 981X0 NCOs provided TD data. The interrater reliability(as assessed through components of variance of standardized group means)was .97, indicating extremely high agreement among the TD raters. Ratingswere adjusted so tasks of average difficulty have ratings of 5.00.

Job Difficulty Index (JDI). In addition to a task difficulty rating for indi-vidual tasks, TD data permits the calculation of a Job Difficulty Index (JDI)for groups identified in the survey analysis. The JDI provides a relativemeasure of which jobs, when compared to other jobs identified, are more orless difficult. Variables used to compute the JDI include the number of tasksperformed and the average difficulty per unit time spent. The index rangesfrom one for very easy jobs to 25 for very difficult jobs. Indices wereadjusted so the average job difficulty index is 13.00.

Training Emphasis. Each individual completing a training emphasis bookletrated tasks on a ten-point scale (from no training required to extremelyheavy training required). Training emphasis is a rating of which tasksrequire structured training for first-term personnel. Structured training isdefined as training provided at resident technical schools, field trainingdetachments (FTD), mobile training teams (MTT), formal OJT, or any otherorganized training method. Eighty-two 981X0 NCOs provided TE data. Aswas the case with the TD raters, the interrater reliability for the TE ratings(.98) was very high. The average training emphasis rating was 3.00.

When used in conjunction with other factors, such as percent membersperforming, the task difficulty and training emphasis ratings can provide aninsight into training requirements. It is necessary, however, to first developa perspective of the variety of jobs performed in the specialty.

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TABLE 4

COMMAND REPRESENTATION OF TASK DIFFICULTY RATERS

PERCENT OF PERCENT OFCOMMAND ASSIGNED SAMPLE

AAC 3 2USAFA 1 2 FUSAFE 13 7AFLC 5 7AFSC 9 11ATC 13 16MAC 13 11PACAF 9 7SAC 18 19TAC 16 18

TOTAL 100% 100%

COMMAND REPRESENTATION OF TRAINING EMPHASIS RATERS

PERCENT OF PERCENT OFCOMMAND ASSIGNED SAMPLE

AAC 3 4USAFA 1 1USAFE 13 11AFLC 5 5AFSC 9 6ATC 13 15MAC 13 12PACAF 9 6SAC 18 21TAC 16 19 P

TOTAL 100%100%

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SPECIALTY JOBS(Career Ladder Structure)

The diversity of jobs within a career ladder can greatly impact on theAir Force personnel classification policy, technical training, and on-the-jobtraining (OJT). As a result, this report begins with a detailed description ofthe types of jobs within the 981X0 specialty and how these jobs relate to oneanother.

A job is defined as the group of tasks an individual performs. A jobtvpe is a group of individuals who perform many of the same tasks and spendsimilar amounts of time performing them. Job types having a substantialdegree of similarity are grouped and labeled as clusters. An independent jobjype is a job type too dissimilar to be grouped within a cluster.

Specialty Overview

Based on the similarity of tasks performed and the relative amoi oftime spent on each task, five job clusters were identified; namelyDENTISTS' ASSISTANTS, RADIOGRAPHIC PERSONNEL, RECEPTION-REC .3PERSONNEL, SUPPLY ADMINISTRATORS, AND MANAGERS. Within eacn ofthese clusters were two or more job types based on some degree ofspecialization. Also identified were nine independent job types (IJT) whichdid not fall within any of the clusters.

The job groups found within the 981X0 survey sample are listed below,along with the number of people forming each group and a GRP identificationnumber used in cross-referencing to computer printouts provided to selectedusers. Figure 1 illustrates the relationship between the groups.

I. DENTISTS' ASSISTANTS (GRP102, N=695)

A. Multiple-Function Assistants (GRP428, N=243)B. Operative Assistants (GRP285, N=214)C. Oral Surgery Assistants (GRP283, N=66)D. Periodontic Assistants (GRP588, N=37)E. Prosthodontic Assistants (GRP453, N=35)F. Preventive Dentistry-Operative Assistants (GRP486, N=15)G. Orthodontic Assistants (GRP477, N=5)H. Junior Dentists' Assistants (GRP201, N=7)I. Senior Dentists' Assistants (GRP289, N=5)

II. EXAM ROOM ASSISTANTS (GRP083, N=19)*

II1. ORAL HYGIENISTS (GRP082, N=187)*

IV. DENTAL TECHNICIAN-SUPERVISORS (GRP090, N=100)*

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V. RADIOGRAPHIC PERSONNEL (GRP031, N=103)

A. X-ray Personnel (GRPI41, N=79)B. Junior X-ray Personnel (GRP053, N=11)C. X-ray NCOICs (GRP072, N=9)

VI. RECEPTION-RECORDS PERSONNEL (GRPll4, N=132)

A. Receptionist-Record Keepers (GRPl21, N=83)B. Reception-Records NCOICs (GRP144, N=49)

VII. RECEPTIONIST-DENTISTS' ASSISTANTS (GRP081, N=l1)*

VIII. CLERKS (GRP080, N=12)*

IX. AUTOMATED DATA INPUT PERSONNEL (GRP099, N=7)*

X. DATA PROCESSING PERSONNEL (GRP093, N=7)*

XI. MAINTENANCE PERSONNEL (GRPl06, N=6)*

XII. SUPPLY ADMINISTRATORS (GRP092, N=61)

A. Senior Supply Administrators (GRP203, N=35)B. Junior Supply Administrators (GRPl62, N=20)

XIII. MANAGERS (GRP056, N=157)

A. Supervisors (GRP112, N=115)B. Administrators (GRPI23, N=27)C. OJT NCOICs (GRP095, N=8)

XIV. RESIDENT TECHNICAL TRAINING INSTRUCTORS (GRP044, N=18)*

*INDEPENDENT JOB TYPE (IJT)

Respondents forming these clusters and independent job types accountedfor 94 percent of the total survey sample. The remaining six percent of thesample consisted of individuals who did not group into any of the categoriesoutlined above.

Job Descriptions

The following paragraphs describe the job groups mentioned above interms of tasks performed and background characteristics. Subsequently, thegroups will be compared with one another to show how they vary.

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4 BSUPERVISORS

JUNIR PL USATO RS

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SUPPLY JUN101 SUPPLY ADM6INISTRATO3RS

A BIOSPPYADIISTRATORS GP0.13)

RECEPTION-RCORDS K(cIC(GRP14

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L~EPTION-4 ONOS (GR1121. N-83)

INPUT PERSOINEL

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DATA PROCESSING4 PRRSONKEL

(612106, M-6)

RESIDENT TECHNICAI. TRAININGINSTRUCTORS (GRPO'.4, 1-16)

4JUNIOR X-RAY PERSONNEL

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I-RAY SCOICS

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(CM31, 3-103) (011.,1-79)

El- ZAN 8R0OM ASSISTANTS

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Lo RECEPTIONIST-OENTISTS' ASSISTANTS

L r-1DMIAL TECHNICIAJI-SUPERVISORSt (082090. N-100)

ORAL HYGIENISTS(682082, V.-18?)

JUNIOR DENTISIS' ASSISTANTS(GRP2OI. N:7)

4- ORTHODON4TIC ASSI STANTS(GRP477, N-5)

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SENIOR DENTISTS' ASSISTANTS(G82289, N-5)

PIIOO11TIC ASSISTANTS(612588, &.37)

PREVENTIVE DENTISTRY-OPERATIVE

f o ASSISTANTS (CRP'V6. 1-IS)

PROSTNOIIONTIC)ASSISTANTS(CR153 , v-.35)

)QILTtPL9-PUNCTIO1 ASSISTANTS(CRI.428. V.-243)

OPERATIVE ASSISTANTS(01285, N4214)

I. DENTISTS' ASSISTANTS CLUSTER (GRP102, N=695). The Dentists'Assistants cluster accounted for a greater proportion of the survey sample(44 percent) than any other functional group identified in this study. Thework performed by members of this clustc was most typical of the 981X0apprentice or journeyman. Nearly all the individuals in the group were 3-and 5-skill level personnel; more than four-fifths were in their firstenlistment (see Table 5A).

Nine different job types, most of which corresponded to specific kinds ofdentistry, comprised the Dentists' Assistants cluster. Members of all thesejob types performed many of the same basic functions. Their assistance tothe dentist involved preparing materials and instruments to be used intreating the patient, performing patient pre-treatment procedures, andassisting the dentist during treatment. They were also responsible for thecleaning and upkeep of equipment, instruments, and the treatment area. (seeTable 6A, Duties F, G, and H.) The following tasks illustrate the jobperformed by personnel in this cluster:

Receive and dismiss patientsAdjust chairs, seat patients, and position equipmentTake and record blood pressurePrepare patients for treatmentSelect and arrange dental instruments, materials,medicines, or equipmentPrepare record of dental attendance formsusing AF Form 644Check dental equipment for cleanliness or operatingcondition

Perform four-handed dentistry techniquesPass instruments or materialsRetract patients' cheeks, lips, or oral tissueClean and disinfect dental equipment and instrumentsFlush oral evacuator systemsLubricate dental equipment and appliances

These tasks are characteristic of the job of all members of this cluster. Inaddition to these tasks, however, most members of the Dentists' Assistants

* cluster also performed tasks specific to the individual job they performed.The following paragraphs complete the picture of the job types within thiscluster by discussing the various job types in detail.

A. Multiple-Function Assistants (GRP428, N=243). Over one-thirdof the individuals in the Dentists' Assistants cluster performed a very broadjob which we titled the Multiple-Function Assistants job type. They did notspecialize in any one specific kind of dentistry, but performed dentalassisting tasks for a variety of treatment types. Multiple-Function Assistantstended to be located in smaller dental facilities or be more junior workers inlarger clinics. Members of this job type performed more tasks (an average of86) than any other group within the Dentists' Assistants cluster (see Table

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5A). In addition to the common cluster tasks, at least half of theMultiple-Function Assistants also performed the following example tasks, whichdemonstrate the wide scope of responsibilities encompassed within the job ofthese group members:

Sharpen restorative instrumentsMix root canal fillings, cements, or materialsMix pulp capping or pulp insulating materialsMix zinc oxide and eugenol pastesShield patients from radiationIrrigate root canalsWear and maintain film badgesTake dental impressionsMix acrylicsMix impression pastesCut or remove suturesMix surgical packs or periodontal dressingsDon or doff surgical caps, gowns, gloves, shoes, orcovers

Disassemble or assemble prophylaxis hand piecesPolish teeth

B. Operative Assistants (GRP285, N=214). The OperativeAssistants job type accounted1fornearly one-third of the survey respondentsin the Dentists' Assistants cluster. Most of this group's members assisteddentists in the restoration of decayed or fractured teeth. A small group ofpersonnel who assisted with root canal treatments was also found among theOperative Assistants. Individuals belonging to the Operative Assistantsgroup, in common with the Multiple-Function Assistants, tended to be morejunior than the majority of this cluster (see Table 5A). Tasks bestcharacterizing the Operative Assistants, based on amount of time spentperforming compared to other job types within the cluster, included:

Mix silver alloysPrepare matricesMix temporary filling materialsMix composite resinsMix pulp capping or pulp insulating materials

Though members of several other Dentists' Assistants job types performedsome of these tasks, the Operative Assistants devoted more of their job timeto restorative dentistry tasks such as these than any other group identified.

C. Oral Surgery Assistants (GRP283, N=66). Most of this groupspecialized in 'assting in surgery although a few were assisting with theother treatments of gum disorders. A couple of equipment items used almostexclusively by members of this group were the Stryker or Hall Units (oral)

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and oral surgery mallots. Based on time spent performing relative to theother job types, tasks which best typified the Oral Surgery Assistantsincluded:

Assist with intravenous (IV) sedationsDon or doff surgical caps, gowns, gloves, shoes,or covers

Take and record vital signs other than blood pressureAssist in emergency procedures, such as managingsyncope or providing oxygen to patient

Perform surgical evacuation of fluids from oralcavity

D. Periodontic Assistants (GRP588, N=37). Most of the airmen in rthe Periodontic Assistants job group aided dentists in the treatment of gummaladies. The Periodontic Assistants, unlike the members of job typesdiscussed so far, spent a noteworthy amount of their time performingpreventive dentistry functions, such as removing calculus and plaque fromteeth, polishing teeth, and advising patients on nutrition and diet (see Table6A). Additional tasks distinguishing this group from other job types withinthe cluster included:

Mix surgical packs or periodontal dressingsPrepare periodontal scoring chartsSharpen periodontal knivesInsert or remove periodontal dressingsSharpen periodontal scaling instruments otherthan knives

Monitor patients' progress following treatment

High job satisfaction was another characteristic of the PeriodonticAssistants. Of all the members of the Dentists' Assistants cluster, the airmenwho fell within this group expressed the greatest contentment with their job(see Table 7A.)

E. Prosthodontic Assistants (GRP453, N=35). The ProsthodonticAssistants, who worked mainly with the replacement of teeth, could be readilyidentified by several tasks and pieces of equipment associated with this typeof dentistry. These equipment items included:

Compound heatersDental hard pieces, low speed, beltDental model trimmersDental vibratorsSand blastersShell blasters

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Tasks performed almost exclusively by Prosthodontic Assistants included:

Mix tray acrylics for prosthetic proceduresMake entries on dental laboratory prescriptionand consultation request forms (AF Form 994)Cement crowns, inlays, or bridgesTrim dental castsMix dental stone or plasterMix acrylicsRemove excess cement from crowns, inlays, or fixedpartial dentures

As can be discerned from some of the tasks and equipment mentioned above,many Prosthodontic Assistants were sometimes involved in work normallyperformed by Dental Laboratory personnel (AFSC 982X0).

F. Preventive Dentistry - Operative Assistants (GRP486, N=15).The Preventive Dentistry - Operative Assistants spent almost as much of theirtime performing preventive dentistry functions as dental assisting tasks (seeTable 6A, Duties H & I). Members of this job type performed the mostdifficult job (JDI=16) and second highest number of tasks of any group in theDentists' Assistants cluster (see Table 5A). Examples of responsibilitiesaccounting for the extra tasks performed were:

Screen patients' mouthsRemove subgingival calculus, stains, or plaquefrom teeth

Evaluate patients' oral hygiene techniquesRemove supragingival calculus, stains, or plaquefrom teeth

Polish teethDisassemble or assemble prophylaxis hand pieces

Although two other Dentists' Assistants groups performed oral hygiene taskssuch as these, the Preventive Dentistry - Operative Assistants spent a higher

4 percentage of their relative job time on preventive dentistry.

G. Orthodontic Assistants (GRP477, N=5). The OrthodonticAssistants, who assisted withT straightening malaligned teeth, formed the onlygroup within the entire 981X0 career ladder in which a high proportion (60percent) of members were assigned overseas (see Table 5A). Furthermore,

4 all the Orthodontic Assistants were found in large hospitals or medicalcenters. Functionally, the Orthodontic Assistants shared a major portion ofthe job performed by the Periodontic Assistants and PreventiveDentistry - Operative Assistants, who also spent a noteworthy amount of timeon oral hygiene activities (see Table 6A, Duty I). In addition, they seemedto be responsible for some administrative work not normally performed by a

4 Dentists' Assistant. Distinguishing tasks performed included:

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Maintain dental health record filesType dental patients' recordsPrepare dental records for patients' transferTake dental impressionsAdvise patients on home care of teeth or prosthesesPolish teethRemove subgingival calculus, stains, or plaque fromteeth

Members of this group appeared very satisfied with their job in the AirForce, as 100 percent intended to reenlist.

H. Junior Dentists' Assistants (GRP201, N=7). Members of theJunior Dentists' Assistants job type performed the-smallest average number oftasks (43) and held the least difficult job (JDI=9). The group had thehighest proportion of 3-skill level personnel of all job types within thecluster; they were also the most junior group. Members of this job type didnot perform tasks specific to an individual type of dentistry (see Table 5A).In fact, the Junior Dentists' Assistants did not share three of the tasksfound to be typical of the Dentists' Assistants cluster. These tasks uniquelynot performed included:

Prepare patients for treatmentSelect and arrange dental instruments, materials,medicines, or equipment

Retract patients' cheeks, lips, or oral tissue

The remaining tasks noted in the cluster description occupied approximatelyone-third of the junior Dentists' Assistants job time. The remainder of thejob time of each airman in this group was spent on a variety of supporttasks.

I. Senior Dentists' Assistants (GRP289, N=5). The SeniorDentists' Assistants were characterized by the supervisory nature of theirjob. More of their relative job time (40 percent) was spent performingsupervisory and administrative tasks, while they still tended to perform thefull spectrum of technical tasks that represent the core of the overall cluster(see Table 6A, Duties A, B, C and D). All members of this small job type offive indicated their job utilized their training fairly well or better, but themajority felt their talents were underutilized. Significantly, 80 percent

* planned to reenlist. Tasks that best distinguish this group from the otherjob types within the cluster included:

Prepare APRsMaintain job proficiency guides (JPG)

* Supervise Dental Assistant Specialists (AFSC 98150)

U 13

Verify CDC completionsEvaluate individuals for promotion, demotion, orreclassification

Evalute OJT trainees

II. EXAM ROOM ASSISTANTS (GRP083, N=19). The Exam RoomAssistants perormea- job much narrower in scope (33 tasks on the average)than that of the Dentists' Assistants. Rather than aiding dentists in thetreatment of patients, these individuals assisted with dental examinations andconsultations. They prepared and updated records as the dentist conductedan examination and then completed any other necessary forms following thepatient's examination. They also cleaned and maintained equipment,instruments, and the examination area (Table 6A, Duties E, F, and G).Examples of tasks representative of the Exam Room Assistants independent jobtype were:

Receive or dismiss patientsMake entries on dental health record forms, suchas SF Form 603 or 603A series

Prepare medical record-consultation sheet forms(SF Form 513)

Make entries on medical/dental appointment forms(AF Form 490)

Prepare record of dental attendance forms(using AF Form 644)

Clean and disinfect equipment and instrumentsCheck dental equipment for cleanliness oroperating conditions

Lubricate hand pieces

The Exam Room Assistants were, on the average, more senior than allthe Dentists' Assistants groups with the exception of the Senior Dentists'Assistants (see Table 5A).

Ill. ORAL HYGIENISTS (GRP082, N=187). The Oral Hygienists jobgroup represented 12 percent of the total 981X0 sample. Members of thisindependent job type tended to be relatively senior. Yet, like the personnelin the groups already discussed, relatively few of these individuals had a7-skill level (see Table 5B). The Oral Hygienist's job revolved primarilyaround preventive dentistry functions. Members of this group performedpatient pre-treatment procedures, cleaned patients' teeth, advised patients onproper oral hygiene, and conducted preventive dentistry programs. Theyalso performed maintenance and cleaning tasks similar to the Dentists'Assistants and Exam Room Assistants (see Table 6B, Duties I, G, and F.)Tasks best distinguishing the Oral Hygienists from other groups within the981X0 sample included:

14

-----------

Screen patients record for contraindications toprophylaxis

Evaluate patients' oral hygiene techniquesApply disclosing agentsDisassemble or assemble prophylaxis hand piecesRemove supragingival calculus, stains or plaquefrom teeth

Remove subgingival calculus, stains, or plaque fromteeth

Polish teethAdvise patients on nutrition and dietConduct clinical oral health programsConduct preventive dentistry programs for childrenApply topical anticariogenic agents

IV. DENTAL TECHNICIAN - SUPERVISORS (GRP090, N=100). Membersof the Dental Technician-Supervisors independent job type, comprising sixpercent of the 981X0 sample, performed the broadest range of tasks of anyfunctional grouping discussed in this report. The job performed by theseairmen represented all the duty areas, both managerial and technical. Thegreater part of the Dental Technician - Supervisor's job was, however, stilldevoted to technical tasks (see Table 6B). About half the members of thisgroup were first- or second-enlistment personnel, while the other half hadbeen in the service for more than eight years (see Table 5B). Examples thatillustrate the range of tasks performed by at least half of the DentalTechnician-Supervisors included:

Select and arrange dental instruments, materials,medicines, or equipment

Receive or dismiss patientsMix silver alloysIrrigate oral cavitiesRemove subgingival calculus, stains, or plaquefrom teeth

Polish teethAdvise patients on home care of teeth or prosthesesDisinfect dental instrumentsClean treatment areas to maintain aseptic conditionsLubricate hand piecesWear and maintain film badgesLabel and mount radiographsReview Patient Dental Medical History forms(AF Form 696)

Type dental patients' recordsMake entries on dental health record forms, such asSF Form 603 or 603A series

Maintain dental supply cabinetsInspect dental clinics for orderly or aseptic Poperating conditions

15

Supervise Dental Assistant Specialists (AFSC 98150)Prepare APRsCounsel personnel on personal or military-relatedmatters

Maintain training records, charts, or graphsConduct OJTDevelop self-inspection programsDetermine work priorities

There were some variations of job emphasis within this independent jobtype as different small groups of these technician-supervisors spent higherpercentages of their time on such functions as preventive dentistry andtraining. There were additional variations, based on the relative time spentperforming supervisory duties. The most technically oriented subgroupconcentrated 12 percent of its relative time supervising, while the mostsupervisory spent about 40 percent supervising. However, although thesesmall job variations were identified, the noteworthy characteristic of the jobsperformed by this group was the broad range of both technical andsupervisory tasks.

V. RADIOGRAPHIC PERSONNEL (GRP031, N=103). The RadiographicPersonnel cluster accounted for six percent of the 981X0 survey sample.Skill levels of airmen within the cluster ranged from 3- to 7-skill levelpersonnel (see Table 5B). The three X-ray job types forming this clusterreflected three levels of seniority. Though all cluster members took X-raysand processed film, the breadth of the job performed varied dramatically fromthe most senior to most junior group. The following tasks were theresponsibilities common to all three job types within the cluster:

Wear and maintain film badgesShield patients from radiationProcess radiographic film using automaticdeveloping apparatus

Place radiographic film in cassettes

The following paragraphs describe the job types within the Radiographic* Personnel cluster and highlight the tasks that distinguish them from other job

type members within the cluster.

A. X-ray Personnel (GRP141, N=79). Over three-quarters of theRadiographic Personnel were part of the X-ray Personnel job type. Theseairmen performed an average of 42 tasks. In addition to the commonfunctions mentioned above (in the Radiographic Personnel Cluster description)X-ray Personnel exposed radiographs, prepared film processing anddeveloping solutions, and maintained radiographic supplies and equipment.Some administrative tasks were also a part of this group's job. Examples oftasks performed by the majority of members of the X-ray Personnel job typeincluded:1

/-. ,6

4i

Process radiographic film manuallyExpose apical radiographs using bisecting angletechnique

Expose bitewing radiographsExpose panoramic radiographsPerform user maintenance on automatic filmprocessor

Perform film analyzer testsMaintain radiographic stock supply

B. Junior X-ray Personnel GRP053, N=ll). The Junior X-rayPersonnel job type encompassed a much narrower scope of responsibilitiesthan the X-ray Personnel group. Junior X-ray Personnel performed anaverage of eight tasks, the lowest of any group identified within the 981X0sample. Members of this job type were also the most junior of any functionalgroup discussed in this report (see Table 5B). Only one task, in addition tothe ones listed in the Radiographic Personnel cluster description, namely, mixradiographic film processing solutions, was performed by 50 percent or moreof the junior X-ray Personnel.

C. X-ray NCOICs (GRP072r N=9). The majority of the X-rayNCOICs were 7-ill level personnel (see Table 5B). They devoted nearlyhalf their time to supervisory functions and about one-fourth of their time toradiographic functions (see Table 6B, Duties A, B, C, D, and J). Thisgroup's average of 64 tasks included the full range of X-ray tasks performedby the X-ray personnel job type. Additionally, X-ray NCOICs assumed thefollowing managerial responsibilities:

Supervise Dental Assistant Specialists (AFSC 98150)Prepare APRsSupervise Apprentice Dental Assistant Specialists(AFSC 98130)

Conduct OJTCounsel personnel on personal or military-relatedmatters

Assign personnel to duty positions

VI. RECEPTION-RECORDS PERSONNEL CLUSTER (GRPll4, N=132).Eight percent of the airmen in this survey were part of the Reception-Records Personnel cluster. The members of this cluster performedadministrative tasks at the front desk, such as scheduling appointments,completing forms, updating records, and initiating new files. Reception-Records Personnel skill levels ranged from the 98130 to 98170 AFSC, withmembers of the cluster's most senior job type performing the broadest rangeof tasks (see Table 5C). Within this cluster, personnel tended to group intotwo distinct job types based on the ratio of technical versus supervisorytasks performed. Examples of tasks common to both job types within thecluster included:

17

U1

Make entries on medical/dental appointment forms(AF Form 490)

Make entries on dental appointment registersMaintain dental health record filesMake entries on health record-medical/dental formfolders (AF Form 2100 series)

Make entries on dental health record forms, such asSF Form 603 or 603A series

Review patient dental/medical history forms(AF Form 696)

Prepare dental records for patients' transferRetire dental health records

The following paragraphs give more specific details on the two job typeswithin the Reception-Records Personnel cluster.

A. Receptionist-Record Keepers (GRP121, N=83). A little morethan three-fifth- _T the Reception-Records Personnel fell within theReceptionist-Record Keepers job type. Seventy-two percent of these airmenheld the 5-skill level with the remainder split between the 3- and 7-skilllevels (see Table 5C). They performed an average of 16 tasks, which werebasically limited to the functions described in the Reception-Records Personneldescription. In fact, members of this group did not share any characteristictasks not common to the entire cluster.

B. Reception-Records NCOICs (GRP144, N=49). The Reception-Records NCOICs devoted a substantial amount of their time (32 percent) tosupervisory duties, in addition to the time spent on front desk administrativefunctions. As could be expected from this supervisory involvement, overfour-fifths of the members of this group said they supervise others. On theaverage, these NCOICs supervised two or three people. The Reception-Records NCOICs performed twice the number of tasks performed by theirjunior counterparts (see Table 5C, Duties A, B, C, D, and E). Examples ofresponsibilities accounting for this higher average number of tasks included:

Supervise Dental Assistant Specialists (AFSC 98150)Prepare APRsCounsel personnel on personal or military-related mattersDetermine work priorities

Ninety percent of this more supervisory group of Reception-Records Personnelwere 5- or 7-skill level airmen.

VII. RECEPTIONIST-DENTISTS' ASSISTANTS (GRP081, N=ll). The jobof the Receptionist-Dentists' Assistant, who performed an average of 51tasks, seemed to resemble that of the Reception-Records Personnel, but alsoincluded some responsibilities commonly assumed by the Dentists' Assistant.

18

Individuals who were part of this group performed all the tasks common tothe Reception-Records Personnel cluster. In addition, they spent nearly athird of their time on dental assisting and general support functions (seeTable 6C, Duties E, G, and H). Examples of responsibilities common to theReceptionist-Dentists' Assistants included:

Prepare dental records for patients' transferMaintain dental health record filesMake entries on dental appointment registersMake entries on health record-medical/dentalform folders (AF Form 2100 series)

Retire dental health recordsPass instruments or materialsDisinfect dental equipment and instrumentsLubricate dental equipment or appliancesReceive or dismiss patientsTake and record blood pressure

All but one of the 11 members of this independent job type were 5-skill levelairmen (see Table 5C).

VIII. CLERKS (GRP080, N=12). The Clerks independent job type tiedwith the Junior X-ray Personnel for both the least difficult job and leastnumber of tasks performed (see Table 5C). Members of this group performedthe same basic functions as the Receptionist-Record Keepers; however, theirjob included only half as many tasks, and members of this group averagedapproximately half as many months TAFMS. In fact, the following three tasksaccounted for more than one-third of the Clerk's job time:

Make entries on health record-medical/dental formfolders

Make entries on medical/dental appointment forms(AF Form 490)

Make entries on dental health record forms, such asSF Form 603 or 603A series

IX. AUTOMATED DATA INPUT PERSONNEL (GRP099, N=7). TheAutomated Data Input Personnel, ike the Clerks, performed many of the samefunctions as the Reception-Records Personnel. These airmen, however, usedautomated data input devices to update records and maintain files. They alsospent a substantial amount of time writing reports (see Table 6C). All werestationed at medium to large dental facilities. Six of the group membersworked on a keypunch; the remaining individual used a cathode-ray tube(CRT). Tasks best characterizing this independent job type included:

• Compile and maintain broken appointment data reportsPrepare reports

19

Review edit and error listingsMake entries on dental appointment registersProcess automated dental treatment dataMaintain periodic dental examination schedulingprograms

Maintain dental health record files

All seven members of this group were 5-skill level airmen. Reenlistmentintents of this group were among the highest of all the groups identified (seeTable 7C).

X. DATA PROCESSING PERSONNEL (GRP093, N=7). The DataProcessing Person n ewere a little more seni6r than the Automated Data InputPersonnel (see Table 5D). Though the jobs of the two groups were somewhatsimilar, the Data Processing Personnel's job was more managerial. Theseairmen devoted almost two-fifths of their time to supervisory duties, inaddition to performing administrative functions (see Table 6D, Duties A, B,C, D, and E). Two of the five individuals in the Data Processing Personnelgroup used CRTs; the others operated the keypunch. Tasks on which thesesurvey respondents spent the most time were:

Process automated dental treatment dataMaintain automated dental treatment data filesReview edit and error listingsInterpret automated dental treatment dataSupervise Dental Assistant Specialists (AFSC 98150)Prepare APRs

XI. MAINTENANCE PERSONNEL (GRP106, N=6). The MaintenancePersonnel s -- e-ti -- ]6west Job-- Dtficulty Index (JDI) in this study with theJunior X-ray Personnel and the Clerks (see Table 5D). These individualsspent nearly all taeir time maintaining facilities and equipment and performinggeneral cleaning tasks (see Table 6D, Duties F and G). Performing on theaverage, only 10 tasks, the following three tasks accounted for approximatelyone-third of their job time:

Lubricate dental equipment or appliancesLubricate hand piecesClean treatment areas to maintain aseptic conditions

Five of the six members of this group were 5-skill level personnel; theremaining airman held the 98130 DAFSC.

XII. SUPPLY ADMINISTRATORS (GRP092, N=61). The Supply Adminis-trators were much more senior than any groups discussed so far; only sevenpercent of the cluster members were in their first enlistment (see Table 5D).

20

Both job types within the Supply Administrators cluster focused upon supplyactivities. Acquiring supplies and equipment, storing and distributingsupplies and equipment, taking inventories, handling materiel problems,maintaining files, and preparing forms were functions performed by SupplyAdministrators. Examples of tasks common to both job types within thecluster included:

Receipt for suppliesStock suppliesIssue suppliesAssign space for equipment or suppliesInventory dental equipmentPrepare justification for dental equipment or suppliesReview requisitions for equipment or suppliesCoordinate maintenance of equipment or facilities withother units

Maintain file of general services administration (GSA)contracts and local purchase supply catalogs

Maintain federal supply catalog files

The specifics for the two Supply Administrators job types are given below.

A. Senior Supply Administrators (GRP203, N=35). The SeniorSupply Administrators oW type accounted for almost two-thirds of the SupplyAdministrators cluster. Over half the group members were 7-skill levelpersonnel (see Table 5D). Though supply activities were the main emphasisof the Senior Supply Administrators' job, these airmen performed a number ofsupervisory functions, primarily personnel management tasks, in addition tomateriel administration (see Table 6D). Almost all the members of this groupsaid they supervised others. The average number of subordinates was three.Examples of some responsibilities not assumed by members of the JuniorSupply Administrators' job type were:

Supervise Apprentice Dental Assistant Specialists(AFSC 98130)

Conduct OJT* Counsel trainees on training progress

Counsel personnel on personal or military-relatedmatters

Evaluate and draft budget or financial requirementsWrite correspondenceMaintain job proficiency guides (JPG)

B. Junior Supply Administrators (GRP162, N=20). The majorityof the Junior Suppy Adinistrators were 5-skill leve- irmen. They per-formed an average of 34 tasks, less than half the number performed by theirmore senior counterparts (see Table 5D). In fact, the Junior Supply

g Administrators did not perform any tasks not common to the entire supplycluster.

21

XlII. MANAGERS (GRP056, N=157). Representing one-tenth of the 981X0survey sape]-th -e Ma~aers -Ister icontained, on the average, the most

senior participants in this study. Over 90 percent of the Manager's time wasdevoted to supervisory and administrative functions (see Tables 5E and 6E,Duties A, B, C, D and E). Within the cluster, three distinct job types werefound. They shared a common core of supervisory tasks which was represen-tative of jobs grouped into the cluster. Most of these tasks involved themanagement of personnel. The following are examples of these tasks:

Prepare APRsIndorse APRsDetermine work prioritiesPlan work assignmentsAssign personnel to duty positionsEstablish work performance standardsinspect dental clinics for orderly or asepticoperating conditionsInterpret policies, directives, or procedures forsubordinates

Conduct orientations or briefings for newlyass igned personnel

Each of the job types also had a set of characteristic tasks that distinguishedit from the remainder of the cluster. A discussion of the job type variationsfollows.

A. Supervisors (GRP112 N=115). The Supervisors, whoaccounted for of the airmen falling within the Managerscluster, represented the highest level of management within the 981X0 AFS.Members of this job type performed the most difficult job (JDI=22) of anygroup identified within the career ladder. Second only to the Dental

'6 Technician-Supervisors, they also performed the highest number of tasks (see'Fable 5E). Responsibilities which best distinguished the Supervisors from theother two job types wilthin the cluster were:

Initiate personnel jction requestsRevit-w manpower change requestsEsti.blish organizational policies, dental operatinginstruction (DOI), or standard operating procedures (SOP)

EvA iate and draft budget or financial requirementsSctelute personnel for schools, temporary duty (TDY),assignments, or nontechnical training

4 Assign sponsors tor newly assigned personnelEvaluate job descriptionsDevelop and implement self-inspection programsEvaluate contract maintenance or janitorial servicesPrepare civilian pertormance ratings or supervisoryappraisals

22

U .. " m rm m | m

B. Administrators (GRP123, N=27). Members of the Administratorsjob type were more juniSr th-f-tEe Supervisors and performed a job muchmore limited in scope (see Table 5E). They did not perform many of themanagerial tasks included in the Supervisors' job description. They did,however, perform a number of administrative tasks similar to those performedby the Reception-Records or Automated Data Input Personnel. Examples oftasks which differentiated the Administrators group from the other two jobtypes in this cluster included:

Maintain personnel reliability programs (PRP)Maintain periodic dental examination schedulingprogramsRetire dental health recordsMaintain dental health record filesPrepare dental records for patient transferCompile and maintain broken appointment data reportsMaiatain clinic index file forms (F Form 1942)

C. QJT NCOICs (GRP095, N=8). The job of the OJT NCOICsencompassed an -even smaller range of responsibilities than that of theAdministrators (see Table 5E). No tasks uniquely performed by this groupand not performed by either of the other two job types in the Managerscluster were identified. A higher concentration of relative time on tasksconcerning OJT distinguished this job type from the other two. Based onpercent time spent performing compared to the other Managers' job types, thefollowing tasks best characterized the OJT NCOICs:

Evaluate OJT traineesEvaluate OJT trainingMaintain job proficiency guides (JPG)Determine OJT training requirementsPlan OJT

XIV. RESIDENT TECHNICAL TRAINING INSTRUCTORS (GRP044, N=18).As is often the case, the technical school instructors were among the mostsatisfied with their job. This is perhaps best illustrated by the fact thatreenlistment intents were 100 percent (see Table 7E). Responsible for theresident technical training of 981X0 airmen, examples of tasks best.characterizing this independent job type included:

Administer testsCounsel trainees on training progressConstruct training aidsDemonstrate maintenance of equipment or facilitiesDemonstrate aseptic cleaning of equipment orfacilities equipment

Demonstrate use of emergency equipmentConduct resident course classroom training

23I

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TABLE 5B

SELECTED BACKGROUND DATA FOR JOB GROUPS

RADIOGRAPHIC PERSONNEL CLUST .R

DENTAL RADIOGRAPHIC JUNIORORAL TECHNICIAN- PERSONNEL X-RAY X-RAY X-RAYHYGIENISTS SUPERVISORS CLUSTER PERSONNEL PERSONNEL NCOICs

(GRPO82t (GRP090, (GRP031, (GRP141, (GRP053, (GRP072,N=187) N=1O0) N=103) N=79) N=1I) N=9)

PERCENT OF SAMPLE: 33 60 38 34 9 89

AVERAGE NUMBER OF TASKS PERFORMED: 49 150 40 42 B 64

JOB DIFFICULTY INDEX (JDI): 12 21 10 10 3 16

PERCENT MEMBERS SUPERVISING: 12 6 6 5 1

PERCENT LOCATED OVERSEAS: 21 27 22 28 0 11

MAJCOM: AAC 2 0 4 5 0 0AFLC 5 2 7 6 9 11AFSC 4 16 12 9 27 0ATC 13 12 11 9 9 34MAC 13 7 10 13 0 0PACAF 4 4 7 8 0 11SAC 22 28 21 20 37 11TAC 20 13 17 18 18 22USAFA 2 1 2 1 0 IIUSAFE 15 17 9 11 0 0

DAFSC DISTRIBUTION: 98130 14 8 14 15 18 098150 73 61 71 75 82 1198170 13 31 15 10 0 8998190 0 0 0 0 0 098100 0 0 0 0 0 G

AVERAGE GRADE: E-4 E-5 E-4 E-4 E-3 E-6

AVERAGE TIME IN CAREER FIELD: 56 77 54 47 22 122

AVERAGE TIME IN SERVICE (TAFMS): 65 92 64 56 31 149

PERCENT IN FIRST ENLISTMENT: 51 20 57 62 82 0

*LESS THAN HALF OF ONE PERCENT

25

TABLE 5C

SELECTED BACKGROUND DATA FOR JOB GROUPS

RECEPTION-RECORDS

RECEPTION- -PERSONNEL CLUSTERRECORDS RECEPTIONIST- RECEPTION- RECEPTIONIh1- AUTOMATEDPERSONNEL RECORD RECORDS DENTISTS' DATA INPUTCLUSTER KEEPERS NCOICs ASSISTANIS CLERKS PERSONNEL(GRPl14, (GRPI21, (GRPI44, (GRPORI, (GRPOSo, (GRPOgq,N=132) N=83) N=49) N=11) N=12) N=i)

PERCENT OF SAMPLE: 49 30 82 9 8I

AVERAGE NUMBER OF TASKS PERFORMED: 23 16 35 51 8 Is

JOB DIFFICULrY INDEX (JDI): 8 7 11 12 3 I1

PERCENT MEMBERS SUPERVISING: 8 5 3 1 I

PERCENT LOCATED OVERSEAS: 23 17 16 I 25 14

MAICOM: AAC 5 7 2 0 8 OAFLC 5 7 2 9 0 14AFSC 7 5 10 27 17 0A'C 9 7 12 0 17 0MAC 14 13 14 9 8 14PACAF 7 7 6 0 17 0SAC 24 22 27 9 8 29TAC 19 19 19 9 17 29USAFA 1 0 2 9 8 0USAFF 9 11 6 28 0 14

DAFSC DISTRIBUTION: 98130 14 17 10 9 33 098150 65 72 53 91 67 10098170 21 11 37 0 0 098190 0 0 0 0 0 098100 0 0 0 0 0 0

AVERAGE GRADE: E-4 E-4 E-5 E-4 E-4 E-4

AVERAGE TIME IN CAREER FIELD: 59 47 80 38 26 47

AVERAGE TIME IN SERVICE (TAFMS): 69 55 92 48 34 51

PERCENT IN FIRST ENLISTMENT: 44 58 20 73 75 -1

*LESS THAN HALF OF ONE PERCENT

26

• S . . . .

TABLE 5D

SELECTED BACKGROUND DATA FOR JOB GROLPS

SUPPLY AI)MINISTRATORS CLUSIERDATA SUPPLY JUNIOR SENIOR

PROCESSING 4AINTENANCE ADMINISTRATORS SUPPLY SUPPLYPERSONNEL PERSONNEL CLUSTER ADINISTRATORS A7INISTAloRS(GRP093, (GRPI06, (GRP092, (GRP162, ((GRP203,N=7) -- N=6) N=61) N=2-0) N= 5

PERCENT OF SAUMPLE: 00 0 85 65 94

AVERAGE NUMBER OF TASKS PERFORMED: 18 10 56 -i4 71

JOB DIFFICULTY INDEX (JDI): 11 3 15 1-) 17

PERCENT MEMBERS SUfPERVISING: * 4

PERCENT LOCATED OVERSEAS: 29 33 26 25 26

MAJCOM: AAC 0 0 3 ) 3AFLC 0 0 8 9AFSC 14 0 10 10 11ATC 0 17 10 2 31MAC 29 0 10 10 11PACAF 28 0 5 5 6SAC 0 17 18 25 14TAC 29 50 16 r 26USAFA 0 16 2 5 0USAFE 0 0 18 15 17

DAFSC DISTRIBUTION: 98130 0 17 0 0 098150 71 83 49 60 4398170 29 0 49 35 5798190 0 0 2 5 098100 0 0 0 0 0

AVERAGE GRADE: E-5 E-4 E-5 E-5 E-6

AVERAGE TIME IN CAREER FIELD: 93 29 114 105 115

AVERAGE TIME IN SERVICE (TAFMS): 110 39 130 116 137

PERCENT IN FIRST ENLISTMENT: 0 50 7 10 0

!LESS THAN HALF OF ONE PERCENT

27

I p___

TABLE 5E

SELECTED BACKGROUND FOR JOB GROUPS

RESIDENIMANAGERS CLUSTER - -- TECHNICAl.

MANAGERS OJT TRAININGCLUSTER SUPERVISORS ADMINISTRATORS NCOICs INSTRUCTORS(GRP056, (GRPII2, (GRPI23, (GRP095, (GRP044,N=157) N=115) N=27) N=8) N=18)

PERCENT OF SAMPLE: 99 98 100 100 28

AVERAGE NUMBER OF TASKS PERFORMED: 95 109 64 45 57

JOB DIFFICULTY INDEX (JDI): 21 22 17 15 Is

PERCENT MEMBERS SUPERVISING: 10 7 2 I

PERCENT LOCATED OVERSEAS: 27 24 33 38 0

MAJCOM: AAC 5 4 4 13 0AFLC 7 7 7 12 0AFSC 8 6 4 50 0ATC 15 16 16 12 89MAC 7 7 7 0 5PACAF 6 7 4 0 0SAC 22 23 26 0 uTAC 14 16 11 C 6USAFA 1 2 0 13 0USAFE 15 12 26 0 0

DAFSC DISTRIBUTION: 98130 1 0 4 0 098150 10 7 22 12 3998170 70 69 74 75 6198190 14 18 0 13 098100 5 6 0 0 0

AVERAGE GRADE: E-7 E-7 E-5 E-6 E-6

AVERAGE TIME IN CAREER FIELD: 166 182 100 162 128

AVERAGE TIME IN SERVICE (TAFMS): 196 210 134 171 132

PERCENT IN FIRST ENLISTMENT: 2 1 7 0 0

-LESS THAN HALF" OF ONE PERCENT

S28

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Discussion of Special Career Ladder Topics

Analysis of Previous AFSC. To determine how well former 981X0 (DentalSpecialist), 981X1 (Preventive Dentistry), and 983X0 (Dental Assistant)personnel have been integrated into the current 981X0 (Dental Assistant)specialty, an analysis of groups based on AFSC previously held wasconducted.

Table 8 shows the distribution of personnel formerly holding one of the'Zhree AFSs across the job groups discussed in the Specialty Jobs section.All the major job groups in the 981X0 specialty included some members fromeach of the three deleted specialties. On the other hand, none of the jobgroups were composed of a majority of airmen who were cross-trainees fromone or more of the old AFSs. Based on this analysis, airmen from the former981X0, 981X1, and 983X0 specialties appear well distributed throughout thevarious 981X0 specialty jobs.

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Analysis of Impact of Data Automation. Since automated data equipment hasbeen added to the operation of some dental facilities, an analysis of how thisequipment has affected jobs in the 981X0 specialty was performed.

Two small independent job types were identified in which personnel weredevoting a substantial portion of their time to data automation tasks. Inaddition, about 20 percent of all the 981X0 survey participants indicated theywere either involved in the data automation process itself or used theproducts of a computerized system. Fourteen percent of the surveyrespondents actually operated keypunches and seven percent operatedcathode-ray tubes (CRTs). About one percent of 981X0 airmen surveyedused microcomputers and the same proportion of the sample used opticalscanners (OPSCAN). Most of the airmen who were concerned with dataautomation were either in the more senior groups or spent a noteworthyamount of time on administrative tasks; for example, Supervisors,Reception-Records NCOICs, Administrators, Dental Technician-Supervisors,and Supply Administrators. The data processing tasks did not, however,account for a very large part of these individuals' job time.

The administrative functions performed by users of computer equipmentwere the same functions performed manually by clerical and managerialpersonnel who did not have access to a data automation system. Thisanalysis indicated that the character of the jobs performed by administrativepersonnel using computers did not change from those performed by personnelwho maintained records by hand. The use of the automated equipment seemedto be the only job difference.

Summary of Specialty Analysis

Jobs performed by 981X0 personnel range from the Dental Technician-Supervisors, a job very broad in scope, to the Clerks, a very narrow jobencompassing only eight tasks. The majority of 981X0 personnel tend tospecialize in one functional area, such as radiographics, dental assistance oradministration, and perform a large number of tasks associated with thatfunction.

For the most part, members of job groups do not share similarbackground characteristics, such as MAJCOM, size or type of dental facility,

or previous AFSC. As far as the previous specialty is concerned, former981X0, 981X1, and 983X0 personnel have been well interspersed among thevarious job Iroups identified. The sole background characteristic identifiablewithin the job groups is the seniority of the people performing the jobs. Anexample of this would be the comparison of the Receptionist-Record Keepersto the Reception-Records NCOICs or the Junior Supply Administrators to

Senior Supply Administrators.

The use of data automation equipment has had some impact on thespecialty and a few personnel specialize in data entry with such equipment.At present, only about 20 percent of all Dental Assistants are involved withsuch equipment or are using computer products.

42I

Overall, the jobs within the career field appear to be fairly diverse,with Dental Assistants specializing in support of the various required dentalclinic operations, such as oral surgery and X-ray. There appears to be arealistic sequence of jobs ranging from very simple jobs for new personnel(Clerks, Receptionist-Record Keepers, Junior X-ray Personnel) to journeymanjobs, such as Prosthodontics, Orthodonics, and Oral Surgery, to supervisoryjobs (Technician-Supervisors, X-ray NCOICs). The more senior jobstypically involve a range of technical tasks as well as supervisory andmanagerial tasks. Nothing in this analysis reflected any need to have analternative structure or organization of the career field. Generally, the fieldappears well structured and, other than the introduction of data automationequipment, relatively stable.

43

ANALYSIS OF SKILL LEVEL GROUPS

An analysis of the tasks and duties performed by survey respondents atthe different skill levels is valuable in evaluating the accuracy of careerladder documents such as AFR 39-1 Specialty Descriptions and the SpecialtyTraining Standard (STS). This section discusses and compares the skill-levelgroups and provides one basis of discussion for the Training Analysissection.

98130 Personnel

The 98130 airmen performed the ful! range of technical Dental Assistants'tasks. Their responsibilities included the tasks associated with assisting thedentist, oral hygiene tasks, and the support tasks required to operate aclinic. More than three-fifths of the 98130 personnel were part of theDentists' Assistants cluster. The job group accourting for the next largestproportion of 3-skill level airmen (12 percent) was the Oral Hygienists IJT(see Table 9). Since so many of the 98130 personnel were part of theDentists' Assistants cluster, the typical job of a 3-skill level airman resembledthat of the Dentists' Assistants (GRP102). Dental assisting tasks, along withcieaning and maintenance tasks, were the main emphasis of the job (see Table10, Duties F, G, and H). The major difference between the job descriptionof a Dentists' Assistant versus that of a 98130 airman was the proportion oftime spent on administrative tasks. Administrative and supply functionsoccupied nearly a fifth of the average 3-skill level personnel's time (see Table10, Duty E), but this was not the case with the Dentists' Assistants job typeas a whole. The most common responsibilities of 3-skill level personnelincluded: receive and seat patients; prepare patients for treatment; clean,disinfect, and lubricate instruments and equipment; select and arrangeinstruments, materials, medicines, and equipment; pass instruments ormaterials; retract patients' cheeks, lips, or oral tissues.

98150 Personnel

The tasks most commonly performed by 98150 airmen did not differsignificantly from those most often accomplished by 98130 airmen.Approximately half of the 5-skill level personnel were found in the Dentists'Assistants group. As was the case with the 98130 airmen, the OralHygienists group contained the next largest percentage of 98150 personnel(see Table 10). The amount of time spent on the different duties varied verylittle between the 3- and 5-skill level airmen. About one-fourth of the 98150personnel said they supervise others.

98170 Personnel

The role of most Dental Technicians (98170) showed a significantdifference in terms of supervisory and administrative duties. On theaverage, 7-skill level personnel spent nearly half of their time performing

4/4I

supervisory duties (see Table 10, Duties A, B, C and D) and nearlyone-fourth of their time performing administrative and supply functions (seeTable 10, Duty E). The remainder of their job time was about equallydivided among the technical duty areas. Almost two-fifths of the 98170personnel were part of the Managers cluster. Another one-fifth of the 98170airmen were either Supply Administrators or Reception-Records Personnel andabout one-tenth were Dental Technician- Supervisors (see Table 9).Eighty-nine percent of the 7-skill airmen said they supervise other personnel.The most common responsibilities of 98170 personnel included: supervisepersonnel, write APRs, make entries on forms, and counsel personnel.

98190 Personnel

Overseeing the activities of enlisted personnel assigned to the dentalclinic was the main function of a Dental Superintendent (98190). The 9-skilllevel airmen spent about three-quarters of their time performing supervisory

duties and approximately one-fifth of their time performing administrative andsupply functions (see Table 10, Duties A, B, C, D, and E). Nearly all werepart of the Managers cluster. Common responsibilities of 98190 personnelincluded: prepare and review reports and correspondence; supervisepersonnel; determine priorities and requirements; plan and develop programsand procedures.

98100 Personnel

All nine of the 98100 personnel surveyed were identified within theManagers cluster and spent virtually all their time performing supervisory andadministrative duties (see Tables 9 and 10, Duties A, B, C, D and E).Several tasks distinguishing 9-skill level and CEM code level personnelincluded: investigate accidents or incidents; evaluate training methods orprograms; evaluate USAF technical training postgraduate performance;conduct training conferences or briefings. These tasks were performed by atleast six of the nine CEM code level airmen and no more than 44 percent ofthe 98190 airmen.

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Summary of Skill Level Analysis

The most noticeable differences between adjacent skill-level groupsoccurred between the 5- and 7-skill levels, and then the 7- and 9-skilllevels. Most 3- and 5-skill level personnel performed a strictly technical job.The majority of 7-skill level airmen performed a job that was, at least inpart, supervisory or administrative in nature, but typically also involvedsome technical tasks. Virtually all 9-skill level and CEM code personnel weresuperintendents and NCOICs.

48

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AFR 39-i ANALYSIS

AFR 39-1, dated 30 April 1982, contains three 981X0 descriptior.FThese include: (1) 98110, 98130, and 98150 combined, (2) 98170, and (3)98190 and 98100 combined.

AFR 39-1 Specialty Descriptions are intended to describe, in broadterms, the tasks and duties performed by personnel in the various skill-leve)groups of a career ladder. An examination of the AFR 39-± descLp-,t..ns ofthe 981X0 AFS revealed some inaccuracy.

According to AFR 39-1, the job of a 3- or 5-skill level airman is lnllmedto functions performed in support of treatment in a dental faciity, whie thejob of a 7-skill level airman involves actual subprofessional care of patents.Table 11 shows examples of tasks dealing with treatment of patients, as weilas some other dental assisting tasks corresponding to items mentioned in the7-skill level description, which were performed by just as many or more 3-and 5-skill level personnel as 7-skill level personnel. In light of thesefindings, items mentioned in paragraphs a, b, and d of the 98170 descriptionshould be reviewed for possible inclusion in the 98110/30/50 description.

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ANALYSIS OF EXPERIENCE GROUPS

Examining survey respondents at different experience levels gives anappreciation of how jobs and job perceptions change over time and adescription of the jobs and duties more junior personnel can look forward toperforming in the future. The jobs performed by first-enlistment personnelare the logical target population for ABR training. Total Active FederalMilitary Service (TAFMS) serves as the basis for forming experience groupsin this analysis.

The 981X0 specialty followed trends normally observed across experiencegroups (see Table 4 in INTRODUCTION for TAFMS distribution). Theproportion of people supervising others increased with level of experience, asillustrated by the following figures:

PERCENT SUPERVISING OTH;RS

(MOS TAFMS)

1-48 49-96 97-144 145-192 193-240 241+

I 7% 55% 78% 87% 91% 94%

Also, with the accrual of months TAFMS, the time spent on supervisoryduties increased as the time spent on dental and support duties decreased(see Table 12, Duties A, B, C, and D). In addition, the average number oftasks performed gradually increased with time in service. The figures rangedfrom an average of 58 tasks performed by first-term airmen to 86 tasksperformed by airmen with 193-240 months TAFMS. Personnel who fell withinthe 241+ months TAFMS group performed an average of 79 tasks, reflectingthe specialization of senior personnel in managerial duties.

The shift in responsibilities as airmen gained more experience was mostnoticeable between the first and second enlistments. The proportion of peoplesupervising others dramatically jumped from five percent of the first-termairmen to fifty-five percent of the personnel with 49-96 months TAFMS. Thedecrease in time spent on technical tasks is best illustrated by Duty H,dental assisting. Airmen with 1-48 months TAFMS spent nearly one-third oftheir time performing dental assisting functions, while second-term airmenspent less than one-fifth of their time on this duty.

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First-Enlistment Personnel Analysis

An analysis of jobs performed by first-term personnel plays a key rolein handling training issues.

Figure 2 shows the distribution of 981X0 first-term airmen across jobgroups identified in the SPECIALTY JOBS section. Nearly two-thirds of theairmen with 1-48 months TAFMS were part of the Dentists' Assistants group.Since such a large proportion of first-enlistment personnel were Dentists'Assistants (as was the case with the 3- and 5-skill level personnel), theDentists' Assistants (GRP102) job description gives a fairly accurate pictureof the typical 981X0 airman in his first enlistment. Table 13 showsrepresentative tasks performed by first-term 981X0 airmen.

5

U 53

TABLE 13

EXAMPLES OF TASKS PERFORMED BY 981X0 AIRMENWITH 1-48 MONTHS TAFIS*

PERCENTMEMBERSPERFORMING

TASKS (N=896)

G212 RECEIVE OR DISMISS PATIENTS 84G203 CLEAN DENTAL INSTRUMENTS 82F187 CLEAN DENTAL EQUIPMENT 82F188 CLEAN TREATMENT AREAS TO MAINTAIN ASEPTIC CONDITIONS 81G215 STERILIZE DENTAL INSTRUMENTS 81G204 DISINFECT DENTAL EQUIPMENT 80H219 ADJUST CHAIRS, SEAT PATIENTS, AND POSITION EQUIPMENT 80F191 LUBRICATE HAND PIECES 78G205 DISINFECT DENTAL INSTRUMENTS 77G210 PREPARE RECORD OF DENTAL ATTENDANCE FORMS USING

AF FORM 644 72H277 RETRACT PATIENTS CHEEKS, LIPS, OR ORAL TISSUES 72F190 LUBRICATE DENTAL EQUIPMENT OR APPLIANCES 71G216 TAKE AND RECORD BLOOD PRESSURE 70H257 PASS INSTRUMENTS OR MATERIALS 69H230 DESTROY SYRINGES AND NEEDLES 68E1SO MAKE ENTRIES ON MEDICAL/DENTAL APPOINTMENT FORMS

(AF FORM 490) 67H270 PREPARE PATIENTS FOR DENTAL TREATMENT 67H278 SELECT AND ARRANGE DENTAL INSTRUMENTS, MATERIALS,

MEDICINES, OR EQUIPMENT 66E153 MAKE ENTRIES ON DENTAL HEALTH RECORD FORMS, SUCH AS

SF FOPM 603 OR 603A SERIES 65F182 CHECK DENTAL EQUIPMENT FOR CLEANLINESS OR OPERATING

CONDITION 65

*AVERAGE NUMBER OF TASKS PERFORMED = 58

54

6

FIGURE 2

DISTRIBUTION OF FIRST-ENLISTMENT PERSONNELACROSS CAREER LADDER JOBS

(PERCENTAGES OF TOTAL FIRST-ENLISTMENT PERSONNELRESPONDING TO SURVEY)

64% DENTISTS' ASSISTANTSS(N--575)

11% ORAL HYGIENISTS6% OTHER (N=52) (N=95)

1% CLERKS (N-9)

7% RADIOGRAPHIC PERSONNEL

1% EXAM ROOM (N=59)

ASSISTANTS (N-12) 7% RECEPTION-RECORDS PERSONNEL 0

3% DENTAL TECHNICIAN- (N-58)SUPERVISORS (N-28)

55

Experience Group Job Satisfaction Analysis

Table 14 presents job satisfaction and related data based on experiencegroups. Though reenlistment intents increased with months TAFMS, time inservice, for the most part, did not seem to affect job satisfaction. Oneexception to the rule was that first-term personnel, compared to the moresenior 981X0 airmen, did not respond quite as positively to the questionconcerning utilization of talents. Also, the utilization of training index for981X0 airmen with 97+ months TAFMS was slightly lower than that of the lesssenior experience groups.

Tle 982X0 (Dental Laboratory Specialty) personnel surveyed earlier thisyear served as the comparative sample for the job satisfaction analysis in thisstudy. Across all three experience groups, 982XO personnel seemed morepleased with their job than 981X0 airmen. Reenlistment intents, however,were about the same for both specialties.

TABLE 14

JOB SATISFACTION AND RELATED DATA FOR 981X0 TAFMS GROUPS(PERCENT MEMBERS RESPONDING)

* MONTHS TAFMS

1-48 49-96 97+981X0 982X0 981X0 982X0 981X0 982X0(N=896) (N=205) (N=302) (N=139) N=399) (N=153)

I FIND MY JOB:

NO RESPONSE 1 - 1 - I -DULL 12 6 12 6 10 4SO-SO 16 5 17 9 18 7INTERESTING 71 89 70 85 71 89

MY JOB UTILIZES MY TALENTS:

NO RESPONSE I - 1 - INOT AT ALL TOVERY LITTLE 25 14 18 10 17 6

FAIRLY WELL OR BETTER 74 86 81 90 82 94

MY JOB UTILIZES MY TRAINING:

NO RESPONSE I - 2 - 1 -NOT AT ALL TOVERY LITTLE 10 12 11 9 16 6FAIRLY WELL OR BETTER 89 88 87 91 83 94

I PLAN TO REENLIST:

NO RESPONSE I - 1 - 2 -NO, PLANNING TO RETIRE - - - 1 13 18NO, OR PROBABLY NO 43 47 33 33 12 6YES, OR PROBABLY YES 56 53 66 66 74 76

* 56

ANALYSIS OF MAJCOM GROUPS

An analysis of tasks performed and equipment operated by MAJCOMgroups can aid in determining the different training requirements forpersonnel in various major commands. In addition, an examination of back-ground data often provides additional insight into MAJCOM differences withina specialty.

No substantial job differences were noted when comparing major commandgroups within the 981X0 sample. The relative percent time spent on dutiesvaried little from one MAJCOM to anu.her (see Table 15). Some distinctionsin percent of MAJCOM members using certain equipment were noted, but noneof the differences seemed to follow any particular trend (see Table 16). Theaverage number of tasks performed by the personnel assigned to specificMAJCOM groups were as follows:

AAC AFLC AFSC ATC MAC PACAF SAC TAC USAFA USAFE52 59 63 65 57 57 66 60 66 74

4 As was the case with the equipment, no particular pattern in the variation ofnumber of tasks performed was identified. Finally, job satisfaction indiceswere fairly constant across all major command groups.

This analysis reflects a general Air Force-wide utilization policy forDental Assistants. The lack of differences indicates a good understanding ofthe common utilization policy and a reasonable compliance with the policy.

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ANALYSIS OF CONUS AND OVERSEAS GROUPS

A discussion of the task, equipment, and background differencesbetween airmen assigned to overseas bases versus those assigned within theCONUS sometimes provides useful information to training and managementpersonnel.

In the case of this study, the jobs of CONUS and overseas personnelwere basically the same. No noteworthy differences were found with respectto specific tasks performed, equipment used, relative time spent on duties, oraverage number of tasks performed. One minor difference noted was theOrthodontic Assistants job group identified in the SPECIALTY JOBS section(GRP477, N=5). This group specialized in assisting with straighteningmalaligned teeth and the majority of the group was assigned overseas. Thisdifference results because some dependent dental care is being authorizedoverseas, but not in the CONUS.

The 981X0 personnel assigned overseas did not seem any moreexperienced than their CONUS counterparts; the average paygrade and monthsTAFMS figures were virtually the same for both groups of airmen. Also, acomparison between job satisfaction indices of personnel stationed overseas

* versus those of personnel stationed within the CONUS revealed no significantdifferences.

TRAINING ANALYSIS

One important use of occupational data is in the validation of trainingdocuments. Survey data useful for this application include: (1) TrainingEmphasis (TE) ratings, (2) Task Difficulty (TD) ratings, and (3) percentageof TAFMS groups performing tasks. These data are useful in evaluating theSpecialty Training Standard (STS) and Plan of Instruction (POI). The data-gathering process for TE and TD was explained in SURVEY METHODOLOGY.The TE ratings collected from the 981X0 personnel yield an average rating of3.00 and a standard deviation of 2.26, and all tasks rated higher than 5.26are considered high in training emphasis.

Table 17 gives examples of tasks rated high in training emphasis. These* examples are provided to illustrate the types of tasks which senior technicians

in the field consider important in the training of new Dental Assistants. Notethat most of these tasks were performed by very large percentages of first-job (1-24 TAFMS) and first-enlistment (1-48 TAFMS) personnel. The fewexceptions involved emergency procedures (cf. Tasks G201, H236, 1301)where it is critical to know a procedure or emergency action even though it is

• not frequently encountered in routine practice. Such high ratings foremergency tasks, along with the very high agreement among raters as towhich tasks should be covered in training, give considerable credibility thatthis data can be used to make meaningful training decisions.

60

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Training personnel at the School of Health Care Sciences, Sheppard AFBTX, matched inventory tasks to the 981X0 STS, dated October 1981, and POIJ3ABR98130, dated March 1982. The following paragraphs highlight itemsfound as a result of an analysis of these career field documents. A completecomputer listing of the percent members performing, TE ratings and TDratings for each task statement, along with the STS and POI matching, havebeen forwarded to the school for a complete review as indicated below.

STS Analysis

As has been stated, each STS item was reviewed in light of the inventorydata that had been matched to it. This analysis revealed several STS items

that require further review by subject-matter specialists. Table 18 presentsa list of STS performance items that did not have tasks matched to them. Itis recommended that these items be reviewed to determine the validity of theirinclusion in the STS. Many of these items involve emergency care orcontingency actions (i.e., provide care for casualties, perform hand andlitters carries) and may be justified as legitimate training areas in preparationfor handling emergencies. Other items relate to general medical background(i.e., promote professional relations with patients and medical personnel,locate and identify anatomical landmarks) which may be prerequisite to dentaltechnical training. Such items should be justified as required prerequisitesor required professional knowledge and perhaps should not be reflected asperformance items in the STS.

There are a number of areas, however, which involve normal dentalclinic work (cf: manage stock levels, initiate dental health records, reportdefective equipment) which should be supported by data on relevant tasksperformed. If these STS items are valid, then relevant tasks should havebeen matched to them; if the items are not related to tasks performed bymembers of the career field, then the items should be deleted.

The inventory tasks not matched to an STS item are also important inevaluating the relevancy of this training document. The inventory tasks notmatched to a 981X0 STS item are listed in Table 19. Many of the tasks notreferenced have average or above average Training Emphasis ratings bysenior field technicians, and many also have reasonable numbers of first-joband first-enlistment personnel performing them. Thus, the tasks should beincluded in the STS as line entries or should be covered by some existingSTS item. These not referenced items require careful review to determine ifthey should be added to the STS.

STS codes were also compared to the matched survey data. Severalitems coded at the 3c or higher level were discovered (see Table 20) thatwere not adequately supported by survey data (did not have high TE ratingsor a substantial percentage of the appropriate group performing). Theseitems should be reviewed for possible code level reduction.

62S

TABLE 18

STS PERFORMANCE ITEMS NOT MATCHED TO ANY TASKS

2A(2)(a-g). PROVIDE IMMEDIATE MEDICAL CARE OF CASUALTIES2A(3). PERFORM HAND AND LITTER CARRIES2A(4). LOAD AND UNLOAD PATIENTS INTO/OUT OF VEHICLES USED FOR

TRANSPORTATION OF PATIENTS2A(5). MAINTAIN SANITARY FIELD ENVIRONMENT2E(4)(a-b). UTILIZE PERSONAL PROTECTIVE GROUND CREW ENSEMBLE

3A(2). PREVENT SECURITY VIOLATIONS3A(3). OBSERVE SECURITY PRECAUTIONS INVOLVED IN COMMUNICATIONS

.4B. EXERCISE SAFETY PRECAUTIONS DURING JOB PERFORMANCE4D. REPORT ACCIDENTS

5A. PROMOTE PROFESSIONAL RELATIONS WITH PATIENTS AND MEDICAL PERSONNEL5B. MAINTAIN PROFESSIONAL STANDARD OF ETHICS5C. PERFORM DUTIES WITH A HIGH STANDARD OF CONDUCT

6A. USE INDEXES TO LOCATE OFFICIAL PUBLICATIONS6B. LOCATE REQUIRED INFORMATION IN OFFICIAL AND COMMERCIAL PUBLICATIONS6C. INITIATE REQUESTS FOR OFFICIAL AND COMMERCIAL PUBLICATIONS

7E(l). MANAGE STOCK LEVELS7E(2). CONTROL EXPIRATION DATED ITEMS7E(3). STORE DANGEROUS (FLAMMABLE) MATERIALS7E(5). STORE MATERIALS IAW MANUFACTURER'S SPECIFICATIONS71(2). ESTABLISH USER MAINTENANCE PROGRAM

9B. ESTABLISH INFECTION CONTROL PROGRAM9N. INITIATE DENTAL HEALTH RECORDS9Q. COORDINATE TREATMENT OF FLYING PERSONNEL WITH FLIGHT SURGEON'S

OFFICE

12B(1O". LOCATE AND IDENTIFY ANATOMICAL LANDMARKS12D(3). REPORT DEFECTIVE EQUIPMENT OR UTILITIES

* 12E(1)(e). PERFORM STERILIZATION TESTING PROCEDURES12F(1). PRACTICE PERSONAL HYGIENE12F(01). OBSERVE PATIENT RESPONSE12F(23). USE CORRECT DIAGNOSTIC NOMENCLATURE, ABBREVIATIONS, AND

CHARTING SYMBOLS12G(1). ASSIST IN RESTORATIVE PROCEDURES

* 12G(2). PREPARE RESTORATIVE MATERIALS121(3). ASSIST IN PROSTHODONTIC PROCEDURES12J(3). ASSIST IN ENDODONTIC PROCEDURES12K(2). PREPARE PERIODONTIC MATERIALS12K(3). ASSIST IN PERIODONTIC PROCEDURES12L(2). ASSIST IN EXAMINATION AND TREATMENT PLANNING SECTION12M(2). ASSIST IN ORTHODONTIC PROCEDURES12N(2). ASSIST IN PERIODONTIC PROCEDURES

63

TABLE 18 (CONTINUED)

STS PERFORMANCE ITEMS NOT MATCHED TO ANY TASKS

13A(f)3. DISCUSS RESULTS OF POOR ORAL HYGIENE13A(3)(f)6. INSTRUCT IN USE OF ANTICARIOGENIC DENTIFRICES13A(3)(g). USE PERIODONTAL SCALING INSTRIMENTS13A(3)(h). USE ELECTRONIC SCALING EQUIPMENT13A(3)(i)2. USE DENTAL FLOSS, TAPE, AND POLISHING MATERIALS13A(4)(b). EXPLAIN COMPONENTS OF PLAQUE AND SHOW RELATIONSHIP TO

CALCULUS FORMATION13A(4)(d). OPERATE PHASE CONTRAST MICROSCOPE13B(2). GIVE GROUP ORAL HEALTH EDUCATION TALKS13B(3). OPERATE AUDIOVISUAL EQUIPMENT13B(7). COORDINATE BASE ORAL HEALTH PROGRAMS WITH OTHER AGENCIES

64

TABLE 19

TASKS NOT REFERENCED TO STS

1ST JOB 1ST ENL 98150 98170

TASKS NOT REFERENCED TE* (N=382) (N=896) (N=1067) (N=283)

H230 DESTROY SYRINGES AND NEEDLES 6.73 74.3 67.7 57.6 19.11301 IDENTIFY DENTAL EMERGENCIES 6.33 16.5 18.5 19.3 15.9H260 PERFORM SURGICAL EVACUATION OF FLUIDS FROM

ORAL CAVITY 5.81 45.0 40.0 33.6 9.9H248 MIX ROOT CANAL FILLINGS, CEMENTS, OR

MATERIALS 5.79 45.8 40.6 32.2 7.4F193 MAINTAIN DENTAL SUPPLY CABINETS 5.44 62.0 58.5 53.9 25.8H266 POSITION SALIVA EJECTORS 5.42 64.9 58.5 51.0 19.1G207 PREPARE ANTISEPTIC OR GERMICIDAL AGENTS 5.12 22.8 21.8 20.7 17.3J328 MAINTAIN RADIOGRAPHIC STOCK SUPPLY 4.72 15.2 14.1 15.3 23.01304 MONITOR PATIENTS' PROGRESS FOLLOWING

TREATMENT 4.69 18.6 20.3 23.1 14.8H222 APPLY PRESSURE TO CONTROL BLEEDING 4.65 17.0 16.6 15.7 6.7H228 CUT OR REMOVE SUTURES 4.60 30.1 29.5 26.3 9.2

4 F183 CHECK PLUMBING FOR LEAKS, SECURITY OFMOUNTING, OR OPERATION 4.39 18.1 16.5 15.5 30.4

G202 ASSIST WITH INTRAVENOUS (IV) SEDATIONS 4.19 29.1 27.7 23.7 5.71303 MIX STANNOUS FLUORIDES 3.99 17.8 16.2 16.3 8.5J336 REVIEW CURRENT RADIOGRAPHIC PUBLICATIONS 3.96 8.6 8.5 9.7 12.7H250 MIX SILICATE CEMENTS 3.94 20.9 22.9 20.2 4.61290 CLEAN OR POLISH PROSTHETIC DEVICES 3.85 15.4 15.3 16.5 11.31220 ADMINISTER ",OPICAL ANESTHETICS 3.69 22.5 21.2 19.4 11.7H240 IRRIGATE ROOT CANALS 3.52 33.0 29.5 22.2 5.3H265 PLACE TEMPORARY RESTORATIONS 3.43 13.9 13.3 13.0 7.1H241 MAKE ENTRIES ON FORMS REQUESTING MEDICAL

SERVICES, SUCH AS LABORATORY OR RADIO-GRAPHIC SERVICES 3.38 29.8 30.2 26.3 6.7

H274 REMOVE EXCESS CEMENT FROM CROWNS, INLAYS,OR FIXED PARTIAL DENTURES 3.37 19.9 "' 2 18.3 4.9

F197 REMOVE OR REPLACE COMPONENTS OF HANDPIECES 3.35 20.9 17.6 18.0 24.7

E129 COMPILE AND MAINTAIN BROKEN APPOINT-MENT DATA REPORTS 3.27 6.8 9.7 13.7 30.0

H221 APPLY HEMOSTATICS TO CONTROL BLEEDING 3.27 8.9 9.5 9.3 3.5C75 INSPECT DENTAL CLINICS FOR ORDERLY OR

ASPETIC OPERATING CONDITIONS 2.87 2.9 3.3 11.7 60.1F195 REMOVE OR REPLACE COMPONENTS OF DENTAL

LIGHTS 2.81 10.5 10.4 12.4 24.7H238 INSERT OR REMOVE PERIODONTAL DRESSINGS 2.79 11.0 10.4 9.8 4.2E15 MAKE ENTRIES ON CLINICAL RECORD-RADIO-

GRAPHIC REPORT FORMS (SF FORM 519) WHENTURNING IN PRECIOUS METALS 2.69 9.2 11.7 11.9 8.8

H229 DESENSITIZE TEETH 2.63 5.8 8.8 10.3 8.8H262 PLACE BASES, CAVITY LINING MATERIALS,

AND MATRICES 2.60 17.8 15.7 14.8 5.7H231 DISTILL WATER 2.59 6.5 5.8 5.4 4.9

65

TABLE 19 (CONTINUED)

TASKS NOT REFERENCED TO STS

1ST JOB 1ST ENL 98150 98170TASKS NOT REFERENCED TE* (N=382) (N=896) (N=1067) (N=283)

C61 EVALUATE PERSONAL HYGIENE STANDARDS 2.57 7.6 6.7 10.5 36.7H261 PERFORM TOOTH VITALITY TESTS 2.46 15.2 13.8 12.6 4.61297 DIAGNOSE ORAL CONDITIONS 2.40 8.9 10.2 11.9 10.2F199 SERVICE TEST NEW OR REPAIRED EQUIPMENT

PRIOR TO USE 2.35 16.0 14.6 13.5 1.3B32 IMPLEMENT PERSONAL HYGIENE STANDARDS

PROGRAMS 2.31 5.5 6.8 8.0 25.8E156 MAKE ENTRIES ON INPATIENT ADMISSION

FORMS OR RECORDS 2.26 10.7 10.3 9.3 5.3H226 CONSTRUCT TEMPORARY RESTORATIONS 2.02 14.9 12.7 11.0 3.91305 PERFORM OPERATOR MAINTENANCE ON AUDIO-

VISUAL EQUIPMENT 1.79 3.4 3.8 5.0 13.8H224 CEMENT CROWNS, INLAYS, OR BRIDGES 1.56 15.7 14.4 12.0 4.2F196 REMOVE OR REPLACE COMPONENTS OF

DENTAL UNITS 1.35 7.1 6.5 7.9 14.51302 MAKE ENTRIES ON CHILDREN'S PREVENTIVE

DENTISTRY PROGRAM FORMS (AF FORM 738) 3.71 6 5 6 51293 CONDUCT PRENATAL PREVENTIVE DENISTRY

PROGRAMS 2.84 6 5 6 5H231 DISTILL WATER 2.59 7 6 5 5J318 DUPLICATE RADIOGRAPHIC FILMS 2.11 8 7 7 51312 SCREEN FOOD HANDLER'S EXAMINATIONS 1.90 6 6 6 61294 CONDUCT PREVENTIVE DENTISTRY PROGRAMS

FOR CHEMOTHERAPY PATIENTS 1.77 2 1 2 2H276 REMOVE TEMPORARY RESTORATION 1.74 4 5 5 31316 WRITE PREVENTIVE DENTISTRY ARTICLES FOR

PUBLICATION 1.74 1 2 3 5H263 PLACE PRESCRIBED MEDICATIONS IN CANAL 1.67 8 7 6 2H282 TAKE ORAL CULTURES 1.60 6 6 5 4H223 BLEACH DISCOLORED TEETH 1.33 7 6 6 2H225 CONDENSE, CARVE AND FINISH METALLIC OR

NON-METALLIC RESTORATIONS 1.23 7 7 6 5H279 SEW SUTURES 1.05 3 3 3 2H234 EXTRACT TEETH .72 8 7 6 1

*MEAN TRAINING EMPHASIS: 3.00STANDARD DEVIATION TRAINING EMPHASIS: 2.26

66

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POI Analysis

A similar analysis was performed on POI J3ABR98130 to ensure that thetraining matched the tasks being performed by 98130 personnel. In thiscase, the inventory task matching to the POI blocks and modules, the TEratings, TD rating and percent of first-job and first-term personnelperforming the tasks were used to assess the validity of the trainingdocument in accordance with ATCR 52-22. Table 21 is a list of the tasksrated high in training emphasis that were not referenced to a POI block ormodule. It is recommended that the tasks in this list be reviewed by subjectmatter experts for possible inclusion in the J3ABR98130 POI.

The POI blocks and modules generally were well suported by surveydata. Block VII modules 4a and 4b were not well supported by the data, asshown in Table 22, and it is recommended that they be reviewed for possibledeletion or should be specifically justified as a prerequisite knowledge area.

68 p

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COMPARISON OF CURRENT SURVEY TO PREVIOUS SURVEY

An Occupational Survey Report, AFPTs 90-981-139 and 90-981-140,published in May 1976, gives the results of the most recent study conductedon the former 981X0 (dental specialist) and 981X1 (Preventive Dentistry)specialties. A comparison of this survey with the current 981X0 surveyincluded both an examination of specialty jobs identified through structureanalysis and also job satisfaction data.

Table 23 shows the functional groupings discussed in the SPECIALTYJOBS section matched to comparable jobs identified in the 1976 study.Although the manner in which the jobs grouped together varied somewhat,most of the groups reported in the earlier survey were also found in thepresent analysis. In fact, the only groups for which an exact counterpart inthe current study could not be found were the Dental Ancillary Service andX-ray Specialist, Dental Examination/ Emergency Room Specialists, and DentalX-ray and Ancillary Services Specialists. The Exam Room Assistants,Maintenance Personnel, and Data Processing Personnel were the only new jobsemerging since the 1976 survey.

In addition to some new jobs being identified and some old jobs no longerexisting, in several cases, utilization of survey respondents in the majorgroupings differed somewhat from that of the corresponding job categoriesdiscussed in the 1976 report. For example, X-ray functions seemed tocurrently be performed almost exclusively by Radiographic Personnel. Nopersonnel other than those who specialized in X-ray tasks spent more thannine percent of their time on radiographic functions. In 1976, however,several groups other than the Dental X-ray Specialist (for instance, theAncillary Services and X-ray Specialist and Dental X-ray and AncillaryServices Specialist) devoted a noteworthy amount of time to X-ray tasks.Another distinction in personnel usage today compared to six years ago wasthe utilization of Supply Administrators. The 1976 survey respondentsspecializing in supply tasks spent only 23 to 38 percent of their time onsupply and administrative tasks while the Supply Administrators of 1982 spenta third to nearly half of their time on these duties. Finally, the preventivedentistry personnel discussed in the previous report formed two separate jobtypes, namely, the Preventive Dentistry Program and Treatment Technicianand the Oral Prophylaxis Specialist. Structure analysis in the current studyrevealed only one independent job type, the Oral Hygienists, in which thepersonnel were performing the full range of preventive dentistry functions.

In terms of job satisfaction, there were no distinct trends noted incomparing the responses of the 981X0 and 981X1 personnel in the 1976 surveyto those in the 1982 study (see Table 24). First- and second-enlistmentrespondents in the present survey seemed slightly more satisfied than theircounterparts in the old study. For personnel in the 97+ TAFMS category,the job satisfaction figure.,, in the current analysis were somewhat lower thanthose of the former 981X0 3nd 981X1 airmen. As far as reenlistment intentswere concerned, the prescnt figures were considerably more positive than

71

TABLE 23

COMPARISON OF JOB GROUPS BETWEEN SURVEYS

1982 SURVEY 1976 SURVEY

DENTISTS' ASSISTANTS ANCILLARY SERVICE JOB

MULTIPLE-FUNCTION ASSISTANTSOPERATIVE ASSISTANTS DENTAL ANCILLARY SERVICE SPECIALISTORAL SURGERY ASSISTANTS ORAL SURGERY SPECIALISTPERIODONTIC ASSISTANTS PERIODONTICS AND ORAL SURGERY SPECIALISTPROSTHODONTIC ASSISTANTS CROWN AND BRIDGE CLINIC ASSISTANTORTHODONTIC ASSISTANTSPREVENTIVE DENTISTRY-OPERATIVE ASSISTANTSJUNIOR DENTISTS' ASSISTANTS CHAIRSIDE ASSISTANTSENIOR DENTISTS' ASSISTANTS SENIOR SERVICE UNIT/SMALL CLINIC SPECIALIST

DENTAL ANCILLARY SERVICE AND X-RAYSPECIALIST

DENTAL EXAMINATION/EMERGENCY ROOM SPECIALISTDENTAL X-RAY AND ANCILLARY SERVICESSPECIALIST

! F PREVENTIVE DENTISTRY PROGRAM AND TREATMENTORAL HYGIENISTS TECHNICIAN

ORAL PROPHYLAXIS SPECIALIST

X-RAY PERSONNELJUNIOR K-RAY PERSONNEL DENTAL X-RAY SPECIALISTX-RAY NCOICs J

ADMINISTRATIVE/CLERICAL JOBS

RECEPTIONIST-RECORD KEEPERS FRONT DESK RECEPTIONIST AND RECORDS CLERKRECEPTIONIST-DENTIST'S ASSISTANTS EXAM/EMERGENCY TREATMENT UNIT RECEPTIONISTCLERKS RECORDS CLERKAUTOMATED DATA INPUT PERSONNEL DENTAL RECORDS CLERK (CARD PUNCH OPERATOR)DATA PROCESSING PERSONNELADMINISTRATORS) ADMINISTRATIVE UNIT SUPERVISOR-OJT MONITOROJT NCOICs

SUPERVISORS

SUPERVISORS DENTAL SERVICES OR LARGE CLINIC SUPERVISORSSENIOR SUPPLY ADMINISTRATORS DENTAL CLINIC AND SUPPLY SERVICES NCOICJUNIOR SUPPLY ADMINISTRATORS DENTAL SUPPLY NCOIC

* RESIDENT TECHNICAL TRAINING INSTRUCTORS TECHNICAL TRAINING INSTRUCTOR AND SUPERVISORRECEPTION-RECORDS NCOICs SMALL CLINIC NCOIC AND DENTAL CLINIC

RECEPTIONISTPREVENTIVE DENTISTRY SUPERVISOR

DEN'.AL TECHNICIAN-SUPERVISORS DENTAL ASSISTANT AND NCOIC-SMALL CLINICS

* EXAM ROOM ASSISTANTS

MA I NTENANCE PERSONNEL

* 72

past indices for the first-term airmen, approximately the same for thesecond-term airmen, and not as positive for career airmen. The rise infirst-enlistment reenlistment intention overtime is a trend also seen in othercareer fields and this may be part of a general trend (due to factors such asthe economy) rather than related just to this specialty.

7

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IMPLICATIONS

Overall, this occupational survey revealed no significant structuralproblem areas in the 981X0 career ladder. Personnel of the former 981X0,981X1, and 983X0 specialties appear to have been successfully integrated intothe current 981X0 ladder. Personnel from the three career ladders can befound performing the full range of current 981X0 functions. Job satisfactionfigures and the relatively few write-in comments seem to indicate that 981X0airmen, for the most part, are pleased with their jobs.

An examination of AFR 39-1 revealed some inaccuracy in the 98110/30/50job description. This document should be modified to include 7-skill leveltasks typically performed by 3- and 5-skill level airmen.

In terms of the training analysis, several areas of the STS and POIshould be reviewed and refined. A number of areas in the STS which werenot matched to tasks in the inventory should be examined by subject-matterspecialists to determine whether their inclusion is justified. Finally, sometasks not referenced to the STS and POI should be considered for possibleaddition to these documents.

Since input from a number of sources might be useful in makingdecisions to alter portions of the career ladder documents, perhaps aUtilization and Training Workshop should be held sometime in the near future.

A5

75 P

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