Evaluation standard
The conclusion arrived before the evidence.
An asserted outcome still requires a measured result. The record needs to show what happened, to whom, and at what cost.
The measurements a conclusion would require.
- Qualified applicants per vacancy
- Offer acceptance
- Decline reasons
- Vacancy duration
- Regrettable attrition
- Critical-skill coverage
- Time to proficiency
- Replacement cost
- Occupation-matched total compensation
- Workload transferred to contractors
- Work delayed or degraded by vacancies
- High-performer attrition
- Market response to targeted incentives
- Workforce capacity compared with mission demand
Definitions before conclusions
For every metric, publish the definition, occupation or series, grade or pay band, location, time period, denominator, quality threshold, trend, source system, and data limitations.
A healthy applicant count is not a raw number. It is a qualified supply sufficient to fill the role on time at an acceptable acceptance and proficiency rate.
What the compensation figures cannot establish
- Consistently adequate qualified candidate pools
- High offer acceptance
- Low compensation-related decline rates
- Acceptable vacancy duration
- Low regrettable attrition
- Critical skills filled at required proficiency
- Little contractor substitution driven by civilian shortages
- No material mission effect from compensation constraints
- Occupation-matched total compensation within a justified competitive range
These are evaluation criteria, not established findings. None can be inferred from a salary table.