These are the records this paper read, word for word in its English translation of the Korean originals: for each of the eleven cases, its situation, what it says is unknown, when it would be reconsidered and what it would observe, with the assumptions its run states and its run's reading of its own result. A sentence that repeats across the records with only the figures changed is quoted here once or twice, not in every case. Every case is an authored synthetic case from AEGIS's calculation programme (AEGIS-CALC-v1), not a real event, and every post, figure and schedule in it is the author's assumption.
Non-commissioned officer posting change
An authored synthetic case (AEG-K-026), filed under education and training safety, whose deciding role is the officer reviewing posting changes (setting) and whose run, on 60 people and 30 seats a cohort, reports 2 cohorts.
Of 300 non-commissioned officer posts, 60 people are waiting for training for a new posting. The training site holds 30 seats a cohort, the transition period is 6 months and the training period is 12 months. It must be decided whether to take the 30 pushed out of the first cohort in the next cohort or to delay the time of the transition.
The actual priority scores of those seeking the transition and the state of the seats in each course
If those seeking the transition exceed 60 or the seats at the training site change, it is calculated again.
At the end of the first cohort, it records how far the number still waiting has fallen.
The 60 in transition, the 30 seats and the 6/12 months are values assumed by the author, not actual personnel data.
Maintenance retraining
An authored synthetic case (AEG-K-027), filed under education and training safety, whose deciding role is the maintenance training officer (setting) and whose run, on 45 people and 25 seats a cohort, reports 2 cohorts.
Of 150 maintenance posts, 45 people are due for retraining on new equipment. A cohort holds 25 seats, the transition period is 3 months and the training period is 9 months. The waiting time of the 20 pushed out of the first cohort must be set.
The schedule for bringing in the new equipment and the skill level of those due for retraining
If delivery of the new equipment is late, the timing of the training and the division into cohorts are adjusted.
After the first cohort completes, it checks the share of people able to do maintenance duties.
The 45 for retraining, the 25 seats and the 3/9 months are values assumed by the author, not actual data.
Recruit retraining
An authored synthetic case (AEG-K-028), filed under education and training safety, whose deciding role is the recruit training officer (setting) and whose run, on 60 people and 30 seats a cohort, reports 2 cohorts.
Of 200 recruit posts, 60 people are due for retraining. The training site holds 30 seats a cohort, with a transition of 6 months and training of 10 months. A waiting plan must be made for the 30 pushed out of the first cohort.
When those due for recruit retraining arrive and changes in the seats of each cohort
If those due for retraining exceed 60 or the seats change, it is calculated again.
It records the gap in training between the first cohort and the second
Communications transition
An authored synthetic case (AEG-K-029), filed under education and training safety, whose deciding role is the communications training officer (setting) and whose run, on 24 people and 10 seats a cohort, reports 3 cohorts.
Of 80 communications posts, 24 people are due for transition training on a new system. A cohort holds 10 seats, with a transition of 4 months and training of 8 months. The timing of the training and the number of cohorts for the 14 not taken in the first cohort must be set.
The schedule for fielding the new communications system and the qualifications of those due for the transition
If delivery of the system is delayed, the division into cohorts and the time of the transition are adjusted.
After each cohort completes, it checks the number able to operate the new system.
Field catering retraining
An authored synthetic case (AEG-K-114), filed under education and training safety, whose deciding role is the officer reviewing posting changes (setting) and whose run, on 55 people and 20 seats a cohort, reports 3 cohorts.
Of 220 field catering posts, 55 people are waiting for retraining for a new posting. The training site holds 20 seats a cohort, the transition period is 6 months and the training period is 10 months. Taking away the 20 taken in the first cohort leaves 35, so at least 3 cohorts are needed.
The priority scores of those applying for retraining, the rate of leaving by catering post, and whether the training site can be expanded
If those waiting for training exceed 55 or the seats change, it is calculated again
At the end of each cohort, it records whether the number still waiting falls
Operator-maintenance change of duties
An authored synthetic case (AEG-K-115), filed under maintenance and life cycle, whose deciding role is the maintenance training officer (setting) and whose run, on 36 people and 12 seats a cohort, reports 3 cohorts.
Of 120 operator-maintenance posts, 36 people are waiting for training for a change to new duties. The training site was assumed to hold 12 seats a cohort, with a transition period of 4 months and a training period of 8 months. Taking away the 12 taken in the first cohort leaves 24, so at least 3 cohorts are required.
The actual priority of those seeking the transition, the rate of leaving from operator-maintenance posts, and whether more practice space can be secured
If those waiting exceed 36 or the seats at the training site change, it is calculated again
It records, for each cohort, the number whose transition is complete and the number still waiting
Supply to intelligence branch
An authored synthetic case (AEG-K-125), filed under personnel and welfare, whose deciding role is the officer reviewing branch transfers and whose run, on 90 people and 15 seats a cohort, reports 6 cohorts.
Of 300 in the supply branch, 90 have applied for training to change posting to the intelligence branch. The training site holds 15 seats a cohort, and a transition period of 4 months and a training period of 6 months were planned. Those due for the transition reach double the seats, so a division into cohorts and the giving of priority are needed.
The priority score of each person seeking the transition and the actual room at the training site
If those due for the transition go beyond double the seats, the assignment of cohorts and the time limit of the transition are reopened.
It records, for each cohort, the numbers applying and taken in and the time the transition is complete.
The calculation is that when the first cohort of 15 is full, 75 not taken remain, so 6 cohorts in all are needed.
Reserve officer refresher training
An authored synthetic case (AEG-K-126), filed under education and training safety, whose deciding role is the reserve forces training officer and whose run, on 80 people and 12 seats a cohort, reports 7 cohorts.
Of 250 reserve officers, 80 became due for refresher training for a posting following a mobilisation reserve-assignment notice. The training facility holds 12 seats per cohort, and a transition period of 6 months and a training period of 4 months are required. It is decided into how many cohorts to split the training queue, and whether to consider enlarging the facility.
The spread of those with mobilisation priority and the details of how the training facility's actual seats are reckoned
If those due for training exceed 90 or the capacity falls, the cohort plan is drawn up again.
It records, for each cohort, the numbers of reservists entering and completing and the time linked to mobilisation.
The 250 reservists, the 80 due for training, the 12 seats and the 6/4 months are values assumed by the author.
The calculation is that at 12 per cohort, at least 7 cohorts are needed to hold the 80.
New-equipment maintenance branch
An authored synthetic case (AEG-K-127), filed under maintenance and life cycle, whose deciding role is the maintenance training officer and whose run, on 96 people and 16 seats a cohort, reports 6 cohorts.
Of 200 in the existing maintenance branch, 96 must receive transition training for the new-equipment maintenance branch. The training site holds 16 seats per cohort, and a transition period of 5 months and a training period of 7 months are scheduled. The difference between the pace the transition demands and the pace at which the training site takes people in must be checked.
The schedule for placing the new equipment by unit and the practice seats at the training site
If the placement is brought forward or the seats fall, the make-up of the cohorts and the pace of the transition are adjusted again.
It compares, for each cohort, the number whose transition is complete with the time the equipment is placed.
The 200 maintenance staff, the 96 in transition, the 16 seats and the 5/7 months are values assumed by the author.
The calculation is that to hold the 96 at 16 per cohort, at least 6 cohorts are needed.
Uncrewed aircraft operators
An authored synthetic case (AEG-K-187), filed under education and training safety, whose deciding role is the education and training officer and whose run, on 60 people and 20 seats a cohort, reports 3 cohorts.
To take the 60 staff moving to operating uncrewed aircraft with a training unit of 20 seats, they must be divided into cohorts. A judgment is needed that sets into how many cohorts to assign them, matching the 12-month transition deadline and the training requirement.
The actual requirement of each course, the room to enlarge the training unit, and the judgment of priority in the transition
If the training requirement grows, the cohorts and the deadline are calculated again
It records the state of training completion for each cohort weekly
The 60 due for the transition, the 20 seats, the 12-month deadline and the 4 months of training are all values assumed by the author.
With 20 seats and 60 due, 3 cohorts are needed, and with 4 months of training it fits the 12-month deadline.
Cyber field transition
An authored synthetic case (AEG-K-188), filed under personnel and welfare, whose deciding role is the personnel planning officer and whose run, on 45 people and 15 seats a cohort, reports 3 cohorts.
To absorb the 45 staff moving to the cyber defence field with a training unit of 15 seats, 3 cohorts are needed. A judgment is needed that sets a cohort schedule matching the training requirement and the transition deadline.
The completion requirement of each course, the room among instructors, and the criteria for priority in the transition
If the completion rate falls below the standard, the training schedule is calculated again
It records the number completing retraining in each cohort monthly
The 45 due for the transition, the 15 seats, the 18-month deadline and the 6 months of training are all values assumed by the author.
With 15 seats and 45 due, 3 cohorts are needed, and with 6 months of training it fits the 18-month deadline.