Doctrine, Organization, Training, Materiel, Leadership and Education, Personnel, Facilities and Policy (DOTMLPF-P) analysis is the first step in the Functional Solutions Analysis (FSA). It determines/recommends if a non-material approach or a materiel approach is required to fill a capability gap identified in the Functional Needs Analysis (FNA). It includes the entire life cycle, including the sustainment; Environment, Safety, and Occupational Health (ESOH); and all Human Systems Integration (HSI) domains. See DOTMLPF-P Change Recommendation (DCR)
Figure: DOTMLPF in the Acquisition/JCIDS Process
DOTMLPF-P stands for:
Doctrine: The doctrine analysis examines the way the military fights its conflicts with emphasizes on maneuver warfare and combined air-ground campaigns to see if there is a better way that might solve a capability gap.
- Is there existing doctrine that addresses or relates to the business need? Is it Joint? Service? Agency?
- Are there operating procedures in place that are NOT being followed which contribute to the identified need?
Organization: The organization analysis examines how we are organize to fight; divisions, air wings, Marine-Air Ground Task Forces and other. It looks to see if there is a better organizational structure or capability that can be developed to solve a capability gap.
- Where is the problem occurring? What organizations is the problem occurring in?
- Is the organization properly staffed and funded to deal with the issue?
Training: The training analysis examines how we prepare our forces to fight tactically from basic training, advanced individual training, various types of unit training, joint exercises, and other ways to see if improvement can be made to offset capability gaps.
- Is the issue caused, at least in part, by a complete lack of or inadequate training?
- Does training exist which addresses the issue?
Materiel: The materiel analysis examines all the necessary equipment and systems that are needed by our forces to fight and operate effectively and if new systems are needed to fill a capability gap.
- Is the issue caused, at least in part, by inadequate systems or equipment?
Leadership and Education: The leadership and education analysis examines how we prepare our leaders to lead the fight from squad leader to 4-star general/admiral and their overall professional development.
- Does leadership understand the scope of the problem?
- Does leadership have resources at its disposal to correct the issue?
Personnel: The personnel analysis examines availability of qualified people for peacetime, wartime, and various contingency operations to support a capability gap by restructuring.
- Is the issue caused, at least in part, by inability or decreased ability to place qualified and trained personnel in the correct occupational specialties?
- Are the right personnel in the right positions (skill set match)?
Facilities: The facilities analysis examines military property, installations and industrial facilities (e.g. government owned ammunition production facilities) that support our forces to see if they can be used to fill in a capability gap.
- Is there a lack of operations and maintenance?
- Is the problem caused, at least in part, by inadequate infrastructure?
Policy: Any DOD, interagency, or international policy issues that may prevent effective implementation of changes in the other seven DOTMLPF-P elemental areas.
- Defense Acquisition Guidebook (DAG) - Chapter 12.5.2
- Joint Capabilities Integration Development System (JCIDS) Manual - 31 Jul 2009
- Chairman of Joint Chief of Staff Instruction (CJCSI) 3170.01G - JCIDS 1 Mar 2009
- DoD Directive 5000.01 "Defense Acquisition System" - 20 Nov 2007
- DoD Instruction 5000.02 "Operation of the Defense Acquisition System" - 26 Nov 2013