The purpose of this thesis is to assist management at the Naval Postgraduate School (NPS) and Naval Support Activity-Monterey Bay (NSA-MB) to determine what civilian non-faculty employee jobs are likely to be left vacant in the next three years due to attrition and to identify what training and skills will be needed by personnel whose jobs may be eliminated in order to be transferred to jobs left vacant due to attrition. The research methods include forecasting and work-analysis. The data were obtained from the Defense Civilian Personnel Data System file for fiscal years 1989 to 1996. The results show ten jobs, based on average number of accessions, attrition rates, forecasted vacancies, and qualification similarities, that may be left vacant to receive transferred personnel. The results also show that the training needed to effectively transfer personnel will be minimal and can be provided at local technical/vocational schools for those working in Clerical and Administrative positions and at NPS for those working in Administrative and Management positions. Because of job specialization and low attrition rates, Firefighters, Police Officers, Heavy Mobile Equipment Mechanics, and Automotive Mechanics will need much training if they are to be transferred to other jobs at NPS and NSA- MB. It is recommended that management intervene to change hiring practices to increase future vacancies in jobs whose vacancies may not be sufficient enough in number or may not appear quickly enough to receive personnel. Three scenarios using the forecasting model are presented to provide alternative methods of increasing those vacancies.