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  • Online Resource  (31)
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  • Military Administration  (31)
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  • 1
    Online Resource
    Online Resource
    Advancing the careers of military spouses : an assessment of education and employment goals and barriers facing military spouses eligible for MyCAA (2015)
    Santa Monica, Calif : Rand Corporation
    Details
    ISBN: 9780833088659 , 0833089463 , 0833088653 , 9780833089465
    Language: English
    Pages: 1 Online-Ressource (xxi, 68 pages)
    Parallel Title: Print version Friedman, Esther M., 1976- Advancing the careers of military spouses
    Keywords: Military spouses Training of ; Military spouses Services for ; Military spouses Employment ; Military spouses Education (Continuing education) ; Military spouses ; Military spouses ; Military spouses ; Military spouses ; TECHNOLOGY & ENGINEERING ; Military Science ; Military Administration ; Military & Naval Science ; Law, Politics & Government ; United States ; HISTORY ; Military ; Other ; Electronic books
    Abstract: Since the move to an all-volunteer force, the U.S. military has increasingly provided an array of programs, services, and facilities to support military families, including programs to assist spouses in pursuing their educational and employment goals. These programs are particularly important, given that military spouses face challenges related to military life that can make it difficult for them to maintain and develop careers. One program designed to help spouses of junior military personnel meet their educational and employment objectives is the My Career Advancement Account (MyCAA) scholarship. This report analyzes data collected from November 2012 to March 2013 on the 2012 Active Duty Spouse Survey to examine MyCAA scholarship use in the previous year and educational and employment goals and barriers faced by recent MyCAA users and nonusers. The survey showed that nearly one in five eligible spouses used MyCAA in the previous year, and more than half of nonusers were unaware of the scholarship. Key reasons for not using the scholarship among those who were aware of it include perceived program ineligibility and lack of time for education. Reported barriers to achieving educational and employment goals were remarkably similar for recent MyCAA users and nonusers. Cost was the key reason spouses reported for not pursuing higher education. Barriers to both education and employment among interested spouses included competing family responsibilities and difficulties with child care. The authors conclude with recommendations for improving and complementing the existing MyCAA scholarship to help military spouses achieve their educational and career objectives
    Abstract: Since the move to an all-volunteer force, the U.S. military has increasingly provided an array of programs, services, and facilities to support military families, including programs to assist spouses in pursuing their educational and employment goals. These programs are particularly important, given that military spouses face challenges related to military life that can make it difficult for them to maintain and develop careers. One program designed to help spouses of junior military personnel meet their educational and employment objectives is the My Career Advancement Account (MyCAA) scholarship. This report analyzes data collected from November 2012 to March 2013 on the 2012 Active Duty Spouse Survey to examine MyCAA scholarship use in the previous year and educational and employment goals and barriers faced by recent MyCAA users and nonusers. The survey showed that nearly one in five eligible spouses used MyCAA in the previous year, and more than half of nonusers were unaware of the scholarship. Key reasons for not using the scholarship among those who were aware of it include perceived program ineligibility and lack of time for education. Reported barriers to achieving educational and employment goals were remarkably similar for recent MyCAA users and nonusers. Cost was the key reason spouses reported for not pursuing higher education. Barriers to both education and employment among interested spouses included competing family responsibilities and difficulties with child care. The authors conclude with recommendations for improving and complementing the existing MyCAA scholarship to help military spouses achieve their educational and career objectives
    Note: "RR-784-OSD , "Prepared for the Office of the Secretary of Defense , "National Defense Research Institute , Includes bibliographical references (pages 65-68)
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  • 2
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    Online Resource
    Care transitions to and from the National Intrepid Center of Excellence (NICoE) for service members with traumatic brain injury (2015)
    Santa Monica, Calif : Rand Corporation
    Details
    ISBN: 9780833088888 , 083309145X , 0833088882 , 9780833091451
    Language: English
    Pages: 1 Online-Ressource (xxvi, 105 pages)
    Series Statement: RR-653-OSD
    Parallel Title: Print version Ayer, Lynsay Care transitions to and from the National Intrepid Center of Excellence (NICoE) for service members with traumatic brain injury
    Keywords: Brain Wounds and injuries ; Treatment ; Evaluation ; Soldiers Medical care ; Evaluation ; Brain ; Soldiers ; Disciplines and Occupations ; Disease ; Health Care Facilities, Manpower, and Services ; Health Occupations ; Health Services ; Health ; Medicine ; Military Medicine ; Military Personnel ; Named Groups ; Nervous System Diseases ; Occupational Groups ; Persons ; Physical and Rehabilitation Medicine ; Population Characteristics ; Rehabilitation ; Therapeutics ; Trauma, Nervous System ; Veterans Health ; Wounds and Injuries ; Central Nervous System Diseases ; Brain Diseases ; Analytical, Diagnostic and Therapeutic Techniques and Equipment ; Craniocerebral Trauma ; Delivery of Health Care ; Brain Injuries ; Law, Politics & Government ; MEDICAL ; Neurology ; United States ; Military & Naval Science ; Military Administration ; Electronic book
    Abstract: Improvised explosive devices (IEDs) have been one of the leading causes of death and injury among U.S. troops. Those who survive an IED blast or other injuries may be left with a traumatic brain injury (TBI) and attendant or co-occurring psychological symptoms. In response to the need for specialized services for these populations, the U.S. Department of Defense (DoD) established the National Intrepid Center of Excellence (NICoE) in Bethesda, Maryland, in 2010. The NICoE's success in fulfilling its mission is impacted by its relationships with home station providers, patients, and their families. The RAND Corporation was asked to evaluate these relationships and provide recommendations for strengthening the NICoE's efforts to communicate with these groups to improve patients' TBI care. Through surveys, site visits, and interviews with NICoE staff, home station providers, service members who have received care at the NICoE, and the families of these patients, RAND's evaluation examined the interactions between the NICoE and the providers responsible for referring patients and implementing treatment plans
    Note: "Prepared for the Office of the Secretary of Defense. Approved for public release; distribution unlimited , Includes bibliographical references
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  • 3
    Online Resource
    Online Resource
    Navigating the road to reintegration : status and continuing support of the U.S. Air Force's wounded warriors (2015)
    Santa Monica : RAND Corporation
    Details
    ISBN: 9780833088383 , 0833091484 , 0833088386 , 9780833091482
    Language: English
    Pages: 1 Online-Ressource (xx, 160 pages)
    Series Statement: Research report
    Parallel Title: Print version Sims, Carra S Navigating the road to reintegration
    Keywords: United States ; United States ; Veteran reintegration ; Veterans Services for ; Disabled veterans Rehabilitation ; Veterans Medical care ; Disabled veterans Services for ; Veteran reintegration ; Veterans ; Disabled veterans ; Veterans ; Disabled veterans ; Veterans Health ; Military Personnel ; Community Integration ; Veterans psychology ; Military & Naval Science ; Law, Politics & Government ; Disabled veterans ; Services for ; Veteran reintegration ; Veterans ; Medical care ; Veterans ; Services for ; United States ; Military Administration ; HISTORY ; Military ; Aviation ; Disabled veterans ; Rehabilitation ; United States ; United States ; Electronic book
    Abstract: The U.S. Air Force, wanting to gain greater insight into the well-being of its members who have sustained mental or physical injuries in combat or combat-related situations, including their quality of life and the challenges they will confront in their reintegration following separation or retirement, asked the RAND Corporation for assistance in gauging the current status of the Air Force's wounded warriors, including their use of and satisfaction with Air Force programs designed to serve them. This report presents the baseline findings from a longitudinal analysis of enrollees in the Air Force Wounded Warrior (AFW2) program who were receiving benefits or undergoing evaluation to receive benefits, the majority of whom had a primary administrative diagnosis of post-traumatic stress disorder (PTSD). A high proportion of the Airmen in the sample screened positive for PTSD (roughly 78 percent) and major depressive disorder (MDD) (roughly 75 percent); 69 percent screened positive for both. Although more than 90 percent of those in the sample who screened positive for PTSD or MDD were receiving treatment, about half indicated that there was at least one instance during the past year in which they desired mental health treatment but did not receive it. Participants reported concerns about stigma, confidentiality, and the quality of available treatment as barriers to receiving mental health care, though the current data do not link these concerns to a particular treatment setting. About 10 percent of Airmen reported a financial situation that could be considered as living in poverty based on U.S. Department of Health and Human Services' poverty guidelines. Similarly, close to 15 percent of those in the labor force could be considered unemployed. Reserve and National Guard Airmen evidenced heightened challenges across examined domains. Respondents were overall satisfied with the services they received from the AFW2 and Air Force Recovery Care Coordinator programs
    Abstract: The U.S. Air Force, wanting to gain greater insight into the well-being of its members who have sustained mental or physical injuries in combat or combat-related situations, including their quality of life and the challenges they will confront in their reintegration following separation or retirement, asked the RAND Corporation for assistance in gauging the current status of the Air Force's wounded warriors, including their use of and satisfaction with Air Force programs designed to serve them. This report presents the baseline findings from a longitudinal analysis of enrollees in the Air Force Wounded Warrior (AFW2) program who were receiving benefits or undergoing evaluation to receive benefits, the majority of whom had a primary administrative diagnosis of post-traumatic stress disorder (PTSD). A high proportion of the Airmen in the sample screened positive for PTSD (roughly 78 percent) and major depressive disorder (MDD) (roughly 75 percent); 69 percent screened positive for both. Although more than 90 percent of those in the sample who screened positive for PTSD or MDD were receiving treatment, about half indicated that there was at least one instance during the past year in which they desired mental health treatment but did not receive it. Participants reported concerns about stigma, confidentiality, and the quality of available treatment as barriers to receiving mental health care, though the current data do not link these concerns to a particular treatment setting. About 10 percent of Airmen reported a financial situation that could be considered as living in poverty based on U.S. Department of Health and Human Services' poverty guidelines. Similarly, close to 15 percent of those in the labor force could be considered unemployed. Reserve and National Guard Airmen evidenced heightened challenges across examined domains. Respondents were overall satisfied with the services they received from the AFW2 and Air Force Recovery Care Coordinator programs
    Note: "Approved for public release; distribution unlimited , "Rand Project Air Force , "RR-599-AF"--Page 4 of cover , "Prepared for the United States Air Force , Includes bibliographical references (pages 139-160)
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  • 4
    Online Resource
    Online Resource
    The association between base-area social and economic characteristics and airmen's outcomes (2014)
    Santa Monica, CA : Rand Corporation
    Details
    ISBN: 9780833078599 , 0833085190 , 0833078593 , 9780833085191
    Language: English
    Pages: 1 Online-Ressource (xxvi, 168 pages)
    Series Statement: RAND Corporation research report series RR-132-AF
    Parallel Title: Print version Meadows, Sarah O. (Sarah Opal), 1978- Association between base-area social and economic characteristics and airmen's outcomes
    Keywords: Quality of life Statistics ; Social indicators ; Airmen Social conditions 21st century ; Neighborhoods Social aspects ; Quality of life ; Social indicators ; Airmen ; Neighborhoods ; Law, Politics & Government ; Military Administration ; HEALTH & FITNESS ; Work-Related Health ; United States ; Statistics ; Neighborhoods ; Social aspects ; Quality of life ; Social indicators ; Military & Naval Science ; Electronic books
    Abstract: To help Air Force Services tailor support for Airmen and their families through analyses of the relevance of neighborhood, or area, characteristics of major Air Force installations located within the United States, researchers applied established social indicators and neighborhood methodology to identify which areas may have greater need for Air Force resources. This document reports the results of that analysis. It examines whether and how base-area characteristics are associated with individual-level Airman outcomes across several different domains. The objective is to help the Air Force identify communities where Airmen and their families may have greater levels of need so that it can adapt programs or resources to counteract stressors related to the base areas and the lack of nonmilitary resources in the area. Using census and personnel data, the authors created a set of area profiles that make up the RAND Base Area Social and Economic Index, or RAND BASE-I, measuring aspects of household composition, employment, income and poverty, housing, social, and transportation of area residents (both military and civilian). These factors are outside of Air Force control; however, Air Force Services may be able to help offset potential negative impacts of community characteristics on Airmen and their families. Using existing Air Force survey data, the authors then assessed whether these base-area characteristics were associated with Airmen's outcomes related to health and well-being, military and neighborhood cohesion, ratings of neighborhood resources, use of on-base resources, satisfaction, and career intentions. The analysis also tested whether Airmen who live off base and commute to work may be more exposed to social and economic conditions in the larger base area than Airmen who primarily live and work on base
    Abstract: To help Air Force Services tailor support for Airmen and their families through analyses of the relevance of neighborhood, or area, characteristics of major Air Force installations located within the United States, researchers applied established social indicators and neighborhood methodology to identify which areas may have greater need for Air Force resources. This document reports the results of that analysis. It examines whether and how base-area characteristics are associated with individual-level Airman outcomes across several different domains. The objective is to help the Air Force identify communities where Airmen and their families may have greater levels of need so that it can adapt programs or resources to counteract stressors related to the base areas and the lack of nonmilitary resources in the area. Using census and personnel data, the authors created a set of area profiles that make up the RAND Base Area Social and Economic Index, or RAND BASE-I, measuring aspects of household composition, employment, income and poverty, housing, social, and transportation of area residents (both military and civilian). These factors are outside of Air Force control; however, Air Force Services may be able to help offset potential negative impacts of community characteristics on Airmen and their families. Using existing Air Force survey data, the authors then assessed whether these base-area characteristics were associated with Airmen's outcomes related to health and well-being, military and neighborhood cohesion, ratings of neighborhood resources, use of on-base resources, satisfaction, and career intentions. The analysis also tested whether Airmen who live off base and commute to work may be more exposed to social and economic conditions in the larger base area than Airmen who primarily live and work on base
    Note: "RR-132-AF"--Back cover , "RAND Project Air Force , Includes bibliographical references (pages 159-168)
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  • 5
    Online Resource
    Online Resource
    Recruiting older youths : insights from a new survey of army recruits (2014)
    Santa Monica : RAND
    Details
    ISBN: 9780833083906 , 0833086472 , 0833083902 , 9780833086471
    Language: English
    Pages: 1 Online-Ressource (xvii, 66 pages)
    Parallel Title: Print version Rostker, Bernard Recruiting older youths
    Keywords: United States Recruiting, enlistment, etc ; United States ; Military Administration ; Military & Naval Science ; Law, Politics & Government ; United States ; Recruiting and enlistment ; BUSINESS & ECONOMICS ; Human Resources & Personnel Management ; Electronic book
    Abstract: More than half of all U.S. Army recruits are choosing to join later in life instead of immediately after high school graduation. Older recruits tend to reenlist and receive promotions at greater rates than their younger peers. Among those surveyed, recruits who enlisted later were more concerned about the domestic job market and less concerned about external factors, such as opposition from family and friends. Since the advent of the all-volunteer force, little attention has been paid to high school graduates who do not enlist immediately after graduation, primarily those who seek employment in the private sector of the economy. However, over time, this group has made up a significant and increasing portion of total enlistments. However, since 2005, the majority of the Army's recruits has not joined directly out of high school but has instead made the decision to join at a later time. Why these recruits initially chose not to join when they had the opportunity after graduating from high school and why they changed their minds several years later and enlisted are the subjects of this report. Given the importance of older recruits to the Army, the authors examine what is known about these recruits, their performance during military service, and why they came to join the Army after first choosing another postsecondary path. The results of a survey of 5,000 Army recruits designed to answer this question are presented. Finally, the implications of the survey results are discussed, along with suggestions of ways to gain additional insights by tracking this survey cohort through their Army careers
    Abstract: More than half of all U.S. Army recruits are choosing to join later in life instead of immediately after high school graduation. Older recruits tend to reenlist and receive promotions at greater rates than their younger peers. Among those surveyed, recruits who enlisted later were more concerned about the domestic job market and less concerned about external factors, such as opposition from family and friends. Since the advent of the all-volunteer force, little attention has been paid to high school graduates who do not enlist immediately after graduation, primarily those who seek employment in the private sector of the economy. However, over time, this group has made up a significant and increasing portion of total enlistments. However, since 2005, the majority of the Army's recruits has not joined directly out of high school but has instead made the decision to join at a later time. Why these recruits initially chose not to join when they had the opportunity after graduating from high school and why they changed their minds several years later and enlisted are the subjects of this report. Given the importance of older recruits to the Army, the authors examine what is known about these recruits, their performance during military service, and why they came to join the Army after first choosing another postsecondary path. The results of a survey of 5,000 Army recruits designed to answer this question are presented. Finally, the implications of the survey results are discussed, along with suggestions of ways to gain additional insights by tracking this survey cohort through their Army careers
    Note: "National Defense Research Institute , "RR-247-OSD"--Page 4 of cover , "Prepared for the Office of the Secretary of Defense , Includes bibliographical references (pages 65-66)
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  • 6
    Online Resource
    Online Resource
    Mental health stigma in the military (2014)
    Santa Monica, CA : RAND
    Details
    ISBN: 9780833085047 , 0833089994 , 0833085042 , 9780833089991
    Language: English
    Pages: 1 Online-Ressource (xxxii, 296 pages)
    Parallel Title: Erscheint auch als Acosta, Joie D Mental health stigma in the military
    Keywords: Stigma (Social psychology) ; Soldiers Mental health services ; Evaluation ; Mental health policy ; Stigma (Social psychology) ; Soldiers ; Mental health policy ; Analytical, Diagnostic and Therapeutic Techniques and Equipment ; Anthropology, Education, Sociology and Social Phenomena ; Behavior and Behavior Mechanisms ; Behavior ; Behavioral Disciplines and Activities ; Delivery of Health Care ; Evaluation Studies as Topic ; Health Care Economics and Organizations ; Health Care Evaluation Mechanisms ; Health Care Facilities, Manpower, and Services ; Health Care Quality, Access, and Evaluation ; Health Services ; Investigative Techniques ; Mental Health Services ; Military Personnel ; Named Groups ; Occupational Groups ; Persons ; Policy ; Psychiatry and Psychology ; Public Policy ; Quality of Health Care ; Social Behavior ; Social Control Policies ; Social Control, Formal ; Social Sciences ; Social Stigma ; Sociology ; Law, Politics & Government ; Military Administration ; Military & Naval Science ; United States ; HISTORY ; Military ; Veterans ; Mental health policy ; Stigma (Social psychology) ; United States Armed Forces ; Mental health services ; Evaluation ; United States ; Electronic books
    Abstract: Despite the efforts of both the U.S. Department of Defense and the Veterans Health Administration to enhance mental health services, many service members are not regularly seeking needed care when they have mental health problems. Without appropriate treatment, these mental health problems can have wide-ranging and negative impacts on the quality of life and the social, emotional, and cognitive functioning of affected service members. The services have been actively engaged in developing policies, programs, and campaigns designed to reduce stigma and increase service members' help-seeking behavior. However, there has been no comprehensive assessment of these efforts' effectiveness and the extent to which they align with service members' needs or evidence-based practices. The goal of this research was to assess DoD's approach to stigma reduction, how well it is working and how it might be improved. To address these questions, RAND researchers used five complementary methods: (1) literature review, (2) a microsimulation modeling of costs, (3) interviews with program staff, (4) prospective policy analysis, and (5) an expert panel. The priorities outlined in this report identify ways in which program and policy development and research and evaluation can improve understanding of how best to efficiently and effectively provide needed treatment to service members with mental illness
    Abstract: Despite the efforts of both the U.S. Department of Defense and the Veterans Health Administration to enhance mental health services, many service members are not regularly seeking needed care when they have mental health problems. Without appropriate treatment, these mental health problems can have wide-ranging and negative impacts on the quality of life and the social, emotional, and cognitive functioning of affected service members. The services have been actively engaged in developing policies, programs, and campaigns designed to reduce stigma and increase service members' help-seeking behavior. However, there has been no comprehensive assessment of these efforts' effectiveness and the extent to which they align with service members' needs or evidence-based practices. The goal of this research was to assess DoD's approach to stigma reduction, how well it is working and how it might be improved. To address these questions, RAND researchers used five complementary methods: (1) literature review, (2) a microsimulation modeling of costs, (3) interviews with program staff, (4) prospective policy analysis, and (5) an expert panel. The priorities outlined in this report identify ways in which program and policy development and research and evaluation can improve understanding of how best to efficiently and effectively provide needed treatment to service members with mental illness
    Note: "RR-426-OSD"--Page 4 of cover , Includes bibliographical references (pages 231-296)
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  • 7
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    Online Resource
    Veteran employment : lessons from the 100,000 Jobs Mission (2014)
    Santa Monica, CA : RAND
    Details
    ISBN: 9780833088147 , 0833089382 , 0833088149 , 9780833089380
    Language: English
    Pages: 1 Online-Ressource (viii, 45 pages)
    Parallel Title: Print version Hall, Kimberly Curry Veteran employment
    Keywords: Veterans Services for ; Veterans Employment ; Veterans ; Veterans ; Military Administration ; United States ; Veterans ; Services for ; Military & Naval Science ; LAW ; Labor & Employment ; Law, Politics & Government ; Veterans ; Employment ; Electronic books
    Abstract: Eleven companies cofounded the 100,000 Jobs Mission in 2011 to promote veteran employment, with a goal of hiring 100,000 veterans by 2020. The coalition has grown to over 175 companies, which have exceeded the initial goal and are now on track to hire 200,000 veterans by the end of 2014. These companies represent nearly every U.S. industry and vary in size, geographic location, and in the types of veterans they hire. Reflecting on the first three years of operation, JPMorgan Chase & Co. asked the RAND Corporation to capture the lessons and experiences from the 100,000 Jobs Mission to identify further improvements to veteran employment opportunities. RAND researchers conducted qualitative interviews with representatives of a sample of member companies, delving into the ways they recruit and hire veterans, help veterans transition into their new jobs, and manage and develop veteran employees and the value veterans bring as employees. Interviewees pointed out that veterans are most noted for their leadership skills and teamwork; for their flexibility and ability to work in a fast-paced, changing environment without undue stress; for their dependability, integrity, and loyalty; and for their experience working in a culturally diverse or global environment. This research also explored the challenges to hiring and employing veterans and provides recommendations to assist employers and promote veteran employment opportunities more broadly
    Abstract: Eleven companies cofounded the 100,000 Jobs Mission in 2011 to promote veteran employment, with a goal of hiring 100,000 veterans by 2020. The coalition has grown to over 175 companies, which have exceeded the initial goal and are now on track to hire 200,000 veterans by the end of 2014. These companies represent nearly every U.S. industry and vary in size, geographic location, and in the types of veterans they hire. Reflecting on the first three years of operation, JPMorgan Chase & Co. asked the RAND Corporation to capture the lessons and experiences from the 100,000 Jobs Mission to identify further improvements to veteran employment opportunities. RAND researchers conducted qualitative interviews with representatives of a sample of member companies, delving into the ways they recruit and hire veterans, help veterans transition into their new jobs, and manage and develop veteran employees and the value veterans bring as employees. Interviewees pointed out that veterans are most noted for their leadership skills and teamwork; for their flexibility and ability to work in a fast-paced, changing environment without undue stress; for their dependability, integrity, and loyalty; and for their experience working in a culturally diverse or global environment. This research also explored the challenges to hiring and employing veterans and provides recommendations to assist employers and promote veteran employment opportunities more broadly
    Note: "This research was sponsored by JPMorgan Chase & Co. and conducted within RAND Labor and Population"--Page 45 , "RAND Labor and Population , Includes bibliographical references (pages 41-43)
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  • 8
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    Online Resource
    Elements of success : how type of secondary education credential helps predict enlistee attrition (2014)
    Santa Monica, CA : RAND
    Details
    ISBN: 9780833084248 , 0833085220 , 0833084240 , 9780833085221
    Language: English
    Pages: 1 Online-Ressource (xiii, 47 pages)
    Series Statement: RAND Corporation research report series RR-374-OSD
    Parallel Title: Print version Burkhauser, Susan Elements of success
    Keywords: Military discharge ; Education, Secondary Evaluation ; Military discharge ; Education, Secondary ; Military Administration ; Military & Naval Science ; Law, Politics & Government ; HISTORY ; Military ; Other ; Armed Forces ; Personnel management ; United States ; Education, Secondary ; Evaluation ; Military discharge ; Recruiting and enlistment ; United States Armed Forces ; Recruiting, enlistment, etc ; United States Armed Forces ; Personnel management ; United States ; United States ; Electronic books
    Abstract: The U.S military services have traditionally used a tiering system, including education credentials such as high school diplomas, in combination with Armed Forces Qualification Test (AFQT) scores to help gauge the likelihood of a recruit persevering through his or her first term of service. But what about less traditional credentials, such as diplomas earned through homeschooling and distance learning? The Office of the Under Secretary of Defense (Personnel and Readiness) asked RAND to examine whether its current education-credential tiering policy is still useful in predicting first-term attrition. The authors examined attrition rates at 12, 24, and 36 months of service for all enlistees from 2000 through 2011. Using statistical regression techniques, they compared attrition rates for those with distance learning or homeschool credentials to those of high school diploma holders, after controlling for other observable population differences. Overall, the analyses support current tiering policy classifying homeschool diplomas as Tier 1 if a recruit's AFQT score is 50 or higher (i.e., they are treated the same as high school diploma holders) or Tier 2 if a recruit's AFQT score is lower than 50. The results also support classifying distance learning credentials as Tier 2 regardless of AFQT score
    Abstract: The U.S military services have traditionally used a tiering system, including education credentials such as high school diplomas, in combination with Armed Forces Qualification Test (AFQT) scores to help gauge the likelihood of a recruit persevering through his or her first term of service. But what about less traditional credentials, such as diplomas earned through homeschooling and distance learning? The Office of the Under Secretary of Defense (Personnel and Readiness) asked RAND to examine whether its current education-credential tiering policy is still useful in predicting first-term attrition. The authors examined attrition rates at 12, 24, and 36 months of service for all enlistees from 2000 through 2011. Using statistical regression techniques, they compared attrition rates for those with distance learning or homeschool credentials to those of high school diploma holders, after controlling for other observable population differences. Overall, the analyses support current tiering policy classifying homeschool diplomas as Tier 1 if a recruit's AFQT score is 50 or higher (i.e., they are treated the same as high school diploma holders) or Tier 2 if a recruit's AFQT score is lower than 50. The results also support classifying distance learning credentials as Tier 2 regardless of AFQT score
    Note: Includes bibliographical references (page 47)
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  • 9
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    Charting the course for a new Air Force inspection system (2013)
    Santa Monica, CA : RAND
    Details
    ISBN: 9780833077042 , 0833081942 , 083307704X , 9780833081940
    Language: English
    Pages: 1 Online-Ressource (xxiii, 149 pages)
    Series Statement: Technical report Charting the course for a new Air Force inspection system
    Parallel Title: Available in another form
    Parallel Title: Available in another form
    Keywords: United States Reorganization ; United States Safety measures ; United States Inspection ; United States ; United States ; United States ; United States ; United States ; Aeronautics, Military Safety measures ; Aeronautics, Military ; TECHNOLOGY & ENGINEERING ; Military Science ; Aeronautics, Military ; Safety measures ; Armed Forces ; Inspection ; Armed Forces ; Reorganization ; Armed Forces ; Safety measures ; Military & Naval Science ; Law, Politics & Government ; Military Administration ; United States ; United States ; United States ; Electronic books
    Abstract: The Air Force relies on inspections by the Inspector General and assessments and evaluations by functional area managers to ensure that all wings comply with Air Force standards and are ready to execute their contingency missions. These oversight activities have grown dramatically over time, and the Inspector General of the Air Force (SAF/IG) is leading an Air Force-wide effort to reduce this burden while also improving the quality of oversight that the inspection system provides. In 2010, SAF/IG asked RAND Project AIR FORCE to collect and assess data on the inspection system and to identify effective inspection and information collection practices that the Air Force inspection system might emulate. Through a review of such external inspection practices as the Air Force Culture Assessment Tool program (AFCAST), the Air Force Climate Survey, and the Federal Aviation Authority (FAA) inspection system; an investigation of Air Force personnel's experiences in the field; and a review of literature on topics including leadership and organizational change, RAND formulated recommendations tailored to each of SAF/IG's five major inspection system goals: (1) choosing a better inspection interval, (2) reducing the inspection footprint, (3) increasing the emphasis on self-inspections and self-reporting, (4) introducing the new Unit Effectiveness Inspection (UEI), and (5) introducing the Management Internal Control Toolset (MICT). RAND's research and recommendations are detailed in this report
    Abstract: The Air Force relies on inspections by the Inspector General and assessments and evaluations by functional area managers to ensure that all wings comply with Air Force standards and are ready to execute their contingency missions. These oversight activities have grown dramatically over time, and the Inspector General of the Air Force (SAF/IG) is leading an Air Force-wide effort to reduce this burden while also improving the quality of oversight that the inspection system provides. In 2010, SAF/IG asked RAND Project AIR FORCE to collect and assess data on the inspection system and to identify effective inspection and information collection practices that the Air Force inspection system might emulate. Through a review of such external inspection practices as the Air Force Culture Assessment Tool program (AFCAST), the Air Force Climate Survey, and the Federal Aviation Authority (FAA) inspection system; an investigation of Air Force personnel's experiences in the field; and a review of literature on topics including leadership and organizational change, RAND formulated recommendations tailored to each of SAF/IG's five major inspection system goals: (1) choosing a better inspection interval, (2) reducing the inspection footprint, (3) increasing the emphasis on self-inspections and self-reporting, (4) introducing the new Unit Effectiveness Inspection (UEI), and (5) introducing the Management Internal Control Toolset (MICT). RAND's research and recommendations are detailed in this report
    Note: Includes bibliographical references (pages 145-149)
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  • 10
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    Using EPIC to find conflicts, inconsistencies, and gaps in Department of Defense policies (2013)
    Santa Monica, CA : RAND
    Details
    ISBN: 9780833076762 , 0833081926 , 0833076760 , 9780833081926
    Language: English
    Pages: 1 Online-Ressource (xxii, 63 pages)
    Series Statement: Technical report Using EPIC to find conflicts, inconsistencies, and gaps in Department of Defense policies
    Parallel Title: Available in another form
    Parallel Title: Available in another form
    Keywords: United States Personnel management ; Data processing ; United States Officials and employees ; Selection and appointment ; United States ; United States ; Manpower ; Manpower ; Military & Naval Science ; Law, Politics & Government ; Military Administration ; United States ; United States ; POLITICAL SCIENCE ; Political Freedom ; Manpower ; Personnel management ; Data processing ; Electronic books
    Abstract: The authors present a framework and methodology to identify the roles and responsibilities (R & R) of those implementing Department of Defense policies and also potential conflicts, ambiguities, gaps, inconsistencies, and redundancies in those policies. They introduce a new software tool that automates one step of the methodology-EPIC-and demonstrate its use with three case studies to illustrate the technique and also the tool's flexibility. EPIC allows analysts to efficiently analyze multiple policy documents to detect potential conflicts in policy early on, thereby allowing policy developers to focus their attention on the need for clarification and, possibly, changes in policy. The authors relate executive positions to R & R and the products that result from their execution. If it can be shown that more than one actor is assigned to take the same action on the same product, then a potential conflict exists in the body of policy. If, on the other hand, no executive is assigned to take action on a product, then there is a potential gap in the body of policy. Use of this new tool will result in better and more consistent defense policy
    Abstract: The authors present a framework and methodology to identify the roles and responsibilities (R & R) of those implementing Department of Defense policies and also potential conflicts, ambiguities, gaps, inconsistencies, and redundancies in those policies. They introduce a new software tool that automates one step of the methodology-EPIC-and demonstrate its use with three case studies to illustrate the technique and also the tool's flexibility. EPIC allows analysts to efficiently analyze multiple policy documents to detect potential conflicts in policy early on, thereby allowing policy developers to focus their attention on the need for clarification and, possibly, changes in policy. The authors relate executive positions to R & R and the products that result from their execution. If it can be shown that more than one actor is assigned to take the same action on the same product, then a potential conflict exists in the body of policy. If, on the other hand, no executive is assigned to take action on a product, then there is a potential gap in the body of policy. Use of this new tool will result in better and more consistent defense policy
    Note: "RAND National Defense Research Institute , "This research was conducted within the Acquisition and Technology Policy Center (ATPC) of RAND National Defense Research Institute"--Preface , Includes bibliographical references (pages 61-63)
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  • 11
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    Support for the 21st-century reserve force : insights to facilitate successful reintegration for citizen warriors and their families (2013)
    Santa Monica, CA : RAND
    Details
    ISBN: 9780833081384 , 0833081993 , 0833081381 , 9780833081995
    Language: English
    Pages: 1 Online-Ressource (xxxii, 215 pages)
    Series Statement: RAND Corporation research report series RR206
    Parallel Title: Erscheint auch als Werber, Laura Support for the 21st-century reserve force
    Keywords: Families of military personnel Services for ; Veterans Services for ; Veteran reintegration ; Families of military personnel ; Veterans ; Veteran reintegration ; Veterans ; Services for ; Military & Naval Science ; Law, Politics & Government ; Military Administration ; TECHNOLOGY & ENGINEERING ; Military Science ; United States ; Armed Forces ; Armed Forces ; Reserves ; Families of military personnel ; Services for ; Veteran reintegration ; United States National Guard ; United States National Guard ; Recruiting, enlistment, etc ; United States Armed Forces ; Reserves ; Recruiting, enlistment, etc ; United States Armed Forces ; Reserves ; United States ; United States ; United States ; United States ; Electronic books
    Abstract: Many studies have examined the impact of deployment on military families, but few have assessed either the challenges that guard and reserve families face following deployment or how they manage the reintegration phase of the deployment cycle. This report aims to facilitate the successful reintegration of guard and reserve personnel as they return to civilian life after deployment. Using surveys and interviews with guard and reserve families, along with interviews with resource providers, this report examines how these families fare after deployment, the challenges they confront during that time frame, and the strategies and resources they use to navigate the reintegration phase. Factors associated with reintegration success include the adequacy of communication between families and the service member's unit or Service and between service members and their families, initial readiness for deployment, family finances, and whether the service member returns with a psychological issue or physical injury. Successful reintegration from the families' perspective was related to measures of military readiness, such as the service members' plans to continue guard or reserve service. In addition, there is a wide-ranging and complex 'web of support' available to assist families with reintegration, including U.S. Department of Defense (DoD) programs, state and local government agencies, private nonprofit and for-profit resource providers, faith-based organizations, and informal resources (such as family, friends, and social networks). Opportunities for collaboration among providers abound. DoD does not have to 'do it all, ' but the report suggests steps it can take to ensure that reintegration proceeds as smoothly as possible
    Abstract: Many studies have examined the impact of deployment on military families, but few have assessed either the challenges that guard and reserve families face following deployment or how they manage the reintegration phase of the deployment cycle. This report aims to facilitate the successful reintegration of guard and reserve personnel as they return to civilian life after deployment. Using surveys and interviews with guard and reserve families, along with interviews with resource providers, this report examines how these families fare after deployment, the challenges they confront during that time frame, and the strategies and resources they use to navigate the reintegration phase. Factors associated with reintegration success include the adequacy of communication between families and the service member's unit or Service and between service members and their families, initial readiness for deployment, family finances, and whether the service member returns with a psychological issue or physical injury. Successful reintegration from the families' perspective was related to measures of military readiness, such as the service members' plans to continue guard or reserve service. In addition, there is a wide-ranging and complex 'web of support' available to assist families with reintegration, including U.S. Department of Defense (DoD) programs, state and local government agencies, private nonprofit and for-profit resource providers, faith-based organizations, and informal resources (such as family, friends, and social networks). Opportunities for collaboration among providers abound. DoD does not have to 'do it all, ' but the report suggests steps it can take to ensure that reintegration proceeds as smoothly as possible
    Note: Includes bibliographical references
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  • 12
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    Analyses of the Department of Defense acquisition workforce : update to methods and results through FY 2011 (2013)
    Santa Monica, CA : RAND Corporation
    Details
    ISBN: 9780833080585 , 0833083260 , 083308058X , 9780833083265
    Language: English
    Pages: 1 Online-Ressource (xx, 73 pages)
    Series Statement: Rand Corporation research report series RR-110-OSD
    Parallel Title: Erscheint auch als Gates, Susan M., 1968- Analyses of the Department of Defense acquisition workforce
    Keywords: United States Procurement ; United States Personnel management ; United States ; United States ; Civil service ; Civil service ; Military & Naval Science ; Law, Politics & Government ; Military Administration ; United States ; COMPUTERS ; Data Modeling & Design ; Armed Forces ; Procurement ; Civil service ; Personnel management ; United States ; Electronic books
    Abstract: The organic defense acquisition workforce consists of military personnel and Department of Defense civilian personnel who provide the management, technical, and business capabilities needed to oversee defense acquisition programs from start to finish. This workforce must itself be managed so that the right numbers of the right personnel are in the right positions at the right time. Since 2006, RAND has been helping develop data-based tools to support analysis of this workforce. This volume updates a 2008 report by documenting revisions to methods, providing descriptive information on the workforce through fiscal year 2011, and providing a user's manual for a model that can help managers project workforce needs through 2021 under different assumptions about the future. The report illustrates the use of the model
    Abstract: The organic defense acquisition workforce consists of military personnel and Department of Defense civilian personnel who provide the management, technical, and business capabilities needed to oversee defense acquisition programs from start to finish. This workforce must itself be managed so that the right numbers of the right personnel are in the right positions at the right time. Since 2006, RAND has been helping develop data-based tools to support analysis of this workforce. This volume updates a 2008 report by documenting revisions to methods, providing descriptive information on the workforce through fiscal year 2011, and providing a user's manual for a model that can help managers project workforce needs through 2021 under different assumptions about the future. The report illustrates the use of the model
    Note: "National Defense Research Institute , "Prepared for the Office of the Secretary of Defense , Includes bibliographical references (pages 71-73)
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  • 13
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    Increasing flexibility and agility at the National Reconnaissance Office : lessons from modular design, occupational surprise, and commercial research and development processes (2013)
    Santa Monica, CA : RAND
    Details
    ISBN: 9780833081025 , 0833082035 , 0833081020 , 9780833082039
    Language: English
    Pages: 1 Online-Ressource (xvi, 71 pages)
    Keywords: United States ; United States ; Organizational change Management ; Corporate culture ; Strategic planning ; Organizational change ; Corporate culture ; Strategic planning ; Military Administration ; Corporate culture ; Organizational change ; Management ; Strategic planning ; Military & Naval Science ; Law, Politics & Government ; BUSINESS & ECONOMICS ; Strategic Planning ; United States ; Electronic books
    Abstract: To help the National Reconnaissance Office (NRO) become more flexible and agile in an increasingly uncertain world, RAND sought answers to two key questions. First, would the NRO benefit from building modular satellites? RAND researchers developed a method for evaluating whether a system is a good candidate for modularity and applied it to systems both inside and outside the NRO. The authors found that NRO space systems do not appear to be strong candidates for modularization. Second, what lessons might be drawn from how chief executive officers, military personnel, and health care professionals (among others) respond to surprise? RAND developed a framework to categorize professionals' responses to surprise and then conducted discussions with representatives from 13 different professions, including former ambassadors, chief executive officers, military personnel, and physicians. The authors observed that all interviewees used common coping strategies. The authors also found some differences in response to surprise that depend on two factors: time available to respond and the level of chaos in the environment. The report concludes with recommendations on actions that the NRO can take to improve the flexibility of its hardware and the workforce
    Abstract: To help the National Reconnaissance Office (NRO) become more flexible and agile in an increasingly uncertain world, RAND sought answers to two key questions. First, would the NRO benefit from building modular satellites? RAND researchers developed a method for evaluating whether a system is a good candidate for modularity and applied it to systems both inside and outside the NRO. The authors found that NRO space systems do not appear to be strong candidates for modularization. Second, what lessons might be drawn from how chief executive officers, military personnel, and health care professionals (among others) respond to surprise? RAND developed a framework to categorize professionals' responses to surprise and then conducted discussions with representatives from 13 different professions, including former ambassadors, chief executive officers, military personnel, and physicians. The authors observed that all interviewees used common coping strategies. The authors also found some differences in response to surprise that depend on two factors: time available to respond and the level of chaos in the environment. The report concludes with recommendations on actions that the NRO can take to improve the flexibility of its hardware and the workforce
    Note: "This research was conducted within the Intelligence Policy Center of the RAND National Defense Research Division (NSRD)"--Preface , "RAND National Defense Research Institute , Includes bibliographical references (pages 69-71)
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  • 14
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    Implementation of the DOD Diversity and Inclusion Strategic Plan : a framework for change through accountability (2013)
    Santa Monica, CA : RAND Corporation
    Details
    ISBN: 9780833082640 , 0833084747 , 0833082647 , 9780833084743
    Language: English
    Pages: 1 Online-Ressource (xxx, 69 pages)
    Series Statement: Rand Corporation research report series RR-333-OSD
    Parallel Title: Erscheint auch als Lim, Nelson Implementation of the DOD Diversity and Inclusion Strategic Plan
    Keywords: United States Personnel management ; United States ; Organizational change ; Diversity in the workplace ; Organizational change ; Diversity in the workplace ; Personnel management ; Military & Naval Science ; Law, Politics & Government ; Military Administration ; United States ; BUSINESS & ECONOMICS ; Workplace Culture ; United States ; Diversity in the workplace ; Organizational change ; Electronic book
    Abstract: Two recent policy documents lay out a new vision for diversity in the U.S. Department of Defense (DoD): the Military Leadership Diversity Commission's From Representation to Inclusion: Diversity Leadership for the 21st-Century Military and the Department of Defense Diversity and Inclusion Strategic Plan, 2012-2017. These documents define the mission, set goals for diversity, and provide a general strategic framework for achieving these goals. The purpose of this report is to provide a framework to support DoD in the implementation of its strategic plan and to ensure that the resources devoted to these efforts are targeted for long-term success. The framework emphasizes the creation of an enduring accountability system; categorizes the strategic initiatives specified in DoD's strategic plan along three key dimensions -- compliance, communication, and coordination ("the three Cs"); and prioritizes them across time -- short, medium, and long term. The framework can help all DoD components work toward the vision described in the strategic plan in a deliberate, synchronized effort by complying with current laws, regulations, and directives; communicating effectively to internal as well as external stakeholders; and coordinating efforts to ensure continuing change
    Abstract: Two recent policy documents lay out a new vision for diversity in the U.S. Department of Defense (DoD): the Military Leadership Diversity Commission's From Representation to Inclusion: Diversity Leadership for the 21st-Century Military and the Department of Defense Diversity and Inclusion Strategic Plan, 2012-2017. These documents define the mission, set goals for diversity, and provide a general strategic framework for achieving these goals. The purpose of this report is to provide a framework to support DoD in the implementation of its strategic plan and to ensure that the resources devoted to these efforts are targeted for long-term success. The framework emphasizes the creation of an enduring accountability system; categorizes the strategic initiatives specified in DoD's strategic plan along three key dimensions -- compliance, communication, and coordination ("the three Cs"); and prioritizes them across time -- short, medium, and long term. The framework can help all DoD components work toward the vision described in the strategic plan in a deliberate, synchronized effort by complying with current laws, regulations, and directives; communicating effectively to internal as well as external stakeholders; and coordinating efforts to ensure continuing change
    Note: "National Security Research Division , "Prepared for the Office of the Secretary of Defense , Includes bibliographical references (pages 59-69)
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  • 15
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    Adapting the Army's training and leader development programs for future challenges (2013)
    Santa Monica, CA : RAND Corporation
    Details
    ISBN: 9780833076380 , 0833083236 , 0833076388 , 9780833083234
    Language: English
    Pages: 1 Online-Ressource (xxix, 118 pages)
    Series Statement: Technical report
    Parallel Title: Print version Crowley, James C., 1945- Adapting the Army's training and leader development programs for future challenges
    Keywords: United States Officers ; Training of ; United States ; Command of troops Study and teaching ; Military education ; Leadership Study and teaching ; Command of troops ; Military education ; Leadership ; Command of troops ; Study and teaching ; Leadership ; Study and teaching ; Military education ; Military & Naval Science ; Law, Politics & Government ; Military Administration ; United States ; BUSINESS & ECONOMICS ; Training ; Armed Forces ; Officers ; Training of ; United States ; Electronic books
    Abstract: The Army's operational requirements have expanded since the start of the 21st century. Its forces must be prepared to react to a wide range of potential missions, ranging from peacekeeping to high-intensity conflict, and these complex preparation activities must be accomplished even while a significant proportion of its structure is deployed and operationally engaged. Complicating force preparation is the consideration that Army budgets are facing large reductions and efficiency is of increasing importance. This new environment generates a need for major changes to the Army's programs for training units and developing leaders. RAND Arroyo Center undertook research designed to support Army efforts in these areas by examining the Army's processes for managing its training and leader development programs. This examination concluded that current processes are not set up for making major, integrated changes across the range of training and leader development programs and that these processes need major change. Especially important is the lack of a true businesslike approach for making resource allocation decisions that achieve the best possible overall readiness benefit. Based on this examination, specific directions for improving training and leader development management processes are developed and presented. This report should be of interest to those involved in designing Army training and leader development strategies and those involved in the process of providing resources for their implementation
    Abstract: The Army's operational requirements have expanded since the start of the 21st century. Its forces must be prepared to react to a wide range of potential missions, ranging from peacekeeping to high-intensity conflict, and these complex preparation activities must be accomplished even while a significant proportion of its structure is deployed and operationally engaged. Complicating force preparation is the consideration that Army budgets are facing large reductions and efficiency is of increasing importance. This new environment generates a need for major changes to the Army's programs for training units and developing leaders. RAND Arroyo Center undertook research designed to support Army efforts in these areas by examining the Army's processes for managing its training and leader development programs. This examination concluded that current processes are not set up for making major, integrated changes across the range of training and leader development programs and that these processes need major change. Especially important is the lack of a true businesslike approach for making resource allocation decisions that achieve the best possible overall readiness benefit. Based on this examination, specific directions for improving training and leader development management processes are developed and presented. This report should be of interest to those involved in designing Army training and leader development strategies and those involved in the process of providing resources for their implementation
    Note: "Prepared for the United States Army , "Arroyo Center , Includes bibliographical references (pages 117-118)
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  • 16
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    First steps toward improving DoD STEM workforce diversity : response to the 2012 Department of Defense STEM Diversity Summit (2013)
    Santa Monica, CA : RAND Corporation
    Details
    ISBN: 9780833081018 , 0833084763 , 0833081012 , 9780833084767
    Language: English
    Pages: 1 Online-Ressource (xxvi, 110 pages)
    Series Statement: Rand Corporation research report series RR-329-OSD
    Parallel Title: Erscheint auch als Lim, Nelson First steps toward improving DoD STEM workforce diversity
    Keywords: United States Personnel management ; United States ; Diversity in the workplace ; Diversity in the workplace ; Military & Naval Science ; Law, Politics & Government ; Military Administration ; United States ; TECHNOLOGY & ENGINEERING ; Technical & Manufacturing Industries & Trades ; United States ; Diversity in the workplace ; Personnel management ; Electronic books
    Abstract: In FY 2011-2012, leaders from the Executive Branch and the Department of Defense (DoD) offered directives and guidance intended to increase diversity across all federal agencies. In response, the DoD Research and Engineering Enterprise and DoD's Office of Diversity Management and Equal Opportunity held a two-day summit in November 2012 on improving diversity within the science, technology, engineering, and mathematics (STEM) workforce. This report supports the efforts of the DoD STEM Diversity Summit by providing suggestions for future research, analysis, and action. The authors describe policies that discuss the federal government's values and priorities regarding diversity in the federal workforce; offer a closer look at current STEM demographics, including those of the DoD's STEM workforce; discuss current STEM-diversity outreach programs, highlighting the types of data that should be collected in the future; and offer recommendations for DoD leaders to consider as they move forward with their efforts to diversify the STEM workforce
    Abstract: In FY 2011-2012, leaders from the Executive Branch and the Department of Defense (DoD) offered directives and guidance intended to increase diversity across all federal agencies. In response, the DoD Research and Engineering Enterprise and DoD's Office of Diversity Management and Equal Opportunity held a two-day summit in November 2012 on improving diversity within the science, technology, engineering, and mathematics (STEM) workforce. This report supports the efforts of the DoD STEM Diversity Summit by providing suggestions for future research, analysis, and action. The authors describe policies that discuss the federal government's values and priorities regarding diversity in the federal workforce; offer a closer look at current STEM demographics, including those of the DoD's STEM workforce; discuss current STEM-diversity outreach programs, highlighting the types of data that should be collected in the future; and offer recommendations for DoD leaders to consider as they move forward with their efforts to diversify the STEM workforce
    Note: "National Defense Research Institute , "Prepared for the Office of the Secretary of Defense , Includes bibliographical references (pages 107-110)
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  • 17
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    Improving federal and Department of Defense use of service-disabled veteran-owned businesses (2013)
    Santa Monica, CA : RAND Corporation
    Details
    ISBN: 9780833080974 , 083308478X , 0833080970 , 9780833084781
    Language: English
    Pages: 1 Online-Ressource (xvii, 30 pages)
    Series Statement: Rand Corporation research report series RR-322-OSD
    Parallel Title: Erscheint auch als Cox, Amy G Improving federal and Department of Defense use of service-disabled veteran-owned businesses
    Keywords: United States Rules and practice ; United States ; Business enterprises owned by veterans with disabilities Government policy ; Veteran-owned business enterprises Government policy ; Public contracts ; Business enterprises owned by veterans with disabilities ; Veteran-owned business enterprises ; Public contracts ; Military & Naval Science ; Law, Politics & Government ; Military Administration ; United States ; Rules ; HISTORY ; Military ; Veterans ; Public contracts ; United States ; Electronic books
    Abstract: The report investigates the barriers that service-disabled veteran-owned small businesses (SDVOSBs) may face when attempting to contract with the federal government and the Department of Defense. The government and DoD goals are to award 3 percent of prime-contract dollars to SDVOSBs but current contracting falls below that level. The authors assess the characteristics of service-disabled veterans that support successful business ownership and identify possible barriers to meeting the 3 percent goals
    Abstract: The report investigates the barriers that service-disabled veteran-owned small businesses (SDVOSBs) may face when attempting to contract with the federal government and the Department of Defense. The government and DoD goals are to award 3 percent of prime-contract dollars to SDVOSBs but current contracting falls below that level. The authors assess the characteristics of service-disabled veterans that support successful business ownership and identify possible barriers to meeting the 3 percent goals
    Note: "RAND National Security Research Division , Includes bibliographical references (pages 29-30)
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  • 18
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    Maximizing throughput at soft airfields (2013)
    Santa Monica, CA : RAND
    Details
    ISBN: 9780833078650 , 0833083325 , 0833078658 , 9780833083326
    Language: English
    Pages: 1 Online-Ressource (xi, 15 pages)
    Series Statement: RAND Corporation research report series RR148
    Parallel Title: Available in another form
    Parallel Title: Available in another form
    Keywords: Air bases, American ; Airlift, Military Planning ; C-17 (Jet transport) ; Air bases, American ; Airlift, Military ; C-17 (Jet transport) ; Military & Naval Science ; Law, Politics & Government ; Military Administration ; United States ; HISTORY ; Military ; Aviation ; Air bases, American ; Airlift, Military ; Planning ; C-17 (Jet transport) ; Electronic books
    Abstract: Aircraft operations on soft fields are limited due to field rutting. Each subsequent aircraft pass, defined as one takeoff and one landing, increases field rutting until the field reaches a point where further aircraft operations are no longer permissible. The ability of aircraft to operate on soft fields is often expressed as a function of aircraft landing weight and the California Bearing Ratio (CBR) of the field, which measures the ability the soil to resist compressive loads. Because soft fields can support only a limited number of takeoffs and landings, it is important to understand how to maximize the cargo throughput at these soft fields. This document shows that there exists an optimum landing weight that allows for maximum cargo delivery. This optimum landing weight is found to be constant and independent of field CBR. One of the three objectives of this study was to inform important analytic tradeoffs. Understanding the ability of aircraft to operate from soft fields is one of these important trade-offs. This document details the mathematical calculations used to determine the optimum landing weight that allows for maximum cargo delivery
    Abstract: Aircraft operations on soft fields are limited due to field rutting. Each subsequent aircraft pass, defined as one takeoff and one landing, increases field rutting until the field reaches a point where further aircraft operations are no longer permissible. The ability of aircraft to operate on soft fields is often expressed as a function of aircraft landing weight and the California Bearing Ratio (CBR) of the field, which measures the ability the soil to resist compressive loads. Because soft fields can support only a limited number of takeoffs and landings, it is important to understand how to maximize the cargo throughput at these soft fields. This document shows that there exists an optimum landing weight that allows for maximum cargo delivery. This optimum landing weight is found to be constant and independent of field CBR. One of the three objectives of this study was to inform important analytic tradeoffs. Understanding the ability of aircraft to operate from soft fields is one of these important trade-offs. This document details the mathematical calculations used to determine the optimum landing weight that allows for maximum cargo delivery
    Note: Includes bibliographical references (page 15)
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  • 19
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    Strategically aligned family research : supporting soldier and family quality of life research for policy decisionmaking (2013)
    Santa Monica, CA : RAND
    Details
    ISBN: 9780833081148 , 0833081144 , 9780833077899 , 0833077899
    Language: English
    Pages: 1 Online-Ressource (xix, 68 pages)
    Parallel Title: Available in another form
    Parallel Title: Available in another form
    DDC: 355.120973
    Keywords: Social indicators Research ; Soldiers Services for ; Evaluation ; Families of military personnel Social conditions ; Quality of life Research ; Families of military personnel Services for ; Evaluation ; Soldiers Social conditions ; Social indicators ; Soldiers ; Families of military personnel ; Quality of life ; Families of military personnel ; Soldiers ; United States ; Law, Politics & Government ; Social indicators ; Research ; Soldiers ; Social conditions ; Military & Naval Science ; Military Administration ; Quality of life ; Research ; Electronic books
    Abstract: The Army spends hundreds of millions of dollars annually on soldier and family support or quality of life (QOL) programs intended to ease the stress of military life and thereby enhance well-being, improve readiness, and sustain recruiting and retention. However, research in support of these programs to determine needs, access, and effectiveness is fragmented, duplicative, and at times lacking in quality or depth of analysis. The Army leadership wants to develop a research agenda to inform the Army of the QOL needs of soldiers and families, help gauge the success of programs, improve coordination of research efforts, and determine how best to allocate resources to achieve its objectives. This analysis concludes that the Army currently lacks a clear awareness of relevant research on soldier and family QOL, and it also lacks the institutional mechanisms and resources to systematically collect and synthesize data and analysis to inform decisionmaking. Furthermore, both domain-specific research and a broader, more holistic understanding of QOL-to put domain-specific research in context-are critical. As a first step, we recommend that the Army develop an explicitly agreed-upon lexicon, outcomes, and metrics to identify and develop relevant research to inform intra- and interorganizational discussions and decisionmaking on QOL. The Army should also consider adopting a comprehensive approach to needs assessment to develop a holistic picture of support service gaps and their relative importance to well-being
    Abstract: The Army spends hundreds of millions of dollars annually on soldier and family support or quality of life (QOL) programs intended to ease the stress of military life and thereby enhance well-being, improve readiness, and sustain recruiting and retention. However, research in support of these programs to determine needs, access, and effectiveness is fragmented, duplicative, and at times lacking in quality or depth of analysis. The Army leadership wants to develop a research agenda to inform the Army of the QOL needs of soldiers and families, help gauge the success of programs, improve coordination of research efforts, and determine how best to allocate resources to achieve its objectives. This analysis concludes that the Army currently lacks a clear awareness of relevant research on soldier and family QOL, and it also lacks the institutional mechanisms and resources to systematically collect and synthesize data and analysis to inform decisionmaking. Furthermore, both domain-specific research and a broader, more holistic understanding of QOL-to put domain-specific research in context-are critical. As a first step, we recommend that the Army develop an explicitly agreed-upon lexicon, outcomes, and metrics to identify and develop relevant research to inform intra- and interorganizational discussions and decisionmaking on QOL. The Army should also consider adopting a comprehensive approach to needs assessment to develop a holistic picture of support service gaps and their relative importance to well-being
    Note: "RAND Arroyo Center , "This project was conducted within RAND Arroyo Center's Manpower and Training Program"--Preface , Includes bibliographical references (pages 63-68)
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  • 20
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    New approaches to defense inflation and discounting (2013)
    Santa Monica, CA : RAND
    Details
    ISBN: 9780833081339 , 0833083392 , 0833081330 , 9780833083395
    Language: English
    Pages: 1 Online-Ressource (xix, 42 pages)
    Series Statement: RAND Corporation research report series RR237
    Parallel Title: Erscheint auch als Connor, Kathryn New approaches to defense inflation and discounting
    Keywords: United States Appropriations and expenditures ; Effect of inflation on ; United States ; Military & Naval Science ; Law, Politics & Government ; Military Administration ; United States ; TECHNOLOGY & ENGINEERING ; Military Science ; Armed Forces ; Weapons systems ; Costs ; Expenditures, Public ; United States ; United States Armed Forces ; Weapons systems ; Costs ; United States ; Electronic books
    Abstract: Inflation indices and discount rates are necessary tools in the Department of Defense's acquisition process, as the final selection of a system is partially based on potential increases in sustainment costs (inflation) and the present value of future costs (discounting). Inflation indices built for DoD use very broad categories that include operations and maintenance (O & M) as well as manpower, procurement, and research and development. This study addresses the question of how well current inflation indices and discount rates are serving DoD weaponsystem program management. It investigates inflation rates for parts for the Abrams tank and the Bradley armored personnel carrier and shows that the two weapon systems, while both ground systems, experience inflation differently. Although government decisionmaking can benefit from discounting (taking into account the time value of money), choices made using discounted cash flows are not always the least expensive for DoD. Its O & M estimating strategies should be reviewed to reflect changing repair and other costs, since a range of reasonable courses of action exists for many DoD investment decisions. Recommendations for the Office of Cost Assessment and Program Evaluation to consider when evaluating the inflation and discounting policies that impact the long-term affordability of DoD programs include (1) revisiting O & M costs annually with a 5-year moving-average inflation, to reflect changing repair and other costs; (2) highlighting the role of supply chain surcharges in parts costs in cost estimates used to inform program financial analysis; (3) expanding analysis of investments to ensure consideration of least-cost outcomes
    Abstract: Inflation indices and discount rates are necessary tools in the Department of Defense's acquisition process, as the final selection of a system is partially based on potential increases in sustainment costs (inflation) and the present value of future costs (discounting). Inflation indices built for DoD use very broad categories that include operations and maintenance (O & M) as well as manpower, procurement, and research and development. This study addresses the question of how well current inflation indices and discount rates are serving DoD weaponsystem program management. It investigates inflation rates for parts for the Abrams tank and the Bradley armored personnel carrier and shows that the two weapon systems, while both ground systems, experience inflation differently. Although government decisionmaking can benefit from discounting (taking into account the time value of money), choices made using discounted cash flows are not always the least expensive for DoD. Its O & M estimating strategies should be reviewed to reflect changing repair and other costs, since a range of reasonable courses of action exists for many DoD investment decisions. Recommendations for the Office of Cost Assessment and Program Evaluation to consider when evaluating the inflation and discounting policies that impact the long-term affordability of DoD programs include (1) revisiting O & M costs annually with a 5-year moving-average inflation, to reflect changing repair and other costs; (2) highlighting the role of supply chain surcharges in parts costs in cost estimates used to inform program financial analysis; (3) expanding analysis of investments to ensure consideration of least-cost outcomes
    Note: Includes bibliographical references (pages 41-42)
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  • 21
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    A new tool for assessing workforce management policies over time : extending the dynamic retention model (2013)
    Santa Monica, CA : RAND
    Details
    ISBN: 9780833081964 , 0833081969 , 9780833081377 , 0833081373
    Language: English
    Pages: Online-Ressource
    Series Statement: Report RR-113-OSD
    Keywords: Military Administration ; BUSINESS & ECONOMICS ; Econometrics ; Military & Naval Science ; United States ; Law, Politics & Government ; United States Armed Forces ; Personnel management ; Evaluation ; United States Armed Forces ; Personnel management ; Mathematical models ; United States ; United States ; Electronic books
    Abstract: The dynamic retention model (DRM) is a state-of-the-art modeling capability that supports decisionmaking about workforce management policy. The DRM can be applied in a wide variety of workforce contexts for a variety of compensation and personnel policies, though to date the focus has been on supporting military compensation decisions to sustain the all-volunteer force in the United States. While the DRM is an extremely powerful tool, a drawback in the use of the model to date is that it has focused on the steady state. That is, implementations of the model to date show only the retention and cost effects of alternative policies when the entire workforce is under the new policy versus when the workforce is under existing policy. The research presented in this report extends DRM to allow simulations of the effects of alternative policies both in the steady state and in the transition to the steady state. It also shows the effects of alternative implementation strategies and how different policies can affect how quickly the population and costs move toward the new steady state
    Abstract: The dynamic retention model (DRM) is a state-of-the-art modeling capability that supports decisionmaking about workforce management policy. The DRM can be applied in a wide variety of workforce contexts for a variety of compensation and personnel policies, though to date the focus has been on supporting military compensation decisions to sustain the all-volunteer force in the United States. While the DRM is an extremely powerful tool, a drawback in the use of the model to date is that it has focused on the steady state. That is, implementations of the model to date show only the retention and cost effects of alternative policies when the entire workforce is under the new policy versus when the workforce is under existing policy. The research presented in this report extends DRM to allow simulations of the effects of alternative policies both in the steady state and in the transition to the steady state. It also shows the effects of alternative implementation strategies and how different policies can affect how quickly the population and costs move toward the new steady state
    Note: "RAND National Defense Research Institute , "This research was conducted within the Forces and Resources Policy Center of the RAND National Defense Research Institute"--Preface , Includes bibliographical references (pages 71-73)
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  • 22
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    The extent of restrictions on the service of active-component military women (2012)
    Santa Monica, CA : RAND
    Details
    ISBN: 9780833059697 , 0833079662 , 0833059696 , 9780833079664
    Language: English
    Pages: 1 Online-Ressource (xviii, 126 pages)
    Series Statement: Rand Corporation monograph series
    Parallel Title: Print version Extent of restrictions on the service of active-component military women
    DDC: 355.3082/0973
    Keywords: Military Administration ; United States ; Military & Naval Science ; Law, Politics & Government ; Armed Forces ; Occupational specialties ; Armed Forces ; Personnel management ; Armed Forces ; Women ; United States Armed Forces ; Women ; United States Armed Forces ; Occupational specialties ; United States Armed Forces ; Personnel management ; United States ; United States ; United States ; Electronic books
    Abstract: Despite a historical increase in the role of women in the U.S. military, including in operations in Iraq and Afghanistan, gender-based policies continue to affect the positions they can fill. The National Defense Authorization Act for Fiscal Year 2011 mandated a review of laws, policies, and regulations that may restrict the service of military women to determine whether changes are needed to ensure equitable opportunity to compete and excel in the armed forces; in response, the U.S. Department of Defense established the Women in the Services Review. To support this effort, RAND researchers analyzed service data to describe and quantify the military occupations that are closed to women, as well as occupations that are open but have some positions that are closed to women. The study also examined a few of the open occupations in greater depth to further characterize the nature of the restrictions and to illuminate the potential career implications of assignment policies. Most positions that are closed to women are located in Army and Marine Corps units and occupations that have a primary mission of engaging in direct ground combat
    Abstract: Despite a historical increase in the role of women in the U.S. military, including in operations in Iraq and Afghanistan, gender-based policies continue to affect the positions they can fill. The National Defense Authorization Act for Fiscal Year 2011 mandated a review of laws, policies, and regulations that may restrict the service of military women to determine whether changes are needed to ensure equitable opportunity to compete and excel in the armed forces; in response, the U.S. Department of Defense established the Women in the Services Review. To support this effort, RAND researchers analyzed service data to describe and quantify the military occupations that are closed to women, as well as occupations that are open but have some positions that are closed to women. The study also examined a few of the open occupations in greater depth to further characterize the nature of the restrictions and to illuminate the potential career implications of assignment policies. Most positions that are closed to women are located in Army and Marine Corps units and occupations that have a primary mission of engaging in direct ground combat
    Note: Includes bibliographical references (pages 121-126) , English
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  • 23
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    Healthcare coverage and disability evaluation for reserve component personnel : research for the 11th Quadrennial Review of Military Compensation (2012)
    Santa Monica, CA : RAND
    Details
    ISBN: 9780833059369 , 0833079654 , 083305936X , 9780833079657
    Language: English
    Pages: 1 Online-Ressource (xviii, 65 pages)
    Series Statement: Rand Corporation monograph series MG-1157-OSD
    Parallel Title: Print version Hosek, Susan D Healthcare coverage and disability evaluation for reserve component personnel
    Keywords: United States ; Health insurance Research ; Disability insurance Research ; Health insurance ; Disability insurance ; Insurance, Health ; Military Personnel ; Disability Evaluation ; Insurance, Disability ; Managed Care Programs ; Law, Politics & Government ; United States ; TECHNOLOGY & ENGINEERING ; Military Science ; Health insurance ; Research ; Military Administration ; Military & Naval Science ; United States Armed Forces ; Reserves ; Medical care ; Research ; United States Armed Forces ; Reserves ; Pay, allowances, etc ; Research ; United States ; United States ; United States ; Electronic books
    Abstract: Because Reserve Component (RC) members have been increasingly used in an operational capacity, among the policy issues being addressed by the 11th Quadrennial Review of Military Compensation (QRMC) is compensation and benefits for the National Guard and Reserve. As part of the review, RAND was asked to analyze healthcare coverage and disability benefits for RC members, including participation in the TRICARE Reserve Select (TRS) program, the potential effects of national health reform on coverage rates, and disability evaluation outcomes for RC members. This report summarizes the results of RAND's analysis. The author finds that 30 percent of RC members lack health insurance to cover care for non-service-related conditions. The TRS program offers the option of purchasing health insurance through the military on terms that are superior to typical employer benefits. Although program participation has increased, it remains low and TRS does not appear to be effectively targeting those most likely to be uninsured. TRS premiums are also lower than the premiums for the new options that will be available under health reform and the same as the penalty for not being insured. So health reform is likely to increase TRS enrollment. Finally, previously deployed RC members are referred to the Disability Evaluation System at a much lower rate than Active Component (AC) members, even for deployment-related conditions, but those who are referred receive dispositions (and thus benefits) similar to those for AC members. These findings suggest that the Department of Defense may want to consider ways to better coordinate TRS with other insurance options that will be available to RC members and that the identification of RC members who experience health consequences from deployment leading to disability merits further investigation
    Abstract: Because Reserve Component (RC) members have been increasingly used in an operational capacity, among the policy issues being addressed by the 11th Quadrennial Review of Military Compensation (QRMC) is compensation and benefits for the National Guard and Reserve. As part of the review, RAND was asked to analyze healthcare coverage and disability benefits for RC members, including participation in the TRICARE Reserve Select (TRS) program, the potential effects of national health reform on coverage rates, and disability evaluation outcomes for RC members. This report summarizes the results of RAND's analysis. The author finds that 30 percent of RC members lack health insurance to cover care for non-service-related conditions. The TRS program offers the option of purchasing health insurance through the military on terms that are superior to typical employer benefits. Although program participation has increased, it remains low and TRS does not appear to be effectively targeting those most likely to be uninsured. TRS premiums are also lower than the premiums for the new options that will be available under health reform and the same as the penalty for not being insured. So health reform is likely to increase TRS enrollment. Finally, previously deployed RC members are referred to the Disability Evaluation System at a much lower rate than Active Component (AC) members, even for deployment-related conditions, but those who are referred receive dispositions (and thus benefits) similar to those for AC members. These findings suggest that the Department of Defense may want to consider ways to better coordinate TRS with other insurance options that will be available to RC members and that the identification of RC members who experience health consequences from deployment leading to disability merits further investigation
    Note: "National Defense Research Institute , "Prepared for the Office of the Secretary of Defense , Includes bibliographical references (pages 63-65) , Title from PDF title page (viewed on June 29, 2012)
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  • 24
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    Improving Air Force command and control through enhanced agile combat support planning, execution, monitoring, and control processes (2012)
    Santa Monica, CA : RAND
    Details
    ISBN: 9780833053091 , 0833083112 , 0833053094 , 9780833083111
    Language: English
    Pages: 1 Online-Ressource (xlvii, 170 pages)
    Series Statement: RAND Corporation monograph series MG1070
    Keywords: United States Operational readiness ; United States ; Command and control systems ; Military planning ; Command and control systems ; Military planning ; Military planning ; Armed Forces ; Operational readiness ; Military & Naval Science ; Law, Politics & Government ; Military Administration ; United States ; TECHNOLOGY & ENGINEERING ; Military Science ; United States ; Command and control systems ; Electronic book
    Abstract: Today's defense environment is particularly challenging because (1) significant portions of the force are continuously engaged in a variety of operations, ranging from active combat to humanitarian assistance, over wide geographical areas where the needs for force projection are often difficult to predict, and (2) there is increasing pressure to operate more efficiently. And, although there has always been the need to relate combat support resource requirements to operational objectives, today's environment requires quick combat support actions to tailor deployable support packages and sustainment actions to meet specific operational needs. Furthermore, economic pressures are likely to continue and could result in further reductions in resources that are set aside to meet contingency operations. In addition to economic pressures, the inability to perfectly predict resource demands, the need to shift funding from one category to another to meet unanticipated needs, and the occurrence of unanticipated world events that require intervention contribute to having imbalances between needed agile combat support (ACS) resources and those that are available at any given time to simultaneously meet all requirements for contingency and training operations. This monograph describes ACS process gaps and recommends implementation strategies to facilitate changes needed to improve Air Force command and control through enhanced ACS planning, execution, monitoring, and control processes. The authors recommend a standardized, repeatable process to plan, execute, and control combat support activities focused on operationally relevant metrics; reliance on global managers to identify enterprise capabilities and constraints and relay them to component numbered Air Force staffs for use in their contingency planning and execution actions; and processes for determining which combatant commanders' operations will have priority
    Abstract: Today's defense environment is particularly challenging because (1) significant portions of the force are continuously engaged in a variety of operations, ranging from active combat to humanitarian assistance, over wide geographical areas where the needs for force projection are often difficult to predict, and (2) there is increasing pressure to operate more efficiently. And, although there has always been the need to relate combat support resource requirements to operational objectives, today's environment requires quick combat support actions to tailor deployable support packages and sustainment actions to meet specific operational needs. Furthermore, economic pressures are likely to continue and could result in further reductions in resources that are set aside to meet contingency operations. In addition to economic pressures, the inability to perfectly predict resource demands, the need to shift funding from one category to another to meet unanticipated needs, and the occurrence of unanticipated world events that require intervention contribute to having imbalances between needed agile combat support (ACS) resources and those that are available at any given time to simultaneously meet all requirements for contingency and training operations. This monograph describes ACS process gaps and recommends implementation strategies to facilitate changes needed to improve Air Force command and control through enhanced ACS planning, execution, monitoring, and control processes. The authors recommend a standardized, repeatable process to plan, execute, and control combat support activities focused on operationally relevant metrics; reliance on global managers to identify enterprise capabilities and constraints and relay them to component numbered Air Force staffs for use in their contingency planning and execution actions; and processes for determining which combatant commanders' operations will have priority
    Note: Includes bibliographical references (pages 161-170) , Title from PDF title screen (viewed on Dec. 22, 2012)
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  • 25
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    Analysis of financial support to the surviving spouses and children of casualties in the Iraq and Afghanistan wars (2012)
    Santa Monica, CA : RAND
    Details
    ISBN: 9780833077943 , 0833077945 , 9780833077967 , 0833077961 , 9780833076687 , 083307668X
    Language: English
    Pages: 1 Online-Ressource (xv, 36 pages)
    Series Statement: Technical report TR-1281-OSD
    Parallel Title: Erscheint auch als Miller, Amalia R. (Amalia Rebecca), 1976-; Analysis of financial support to the surviving spouses and children of casualties in the Iraq and Afghanistan Wars.
    Parallel Title: Print version Miller, Amalia R. (Amalia Rebecca), 1976- Analysis of financial support to the surviving spouses and children of casualties in the Iraq and Afghanistan Wars
    Keywords: Military spouses Salaries, etc. ; Research ; United States. ; Survivors' benefits Research ; United States. ; Iraq War, 2003-2011 Casualties ; Research ; United States. ; Afghan War, 2001- Casualties ; Research ; United States. ; Iraq War, 2003-2011 Casualties ; Research ; Afghan War, 2001- Casualties ; Research ; Military spouses Salaries, etc ; Research ; Survivors' benefits Research ; Iraq War, 2003-2011 ; Afghan War, 2001- ; Military spouses ; Survivors' benefits ; Military & Naval Science ; Law, Politics & Government ; Military Administration ; HISTORY ; Military ; General ; Iraq ; United States ; BUSINESS & ECONOMICS ; Human Resources & Personnel Management ; Afghan War (2001- ) ; HISTORY ; Middle East ; General ; Iraq War (2003-2011) ; Electronic books
    Abstract: This study examines how the deaths of service members during the wars in Iraq and Afghanistan have affected the subsequent labor market earnings of their surviving spouses and the extent to which survivor benefits provided by the Department of Defense, the Department of Veterans Affairs, and the Social Security Administration compensate for lost household earnings. It also assesses the extent to which payments that surviving spouses and children receive compensate for earnings losses attributable to combat deaths. The labor market earnings of households experiencing a combat death in the years following deployment are compared with those of deployed but uninjured service-member households. Because the risk of combat death is likely to be correlated with characteristics of service members that could themselves affect household labor market outcomes (e.g., pay grade, military occupation, risk-taking behavior), the study controlled for a rich array of individual-level characteristics, including labor market outcomes for both service members and spouses prior to deployment. This approach includes potentially unobserved factors that are unique to specific households and fixed over time and increases the likelihood that the results capture the causal effect of combat death on household earnings.
    Abstract: Introduction -- Data used in the study -- Empirical model -- Results -- Discussion -- Conclusions
    Note: "Prepared for the Office of the Secretary of Defense , "National Defense Research Institute , Includes bibliographical references (pages 35-36)
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  • 26
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    Managing adverse and reportable information regarding general and flag officers (2012)
    Santa Monica, Calif : Rand Corporation
    Details
    ISBN: 9780833052339 , 0833083120 , 0833052330 , 9780833083128
    Language: English
    Pages: 1 Online-Ressource (xx, 54 pages)
    Series Statement: RAND Corporation monograph series MG1088
    Parallel Title: Print versionHarrell, Margaret C Managing adverse and reportable information regarding general and flag officers
    Keywords: United States Rules and practice ; Evaluation ; United States ; United States ; BUSINESS & ECONOMICS ; Human Resources & Personnel Management ; Armed Forces ; Personnel management ; Military & Naval Science ; Law, Politics & Government ; Military Administration ; United States ; United States Armed Forces ; Officers ; Discipline ; United States Armed Forces ; Officers ; Management ; United States Armed Forces ; Personnel management ; United States ; United States ; United States ; Electronic book
    Abstract: "Title 10 of the U.S. Code requires consideration of adverse information by all general and flag officer boards. Also, adverse information is considered within the services and by the Secretary of Defense when nominating senior officers for assignment. The Secretary of Defense must issue certifications to the President and the Senate Armed Services Committee (SASC) regarding this information. However, there is a diversity of sources and terminology used to describe events of concern and individuals involved in such events, and recent individual cases have suggested possible gaps in the processes overall. This study is intended to describe and evaluate the reporting practices of the Department of Defense (DoD) and thus ensure that consistent, reliable information supports decisions regarding the management of general and flag officers. The processes described within are complicated and there exists no single authority. Multiple representatives from each service have reviewed the descriptions of the service processes."--Preface
    Abstract: "Title 10 of the U.S. Code requires consideration of adverse information by all general and flag officer boards. Also, adverse information is considered within the services and by the Secretary of Defense when nominating senior officers for assignment. The Secretary of Defense must issue certifications to the President and the Senate Armed Services Committee (SASC) regarding this information. However, there is a diversity of sources and terminology used to describe events of concern and individuals involved in such events, and recent individual cases have suggested possible gaps in the processes overall. This study is intended to describe and evaluate the reporting practices of the Department of Defense (DoD) and thus ensure that consistent, reliable information supports decisions regarding the management of general and flag officers. The processes described within are complicated and there exists no single authority. Multiple representatives from each service have reviewed the descriptions of the service processes."--Preface
    Note: "Prepared for the Office of the Secretary of Defense , "National Defense Research Institute , Includes bibliographical references (pages 51-54)
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  • 27
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    An assessment of the civilian acquisition workforce personnel demonstration project (2012)
    Santa Monica, Calif : RAND
    Details
    ISBN: 9780833076878 , 0833083597 , 0833076876 , 9780833083593
    Language: English
    Pages: 1 Online-Ressource (xxii, 85 pages)
    Series Statement: Rand Corporation technical report series TR-1286-OSD
    Parallel Title: Print version Assessment of the civilian acquisition workforce personnel demonstration project
    Keywords: United States Procurement ; Management ; United States Personnel management ; Evaluation ; United States ; United States ; Human capital Government policy ; Civil service Personnel management ; Human capital ; Civil service ; Civil service ; Personnel management ; Human capital ; Government policy ; Personnel management ; Evaluation ; Military & Naval Science ; Law, Politics & Government ; Military Administration ; United States ; United States ; BUSINESS & ECONOMICS ; Decision-Making & Problem Solving ; Armed Forces ; Procurement ; Management ; Electronic books
    Abstract: "The vast majority of U.S. Department of Defense (DoD) and federal civilian employees work on the General Schedule (GS) personnel system. However, some concerns have been raised about the GS system, including perceptions that poorly performing employees are tolerated for extended periods of time and that monetary rewards are not directly linked to performance. In response to concerns of this nature, Congress has authorized some demonstration projects, in which additional flexibilities are provided, intending to produce better outcomes than if the employees were in the GS system. One such demonstration project, the DoD Civilian Acquisition Workforce Personnel Demonstration Project (AcqDemo), is the subject of this report. Implemented on February 7, 1999, AcqDemo is an effort to reengineer the civilian personnel system to meet the needs of the acquisition workforce and to facilitate the fulfillment of the DoD acquisition mission. Congress required an independent assessment of the program against 12 criteria by September 30, 2012. This report is that legislatively mandated assessment
    Note: "National Defense Research Institute , Includes bibliographical references (pages 83-85)
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  • 28
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    Alert and ready : an organizational design assessment of Marine Corps intelligence (2011)
    Santa Monica, Calif : RAND Corp
    Details
    ISBN: 9780833052605 , 0833052659 , 0833052608 , 9780833052650
    Language: English
    Pages: 1 Online-Ressource (xxiv, 201 pages)
    Series Statement: RAND Corporation monograph series MG1108
    Keywords: United States Organization ; Evaluation ; United States ; Military intelligence ; Military intelligence ; HISTORY ; Military ; Biological & Chemical Warfare ; POLITICAL SCIENCE ; Intelligence & Espionage ; Military intelligence ; Military & Naval Science ; Law, Politics & Government ; Marines ; Military Administration ; United States ; United States ; Electronic books
    Abstract: "As the U.S. Marine Corps (USMC) has grown in strength, it has needed to add intelligence capabilities. Since the end of the Cold War and, especially, since September 11, 2001, USMC intelligence has had to tailor its organization to meet the evolving demands of the operational environment. This has resulted in a number of ad hoc arrangements, practices, and organizations. A broad review of the organizational design of the USMC intelligence enterprise examined how to align it efficiently and effectively with current and future missions and functions. Specifically, the review, which included interviews with a range of USMC personnel and civilians, considered the organization of (and possible improvements to) the Intelligence Department, the Marine Corps Intelligence Activity, the intelligence organizations within the Marine Expeditionary Forces (specifically, the intelligence and radio battalions), and intelligence structures in the combat elements. A comparison of 48 organizational and functional issues with a series of USMC intelligence and functional issues resulted in a series of recommendations to help improve the "fit" of USMC intelligence organizations with their environmental context. In some cases, the service would benefit not from changing its intelligence structure but by realigning it; in other areas, restructuring would lend greater efficiency and effectiveness to the USMC intelligence enterprise."--Page 4 of cover
    Abstract: "As the U.S. Marine Corps (USMC) has grown in strength, it has needed to add intelligence capabilities. Since the end of the Cold War and, especially, since September 11, 2001, USMC intelligence has had to tailor its organization to meet the evolving demands of the operational environment. This has resulted in a number of ad hoc arrangements, practices, and organizations. A broad review of the organizational design of the USMC intelligence enterprise examined how to align it efficiently and effectively with current and future missions and functions. Specifically, the review, which included interviews with a range of USMC personnel and civilians, considered the organization of (and possible improvements to) the Intelligence Department, the Marine Corps Intelligence Activity, the intelligence organizations within the Marine Expeditionary Forces (specifically, the intelligence and radio battalions), and intelligence structures in the combat elements. A comparison of 48 organizational and functional issues with a series of USMC intelligence and functional issues resulted in a series of recommendations to help improve the "fit" of USMC intelligence organizations with their environmental context. In some cases, the service would benefit not from changing its intelligence structure but by realigning it; in other areas, restructuring would lend greater efficiency and effectiveness to the USMC intelligence enterprise."--Page 4 of cover
    Note: Includes bibliographical references (pages 195-201)
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  • 29
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    How deployments affect service members (2006)
    Santa Monica, CA : RAND
    Details
    ISBN: 9780833041012 , 0833041061 , 9781433709463 , 1433709465 , 0833041010 , 9780833038685 , 9780833041067 , 0833038680
    Language: English
    Pages: 1 Online-Ressource (xxv, 124 pages)
    Series Statement: Rand publications series MG-432-RC
    Parallel Title: Print version Hosek, James R How deployments affect service members
    Keywords: Deployment (Strategy) ; Deployment (Strategy) ; Analytical, Diagnostic and Therapeutic Techniques and Equipment ; Anthropology, Education, Sociology and Social Phenomena ; Communicable Disease Control ; Delivery of Health Care ; Disease Notification ; Environment and Public Health ; Epidemiologic Methods ; Government ; Health Care Economics and Organizations ; Investigative Techniques ; Local Government ; Organizations ; Public Health Practice ; Public Health ; Social Sciences ; Pathology ; Medicine ; Health & Biological Sciences ; Military Administration ; Military & Naval Science ; Law, Politics & Government ; BUSINESS & ECONOMICS ; Human Resources & Personnel Management ; Armed Forces ; Personnel management ; United States ; Deployment (Strategy) ; Recruiting and enlistment ; HISTORY ; Military ; General ; United States Armed Forces ; Personnel management ; United States Armed Forces ; Recruiting, enlistment, etc ; United States ; United States ; Electronic books
    Abstract: The one-third cut in active-duty manpower at the end of the Cold War, from 2.1 million to 1.4 million in uniform, combined with a shift in the national security environment, has today resulted in the need for longer and repeated deployments, especially for the Army and the Marine Corps, and these deployments have posed challenges for active-duty service members and for their families. The authors undertook the preparation of this monograph with the objective of offering insights into the challenges faced by active-duty service members deployed to Iraq and Afghanistan, the resiliency they and their families have shown in coping with these challenges, and the adequacy of defense manpower policy in assisting members and families. The monograph draws on the perspectives of economics, sociology, and psychology; provides a formal model of deployment and retention; reviews published work; reports on the results of focus groups conducted in each of the services; and presents findings from an analysis of survey data. The focus groups and survey data relate to the period from 2003 to early 2004. Family separation, long work hours both during and preceding deployments, and uncertainty surrounding deployments were some of the more significant stresses associated with deployments that were reported in focus groups. Furthermore, according to focus-group and survey data, even personnel who did not deploy experienced work stress as a result of long hours supporting deployments. The authors use these findings to suggest ways to improve quality of life for deployed and nondeployed personnel and their families, including improved communication home, more effectively structured deployment pays, and, when possible, greater certainty in the timing and length of the deployment cycle. The findings also underscore the importance of individual and unit preparation prior to deployment and the role of unit cohesion during deployment. The monograph may be of interest to the military services, the Office of the Secretary of Defense, individual service members and their families, members of Congress and their staff, and the media. It may also interest foreign militaries that have converted to a volunteer system and that want to be informed about the personnel strains caused by a high operating tempo
    Abstract: The one-third cut in active-duty manpower at the end of the Cold War, from 2.1 million to 1.4 million in uniform, combined with a shift in the national security environment, has today resulted in the need for longer and repeated deployments, especially for the Army and the Marine Corps, and these deployments have posed challenges for active-duty service members and for their families. The authors undertook the preparation of this monograph with the objective of offering insights into the challenges faced by active-duty service members deployed to Iraq and Afghanistan, the resiliency they and their families have shown in coping with these challenges, and the adequacy of defense manpower policy in assisting members and families. The monograph draws on the perspectives of economics, sociology, and psychology; provides a formal model of deployment and retention; reviews published work; reports on the results of focus groups conducted in each of the services; and presents findings from an analysis of survey data. The focus groups and survey data relate to the period from 2003 to early 2004. Family separation, long work hours both during and preceding deployments, and uncertainty surrounding deployments were some of the more significant stresses associated with deployments that were reported in focus groups. Furthermore, according to focus-group and survey data, even personnel who did not deploy experienced work stress as a result of long hours supporting deployments. The authors use these findings to suggest ways to improve quality of life for deployed and nondeployed personnel and their families, including improved communication home, more effectively structured deployment pays, and, when possible, greater certainty in the timing and length of the deployment cycle. The findings also underscore the importance of individual and unit preparation prior to deployment and the role of unit cohesion during deployment. The monograph may be of interest to the military services, the Office of the Secretary of Defense, individual service members and their families, members of Congress and their staff, and the media. It may also interest foreign militaries that have converted to a volunteer system and that want to be informed about the personnel strains caused by a high operating tempo
    Note: "MG-432-RC"--Page 4 of cover , Includes bibliographical references (pages 113-124)
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  • 30
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    Implementation of the asthma practice guideline in the Army Medical Department : evaluation of process and effects (2005)
    Santa Monica, CA : Rand
    Details
    ISBN: 9780833037732 , 0833040731 , 0833037730 , 9780833040732
    Language: English
    Pages: 1 Online-Ressource (xxxiv, 176 pages)
    Parallel Title: Print version Implementation of the asthma practice guideline in the Army Medical Department
    Keywords: United States Medical care ; Standards ; United States ; United States ; United States ; United States ; Soldiers Medical care ; Asthma Treatment ; Evaluation ; Soldiers ; Asthma ; Guideline Adherence ; Military Medicine organization & administration ; Process Assessment (Health Care) ; Asthma therapy ; Case Management organization & administration ; Military & Naval Science ; United States ; POLITICAL SCIENCE ; International Relations ; Diplomacy ; Law, Politics & Government ; Military Administration ; Soldiers ; Medical care ; Criminology, Penology & Juvenile Delinquency ; United States ; Social Welfare & Social Work ; MEDICAL ; Pulmonary & Thoracic Medicine ; Social Sciences ; HEALTH & FITNESS ; Diseases ; Respiratory ; United States ; Electronic book ; Statistics
    Abstract: In partnership with the Army Medical Department (AMEDD), RAND researchers worked to implement clinical practice guidelines in treatment of three common ailments (asthma, diabetes, and low back pain). This report is an evaluation of the asthma practice guideline demonstration. It documents the extent to which intended actions were implemented, assesses short-term effects on clinical practices, and measures the quality and limitations of available data for monitoring practice improvements and clinical outcomes. The authors found that, although the implementation scored some notable successes, resource limitations and organizational barriers curbed overall progress. They conclude that allowing for flexibility, monitoring the facilities consistently, and training providers thoroughly are the keys to implementing the practice guidelines throughout AMEDD. The also concluded that patient education was an area in need of improvement
    Abstract: In partnership with the Army Medical Department (AMEDD), RAND researchers worked to implement clinical practice guidelines in treatment of three common ailments (asthma, diabetes, and low back pain). This report is an evaluation of the asthma practice guideline demonstration. It documents the extent to which intended actions were implemented, assesses short-term effects on clinical practices, and measures the quality and limitations of available data for monitoring practice improvements and clinical outcomes. The authors found that, although the implementation scored some notable successes, resource limitations and organizational barriers curbed overall progress. They conclude that allowing for flexibility, monitoring the facilities consistently, and training providers thoroughly are the keys to implementing the practice guidelines throughout AMEDD. The also concluded that patient education was an area in need of improvement
    Note: "RAND Arroyo Center , "Center for Military Health Policy Research , Includes bibliographical references (pages 173-176) , Supersedes RAND/DRR-2872-A
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  • 31
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    Is military advertising effective? : an estimation methodology and applications to recruiting in the 1980s and 90s (2003)
    Santa Monica, Calif : Rand
    Details
    ISBN: 9780833033413 , 0833035983 , 0833033417 , 9780833035981
    Language: English
    Pages: 1 Online-Ressource (xvii, 95 pages)
    Parallel Title: Print version Dertouzos, James N., 1950- Is military advertising effective?
    Keywords: Advertising Evaluation ; Advertising ; Electronic books ; Advertising ; Evaluation ; Recruiting and enlistment ; Military Administration ; Military & Naval Science ; Law, Politics & Government ; United States ; TECHNOLOGY & ENGINEERING ; Military Science ; HISTORY ; Military ; Other ; POLITICAL SCIENCE ; Political Freedom ; United States Armed Forces ; Recruiting, enlistment, etc ; United States ; Electronic books
    Abstract: The Defense Department has been spending over $100 million annually on recruiting advertising. Previous econometric studies of military advertising's effects have relied on data from time periods unlike today's and have used models possibly inappropriate for supporting today's decisionmakers. This report details improved methods developed to assess military advertising's effectiveness and illustrates them using early 1980s and mid-1990s data
    Abstract: The Defense Department has been spending over $100 million annually on recruiting advertising. Previous econometric studies of military advertising's effects have relied on data from time periods unlike today's and have used models possibly inappropriate for supporting today's decisionmakers. This report details improved methods developed to assess military advertising's effectiveness and illustrates them using early 1980s and mid-1990s data
    Note: "Prepared for the Office of the Secretary of Defense , Includes bibliographical references
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