Ensuring that a modern military has the appropriate personnel and capabilities is the key goal of military force planning. RAND research on such topics as military wages, support for military families, troop diversity, and reenlistment rates ensures that U.S. and allied militaries are well aware of issues related to career field management and personnel retention and recruitment.
America's all-volunteer military has been an overwhelming success, but after four years of war with mounting casualties in Iraq, continuing insurgency attacks in Iraq and Afghanistan, and multiple deployments throughout the world, the military has experienced recruiting shortfalls for the first time since the late 1970s.
Coast Guard leaders will benefit from specific training and guidance to bring out the best on a daily basis from work groups consisting of men and women of different ethnic, racial, and functional backgrounds.
While it does cost more to maintain force structures and installations overseas rather than in the United States, the total cost of doing so for the Air Force's current overseas posture is small relative to the Air Force's overall budget.
A new modeling tool will allow the U.S. military to understand the workforce effects of permanent compensation and other workforce policies during a transition period, as well the effects of temporary policies such as pay freezes and furloughs.
The U.S. Army wants to develop a research agenda that defines the Quality of Life (QOL) needs of soldiers and families, helps gauge the success of programs, improves coordination of research efforts, and determines how best to allocate resources. Analysis suggests that both domain-specific research and a broader, more holistic understanding of QOL — to put domain-specific research in context — are critical.
The Army Medical Department uses the Professional Filler System (PROFIS) to manage the deployment of health care professionals and their assignment to military treatment facilities when not deployed. A new report describes the functionality of PROFIS in the current operating environment of ongoing deployments, and assesses potential modifications and improvements to the system.
This annual report describes Arroyo's research activities in 2012, with profiles of its five programs providing a close look at the year's research agenda. RAND Arroyo Center is the Army's federally funded research and development center for studies and analyses. Its mission is to help Army leaders make decisions that are informed by independent, objective, high-quality analysis.
This report challenges the assumption that the timing of deployments and their distribution over time are serially independent, arguing that military interventions occur in temporal clusters driven by the number of interventions in the recent past.
Examines the British, French, and German armies' approaches to accommodating significant budget cuts while attempting to sustain their commitment to full spectrum operations.
In light of misconceptions about the Army's capacity to deploy additional soldiers to Operation Enduring Freedom (OEF) and Operation Iraqi Freedom (OIF), RAND Arroyo Center was asked to assess the demands placed upon the Army by these deployments. Analyzing deployment data, Arroyo found that the Army has provided over 1.5 million troop-years as of December 2011 to OIF and OEF, and most soldiers deployed to these operations served multiple tours.
Awareness of military sexual assault — sexual assault of a servicemember — has been increasing within the Department of Defense (DoD). This paper reviews data on the prevalence of sexual assault among servicemembers, predictors of disclosure, efforts to improve disclosure, victim needs and DoD efforts to provide necessary resources in the immediate aftermath of a sexual assault.
This report analyzes reform of the reserve retirement system, discusses the goals and obstacles to reform, and provides a quantitative assessment of the reserve retention and cost effects of possible reform proposals.
Lessons from the military can be used to inform police personnel management who are concerned about recruiting and promoting a racially/ethnically diverse workforce: qualified minority candidates are available, career paths impact diversity, and departments should leverage organizational commitment to diversity.
This report characterizes the current policy debate on security cooperation and force posture in Europe, develops a framework to describe the environment for the U.S. Air Force there, and defines alternatives for building partnerships.
Explores occupational burnout and retention of Air Force intelligence analysts working in the Distributed Common Ground System.
RAND analysts posit that federal budget deficit pressure may result in further Defense Department reductions, and suggest starting from a strategy basis in determining cuts, prioritizing challenges, and identifying where to accept more risk.
Since World War II, the United States has relied on a global network of military bases and forces to protect its interests and those of its allies. But the international environment has changed greatly and economic concerns have risen, leading some to debate just what America's role should now be in the world.
Recommends changes that can be made to the structure and management of the Air Force's Force Support officer career field to better align development of functional competencies with positional demand for those competencies.
In the absence of official guidance on planning for security cooperation with foreign militaries, this report presents best practices for U.S. Air Force planners on how to develop, resource, execute, and assess country plans.
Assembles the latest available data on recruiting, retention, and military versus civilian pay, and recommends a slower increase in military pay. Discusses implementation strategies if the Defense Department moves forward with limited pay increases.
A new pay structure proposed for members of the U.S. military reserves would be more similar to that of active duty members, cost less than the current system and would not adversely affect recruitment and retention.