For decades, RAND has conducted extensive research to help U.S. and allied decisionmakers design training and career development programs that will attract and retain military professionals capable of meeting a nation's national security and defense goals.
Discusses the results of a new approach to develop an improved crosswalk between Army military occupational specialties (MOSs) and civilian occupations, highlighting ten of the Army's most populous combat and noncombat MOSs.
This report examines ways to improve reporting on promotion objectives for officers who have served on the Joint Staff or in the Office of the Secretary of Defense staff or are joint-qualified officers or Acquisition Corps members.
Increased use of the reserve component has renewed interest in the question of the appropriate number of reserve component general and flag officers. RAND researchers conducted a review of requirements for reserve component general and flag officers.
To support development and integration of earned value management (EVM) competencies across the defense acquisition workforce, RAND researchers surveyed the U.S. Department of Defense EVM-analyst workforce and described it across several dimensions.
Today's U.S. military personnel system is fundamentally the same one put into place after World War II, with minor changes for officers. Reform efforts should include changes in how personnel are assigned and lengthening military careers.
A new effort to review the military's personnel system will focus initially on policies to assign, evaluate, and promote service members. To truly address systematic challenges, however, the scope will need to widen to include how the various military services might size, structure, and support key missions.
The Department of Defense (DoD) has been conducting a large reduction of its military force. DoD drawdown policies that target certain groups (by experience, specialty, or aptitude) could have adverse effects on demographic diversity.
Planned, large-scale personnel reductions in the U.S. military could inadvertently reduce gains made in the racial and gender diversity of the force since the 1990s. Conducting adverse impact analyses prior to making drawdown decisions could allow the services to identify interventions earlier in service members' military careers.