Kimberly Curry Hall

Senior Policy Researcher

Washington Office

Education

MPP in public policy, University of California - Berkeley; BS in applied mathematics, University of Virginia

One Page Bio

Media Resources

This researcher is available for interviews.

To arrange an interview, contact the RAND Office of Media Relations at (310) 451-6913, or email media@rand.org.

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Overview

Kimberly Curry Hall is a senior policy researcher at the RAND Corporation. Her primary research areas focus on workforce diversity, military personnel issues, veteran employment, and military families. Her recent projects include identification of barriers to increased women's retention in the U.S. Coast Guard; examination of private sector companies' experiences hiring veterans and strategies to improve veteran employment opportunities; assessment of Hispanic representation and representation of individuals with disabilities in the DoD civilian workforce; and management of problematic behaviors in the Armed Forces. She was also a member of the RAND research team supporting the congressionally-mandated Military Leadership Diversity Commission, which conducted an assessment of policies that impact diversity in the Armed Forces.

Hall received her M.P.P. from the Goldman School of Public Policy at the University of California, Berkeley and her B.S. in applied mathematics from the School of Engineering and Applied Science at the University of Virginia.

Research Focus

Selected Publications

Kimberly Curry Hall, Kirsten M. Keller, David Schulker, Sarah Weilant, Katherine L. Kidder, Nelson Lim, Improving Gender Diversity in the U.S. Coast Guard: Identifying Barriers to Female Retention, RAND (RR-2770), 2019

Commentary

From the Battlefield to the Boardroom: Transferring Veterans' Skills to the Civilian Labor Market
The number of returning veterans is expected to grow to 4.2 million over the next decade. This robust talent pool can be an asset to the civilian workforce. Investments in translating veterans' skills, certification and licensing, and comprehensive career counseling can improve this transition.
Aug 26, 2016 The RAND Blog
The Changing Landscape of Veteran Employment Programs
To understand trends in veteran employment, data must be collected on such factors as gender, race/ethnicity, military career field, and period and length of military service. In turn, this information will help policymakers tailor and adjust programs to target obvious gaps in career assistance efforts.
Nov 10, 2015 The RAND Blog

Publications

Report
Advancement and Retention Barriers in the U.S. Air Force Civilian White Collar Workforce: Implications for Demographic Diversity
This report documents results of a study examining challenges that Air Force civilian women, racial/ethnic minorities, and individuals with disabilities may face in advancing to higher pay grades as well as factors influencing retention decisions.
Sep 3, 2020
Report
Improving U.S. Military Accession Medical Screening Systems
The project team outlined advantages and disadvantages of the two main systems for medically screening applicants to the U.S. armed forces and recommended a hybrid model as potentially more effective and efficient.
Oct 24, 2019
Report
Leveraging Big Data Analytics to Improve Military Recruiting
The authors identified current, desired, and prospective data-enabled practices that the U.S. Department of Defense and the services might be able to deploy in their outreach and recruiting processes.
Oct 22, 2019
Report
Balancing Quality of Life with Mission Requirements: An Analysis of Personnel Tempo on U.S. Coast Guard Major Cutters
The authors analyze how U.S. Coast Guard servicemembers serving on major cutters respond to various levels of personnel tempo, as well as the effects of working conditions on these responses.
Jul 29, 2019
Report
Improving Gender Diversity in the U.S. Coast Guard: Identifying Barriers to Female Retention
This report documents the results of a study designed to help identify the root causes of female attrition in the active-duty Coast Guard and develop recommendations to help mitigate identified barriers to Coast Guard female retention.
Mar 29, 2019
Research Brief
Why Do Women Leave the Coast Guard, and What Can Be Done to Encourage Them to Stay?
For active-duty women, many complex factors influence the decision to stay in or separate from the Coast Guard. This brief summarizes research on these factors and makes recommendations for improving female retention in the Coast Guard.
Mar 29, 2019
Report
Representation of Persons with Targeted Disabilities: An Analysis of Barriers to Employment in the Department of Defense Civilian Workforce
This report identifies employment barriers within the U.S. Department of Defense (DoD) that persons with targeted disabilities (PWTD) may experience and recommends actions DoD can take to increase employment of PWTD in its civilian workforce.
Dec 13, 2018
Research Brief
Unequal Opportunity: Barriers to Employment in the Department of Defense Civilian Workforce
Summarizes results of research into representation of Hispanic people and people with targeted disabilities among the Department of Defense civilian workforce.
Dec 13, 2018
Report
Understanding Demographic Differences in Undergraduate Pilot Training Attrition
This report looks at demographic differences in U.S. Air Force Undergraduate Pilot Training completion and presents challenges that women and racial and ethnic minorities might face in entering and completing the training.
Jul 19, 2018
Report
Addressing Barriers to Female Officer Retention in the Air Force
This report documents the results of a qualitative study designed to better understand the factors that female Air Force officers consider when deciding whether to remain in the active duty Air Force.
Apr 10, 2018
Report
Hispanic Representation in the Department of Defense Civilian Workforce: Trend and Barrier Analysis
Hispanics are less represented in the Department of Defense civilian workforce than in the federal civilian workforce and the civilian labor force. This report assesses what factors might account for Hispanic underrepresentation in the department.
Aug 28, 2017
Tool
Hazing Prevention and Response: Training for Military Leaders
This instructor guide provides content for leading Hazing Prevention and Response: Training for Military Leaders, an adaptable, interactive class to aid hazing prevention and response, describing policies and strategies in support of such efforts.
Jul 24, 2017
Report
Improving Oversight and Coordination of Department of Defense Programs That Address Problematic Behaviors Among Military Personnel: Final Report
This report makes recommendations for the Office of the Secretary of Defense to better understand the relationships among six problematic behaviors and its oversight and coordination of programs to address those behaviors.
Jan 25, 2017
Report
More Research on Veteran Employment Would Show What's Good for Business and for Veterans
Many government and private-sector efforts support veterans' transition to civilian jobs, but their impact is unclear. RAND hosted two workshops to recommend improvements to veteran employment opportunities and identify research gaps.
Aug 22, 2016
Report
Force Drawdowns and Demographic Diversity: Investigating the Impact of Force Reductions on the Demographic Diversity of the U.S. Military
In 2012, the Department of Defense (DoD) announced plans for a large reduction of its military force, which could have unintended consequences for demographic diversity. RAND analyzes how force reductions could affect demographic diversity in DoD.
Oct 26, 2015
Research Brief
Implications of Force Drawdowns for Demographic Diversity
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.
Oct 26, 2015
Tool
A Commander's Guide to Hazing Prevention
This tool provides a short overview of hazing for military commanders and was derived from research documented in Hazing in the U.S. Armed Forces: Recommendations for Hazing Prevention Policy and Practice.
Aug 11, 2015
Report
Hazing in the U.S. Armed Forces: Recommendations for Hazing Prevention Policy and Practice
This report addresses ways to improve the armed forces' definition of hazing, the effects of and motivations for hazing, how the armed forces can prevent and respond to hazing, and how the armed forces can improve the tracking of hazing incidents.
Aug 11, 2015
Research Brief
Connecting Veterans and Employers
This brief summarizes a report on lessons from experiences of businesses that attract, employ, and retain veterans. It provides recommendations to help employers and federal agencies increase veteran employment opportunities.
Feb 27, 2015
Report
Veteran Employment: Lessons from the 100,000 Jobs Mission
Researchers interviewed member companies participating in the 100,000 Jobs Mission to capture lessons and experiences and to identify further improvements to veteran employment opportunities.
Nov 10, 2014
Report
Key Trends That Will Shape Army Installations of Tomorrow
Assesses how future trends external to Army installations may affect the Army's ability to provide quality installation services and infrastructure.
Jun 6, 2013
Research Brief
Collaboration Between Army Installations and Energy Utility Companies
Explores how the Army can improve collaboration with utility companies to reduce energy consumption on its installations and help meet other Army energy goals.
Oct 26, 2011
Report
Making the Connection: Beneficial Collaboration Between Army Installations and Energy Utility Companies
Explores how the Army can improve collaboration with utility companies to reduce energy consumption on its installations and help meet other Army energy goals.
Oct 26, 2011
Report
Officer Classification and the Future of Diversity Among Senior Military Leaders: A Case Study of the Army ROTC
Examines the relationship between career field choice, race/ethnicity, and membership in the Army's senior officer corps.
Sep 28, 2009
Research Brief
How Can the Military Best Support Guard and Reserve Families During Deployment?
Describes the problems and positive aspects of deployment that have an impact on the retention intentions of reserve component families.
Mar 4, 2009
Report
U.S. Navy Shipyards: An Evaluation of Workload- and Workforce-Management Practices
RAND examines how best to manage the multibillion-dollar annual workload of public shipyards, including alternative workload allocations, options to decrease overtime levels and hedge against workload growth, and other potential U.S. Navy strategies.
Dec 8, 2008
Report
Deployment Experiences of Guard and Reserve Families: Implications for Support and Retention
Presents the results of interviews with reserve component personnel and spouses, focusing on their deployment experiences and military career intentions, and suggests how the Department of Defense can better support guard and reserve families.
Dec 5, 2008
Research Brief
What Can DoD Leaders Do to Improve Diversity? Outline of a Strategic Plan
This research brief describes the initial steps that the Department of Defense should take in developing a department-wide strategic plan to achieve greater diversity within its active duty and civilian leadership.
May 19, 2008
Report
Planning for Diversity: Options and Recommendations for DoD Leaders
Discusses the initial steps that the Department of Defense should take in developing a department-wide strategic plan to achieve greater diversity within its active duty and civilian leadership.
May 15, 2008
Report
Sustaining U.S. Nuclear Submarine Design Capabilities
Given a lack of demand for nuclear submarine design resources in the near future, workforce and workload management options are analyzed to suggest ways to constrain the cost, schedule, and risk involved in the design of the next submarine class.
May 1, 2007
Research Brief
Sustaining the Ability to Design Nuclear Submarines
This research brief summarizes an analysis of workforce and workload management options to suggest ways to constrain the cost, schedule, and risk involved in the design of the U.S. Navy's next nuclear submarine class.
Apr 25, 2007
Report
Sustaining U.S. Nuclear Submarine Design Capabilities: Executive Summary
Given a lack of demand for nuclear submarine design resources in the near future, workforce and workload management options are analyzed to suggest ways to constrain the cost, schedule, and risk involved in the design of the next submarine class.
Apr 18, 2007
Report
Who Is “Joint”? New Evidence from the 2005 Joint Officer Management Census Survey
Examines the extent to which officers believe their jobs provide them with joint experience or require them to have had prior joint education, training, or experience.
Apr 19, 2006
Research Brief
Creating New Career Options for Officers in the U.S. Military
Four program options address the military's personnel management concerns by introducing alternative career paths for highly skilled officers. The options focus on employability rather than promotability as the criterion for continued service.
Nov 25, 2005
Report
New Paths to Success: Determining Career Alternatives for Field-Grade Officers
Are there feasible alternatives to the present “up-or-out” policy for U.S. military officers?
Dec 17, 2004