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.
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.
This is Annex E of the non-public final report of a study commissioned by the European Defence Agency (EDA) with the aim of defining and identifying the key skills for defence; Annex E provides the case studies investigated during the study.
This is Annex D of the non-public final report of a study commissioned by the European Defence Agency (EDA) with the aim of defining and identifying the key skills for defence ; Annex D provides the taxonomy of key skills and competences.
Provides a comprehensive Airline Transport Pilot (ATP) supply and demand model and then assesses the current and future ATP supply and demand pipeline, to include the impact on the U.S. military pilot population.
Given the limited information that is known about high school graduates, the application scores used by the U.S. Military Academy at West Point do a good job of predicting graduation outcomes. Some scores are also significantly associated with higher probability of officer promotion.
Examines the usefulness, validity, and fairness of the Air Force's Strength Aptitude Test, with a focus on its implementation at military entrance processing stations and the process for setting strength requirements for career fields.
Despite an evolving operational environment, the system for promoting airmen into the rank of master sergeant has not changed since it was developed more than 40 years ago. RAND researchers assessed the system and explored areas for improvement.
RAND researchers asked Air Force senior functional authorities which STEM degrees are and will be needed to maintain vital technical skills. The results suggest areas the Air Force should review for emerging demand.
Both special operations forces and cyber forces are small teams of highly skilled specialists, and both communities value skilled personnel above all else. What lessons can be drawn from a review of the commonalities, similarities, and differences between U.S. cyber forces and early U.S. special forces?
To what extent does the representation of women and racial and ethnic minorities in the Air Force match the make-up of the general population? Despite the Air Force's efforts, minority groups and women are underrepresented in the active-duty line officer population, particularly among senior leaders.
With the end of the Cold War, the U.S. military refocused on the non-nuclear realm. In most cases, military professionals moved seamlessly into this realm, but the land-based missileers lacked the option to shift their focus.