CNA Corporation's Resource Analysis division provides analytical services – through empirical research and through modeling and simulation – to help develop, evaluate, and implement policies, practices, and programs that make people, budgets, and assets more effective and efficient. Major areas of research include energy and environment; manpower management; acquisition and cost; infrastructure; and military readiness.
Environmental Issues and Implications: Assessing the effects of military operations on the environment and the effects of environmental restrictions on the military’s ability to train. Examining the potential effects of climate change on world stability and conflict, and their implications for national security and national defense planning.
Energy Policy Analysis: Analyzing the implications of current energy policies for the Department of Defense (DOD) and the nation, and helping DOD formulate energy management policies in both its operational and installation missions.
Acquisition Management: Evaluating acquisition organizations and policies; examining acquisition oversight; evaluating alternative acquisition strategies and reform initiatives; assessing cost and schedule performance and risks of current programs; and reviewing past-program executions for lessons learned.
Cost and Budget Analysis: Assessing program acquisition and total-ownership costs; analyzing cost growth; examining contract and industrial-based issues and how they affect costs; assessing the fiscal implications of acquisition strategies; and examining budget drivers in health care.
Equipment Management: Evaluating alternative ways of maintaining equipment availability; assisting in equipment maintenance and readiness by examining the effectiveness and efficiency of maintenance policies; developing optimal supply inventory rules; and evaluating the effects of aging and operations on reliability and budget requirements.
Infrastructure Management: Assisting in base closure processes and analyzing outcomes; identifying facility requirements to meet operational requirements; developing methods to minimize support costs; assisting in shaping military housing policies; helping clients adhere to environmental laws and control cleanup costs.
Manpower Planning: Analyzing manpower requirements; developing billet structures that provide required career paths; analyzing historical trends and forecasting future attrition and retention; developing models that project future inventories; simulating the effects of policies and the economy on the manpower and personnel system; and analyzing the effect of manpower and personnel policies on Fleet and Marine Corps manning and operations.
Personnel Policies: Analyzing the cost effectiveness of military compensation and benefits packages; helping structure special pays and bonuses to address hard-to-fill jobs; analyzing diversity initiatives and chokepoints in achieving diversity; analyzing reserve policies and the continuum of service between the reserve and active components; and evaluating new policies, pays, and pilot programs.
Workforce Development: Determining the demographic and military characteristics of successful enlisted recruits and officers; assessing the selection and assignment of recruits and officers to occupations that require technical skills or special qualifications; evaluating the efficiency and effectiveness of schoolhouse training; and analyzing how career paths support career development.
Metrics Development: Helping clients define clear, high-level metrics, including assisting OSD and the Navy in developing better metrics to judge the readiness of its forces, and developing metrics to measure progress toward attaining energy and environmental goals.
Access, Quality, and Cost of Health Care: Analyzing patterns in health care delivery, including geographic variation and adherence to clinical practice standards; evaluating health-related processes; evaluating various health care models such as the patient-centered medical home; evaluating the effect of readiness requirements; and analyzing the productivity of health care providers.
In 1962 Secretary of Defense Robert McNamara encouraged the introduction of corporate business practices and cost-benefit analyses into DOD’s decision-making processes. As part of this push, economists and cost analysts joined the group of operations analysts who had been working on defense-related issues at MIT since the 1940’s and became the Center for Naval Analyses. Resource Analysis is the direct descendant of that founding group.