Research for Policy Analysis

This report seeks to alert administrators, school staff, and database managers to variations in the naming systems of other cultures; to help these groups accommodate other cultures and identify students consistently in school databases; and to provide knowledge of other cultures' naming conventions and forms of address to assist in interacting with students and their family members. Prepared by Regional Educational Laboratory (REL) Appalachia, administered by CNA Education.

In this memorandum, we assess the extent to which major, existing compensation tools align with the Department of the Navy’s (DoN’s) goals and principles and recommend changes that would better align compensation with these goals. Our recommendations revolve around three themes. First, the current system is inflexible and does not maximize taxpayers’ return on investment. A better-aligned system would expand use of the DoN’s more flexible compensation tools. Second, the DoN does not have any tools that are explicitly designed to reward high performance. However, existing compensation tools could be modified to provide this linkage. Finally, the current system is heavily skewed toward deferred compensation such as retirement pay, retiree health care, and TRICARE for Life. The DoN should seek to remove this bias by supporting the repeal of recent enhancements to these programs or, at a minimum, by aggressively resisting any further increases. More generally, offering cafeteria-style health care and retirement benefits would improve flexibility and help maximize effectiveness.