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Technology in Law Enforcement

/analyses/2019/03/technology-in-law-enforcement

There are no currently-known, formal studies of the frequency and use of common operational picture (COP) technology in law enforcement. This market review report is part of an overarching mixed-methods study that will include a national survey of law enforcement agencies to discern the types of COP technology used in the field and a set of case studies on the COP technology adoption process, lessons learned, and best practices for implementing and using COP technologies. This market review illustrates COP technology features and capabilities available to law enforcement agencies, though these technologies may not necessarily be in use. This report is not intended to rank or evaluate the products listed. We did not test or evaluate the products. The report’s sole purpose is to provide the law enforcement community with an overview of COP products available at the time the data was collected.

Nuclear Arms Control Without a Treaty

/analyses/2019/03/nuclear-arms-control-without-a-treaty

The United States must prepare to compete with Russia without a treaty that verifiably constrains intercontinental range nuclear weapons. This coming challenge stems from three changes in US-Russian relations.Recognizing these changing conditions, the report explores risks, uncertainties, and US policy options for a world in which there is significant competition between Washington and Moscow, but no bilateral strategic nuclear arms control treaty.

Single Salary Practices

/analyses/2019/03/single-salary-practices

The 13th Quadrennial Review of Military Compensation (QRMC) is considering whether the U.S. military should move from its current regular military compensation (RMC) structure to a single-salary system (SSS) that would eliminate the basic allowances for housing (BAH) and subsistence (BAS) and increase basic pay. To inform this potential policy change, this study provides information about: the potential advantages and disadvantages to the U.S. military of moving to an SSS; potential design features of an SSS to meet key objectives; and, important implementation challenges that the Department of Defense (DOD) may face if it goes forward with a military SSS. To provide insight into these issues, we conducted a literature review on the compensation preferences of servicemembers and civilians, a review of U.S. civilian-sector compensation practices based on a literature review and subject-matter expert (SME) discussions, and a review of foreign military compensation practices based on discussions with foreign military compensation experts and a review of policy documents.

Organizational Troop to Task Wargames

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Organizational Troop-to-Task (OT3) resource-management wargames allow players to assign personnel under their command to meet the tasking of a higher headquarters throughout the narrative storyline of the wargame. We outline the rules and requirements to assemble and execute an OT3 wargame and provide a simplified “print-and-play” example. We discuss the data that can be collected, as well as what can be gleamed from that data—namely, (1) as an assessment of whether the organizational staff is “right-sized” for the given narrative storyline and its explicit or implied tasking; (2) an assessment of the gaps and seams of the organization, exploring where the organizational design may impede required information flow; and (3) a broad understanding of how an organization might respond to a given sequence of events. This document does not assess any particular organization. It provides the framework and toolkit for future organizational assessments.

Evolution of Gender Integration in the DON Summary of Five Analytical Efforts

/analyses/2019/04/evolution-of-gender-integration-in-the-don-summary-of-five-analytical-efforts

CNA analysts focus on the changes in the gender mix of personnel on retention and manning and how changes effect actual and potential personnel policy changes on Department of the Navy personnel inventories and budgets.

DoD Function Codes

/analyses/2019/04/dod-function-codes

Department of Defense (DoD) function codes identify the type of work performed by all activities in the defense infrastructure and operating forces.

Navy Maternity Leave Policy and Reenlistment Rates

/analyses/2019/04/navy-maternity-leave-policy-and-reenlistment-rates

In 2015, the Navy tripled the length of maternity leave from 6 to 18 weeks. In 2016, it reduced the length of leave to 12 weeks to match the other armed services. For most sailors who give birth, longer maternity leave will reduce the number of weeks they work. Additional leave could, however, also lead to higher reenlistment rates, thereby potentially increasing the net number of weeks of work for the entire enlisted inventory. We analyze the change in female sailors’ reenlistment rates relative to those of male sailors before and after the change in maternity leave policy. Although we cannot prove a causal relationship, we estimate that the increase in maternity leave is associated with a 3.7 percentage point increase in female first-term reenlistment rates. We also estimate that higher reenlistment rates increase weeks of work by over three times the number of weeks lost because of the additional leave.

Gender Differences Among DON Personnel

/analyses/2019/04/gender-differences-among-don-personnel

This report documents an analysis of gender differences in misbehavior rates among enlisted personnel in the Department of the Navy (DON). Using indicators found in personnel data from the US Marine Corps (USMC) and the US Navy (USN), we show that, between fiscal year (FY) 1999 and FY 2015, male misbehavior rates were higher than female rates for every indicator, in every year for both services. Using data from FY 2015, we estimate that higher male misbehavior rates in the USMC (USN) resulted in about 1,400 (2,000) extra incidents of misbehavior and imposed about $57 ($197) million in extra costs. Based on these results, we conclude that excluding costs associated with higher rates of male misbehavior renders cost-benefit analyses of increasing gender integration incomplete. In addition, we recommend that the DON improve cost estimates of misbehavior to allocate resources toward prevention and response as effectively and efficiently as possible.

Personnel Cost Minimization

/analyses/2019/04/personnel-cost-minimization

On average, female enlisted sailors have lower continuation rates than male sailors, but the size of the difference varies by enlisted management community (EMC) and years of service. To fill requirements as the female share of accessions increases, the Navy can increase the overall number of accessions, increase retention bonuses, or both. The choices generate different costs for each EMC that depend on the required accession qualifications (e.g., recruiting effort and training intensity/time), the EMC billet structure, and the size of the gender differences in continuation rates. We present a prototype stochastic inventory projection model that helps make two main decisions for each of 5 EMCs independently: (1) number of accessions and (2) selective reenlistment bonus (SRB) levels. For different levels of the female share of accessions, the model minimizes cost while meeting manning requirements. We then employ a second cost minimization routine (i.e., a bi-level optimization) to find the costminimizing solution across the five EMCs. If expanded to all EMCs, the model could provide analytic support for finding cost-minimizing accession and SRB plans.

Use of Safety Equipment in Correctional Facilities

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This study of prison safety equipment in 7 facilities and assaults and injuries finds correctional officer safety depends on training, attitude, and equipment.