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United States and Gulf State Interests in the Post Arab Spring Maghreb

/analyses/2017/united-states-and-gulf-state-interests-in-the-post-arab-spring-maghreb

The 2010-2011 Arab Spring caused upheaval in North Africa’s Maghreb region, which comprises Morocco, Algeria, Tunisia, and Libya. This upheaval elevated the Maghreb’s importance globally, including for the United States and the Gulf Arab states—Saudi Arabia, the United Arab Emirates, and Qatar in particular. The Gulf Arab countries’ increased engagement in the Maghreb is the result of shifts within the internal politics of the Arab world. In the Maghreb, U.S. and Gulf state interests overlap to the extent that all players want stability, but each state has its own definition of what stability means. The U.S. and the Gulf states all support the Moroccan and Algerian regimes, but intra-Gulf rivalries are helping destabilize Libya, where different Gulf- backed proxy forces are exacerbating that country’s civil war. Moving forward, the United States and the Gulf states may find areas where their interests converge (e.g., stabilizing Tunisian politics, fighting terrorism, and promoting development) but also areas where they diverge, especially in Libya.

unlimited. 56 DOP-2016-U-014233-1Rev Pamela Faber David Knoll Jacob Stoil

Independent Assessment of US Government Efforts against Al Qaeda

/analyses/2017/independent-assessment-of-us-government-efforts-against-al-qaeda

Section 1228 of the 2015 National Defense Authorization Act (NDAA) states, “The Secretary of Defense, in coordination with the Secretary of State and the Director of National Intelligence, shall provide for the conduct of an independent assessment of the effectiveness of the United States’ efforts to disrupt, dismantle, and defeat Al- Qaeda, including its affiliated groups, associated groups, and adherents since September 11, 2001.” The Assistant Secretary of Defense for Special Operations/Low Intensity Conflict (ASD (SO/LIC)) asked CNA to conduct this independent assessment, the results of which are presented in this report.

A. Approved for public release: distribution unlimited. 380 DRM-2017-U-015710-2Rev Pamela G. Faber P. Kathleen Hammerberg Alexander Powell Zack Gold David Knoll William Rosenau

The Role of Special Operations Forces in Global Competition

/analyses/2017/the-role-of-special-operations-forces-in-global-competition

Nations have a variety of options for exerting influence, such as through diplomatic, military, or economic means. In recent years, some nations have shifted to more ambiguous activities for exerting global influence, in attempts to achieve benefits normally obtained through conventional war, but without triggering such a war. In this report, we explored a different way of thinking about these ambiguous activities and their implications, which suggested a need to shift U.S. focus away from preparing to win tomorrow and toward winning today. From this shift, we described a different approach to U.S. activities in such competitive environments. We also identified the unique qualities of U.S. Special Operations Forces (SOF) as the military force having the best alignment with these different activities.

that matter for global competition taking place today. David A. Broyles Brody Blankenship /reports/2017/drm-2017-u-015225-1rev.pdf /reports/2017/drm-2017-u-015225-1rev_Page_01.jpg /reports/2017/soldier

Navy Manpower Planning

/analyses/2017/navy-manpower-planning

We have tried to provide an overview of Navy manpower planning. We hope we have also conveyed the complexity of Navy MPT&E, and that there are few simple answers to the many issues facing Navy MPT&E managers. Good management decisions can be and are being routinely made. Such decisions, however, nearly always require flexibility and a broad perspective regarding their immediate and secondary/unanticipated consequences. We have focused on active duty Navy personnel. The Reserves, civil servants, and contractors also make important contributions to the running of the Navy, but they are secondary to our active duty military personnel. Hence, they are omitted from this monograph to provide a more sharply focused document.

. This monograph focuses on active duty personnel, who are the primary concern of Navy management. David Rodney /reports/2017/CPP-2017-U-015038-Final.pdf /reports/2017/CPP-2017-U-015038-Final_Page_001.jpg

Enlisted Career Paths for Top Snipes

/analyses/2014/enlisted-career-paths-for-top-snipes

The Navy consistently strives to achieve the goal of providing highly trained and qualified sailors to the fleet to fulfill missions. Often these sailors are expected to possess critical technical skills in numerous positions and expertise to mentor junior sailors. Commander, Naval Surface Forces (COMNAVSURFOR), recently noted proficiency problems with sailors in senior positions at sea. This observation led to a message that set development and career management of sailors as a top priority. The proposed solution is to create a career path that gives sailors meaningful experience at sea, reinforced by knowledge-enriching shore tours—a clear statement that simply earning an NEC through a training course is not adequate to be proficient at these key senior positions at sea. A new standard relies on giving sailors experience throughout their careers to prepare them for these key senior positions at sea. The Navy remains confident in the capabilities of the sailors selected for these key senior positions at sea. At the heart of the proficiency issue is lack of opportunities through consistent experience, not competency of sailors.

Resources /centers-and-divisions/cna/rfr/navy-health-and-human-resources Approved for Public Release; Distribution Unlimited. Specific authority: N00014-11-D-0323. 58 DRM-2014-U-007699-Final David L

Women-in-Service-Restrictions

/analyses/2012/women-in-service-restrictions

CNA conducted an independent review of the Marine Corps existing policies related to women in ground combat providing information to help make an informed decision about (1) whether to change existing policies and (2) effects of prospective policy changes on recruiting, retention, manpower management, and training processes.

can be found in our previously published documents. David Strauss Anita Hattiangadi /reports/2012/Women-in-Service-Restrictions.pdf /reports/2012/Women-in-Service-Restrictions.png

Assessing the Implications of Possible Changes to Women in Service Restrictions

/analyses/2012/assessing-the-implications-of-possible-changes-to-women-in-service-restrictions

This report from 2012 examined how changing the policy of excluding women from ground combat service could affect the Marine Corps’ recruiting, manpower management and training processes.

specifically mentioned concerns relating to personal hygiene, acceptance, and physical abilities. David Strauss Anita Hattiangadi

Non Citizens in the Enlisted US Military

/analyses/2011/non-citizens-in-the-enlisted-us-military

From FY99 through FY08, roughly 70,000 non-prior-service (NPS) non-citizens accessed into the active-duty enlisted military, represent- ing about 4 percent of all NPS accessions.3 Although they currently represent only a small share of enlisted NPS accessions, non-citizens are a valuable enlisted recruiting resource, especially as the U.S. econ- omy improves and the military enters a more difficult recruiting envi- ronment. Non-citizens also may be a source of greater diversity among recruits, both in terms of diversity in the traditional sense (race, ethnicity, and gender) and in terms of diversity of skills that are of strategic interest to the U.S. military. Indeed, the Quadrennial Defense Review emphasizes DOD’s increasing desire to recruit people with specific critical skills.

Release; Distribution Unlimited. Specific authority: N00014-11-D-0323 104 CRM D0025768.A2/Final David Gregory

Military Dimensions of US China Security Cooperation

/analyses/2010/military-dimensions-of-us-china-security-cooperation

This paper was first presented at the Fifth Annual Conference of the China Maritime Studies Institute at the U.S. Naval War College on 4 – 5 May 2010. It is offered as a CNA paper in advance of the publication of the conference proceedings with the permission of the conference sponsors.

relationship. Currently, a sound and stable military-to-military relationship is lacking. David M. Finkelstein /reports/2010/D0023640.A1.pdf /reports/2010/D0023640.A1_Page_01.jpg /images

Developing an Expeditionary Warfare Officer Career Path

/analyses/2009/developing-an-expeditionary-warfare-officer-career-path

In mid-2008, CNA undertook a quick-look analysis on how to manage expeditionary warfare officer careers. Based on the findings of that study, United States Fleet Forces (USFF) requested that CNA provide a more in-depth analysis of expeditionary warfare officer management. To do this, we analyze the billet structure of NECC and determine if a career path can be created that will allow for the development of the necessary experience. Following the results of the quick-look analysis, we focus on managing officers using an Additional Qualification Designator (AQD ). We also look at the role of Reserves in meeting experience re quirements, and the role of Specialty Career Paths (SCPs) in managing officer careers.

Unlimited. 54 CRM D0020602A2/Final David M. Rodney Martha E. MacIlvaine