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Your search for Manpower Analysis found 29 results.

Estimating Effect of Single Salary

/reports/2020/04/estimating-effect-of-single-salary

This report considers one of the potential effects of a DOD move to a single-salary system (SSS): changes in servicemember retention driven by changes in marriage behavior. It analyzes the effects that a move to an SSS is likely to have on the percentage of servicemembers who are married and studies the changes in retention rates and force size that may be induced by any changes in marriage behavior. Our approach includes a review of the literature on the relationships between compensation, marital status, and retention; computation of pay changes under different SSS implementation scenarios; estimation of the effect of marital status on retention using personnel data; and development of a model that can forecast marriage rates and force size over time. Overall, we find that these effects are likely to be small, so there is little need for policy-makers to be concerned about these effects when considering a change to an SSS.

). The literature also provides evidence that marriage positively affects military retention, with the strongest such effects for men who are early in their military careers. Our statistical analysis of Defense Manpower Data Center data confirms the literature’s findings on marriage and military retention, with the largest positive effects for male enlisted, somewhat smaller effects for male officers, and no effect for most female enlisted (with the exception of those in the Army). For female officers, our analysis finds that being married has a negative effect on retention, which is consistent

An Analysis of Female Representation and Marines Performance in Aviation and Logistics Occupations

/reports/2016/an-analysis-of-female-representation-and-marines-performance-in-aviation-and-logistics-occupations

CNA analyst examined trends in female representation and performance in aviation and logistics occfields and provided insights into what may occur when the Marine Corps opens PMOSs that have been closed to women.

An Analysis of Female Representation and Marines Performance in Aviation and Logistics Occupations An Analysis of Female Representation and Marines’ Performance in Aviation and Logistics Occupations ... Corps personnel data. Our analysis focuses on Marines who held primary military occupational specialties (PMOSs) in any of the aviation occupational fields (occfields) (60XX through 75XX ... is not able to address these topics, but we recommend that they be part of the Marine Corps’ long-term integration analysis plan. When considering and planning for the opening of occupations to women

ai and autonomy in russia: Issue 40, June 15, 2022

/our-media/newsletters/ai-and-autonomy-in-russia/issue-40

. Anoshko stated that the system will monitor the maritime environment in real time, receiving data from multiple open and classified sources, with automated processing and analysis of a designated area ... military’s plans to use artificial intelligence for data collection and analysis to augment decision-making capabilities, one of the key MOD goals for developing and using AI. We have no information ... ’ event hosted by the Russian Knowledge Society, Sergeev announced that AI-based decryption and analysis has already been performed on a subset of ancient Mongolian texts, but that the expanded

Recruiting, Retaining, and Promoting Hispanic Servicemembers

/reports/2024/03/recruiting-retaining-and-promoting-hispanic-servicemembers

CNA performed data analysis on recruitment, retention, and promotion of Hispanic officers and enlisted servicemembers, as mandated by Congress in the 2022 NDAA.

Recruiting, Retaining, and Promoting Hispanic Servicemembers Recruiting, Retaining, and Promoting Hispanic Servicemembers CNA performed data analysis on recruitment, retention, and promotion ... to growing a more ethnically diverse force in DOD. Using data provided by the Defense Manpower Data Center (DMDC), we observed Hispanic servicemembers’ representation in the officer and enlisted ... a difference-in-differences analysis to evaluate the effectiveness of the Army’s 2001–2005 “Yo Soy El Army” recruitment initiative. Next, we conducted a literature review of Hispanic representation in the military

Relationship-Between-Colocation-and-Reenlistment-in-the-Marine-Corps-Vol1

/reports/2018/10/relationship-between-colocation-and-reenlistment-in-the-marine-corps-vol1

CNA analysts examine the relationship between colocation and reenlistment in the Marine Corps, as the share of women in the services increases, and how prevalent colocation of dual-military personnel impacts reenlistment decisions.

briefing, we examine the relationship between colocation and reenlistment in the Marine Corps. This analysis is part of a larger CNA project titled “The Effects of Personnel Policy Changes on Budgets and Manpower Inventories” sponsored by the Office of the Assistant Secretary of the Navy (Financial Management and Comptroller) (ASN(FM&C)). In the larger project, we aim to identify and explore ways ... couple is not colocated if the units to which they are assigned are greater than 50 miles apart. Our analysis is motivated by the possibility that, as the share of women in the services increases

Alternative Sea Manning Concepts

/reports/2006/alternative-sea-manning-concepts

In this paper, we identify the inventory of alternative sea manning initiatives an d experiments that the Navy has been exploring. We present the evidence regarding how these initiatives work in practice and their relative impact on Sailors in terms of such factors as professional training, turnaround ratios (TARs), and retention. We take a critical look at various initiatives in terms of cost feasibility, the availability of shore billets to support these new manning approaches, the expected impact on sea / shore rotation, and other potential costs and consequences. We collected information on altern ative sea manning initiatives and experiments from existing Navy documents, Navy-sponsored research, and other government reports. We also conducted a series of interviews with key informants in the following commands: the Strategic Planning and Analysis Directorate (N1Z) in the Office of Deputy Chief of Naval Operations (Manpower and Personnel), the Enlisted Distribution Division (PERS-40), the Navy Manpower Analysis Center, the Surface Warfare Directorate (N76), Fleet Forces Command (FFC), Commander Naval Surface Forces Atlantic (CNSL), Commander Naval Surface Forces (CNSF), and the Center for Surface Combat Systems, Dahlgren, Virginia.

, Navy-sponsored research, and other government reports. We also conducted a series of interviews with key informants in the following commands: the Strategic Planning and Analysis Directorate (N1Z) in the Office of Deputy Chief of Naval Operations (Manpower and Personnel), the Enlisted Distribution Division (PERS-40), the Navy Manpower Analysis Center, the Surface Warfare Directorate (N76), Fleet Forces Command

Jeffery Peterson

/about-us/leadership/center-for-naval-analyses/jeffery-peterson

/Jeff-Peterson.webp Jeffery Peterson is vice president and director of CNA’s Resources and Force Readiness division. Peterson joined CNA in 2012 and worked as a member of the Marine Corps Manpower team in the Resource Analysis division until he took over leadership of the Fleet and Operational Manpower team in 2016. In the 2018 realignment of the Center for Naval Analyses, Peterson was redesignated ... the Marine Corps manpower, recruiting and recruit-training enterprises. Peterson holds a Master of Strategic Studies degree from the United States Army War College, an M.S. in Management from the Naval

Women-in-Service-Restrictions

/reports/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.

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. In January ... to help inform a decision about: Whether to change existing policies The effects of prospective policy changes on recruiting, retention, manpower management, and training processes. During this study, we conducted extensive literature reviews; interviewed subject matter experts from other countries’ militaries, other organizations, and the Marine Corps; and conducted data analysis

Identifying Contributions of DOD's Civilian Workforce to Readiness

/reports/2021/09/identifying-contributions-of-dods-civilian-workforce-to-readiness

DOD’s total force comprises active and reserve military personnel, government civilians, and contracted services. Each of these types of manpower brings unique and, in some areas, comparable capabilities to execute the work required to support DOD’s mission.

, government civilians, and contracted services. Each of these types of manpower brings unique and, in some areas, comparable capabilities to execute the work required to support DOD’s mission. The Department of Defense’s (DOD’s) total force comprises active and reserve military personnel, government civilians, and contracted services. Each of these types of manpower brings unique and, in some ... and the many types of work that these civilians perform, a comprehensive, quantitative analysis of all sectors of this workforce was well beyond the scope of this study. As a result, we structure our work

ROCP Officer and Reserve Personnel Readiness

/reports/2017/rocp-officer-and-reserve-personnel-readiness

During Operations Iraqi Freedom and Enduring Freedom, the Marine Corps had to augment active component (AC) officers to fill vacant platoon leader billets at activated Selected Marine Corps Reserve (SMCR) units. In 2006, the Reserve Officer Commissioning Program (ROCP) was created to recruit non-prior-service officers into the SMCR. This study looks at the performance of the ROCP candidates and their effect on SMCR personnel readiness. We find that ROCP candidates perform similarly to their AC counterparts and tend to affiliate with the SMCR beyond their initial obligations—particularly if they have active-duty (AD) experience. We also found a positive relationship between the presence of lieutenants at SMCR units and the retention of nonobligor enlisted Marines. We recommend that the Marine Corps explore opportunities to expand ROCP recruiting sources, provide ROCP officers with AD experience, and continue to monitor ROCP officers’ career development as the program matures.

, the Deputy Commandant, Manpower and Reserve Affairs, has asked CNA to analyze the performance of ROCP officers and examine the effect of the ROCP on personnel readiness. Overall, our analysis indicates