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Your search for Manpower Analysis found 29 results.

Assessing the Implications of Possible Changes to Women in Service Restrictions: /reports/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.; changing the policy of excluding women from ground combat service could affect the Marine Corps’ recruiting, manpower management and training processes. Current Department of Defense (DOD) policies ... to (1) help inform a decision about whether to change them and (2) better understand how policy changes could affect the Corps’ recruiting, manpower management, and training processes. As part of our ... Data Store Enterprise (ODSE) data. This document, which was provided to Marine Corps leaders about three weeks after we received the data, presents our “quick-look” analysis of the survey’s results
Fitness Report System for Marine Officers: /reports/2011/fitness-report-system-for-marine-officers; The FitRep is an evaluation tool filled out by a Marine’s RS and RO that communicates the reporting officials’ assessments of the Marine’s performance and character to promotion boards. The cur- rent FitRep system was implemented on January 1, 1999. Like the pre- vious system, it supports promotion boards’ selection and retention of the most qualified Marines in the grades of sergeant through major general, as well as the slating of officers for command or resident school billet assignments. All features of the performance evaluation system are found in Marine Corps Order P1610.7F.; Corps implemented the current FitRep system in 1999 to address concerns about grade inflation, and the system has not received a thorough examination since then. The Director, Manpower Management ... ? This information memorandum reviews the literature on the Marine Corps FitRep system to inform our analysis of these two questions, and it notes the literature’s relevance to our broader research agenda. Review
Effect of Credentialing on Sailor Advancement: /reports/2023/05/effect-of-credentialing-on-sailor-advancement; Review of Navy’s Credentialing Opportunities On-Line (COOL) program to determine the extent the program enhances sailor advancement and retention and reduces the probability of requiring unemployment compensation on separation from the Navy.; Duty Task Analysis (JDTA). In addition to having the relevant rating or skill, a sailor must have at least one year remaining on his or her contract at the time of application for the credential and must satisfy any other credential requirements, such as experience and education. The Assistant Secretary of the Navy for Manpower and Reserve Affairs (ASN (M&RA)) asked CNA to determine the extent
Reconstituting a Viable and Effective A76 Program: /reports/2021/10/reconstituting-a-viable-and-effective-a76-program; The Office of the Assistant Secretary of Defense asked CNA to make recommendations to improve the A-76 process and to consider the repercussions of changing certain laws governing the conversion of DOD functions to the privatesector. Specifically, CNA was tasked to examine the following issues; what best practices and lessons learned can be gleaned from the legacy A-76 program, what were the deficiencies and challenges of the legacy A-76 program and how can they be addressed in a future program, what actionable, practical, and concrete steps need to be taken to establish an effective A-76 program, and what policy improvements, process enhancements, additional resources, and organizational structures are necessary to ensure the viability and credibility of a reconstituted A-76 public-private competition capability in DOD?; , the institutional knowledge associated with the A-76 process has been significantly degraded or lost. A thorough analysis and action plan for reconstituting the program is needed. Specific issues that must ... Force Manpower and Resources Directorate (TFM&RS) within the Office of the Under Secretary of Defense for Personnel and Readiness (OUSD P&R) asked CNA to make recommendations to improve the A-76 process
Reconstituting a Viable and Effective A76 Program: /reports/2021/08/reconstituting-a-viable-and-effective-a76-program; The Office of the Assistant Secretary of Defense asked CNA to make recommendations to improve the A-76 process and to consider the repercussions of changing certain laws governing the conversion of DOD functions to the private sector.; , the institutional knowledge associated with the A-76 process has been significantly degraded or lost. A thorough analysis and action plan for reconstituting the program is needed. Specific issues that must ... Force Manpower and Resources Directorate (TFM&RS) within the Office of the Under Secretary of Defense for Personnel and Readiness (OUSD P&R) asked CNA to make recommendations to improve the A-76
Evaluating Suitability Across Services: /reports/2020/10/evaluating-suitability-across-services; This report focuses on two distinct, but related topics: enlistment waivers and entry-level separations. The waiver process recognizes that some young people have made mistakes and overcome their past behavior or have had a medical condition that warrants review. A one-time incident or issue may not accurately reflect the character or potential for someone to serve. ELS length and administrative separation policies provide an orderly means to discharge those found to be unsuitable to serve. In this light, two offices within the OSD–Personnel and Readiness (the Offices of the Under Secretary of Defense for Accession Policy (AP) and Officer and Enlisted Personnel Management (OEPM)) asked CNA to evaluate the Services’ policies, practices, and successes for determining suitability for service at accession (enlistment waivers) and in service (ELS length and reasons for early separation). In this second of two reports, we 1) determine the probability of, and reasons for, separation among those who access with enlistment waivers, 2) examine the arguments for and against extending ELS, as well as inconsistencies in ELS separation reasons, and 3) make recommendations.; , subject matter expert (SME) discussions, and analysis of nearly 12 years of Defense Manpower Data Center (DMDC) personnel and standardized waiver code data on enlisted Active Component accessions
50 Years of the Volunteer Force: /our-media/indepth/2023/01/50-years-of-the-volunteer-force; On the 50 anniversary of the All-Volunteer Force, Jeffrey Peterson this force made created a more professional enlisted force than its draft-induced predecessor.; military productivity was such a daunting challenge that few analysts attempted it, but a major consensus of a 1982 conference at CNA on naval manpower research was that “productivity analysis ... Readiness Division. The final assignment of his 30-year career in the Marine Corps was as executive assistant to the Deputy Commandant for Manpower and Reserve Affairs. Don Boroughs is senior ... that I joined the Navy as an enlisted dropout.’” In time, analysts uncovered other predictive factors. A 1986 analysis of the Navy’s Delayed Entry Program found recruits who took at least a month
story-of-cna: /documents/corporate/story-of-cna.pdf; wondered then who was analyzing the crucial U-boat threat.” Actually, no one in the U.S. government or scientific community had been assigned such an analysis. That would soon change. Just days later ... analysis showed that by the time a sub reached a depth of 75 feet, it was virtually impossible to guess in which direction it had moved. Air-attack doctrine was changed to ban attacks on U-boats ... for “uninterrupted continuation” of ORG in peacetime, because, “The complexity of modern warfare in both methods and means demands exacting analysis.” The Story of CNA10 King got his wish
officer-readiness-assessment-tool-final: /documents/centers/ipr/jri/2020/officer-readiness-assessment-tool-final.pdf; any PRO elements in routinely held supplementary seminars/workshops outside of "In Service" training? Mental Physical Spiritual Social Financial Tactical B. Manpower *For each question, please ... recognition from the International Association of Chiefs of Police (IACP), the Center for Naval Analysis (CNA), and the Department of Justice (DOJ). She has worked with CNA and IACP on the 21st Century

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