Christina Panis

This update of a previous report provides findings on economic activity supported by total Army spending in congressional districts for fiscal years 2014 through 2017. Using input/output models, researchers estimated that the Army directly spent approximately $80.1 million in the median congressional district and $1.3 billion in the median state in fiscal year 2017, translating into approximately 3,800 jobs per district and 48,000 jobs per state.

Security cooperation's importance, scale, and complexity have grown substantially in recent years, but efforts to develop and manage the Department of Defense security cooperation workforce have lagged. This study informs the development of career models for the security cooperation workforce, assesses potential requirements for competencies and experience, and identifies potential job families within the workforce to facilitate management.

RAND Arroyo Center explored how the U.S. Army might need to adapt its personnel management policies and practices to support the Regionally Aligned Forces concept. Authors estimated the scope and scale of the requirement for regional expertise; modeled the Army s current ability to produce soldiers with the required expertise; and identified changes to the personnel management system to develop and match such soldiers with appropriate positions."

Personnel and career management are critical to a well-trained U.S. Army Reserve (USAR), and end strength forecasts are an important input to recruiting and retention policy decisions. Currently, no single model is capable of providing such forecasts. The authors examined existing modeling tools and developed an Integrated Modeling Concept--a detailed plan for combining outputs from those tools to enable USAR to forecast 24-month end strength.

The authors describe policy requirements for transfers from the active component (AC) to the reserve component (RC). They analyze the characteristics and duty limitations observed among AC to RC transfers and examine the service member's time in the AC for information related to the RC medical condition. Finally, they make recommendations to reduce the number of personnel who transfer with medical conditions that limit deployability.

This report documents efforts to implement a capability for the U.S. Department of Defense to assess alternative policies to enhance officer retention using estimates of behavioral responses to policy and provides source code and foundations of a spreadsheet version of the model.

Military compensation is a pillar of the all-volunteer force. Its importance is such that it is reviewed every four years to determine whether it is adequate to meet the U.S. military's objectives. To inform the 10th Quadrennial Review of Military Compensation, this monograph presents the results of estimation and simulations of a model designed to assess the U.S. military's current retirement-benefit system and several policy alternatives.