Christopher E Maerzluft

Tasked with developing a new capability for U.S. Air Force human resources planners, the authors have developed an initial prediction prototype tool that can be used to alert decisionmakers of emerging problems and thus allow them enough time to consider adjusting accession and retention policies before shortages occur.

The Department of the Air Force is revamping the way it manages officer development and promotion. These changes will enhance leadership's ability to identify and develop talent at all stages of an officer's career. To help evaluate new personnel policies, the authors built a tool called the Air Force Personnel Policy Simulation Tool, which simulates effects of new personnel policies on career field health and demographic diversity.

The purpose of the project was to enhance the effectiveness and efficiency of the Army's use of available recruiting resources and policies by optimizing the required resource levels and mix to support future recruiting under changing enlisted accession requirements, varying labor market conditions and recruiting environments, and alternative recruit eligibility policies and by enabling the assessment of alternative courses of action.

Selecting recruits who complete their term of enlistment is very important for both maintaining Army readiness and minimizing cost. This report describes a tool that enables the Army to identify potential changes to selection of youth based on a variety of attributes in order to expand supply smartly or to decrease the rates of targeted adverse outcomes and related costs.