Harry J. Thie

Revisits joint officer management and frames a strategic approach to further officers' development in joint matters. The Goldwater-Nichols Act of 1986 dramatically changed the way in which the Department of Defense prepares for and executes its mission. The authors of this report revisit Goldwater-Nichols by examining the current state of joint officer management and framing a strategic approach to further officers' development in joint matters.

Are there feasible alternatives to the present "up-or-out" policy for U.S. military officers? Most military officers are subject to a policy known as "0up-or-out," which requires separation from service if they are not promoted or selectively continued within a certain period of time or when they encounters established grade/tenure limits. RAND considered a range of potential substitutes for, or modifications of, the existing policy and recommends that the Department of Defense implement four demonstration projects to establish the relative value of specific policy alternatives and requirements.

Recommends alternative promotion models to address the high turr over of the military's general and flag officers. The Department of Defense (DoD) experiences a high turnover from its general and flag officers (G/FOs). A concern exists that simply lengthening the stay of senior officers will only clog the system, stagnating promotions through out the entire officer corps. In response to this, RAND researchers analyzed the current system, reviewed literature on corporate management practices, and modeled different ways of managing G/FOs. In addition to proposing variations to the promotion model, the authors address the concerns expressed by those in DoD and Congress about implementing such changes.

Examines current and prospective use of simulation in training for US Navy Ships. A number of naval exercises can be conducted in port, using various forms of simulation, rather than at sea. Some groups, such as commercial shipping, already rely more heavily on such training than the US Navy does. Can the US Navy do the same, yet still maintain or improve readiness? The authors look at current uses of simulation and suggest ways to best use underway and simulation training time and strategies for implementation.

As a competitive employer in the US, the Department of Defense strives to maintain benefits comparable to those of the public and private sector. This book explores the greater use of extended leaves as part of the department's strategic human resource plan.

Focusing on its ability to meet current and future demands, the Navy recently examined its officer structure and asked RAND to analyze changes in authorizations and inventory, to compare authorizations and inventory and potential gaps in costs related to them, and to estimate personnel requirements for the years 2010 and 2017. Based on their research, the authors determine trends and cycles in officer requirements and inventory as well as the evolution of policy and the management of the officer corps. (PW)

Examines ways in which the UK Ministry of Defence can reduce the whole-life costs and manpower requirements of the Royal Navy's two Future Aircraft Carriers (CVFs). In 2012 and 2015, respectively, the United Kingdom's Ministry of Defence will replace its three Invincible-class aircraft carriers with two Future Aircraft Carriers (CVFs), the largest ships ever constructed for the Royal Navy. The research described in this report focuses on possible reductions in whole-life costs and manpower requirements of the carriers.