John D. Winkler

To balance the completing goals of reduced infrastructure and enhanced information technology (IT) skills, the Army must manage all its workforces in the IT field. Using Fort Bragg as a test case, this report shows how a linear programming framework helps gauge the impact of decisions that change the IT workforce. With a determination of who can do what in the IT field, the authors conclude that with linear programming the effects of policy changes can be quantified and better understood, various policies can be studied, and the approach can be extended beyond the installation level. (JA)

Draws on Department of Defense guidance, the economics and defense manpower literatures, interviews with personnel at the National Security Agency/Central Security Service, and an exploratory quantitative analysis to identify the factors that affect the most cost-effective mix of military personnel, government civilians, and contractors for providing language capability in the intelligence community.

This report describes an analysis of the effects that current employment rights protections for Reserve Component members and related support programs can have on employers, given increased mobilization of the National Guard and Reserve, and makes recommendations stemming from that analysis.

To analyze policy options that would improve utilization of reserve forces, the authors assess how Army active and reserve forces are used. Converting billets from low-use to high-use career fields within a component could partially, but not completely, rebalance the reserve components. Converting billets from a low-use career field in one component to a high-use career field in another is unlikely in the near term, but an option in the long run.

The eventual aim is to develop a Total Army School System that would be more efficient and integrated across the Active Component and the Army's two Reserve Components, which inclulde the Army National Guard and the U.S. Army Reserve.