This study identifies the knowledge, skills, abilities, and other personal characteristics needed in individuals who will be responsible for implementing strategic diversity plans in the Department of Defense (DoD). The authors interviewed more than 60 diversity leaders in industry, the public sector (including DoD), and academia and reviewed relevant scientific literature, education programs, and advertised job requirements.

The U.S. Air Force's special operations and combat support specialties in the enlisted force are among the highest in demand by the service yet have persistently high rates of attrition in their initial skills training, which is called "technical training" in the Air Force. These high-demand, high-attrition (HDHA) specialties include Combat Control; Explosive Ordnance Disposal; Pararescue; Survival, Evasion, Resistance, and Escape; Special Operations Weather Team; and Tactical Air Control Party. The Air Force has conducted or sponsored several efforts to address training attrition in these specialties over the past several years, yet training attrition remains high. The reasons for high training attrition are interrelated, with size and quality of the recruiting pool, utility of screening tools, and training environment factors all playing a role. This report addresses the broader challenges for implementing new approaches to HDHA specialty recruiting, screening, and development of Air Force candidates, and takes a holistic approach to identifying methods and tools to ll gaps in current processes

The U.S. Coast Guard (USCG) has a broad set of missions in the maritime domain, including 11 statutory missions across the categories of maritime safety, maritime security, and maritime stewardship. Among its assets for accomplishing these missions are major cutters-large, oceangoing vessels capable of spending substantial amounts of time away from their home ports. The USCG faces a challenge in determining the optimal length of days away from home port for personnel on major cutters. Confronting this challenge requires an understanding of how personnel tempo (PERSTEMPO) relates to USCG servicemember behavior. However, the empirical relationship between days spent away from home port and servicemember behavior is unknown. To help address this knowledge gap, the authors analyze how servicemembers respond to various levels of PERSTEMPO, as well as the effects of working conditions and incentives on these responses.

To support U.S. Department of Defense goals to improve software acquisition, the authors develop a competency model, review training and education courses, and present options for tracking and managing the software acquisition workforce.

The authors review options for improving processes for classifying and reclassifying enlisted active-duty, non?prior service airmen for initial skills training in the United States Air Force.

In 2012, the Department of Defense (DoD) announced plans for a large reduction of its military force, which could have unintended consequences for demographic diversity. RAND analyzes how force reductions could affect demographic diversity in DoD

The authors identify promising advanced training-technology investments and how the U.S. Department of the Air Force can track and integrate them using a quantitative modeling approach, stakeholder perspectives, and an expert panel's analysis.

Examines the usefulness, validity, and fairness of the Air Force's Strength Aptitude Test, with a focus on its implementation at military entrance processing stations and the process for setting strength requirements for career fields.

The Air Force experiences challenges in maintaining a demographically diverse civilian workforce. This report documents the results of a study designed to better understand the challenges that Air Force civilian women, racial/ethnic minorities, and individuals with disabilities in General Schedule (GS) (and equivalent) positions may face in advancing to higher pay grades as well as factors they consider when deciding whether to remain with the Air Force. The study analyzed Air Force personnel data to identify demographic differences in advancement and retention patterns and conducted focus groups and interviews with close to 300 participants to better understand potential advancement and retention barriers. The report describes key findings related to differences in advancement and retention and provides recommendations for potential changes to Air Force policies and practices to help grow and retain civilian talent from across all demographics.

Developing valuable nontechnical skills will better prepare warfighters for future missions. This report presents a roadmap for systematically integrating nontechnical attributes into initial and early career skills training.