Maria C Lytell - Böcker

Discusses the relationships among stakeholders involved in manpower, personnel, and training processes for managing the U.S. Navy information systems technician rating.

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An econometric assessment of the effectiveness of incentive pays for retaining remotely piloted aircraft pilots and sensor operators.

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This report assesses the effectiveness of the Command and General Staff School's Advanced Operations Course for junior field-grade officers when taught in a blended distributed learning environment.

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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.

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Describes a methodology for establishing physical fitness standards for four Air Force occupational specialties, as part of a broader Air Force effort to measure the physical readiness of airmen to perform their jobs.

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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

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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 U.S. Department of Defense.

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This report describes the development and implementation of a process to assess key analytic competencies and proficiency of the U.S. Army's analysts in the 35F military occupational specialty and the design of a protocol for ongoing evaluation.

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This report describes RAND's assistance to the Air Force in designing physical task simulations (PTSs) to measure the occupationally relevant physical requirements for battlefield airmen (BA) specialties and setting standards for BA physical perfo...

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This report addresses challenges for implementing new approaches to Air Force high-demand, high-attrition specialty recruiting, screening, and development processes, and takes a holistic approach to identifying methods to fill gaps in processes.

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This report evaluates the Strength Aptitude Test and related fitness tests to identify strategies for ensuring airmen can meet job-related physical requirements.

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The U.S. Coast Guard (USCG) faces a challenge in determining the optimal length of days away from home port for personnel on major cutters. The authors analyze how USCG servicemembers serving on major cutters respond to various levels of personnel...

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The project team outlined advantages and disadvantages of the two main systems for medically screening applicants to the U.S. armed forces and recommended a hybrid model as potentially more effective and efficient.

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This report documents the results of a study examining challenges that Air Force civilian women, racial/ethnic minorities, and individuals with disabilities may face in advancing to higher pay grades as well as factors influencing retention decisi...

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Service members must meet U.S. Department of Defense standards to ensure that they are fit to serve. However, the services set standards for specific career fields. To meet critical needs, the Air Force seeks to better align personnel to certain f...

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Military readiness requires service members to be mentally and physically fit to perform duties in various environments. To determine whether U.S. Air Force (AF) personnel are maintaining physical fitness, a fitness assessment (FA) is administered...

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Although most airmen successfully complete initial skills training, about 10 percent are eliminated and either separated from the United States Air Force or reclassified into other specialties. Given recent increases in reclassification, the autho...

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Section 1652 of the fiscal year 2020 National Defense Authorization Act tasks the U.S. Department of Defense (DoD) to perform a zero-based review (ZBR)-a detailed review rather than a simple comparison with previous size or budget-of its cybersecu...

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The authors examine compensation differences for gender, racial, and ethnic groups in the Department of Defense civilian science, technology, engineering, and mathematics workforce and explore ways to address these differences.

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To help the Army accomplish its diversity goals, RAND Arroyo Center examined retention of racial-ethnic minorities in the Regular Army's enlisted and officer ranks and how racial-ethnic composition changes as soldiers progress in their careers.

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