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A report to congressional committees regarding the DoD¿s progress in implementing GAO's recommendations over the last 7 years. During this period of time, GAO issued 637 reports to DoD that included 2,726 recommendations. By law, agencies, including DoD, are required to submit written statements explaining actions taken in response to recommendations that have been made. This report contains the results of an analysis on the implementation status of the 2,726 recommendations made to DoD in reports issued during FY 2001 through 2007. Includes examples of related financial accomplishments reported for the period, based on DoD-related work. Illustrations.
This is a print on demand edition of a hard to find publication. The U.S. government's reliance on contractors, including the State Dept.'s and DoD¿s use of private security contractors in Iraq, has been well documented. What has not been so well examined is the comparative cost of using civilian employees or military members versus the cost of using contractors during contingency operations such as Operation Iraqi Freedom. One report concluded that for the 1-year period in 2004-05, the costs of the private contractor did not differ greatly from the costs of having a comparable military unit performing similar functions. This report focused on the comparison of the State Dept.'s costs to use private security contractors as opposed to using State Dept. employees to perform those same functions. Illus.
The Department of Defense (DOD) is committed to transforming the nation's armed forces to meet the military challenges of the future. One approach to achieving this transformation is by leveraging advances in science and technology. New technologies and innovations are integral to today's military actions, and associated changes have rippled through all aspects of operations, highlighting the need for changes in policies related to military personnel. At the request of the Force Chief of Naval Operations, the NRC reviewed the military manpower and personnel policies and studies currently underway in the DOD and developed an implementation strategy for the Department of the Navy's future military manpower and personnel needs. This book presents an introduction to current personnel policies of and concerns facing the Naval forces; an assessment of demographic, technological, and other forces affecting future personnel needs and availability; a summary and assessment of previous studies; an examination of the role of research tools in implementing personnel policy change; and an analysis of obstacles to and strategies for transforming the Naval forces.

Alternative Personnel Systems

United States. Congress. Senate. Committee on Homeland Security and Governmental Affairs. Subcommittee on Oversight of Government Management, the Federal Workforce, and the District of Columbia

Published: 2006

Total Pages: 204


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Assesses DoD¿s use of cash incentives to recruit and retain highly qualified individuals for service in the armed forces. It: (1) identifies recent trends in DoD's use of enlistment and reenlistment bonuses; (2) assesses the extent to which the services have processes to determine which occupational specialties require bonuses and whether bonus amounts are optimally set; and (3) determines how much flexibility DoD has in managing selected special and incentive pays for officer and enlisted personnel. The report analyzed service data on bonuses and special and incentive pays, and reviewed relevant guidance and other documentation from DoD and the services. Charts and tables. This is a print on demand report.
This work presents a new method of estimating the cost of a military person-year that focuses on the actual cost of the retirement benefits that the federal government must provide to military personal, where previously available measures focused only on annual retirement-fund accrual costs. A major implication of this alternative calculus is that truly effective force management requires an increased focus on the cost of personnel.