Over the past decade, especially, U.S. Marine Corps (USMC) intelligence has had to tailor its organization to meet the evolving demands of the operational environment. This has resulted in a number of ad hoc arrangements, practices, and organizations. A broad review of the organizational design of USMC intelligence examined how to align it efficiently and effectively with current and future missions and functions.

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.

The relationships among stakeholders involved in manpower, personnel, and training processes for managing the U.S. Navy information systems technician rating are discussed. The authors examine the effects of these different stakeholders on efficiency and effectiveness measures for the information technician community in general and the Consolidated Afloat Networks and Enterprise Services program specifically.

The Department of Defense has suggested that "blending" active component and reserve component workforces in military units must be implemented more broadly for a more flexible, capable force. This report examines existing organizational designs that facilitate integration of the reserve and active workforces, to ascertain whether changed personnel management practices are needed to further implement these designs.

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.

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.

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.