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Your search for Lauren Malone found 22 results.

Service Level Differences in Tuition Assistance

/reports/2021/04/service-level-differences-in-tuition-assistance

Tuition Assistance (TA) is the primary education benefit that the Department of Defense (DOD) provides to Service members to ease the financial burdens of continuing education while serving in the military. A 2017 CNA study revealed several Service-level differences in Service members’ TA use and TA outcomes. In this study, we use qualitative methods to identify possible reasons for these differences. Synthesizing our analysis of existing policy, discussions with subject matter experts (SMEs), and focus groups in all four Services, we find that variation across the Services in TA policy, TA understanding, occupational responsibilities and operational tempo (OPTEMPO), as well as support from senior leaders and immediate supervisors is likely the primary driver of these Service-level differences. We suggest that DOD standardize TA policy, the financial TA benefit, and the content and delivery of TA messaging. We also encourage the Services to ensure TA buy-in from senior leadership and counsel Service members on effective TA use.

 implemented the same restriction in October 2019. Lauren Malone Kyle Neering /reports/2021/04/Service-level-Differences-in-Tuition-Assistance-Use-and-Outcomes-A-Qualitative-Analysis.pdf /reports/2021/04

Estimating Effect of Single Salary

/reports/2020/04/estimating-effect-of-single-salary

This report considers one of the potential effects of a DOD move to a single-salary system (SSS): changes in servicemember retention driven by changes in marriage behavior. It analyzes the effects that a move to an SSS is likely to have on the percentage of servicemembers who are married and studies the changes in retention rates and force size that may be induced by any changes in marriage behavior. Our approach includes a review of the literature on the relationships between compensation, marital status, and retention; computation of pay changes under different SSS implementation scenarios; estimation of the effect of marital status on retention using personnel data; and development of a model that can forecast marriage rates and force size over time. Overall, we find that these effects are likely to be small, so there is little need for policy-makers to be concerned about these effects when considering a change to an SSS.

authority such as Executive Orders, classification guidelines, DoD or DoD-component regulatory documents. 4/27/2020 74 DRM-2020-U-026047-Final Jared M. Huff Rachel Townsley Lauren Malone Jacklyn Kambic

Enlistment Waivers

/reports/2020/10/enlistment-waivers

Study examines the history, trends, policies, and practices involving U.S. military waivers used at both enlistment and entry-level separations, or discharges.

. 10/2/2020 124 DRM-2020-U-024781-Final Lauren Malone Kyle Neering

Single Salary Practices

/reports/2019/03/single-salary-practices

The 13th Quadrennial Review of Military Compensation (QRMC) is considering whether the U.S. military should move from its current regular military compensation (RMC) structure to a single-salary system (SSS) that would eliminate the basic allowances for housing (BAH) and subsistence (BAS) and increase basic pay. To inform this potential policy change, this study provides information about: the potential advantages and disadvantages to the U.S. military of moving to an SSS; potential design features of an SSS to meet key objectives; and, important implementation challenges that the Department of Defense (DOD) may face if it goes forward with a military SSS. To provide insight into these issues, we conducted a literature review on the compensation preferences of servicemembers and civilians, a review of U.S. civilian-sector compensation practices based on a literature review and subject-matter expert (SME) discussions, and a review of foreign military compensation practices based on discussions with foreign military compensation experts and a review of policy documents.

data or information from automatic dissemination under the International Exchange Program or by other means. 3/15/2019 126 DRM-2019-U-019421-Final Patty Kannapel Juliana Pearson Lauren Malone Justin

Gender Differences Among DON Personnel

/reports/2019/04/gender-differences-among-don-personnel

This report documents an analysis of gender differences in misbehavior rates among enlisted personnel in the Department of the Navy (DON). Using indicators found in personnel data from the US Marine Corps (USMC) and the US Navy (USN), we show that, between fiscal year (FY) 1999 and FY 2015, male misbehavior rates were higher than female rates for every indicator, in every year for both services. Using data from FY 2015, we estimate that higher male misbehavior rates in the USMC (USN) resulted in about 1,400 (2,000) extra incidents of misbehavior and imposed about $57 ($197) million in extra costs. Based on these results, we conclude that excluding costs associated with higher rates of male misbehavior renders cost-benefit analyses of increasing gender integration incomplete. In addition, we recommend that the DON improve cost estimates of misbehavior to allocate resources toward prevention and response as effectively and efficiently as possible.

DRM-2019-U-019345-Final Ann Parcell Lauren Malone Henry Griffis Catherine Hiatt David Gregory David Reese

Feasibility of Parental Leave

/reports/2019/07/feasibility-of-parental-leave

This study examines the implications of offering service members noncontinuous caregiver leave (to care for infants or newly adopted children). House Report 115-676 directed the Secretary of Defense to submit a report assessing the feasibility of flexible parental leave. Policy subject matter experts and commanders across the Department of Defense provided key policy and operational implications. Before implementing a noncontinuous caregiver leave policy, we recommend (1) identifying the needs that can be satisfied by noncontinuous caregiver leave that are not met by other time-off options, (2) considering various types of flexible policies, and (3) assessing the benefits and drawbacks from two recent applications of noncontinuous caregiver leave (2015–2016 Department of the Navy policy and the current US Coast Guard parental leave policy). Taken together, these recommendations will increase the likelihood that any policy change will meet service member needs while balancing mission requirements.

for public Release; distribution unlimited. 68 DRM-2019-U-020318-Final Lauren Malone Tom Woo Chris Gonzales Brittany Cunningham

Single Salary Analysis

/reports/2019/08/single-salary-analysis

This report presents our findings on identifying and prioritizing the potential second- and third-order effects of the Department of Defense (DOD) moving to a single-salary system (SSS) for military compensation. We identified more than 25 potential effects in six broad areas: housing and food arrangements, retention and separation pays, changes in the dependency ratio, family and dependent benefits, income support programs, and other effects. The report provides information, for each effect, on the number of people potentially affected, budget costs, and potential risks to readiness, based on an extensive literature and policy review and conversations with subject-matter experts from across DOD and the services. We recommend that DOD undertake additional analysis in the areas of housing and food arrangements and retention and separation pays. We also recommend that DOD consider the potential effects of an SSS on military marriage rates and the dependency ratio. We provide a number of topics for further research that will help DOD think through the implications of moving to an SSS.

SRBs Thomas M. Geraghty Lauren Malone /reports/2020/12/DRM-2019-U-020181-1Rev.pdf /reports/2020/12/DRM-2019-U-020181-1Rev.PNG /reports/2020/12/street.PNG Marine Corps and Defense Workforce Program

Relationship-Between-Colocation-and-Reenlistment-in-the-Marine-Corps-Vol1

/reports/2018/10/relationship-between-colocation-and-reenlistment-in-the-marine-corps-vol1

CNA analysts examine the relationship between colocation and reenlistment in the Marine Corps, as the share of women in the services increases, and how prevalent colocation of dual-military personnel impacts reenlistment decisions.

of about 257,000 Zone A decisions, 63,000 Zone B decisions, and 32,000 Zone C decisions. Lauren Malone Cathy Hiatt /reports/2018/10

Relationship-Between-Colocation-and-Reenlistment-in-the-Navy-Technical-Background

/reports/2018/05/relationship-between-colocation-and-reenlistment-in-the-navy-technical-background

This document provides the technical background for the analysis presented in the The Relationship Between Colocation and Reenlistment in the Navy (Vol. 1) and includes the summary results and provides conclusions and recommendations.

and Comptroller (ASN(FM&C)). Lauren Malone David Gregory /reports/2018/05/Relationship-Between-Colocation-and-Reenlistment-in-the-Navy-Technical-Background.pdf /reports/2018/05

Relationship-Between-Colocation-and-Reenlistment-in-the-Navy-Vol1

/reports/2018/05/relationship-between-colocation-and-reenlistment-in-the-navy-vol1

Report on how colocation of dual-military couples positively effects reenlistment in the Navy.

point, so the result reflects the behavior of the majority of first-term decision-eligible sailors. Lauren Malone David Gregory /reports/2018/05