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Your search for Anita Hattiangadi found 7 results.

Anita Hattiangadi: /our-experts/hattiangadi-anita; Anita Hattiangadi is CNA’s Director of Business Development and Client Relations.; Hattiangadi-Anita Anita Hattiangadi is CNA’s Director of Business Development and Client Relations. /images/Experts/Hattiangadi-Anita.jpg Anita Hattiangadi leads business development strategies ... the University of Rochester (with credits for another concentration in mathematics), and she holds a Master of Arts in economics from the University of Maryland at College Park. Anita Hattiangadi ... business development opportunities. Previously, Hattiangadi led one of CNA's personnel-focused teams within the Resources and Force Readiness Division, overseeing studies for the Department of Defense
Retirement Choice 2016: /reports/2016/retirement-choice-2016; We find that, for almost all servicemembers, the REDUX retirement plan plus a $30,000 bonus paid at the 15th year of service is a bad choice that significantly reduces their retirement income. The higher the grade, the lower the years of service at retirement, and the longer the servicemember lives, the greater the reduction. Moreover, as each year passes, the difference between REDUX and High-3 retirement income increases.; of the member. Such private pension provisions are very expensive, and only a few companies offer them. Anita Hattiangadi Lewis G. Lee /reports/2016/DRM-2016-U-012997-Final.pdf
Women-in-Service-Restrictions: /reports/2012/women-in-service-restrictions; CNA conducted an independent review of the Marine Corps existing policies related to women in ground combat providing information to help make an informed decision about (1) whether to change existing policies and (2) effects of prospective policy changes on recruiting, retention, manpower management, and training processes.; can be found in our previously published documents. David Strauss Anita Hattiangadi /reports/2012/Women-in-Service-Restrictions.pdf /reports/2012/Women-in-Service-Restrictions.png
Assessing the Implications of Possible Changes to Women in Service Restrictions: /reports/2012/assessing-the-implications-of-possible-changes-to-women-in-service-restrictions; This report from 2012 examined how changing the policy of excluding women from ground combat service could affect the Marine Corps’ recruiting, manpower management and training processes.; specifically mentioned concerns relating to personal hygiene, acceptance, and physical abilities. David Strauss Anita Hattiangadi
Non Citizens in Today's Military: /reports/2005/non-citizens-in-todays-military; In FY04, this country spent $2.7 billion to recruit 182,000 active-duty enlisted servicemembers. One overlooked source of military manpower is immigrants and their families. In fact, much of the growth in the recruitment-eligible population will come from immigration. The United States is a country of immigrants. Recent waves of immigration have made today’s foreign-born population the largest in U.S. history—11.7 percent in 2003, up from 9.3 percent in 1995. Immigrants will fuel much of the growth in the youth population. About a third of the world's population is under age 15, and the overwhelming majority lives in developing countries. Because this large bulge of future workers will have difficulty finding work in their native countries, many may emigrate—either alone or with young families. Of the 16 million foreign-born people who entered the United States between 1990 and 2002, almost a quarter were under age 21. Most immigrants will not be U.S. citizens, but many will become Legal Permanent Residents. Between 1973 and 2002, an estimated 21.5 million people became LPRs. In 2002, more than 1 million immigrants became LPRs in addition to 10.4 million people who were already LPRs. Over two-thirds of them, 7.8 million, had been in the United States long enough to be eligible for naturalization.; citizenship. Anita U. Hattiangadi Aline O. Quester /reports/2005/D0011092.A2.pdf /reports/2005/D0011092.A2_Page_001.jpg /images/GenericReportImage.jpg Marine Corps and Defense Workforce Program
Seabee Assignment Tradeoffs: /reports/2003/seabee-assignment-tradeoffs; The Commander of Naval Facilities Engineering Command (NAVFAC) asked CNA to determine what type of compensation would target any existing or impending shortfalls in Seabee retention and manning. Currently, the Seabee community receives no sea pay and little deployment-related pay. In phase 1, CNA found that the recent policy that increases sea pay to seagoing personnel without providing a comparably sized amount to Seabees could worsen the Seabee community’s relative standing. That study found that a $2.9- to $4.3- million-per-year compensation is justified, and it presented a variety of compensation options to address Seabee manning and retention concerns.; , it is affected most by changes in special pay received. Diana S. Lien Anita U. Hattiangadi /reports/2003/D0007279.A2.pdf /reports/2003/D0007279.A2_Page_01.jpg /images/GenericReportImage.jpg Marine
cna talks: Beyond Representation: Identifying Systemic Bias in the Military: /our-media/podcasts/cna-talks/2021/05/beyond-representation; In this episode of CNA Talks, Elizabeth Clelan, Anita Hattiangadi, Yancey Hrobowski and Amanda Kraus discuss what big data can tell us about systemic bias in the military and how this can be applied to our institutions more broadly.; Beyond Representation In this episode of CNA Talks, Elizabeth Clelan, Anita Hattiangadi, Yancey Hrobowski and Amanda Kraus discuss what big data can tell us about systemic bias in the military and how this can be applied to our institutions more broadly. Beyond Representation: Identifying Systemic Bias in the Military The 2018 Population Representation in the Military Services is available here: https://www.cna.org/research/pop-rep Biographies Elizabeth Clelan is a Research Scientist in CNA's Marine Corps and Defense Workforce Program. Anita Hattiangadi is the Director