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Jennifer Griffin

/our-experts/griffin-jennifer

Jennifer Griffin’s work at CNA focuses on military manpower and personnel topics.

Griffin-Jennifer Jennifer Griffin’s work at CNA focuses on military manpower and personnel topics. /images/Experts/Griffin-Jennifer.webp Jennifer Griffin’s work focuses on military manpower ... of California, Santa Barbara, and a Bachelor of Science in applied mathematics and mathematical economics from the California State University, Long Beach. Jennifer Griffin Ph.D. Research Program ... Analyst to M&RA’s Reserve Affairs Division. Griffin leads one of CNA’s three personnel-focused teams within the Resources and Force Readiness Division. She oversees a portfolio of studies for Marine

Gender Research and Analysis

/expertise/force-readiness/gender

This page aims to highlight CNA’s body of research that examines the security implications of gender for the United States, our allies, and competitors.

Jennifer Griffin Director, Marine Corps and Defense Workforce Program griffinj@cna.org Elizabeth Clelan Director, Navy Human Resources Program clelane@cna.org Annaleah Westerhaug Associate Research Analyst

ROCP Officer and Reserve Personnel Readiness

/reports/2017/rocp-officer-and-reserve-personnel-readiness

During Operations Iraqi Freedom and Enduring Freedom, the Marine Corps had to augment active component (AC) officers to fill vacant platoon leader billets at activated Selected Marine Corps Reserve (SMCR) units. In 2006, the Reserve Officer Commissioning Program (ROCP) was created to recruit non-prior-service officers into the SMCR. This study looks at the performance of the ROCP candidates and their effect on SMCR personnel readiness. We find that ROCP candidates perform similarly to their AC counterparts and tend to affiliate with the SMCR beyond their initial obligations—particularly if they have active-duty (AD) experience. We also found a positive relationship between the presence of lieutenants at SMCR units and the retention of nonobligor enlisted Marines. We recommend that the Marine Corps explore opportunities to expand ROCP recruiting sources, provide ROCP officers with AD experience, and continue to monitor ROCP officers’ career development as the program matures.

intend for our recommendations to help that success continue and to provide reserve officers with the opportunities to achieve their Marine career aspirations. Jennifer Griffin Michelle Dolfini-Reed

Marine Corps and Defense Workforce Program

/centers-and-divisions/cna/rfr/marine-corps-and-defense-workforce-program

Human resources analysis for the Marine Corps, Army, Air Force, and DOD—to recruit, train and retain the optimal force.

Marine Corps and Defense Workforce Program Human resources analysis for the Marine Corps, Army, Air Force, and DOD—to recruit, train and retain the optimal force. /images/Centers/CNA/RFR/MC-Defense-Workforce.jpg Marine Corps and Defense Workforce Program FORCE EXPERTISE ACROSS THE SERVICES CNA brings together analysts who employ the same range of sophisticated analytical approaches to human resources issues found in our Navy HR Program — but with experience and knowledge of the special needs of the Marine Corps, Army, Air Force, and DOD as a whole.  Dr. Jennifer Griffin Research Program

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.

of misbehavior in the USN. Amanda Kraus Jennifer Griffin /reports/2019/04/DRM-2019-U-019345-Final.pdf /reports/2019/04/Gender-Differences.png /reports/2019/04/Enlisted-personnel.jpg Gender Differences