Attracting "cutting-edge" skills through reserve component participation / Gregory F. Treverton ... [et al.].

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Publisher: Santa Monica, CA : RAND, 2003Description: xv, 24 pages : illustrations ; 28 cmContent type:

text

Media type:

computer
unmediated

Carrier type:

online resource
volume

ISBN:

0833034456 (pbk.)

Subject(s):

LOC classification:

UA42 .A88 2003

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Online Access

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Also available on the internet via WWW in PDF format.

Contents:

Framing the Challenge -- Innovations for Meeting Current and Future Skill Needs -- Cutting-Edge Policy Initiatives -- Testing the Agenda.

Summary: People with complex, hard-to-train skills, such as information technology specialists, linguists, or scientists, are difficult for the military services to attract and retain, especially because there may not be a constant need or career path for them in the military. This report examines five new ideas for attracting such people into the Reserve Component (RC): (1) a Civilian Skills Database; (2) an expanded Individual Ready Reserve program; (3) a tailored version of the Employer Support to Guard and Reserve program; (4) an RC-focused program modeled on the Army's Partnership for Youth Success (PaYS) program; and (5) a Critical University Talent Program. The authors discuss the five programs in detail and suggest ways in which they could be pilot-tested.

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"National Defense Research Institute."

Includes bibliographical references.

Framing the Challenge -- Innovations for Meeting Current and Future Skill Needs -- Cutting-Edge Policy Initiatives -- Testing the Agenda.

People with complex, hard-to-train skills, such as information technology specialists, linguists, or scientists, are difficult for the military services to attract and retain, especially because there may not be a constant need or career path for them in the military. This report examines five new ideas for attracting such people into the Reserve Component (RC): (1) a Civilian Skills Database; (2) an expanded Individual Ready Reserve program; (3) a tailored version of the Employer Support to Guard and Reserve program; (4) an RC-focused program modeled on the Army's Partnership for Youth Success (PaYS) program; and (5) a Critical University Talent Program. The authors discuss the five programs in detail and suggest ways in which they could be pilot-tested.

Also available on the internet via WWW in PDF format.