FY08 Army Reserve Thesis Proposals

1. FY08 Army Reserve Thesis Proposals Presented to The Naval Postgraduate School COL Frank Willingham 12 July 2007

2. Functional Command Alignment with Training Sites Problem Objective • The Army Reserve has no precedent for aligning Functional Commands with training sites based upon the type of training required by the specific Functional Commands. • Create an optimization model to determine the equipment to assign to each of the training sets and the respective sites. Clients/Potential Benefactors Payoffs • More accurately project equipment requirements. • Better training, minimal equipment requirements and fiscal resource management. • Army Reserve – G3/4/5/7 • Army G4 and G8 POC MAJ Alison Godfrey alison.godfrey@ocar.army.pentagon.mil

3. Deobligation of Funds Problem Objective • The Army Reserve loses funds each year due to the deobligation of Class IX repair parts which are ordered and subsequently not delivered within the fiscal year. • Conduct an Analysis of Alternatives to determine the optimal method to prevent the loss of funds resulting from prior year deobligations. Clients/Potential Benefactors Payoffs • Army Reserve • Army G4 and G8 • ASAFM&C • More accurately project equipment requirements. • Better resource management. POC MAJ Alison Godfrey alison.godfrey@ocar.army.pentagon.mil

4. Army Reserve Mobilization Analysis Problem Objective • The Army Reserve needs analysis and a predictive model of attrition as it relates to frequency, length of time between (stabilization), length, and nature of mobilizations on Army Reserve personnel attrition. • Analyze current and historical mobilization time requirements related attrition and develop a model to assist in projecting future mobilization effects on Army Reserve strength and readiness. Clients/Potential Benefactors Payoffs • OCAR (G1/3) • USARC • USAREC • Army Reserve Soldier • Assist focusing retention efforts • Improve decision making referencing AR strength policies • Projecting the impact or significance of the time commitment imposed on Army Reserve Soldiers by mobilization and its influence on post-mobilization readiness and attrition • Evaluation of stabilization POC MAJ Alison Godfrey alison.godfrey@ocar.army.pentagon.mil

5. Small Arms Rifle Training and Qualification Transformation Study for Increased Combat Lethality in Asymmetric Operations Problem Objective • The current method of U.S. Army Small Arms Rifle qualification fails to capitalize on the effective range of the basic weapons system. Ongoing research strongly supports a compelling need for increased lethality, range, competence and confidence for U.S. Army Soldiers through transformation of the qualification process. • Identify impacts of current and KD training on current Army small arms weapon systems lethal range • Determine the required maximum effective range of Army small arms weapon systems in the current theatres of operation (IZ, AF) Clients/Potential Benefactors Payoffs • Army • Army Reserve • National Guard • Quantifiable, qualifiable analysis with which to begin pilot program. • Increased lethality of US Soldier in IZ, AF, GWOT. • Optimize use of current small arms weapon system POC CPT David.Cloft david.cloft@ocar.army.pentagon.mil

6. Army Reserve Junior Enlisted Attrition Analysis Problem Objective • Historically, the Army Reserve loses over 70% of its First Term Troop Program Unit (TPU) reenlistment cohort prior to reaching the eligibility window (5th year of TPU service). • Analyze the reasons First Term Soldiers leave the Army Reserve and determine countermeasures to reduce the attrition and positively affect the end strength. Clients/Potential Benefactors Payoffs • OCAR • USARC • USAREC/TRADOC • Army Reserve Soldier • Increases AR and junior enlisted strength levels • Lowers overall attrition • Reduces demand on recruiting and training base • Adds predictability with respect to ARFORGEN POC LTC Timothy Danaher Timothy.Danaher@us.army.mil

7. Army Reserve In-Service WO and Officer Recruiting Analysis Problem Objective • The Army Reserve sets Warrant Officer (WO) and Officer Direct Commission (ODC) in-service missions without respect to available eligible enlisted personnel to recruit against. These uncoordinated missions contribute to shortages in NCO inventories and often unachievable WO/ODC missions. • Develop missions based upon available enlisted personnel and increase the inventory and training for those enlisted personnel needed to rise to the WO and Officer ranks. Clients/Potential Benefactors Payoffs • OCAR • USARC • TRADOC • HRC • Maintain the health of the WO and Officer ranks • Reduce “over-harvesting” the enlisted ranks • Produce sustainable in-service recruiting missions POC LTC Timothy Danaher Timothy.Danaher@us.army.mil

8. Officer Attrition / Incentive Problem Objective • The Army Reserve’s TPU Officer Attrition has increased over the past several months in FY07. Currently the AR CPT fill rate stands at 56% and the MAJs at 68%. There are currently no retention incentives to offer Officers considering leaving the AR. A critical skills incentive is being staffed but will only impact a few select AOCs. • Analyze current and historical retention rates among Officers to determine what type (monetary / non-monetary) incentives best support the AR end strength. Look at what positive/negative impacts the enlisted bonuses have produced. Determine the amount of the incentive (ex: 15K bonus or 3 year non-mobilization deferment) and what impacts this will have on funding/readiness. Clients/Potential Benefactors Payoffs • Army Reserve • Army Reserve Soldiers • Increase in overall AR end strength • Retain much needed mid-level Officers (CPTs and MAJs) POC MAJ (Alfred) John Evans Alfred.evans@usar.army.mil

9. Individual Soldier Incentive Program Problem Objective • Explore the fiscal feasibility of providing individual Soldiers with incentives for battle assembly participation in support of ARFORGEN collective training requirements. • The study will develop a fiscal model which should analyze the costs associated with providing incentives for battle assembly participation. • Provide leaders with more predictability in the development of unit training programs and decrease cross leveling requirements. Unsatisfactory Participant (UNSAT) and Non-Participant (NP) Soldiers adversely affect unit readiness and the ability of the unit to meet projected ARFORGEN collective training requirements. Clients/Potential Benefactors Payoffs • HQDA • USARC • OCAR • Readiness • Decrease UNSAT/NP rates • Increase unit and individual Soldier readiness • Provides Commanders predictability in the development of unit training • Decreases cross leveling requirements • Maximizes participation in ARFORGEN collective training cycles POC CPT Steve Lampkins steve.lampkins@usar.army.mil

10. Questions?