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    Subject Term: "Military recruiting"

    4 publications with a total of 19 open recommendations
    Director: Andrew Von Ah
    Phone: (213) 830-1011

    3 open recommendations
    Recommendation: The Secretary of Defense should direct the Under Secretary of Defense for Personnel and Readiness, in consultation with officials from the military service components and the JAMRS office, to develop a formal process for coordination on crosscutting issues to facilitate better leveraging of resources. As part of this process, DOD could review existing advertising programs to identify opportunities to reduce unnecessary duplication, overlap, and fragmentation and obtain potential efficiencies.

    Agency: Department of Defense
    Status: Open

    Comments: As of August 2017, a DOD official from the office of Under Secretary of Defense for Personnel and Readiness stated that a working group drafted an Instruction on DOD advertising and marketing and this instruction will be signed within the next 30 days. The instruction requires that the relevant departmentwide office will meet quarterly with the military service marketing representatives to discuss best practices and to look for efficiencies. Further, the official stated that the Army has directed the Army National Guard to work through Army Marketing and Research Group regarding their marketing efforts, which consolidates all Army marketing efforts within one office. The Air force is also in discussion to determine how best to consolidate the marketing efforts of its Guard and Reserve components with the Active Duty to gain efficiencies. We will monitor the issuance of the instruction and the efforts of the Air Force to consolidate activities.
    Recommendation: The Secretary of Defense should direct the Secretaries of the Departments of the Army, the Navy, and the Air Force to ensure that each military service component fully measure advertising performance. This should include both the identification of measurable goals in future versions of the service components' advertising plans and assurance that the service components have access to the necessary performance data to determine the effectiveness of their advertising activities for lead generation activities.

    Agency: Department of Defense
    Status: Open

    Comments: As of August 2017, a DOD official from the office of Under Secretary of Defense for Personnel and Readiness stated that a working group drafted an Instruction on DOD advertising and marketing and this instruction will be signed within the next 30 days. The instruction requires that the relevant department-level office will meet quarterly with the military service marketing representatives to discuss best practices and to look for efficiencies. Upon issuance of the instruction, we will assess the direction provided to the services in the instruction regarding performance measurement.
    Recommendation: The Secretary of Defense should direct the Under Secretary of Defense for Personnel and Readiness to ensure, as the department undertakes its effort to issue a department-wide policy for advertising, that this policy (1) clearly defines DOD's role in overseeing the advertising activities of military service components; (2) clarifies issues related to sports-related advertising; and (3) outlines procedures that should guide the components' advertising activities for other types of advertising, such as music concerts, other event advertising, and digital advertising.

    Agency: Department of Defense
    Status: Open

    Comments: As of August 2017, a DOD official from the office of Under Secretary of Defense for Personnel and Readiness stated that a work group session was held in October 2016 and based on the outcome of that work group, DOD has drafted an Instruction on DOD advertising and marketing. That instruction is currently in the "Pre-Signature" phase as a priority instruction which means it should be signed and published within the next 30 days. We will continue to monitor the issuance of this instruction.
    Director: Brenda S. Farrell
    Phone: (202) 512-3604

    7 open recommendations
    Recommendation: To aid ARNG officials in conducting their oversight of the states and territories, the Secretary of the Army should direct the Director, ARNG, to establish a permanent program for monitoring state-level recruiting activities either by extending the Recruiting Standards Branch or establishing some other similar program.

    Agency: Department of Defense: Department of the Army
    Status: Open

    Comments: Update September 2016: To date no action has been taken. According to the report follow up specialist the next DODIG follow up is December 2016.
    Recommendation: To aid ARNG officials in understanding the effectiveness of efforts to meet force requirements, the Secretary of the Army should direct the Director, ARNG, to take steps to help ensure that the ARNG collects consistent, complete, and valid data on the specific reasons why soldiers do not complete initial military training and when these soldiers separate from the ARNG during the training process. Such steps could include modifying the Standard Installation/Division Personnel System (SIDPERS) to capture this information or if unable to modify SIDPERS, taking actions to ensure that information collected in the Vulcan Recruit Sustainment Program database is valid.

    Agency: Department of Defense: Department of the Army
    Status: Open

    Comments: Update September 2016: To date no action has been taken. According to the DODIG follow up specialist the next DODIG follow up is December 2016.
    Recommendation: To aid ARNG officials in understanding the effectiveness of efforts to meet force requirements, the Secretary of the Army should direct the Director, ARNG, to regularly track whether ARNG soldiers who join in a given fiscal year complete their initial term of service.

    Agency: Department of Defense: Department of the Army
    Status: Open

    Comments: Update September 2016: To date no action has been taken. According to the DODIG follow up specialist the next DODIG follow up is December 2016.
    Recommendation: To aid ARNG officials in understanding the effectiveness of efforts to meet force requirements, the Secretary of the Army should direct the Director, ARNG, to periodically estimate, such as on an annual basis or other time period as appropriate, the total cost of recruiting and initial training for a soldier who joins the ARNG.

    Agency: Department of Defense: Department of the Army
    Status: Open

    Comments: Update September 2016: To date no action has been taken. According to the DODIG follow up specialist the next DODIG follow up is December 2016.
    Recommendation: To help ARNG officials in using financial incentives to fill critical positions as required by Army and National Guard regulation, the Secretary of the Army should direct the Director, ARNG, to provide recruiters with training to better enable the use of available financial incentives.

    Agency: Department of Defense: Department of the Army
    Status: Open

    Comments: Update September 2016: To date no action has been taken. According to the DODIG follow up specialist the next DODIG follow up is December 2016.
    Recommendation: To help determine whether ARNG officials are effectively using financial incentives, the Secretary of the Army should , in conjunction with the Director, ARNG, exercise their oversight responsibilities by evaluating and documenting the effectiveness of ARNG's incentives program in meeting its goals. The evaluation should also determine whether incentives are being effectively awarded in military occupational specialties that have been under or over authorized levels, and whether changes are needed to effectively use existing incentives.

    Agency: Department of Defense: Department of the Army
    Status: Open

    Comments: Update September 2016: To date no action has been taken. According to the DODIG follow up specialist the next DODIG follow up is December 2016.
    Recommendation: Given that the reporting of information related to the amounts of incentives obligated has been a requirement but not carried out in recent years, the Office of the Secretary of Defense should, in order to ensure continued reporting in the future, enforce its requirement for the National Guard and Reserve Component to submit information on the amounts of incentives obligated and incorporate the required information in the recruiting resources reports.

    Agency: Department of Defense: Office of the Secretary of Defense
    Status: Open

    Comments: Actions ongoing.
    Director: Brenda S. Farrell
    Phone: (202) 512-3604

    7 open recommendations
    Recommendation: The Secretary of Defense should direct the Secretary of the Air Force to update crew ratios for RPA units to help ensure that the Air Force establishes a more-accurate understanding of the required number of RPA pilots needed in its units.

    Agency: Department of Defense
    Status: Open

    Comments: As of May 2015, Air Force officials stated that, in February 2015, the Air Force completed the first phase of a three-phase personnel requirements study designed to update the UAS unit crew ratio, which is a measure the Air Force uses to determine the personnel needs for Air Force aviation units. The Air Force expects to report results of this study by spring 2016, but Air Force officials stated that the preliminary results of the study indicate that the Air Force may be able to update UAS unit crew ratios and increase the required number of pilots in UAS units. Air Force officials stated that Air Force leadership is reviewing the results of the first phase of the study, but that they expect the Air Force to update the UAS unit crew ratio by summer 2015.
    Recommendation: The Secretary of Defense should direct the Secretary of the Air Force to establish a minimum crew ratio in Air Force policy below which RPA units cannot operate without running unacceptable levels of risk to accomplishing the mission and ensuring safety.

    Agency: Department of Defense
    Status: Open

    Comments: In September 2014, the Air Force reported that the three-phase personnel requirements study would also address our recommendation to establish a minimum crew ratio for UAS units. The Air Force discusses the components of a minimum crew ratio in the Air Combat Command's (ACC) Steady State Concept of Operations, which the Air Force published prior to our 2014 review. However, this minimum crew ratio is not in Air Force policy and Air Force officials stated that the Air Force is not enforcing this minimum crew ratio due to shortages of Air Force UAS pilots. In a December 2014 memo to the Chief of Staff of the Air Force, the ACC?s commanding general also made this point when he stated that Air Force units are staffed below the minimum crew ratio. As of May 2015, the Air Force had not established a minimum crew ratio in Air Force policy since our review.
    Recommendation: The Secretary of Defense should direct the Secretary of the Air Force to develop a recruiting and retention strategy that is a tailored to the specific needs and challenges of RPA pilots to help ensure that the Air Force can meet and retain required staffing levels to meet its mission.

    Agency: Department of Defense
    Status: Open

    Comments: Previously, Air Force cadets who were preparing to join the Air Force and applying for undergraduate flying training volunteered for any of the four careers, including the manned-aircraft pilot career, the UAS pilot career, or two other aviation-related careers. According to Air Force officials, nearly all of the cadets applied for the manned-aircraft pilot career and few applied for any of the other careers. In fiscal year 2014, the Air Force began requiring these cadets to volunteer to serve in any of the four careers. This new process allows the Air Force to assign these cadets to any of the four careers based on a number of factors including the cadet?s performance and Air Force needs. An Air Force headquarters official confirmed that in fiscal year 2014, the Air Force met 123 of their 129 UAS pilot accessions goal, or the Air Force?s goal for the number of cadets who graduate from Air Force officer schools and agree to serve as UAS pilots. Regarding retention of UAS pilots, in January 2015, the Air Force increased the Assignment Incentive Pay for UAS pilots who are reaching the end of their 6 year service commitment to $1500/month. An Air Force official stated that this increase currently applies to 4 pilots. However, the Air Force does not have a recruiting and retention strategy that is tailored to UAS pilots. Air Force senior leadership and headquarters officials stated that the Air Force is in the process of developing other strategies to recruit and retain UAS pilots.
    Recommendation: The Secretary of Defense should direct the Secretary of the Air Force to evaluate the viability of using alternative personnel populations including enlisted or civilian personnel as RPA pilots to identify whether such populations could help the Air Force meet and sustain required RPA pilot staffing levels.

    Agency: Department of Defense
    Status: Open

    Comments: In April 2014, we reported that Headquarters Air Force officials stated that they have, at times, considered the use of enlisted or civilian personnel but have not initiated formal efforts to evaluate whether using such populations would negatively affect the ability of the Air Force to carry out its missions. Air Force officials stated that in fall 2014, the Air Force Chief of Staff requested that headquarters staff evaluate the potential of using enlisted personnel as UAS pilots. As of March 2015, Air Force officials were not able to provide any details about the assessment they were conducting but confirmed plans to report to the Air Force Chief of Staff by spring 2015.
    Recommendation: The Secretary of Defense should direct the Secretary of the Air Force to incorporate feedback from RPA pilots by using existing mechanisms or by collecting direct feedback from RPA pilots.

    Agency: Department of Defense
    Status: Open

    Comments: In response to a DODIG request for information about this recommendation, the Air Force reported that it uses standardized feedback mechanisms across all units through the Air Force Unit Climate Assessment and other similar surveys. It also reported that "consideration should be given to assess whether this is appropriate to collect feedback from RPA pilots and at the appropriate levels desired and, if so, the Air Force will analyze and incorporate feedback from a validated survey and feedback process." However, as of July 2015, the Air Force has not incorporated feedback from RPA pilots by using existing mechanisms or by collecting direct feedback from RPA pilots.
    Recommendation: The Secretary of Defense should direct the Secretary of the Air Force to analyze the effects of being deployed-on-station to determine whether there are resulting negative effects on the quality of life of RPA pilots and take responsive actions as appropriate.

    Agency: Department of Defense
    Status: Open

    Comments: In response to a DODIG request for information about this recommendation, the Air Force reported that it has ample data showing the effects of RPA pilots being deployed-on-station over the last nine years. It went on to report that it had identified the stressors related to being deployed-on-stations and that these stressors likely could be addressed with personnel solutions to increase the number of personnel in RPA units. DODIG considers this recommendation to be closed. However, as of July 2015, the Air Force has not fully analyzed whether being deployed-on-station has negative effects on quality of life that are not attributable to the stressors that are related to low unit-staffing levels that we discussed above such as rotating shifts and long assignments.
    Recommendation: The Secretary of Defense should direct the Secretary of the Air Force to include the career field effect of being an RPA pilot into the Air Force Personnel Center's (AFPC) analysis to determine whether and how being an RPA pilot is related to promotions and determine whether the factors AFPC identified in its analysis of Line of the Air Force officers are also related to RPA pilot promotions.

    Agency: Department of Defense
    Status: Open

    Comments: In response to a DODIG request for information about this recommendation, the Air Force reported that it continued to track and analyze the promotion rates of RPA pilots and that the RPA career field is a subsection of the Line of the Air Force. The Air Force stated that, therefore, factors related to promotions identified in analysis is of the Line of the Air Force are directly related to RPA pilot promotions. Unfortunately, as of July 2015, AFPC has not included the career field effect of being an RPA pilot into its analysis of the factors that are related to promotions to determine whether and how being an RPA pilot is related to promotions. In addition, the Air Force may not take further action because DODIG closed this recommendation according to a DODIG recommendation follow up report dated July 2015.
    Director: Farrell, Brenda S
    Phone: (202) 512-3604

    2 open recommendations
    Recommendation: The Secretary of Defense should direct the Under Secretary of Defense for Personnel and Readiness to coordinate with the services on conducting research, as appropriate, to determine optimal bonus amounts.

    Agency: Department of Defense
    Status: Open

    Comments: In a July 2012 report, the USD (P&R) stated that it continues to believe that a study to determine optimal bonus amounts would be beneficial. As of September 2015, DOD is working with the RAND Corporation to develop a model to analyze the impact of adjusting bonuses and special pays for certain personnel communities. According to officials at USD (P&R) the goal of this effort is to provide the services with a tool that can be used to set bonuses and special pays more efficiently. The officials added that models have been developed for officers in the aviation community, and are currently being developed for officers in the healthcare and special operations communities.
    Recommendation: The Secretary of Defense should direct the Under Secretary of Defense for Personnel and Readiness, as the consolidation of the special and incentive pay programs is completed over the next 7 years and the instructions directing the services on how to administer the new programs are revised, to monitor the implementation of this consolidation to determine whether it is in fact resulting in greater flexibility and more precise targeting of resources and what impact the consolidation is having on DOD's budget.

    Agency: Department of Defense
    Status: Open

    Comments: In a July 2012 report, the USD (P&R) states that it continues to consolidate special and incentive pay authorities. However, because this consolidation is not yet complete, it has not yet determined whether this consolidation has resulted in greater flexibility, as GAO recommended. In June 2013, OSD reported that OSD was about halfway through with its effort to consolidate special pay authorities, and in September 2015 USD (P&R) officials stated that this effort is continuing. The officials added that, while the Department is tracking the impact of the consolidation on the cost of special and incentive pays, it had not assessed whether the consolidation had resulted in greater flexibility.