The Department of Defense (DOD) has recently created three new programs to help military spouses obtain employment: (1) the Military Spouse Career Advancement Accounts (MyCAA) tuition assistance program, (2) the Military Spouse Employment Partnership (MSEP), which connects military spouses with employers, (3) and the Military Spouse Career Center, consisting of a call center and a website for mil

DOD is revising and developing new joint policies in each of four areas required-- requirements definition, contingency program management, contingency contracting, and training for personnel outside the acquisition workforce; however, these policies were not finalized by April 2008 as required by the John Warner National Defense Authorization Act for Fiscal Year 2007. As of October 1, 2008, the

DOD used a tailored acquisition approach to rapidly acquire and field MRAP vehicles. The program established minimal operational requirements and relied heavily on commercially available products. The program also undertook a concurrent approach to producing, testing, and fielding the vehicles. To expand limited existing production capacity, the department awarded indefinite delivery, indefinite

GAO found that: (1) the former Warsaw Pact countries have the technical ability to reduce conventional equipment to meet the November 1993 interim deadline; (2) the larger countries have conducted all of the former Warsaw Pact's reductions; (3) some individual countries may not be in full compliance with the treaty because they have not resolved the political problems of accounting for all of the

GAO found that: (1) the CTEIP goal was to fund high-priority test and evaluation requirements and ensure adequate and timely test capabilities to support DOD weapon system acquisition programs; (2) for FY 1992, DOD planned to restructure CTEIP criteria for justifying projects to emphasize multiservice applications; (3) CTEIP projects generally complemented, rather than duplicated one another; (4)

GAO found that: (1) SUPSHIP, San Diego, generally managed its program in accordance with Navy policy and in a way similar to other West Coast Navy activities; (2) since fiscal year 1987, SUPSHIP, San Francisco, has reduced the significantly higher percentage of CIS funds it provided to MSR contractors; (3) the Navy has not increased work provided to MSR contractors, although the Pacific Fleet has

GAO discussed: (1) the skill qualifications of National Guard and Reserve members; and (2) its detailed analysis of Army skill qualifications data and proposals for improving members' performance. GAO noted that: (1) about 25 percent of reservists lack full training for their duty positions; and (2) the services cite lengthy training periods, the necessity for retraining, geographic constraints,

GAO found that the: (1) program requires the Navy to rotate SES employees after they have held a position for 5 years; (2) Navy granted 30 permanent exemptions and 10 temporary waivers from mandatory rotation in view of unique skills, program needs, or personal circumstances; and (3) Navy plans to evaluate the program. GAO also found that: (1) the Navy began the program before providing SES membe

GAO found that: (1) the JLF tests for armor were two years behind schedule due to a controversy over objectives and methodology; (2) although the aircraft testing program has suffered less severe delays, a lack of targets is a problem for both components; (3) DOD has made little progress in validating its vulnerability/lethality (V/L) assessment program estimates; (4) full-up, live-fire testing i

GAO found that: (1) although the program is sound and contains many of the basic elements necessary for an effective manpower system, there are weaknesses in operational procedures, standards controls, and recording procedures; (2) the Air Force strategy to defer updating standards could result in misleading manpower requirements and adversely affect managerial decisions regarding manpower resour