A Separate Space: Creating a Military Service for Space

Abstract

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Gaining the Edge: Identifying and Leveraging Frameworks for Enabling Army Contributions to Competition

“…Our findings suggest that security cooperation processes are largely resilient; not very well integrated; and partially agile, innovative, efficient, and proactive. 16 Notably, our interviews and analyses indicate that organizational and process integration and agility are most relevant to the security cooperation enterprise; we will, therefore, discuss the findings with regard to these two imperatives in detail. In doing so, we acknowledge that the other imperatives do inform the success of security cooperation processes but to a more limited degree.…”

“…In terms of FMS cases written, the Department of the Army is the largest implementing agency, defined as "a DoD organization authorized to receive and respond to LORs with an LOA," of FMS programs. 16 Several Army organizations have FMS responsibilities:…”

“…(Jackson et al, 2020, p. 35) United States with "a decisive advantage against near-peer adversariesour smaller population, smaller industrial base, and an all-volunteer force model requires us to maximize potential of our people." 16 Effective talent management processes enhance the ability of the Army to succeed across all three LOEs identified in the objectives framework by ensuring that Army personnel have the training and education necessary to strengthen allies and partners, achieve an asymmetric advantage, stabilize fragile regions, and deter conventional aggression.…”

Monetary and Nonmonetary Compensation for High-Value U.S. Department of Defense Civilian Skill Sets

“…This is primarily because the defined-benefit retirement savings plan offered by the federal government is becoming increasingly rare in the private sector. In addition to having more benefits, federal workers have been found to work shorter 2 We note that a recent RAND study on a related topic looks at the career fields that will be necessary for the success of the Space Force, as well as which career fields could be fully sustained by the Space Force and which might need supplementation from the U.S. Air Force (Spirtas et al, 2020). Although this study does not focus explicitly on monetary and nonmonetary compensation, it does discuss some relevant aspects of personnel policy.…”

“…L. 114-328, 2016, Section 1105. Moreover, the FY 2019 NDAA authorized the Secretary of Defense to use DHA to make competitive 31 Also, we refer readers who are interested specifically in the U.S. Space Force to the recent RAND study that assesses which career fields necessary for the Space Force mission could be fully sustained within the Space Force and which will need to be supplemented by the Air Force (Spirtas et al, 2020). The report refers to the success that intelligence and special operations have had in creating specialized personnel processes that allow for more autonomy.…”