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Angular momentum (Nuclear physics) --- Nuclear structure --- Congresses --- Congresses

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Manning the U.S. Space Force, which was established in the 2020 National Defense Authorization Act, will require civilians with high-value skill sets. To ensure that it can attract and retain civilian talent for the Space Force, the U.S. Department of Defense (DoD) needs to understand how DoD civilian compensation compares with that in the private sector. In this report, the authors compare monetary and nonmonetary compensation between the DoD civilian and private sectors, focusing on workforces with high-value skill sets: aerospace engineering and four defense acquisition workforces — business and financial management, program management, procurement, and engineering and science. The authors found that predicted average income among DoD civilians is competitive with or exceeds that in the private sector for three defense acquisition workforces: business and financial management, procurement, and engineering and science. However, DoD civilians in aerospace engineering or defense acquisition program management are predicted to earn less than private-sector workers. The authors also found that DoD civilians with less than a bachelor's degree generally earn more than their private-sector counterparts, whereas DoD civilians with a master's degree or more typically earn less than private-sector workers. Moreover, the authors found that predicted average income among DoD civilians covered by demonstration projects is in line with or even higher than that in the private sector, while the opposite is true for other pay plans, including the standard General Schedule (GS) system. Finally, the authors found that the federal government provides more-generous benefits in some cases and less-generous benefits in others.

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In a companion report to the 2019 National Defense Authorization Act, the U.S. Senate Committee on Armed Services directed the Department of Defense, in consultation with the Office of Personnel Management and the Department of Energy, to conduct a comparison of salary and benefits for government professional engineers and scientists with those for workers in similar positions in the private sector. Asked to undertake this analysis, RAND researchers interpreted "engineers and scientists" as the science, technology, engineering, and mathematics (STEM) workforces in the public (federal civilian) and private sectors. The authors compiled and analyzed workforce data from U.S. government sources and available literature to describe and compare trends in private- and public-sector STEM employment levels, unemployment rates, work hours, salary, and benefits. Where data were available, they also conducted subgroup analyses of these trends based on demographics, education levels, occupational categories, and geographic regions. In this report, the authors examine why STEM workers are of special interest to national defense and the civilian economy. They describe and compare the characteristics, employment trends, and pay levels of the private- and public-sector STEM workforces to their non-STEM counterparts. The report concludes with a discussion of how compensation is but one component of hiring and retaining qualified workers in the federal government and presents a set of policy and research recommendations.