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The Department of the Air Force (DAF) has prioritized growing and maintaining a diverse workforce across all pay grades. Because most positions are filled by promoting from within, having a diverse pool of candidates at the point of accession is critical to accomplishing the DAF's goal. However, a large segment of the U.S. population is not eligible to enlist as an airman or to be commissioned as an officer, and eligibility criteria affect women and racial and ethnic minority candidates differently than they affect White men. Understanding the population that meets the eligibility requirements to enlist in the military or to be admitted to the U.S. Air Force Academy (USAFA) or the Reserve Officers Training Corps (ROTC) or Officer Training School (OTS) is crucial to determining the potential demographic makeup of DAF accessions and, ultimately, all DAF personnel. In this report, the authors create benchmarks for comparison with the DAF's accession cohorts by estimating the fraction of the eligible (and propensed) population, using ten mutually exclusive categories of gender and race and ethnicity. The benchmarks provide a measure of progress on diversity and inclusion in the force and a comparison to clearly identify whether a demographic's overrepresentation or underrepresentation can be attributed to specific eligibility standards or propensity to serve, or both.

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The Department of Defense (DoD) provides health benefits to qualified retired service personnel. Active duty personnel who retire with at least 20 years of service are immediately eligible to receive retiree health benefits for themselves, their spouses, and dependent children through TRICARE, the DoD-sponsored health care plan. A substantial majority of retirees have second careers after retirement and have access to civilian health insurance. However, many choose to rely primarily on TRICARE, in large part because of the significant price differential between TRICARE and civilian insurance. In order to understand the implications of this reliance for DoD health care expenditures, DoD asked RAND to explore the available civilian health insurance options of working-age military retirees and the impact of those options on TRICARE utilization. The authors surveyed a random sample of 1,600 military retirees (officers and enlisted personnel) under age 65 who were entitled to TRICARE benefits. This pilot survey was designed to ask about the current employment of the retiree and his or her spouse, participation in a civilian health insurance plan, use of TRICARE for medical care, and the likely effect of premium increases or decreases on participation in civilian heath plans. Key findings showed that although a large majority of retirees have access to civilian health insurance, many choose not to enroll, most frequently citing the cost of premiums. Among those enrolled in civilian plans, many still rely on TRICARE for medical care and prescription drugs, and many would drop their civilian plans if costs rose substantially. As long as DoD premiums are considerably lower than civilian premiums, a shift away from TRICARE use is unlikely. A larger survey, collecting data from retirees and their civilian employers, would be needed for DoD to analyze the effects of benefit design changes to TRICARE on retiree reliance.

Retired military personnel --- Veterans --- Government employees' health insurance --- Insurance requirements --- Health and hygiene --- Federal Employees Health Benefits Program (U.S.)

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The California County Resentencing Pilot Program was established to support and evaluate a collaborative approach to exercising prosecutorial resentencing discretion. The first of three reports, this evaluation seeks to determine how the pilot program is implemented in each of the nine participating counties and what the characteristics are of a possible candidate for resentencing. This report describes the pilot, evaluation methods, initial findings based on stakeholder interviews, and analysis of pilot data. Qualitative interviews reveal key strengths and challenges of the pilot in its implementation. Analyses of quantitative data describe the population of individuals considered for resentencing. Together, these findings shed light on the early experiences of the nine counties implementing this important pilot program.

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In fall 2017, Propel Schools — a small, regional charter school network in southwestern Pennsylvania — initiated the expansion of one of its schools, Propel Montour. Originally a single kindergarten through 8th grade (K–8) school with two classrooms per grade, Montour added a new high school and expanded into separate elementary and middle schools over four years, adding a classroom to each grade. These changes were expected to increase enrollment by about 500 students over the four years of the expansion. Broadly, the goal of the expansion was to replicate the Propel model to assist educationally disadvantaged students to meet high academic and behavioral standards. Therefore, the authors investigated the Propel Montour expansion and its impact on academic and behavioral outcomes for both continuing students (i.e., students who attended Propel Montour prior to and during the expansion) and expansion students (i.e., students who newly enrolled at Propel Montour during the expansion). They used difference-in-difference and doubly robust regression models to examine the academic and behavioral experiences of both continuing and expansion Montour students from fall 2017 through the onset of the coronavirus disease 2019 (COVID-19) pandemic in spring 2020. The authors did not find evidence that the academic and behavioral experiences of either the continuing or expansion students fell below what would have been expected absent expansion.

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The California County Resentencing Pilot Program was established to support and evaluate a collaborative approach to exercising prosecutorial discretion in resentencing eligible incarcerated individuals. Nine California counties were selected and were provided funding to implement the three-year pilot program. Participants in the pilot include a county district attorney (DA) office and a county public defender (PD) office and may include a community-based organization in each county pilot site. The evaluation seeks to determine how the pilot is implemented in individual counties, whether the pilot is effective in reducing criminal justice involvement (e.g., time spent in incarceration and recidivism), and whether it is cost-effective. This report documents evaluation results, focusing on the implementation of the program from September 2022 through July 2023 — the second year of the pilot program. In addition to providing a review of the pilot program and evaluation methods, the authors describe year 2 findings based on stakeholder interviews and analysis of pilot data. Qualitative interviews revealed key strengths and challenges of the pilot in its implementation. Analyses of quantitative data describe the population of individuals considered for resentencing and document the flow of cases from initial consideration through resentencing. These findings shed light on the experiences of the nine counties in implementing the pilot program during year 2.