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"The Australian Army is changing, modernising, and reorganising its force structure in ways that affect the force generation (FORGEN) cycle of its combat and enabler elements. To ensure that this transition is successful, the Australian Army is seeking to identify and address strategic FORGEN challenges. This report takes a broad view of FORGEN, considering both the operational and the institutional factors that can affect an army's imperative to generate ready and capable forces. The report reviews the modernisation efforts and FORGEN practices of the U.S. Army, the U.S. Marine Corps, the French Army, and the Canadian Army to gather lessons that might be applicable to Australia's current efforts. It additionally draws on documents describing the current processes and challenges in the Australian Army and subject matter interviews to identify challenges (vulnerabilities or capability gaps) and assess their potential effects on management areas, combat functions, and enabling functions. The report also offers recommendations to address what may be seen as the most prominent current and emergent challenges facing the Australian Army. RAND identified three areas of principal importance: (1) prioritising the roles and missions of the Army; (2) designing a force to align with these roles and missions; and (3) continued communication across all levels of Defence and with the Australian Government to be able to perform the agreed roles and missions. The report is likely to be of interest to Government officials overseeing defence policy.--
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The United States' newest military service, the U.S. Space Force (USSF), has a unique opportunity to take advantage of the widening range of commercial capabilities and create a new culture and new management processes to respond to the growing challenges presented by potential adversaries in space. To support this effort, USSF leadership asked RAND Project AIR FORCE to develop a "clean sheet" acquisition approach designed around the unique mission and calling of the new service. The recommendations in this report derive from a literature review and interviews with more than 45 current and retired senior leaders and space acquisition experts. The authors' clean sheet vision recognizes that potential adversaries are increasingly investing in space capabilities and that the pace of commercial innovation is increasing. USSF relies on space technology as a foundation to develop and sustain its joint warfighting capabilities and thus needs an acquisition approach focused on ensuring that the required capabilities are available when needed. To be effective in this context, acquisition processes must be rapid, agile, and, above all, threat-informed. The authors offer a new clean sheet acquisition vision for the technology-centric USSF—acquisition as a warfighting capability rather than a support function.
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Many of the units the U.S. Army plans to deploy in response to future contingencies are in the Reserve Components (RC). Although all such units would ideally be manned at a wartime state of readiness, in reality this is infeasible. Part of the current mobilization plan, accordingly, is a practice termed "cross-leveling," that is, moving soldiers from one unit to another to ensure that each has enough qualified soldiers for the required jobs. This practice was employed extensively in Operation Desert Shield/Storm, and was regarded as largely successful. But even though cross-leveling can be a cost-effective means to ensure unit deployability, it is not the ideal solution to reserve readiness problems. The greater the reliance on cross-leveling, the less the likelihood that units will have had peacetime individual and collective training adequate to permit cohesive performance of their wartime mission. This project examined the extent of cross-leveling during Desert Shield and Desert Storm, the reasons for it, the likelihood of serious personnel shortfalls in future deployments, and, based on these findings, the types of policies that could enhance the RC's readiness to deal with future contingencies. The analyses make it clear that there are personnel readiness shortfalls worth fixing in the Army RC and that reducing personnel turnover is the key to accomplishing that goal. They also suggest that reducing job turbulence--the tendency of soldiers to switch jobs--is likely to cost less than reducing attrition, but incentives to reduce both types of turnover will be required for many RC units.
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