Military Readiness: Navy Needs to Reassess Its Metrics and Assumptions for Ship Crewing Requirements and Training
Highlights
Since 2000, the Navy has undertaken a number of initiatives to achieve greater efficiencies and reduce costs. For example, it has reduced crew sizes on some of its surface ships and has moved from instructor-led to more computer-based training. In House Report 111-166, which accompanied the National Defense Authorization Act for Fiscal Year 2010, the House Armed Services Committee directed GAO to review the training, size, composition, and capabilities of the Navy's ship crews. This report assesses the extent to which the Navy (1) used valid assumptions and standards in determining crew sizes for cruisers and destroyers, and (2) has measured the impact of changes to its training programs, including on the time it takes personnel to achieve various qualifications. To do so, GAO analyzed Navy procedures for determining crew size compared to guidance, analyzed current Navy metrics to measure training impact, and interviewed relevant officials and conducted visits to 11 ships.
Recommendations
Recommendations for Executive Action
| Agency Affected | Recommendation | Status |
|---|---|---|
| Department of the Navy | To improve the analytic basis of the Navy's workforce requirements determination process, the Secretary of the Navy should direct the Chief of Naval Operations to conduct an assessment to validate the underlying assumptions and standards used to calculate shipboard workforce requirements, including the relative magnitude of in-port and at-sea requirements, the Navy Standard Workweek, and its associated Productivity and Make Ready/Put Away Allowances, while taking into account various other factors that can affect ships' crews, such as the availability of shore support. |
Closed – Not Implemented
According to DOD officials they are unable to provide documentation that actions were taken to address this recommendation.
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| Department of the Navy | To improve the analytic basis of the Navy's workforce requirements determination process, the Secretary of the Navy should direct the Chief of Naval Operations to review the results of this comprehensive assessment and determine whether it is necessary to adjust the personnel requirements for the Navy's cruisers and destroyers. To better gauge the impact of changes to the Navy's training programs, the Secretary of the Navy should direct the Chief of Naval Operations to develop metrics to be used to measure the impact of training, such as the impact on job performance, knowledge, skills, and abilities as they relate to occupational and watchstanding proficiency. |
Closed – Not Implemented
According to DOD officials they are unable to provide documentation that actions were taken to address this recommendation.
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