Transcript Slide 1

Science, Mathematics, and Research
for Transformation (SMART) 101 Brief
for the
DOD's 2014 Taking the Pentagon to the People
Program at Tuskegee University
Janie L. Mines
for
Dr. Laura Stubbs
Director DoD STEM Development Office
27 February 2014
Distribution Statement A. Approved for public release
Briefing Outline
•
•
•
•
ASD(R&E) STEM Development Office
Background: National and DoD STEM
DoD STEM Leadership - DoD STEM Executive Board
SDO STEM Portfolio – STEM Resources: National Defense
Education Program (NDEP)
– Science, Mathematics and Research for Transformation (SMART)
– National Security Science and Engineering Faculty Fellowship (NSSEFF)
– NDEP K-12
•
SMART – Overview
•
SMART Context – Demand Signals
•
Graduate Degrees Awarded to SMART Participants
•
Back Up
Distribution Statement A. Approved for public release
2
STEM Development Office
“The Secretary of Defense shall identify actions and establish and conduct programs to improve
education and training in the scientific, mathematics, and engineering skills necessary to meet
long-term defense needs.” (10 USC 2192)
ASD(R&E) - Four Research and Engineering
Imperatives
•
Accelerate the delivery of technical
capabilities to win the current fight;
•
Prepare for an uncertain future;
•
Reduce the cost, acquisition time, and risk of
major defense acquisition programs; and
•
Develop world class science, technology,
engineering and math capabilities for the
DoD and the Nation.
SDO Director – Wears Many Hats:
•
Most senior-level individual in the
DoD for S&T scholarship programs
•
Lead all aspects of STEM initiatives
•
Lead OSD collaborative efforts
with Military Services and Defense
Agencies – formulation of policies
and practices to achieve STEM
objectives
•
Manage National Defense
Education Program
SDO Priorities
•
OSTP and inter-agency coordination - Align with NSTC
Federal STEM Education 5-Year Strategic Plan
•
DoD STEM Leadership
•
•
•
STEM Executive Board, Execute DoD STEM Strategic
and Implementation Plans
STEM investments – NDEP, Portfolio of DoD investments
Utilize DoD Technical Workforce Model – analytics:
workforce and education data
Distribution Statement A. Approved for public release
Background:
NATIONAL AND DOD STEM
Distribution Statement A. Approved for public release
STEM Skills are Linked with
U.S. Competitiveness
Federal role – integrate
STEM approaches across
sectors to improve U.S.
competitiveness
Historical milestones – STEM competitiveness
1957 – Sputnik  on-going supply/demand debates about the STEM
workforce
1983 – “A Nation at Risk” lambasted the U.S. educational system
1995 – Congressional hearings about NSF’s deeply flawed S&E
shortages forecasts
1999-2003 – NIH budget doubles
2001 – dot com bust
2007 – “Rising Above the Gathering Storm” (Pre-publication 2006)
2007 – America COMPETES Act (among other things, created
President’s Council on Innovation and Competitiveness)
2009 & 2013 – President’s State of the Union – STEM a priority
2010 – America COMPETES Act (among other things, required OSTP to
establish a committee to coordinate Federal STEM education
programs and activities)
2011 – “Rising above the Gathering Storm Revisited: Rapidly
Approaching Category 5” (pre-publication in 2010)
Government
Industry
Academia
Crisis:
(1) Aging STEM
workforce
(2) U.S. industry
unable to obtain
high-quality
workers with
necessary skills
(3) STEM diversity
Policy
directions:
(1) Increase
H-1B visas and
(2) Increase U.S.
participation in
STEM
Federal STEM Education 5-Year
Strategic Plan
Priorities
1) Improve STEM instruction (Lead agency: ED)
2) Increase and sustain youth and public
engagement in STEM (Lead agency:
Smithsonian Institution)
3) Enhance STEM experience of
undergraduate students (Lead agency: NSF)
4) Better serve groups historically underrepresented in STEM fields (Lead agency:
TBD)
5) Design graduate education for tomorrow’s
STEM workforce (Lead agency: NSF)
STEM Education Coordination Approaches
1) Build new models for leveraging assets and
expertise.
2) Build and use evidence-based approaches.
Distribution Statement A. Approved for public release
Key Milestones Shaping
National Level STEM
STEM interest spurred by the National Academies 2007 publication (prepublication 2006): Rising above the Gathering Storm: Energizing and
Employing America for a Brighter Economic Future.
PCAST* Report:
“Prepare and
Inspire”
K-12
CoSTEM
formed
CoSTEM Report
– Inventory of
Federal STEM
Investments
GAO Report –
STEM Strategic
Planning
Needed
OMB FY 2014 PBR
– Reorganization of
Federal STEM
investments
OCT 2005
Department of
Education Report:
Academic
Competitiveness
Council
GAO Report: Federal
STEM Programs and
Related Trends†
Higher Education
CoSTEM Report –
Coordinating
Federal STEM
Investments
*PCAST: President’s Council of Advisors on Science and Technology
†No DoD STEM investments reported
PCAST* Report:
“Engage to Excel”
Undergraduate
Education
NSTC - CoSTEM
Federal STEM
Education 5-Year
Strategic Plan
[the PBR] [p]repares students for careers in STEM-related fields by
reorganizing and restructuring Federal STEM education programs to
make better use of resources and improve outcomes; and invests in
recruiting and preparing 100,000 STEM teachers and creating a new
STEM Master Teachers Corps to improve STEM instruction.
~ PBR FY 2014 – “Overview: Equipping Americans
with the Skills they Need”
Distribution Statement A. Approved for public release
One-third of DoD’s Civilian Workforce is in
a STEM Occupational Series
The DoD STEM
Occupational Taxonomy
– Civilian organizes ~110
occupational series into
12 categories.
• Veterans:
• ~40% of the DoD civilian workforce
• 36% of those in STEM occupations
• Overall, 66% of civilians in STEM occupational series hold a
bachelor’s or higher degree, among the largest STEM occupational
categories (68% of STEM):
•
Engineering:
•
•
•
Computer science and information technology:
•
•
49% veterans;
48% bachelor’s or higher  64% in STEM (24% in business)
•
Program management:
•
•
14% veterans;
98% bachelor’s or higher  92% in STEM (5% in business)
49% veterans;
58% bachelor’s or higher  27% in STEM (50% in business)
To get more vets into STEM – need to increase educational
attainment of Service members.
Distribution Statement A. Approved for public release
Future U.S. and DoD STEM Workforce Capacity is
Dependent on Diversity
•
•
•
•
Innovation thrives on diversity (Herring 2009 and Kochan et al 2003) and the labor force is increasingly diverse
U.S. corporations like Northrop Grumman, Raytheon, and Boeing have invested in a diverse STEM workforce
Women are 47% of the U.S. workforce, 25% of U.S. STEM workforce and 28% of DoD STEM workforce
25% of U.S. workforce is African American and Latino but only 12% of U.S. STEM and 16% of DoD STEM workforces
U.S. Workforce
DoD Civilian Workforce
STEM Jobs, US
All Jobs, US
Women,
47%
Women,
25%
Women,
34%
Men
75%
Men
53%
Afr.
Am.
11%
Asian
Am.
5%
Afr.
Am.
6%
NonLatino
White
70%
Women,
28%
Men
72%
Men
66%
Asian
Am.
13%
Afr.
Am.
15%
Latino
6%
Latino
14%
STEM Jobs, DOD
All Jobs, DoD
NonLatino
White
75%
Source: SDO analysis of data from U.S. Census Bureau. 2011. Statistical
Abstract of the United States: 2011. Shown are 2009 employment data
for the civilian non-institutionalized population aged 16 and older.
NonLatino
White
72%
Afr.
Am.
11%
Asian
Am.
6%
Latino
7%
Asian
Am.
7%
Latino
5%
NonLatino
White
77%
Source: SDO analysis of FY 2012 year-end Defense Manpower Data Center Civilian data,
run 5 June 2013.
Distribution Statement A. Approved for public release
Computing Jobs are in High Demand – with Potential
Serious National, Federal and DoD Supply Shortfalls through
2020
Over the next decade, the U.S. will fall far short of meeting projected demand for bachelor’sdegreed computer science graduates – DoD has not sufficiently tapped women and minorities for
these jobs.
Cumulative Number of Positions / Graduates (in 1,000s)
3000
Ethnic Composition of Computer Science
Bachelor’s Recipients, 1991 and 2011
Supply and Demand for New Bachelor's Degreed Computer Science
Workers, 2010-2020
Demand
2500
1991
2000
2.1 M
1500
White
80%
Other/
Unknown
(U.S.)
2% Foreign
3%
Underrepresented
Minority
11%
Asian
American
4%
1000
500
Supply
Gender
Composition of
Computer Science
Bachelor’s
Recipients, 1991
and 2011
2010
2012
2014
2016
2011
1991
Women
2020
2022
DoD Civilians 2012
34%
44%
Men
2018
White
64%
Other/
Unknown
(U.S.)
8%
Foreign
3%
Underrepresented
Minority
19%
Asian
American
6%
Additional foreign BSCS from U.S. institutions
0
2008
2011
Ethnic diversity of DoD’s civilian
employees with bachelor’s
degrees in computer science (CS)
is slightly better than recent
graduating seniors. But
representation of women with CS
bachelor’s degrees is lower – 26%
vs. 34%.
26%
Source: SDO analysis of Integrated Postsecondary Education Data System (IPEDS) degree data accessed via National Science Foundation (NSF)
WebCASPAR database. Degree projections based on 2011 bachelor's degree earning rates by age, sex, race, Hispanic origin and citizenship from
U.S. Census Bureau population estimates for July 1, 2011. The median time to a bachelor's degree is six years. Demand was based on
occupational replacement rates derived from estimates by the Bureau of Labor Statistics, 2012. Shown are cumulative distributions of projections
from 2010-2020. DoD data are SDO analysis of DMDC year-end 2012 data.
Distribution Statement A. Approved for public release
DoD Mission Critical Computing
Occupations - Demography
2210: Federal-Wide and DoD Mission Critical Occupation
2210:
Information
Technology
Management,
36,539
1550
Computer
Science,
5,467
Recruitment and retention challenges
•
2210 (Information Technology Management)
differs compared to 1550 (Computer Science)
•
Much larger occupational series
•
Age profile is a mountain, not a bathtub
•
Education: Typically less than bachelor’s
degree but varies greatly within 2210’s 12
career categories
•
Greater representation of veterans
•
More likely to be eligible to retire in the next
5 years
1550: Computer Science
2210: Info Tech
Women
25%
Women
26%
Men
74%
Eligible to Retire within 5 Years
Info Tech: 31%
Comp Sci: 24%
Men
75%
Afr.
Am.
15%
White
74%
•
Afr.
Am.
8% Latino
4%
Latino
6%
Asian
Am.
5%
Veterans
Info Tech: 58%
Comp Sci: 19%
Asian
Am.
13%
White
75%
Distribution Statement A. Approved for public release
Workforce Needs Drive
DoD STEM Efforts
•
STEM skills and knowledge underpin DoD mission
– Mission-essential workforce needs
 E.g., nuclear engineers, energetics SMEs, Naval architects
– Mission Critical Occupations (MCOs)
 E.g., information technology, electronics and computer
engineering
•
Aging workforce: impending retirement wave and “bathtub”
demographics profile
•
Gender, ethnicity, and race: to meet future STEM workforce needs, DoD
must foster and attract a more diverse population of STEM-competent
employees
•
Veterans provide critical STEM skills to meet DoD workforce needs
efficiently
–
e.g., information technology
– Need to develop strong transition mechanism
DoD funds STEM investments in disciplines that are critical to national security
Distribution Statement A. Approved for public release
DoD STEM Leadership
DOD STEM EXECUTIVE BOARD
Distribution Statement A. Approved for public release
DoD STEM Executive Board
To ensure that the Department has enduring access to a highly
competent STEM workforce essential to deliver innovative
solutions for the Nation's current and future defense challenges:
DoD STEM Executive Board
Organization Representation
USD(I)
[DHCMO]
Department
of Navy
[CNR]
USD(AT&L)
[DASD(SE) &
DAHCI]
U.S. Army
[DASA(RT)]
U.S. Air Force
[DASAFA(ST&E)]
USD(P&R)
[DASD(C&)]
DoD STEM Executive
Board
(DASD(R) Chair)
STEM Development
Office
STEM
Working
Group
• Broadly improve STEM skills of students
so as to expand and enhance the pool
of individuals who might one day be
able to contribute directly to DoD’s
mission
• Attract students to STEM fields relevant to
future DoD workforce needs and career
opportunities, both military and civilian
• Ensure development of a sufficient
supply of people with specific, unique
DoD-essential STEM skills
• Foster continuous STEM capability
improvements for DoD employees
Distribution Statement A. Approved for public release
DoD STEM Strategic Plan
Provides Direction and Guides Investments
Vision
A diverse, world-class STEM talent pool and workforce with the
creativity and agility to meet national defense needs.
Mission
Ensure the Department has enduring access to a highly competent
STEM workforce essential to deliver innovative solutions for the
Nation's current and future defense challenges.
Goals
1) Attract, develop, and retain a highly competent DoD STEM
workforce, based on DoD requirements.
2) Maximize effectiveness of DoD STEM investments.
3) Codify DoD STEM policy.
Approach
1) The DoD STEM Executive Board is responsible for execution and
implementation of this Plan.
2) The Board will baseline workforce requirements, investments,
and policy.
3) The Working Group will report annually to the Board on the
achievement of these goals and objectives in accordance with
Government Performance and Results Act.
4) The Board will make data-driven recommendations and
decisions as necessary in alignment with the Program Objective
Memorandum (POM) cycle.
Distribution Statement A. Approved for public release
Alignment: Federal and DoD STEM Strategic
Plans
Vision
Goal 1:
Goal 2:
Goal 3:
Goal 4:
Goal 5:
Approaches
[1]
Federal STEM Education 5-Year Strategic Plan
 The U.S. has a well-qualified and increasingly diverse STEM
workforce able to lead innovation in STEM-related industries
and to fulfill CoSTEM agency workforce needs;

American students have access to excellent P-12,
postsecondary, and informal STEM education and learning
opportunities; and

Federal STEM education programs are based on evidence
and are coordinated for maximum impact in priority areas.
Improve STEM Instruction.
(Lead agency: Department of Education)
Increase and sustain youth and public engagement in
STEM.
(Lead agency: Smithsonian Institution)
Enhance STEM experience of undergraduate students.
(Lead agency: National Science Foundation)
Better serve groups historically underrepresented in STEM
fields
(Lead agency: TBD)
Design graduate education for tomorrow’s STEM
workforce.
(Lead agency: National Science Foundation)
(1)
Build new models for leveraging assets and expertise.
(2)
Build and use evidence-based approaches.
DoD STEM Strategic Plan
Vision: A diverse, world-class STEM talent pool and workforce with the creativity
and agility to meet national defense needs.
Mission: Ensure the Department has enduring access to a highly competent STEM
workforce essential to deliver innovative solutions for the Nation’s current and future
defense challenges.
Goal 1: Attract, develop, and retain a highly competent DoD STEM workforce,
based on DoD requirements. Objective 1.1: Develop and foster an engaged
and diverse STEM talent pool.
Goal 1: Attract, develop, and retain a highly competent DoD STEM workforce,
based on DoD requirements. Objective 1.2: Attract and recruit a proficient,
agile and effective STEM workforce.
Goal 1: Attract, develop, and retain a highly competent DoD STEM workforce,
based on DoD requirements. Objective 1.3: Retain a highly competent and
diverse DoD STEM workforce.
Goal 1, Objective 1.2: Attract and recruit a proficient, agile and effective STEM
workforce.
Goal 2: Maximize effectiveness of DoD STEM investments.
The STEM Development Office will facilitate work of the Assistant Secretary of
Defense for Research and Engineering (ASD(R&E))’s STEM Executive Board and
its Working Group.
In alignment with the Committee on Science, Technology, Engineering and Math Education (CoSTEM) efforts.
Distribution Statement A. Approved for public release
SDO STEM Portfolio – STEM Resources:
NATIONAL DEFENSE EDUCATION PROGRAM
Distribution Statement A. Approved for public release
ASD(R&E) Investments in STEM
STUDENTS - TEACHERS – SCHOOLS – INSTITUTES FOR HIGHER
EDUCATION - COMMUNITIES - MEDIA - PUBLIC
PRE-K &
ELEMENTARY
JUNIOR
HIGH
HIGH
SCHOOL
BACHELORS
MASTERS
DOCTORAL
FACULTY
K-12 EDUCATION*
ASSURE
VISION:
A diverse, world-class
STEM talent pool
with the creativity and
agility to meet
national defense
needs
SE CAPSTONE
SMART*
HBCU / MI PROGRAM
BASIC RESEARCH
* Indicates NDEP Component
Distribution Statement A. Approved for public release
NDSEG
NSSEFF*
PECASE
National Defense Education Program
Purpose
To attract, engage and develop current and future generations of science,
technology, engineering and mathematics (STEM) talent to benefit DoD’s mission.
Component
Purpose
Science, Mathematics, And Research for
Transformation (SMART)
Scholarship-for-service in STEM disciplines to educate, train, and
retain DoD’s future technical workforce
National Security Science and Engineering
Faculty Fellowship (NSSEFF)
Support scientific research that defines and advances emerging
fields and may lead to breakthroughs for DoD; foster long term
relationships between leading university researchers and DoD
Pre-kindergarten-12 (PK-12)
Build the STEM talent pool by connecting students, teachers and
schools with DoD STEM professionals and research facilities
Program Partners
• Military Services and DoD Components
• DoD Laboratories
• U.S. Colleges and Universities
• FFRDCs (e.g. Institute for Defense Analyses (IDA)
• Non-Profits (e.g., FIRST, MATHCOUNTS)
Distribution Statement A. Approved for public release
SMART OVERVIEW
Distribution Statement A. Approved for public release
19
SMART – Bottom Line Up Front
Science Mathematics And Research for Transformation
Purpose
Approach
SMART is a Scholarship-for-Service program designed
to produce the next generation DoD S&T Leaders
• S&T / STEM workforce is aging/retiring
•
Establish SMART Authorities (Directive Type
Memorandum, DoDI, Privacy Act, etc.)
•
Selected 142 new SMART awardees for 2013.
Cohort size based on available funding and
continuing commitments
•
Requirements come directly from the
Sponsoring Facilities
•
Increase STEM (including SMART) efficiency –
increased retention of STEM professionals
• Educational and internship expenses paid for by the
program
The SMART Program:
• Provides funding to allow Participants to focus on
school
• Provides Participants with experience and exposure
to DoD facilities and the DoD culture prior to
graduation
• 84% of SMART participants are retained in DoD
employment beyond their service commitment
• 97% of RT
• Provides incentive for Participants to enter and
work (recruitment) and current DoD employees
(retention) to remain at DoD facilities
$60
•
•
•
$50
2005 was a pilot
SMART annual funding
is impacted by financial
commitments required
to sustain previous
multi-year awards
Increased funding
requirements to sustain
previous multi-year
awards w/o
commensurate funding
increases reduced
number of new awards
Source:
SDO analysisStatement
of data providedA.
byApproved
SMART Program
October,
2013.
Distribution
forOffice,
public
release
$48.720
$48.789
Annual Funding ($ millions)
New SMART Awardees per Year
(All Degree Levels)
SMART Funding (All Degree Levels)
$46.867
$40
$43.325
$31.167
$30
$27.108
$25.047
$20
$13.825
$10
$0
$8.451
$2.106
20
SMART Scholarship Overview
Eligibility Requirements
Participant (Scholar) Benefits
•
U.S. citizen
•
•
18 years of age or older
•
Minimum cumulative GPA of
3.0 (on a 4.0 scale)
Full tuition and fees (up to five
years) for AA (very rare), BS, MS,
and PhD degrees at any
accredited college or university in
the U.S.
•
Pursuing degree in one of 19
approved STEM disciplines
with interest in research
•
Annual stipend from $25,000 to
$38,000 (Prior to 2012: $25,000 to
$41,800)
•
Can accept both recruitment
(new) and retention (current
DoD employees) as scholars
•
Security clearance (SECRET)
•
Paid Summer internships (average
10 weeks)
•
Ability to obtain/maintain a
security clearance
•
Book and health insurance
allowances
•
Ability to complete 8-12 week
summer internships
•
Experienced Mentor at a DoD
Facility
•
Willing to accept postgraduation employment w/DoD
•
Post-graduation employment
At least 1:1 Post-Graduation Service Commitment
Distribution Statement A. Approved for public release
21
SMART Graduate Students and Degrees
SMART: Degrees Awarded
(2005-2012)
250
200
188
200
150
100
46
50
31
0
Master's
RC
Master's
RT
PhD
RC
PhD
RT
Source: SDO
analysis of
data provided
by SMART Program
Office,
October, 2013.
Distribution
Statement
A. Approved
for public
release
22
SMART CONTEXT – DEMAND
SIGNALS
Distribution Statement A. Approved for public release
23
Context: Educational Level of DoD New Hires,
FY 2000 and FY 2012
The education level of DoD new hires has increased since 2000.
Source: SDO analysis of Defense Manpower Data Center, Civilian Personnel File, September 30, 2000 and September 30, 2012.
Distribution Statement A. Approved for public release
24
DoD Civilian New Hires with Graduate
Degrees – Fields of Study, 2012
Fields of Degrees: Master’s-Degreed
New Hires, 2012 (n = 3,580)
All other,
810, 23%
S&E, 946,
26%
Fields of Degrees: Doctoral-Degreed
New Hires, 2012 (n = 786)
All other,
194, 24%
S&E, 312,
40%
Medical
and
health,
352, 10%
Education,
543, 15%
Business,
929, 26%
Medical
and
health,
243, 31%
Business,
Education, 8, 1%
29, 4%
At the master’s level, DoD hires similar numbers of S&Es and
business majors but at the doctoral level, S&Es account for more
than other degree fields.
Note: S&E degree fields include the 19 SMART disciplines and all other areas of science and engineering as defined by the National Science
Foundation.
Source: SDO analysis of Defense Manpower Data Center, Civilian Personnel File, September 30, 2012.
Distribution Statement A. Approved for public release
25
Degree Fields of Master’s-Degreed DoD Civilian New
Hires, 2000 and 2012
Business
929
425
Engineering
433
266
200
199
Social sciences & psychology
Computer/info sciences
59
Life sciences
60
53
Physical & geosciences
51
45
175
2012
2000
27
29
Mathematics
0
200
400
600
800
1000
Number of Master's Degrees among New Hires
DoD hired substantially more master’s of business, computer/info
sciences and engineering in 2012 versus 2000.
Source: SDO analysis of Defense Manpower Data Center, Civilian Personnel File, September 30, 2000 and September 30, 2012.
Distribution Statement A. Approved for public release
26
Degree Fields of Doctoral-Degreed DoD Civilian New
Hires, 2000 and 2012
Social sciences & psychology
105
69
83
Engineering
52
Physical & geosciences
Life sciences
38
Mathematics
9
Computer/info sciences
8
Business
0
92
46
15
2012
2000
11
5
90
13
20
40
60
80
100
120
Number of Doctoral Degrees among New Hires
DoD hired substantially more doctor’s of business, computer/info
sciences and engineering in 2012 versus 2000.
Source: SDO analysis of Defense Manpower Data Center, Civilian Personnel File, September 30, 2000 and September 30, 2012.
Distribution Statement A. Approved for public release
27
Bachelor’s and Master’s Newhires in
SMART Degree Fields
Bachelor's Degree New Hires: SMART Degree Fields
Master's Degree New Hires: SMART Degree Fields
1800
700
Life & psych sci
1600
1400
Number
1000
Computer & info sci
800
Physical & geo sci
600
Number
Math & OR
1200
Life & psych sci
600
500
Math & OR
400
Computer & info sci
300
Physical & geo sci
200
400
Engineering
Engineering
100
200
0
0
2000
2012
2000
2012
Occupational Field Categories
Aligned with DoD STEM Taxonomy - Civilian
Engineering
Aeronautical and Astronautical Engineering
Chemical Engineering
Civil Engineering
Electrical Engineering
Industrial and Systems Engineering
Materials Science and Engineering
Mechanical Engineering
Naval Architecture and Ocean Engineering
Nuclear Engineering
Physical Sciences
Chemistry
Geosciences
Oceanography
Physics
Life & psych
Biosciences
Cognitive, Neural, and Behavioral Sciences
Computer & info sci
Computer and Computational Sciences
Information Sciences
Math & OR
Mathematics
Operations Research
Source: SDO analysis of Defense Manpower Data Center, Civilian Personnel File, September 30, 2000 and September 30, 2012.
Distribution Statement A. Approved for public release
28
SMART Requirements* Generation
• Requirements are approved and prioritized by a
SMART board for each Service
• Each sponsoring facility is requested to determine the
following for each requirement:
• Number of scholars
• Disciplines (19 SMART disciplines)
• Degree level (Bachelor’s, Master’s, PhD)
• Duty site
• Each sponsoring facility is required to commit to:
• Provide a summer internship assignment
• Provide a mentor
• Place SMART participants into a permanent
position upon graduation
* Demand signal from sponsoring facilities
Distribution Statement A. Approved for public release
29
Graduate Degrees Awarded
to SMART Participants
Distribution Statement A. Approved for public release
30
SMART
Sponsoring Facilities’ 2013
Graduate Demand Signal
Source: SDO analysis of data provided by SMART Service Liaisons, August, 2013.
Distribution Statement A. Approved for public release
31
Graduate Degree Award Data
• SMART participants predominantly attend civilian
institutions
• Only 9 of 465 attended AFIT or NPS
• 3 retention
• 6 recruitment
• 456 – attended one of 140 civilian institutions
Master’s and Doctoral Graduates
in SMART Top Two Science and
Top Two Engineering Fields
Total: Master's and
Graduated from a
Doctoral Degrees
"Top 25" Institution
RC
RT
RC
RT
Degree Field
Engineering
Electrical eng.
Mechanical eng.
Sciences
Computer & computational
Cognitive, neural & behavioral
85
55
19
8
40%
47%
32%
25%
41
16
17
2
27%
13%
35%
0%
“Top 25” institutions based on 2014 U.S. News and World Report rankings of U.S. graduate programs.
Source: SDO analysis of data provided by SMART Program Office, October, 2013.
Distribution Statement A. Approved for public release
32
Engineering
Sciences
SMART
Sponsoring Facilities’ Demand Signal and Overall
Graduate Degree Outcomes
Masters
Annual
Discipline
Demand
Average
Computer & Computational Sci.
25
5
Cognitive, Neural, & Behavioral Sci.
4
<1
Chemistry
6
<1
Biosciences
3
<1
Physics
7
<1
Mathematics
4
1
Information Sciences
3
<1
Oceanography
2
<1
0
1
Geosciences
Electrical Eng.
34
8
Mechanical Eng.
23
6
Aeronautical & Astronautical Eng.
7
4
Chemical Eng.
5
<1
Materials Science and Eng.
5
1
Operations Research
7
2
Industrial and Systems Eng.
8
1
Naval Architecture and Ocean Eng.
6
1
Nuclear Eng.
2
<1
Civil Eng.
6
3
157
35
Total Degrees
PhD
Demand
14
12
8
7
6
4
2
0
0
30
27
7
5
4
3
2
2
2
1
136
Annual
Average
3
2
2
2
2
1
<1
<1
<1
7
3
3
1
2
<1
1
<1
<1
1
31
*Annual average computed with a denominator of 7: only 2 scholars graduated in 2005.
Yellow highlighting indicates top two science and top two engineering fields with respect to demand.
Source: SDO analysis of data provided by SMART Service Liaisons, August, 2013.
Distribution Statement A. Approved for public release
33
Institutions the have Conferred Degrees to SMART
Scholars – Ranked by Largest Number of SMART Degrees
within Level
Doctoral Degree Institutions
University of Florida
Georgia Institute of Technology
Purdue University
Texas A & M University
Virginia Tech
Arizona State University
North Carolina State University
Pennsylvania State University
University of Central Florida
University of Michigan - Ann Arbor
University of Washington
Auburn University Main Campus
Clemson University
Rensselaer Polytechnic Institute
University of California-Santa Barbara
University of Illinois at Urbana-Champaign
University of Maryland - College Park
University of Texas at Austin
Vanderbilt University
Brigham Young University
Carnegie Mellon University
Massachusetts Institute of Technology
Naval Postgraduate School
University of Connecticut
University of New Mexico-Main Campus
University of Wisconsin-Madison
12
9
8
7
7
6
6
6
6
6
6
4
4
4
4
4
4
4
4
3
3
3
3
3
3
3
Source: SDO analysis of data provided by SMART
Program Office, October, 2013.
Master’s Degree Institutions
Georgia Institute of Technology
University of California - San Diego
Virginia Tech
Stanford University
Utah State University
University of Central Florida
Brigham Young University
Columbia University
University of Florida
University of Maryland - College Park
University of Utah
University of Wisconsin-Madison
Auburn University Main Campus
Rensselaer Polytechnic Institute
Stevens Institute of Technology
University of Michigan - Ann Arbor
University of Pennsylvania
University of Texas at Austin
Air Force Institute of Technology
Massachusetts Institute of Technology
Pennsylvania State University
Purdue University
San Diego State University
Texas A & M University
University of California - Berkeley
University of Colorado at Boulder
University of Illinois at Urbana-Champaign
University of Kansas
University of Southern California
Worcester Polytechnic Institute
Distribution Statement A. Approved for public release
12
12
11
10
8
7
6
6
6
5
5
5
4
4
4
4
4
4
3
3
3
3
3
3
3
3
3
3
3
3
34
Universities Conferring Degrees in Top Two
SMART Sciences Fields (Demand)
Computer and
Computational Sciences
University of California - San Diego
University of Central Florida
University of Utah
Brigham Young University
Carnegie Mellon University
Columbia University
Naval Postgraduate School
Texas A & M University
University of Notre Dame
University of Pennsylvania
Total
5
4
3
2
2
2
2
2
2
2
Computer and Computational Sciences – One degree each
Air Force Institute of Technology
Arizona State University
Clark Atlanta University
College of Charleston
Colorado School of Mines
Cornell University
George Mason University
Georgia Institute of Technology
Indiana University Bloomington
Indiana University-Purdue University Indpls.
Louisiana Tech University
Loyola Marymount University
Rochester Institute of Technology
Rutgers
Syracuse University
The University of Texas at Dallas
University of Alabama at Birmingham
University of California - Berkeley
University of California - Davis
University of California-Santa Barbara
University of Florida
University of Illinois at Urbana-Champaign
University of Kansas
University of Maryland - College Park
University of New Mexico-Main Campus
University of Southern California
University of Virginia
Vanderbilt University
Virginia Tech
Washington University in St Louis
Western Michigan University
Wright State University
Cognitive, Neural and Behavioral
Sciences
Clemson University
University of Central Florida
Arizona State University
Brown University
Carnegie Mellon University
Emory University
George Mason University
SUNY College at New Paltz
University of Texas at El Paso
University of Cincinnati
University of Denver
University of Maryland - College Park
University of Nevada - Reno
University of Texas at Austin
Washington State University
Washington University in St Louis
2
2
1
1
1
1
1
1
1
1
1
1
1
1
1
1
Shading indicates institutions in the most
recent (2014) list of top programs by U.S.
News
Source: SDO analysis of data provided by SMART Program Office, October, 2013.
Distribution Statement A. Approved for public release
35
Universities the have Conferred Degrees to SMART
Scholars in Top Two SMART Engineering Fields (Based on
Demand)
Electrical Engineering
Auburn Univ.
Rensselaer Polytechnic Institute
Univ. of California - San Diego
Univ. of Central Florida
Georgia Institute of Technology
Purdue Univ.
Univ. of Florida
Univ. of Washington
Columbia Univ.
Texas A & M Univ.
Arizona State Univ.
Utah State Univ.
Stanford Univ.
Univ. of California-Santa Barbara
Univ. of Michigan - Ann Arbor
Univ. of Minnesota - Twin Cities
Virginia Tech
Boston Univ.
Brigham Young Univ.
Clarkson Univ.
Clemson Univ.
North Carolina State Univ.
San Diego State Univ.
Univ. of Louisville
Univ. of Pennsylvania
Worcester Polytechnic Institute
Mechanical Engineering
6
5
5
5
4
4
4
4
3
3
3
3
2
2
2
2
2
2
2
2
2
2
2
2
2
2
Virginia Tech
Pennsylvania State Univ.
Purdue Univ.
Univ. of Florida
Univ. of Colorado at Boulder
Univ. of Wisconsin-Madison
Utah State Univ.
Brigham Young Univ.
Case Western Reserve Univ.
Georgia Institute of Technology
Stanford Univ.
Univ. of Utah
Villanova Univ.
6
4
4
4
3
3
3
2
2
2
2
2
2
Shading indicates institutions in the most
recent (2014) list of top programs by U.S.
News
Source: SDO analysis of data provided by SMART Program Office, October, 2013.
Distribution Statement A. Approved for public release
36
BACKUP SLIDES
Distribution Statement A. Approved for public release
37
SMART Authorities:
Title 10 U.S.C. Section 2192a
§ 2192a. Science, Mathematics, and Research for Transformation (SMART) Defense Education Program
(d) EMPLOYMENT OF PROGRAM PARTICIPANTS,— The Secretary of Defense—
(1) may, without regard to any provision of title 5 governing appointment of employees to competitive service positions
within the Department of Defense, appoint to a position in the Department of Defense in the excepted service an
(a) REQUIREMENT FOR PROGRAM—The Secretary of Defense shall carry out a program to provide financial
individual who has successfully completed an academic program for which a scholarship or fellowship under this
assistance for education in science, mathematics, engineering, and technology skills and disciplines that, as determined by the
section was awarded and who, under the terms of the agreement for such scholarship or fellowship, at the time of such
Secretary, are critical to the national security functions of the Department of Defense and are needed in the Department of
appointment, owes a service commitment to the Department; and
Defense workforce.
(2) may, upon satisfactory completion of 2 years of substantially continuous service by an incumbent who was appointed to
an excepted service position under the authority of paragraph (1), convert the appointment of such individual, without
(b) FINANCIAL ASSISTANCE.—
competition, to a career or career conditional appointment.
(1) Under the program under this section, the Secretary of Defense may award a scholarship or fellowship in accordance
with this section to a person who—
(e) REFUND FOR PERIOD OF UNSERVED OBLIGATED SERVICE.—
(1)
(A)
is a citizen of the United States;
(A) A participant in the program under this section who is not an employee of the Department of Defense and who volun(B)
is pursuing an associates degree, undergraduate degree, or advanced degree in a critical skill or discipline
tarily
fails to complete the educational program for which financial assistance has been provided under this section, or fails
described in subsection (a) at an accredited institution of higher education; and
to maintain satisfactory academic progress as determined in accordance with regulations prescribed by the Secretary of
(C)
enters into a service agreement with the Secretary of Defense as described in subsection (c).
Defense, shall refund to the United States an appropriate amount, as determined by the Secretary.
(2) The amount of the financial assistance provided under a scholarship or fellowship awarded
(B)
A participant in the program under this section who is an employee of the Department of Defense and who—
to a person under this subsection shall be the amount determined by the Secretary of Defense as being necessary to pay
(i)
voluntarily fails to complete the educational program for which financial assistance has been provided, or
all educational expenses incurred by that person, including tuition, fees, cost of books, laboratory expenses, equipment
fails to maintain satisfactory academic progress as determined in accordance with regulations prescribed by the
expenses, and expenses of room and board,
Secretary; or
(ii)
before completion of the period of obligated service required of such participants—
(3) Financial assistance provided under a scholarship or fellowship awarded under this section may be paid directly to the
(I)
voluntarily terminates such participant’s employment with the Department; or
recipient of such scholarship or fellowship or to an administering entity for disbursement of the funds.
(II) is removed from such participant’s employment with the Department on the basis of misconduct, shall
refund the United States an appropriate amount, as determined by the Secretary.
(c) SERVICE AGREEMENT FOR RECIPIENTS OF FINANCIAL ASSISTANCE—
(2) An obligation to reimburse the United States imposed under paragraph (1) is for all purposes a debt owed to the United
(1) To receive financial assistance under this section—
States.
(A)
in the case of an employee of the Department of Defense, the employee shall enter into a written agreement (3) The Secretary of Defense may waive, in whole or in part, a refund required under paragraph (1) if the Secretary
to continue in the employment of the department for the period of obligated service determined under paragraph (2); and determines that recovery would be against equity and good conscience or would be contrary to the best interests of the United
(B)
in the case of a person not an employee of the Department of Defense, the person shall enter into a written States.
agreement to accept and continue employment in the Department of Defense for the period of obligated service de- (4) A discharge in bankruptcy under title 11 that is entered less than five years after the termination of an agreement under
this section does not discharge the person signing such agreement from a debt arising under such agreement or under this
termined under paragraph (2).
(2) For the purposes of this subsection, the period of obligated service for a recipient of financial assistance under this subsection.
section shall be the period determined by the Secretary of Defense as being appropriate to obtain adequate service in
exchange for such financial assistance. The period of service required of a recipient may not be less than the total (f) RELATIONSHIP TO OTHER PROGRAMS—The Secretary of Defense shall coordinate the provision of financial
assistance under the authority of this section with the provision of financial assistance under the other authorities provided in this
period of pursuit of a degree that is covered by such financial assistance. The period of obligated service is in addition chapter in order to maximize the benefits derived by the Department of Defense from the exercise of all such authorities.
to any other period for which the recipient is obligated to serve in the civil service of the United States.
(3) An agreement entered into under this subsection by a person pursuing an academic degree shall include any terms and (g) INSTITUTION OF HIGHER EDUCATION DEFINED—In this section, the term “institution of higher education” has
conditions that the Secretary of Defense determines necessary to protect the interests of the United States or otherwise the meaning given such term in section 101 of the Higher Education Act of 1965 (20 U.S.C. 1001).
appropriate for carrying out this section.
Distribution Statement A. Approved for public release
38
Data Sources
•
Defense Manpower Data Center, Civilian Personnel
Files, September 30, 2000 and 2012: unit record
data on DoD civilian personnel – year-end files.
•
SMART Service Liaisons: data on demand
requested from sponsoring facilities. The four
SMART Service Liaisons (Army, Navy, Air Force
and 4th Estate) provide connections between the
program office, students, and the sponsoring
facilities.
•
SMART Program Office: data typically pulled from
the SMART Information Management System
(database).
Distribution Statement A. Approved for public release
39
Additional SMART Information
For general program information
http://smart.asee.org/
Email: [email protected]
Distribution Statement A. Approved for public release
40