Bill Overview
Title: Smart Act
Description: This bill removes the capacity limit for enlisted members of the Armed Forces to receive graduate-level instruction in a Naval Postgraduate School program. The Department of Defense must brief Congress on the effects of increasing enrollment of enlisted members at the school.
Sponsors: Rep. Panetta, Jimmy [D-CA-20]
Target Audience
Population: Enlisted members of the Armed Forces eligible for graduate-level education
Estimated Size: 1000000
- The bill impacts enlisted members of the Armed Forces who may pursue graduate-level education.
- This can affect enlisted personnel across multiple branches including the Army, Navy, Air Force, Marine Corps, and Coast Guard.
- Some families and communities may also feel indirect benefits as their enlisted family member expands educational opportunities.
- The total active duty enlisted personnel across all branches is large, estimated to be roughly around 1.2 million individuals globally.
- Global estimate includes U.S. enlisted personnel as well as those stationed abroad.
Reasoning
- The Smart Act primarily impacts enlisted members seeking educational opportunities, which may enhance career prospects and personal development.
- The budget limitations suggest a targeted increase in enrollment, likely focusing on the most eligible or needy candidates due to resource constraints.
- Indirect beneficiaries could include families and communities as the educational attainment of enlisted members improves.
- Given that the policy does not affect officers or other branches directly, the majority beneficiaries are lower to mid-level enlisted members, especially those with an inclination toward further education.
- The impact of this policy can be uneven due to varied interest levels in graduate education across the military branches.
Simulated Interviews
Navy Petty Officer (San Diego, CA)
Age: 29 | Gender: female
Wellbeing Before Policy: 6
Duration of Impact: 10.0 years
Commonness: 8/20
Statement of Opinion:
- This policy is a great opportunity for someone like me who wants to specialize further.
- I believe having more educated enlisted personnel will improve operations.
- Cost is always a concern, but the benefits in terms of career advancement are worth it.
Wellbeing Over Time (With vs Without Policy)
| Year | With Policy | Without Policy |
|---|---|---|
| Year 1 | 7 | 6 |
| Year 2 | 8 | 6 |
| Year 3 | 8 | 6 |
| Year 5 | 9 | 6 |
| Year 10 | 9 | 6 |
| Year 20 | 8 | 6 |
Marine Sergeant (Virginia Beach, VA)
Age: 34 | Gender: male
Wellbeing Before Policy: 5
Duration of Impact: 5.0 years
Commonness: 6/20
Statement of Opinion:
- Graduate studies were something I thought were out of reach, but this policy might change that.
- I see the potential for more educated personnel to transform our approaches.
Wellbeing Over Time (With vs Without Policy)
| Year | With Policy | Without Policy |
|---|---|---|
| Year 1 | 6 | 5 |
| Year 2 | 7 | 5 |
| Year 3 | 7 | 5 |
| Year 5 | 6 | 5 |
| Year 10 | 6 | 5 |
| Year 20 | 5 | 5 |
Army Staff Sergeant (Austin, TX)
Age: 41 | Gender: male
Wellbeing Before Policy: 7
Duration of Impact: 7.0 years
Commonness: 12/20
Statement of Opinion:
- Further education can help me pivot to a civilian career, making this policy very beneficial.
- The availability of funds will dictate how many of us can actually attend the courses.
Wellbeing Over Time (With vs Without Policy)
| Year | With Policy | Without Policy |
|---|---|---|
| Year 1 | 8 | 7 |
| Year 2 | 8 | 7 |
| Year 3 | 8 | 7 |
| Year 5 | 7 | 7 |
| Year 10 | 7 | 7 |
| Year 20 | 6 | 7 |
Air Force Senior Airman (Colorado Springs, CO)
Age: 25 | Gender: female
Wellbeing Before Policy: 6
Duration of Impact: 8.0 years
Commonness: 10/20
Statement of Opinion:
- The chance to pursue advanced engineering studies is a game-changer for my career.
- I hope this policy encourages others to pursue higher education too.
Wellbeing Over Time (With vs Without Policy)
| Year | With Policy | Without Policy |
|---|---|---|
| Year 1 | 7 | 6 |
| Year 2 | 8 | 6 |
| Year 3 | 8 | 6 |
| Year 5 | 8 | 6 |
| Year 10 | 8 | 6 |
| Year 20 | 7 | 6 |
Coast Guard Petty Officer (Pensacola, FL)
Age: 38 | Gender: male
Wellbeing Before Policy: 7
Duration of Impact: 4.0 years
Commonness: 7/20
Statement of Opinion:
- Such opportunities for growth through education can improve our efficiency and knowledge.
- My family fully supports me in pursuing this educational advancement.
Wellbeing Over Time (With vs Without Policy)
| Year | With Policy | Without Policy |
|---|---|---|
| Year 1 | 7 | 7 |
| Year 2 | 7 | 7 |
| Year 3 | 7 | 7 |
| Year 5 | 7 | 7 |
| Year 10 | 7 | 7 |
| Year 20 | 6 | 7 |
Veteran, formerly Army Sergeant (Chicago, IL)
Age: 45 | Gender: other
Wellbeing Before Policy: 8
Duration of Impact: 0.0 years
Commonness: 14/20
Statement of Opinion:
- I wish such a policy had been in place when I was serving.
- Nevertheless, it's reassuring to see a focus on education for current members.
Wellbeing Over Time (With vs Without Policy)
| Year | With Policy | Without Policy |
|---|---|---|
| Year 1 | 8 | 8 |
| Year 2 | 8 | 8 |
| Year 3 | 8 | 8 |
| Year 5 | 8 | 8 |
| Year 10 | 8 | 8 |
| Year 20 | 8 | 8 |
Navy Seaman (Honolulu, HI)
Age: 27 | Gender: female
Wellbeing Before Policy: 5
Duration of Impact: 10.0 years
Commonness: 15/20
Statement of Opinion:
- The policy could provide me with opportunities that might otherwise take years to afford.
- It will be interesting to see how many can actually participate due to budget constraints.
Wellbeing Over Time (With vs Without Policy)
| Year | With Policy | Without Policy |
|---|---|---|
| Year 1 | 6 | 5 |
| Year 2 | 7 | 5 |
| Year 3 | 7 | 5 |
| Year 5 | 8 | 5 |
| Year 10 | 9 | 5 |
| Year 20 | 8 | 5 |
Army Sergeant (Seattle, WA)
Age: 31 | Gender: male
Wellbeing Before Policy: 6
Duration of Impact: 7.0 years
Commonness: 9/20
Statement of Opinion:
- Education is a pathway to innovation in the Army; this policy supports that.
- I am excited about the potential, though realistically, not all will have access immediately.
Wellbeing Over Time (With vs Without Policy)
| Year | With Policy | Without Policy |
|---|---|---|
| Year 1 | 7 | 6 |
| Year 2 | 7 | 6 |
| Year 3 | 8 | 6 |
| Year 5 | 8 | 6 |
| Year 10 | 8 | 6 |
| Year 20 | 7 | 6 |
Air Force Airman (Boston, MA)
Age: 24 | Gender: female
Wellbeing Before Policy: 5
Duration of Impact: 15.0 years
Commonness: 18/20
Statement of Opinion:
- A significant benefit to early career service members; eager for what this policy allows.
- Hoping for mentoring from senior officers with graduate-level insights.
Wellbeing Over Time (With vs Without Policy)
| Year | With Policy | Without Policy |
|---|---|---|
| Year 1 | 6 | 5 |
| Year 2 | 7 | 5 |
| Year 3 | 7 | 5 |
| Year 5 | 8 | 5 |
| Year 10 | 9 | 5 |
| Year 20 | 9 | 5 |
Pentagon Analyst (formerly Marine Corps Sergeant Major) (Washington, D.C.)
Age: 50 | Gender: male
Wellbeing Before Policy: 7
Duration of Impact: 4.0 years
Commonness: 5/20
Statement of Opinion:
- Having been part of these decisions, I support initiatives that enhance educational opportunities.
- I will be monitoring the outcomes affecting service readiness and retention.
Wellbeing Over Time (With vs Without Policy)
| Year | With Policy | Without Policy |
|---|---|---|
| Year 1 | 7 | 7 |
| Year 2 | 7 | 7 |
| Year 3 | 7 | 7 |
| Year 5 | 7 | 7 |
| Year 10 | 7 | 7 |
| Year 20 | 7 | 7 |
Cost Estimates
Year 1: $50000000 (Low: $30000000, High: $70000000)
Year 2: $52000000 (Low: $31000000, High: $73000000)
Year 3: $54000000 (Low: $32000000, High: $75000000)
Year 5: $58000000 (Low: $34000000, High: $79000000)
Year 10: $65000000 (Low: $38000000, High: $89000000)
Year 100: $130000000 (Low: $76000000, High: $178000000)
Key Considerations
- Long-term retention of educated enlisted personnel could alter traditional career paths and necessitate changes in promotion or retirement structures.
- Additional operational costs at the Naval Postgraduate School, such as faculty expansions and support services, may be required.