Bill Overview
Title: Protecting our Servicemembers through Proven Methods Act of 2022
Description: This bill requires the Department of Defense (DOD) to include in its annual primary prevention research agenda additional elements related to sexual assault, sexual harassment, and domestic violence. The bill also requires the Government Accountability Office to (1) compare DOD's sexual harassment and prevention training with similar programs at other federal departments and agencies, and (2) prepare a report on the findings.
Sponsors: Sen. Cornyn, John [R-TX]
Target Audience
Population: Servicemembers and related individuals under the Department of Defense
Estimated Size: 2200000
- The bill is focused on the Department of Defense's approach to preventing sexual assault, sexual harassment, and domestic violence.
- Members of the military are the primary subjects of this bill as these issues pertain to their environment.
- The bill will likely affect policies and programs within the Department of Defense aimed at all active-duty servicemembers, their families, and civilian employees who interact with military personnel.
- There are approximately 1.3 million active-duty members in the United States military, along with approximately 800,000 reserve members.
- The impact could also extend to veterans and military families who are often part of military communities.
- Globally, the presence of the US Military includes troops stationed overseas, so the legislation could indirectly affect international environments where US military personnel are based.
Reasoning
- The primary subjects of the policy are US servicemembers and related personnel, which implies simulating interviews with individuals in military environments or connected to the military.
- I'll ensure that a portion of the simulated population is active-duty members, as they are the primary targets of the bill.
- Reserve members and their families will also be included, as they are secondary targets of the policy.
- Military spouses and children are considered because they are part of the broader military community affected by policy changes.
- I'll include civilians employed by or interacting closely with the military, as they are indirectly impacted by such policies.
- For diversity and balance, not all the population will be impacted significantly; this will reflect in the varying Cantril wellbeing scores with and without policy changes.
Simulated Interviews
Active-duty Army (Fort Bragg, NC)
Age: 28 | Gender: female
Wellbeing Before Policy: 6
Duration of Impact: 10.0 years
Commonness: 8/20
Statement of Opinion:
- I've seen training sessions come and go, but there's often little follow through.
- I'm hopeful that this policy will mean real changes, with better reporting and prevention.
Wellbeing Over Time (With vs Without Policy)
| Year | With Policy | Without Policy |
|---|---|---|
| Year 1 | 7 | 6 |
| Year 2 | 8 | 6 |
| Year 3 | 8 | 7 |
| Year 5 | 9 | 7 |
| Year 10 | 9 | 8 |
| Year 20 | 10 | 8 |
Civilian contractor with the Navy (San Diego, CA)
Age: 45 | Gender: male
Wellbeing Before Policy: 7
Duration of Impact: 5.0 years
Commonness: 5/20
Statement of Opinion:
- These initiatives sound good on paper but need strong leadership to back them.
- As a civilian, I hope this doesn't simply become an administrative burden with no real output.
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 | 8 | 7 |
| Year 10 | 8 | 7 |
| Year 20 | 8 | 7 |
Active-duty Air Force (Berlin, Germany)
Age: 32 | Gender: male
Wellbeing Before Policy: 5
Duration of Impact: 10.0 years
Commonness: 3/20
Statement of Opinion:
- Being overseas can amplify issues of harassment and assault due to isolation.
- I think having strict policies with oversight from other departments can help maintain standards.
Wellbeing Over Time (With vs Without Policy)
| Year | With Policy | Without Policy |
|---|---|---|
| Year 1 | 6 | 5 |
| Year 2 | 7 | 5 |
| Year 3 | 7 | 6 |
| Year 5 | 8 | 6 |
| Year 10 | 8 | 7 |
| Year 20 | 9 | 7 |
Policy advisor and veteran (Washington, DC)
Age: 38 | Gender: other
Wellbeing Before Policy: 7
Duration of Impact: 20.0 years
Commonness: 6/20
Statement of Opinion:
- The structure of these policies is crucial, especially for those already out of active duty.
- I'm optimistic about improvements but remain skeptical about full cultural change.
Wellbeing Over Time (With vs Without Policy)
| Year | With Policy | Without Policy |
|---|---|---|
| Year 1 | 7 | 7 |
| Year 2 | 8 | 7 |
| Year 3 | 8 | 7 |
| Year 5 | 9 | 8 |
| Year 10 | 9 | 8 |
| Year 20 | 9 | 8 |
Military spouse (Colorado Springs, CO)
Age: 25 | Gender: female
Wellbeing Before Policy: 6
Duration of Impact: 10.0 years
Commonness: 7/20
Statement of Opinion:
- It's great to see steps being taken to protect families and soldiers alike.
- I hope this means less stress and a safer base for everyone involved.
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 | 7 |
| Year 10 | 9 | 7 |
| Year 20 | 9 | 8 |
Navy Reserve member (Jacksonville, FL)
Age: 50 | Gender: male
Wellbeing Before Policy: 6
Duration of Impact: 5.0 years
Commonness: 3/20
Statement of Opinion:
- The reserves don't always get the same attention as active duty, so this could be beneficial.
- It's important the policy extends resources to us as well.
Wellbeing Over Time (With vs Without Policy)
| Year | With Policy | Without Policy |
|---|---|---|
| Year 1 | 6 | 6 |
| Year 2 | 7 | 6 |
| Year 3 | 7 | 6 |
| Year 5 | 8 | 7 |
| Year 10 | 8 | 7 |
| Year 20 | 8 | 7 |
Army Veteran (Kansas City, MO)
Age: 34 | Gender: female
Wellbeing Before Policy: 5
Duration of Impact: 20.0 years
Commonness: 5/20
Statement of Opinion:
- Veterans often feel left out of these programs, so including us is encouraging.
- I hope this translates into real support rather than just rhetoric.
Wellbeing Over Time (With vs Without Policy)
| Year | With Policy | Without Policy |
|---|---|---|
| Year 1 | 6 | 5 |
| Year 2 | 6 | 5 |
| Year 3 | 6 | 5 |
| Year 5 | 7 | 6 |
| Year 10 | 7 | 6 |
| Year 20 | 8 | 7 |
Navy active duty (Pearl Harbor, HI)
Age: 31 | Gender: other
Wellbeing Before Policy: 7
Duration of Impact: 15.0 years
Commonness: 4/20
Statement of Opinion:
- Ensuring accountability across different military branches is essential.
- Diversity policies play a role in supporting anti-harassment measures.
Wellbeing Over Time (With vs Without Policy)
| Year | With Policy | Without Policy |
|---|---|---|
| Year 1 | 8 | 7 |
| Year 2 | 8 | 7 |
| Year 3 | 9 | 8 |
| Year 5 | 9 | 8 |
| Year 10 | 10 | 9 |
| Year 20 | 10 | 9 |
Army Reserve (Fort Hood, TX)
Age: 29 | Gender: male
Wellbeing Before Policy: 5
Duration of Impact: 5.0 years
Commonness: 4/20
Statement of Opinion:
- The reserve members face unique challenges which these programs might not fully address.
- Watching how these efforts are directed will be key.
Wellbeing Over Time (With vs Without Policy)
| Year | With Policy | Without Policy |
|---|---|---|
| Year 1 | 5 | 5 |
| Year 2 | 6 | 5 |
| Year 3 | 6 | 5 |
| Year 5 | 7 | 6 |
| Year 10 | 7 | 6 |
| Year 20 | 7 | 6 |
Marine Corps civilian employee (Quantico, VA)
Age: 27 | Gender: female
Wellbeing Before Policy: 6
Duration of Impact: 10.0 years
Commonness: 5/20
Statement of Opinion:
- As someone in HR, integrating these practices will be a challenge but necessary.
- I believe stronger measures can reduce incidents significantly.
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 | 7 |
| Year 10 | 8 | 7 |
| Year 20 | 9 | 8 |
Cost Estimates
Year 1: $4000000 (Low: $3000000, High: $5000000)
Year 2: $4000000 (Low: $3000000, High: $5000000)
Year 3: $4000000 (Low: $3000000, High: $5000000)
Year 5: $0 (Low: $0, High: $0)
Year 10: $0 (Low: $0, High: $0)
Year 100: $0 (Low: $0, High: $0)
Key Considerations
- This policy involves coordination between military and other federal agencies, potentially influencing inter-organizational strategies.
- The implementation relies on enhancing existing research and training efforts rather than establishing new programs.