distribution statement a. approved for public release science, mathematics, and research for...

Distribution Statement A. Approved for public release

Science, Mathematics, and Research for Transformation (SMART) 101 Brief

for theDOD's 2014 Taking the Pentagon to the People

Program at Tuskegee UniversityJanie L. Mines

forDr. Laura Stubbs

Director DoD STEM Development Office

27 February 2014


• 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

Briefing Outline

2


STEM Development Office

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.

• 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 Director – Wears Many Hats:

“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)

• 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

SDO Priorities

http://www.bing.com/shopping/camo-lnt-stretch-fit-cap/p/D1D4FCF6DF66C2D45002?q=hats&lpq=hats&FORM=HURE


NATIONAL AND DOD STEM

Background:


STEM Skills are Linked with U.S. Competitiveness

Historical milestones – STEM competitiveness1957 – Sputnik on-going supply/demand debates about the STEM

workforce1983 – “A Nation at Risk” lambasted the U.S. educational system1995 – Congressional hearings about NSF’s deeply flawed S&E

shortages forecasts1999-2003 – NIH budget doubles2001 – dot com bust2007 – “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 priority2010 – 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) 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 under-represented in STEM fields (Lead agency: TBD)

5) Design graduate education for tomorrow’s STEM workforce (Lead agency: NSF)

STEM Education Coordination Approaches1) Build new models for leveraging assets and

expertise. 2) Build and use evidence-based approaches.

Federal STEM Education 5-Year Strategic Plan

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

Government

AcademiaIndustry

Federal role – integrate STEM approaches across sectors to

improve U.S. competitiveness


PCAST* Report:

“Prepare and Inspire”

K-12

CoSTEM

formed

PCAST* Report:

“Engage to Excel”

Undergraduate

Education

CoSTEM Report –

Inventory of Federal

STEM Investments

SEP 2

010

FEB 2011

JAN 2

012

FEB 2012

CoSTEM Report –

Coordinating Federal

STEM Investments

Key Milestones Shaping National Level STEM

APR 2013

OMB FY 2014 PBR –

Reorganization of

Federal STEM

investments

[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”

MAY 2

007

Department of

Education Report:

Academic

Competitiveness

Council

*PCAST: President’s Council of Advisors on Science and Technology†No DoD STEM investments reported

GAO Report –

STEM Strategic

Planning Needed

MAY 2013

NSTC - CoSTEM

Federal STEM

Education 5-Year

Strategic Plan

GAO Report: Federal

STEM Programs and

Related Trends† Higher

Education

OC

T 2

00

5

STEM interest spurred by the National Academies 2007 publication (pre-publication 2006): Rising above the Gathering Storm: Energizing

and Employing America for a Brighter Economic Future.


• 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:

• 14% veterans;

• 98% bachelor’s or higher 92% in STEM (5% in business)

• Computer science and information technology:

• 49% veterans;


• Program management:

• 49% veterans;


One-third of DoD’s Civilian Workforce is in a STEM

Occupational SeriesThe DoD STEM Occupational

Taxonomy – Civilian organizes ~110

occupational series into 12 categories.

To get more vets into STEM – need to increase educational attainment of Service members.


Future U.S. and DoD STEM Workforce Capacity is Dependent on Diversity

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.

• 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

Source: SDO analysis of FY 2012 year-end Defense Manpower Data Center Civilian data, run 5 June 2013.

U.S. Workforce DoD Civilian Workforce

Men66%

All Jobs, DoD

Women, 34%

Men72%

STEM Jobs, DOD

Women, 28%

Afr. Am.15%

Asian Am.6%

Latino7%Non-

Latino White72%

Afr. Am.11%

Asian Am.7%

Latino5%

Non-Latino White77%

Men53%

All Jobs, US

Women, 47%

Men75%

STEM Jobs, US

Women, 25%

Afr. Am.11%

Asian Am.5%

Latino14%

Non-Latino White70%

Afr. Am.6%

Asian Am.13%

Latino6%

Non-Latino White75%


Over the next decade, the U.S. will fall far short of meeting projected demand for bachelor’s-degreed computer science graduates – DoD has not sufficiently tapped women and minorities for these jobs.

Demand

Supply0

500

1000

1500

2000

2500

3000

2008 2010 2012 2014 2016 2018 2020 2022

Cum

ulati

ve N

umbe

r of P

ositi

ons

/ G

radu

ates

(in

1,00

0s)

Supply and Demand for New Bachelor's Degreed Computer Science Workers, 2010-2020

Additional foreign BSCS from U.S. institutions

2.1 M

Computing Jobs are in High Demand – with Potential Serious National, Federal and DoD

Supply Shortfalls through 2020

Ethnic Composition of Computer Science Bachelor’s Recipients, 1991 and 2011

Underrep-resented Minority

11%

Asian American

4%White80%

Other/Unknown

(U.S.)2% Foreign

3%

1991

Underrep-resented Minority

19%

Asian American

6%

White64%

Other/Unknown

(U.S.)8%

Foreign3%

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%.

44%

1991

34%

2011

26%

DoD Civilians 2012

Men Women

Gender Composition of

Computer Science Bachelor’s

Recipients, 1991 and 2011

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.


DoD Mission Critical Computing Occupations - Demography

VeteransInfo Tech: 58%Comp Sci: 19%

Eligible to Retire within 5 YearsInfo Tech: 31%Comp Sci: 24%

Men74%

2210: Info Tech

Women26%

Men75%

1550: Computer Science

Women25%

White74%

Afr. Am.15%

Latino6%

Asian Am.5% White

75%

Afr. Am.8% Latino

4%

Asian Am.13%

1550 Computer Science,

5,467

2210:InformationTechnology

Management,36,539

• 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

2210: Federal-Wide and DoD Mission Critical Occupation


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 mechanismDoD funds STEM investments in disciplines that are critical to national security


DOD STEM EXECUTIVE BOARD

DoD STEM Leadership


DoD STEM Executive Board Organization Representation

STEM Development Office

USD(I)[DHCMO

]

USD(P&R)

[DASD(C&)]

STEMWorkingGroup

DoD STEM Executive Board(DASD(R) Chair)

USD(AT&L)

[DASD(SE) & DAHCI]Departme

nt of Navy[CNR]

U.S. Army[DASA(RT

)]

U.S. Air Force[DASAFA(ST&E

)]

• 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

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 Strategic Plan Provides Direction and Guides

Investments

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.

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.

Goals1) 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.


Alignment: Federal and DoD STEM Strategic Plans

Federal STEM Education 5-Year Strategic Plan DoD STEM Strategic Plan

Vision 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.

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: Improve STEM Instruction. (Lead agency: Department of Education)

Goal 2:

Increase and sustain youth and public engagement in STEM. (Lead agency: Smithsonian Institution)

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 3: Enhance STEM experience of undergraduate students. (Lead agency: National Science Foundation)

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 4: Better serve groups historically underrepresented in STEM fields(Lead agency: TBD)

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 5: Design graduate education for tomorrow’s STEM workforce. (Lead agency: National Science Foundation)

Goal 1, Objective 1.2: Attract and recruit a proficient, agile and effective STEM workforce.

Approaches (1) Build new models for leveraging assets and expertise. (2) Build and use evidence-based approaches.

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.

[1] In alignment with the Committee on Science, Technology, Engineering and Math Education (CoSTEM) efforts.


NATIONAL DEFENSE EDUCATION PROGRAM

SDO STEM Portfolio – STEM Resources:


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

SE CAPSTONE

SMART*

HBCU / MI PROGRAM

BASIC RESEARCH

NSSEFF*

PECASE

VISION:

A diverse, world-class STEM talent pool

with the creativity and agility to meet

national defense needs

NDSEG

* Indicates NDEP Component


National Defense Education Program Purpose

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

To attract, engage and develop current and future generations of science, technology, engineering and mathematics (STEM) talent to

benefit DoD’s mission.

• FFRDCs (e.g. Institute for Defense Analyses (IDA)

• Non-Profits (e.g., FIRST, MATHCOUNTS)

• Military Services and DoD Components• DoD Laboratories• U.S. Colleges and Universities

Program Partners

Distribution Statement A. Approved for public release 19

SMART OVERVIEW


SMART – Bottom Line Up FrontScience Mathematics And Research for Transformation

SMART is a Scholarship-for-Service program designed to produce the next generation DoD S&T Leaders

• S&T / STEM workforce is aging/retiring

• 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

• Provides incentive for Participants to enter and work (recruitment) and current DoD employees (retention) to remain at DoD facilities

• 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• 84% of SMART participants are retained in DoD

employment beyond their service commitment• 97% of RT

Purpose Approach

New SMART Awardees per Year (All Degree Levels)

$2.106

$8.451

$13.825

$25.047

$27.108

$31.167

$48.789

$43.325

$46.867

$48.720

$0

$10

$20

$30

$40

$50

$60

Ann

ual F

undi

ng ($

mill

ions

)• 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

SMART Funding (All Degree Levels)

Source: SDO analysis of data provided by SMART Program Office, October, 2013.


• U.S. citizen

• 18 years of age or older

• Minimum cumulative GPA of 3.0 (on a 4.0 scale)

• Pursuing degree in one of 19 approved STEM disciplines with interest in research

• Can accept both recruitment (new) and retention (current DoD employees) as scholars

• Ability to obtain/maintain a security clearance

• Ability to complete 8-12 week summer internships

• Willing to accept post-graduation employment w/DoD

SMART Scholarship Overview

21

Eligibility Requirements Participant (Scholar) Benefits• 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.

• Annual stipend from $25,000 to $38,000 (Prior to 2012: $25,000 to $41,800)

• Security clearance (SECRET)

• Paid Summer internships (average 10 weeks)

• Book and health insurance allowances

• Experienced Mentor at a DoD Facility

• Post-graduation employment

At least 1:1 Post-Graduation Service Commitment


SMART Graduate Students and Degrees

200

46

188

31

0

50

100

150

200

250

Master'sRC

Master'sRT

PhDRC

PhDRT

SMART: Degrees Awarded (2005-2012)



SMART CONTEXT – DEMAND SIGNALS


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, 2012.24


DoD Civilian New Hires with Graduate Degrees – Fields of Study, 2012

S&E, 946, 26%

Business, 929, 26%

Education, 543, 15%Medical

and health,

352, 10%

All other, 810, 23%

S&E, 312, 40%

Business, 8, 1%Education,

29, 4%

Medical and

health, 243, 31%

All other, 194, 24%

Source: SDO analysis of Defense Manpower Data Center, Civilian Personnel File, September 30, 2012.

Fields of Degrees: Master’s-Degreed New Hires, 2012 (n = 3,580)

Fields of Degrees: Doctoral-Degreed New Hires, 2012 (n = 786)

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.

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.


Degree Fields of Master’s-Degreed DoD Civilian New Hires, 2000 and 2012

29

45

53

59

199

266

425

27

51

60

175

200

433

929

0 200 400 600 800 1000

Mathematics

Physical & geosciences

Life sciences

Computer/info sciences

Social sciences & psychology

Engineering

Business

Number of Master's Degrees among New Hires

2012

2000

Source: SDO analysis of Defense Manpower Data Center, Civilian Personnel File, September 30, 2000 and September 30, 2012.

DoD hired substantially more master’s of business, computer/info sciences and engineering in 2012 versus 2000.


Degree Fields of Doctoral-Degreed DoD Civilian New Hires, 2000 and 2012


13

5

9

38

92

90

69

8

11

15

46

52

83

105

0 20 40 60 80 100 120

Business

Computer/info sciences

Mathematics

Life sciences

Physical & geosciences

Engineering

Social sciences & psychology

Number of Doctoral Degrees among New Hires

2012

2000

DoD hired substantially more doctor’s of business, computer/info sciences and engineering in 2012 versus 2000.


Bachelor’s and Master’s Newhires in SMART Degree Fields

0

200

400

600

800

1000

1200

1400

1600

1800

2000 2012

Num

ber

Bachelor's Degree New Hires: SMART Degree Fields

Life & psych sci

Math & OR

Computer & info sci

Physical & geo sci

Engineering

0

100

200

300

400

500

600

700

2000 2012

Num

ber

Master's Degree New Hires: SMART Degree Fields

Life & psych sci

Math & OR

Computer & info sci

Physical & geo sci

Engineering


Engineering Physical Sciences Aeronautical and Astronautical Engineering Chemistry Chemical Engineering Geosciences Civil Engineering Oceanography Electrical Engineering Physics Industrial and Systems Engineering Materials Science and Engineering Mechanical Engineering Math & OR Naval Architecture and Ocean Engineering Mathematics Nuclear Engineering Operations Research

Life & psych Computer & info sci Biosciences Computer and Computational Sciences Cognitive, Neural, and Behavioral Sciences Information Sciences

Occupational Field Categories Aligned with DoD STEM Taxonomy - Civilian

28


SMART Requirements* Generation

29

• 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


Graduate Degrees Awarded to SMART

Participants


SMARTSponsoring Facilities’ 2013Graduate Demand Signal

Source: SDO analysis of data provided by SMART Service Liaisons, August, 2013.


Graduate Degree Award Data

32

• 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

RC RT RC RTDegree FieldEngineering

Electrical eng. 85 19 40% 32%Mechanical eng. 55 8 47% 25%

SciencesComputer & computational 41 17 27% 35%Cognitive, neural & behavioral 16 2 13% 0%

Total: Master's and Doctoral Degrees

Graduated from a "Top 25" Institution

Master’s and Doctoral Graduates in SMART Top Two Science and Top Two Engineering Fields

“Top 25” institutions based on 2014 U.S. News and World Report rankings of U.S. graduate programs.



SMARTSponsoring Facilities’ Demand Signal and Overall

Graduate Degree Outcomes

33

Source: SDO analysis of data provided by SMART Service Liaisons, August, 2013.

Discipline DemandAnnual

AverageDemand

Annual Average

Computer & Computational Sci. 25 5 14 3 Cognitive, Neural, & Behavioral Sci. 4 <1 12 2 Chemistry 6 <1 8 2 Biosciences 3 <1 7 2 Physics 7 <1 6 2 Mathematics 4 1 4 1 Information Sciences 3 <1 2 <1 Oceanography 2 <1 0 <1 Geosciences 0 1 0 <1 Electrical Eng. 34 8 30 7 Mechanical Eng. 23 6 27 3 Aeronautical & Astronautical Eng. 7 4 7 3 Chemical Eng. 5 <1 5 1 Materials Science and Eng. 5 1 4 2 Operations Research 7 2 3 <1 Industrial and Systems Eng. 8 1 2 1 Naval Architecture and Ocean Eng. 6 1 2 <1 Nuclear Eng. 2 <1 2 <1 Civil Eng. 6 3 1 1

Total Degrees 157 35 136 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.

Masters

Scie

nces

Engin

eeri

ng

PhD


Institutions the have Conferred Degrees to SMART Scholars – Ranked by Largest Number of SMART Degrees

within Level

34

Doctoral Degree Institutions Master’s Degree Institutions


University of Florida 12

Georgia Institute of Technology 9

Purdue University 8

Texas A & M University 7

Virginia Tech 7

Arizona State University 6

North Carolina State University 6

Pennsylvania State University 6

University of Central Florida 6

University of Michigan - Ann Arbor 6

University of Washington 6

Auburn University Main Campus 4

Clemson University 4

Rensselaer Polytechnic Institute 4

University of California-Santa Barbara 4

University of Illinois at Urbana-Champaign 4

University of Maryland - College Park 4

University of Texas at Austin 4

Vanderbilt University 4

Brigham Young University 3

Carnegie Mellon University 3

Massachusetts Institute of Technology 3

Naval Postgraduate School 3

University of Connecticut 3

University of New Mexico-Main Campus 3

University of Wisconsin-Madison 3

Georgia Institute of Technology 12University of California - San Diego 12Virginia Tech 11Stanford University 10Utah State University 8University of Central Florida 7Brigham Young University 6Columbia University 6University of Florida 6University of Maryland - College Park 5University of Utah 5University of Wisconsin-Madison 5Auburn University Main Campus 4Rensselaer Polytechnic Institute 4Stevens Institute of Technology 4University of Michigan - Ann Arbor 4University of Pennsylvania 4University of Texas at Austin 4Air Force Institute of Technology 3Massachusetts Institute of Technology 3Pennsylvania State University 3Purdue University 3San Diego State University 3Texas A & M University 3University of California - Berkeley 3University of Colorado at Boulder 3University of Illinois at Urbana-Champaign 3University of Kansas 3University of Southern California 3Worcester Polytechnic Institute 3


Universities Conferring Degrees in Top Two SMART Sciences Fields (Demand)

35

Shading indicates institutions in the most recent (2014) list of top programs by U.S. News

Computer and Computational Sciences – One degree each


University of California - San Diego 5


University of Utah 3

Brigham Young University 2


Columbia University 2

Naval Postgraduate School 2

Texas A & M University 2

University of Notre Dame 2

University of Pennsylvania 2

Computer and Computational Sciences Total

Air Force Institute of Technology University of Alabama at Birmingham

Arizona State University University of California - Berkeley

Clark Atlanta University University of California - Davis

College of Charleston University of California-Santa Barbara

Colorado School of Mines University of Florida

Cornell University University of Illinois at Urbana-Champaign

George Mason University University of Kansas

Georgia Institute of Technology University of Maryland - College Park

Indiana University Bloomington University of New Mexico-Main Campus

Indiana University-Purdue University Indpls. University of Southern California

Louisiana Tech University University of Virginia

Loyola Marymount University Vanderbilt University

Rochester Institute of Technology Virginia Tech

Rutgers Washington University in St Louis

Syracuse University Western Michigan University

The University of Texas at Dallas Wright State University

Clemson University 2


Arizona State University 1

Brown University 1


Emory University 1

George Mason University 1

SUNY College at New Paltz 1

University of Texas at El Paso 1

University of Cincinnati 1

University of Denver 1

University of Maryland - College Park 1

University of Nevada - Reno 1

University of Texas at Austin 1

Washington State University 1

Washington University in St Louis 1

Cognitive, Neural and Behavioral Sciences


Universities the have Conferred Degrees to SMART Scholars in Top Two SMART Engineering

Fields (Based on Demand)

Shading indicates institutions in the most recent (2014) list of top programs by U.S. News


Virginia Tech 6

Pennsylvania State Univ. 4

Purdue Univ. 4

Univ. of Florida 4

Univ. of Colorado at Boulder 3

Univ. of Wisconsin-Madison 3

Utah State Univ. 3

Brigham Young Univ. 2

Case Western Reserve Univ. 2


Stanford Univ. 2

Univ. of Utah 2

Villanova Univ. 2

Mechanical EngineeringAuburn Univ. 6

Rensselaer Polytechnic Institute 5

Univ. of California - San Diego 5

Univ. of Central Florida 5


Purdue Univ. 4

Univ. of Florida 4

Univ. of Washington 4

Columbia Univ. 3

Texas A & M Univ. 3

Arizona State Univ. 3

Utah State Univ. 3

Stanford Univ. 2

Univ. of California-Santa Barbara 2

Univ. of Michigan - Ann Arbor 2

Univ. of Minnesota - Twin Cities 2

Virginia Tech 2

Boston Univ. 2

Brigham Young Univ. 2

Clarkson Univ. 2

Clemson Univ. 2

North Carolina State Univ. 2

San Diego State Univ. 2

Univ. of Louisville 2

Univ. of Pennsylvania 2

Worcester Polytechnic Institute 2

Electrical Engineering


BACKUP SLIDES

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SMART Authorities:Title 10 U.S.C. Section 2192a

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§ 2192a. Science, Mathematics, and Research for Transformation (SMART) Defense Education Program

(a) REQUIREMENT FOR PROGRAM—The Secretary of Defense shall carry out a program to provide financial assistance for education in science, mathematics, engineering, and technology skills and disciplines that, as determined by the Secretary, are critical to the national security functions of the Department of Defense and are needed in the Department of Defense workforce.

(b) FINANCIAL ASSISTANCE.—

(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—

(A) is a citizen of the United States; (B) is pursuing an associates degree, undergraduate degree, or advanced degree in a critical skill or discipline

described in subsection (a) at an accredited institution of higher education; and (C) enters into a service agreement with the Secretary of Defense as described in subsection (c).

(2) The amount of the financial assistance provided under a scholarship or fellowship awarded to a person under this subsection shall be the amount determined by the Secretary of Defense as being necessary to pay all educational expenses incurred by that person, including tuition, fees, cost of books, laboratory expenses, equipment expenses, and expenses of room and board,

(3) Financial assistance provided under a scholarship or fellowship awarded under this section may be paid directly to the recipient of such scholarship or fellowship or to an administering entity for disbursement of the funds.

(c) SERVICE AGREEMENT FOR RECIPIENTS OF FINANCIAL ASSISTANCE—

(1) To receive financial assistance under this section— (A) in the case of an employee of the Department of Defense, the employee shall enter into a written agreement

to continue in the employment of the department for the period of obligated service determined under paragraph (2); and (B) in the case of a person not an employee of the Department of Defense, the person shall enter into a written

agreement to accept and continue employment in the Department of Defense for the period of obligated service de-termined under paragraph (2).

(2) For the purposes of this subsection, the period of obligated service for a recipient of financial assistance under this 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 period of pursuit of a degree that is covered by such financial assistance. The period of obligated service is in addition 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 conditions that the Secretary of Defense determines necessary to protect the interests of the United States or otherwise appropriate for carrying out this section.

(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 individual who has successfully completed an academic program for which a scholarship or fellowship under this section was awarded and who, under the terms of the agreement for such scholarship or fellowship, at the time of such appointment, owes a service commitment to the Department; and

(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 competition, to a career or career conditional appointment.

(e) REFUND FOR PERIOD OF UNSERVED OBLIGATED SERVICE.—

(1) (A) A participant in the program under this section who is not an employee of the Department of Defense and who volun -

tarily fails to complete the educational program for which financial assistance has been provided under this section, or fails to maintain satisfactory academic progress as determined in accordance with regulations prescribed by the Secretary of Defense, shall refund to the United States an appropriate amount, as determined by the Secretary.

(B) A participant in the program under this section who is an employee of the Department of Defense and who— (i) voluntarily fails to complete the educational program for which financial assistance has been provided, or

fails to maintain satisfactory academic progress as determined in accordance with regulations prescribed by the Secretary; or

(ii) before completion of the period of obligated service required of such participants— (I) voluntarily terminates such participant’s employment with the Department; or (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.

(2) An obligation to reimburse the United States imposed under paragraph (1) is for all purposes a debt owed to the United States.

(3) The Secretary of Defense may waive, in whole or in part, a refund required under paragraph (1) if the Secretary determines that recovery would be against equity and good conscience or would be contrary to the best interests of the United States.

(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 subsection. (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 chapter in order to maximize the benefits derived by the Department of Defense from the exercise of all such authorities.

(g) INSTITUTION OF HIGHER EDUCATION DEFINED—In this section, the term “institution of higher education” has

the meaning given such term in section 101 of the Higher Education Act of 1965 (20 U.S.C. 1001).


• 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).

Data Sources

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Additional SMART Information

For general program informationhttp://smart.asee.org/

Email: [email protected]

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distribution statement a. approved for public release science, mathematics, and research for...

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