programs as well as job opportunities. It is the only way to know if individual programs—well designed in their own right—are truly contributing to the agency's overall mission.


ONR should use the programs for postdoctoral researchers to recruit more aggressively for potential ONR employment.

Individuals with Postdoctoral, Young Investigator, or Women Science Scholars awards are natural candidates for ONR program officer positions, if not immediately following their award, at least reasonably soon thereafter. ONR should use the same advertising and recruitment techniques for this group as is recommended here to increase the diversity of its current work force. While on tenure, these individuals could be brought to ONR headquarters to attend an orientation about what ONR does, to meet program officers face to face, and to tour some Navy facilities. They should also be tracked after completion of their awards as possible future job prospects and as members of boards of visitors or selection panels.

In the case of the Women Science Scholars, the program should be redesigned to fit more closely into the mission of ONR. Specifically, the fields designated for research should better match fields of interest to ONR, and the relevant program officer(s) should be involved more directly in making these awards and tracking the progress of these scientists and engineers. This kind of program has the potential of yielding some strong employees for ONR or other Navy organizations, but only if the scholars' research fields are of strategic value to the Navy.

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