Organizational Culture and Employee Behavior
1_Program Eval Youth Employment Training.doc
Youth Employment and Training in State of Michigan
PAGE
Central Michigan University
Master of Science in Administration (MSA) Program
Course Title: MSA 600 Administration Research and Report Methods
Submitted to: [Professor’s Name]
Submitted by: [Student’s Name]
[Street Address]
[City, State and Zip Code]
Work Phone: [703-555-1234]
Home/Cell Phone: [804-555-1111]
Email: [email protected]
Course Location: MSA600 Online
Submission Date: [Month, Day, Year]
Research Project Title:
An Examination of State Youth Job Training and Employment Program Performance Measurement Effectiveness within the State of Michigan
CERTIFICATE OF AUTHORSHIP:
I certify that I am the author of this paper and that any assistance I receive in its preparation is fully acknowledged and disclosed in this paper. I have also cited any sources from which I used data, ideas, or works, either quoted directly or paraphrased. I also certify that this paper was prepared by me specifically for this course.
Student’s Signature:
Instructor’s Comments:
An Examination of State Youth Job Training and Employment Program Performance Measurement Effectiveness within the State of Michigan
MSA 600 Administrative Research and Report Methods
Submitted by:
[Student Name]
Project Instructor:
[Professor Name]
[Submission Date]
Table of Contents
Page Number
List of Tables ii
List of Figures ii
Chapter 1 Problem Definition 1
Chapter 2 Literature Review 7
Chapter 3 Research Methodology 15
Chapter 4 Data Analysis [Future]
Chapter 5 Summary, Conclusions, and Recommendations [Future]
Terminology and Definitions Page 18
References Pages 19-22
Appendix A Permission to Conduct Study
Appendix B Transmittal Letter/Survey Instructions
Appendix C Survey/Interview Questions
Chapter 1
Problem Definition
Administrative Problem
Background
On July 1, 2005, the U.S. Department of Labor began requiring state workforce administrative agencies to report newly defined performance measures entitled “common measures” for youth participating in job training and employment programs funded through federal Workforce Investment Act dollars. This requirement resulted from two federal initiatives. The President’s 2001 Management Agenda was designed to improve the management and performance of the federal government by aligning systems across agencies with similar goals. In carrying out the President’s Agenda, the U.S. Office of Management and Budget “mandated the development and use of ‘common measures’ for gauging the performance of seventeen major workforce and related programs that were administered by six federal agencies (National Collaborative on Workforce and Disability for Youth, 2006, p. 3).” Secondly, a White House Task Force on Disadvantaged Youth issued a report in 2003 that recommended the federal government institute similar performance measures for all applicable youth programs to ensure better collaboration of partners and better coordination of services to youth.
Consequently, the U.S. Department of Labor, in collaboration with other federal agencies, developed and issued performance measures (i.e., common measures) for programs with similar goals. Another federal statute, the Workforce Investment Act of 1998, currently requires state workforce investment agencies to report additional performance measures by which they are held accountable until Congress reauthorizes the statute.
The U.S. Department of Labor has requested the Michigan Department of Labor & Economic Growth, Michigan’s administrative agency with oversight responsibility for the state’s workforce investment system and implementation of the common measures, to develop a state plan to address the state’s deficient common measures performance levels since their launch. The ability to meet common measures performance levels is important for two reasons. First, these will likely be the measures by which Michigan receives extra incentive funds when Congress reauthorizes the Workforce Investment Act, assuming incentives continue to be offered. Secondly, better outcomes for youth are expected with additional resources—incentive funds—and better coordination of services.
The transition time prior to the reauthorization of the Workforce Investment Act provides an opportunity for Michigan to develop and implement a plan to achieve successful levels of performance under common measures. The incentive funds available for meeting and/or exceeding required performance levels are essential to Michigan’s economy due to the impending labor shortage. Michigan, and the nation as a whole, faces a severe workforce shortage as a result of the forthcoming retirement of the “baby boomer” population and the lack of a youth population to fill the gap. Thus, the success of every youth in the workplace is imperative. The current global economy, however, demands skilled workers. Michigan’s present workforce consists of a large number of unskilled or low-skilled manufacturing workers who, after becoming unemployed due to the automation of manufacturing processes, are filling the positions historically held by youth because they are unqualified for higher paying positions requiring advanced training. Consequently, this lack of opportunity for youth to develop workplace skills will negatively affect their ability to succeed in the workforce. As is with most government programs, the number of youth in need of employment and job training services exceed the funding available. Therefore, achieving successful common measures performance levels prior to reauthorization and thereby securing the incentive funds is crucial to creating opportunities for youth to succeed in the workplace and ultimately fill the impending gap in the workforce.
Secondly, the US Department of Labor and other federal partners developed common measures to integrate programs across agencies in order to better coordinate services causing better outcomes for participants. Integration is especially important for youth because research shows that youth have higher success rates in completing education and obtaining employment when more of their needs are met; and, they are engaged for longer periods of time. Common measures assist in integration because partnering agencies serving the same youth share a common language by being required to report the same performance measures. Additionally, common measures, by virtue of the measures, require the state’s workforce investment system to retain youth longer in order to meet acceptable performance levels. The transition time prior to reauthorization will allow Michigan the opportunity to increase common measures performance levels in order to secure potential incentive funds thereby providing more services.
Research Problem
The management question for the Michigan Department of Labor & Economic Growth, hereinafter “the Department,” is how to increase common measures performance levels. This general research question will be examined as a series of sub-questions:
· Are the current measures comprehensive and sufficient for measuring and monitoring performance?
· What is the current level of performance?
· Which factors are contributing to low performance levels?
· What baseline performance targets can be achieved and over what timeframe?
· What actions can be taken to improve performance levels?
In order to answer these sub-problems this research will follow a systematic approach by examining related literature and following a controlled data collection methodology. Exploratory information regarding which factors are contributing to the low performance levels and other specific information necessary to answer the questions will be collected and examined. Procedures for doing so are explained in further detail in subsequent chapters of this research project.
Research Objective
The research results, including recommendations for improvement will be written and presented to a variety of stakeholders include Department managers and officials and local youth case management staff. The objective is to communicate information about the mandated performance measures, current performance levels, underlying causes of performance problems and actions that can be taken to address them.
Actions can then be implemented to improve Department performance and outcomes related to youth training and employment. This will better serve America’s youth and its taxpayers.
Scope
This research will only focus on performance information associated with the Department, including all federal mandates. It will not include performance information used for other purposes within the Department.
Collected data will only focus on performance for the last three years because older performance data is not useful for diagnosing current performance problems. Information about youth training and employment at both the state and local levels within Michigan will be included.
References
National Collaborative on Workforce and Disability for Youth. (2006, June). Performance Measures Adjustment & Incentives: Key Strategies for Providing Improved Services to Harder-To-Serve Populations in the Age of Accountability [Electronic Version]. (Number #E-9-4-1-0070). Washington, DC.
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2_Program Eval Workforce Retention (Law Firm).doc
Law Firm Attrition
PAGE
Central Michigan University
Master of Science in Administration (MSA) Program
Course Title: MSA 600 Administration Research and Report Methods
Submitted to: [Professor’s Name]
Submitted by: [Student’s Name]
[Street Address]
[City, State and Zip Code]
Work Phone: [703-555-1234]
Home/Cell Phone: [804-555-1111]
Email: [email protected]
Course Location: MSA600 Online
Submission Date: [Month, Day, Year]
Research Project Title:
Program Evaluation of New Associate Retention in a Large Law Firm
CERTIFICATE OF AUTHORSHIP:
I certify that I am the author of this paper and that any assistance I receive in its preparation is fully acknowledged and disclosed in this paper. I have also cited any sources from which I used data, ideas, or works, either quoted directly or paraphrased. I also certify that this paper was prepared by me specifically for this course.
Student’s Signature:
Instructor’s Comments:
Program Evaluation of New Associate Retention in a
Large Law Firm
MSA 600 Administrative Research and Report Methods
Submitted by:
[Student Name]
Project Instructor:
[Professor Name]
[Submission Date]
Table of Contents
Page Number
List of Tables ii
List of Figures ii
Chapter 1 Problem Definition 1
Chapter 2 Literature Review 7
Chapter 3 Research Methodology 15
Chapter 4 Data Analysis [Future]
Chapter 5 Summary, Conclusions, and Recommendations [Future]
Terminology and Definitions Page 18
References Pages 19-22
Appendix A Permission to Conduct Study
Appendix B Transmittal Letter/Survey Instructions
Appendix C Survey/Interview Questions
Chapter 1
Problem Definition
Administrative Problem
Background
Denali Associates, PLLC (“Denali”) is one of the largest and most prestigious law firms in the United States. The firm was recently ranked number four in the U.S. by American Lawyer, 2007. Denali has been in existence since 1926 and currently has ten offices. With nearly 400 attorneys and professionals, heir offices in Ann Arbor, MI, Bloomfield, MI., Chicago, IL., Detroit, MI. (headquarters), Grand Rapids, MI., Joliet, IL., Lansing, MI., Lisle, IL., Los Angeles, CA. and Washington, D.C. specializing in a variety of areas of law including, but not limited to: business, government policy, employment, financial services, litigation, real estate, environmental law, and taxation and estates.
Denali offers its associates the opportunity to attend a summer associate program during their process of obtaining a law degree. During the summer program, associates are given a hands-on opportunity to work in the firm and gain an understanding of its overall business practices and policies.
Current partners and associates of the firm spend quality time and finances on showing summer associates the incentives of working with the firm if they should receive and accept and offer for a position. The ideal career and opportunity of employment with a top prestigious law firm is presented to potential associates.
Research Problem
Although Denali has been ranked the number one law firm in the U.S. for consecutive years in the past, Denali has experienced an enormously high turnover rate with their first, second and third year associates. The problem is that associates are dissatisfied and firms are losing top talent associates to clients as well as other corporate organizations with in house law departments.
This study will address the following issues:
1. Why are associates dissatisfied and leaving the firm within their first three years?
2. Does the summer associate program positively influence associates to stay during their first three years?
3. What existing factors encourage associates to stay with Denali?
4. What factors encourage associates to leave and what changes could be made to mitigate those factors?
By surveying first year associates to gain key reasons why they accepted offers with Denali and conducting personal interviews with second and third year associates to identify why associates are leaving, this research will examine Denali’s business practices and policies. It will also examine the role of continuing education programs.
Research Objective
Attrition and turnover are costly. Denali expends considerable time and resources to train and develop new associates only to lost the anticipated long-term benefits of providing excellent training and development. The “revolving door” does not establish the type of stability that could cause Denali to grow and expand its client base.
The results of this research will be presented to Denali’s senior leadership including the managing partner. The results will focus on options for associates to access and research their personal contribution to the firm after accepting an offer and over the process of working as first, second and third year associates. The results may provide effective ways for associates to be incorporated into the organizational and financial life of the firm and create opportunity for associates to look forward to their future with the firm.
Scope
This research will only focus on issues within Denali Associates and therefore may not be generally applicable to all law firms. As noted earlier, first year associates will be the focus of survey efforts.
The study will include a breakdown of data across the various offices and data collected from each office in order to identify both crosscutting and office-by-office issues. Specific recommendations will be made both globally and on an office-by-office basis for making improvements that encourage associates to remain with the firm past the first three years of employment.
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3_Program Eval Workforce Relocation.doc
Impact of Relocation on the Workforce
PAGE
Central Michigan University
Master of Science in Administration (MSA) Program
Course Title: MSA 600 Administration Research and Report Methods
Submitted to: [Professor’s Name]
Submitted by: [Student’s Name]
[Street Address]
[City, State and Zip Code]
Work Phone: [703-555-1234]
Home/Cell Phone: [804-555-1111]
Email: [email protected]
Course Location: MSA600 Online
Submission Date: [Month, Day, Year]
Research Project Title:
An Assessment of the Impact of Relocation on the Workforce
CERTIFICATE OF AUTHORSHIP:
I certify that I am the author of this paper and that any assistance I receive in its preparation is fully acknowledged and disclosed in this paper. I have also cited any sources from which I used data, ideas, or works, either quoted directly or paraphrased. I also certify that this paper was prepared by me specifically for this course.
Student’s Signature:
Instructor’s Comments:
An Assessment of the Impact of Relocation on the Workforce
MSA 600 Administrative Research and Report Methods
Submitted by:
[Student Name]
Project Instructor:
[Professor Name]
[Submission Date]
Table of Contents
Page Number
List of Tables ii
List of Figures ii
Chapter 1 Problem Definition 1
Chapter 2 Literature Review 7
Chapter 3 Research Methodology 15
Chapter 4 Data Analysis [Future]
Chapter 5 Summary, Conclusions, and Recommendations [Future]
Terminology and Definitions Page 18
References Pages 19-22
Appendix A Permission to Conduct Study
Appendix B Transmittal Letter/Survey Instructions
Appendix C Survey/Interview Questions
Chapter 1
Problem Definition
Administrative Problem
Background
The U.S. Army Materiel Command (AMC) is one of three Army commands (ACOM). Today AMC is the Army’s premier provider of materiel readiness, technology, acquisition support, materiel development, logistics power projection, and sustainment to the total Army force and across the spectrum of joint military operations (AMC News, 2007).
Among the many resource management functions that AMC performs is the responsibility for the Army’s Working Capital Fund (AWCF). The AWCF is a multi-billion dollar business in two distinct but interrelated activities: the Army’s Industrial Operations which consists of Army depots and ordnance activities and the Army’s Supply Management activity which consist of five integrated materiel management centers that are responsible for managing and supplying weapon system spare parts. AMC is the sole owner of this function for the Army. As a result the financial expertise for oversight and management of these businesses resides primarily at the AMC headquarters, and among a small group of individuals on the staff of the Deputy Chief of Staff for Resource Management, G8 known collectively as the AWCF division.
A great deal of effort has been undertaken to recruit and train new members for the AWCF division over the last decade. This division is a multi-generational cohort ranging from Boomers to Nexters. A combination of formal intern and fellows programs as well as AWCF specific training programs designed with contractor support have helped to develop a qualified cadre of personnel expert in AWCF functions. However, much of this talent may be lost as a result of decisions implemented by the Base Realignment and Closure Commission (BRAC) of 2005 which includes the decision to relocate the AMC Headquarters from Ft. Belvoir, Virginia to Huntsville Alabama by the year 2011. This relocation will result in a significant loss of personnel who do not desire to relocate.
Like many government agencies, AMC is experiencing a graying of the workforce and many current employees are retirement eligible. Within the AWCF division, the preponderance of the managers are from the Boomer generation. These individuals will qualify for the early retirement options afforded under BRAC law. The three senior managers of the AWCF will be among the casualties.
With the exodus of many senior members on the horizon, the expectation is that the younger AWCF division members will stay to meet the challenge. This expectation may be misplaced if the younger members are not willing to take that charge and/or the knowledge transfer from the more senior members is not accomplished successfully before the senior members retire.
Learning style differences are evident within the division and will impact the transfer of institutional knowledge. The first series of team meetings intended to facilitate knowledge transfer were completely ineffective. It is paramount that these differences are resolved while the subject matter experts (SMEs) are still available to provide the institutional knowledge; most SMEs will retire in the Jan-Feb 2009 timeframe.
Demographics pose another challenge. Studies report that the eighty million boomers that are moving into retirement will be replaced with a much smaller population of GenXers (Lancaster & Stillman, 2006). That means that the worker pool available for filling future vacancies will be significantly smaller. The relocation of AMC to Huntsville will essentially put this generational transition into action earlier and faster for the AMC workforce. AMCs ability to retain some level of its current qualified cadre as well as its ability to compete for the smaller pool of workers (Gen X) will drive to a large extent how well it is able to maintain the operational effectiveness of the Army’s Working Capital Fund.
Research Problem
The challenge is multi-faceted. To minimize operational impacts, AMC must successfully transfer institutional knowledge, retain some portion of the current cadre of qualified candidates and compete favorably in the recruitment of new members from a limited workforce pool.
The research will examine the work environment, learning and motivational preferences of the different generations that compose the AWCF division. The research will attempt to provide insight on how to leverage these preferences to accomplish the transfer of institutional knowledge, increase the AWCF division’s ability to retain its current cadre of qualified members and compete successfully in future recruitment actions.
Research Objective
The findings of this research will be presented to the senior managers of the AWCF and the Executive Director for Business. If the findings result in recommendations that are of general application to the other divisions of the AMC G-8, those senior managers will be included as well.
From strictly a materiel perspective, the AWCF merits the attention of the Army’s most capable financial managers. With over $34B in inventory and $18B in revenue, the AMC cannot risk mismanagement from a financial perspective. But more importantly, solider support and safety must never me compromised due to insufficient or inadequate management of the AWCF.
This study is important and worthy of the expense that will be incurred because it will provide insight and possible solutions to a problem that must be resolved in the very near term: the relocation of the AWCF division to Huntsville Alabama. Unless a significant portion of the younger members within the division agree to relocate to the new Headquarters, AMC’s ability to maintain resource management control over this business area will be at risk.
Scope
The research will focus only on the AWCF division environment and workforce. It will not attempt to assess the relocation impacts across the Army Materiel Command as a whole.
PAGE
4_Policy Analysis Army Future Combat System.doc
Program Evaluation: Future Combat System Program
PAGE
Central Michigan University
Master of Science in Administration (MSA) Program
Course Title: MSA 600 Administration Research and Report Methods
Submitted to: [Professor’s Name]
Submitted by: [Student’s Name]
[Street Address]
[City, State and Zip Code]
Work Phone: [703-555-1234]
Home/Cell Phone: [804-555-1111]
Email: [email protected]
Course Location: MSA600 Online
Submission Date: [Month, Day, Year]
Research Project Title:
A POLICY ANALYSIS OF THE U.S. ARMY’S FUTURE COMBAT SYSTEM (FCS) PROGRAM
CERTIFICATE OF AUTHORSHIP:
I certify that I am the author of this paper and that any assistance I receive in its preparation is fully acknowledged and disclosed in this paper. I have also cited any sources from which I used data, ideas, or works, either quoted directly or paraphrased. I also certify that this paper was prepared by me specifically for this course.
Student’s Signature:
Instructor’s Comments:
A POLICY ANALYSIS OF THE U.S. ARMY’S FUTURE COMBAT SYSTEM (FCS) PROGRAM
MSA 600 Administrative Research and Report Methods
Submitted by:
[Student Name]
Project Instructor:
[Professor Name]
[Submission Date]
Table of Contents
Page Number
List of Tables ii
List of Figures ii
Chapter 1 Problem Definition 1
Chapter 2 Literature Review 7
Chapter 3 Research Methodology 15
Chapter 4 Data Analysis [Future]
Chapter 5 Summary, Conclusions, and Recommendations [Future]
Terminology and Definitions Page 18
References Pages 19-22
Appendix A Permission to Conduct Study
Appendix B Transmittal Letter/Survey Instructions
Appendix C Survey/Interview Questions
Chapter 1
Problem Definition
Administrative Problem
"We are witnessing a revolution in the technology of war. Power is increasingly defined not by size, but by mobility and swiftness. Influence is measured in information; safety is gained in stealth; and forces are projected on the long arc of precision-guided weapons.”
Governor George Bush at the Citadel, September 1999
Background
In October 1999, the U.S. Army launched its Future Combat System program (Feickert, 2005, p CRS-1). Commonly referred to as “FCS”, it was the brainchild of General Eric Shinseki, then Chief of Staff of the Army. Since that time, the FCS program has become the Army’s premiere, multi-year, multi-billion dollar modernization and acquisition program, designed to transform the Army’s ground combat units by radically upgrading their war fighting capabilities. General Shinseki intended for the program to make units lighter (in weight), so they would require less time to deploy (transport) to a military theater preceding the start of a conflict. The faster the U.S. could build up combat forces in a military theater, the quicker it could begin fighting; thereby decreasing the time an adversary had available to react to the U.S. buildup of forces. In the case of the February 1991, Gulf War, it took the U.S. Army almost six full months of transporting units to the Saudi Arabia desert before it had built up enough combat power to begin the war and ultimately liberate Kuwait. General Shinseki understood that in future wars the U.S. could not afford to spend six months building combat power in a far away land before its Army was ready to start hostilities. He knew that if the U.S. Army were to remain relevant long in the 21st Century, then it would need to decrease the weight of its combat units in order to increase the speed at which they could deploy.
The main factor limiting rapid deployment of current Army units is the weight of its vehicles, primarily its M1 tanks and M2 infantry fighting vehicles. General Shinseki believed that by replacing the Army’s fleet of heavy weight combat vehicles with lighter ones, the Army could deploy (transport) its combat units to a military theater (i.e., the Iraq Theater) much more quickly than it had in the past. The latest version of the M1 tank weighs over 68 tons, and with armor add-ons, an M2 weighs in at 36 tons (U.S. Army, Weapons Systems 07-08, 2007).
Figure 1.1 M1 Tank and M2 Infantry Fighting Vehicle (IFV)
Source: (M1 photo obtained from http://www.army-technology.com, Nov 2007. M2 photo obtained from http://www.globalsecurity.org, Nov 2007)
Due to their weight of heavy combat vehicles like the M1 and M2, the U.S. military can only move a very small number of these combat vehicles into a military theater by air. This situation necessitates the acquisition of lighter vehicles. To that end, the FCS program is proposing to design and acquire a fleet of much lighter armored vehicle using new – some as yet unproven – concepts. These new vehicles will begin replacing the M1 tank and M2 infantry fighting vehicles in 2015.
In 2005 the Army announced a major business restructuring of the FCS program (U.S. Army Public Affairs, 2005). Between 1999 and 2003 a series of problematic programming issues, unanticipated projected cost increases, and technology feasibility anxieties began to emerge, which led to members of Congress raising concerns with the program. In turn, this pressured Army leadership to take action and make corrections to the program. In August 2003, the new Army Chief of Staff, then General Peter Schoomaker, reacted by modifying the Army’s long-range development strategy and directed that individual FCS technologies start being inserted into the current Army force (current Army units) “as soon as they became available instead of waiting a decade or more before they could be integrated into other FCS platforms and technologies under development” (Feickert, 2005, p CRS-3). However, criticism of the FCS program continued, caused in part by the lead systems integrator approach the Army was taking in allowing Boeing and Science Applications International Corporation (SAIC) to subcontract major design and build phases of the program’s hardware and software projects. Lead systems integrator approaches were relatively new to the government at that time, and not well understood for the value they offer in managing a large, complex program.
In response to continued criticisms, the Army reviewed the program in early 2005 and announced a major restructuring effort in April of that year. Improvements were made in regard to how contractual, programmatic and managerial processes were handled within the program (U.S. Army Public Affairs, 2005). The Army also took the opportunity to formally link FCS to its Army Modular Force Initiative through its Future Combat Force Strategy (U.S. Army Public Affairs, 2005). Part of the restructuring included the addition of scheduled in-depth reviews of the program at least three times a year by the Army Secretary and Army Chief of Staff. Additional changes added new oversight requirements to be carried out by the Army’s Audit Agency, Army Science Board, and an outside panel of advisors who are chartered to conduct “periodic independent cost, schedule and technical viability assessments” (U.S. Army Public Affairs, 2005).
Throughout the FCS program’s history however, one primary issue has emerged as both central to its success and emblematic of its potential for failure. This is the issue of the FCS lightweight common armored vehicle scheduled to replace the Army’s current armored vehicles, vehicles such as the M1 tank and M2 infantry fighting vehicle. While the overall goal of FCS as originally outlined in 1999 by General Shinseki is a lighter, and therefore more deployable Army, many doubt a lightweight armored vehicle can survive on the modern battlefield. For example, there are multiple reasons why the current M1 tank weighs 68 tons. To begin with, a massive chassis is required in order to carry its huge turret and 120mm main gun. Another reason is that thick armor is required to protect it from enemy rocket propelled grenades (RPGs), anti-tank guided missiles (ATGMs), and roadside bombs seen in Iraq and Afghanistan (called improvised explosive devices, or IEDs).
The Army intends for the FCS program to produce a common, lighter weight, armored vehicle to replace today’s heavy armored vehicles. This new FCS armored vehicle will come in eight different variants, from tank to battlefield ambulance, and is scheduled to begin low rate initial production as early as 2010. By 2015 the Army plans for at least one active duty unit, called a Brigade Combat Team, to be fully equipped with FCS vehicles (Program Manager, FCS Brigade Combat Team, 2007, p 4).
Questions however, remain on whether or not a significantly lighter armored vehicle can survive on the extremely lethal modern battlefield. For example, current threats encountered by armored vehicles in Iraq involve large buried IEDs (dug into roads which explode as a vehicle rolls over them), anti-tank mines, RPGs, and explosively formed penetrators (EFPs). Explosively formed penetrators are essentially an anti-tank mine that is stood up alongside a road and aimed to explode as a vehicle passes by. These devices attempt to penetrate the side of an armored vehicle, where it is traditionally less protected and more vulnerable.
The planned FCS armored vehicle will compensate for its smaller weight and less armor (than today’s vehicles) by employing a combination of explosive reactive armor and an active vehicle protection system. Explosive reactive armor is comprised of small, metal, explosives-filled boxes attached to the side of the vehicle, which are designed to explode outward when struck by an enemy round. In contrast, an active protection system consists of a small 3600 radar atop a vehicle that can spot large incoming projectiles such as rocket propelled grenades (RPGs). When it senses an inbound RPG it shoots into the air (in the RPG’s flight path) a hand grenade size explosive that either knocks the RPG off course and away from the vehicle or destroys it altogether. While explosive reactive armor has been used successfully on the battlefield by various armies for about two decades, there is currently not a single active protection system used by any army. Several countries have plans to implement active protection systems on their armored vehicles in the future, but none do so today. At this time, active protection systems are still untested in battle.
Figure 1.2 The eight planned Army FCS vehicle variants
Source: (U.S. Army FCS Program Manager, Brigade Combat Team, 2007, Overview White Paper)
The problem the FCS program finds itself in today is primarily a question of whether or not its planned lighter weight armored vehicle will be an effective replacement for today’s heavier, better protected vehicles. The Army predicts that these new lighter FCS armored vehicles will translate into increased strategic mobility. Strategic mobility directly relates to the time it takes to move military forces to an overseas military theater. An FCS armored vehicle is projected to weight no more than 27 tons. This lighter weight will mean more of them can be moved by U.S. Air Force (USAF) cargo aircraft, thereby achieving greater strategic mobility for Army units. For example, whereas a USAF C-5 cargo aircraft can currently carry no more than one 68 ton M1 tank, the same aircraft will be able to carry three FCS vehicles. Of course, armored vehicles are rarely transported from the United States to a military theater via aircraft. Currently, they are more often than not, transported by ship. It is unknown, then, if the reduction in weight will result in the anticipated attendant increase in strategic mobility for Army units equipped with FCS vehicles.
Figure 1.3 The two primary FCS vehicle variants Source: (U.S. Army FCS Program Manager, Brigade Combat Team, 2007, Overview White Paper)
A second major consideration for FCS is whether or not a common vehicle can satisfy all eight different vehicle variant requirements. Will the FCS program be able to create at least a common chassis (normally called a “hull” when referring to a tank)? A common armored vehicle chassis, consisting of the lower portion of the vehicle (tracks, drive train, suspension, driver and crew compartments), is the current goal for the FCS vehicle. At first glance it would seem logical that a common chassis could work for all eight variants, but there may be limitations or special requirements, which might prevent a common chassis from being utilized. Of course, having a common chassis, one sharing 60-70% commonality in parts among all variants, would be a significant step towards reducing the amount of spare parts unit maintenance crews must carry in the field. Another advantage of a common vehicle chassis is that support units equipped with this vehicle would be able to keep pace with combat units.
In fact, the concept of creating a commonality among systems has already taken hold in the U.S. Marine Corps. The Marine Corps started a major upgrade to their AH-1Z Super Cobra and UH-1Y Huey helicopter aircraft in 2004. The program has a goal of 84% parts commonality between the Cobra and Huey airframes. Because of this commonality, the Marine Corps is expecting to save at least $3 billion in operating and support costs over the next 30 years (the lifespan of these two aircraft types) (Chisholm, 2002).
However, one question that immediately comes to mind in regard to FCS is if the benefits of a common vehicle chassis really are as good as they seem, then why hasn’t another Army already produced such a vehicle? Perhaps until now, armored vehicle technologies (engines, drive trains, and suspensions) were not far enough advanced to allow for the creation of a common chassis. Or perhaps there are legitimate reasons – already learned by other armies – why the concept is not feasible. For example, main battle tanks are built especially heavy to withstand the powerful recoil shock created by their large main guns (120mm for the M1). Smaller vehicles like the M2 infantry fighting vehicle would not be able to withstand the powerful recoil forces of a 120mm gun mounted in its turret. With the FCS program, the Army is betting heavily that vehicle commonality is both practicable and technologically feasible.
The third major consideration for FCS deals with its eight vehicle variant types. The FCS program’s plan of having only eight armored vehicle variants is a decrease in the total number of vehicle types used in today’s force. For instance, in addition to the eight variants proposed, current units also have armored engineer vehicles, armored air defense vehicles, and armored rocket firing vehicles. In fact, the Army’s engineer branch alone operates three different types (variants) of armored vehicles: the Grizzly obstacle removal vehicle, the Wolverine bridge laying vehicle, and the M9 combat earthmover. How will FCS equipped units breech battlefield obstacles if they do not have dedicated engineer vehicles capable of reducing (removing) complex battlefield obstacles?
A fourth area of interest for FCS concerns the potential need for additional built-in vehicle features. Given the rapid pace of technological development, what types of additional features or capabilities could benefit these vehicles? For example, without a designated air defense variant, FCS equipped units will be unable to defend themselves from air attack. The current Army force uses a modified M2 infantry fighting vehicle called the Linebacker in a dedicated air defense role. The Linebacker fires Stinger air defense missiles to destroy low flying aircraft such as enemy helicopters and ground attack planes. If the eight FCS vehicle variants do not include a dedicated air defense variant, then what special features, or modifications, would be required to them in order to ensure a unit can defend itself from air attack?
Finally, if the common armored vehicle is to be successful, it must be able to operate in any operational environment. Army acquisition history is replete with examples of failed major weapons system programs, due to their inability to support the force, given the environment at the time. One example this is the Crusader 155 mm self-propelled artillery system program, terminated by Defense Secretary Donald Rumsfeld May 8, 2002. At the time, Rumsfeld said Crusader was, “…a system that was originally designed in a different strategic context” (Smith, 2002). In other words, Crusader was not designed to operate in the asymmetric threat environment of the early 21st Century.
Therefore, the projected threat environment for 2015 must be taken into account. Military programs are often analyzed in terms of their effectiveness at countering a particular threat, or adversary. However, when the Army’s first FCS equipped unit becomes operational in 2015, it is likely that one, single, coherent adversary will not exist. Instead, we can anticipate several potential adversaries among state and non-state actors. In fact, the U.S. has not faced an easily definable, coherent adversary since the fall of the Soviet Union in 1991. So what will the threat environment look like in 2015? Much has been written on the subject and many theories have been put forward, and through this debate five consistent themes have emerged.
First, there exists a high likelihood of an enemy utilizing weapons of mass destruction (WMD) against U.S. forces on a future battlefield. If, at some point, the U.S. decides to disarm WMD-capable countries such as North Korea or Iran, then any U.S. ground invasion to do so will likely be met by the enemy’s use of chemicals, biological agents, or even nuclear materials. Friendly units may find themselves fighting on what the military calls a “dirty battlefield”. This situation will require Army forces to have the best individual and vehicular protection equipment, preventing dangerous WMD exposure.
Another emerging theme is that the speed of our adversaries to conduct combat operations on the future battlefield will be even greater than in the last war. In his October 23, 2007, address to over 800 military officers attending the Fort Leavenworth, Kansas, Command and General Staff College, Chairman of the Joint Chiefs of Staff, Admiral Michael Mullen, reiterated this point when he
stated:
“Well, I’ll tell you what I believe in terms of the future of war fighting.
I think we’re going to have to be faster, more flexible, more
adaptable, more lethal, more precise, [have] less [of a permanent]
footprint, [and be] more mobile…”(U.S. Army Combined Arms Center
and Fort Leavenworth, 2007).
Admiral Mullen’s comment highlights that senior military leaders – and there is none higher than him – understand that the near real time speed of television and cell phone communications available to enemy military and civilian leaders and terrorists require that U.S. Army forces on the future battlefield be able to conduct military operations at an even quicker pace than today if they are to stay ahead of an adversary’s decision making cycle.
The third emerging theme on what the threat environment will look like in 2015 indicates the al-Qaeda terrorist network will still be a threat to the U.S. at that time. Deeply entrenched in northwest Pakistan, al-Qaeda’s senior leaders remain consistently able to recruit new terrorist members from throughout both the Middle East and western world, train them in military skills at Pakistan terrorist training camps, and then make plans for their use in terrorist operations capable of reaching around the globe. Of course, a major contributing factor aiding the al-Qaeda network’s recruitment campaign in the Middle East is continued U.S. involvement in Iraq and Afghanistan, as the American presence there provides justification for continued jihadist recruitment. Undoubtedly, the flame of Islamic extremism will burn itself out over time, but it will likely be at least one generation – and maybe even two generations – before the world sees an end to this cultural disease.
The fourth emerging theme for the 2015 threat environment predicts that Army units will be required to operate at great distances from their higher headquarters. Already in both Iraq and Afghanistan Army units are responsible for areas as large as hundreds of square miles. Likely future conflicts in remote areas such as North Korea, Iran, and northwest Pakistan will require FCS equipped units to operate at even greater distances than today, requiring them to evacuate their wounded soldiers, communicate, and conduct resupply operations over long distances into remote areas. The need to evacuate wounded personnel (casualties) over great distances in order to reach a medical treatment facility will be a result of this increased range and mobility of FCS enabled units. Units will also need the ability to communicate over vast distances, requiring use of either encrypted tactical satellite radios or satellite phones. Safely moving resupply convoys along road networks running through enemy infested areas will be another challenge in this environment, demanding that FCS enabled units have the overwhelming firepower and tactical mobility to transit these distances safely.
The final emerging theme defining the 2015 threat environment is the notion of disruptive technology. It is expected by some military industry analysts that between now and 2015, adversarial countries will continue to develop disruptive military technologies designed to “offset traditional U.S. military advantages” (Spacewar.com, 2006). A form of asymmetric warfare, potential adversaries create disruptive technologies in an attempt to “use relatively inexpensive, but highly disruptive technologies to impede…better equipped and better trained US forces” (Zhong, 2007). Examples of disruptive technologies include: 1) ground based GPS signal jammers which attempt to prevent Army forces from finding their exact location, 2) computer network attacks designed to disable a network through overloading it with useless data, 3) electromagnetic pulse attacks against military communications and other equipment by the explosion of a high-powered microwave weapon, and 4) use of anti-satellite weapons capable of destroying communications, navigation, or intelligence gathering satellites.
With $3.7 billion requested by the Army for the FCS program in the 2008 defense budget, and an overall lifetime cost of potentially $200-300 billion, there is real pressure on the FCS program to design and produce an effective FCS common armored vehicle (Garamone, 2007). Additionally, over the past decade several large Army programs have been terminated, due to either poor program management, large unexpected cost increases, or over reliance on critical technologies, which were unable to mature quickly enough. This has led to stringent oversight and monitoring of FCS by congressional officials as they attempt to keep a close eye on the program and ensure it produces the promised common armored vehicle its program charter promises. Failure to do so means the Army will have to keep and maintain its fleet of heavy M1 and M2 armored vehicles, a fleet with reduced ability to deploy overseas.
Research Problem
Begun in 1999, the Army’s Future Combat System (FCS) program was the brainchild of then Army Chief of Staff General Eric Shinseki. The Army will spend almost $4 billion on the program in fiscal year 2008. One of its central goals is the development of a lightweight common armored vehicle to replace the heavier, less deployable M1 tank and M2 infantry fighting vehicle. Program managers plan to create eight different variants of the vehicle. Given this, the primary research problem of this study is, will the FCS program be effective when implemented in 2015? In order to answer this central problem, three secondary questions (sub-problems) will also be addressed. First, will a lightweight (approximately 27 ton) common armored vehicle be survivable on the modern battlefield? Second, will a common vehicle benefit the Army? And third, what additional vehicle variants are needed?
Research Objective
The primary intended audience for this study is the U.S. Army’s Future Combat System (FCS) Program Management Office at Fort Bliss, Texas. The results of this study will further the development of the FCS program’s common armored vehicle, as well as bringing to light significant problem areas with the planned eight vehicle variants – and at a much earlier time than these areas would have naturally arisen in the normal progression of the program’s development. Additionally, study recommendations effecting Army doctrine will be forwarded the U.S. Army’s Training and Doctrine Command (TRADOC) at Fort Monroe, Virginia.
The potential importance of this study cannot be underestimated. Benefits derived from this project will be significant. Changes implemented as a result of this study will impact all Army FCS equipped units; approximately one half of the total active Army force will be impacted. Conclusions reached in this paper will lead to changes in force design, new technology developments, and doctrinal changes in how Army units train and fight in the 21st Century. Identified capability gaps between those which FCS vehicles are required to possess, and their actual capability will come to light as a result of this research project. These conclusions will be of tremendous value to the FCS Program Management Office. Study results will stimulate debate among military and civilian FCS program managers, discussions that could lead to changes in overall FCS program objectives and/or vehicle design. Additionally, with respect to time, the study of this subject now (2008) will be of strategic significance, and have strategic advantages, to the FCS program. While the first FCS equipped units become operational in early 2015, senior decision makers will be making final “capability decisions” in the 2008-2010 timeframe. Capability gaps identified now, help focus FCS program development on the most critically important priorities, saving time and resources in the long-term. If not addressed now (2008), problems concerning the survivability, feasibility, and capability of the FCS common armored vehicle may threaten the very survival of the Army’s FCS program, as well as the success of FCS equipped Army combat units on the future battlefield.
Scope
This study evaluates certain selected aspects of the U.S. Army’s Future Combat System (FCS) program. The FCS program is an extremely large and complex, multi-year, multi-billion dollar program consisting of many sub-organizations and processes. However, the focus of this study is specifically on the technological issues concerning the program’s planned common armored vehicle. Still in the design phase, the vehicle is projected to be a lightweight (near 27 ton) armored vehicle to replace the Army’s current M1 tank and M2 infantry fighting vehicle – and the M2’s many variants. Only three specific aspects of the FCS vehicle are studied in this research paper: survivability, feasibility, and variant types.
Other aspects of the FCS program are not studied in this particular effort. Specifically, issues concerning whether or not the M1 and M2 should be totally removed from the Army’s inventory or kept for potential use on a future battlefield once FCS vehicles are fielded are not be studied. In addition, this study limits its comparisons between current M1/M2 vehicles and planned FCS replacements to those comparisons absolutely necessary. Finally, this research makes no attempt to analyze the current structure of today’s Army combat units, nor make recommendations on any aspects.
- Mounted Combat System - Replaces the M1 tank
- Infantry Carrier Vehicle - Replaces the M2 IFV
PAGE
5_Feasibility Study Self-Service Laundromat.doc
Feasibility Study: Self-Service Laundromat
PAGE
Central Michigan University
Master of Science in Administration (MSA) Program
Course Title: MSA 600 Administration Research and Report Methods
Submitted to: [Professor’s Name]
Submitted by: [Student’s Name]
[Street Address]
[City, State and Zip Code]
Work Phone: [703-555-1234]
Home/Cell Phone: [804-555-1111]
Email: [email protected]
Course Location: MSA600 Online
Submission Date: [Month, Day, Year]
Research Project Title:
FEASIBILITY STUDY FOR COIN-OPERATED SELF-SERVICE LAUNDROMAT IN PUNTA GORDA, FLORIDA
CERTIFICATE OF AUTHORSHIP:
I certify that I am the author of this paper and that any assistance I receive in its preparation is fully acknowledged and disclosed in this paper. I have also cited any sources from which I used data, ideas, or works, either quoted directly or paraphrased. I also certify that this paper was prepared by me specifically for this course.
Student’s Signature:
Instructor’s Comments:
FEASIBILITY STUDY FOR COIN-OPERATED SELF-SERVICE LAUNDROMAT IN PUNTA GORDA, FLORIDA
MSA 600 Administrative Research and Report Methods
Submitted by:
[Student Name]
Project Instructor:
[Professor Name]
[Submission Date]
Table of Contents
Page Number
List of Tables ii
List of Figures ii
Chapter 1 Problem Definition 1
Chapter 2 Literature Review 7
Chapter 3 Research Methodology 15
Chapter 4 Data Analysis [Future]
Chapter 5 Summary, Conclusions, and Recommendations [Future]
Terminology and Definitions Page 18
References Pages 19-22
Appendix A Permission to Conduct Study
Appendix B Transmittal Letter/Survey Instructions
Appendix C Survey/Interview Questions
Chapter 1
Problem Definition
Administrative Problem
Background
The number of available jobs from traditional employers has decreased dramatically, especially in Southwest Florida. In order to ensure employment and income stability, entrepreneurship provides an alternative, albeit a risky one. The key is to identify a legitimate need, a supportive market, and a strategy for satisfying that need that will ensure the success of a business opportunity.
The City of Punta Gorda, in Southwest Florida, has a population of approximately 25,000 residents. Sixty percent are full-time residents and the others are part-time residents, living part of the year in northerly locations and the other part in Punta Gorda. Many are retired and are high-net-worth individuals. They live in homes equipped with laundry facilities and would not be likely customers of a coin-operated self-service Laundromat.
However, a substantial part of the population consists of lower-income individuals and families. They work in a variety of service-related occupations including lawn care, swimming pool service and maintenance, construction, and retail. This segment of the population live in smaller, older homes, house trailers, and even, in some cases, old motels that have been turned into small residences. Their laundry needs often must be met outside of their homes.
Punta Gorda has one self-service Laundromat located on the east side of the City, near some of the candidate customer population, but away from a significant portion of lower-income residences. The two other businesses were destroyed by Hurricane Charley in August 2004. Consequently, there is a potential opportunity to locate a self-service Laundromat in an area that is not currently served and to make sufficient income to make it feasible to own and operate.
Research Problem
This research will examine the feasibility of establishing and operating a coin-operated self-service Laundromat in Punta Gorda, Florida. It will carefully examine the sequence of events and capital and operating expenses necessary to conduct the business. Certain considerations, such as location, lease versus buy for the building and equipment, license fees, taxation policies, and other related business factors will be analyzed.
The key research question is: Is it feasible to open and operate a coin-operated self-service Laundromat in Punta Gorda, Florida. This general problem will be examined through a series of specific sub-problems:
1. What is the most suitable location for the new business?
2. Should a facility be leased or purchased?
3. Should the washers, dryers, and other equipment be leased or purchased?
4. What other capital and operating expenses will be incurred?
5. Is there sufficient market demographics and associated demand to support operation and profitability?
6. Taking into account all capital and operating expenses over a five-year period, what level of profitability can be expected and what is the breakeven point for this business?
Research Objective
The objective of this study is to make a decision regarding proceeding with the business opportunity. Results will be used by the researcher to examine this particular investment opportunity and better understand the Punta Gorda market. It will also serve as the basis for a business plan that can be used in conjunction with financing opportunities to seek and obtain a business loan for the enterprise.
Scope
The information and data compiled for this study is limited to the Punta Gorda, Florida market and is not transferrable, without careful examination, to other markets. Existing benchmark data will be obtained, where possible, such as real estate pricing, population demographics, and other available data. Some financial information, such as potential demand, will be determined using pro forma approaches. However, all such estimates will be based on sound reasoning and judgment and will be carefully explained in later sections of this study.
PAGE
6_Feasibility Study Family Medical Practice.doc
Feasibility Study: Family Medical Clinic
PAGE
Central Michigan University
Master of Science in Administration (MSA) Program
Course Title: MSA 600 Administration Research and Report Methods
Submitted to: [Professor’s Name]
Submitted by: [Student’s Name]
[Street Address]
[City, State and Zip Code]
Work Phone: [703-555-1234]
Home/Cell Phone: [804-555-1111]
Email: [email protected]
Course Location: MSA600 Online
Submission Date: [Month, Day, Year]
Research Project Title:
Feasibility Study for Establishing a Family Practice Medical Clinic in Christiansburg, Virginia
CERTIFICATE OF AUTHORSHIP:
I certify that I am the author of this paper and that any assistance I receive in its preparation is fully acknowledged and disclosed in this paper. I have also cited any sources from which I used data, ideas, or works, either quoted directly or paraphrased. I also certify that this paper was prepared by me specifically for this course.
Student’s Signature:
Instructor’s Comments:
Feasibility Study for Establishing a Family Practice Medical Clinic in Christiansburg, Virginia
MSA 600 Administrative Research and Report Methods
Submitted by:
[Student Name]
Project Instructor:
[Professor Name]
[Submission Date]
Table of Contents
Page Number
List of Tables ii
List of Figures ii
Chapter 1 Problem Definition 1
Chapter 2 Literature Review 7
Chapter 3 Research Methodology 15
Chapter 4 Data Analysis [Future]
Chapter 5 Summary, Conclusions, and Recommendations [Future]
Terminology and Definitions Page 18
References Pages 19-22
Appendix A Permission to Conduct Study
Appendix B Transmittal Letter/Survey Instructions
Appendix C Survey/Interview Questions
Chapter 1
Problem Definition
Administrative Problem
There is a growing public health workforce shortage at the local, state and federal levels. The number of public health workers declined to 158 workers per 100,000 Americans in 2000, as compared to 220 workers per 100,000 Americans in 1980. Within the next few years, state and federal public health agencies could lose up to half of their workforce to retirement, the private sector and other opportunities. (Perlino, 2006)
Background
Numerous periodicals, journals, and general publications warn of an impending rural health care crisis. The combination of rapidly expanding metropolitan areas, the growing number of elderly, turnover and retirement of rural health care providers, the stagnation of medical education institutions in rural regions, coupled with the financial and lifestyle attractions of the urban way of life could cause one to believe that a serious problem is emerging. On the surface, this combination of challenges seem to indicate a growing need for more doctors and family practice medical clinics in the less serviced rural regions throughout the United States.
Although his focus is on the policy implications as they pertain to physician demographics, Thomas Ricketts, author of the article Workforce Issues in Rural Areas, agrees in general with Courtney Perlino, author of the article The Public Health Workforce Shortage, that there is an uneven distribution of medical practitioners and that the “rural-urban gap in the relative national supply of physicians has increased”. (Ricketts, 2005) Specifically, Ricketts (2005) notes that the percentage of physicians practicing as generalists has decreased from 59% in 1949 to 32% as recorded in 2000, meaning there are less physicians in the workforce to handle patient issues and illnesses in general as more physicians move into specialized medicine.
Perlino and Ricketts both cite the physician-to-population ratio from the WWAMI (Washington, Wyoming, Alaska, Montana, Idaho) Rural Health Research Center 2003 report on the State of the Health Workforce in Rural America: Profiles and Comparisons which highlights that in urban counties, the physician-to-population ration is 136% higher than that of rural counties. However, Ricketts (2005) notes that the exception to this trend is among family physicians, who, he later argues, are “the key health professionals in most small communities.” Here the takeaway is that apparent key to reversing the trend towards specialization is to somehow produce more physicians working in generalized medicine, while simultaneously keeping this pool of family physicians attracted to rural areas where the need for medical care appears to be the greatest.
Family Medicine
According to the American Academy of Family Physicians, “the specialty of family medicine was created in 1969 to fulfill the generalist function in medicine, which suffered with the growth of sub-specialization after World War II.” (American Academy of Family Physicians (AAFP), 2008) The focus of family medicine is a personal patient-physician relationship with the goal of “integrated care”. Family medicine integrates care for patients of both genders across the full spectrum of ages within the context of community, and advocates for the patient in an increasingly complex health care system. Accordingly, AAFP asserts that “today, family physicians provide the majority of care for America’s underserved rural and urban populations.” (AAFP: Explore, 2008)
Family physicians work in a multitude of locations including offices, hospitals, home and hospice care, academic centers, research facilities, and local public health clinics and community agencies. Family physicians provide an extensive array of “acute, chronic, and preventive medical care services” which include, but are not limited to: diagnosing and treating illness; preventive care, including routine check ups; health-risk assessments; immunization and screening tests; and personalized counseling on maintaining a healthy lifestyle. (AAFP, 2008)
Family physicians also manage chronic illness, often involving numerous sub-specialists, centering on areas like heart disease, strokes and hypertension, diabetes, cancer, HIV, and asthma. Some of the generalist functions performed by family physicians include delivering babies and performing surgery. A critical takeaway is that family physicians often take care of all members of a specific family, including infants and senior citizens, and many also have a particular interest in end-of-life care.
In summary, family medicine provides improved access to medical care, caring for both patients and their families. Doctors trained in family medicine, care for the whole person throughout their whole life, both physically and emotionally. (AAFP: Explore, 2008) Family physicians provide a valuable service for those people and communities who are either less inclined to seek medical care or who find that medical care is not easily accessible.
Christiansburg, Virginia
The Town of Christiansburg sits at the junction of Interstate 81 and Virginia State route 460, approximately 25 miles south of Roanoke in southwestern Virginia and astride the tri-city metropolitan area of Blacksburg, Radford, and Christiansburg. Christiansburg is located in Montgomery County, though Montgomery County is not designated either a Health Professional Shortage Area (HPSA) or a Medically Underserved Area (MUA). In spite of this, Montgomery County is bordered by or in relatively close proximity to both HPSAs and MUAs within the state of Virginia, as well as in the states of West Virginia and North Carolina.
The Shortage Designation Branch in the Health Resources and Services Administration (HRSA) Bureau of Health Professions National Center for Health Workforce Analysis states “about 20 percent of the U.S. population resides in primary medical care Health Professional Shortage Areas.”(HRSA, 2008) HRSA defines a Health Professional(s) Shortage Area (HPSA) as “any of the following which the [Health and Human Services (HHS)] Secretary [Mr. Mike Leavitt] determines has a shortage of health professional(s): (1) An urban or rural area (which need not conform to the geographic boundaries of a political subdivision and which is a rational area for the delivery of health services); (2) a population group; or (3) a public or nonprofit private medical facility.
Furthermore, Medically Underserved Areas (MUAs) have shortages of primary medical care, dental or mental health providers and may be geographic (a county or service area), demographic (low income, Medicaid-eligible populations), cultural and/or linguistic access barriers to primary medical care services. (HRSA, 2008)
Recently, the Edward Via Virginia College of Osteopathic Medicine (VCOM) opened in Blacksburg, Virginia, a town immediately adjacent to Christiansburg Virginia. In fact, the first class of Osteopathic doctors graduated in 2007. Of interest, the mission of VCOM is “to prepare osteopathic primary care physicians to serve the rural and medically underserved areas of the Commonwealth of Virginia, North Carolina, and the Appalachian region and to provide scientific research that will improve the health of all humans.” (Virginia College of Osteopathic Medicine (VCOM), 2003) Three of the top four goals of VCOM are of particular interest and harken back to the earlier comments of Perlino, Ricketts, and others who highlight the growing need for family practice doctors in the rural regions of the United States. These three goals are to...:
· recruit students from rural and underserved areas of Virginia, North Carolina, and the Appalachian region or those with a strong desire to practice primary care in the rural Appalachian region;
· form affiliations with community hospitals and physicians in rural and underserved areas of Virginia, North Carolina, and the Appalachian region for the purposes of education and improved health care;
· graduate quality osteopathic primary care physicians who will return to rural and underserved areas of Virginia, North Carolina, and the Appalachian region. (VCOM, 2003)
Clearly, VCOM is answering the call for more family physicians and to counter the “decline of general medicine and provide personal, front-line medical care to people of all socioeconomic strata and in all regions of the United States.” (AAFP, 2008) Additionally, based on the excerpt of its stated goals, VCOM realizes the need for not only bringing more doctors into southwestern Virginia and the surrounding states and municipalities, but also medical clinics which can provide the extended reach that hospitals and other similar establishments may not be able to and establish the connection with local and regional communities to expand health care where it’s most needed.
Research Problem
Is it economically feasible to establish a family practice medical clinic in Christiansburg, Virginia? Can a family practice medical clinic established in Christiansburg, Virginia, achieve a net income of $175,000 per year beginning with the fifth year of operations?
Some of the sub-problems associated with, but not limited to the research problem are: Is this a solo enterprise? Will partners be required or desired? Will incorporating be required for financing? What are the associated start-up costs and what options exist for financing? What types of financing are available? What types of insurance are required and what will they cost? Where will the business be located and what will it cost to purchase or lease property for the business?
Research Objective
The principal objective of this research is to determine the economic feasibility of establishing a family practice medical clinic in Christiansburg, Virginia. The information gathered during this research is intended for numerous purposes to include determining the appropriate ownership structure, gaining adequate and appropriate financing, determining the insurance requirements and finding an appropriate location for the business.
Banks, insurance companies, real estate companies, and marketing companies will all be interested in the scope and potential of this medical clinic and will require a tangible assessment of the clinic’s prospects to determine the viability of this future business. The financial viability of this business determines the likelihood of a bank or other types of lending institution’s willingness to finance the essential capital for start-up and associated commencement maintenance costs.
Scope and Limitations
The intended scope of this research is to develop a firm baseline of the costs associated with starting up and running a small business, specifically a family practice medical clinic. The figures developed are intended to establish the baseline for projections of financial viability five years from the date of the business start-up.
While relatively limited in number, organizational structure, capital/financing, insurance, and location are specific areas of interest in this research, but provide a seemingly important cross-cut of the salient issues related to small business start-up. Review of these areas is designed to facilitate a better understanding of the economic complexities associated with business start-up and provide quantitative points of reference for analysis later in the research project.
Although germane to business start-up, the limitations of this project include numerous areas. Of specific note are the topics of marketing and advertising, employee hiring, licensing, and office set-up. Each of these topics has relationships to costs associated with business start-up but will not be directly addressed in the scope of this research project. However, costs associated with these areas will be perfunctorily researched to provide an accurate basis for analysis and projection related to this small business start-up.
PAGE