"The demand for the Air Force's remotely piloted aircraft (RPAs) has exploded in the past few years. Even though the Air Force has increased its number of RPA units, it has been unable to keep up with this demand. This problem is exacerbated by an inability to fill the ranks of RPA units. The result is that RPA personnel work inordinately long hours, and the RPA mission is more demanding in terms of flying time than the typical traditionally manned aircraft mission. Air Force Special Operations Command leadership recognized the need to address RPA workforce issues and asked RAND Project AIR FORCE to identify issues potentially affecting the RPA force and recommend ways to mitigate them. Researchers conducted focus groups with RPA personnel, finding that while crews view their missions as important, they feel stressed due to heavy workloads, undermanning, shiftwork, lack of training, and undesirable base locations. About one-third of those in the groups showed signs of burnout, a feeling that typically occurs after prolonged periods of stress. Researchers recommend reducing personnel stress by reducing workload and instituting a "combat-to-dwell" policy that allows personnel time to attend to family and administrative needs and mitigates combat exposure."--Publisher's description.

"Prepared for the Air Force Special Operations Command"--Title page.

1. Introduction: Study Goals -- Research on Stress and Dissatisfaction in the Workplace Three Broad Topic Areas to Consider -- Research Approach --Study Scope -- How the Report Is Organized ; 2. Focus Group Method: Participant Information -- Focus Group Procedures : Stage One: Questionnaire and Discussion -- Stage Two: Questionnaire and Discussion -- Method of Analyzing Focus Group Information: Coding and Reliability for Unstructured Questionnaire Responses -- Analysis of Closed-Ended Questionnaire Scale Items -- Gauging Comfort with the Focus Group Format ; 3. Focus Group Findings:Overview of the Themes Raised in the Focus Groups -- Positive Themes Expressed in the Focus Groups -- Findings from the Stress and Burnout Measures --Negative Focus Group Themes: Manning, Tasking, and Scheduling -- Training, Career Advancement/Retention, and Compensation -- Location, Facilities, Support, and Understanding -- Morale, Management, and Health and Well-being ; 4. Exploring a "Dwell" Concept for the RPA Force: Focus Group Findings on the Characteristics of Being Deployed in Garrison: Differences from Traditional Deployments -- Similarities with Traditional Deployments -- Negative Factors Associated with RPA Duty -- The Deploy-to-Dwell Policy as It Now Stands: Department of Defense Deploy-to-Dwell Policy -- Are "In-Garrison" Operationally Employed RPA Forces Considered Deployed?: Are "In-Garrison" Operationally Employed RPA Forces Considered to Be in Dwell? -- The Spirit Versus the Letter of the Policy -- Establishing a Combat-to-Dwell Policy for RPA Personnel: Ways to Implement Combat-to-Dwell -- Establishing an Ideal Combat-to-Dwell Ratio -- LRE Deployments Should Be Explicitly Addressed in the Policy -- Manning Implications for the Air Force -- Concluding Thoughts on an RPA Combat-to-Dwell Policy ; 5. Conclusions and Recommendations: Recommended Way Ahead for Improving the Health of the Force: 1. Reduce the Workload -- 2. Establish a Combat-to-Dwell Policy -- 3. Find Ways to Attract and Retain Personnel -- 4. Continue to Improve the Human Factors Environment -- 5. Employ Metrics to Continuously Evaluate the Health of the RPA Community -- Care Should Be Taken in Deciding How Best to Address Problems -- Concluding Thoughts -- APPENDIXES : A. Factors to Consider When Addressing Workplace Stress and Dissatisfaction -- B. Background on the RPA Community -- C. Likert Scale Questionnaire Items -- D. Additional Questionnaire Item Results.