This briefing is designed to assist Marines considering the choice between a High-3 retirement and a REDUX retirement with a $30,000 Career Status Bonus. For virtually every Marine, choosing REDUX/bonus results in a significant loss in retirement income over the course of a Marine’s lifetime.
Military personnel who entered service after July 31, 1986, and who are eligible and intend to serve for 20 years must choose between two retirement plans at their 15th year of service. Once the final selection is made, the choice is irrevocable. How should Marines, Sailors, Airmen, and Soldiers decide which option to take? The Department of Defense (DOD) has a website that provides information and examples to help servicemembers. We have used a different approach that many have found useful in evaluating these retirement choices. Here, we update that work for those making the retirement choice in 2013.
Military personnel who entered service after July 31, 1986, and who are eligible and intend to serve for 20 years must choose between two retirement plans at their 15th year of service. Once the final selection is made, the choice is irrevocable. The two options are the High-3 retirement plan and the REDUX retirement plan plus a $30,000 bonus paid at the 15th year of service.
In this memo, we look at an obvious but seldom discussed implication of climate change for installation managers: rising temperatures and their implications for installation energy use.
The unemployment rate, an oft-cited labor market statistic, is reported by the Bureau of Labor Statistics (BLS) for veterans and nonveterans.1 Popular press, including the Wall Street Journal and the New York Times, often compares the veteran unemployment rate with the overall national unemployment rate as a way to characterize the civilian economic prospects of veterans.
This report assesses the costs and benefits that would result if the Navy were it to substitute lump-sum Selective Reenlistment Bonuses (LSSRBs) for its current program of anniversary payment SRBs (APSRBs). Our analysis suggests that adopting LSSRBs would likely result in significant savings over the long term, even accounting for the possibility of increased losses. We also find that the policy change could have substantial non-monetary costs and benefits: adopting LSSRBs would result in the SRB program being easier to manage when the economy is contracting, but more difficult to manage when the economy is expanding.
Achieving the desired overall force composition in the Navy requires accessing the right mix of recruits—enlisted and officer, active and reserve. To do this, the Navy must have details about the available recruitable population, including where specific types of people are located. The Commander of Navy Recruiting Command (CNRC) asked CNA to help improve the methods and models which currently geographically allocate recruiting goals. NRC uses econometric models to guide to allocate goals for recruiting enlisted personnel, and employs a less rigorous method for officers.
The Marine Corps Fitness Report (FitRep) system provides the official evaluation and record of an officer’s performance. Given the FitRep’s importance in determining fair and equal opportunity for career progression and continuation, it is crucial that the system be reviewed periodically. The Marine Corps implemented the current FitRep system in 1999 to address concerns about grade inflation, and the system has not received a thorough examination since then.
.A review of the power demands of U.S. military installations asking the questions:
• Could nuclear power plants contribute to DoD missions?
• What are the significant issues related to safety, certification, licensing, construction, and operations?
• Could a nuclear power plant on a military installation be constructed and operated in a cost effective manner?
The free flow of oil is critical to world commerce and global economic prosperity. Oil trade requires the use of maritime trade routes, which can span from hundreds to thousands of miles. Hence, oil tankers often travel through straits and canals to reduce transport costs. These passageways—referred to as chokepoints—are narrow channels along the most widely used global sea routes. This study evaluates how potential disruptions at critical chokepoints could affect the U.S. economy and economies around the world.
Military personnel who entered service after 31 July 1986 and who are eligible and intend to serve for 20 years must choose between two retirement plans at their 15th year of service. Once the final selection is made, the choice is irrevocable.
How will climate change affect military humanitarian and disaster response operations? Answering this question requires answering a number of other, related, questions. How will climate change affect the frequency, type, and nature of disasters and humanitarian emergencies? How will pressures from climate change affect social and economic factors that determine the security situation at the scene of the response? What types of disasters do US military forces respond to today, and how do they compare with those types of disaster most affected by climate change? Why does the US commit military forces to a disaster response operation? And what unique capabilities do they bring when they arrive?
In anticipation of Congressional action to require all federal facilities to have advanced electric meters “to the maximum extent possible,” the Navy needs to determine the most cost-effective way to comply with this requirement.
This annotated briefing analyzes the last 30 years, trying to answer the following questions: Have recruit characteristics changed over time? Have the relationships between recruit characteristics and subsequent attrition remained stable or have the patterns changed? What characteristics are most important for predicting success in the Corps? While most of the focus is on accession characteristics and bootcamp attrition, we also look at first-term attrition and long-term retention.
The relationship between education credentials and first-term attrition rates in the military is well established. Enlistees who lack a traditional high school diploma have first-term attrition rates that are 40 to 50 percent higher than those of high school diploma graduates. This research explores the relationships between AIM scores, other personal characteristics, and military performance.
At their 15th year of service, military personnel who are eligible and intend to serve for 20 years must choose either: (1) High-3 retirement plan or (2) A reduced retirement (REDUX) and a $30,000 bonus paid at the 15th year of service. This paper is designed to help servicemembers make that decision.
We investigated the personnel inventory that would be necessary to meet the Navy’s manpower requirements for the 313-ship Navy. We find that at any time over the 30-year shipbuilding plan, the Service’s immediate manpower requirements could be satisfied with an endstrength of only 322,000. However, we estimated that the Service’s minimum viable long-term personnel inventory will be between 332,000 and 334,000.
This manual describes the use and maintenance of the Personnel Inventory Aging and Promotion (PIAP) model and discusses its development, structure, and outputs. Additionally, the manual provides guidance for interpreting the model’s results.
CNA was asked to review the changing situation in the Arctic and to assess the operational implications for the Navy of the potential increase in maritime activity.