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MARINE CORPS ENLISTED ATTRITION
November 1, 1977
This analysis is an examination of the attrition of Marine Corps recruits during initial recruit training. Shortly after the implementation of the all-volunteer armed force concept, Marine Corps recruit attrition began to increase. The difference in attrition rates at the two Recruit Training Depots increased also, with the rate higher at Parris Island and lower at San Diego. This analysis shows that the increase as well as the depot differences in recruit attrition were associated with changing characteristics of the recruitment population, such as education and aptitude test scores, rather than with Marine Corps policy or local depot circumstances.
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A REVISED SCREEN MODEL FOR RECRUIT SELECTION AND RECRUITMENT PLANNING
October 1, 1977
A table of Success Chances of REcruits Entering the Navy (SCREEN) relates a recruit's background characteristics and Armed Forces Qualification Test (AFQT) score to his chances of completing the first year of service. Operational experience with SCREEN and further work on statistical models suggested possible ways to improve it. The revised SCREEN for recruit selection is described. Recruit input data and projections useful for recruitment planning are provided.
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CAREER PLANNING, LESSONS LEARNED FROM MARINES WITH A BREAK IN SERVICE
October 1, 1977
This analysis is based on questionnaire responses of young Marines who served one enlistment, left the Marine Corps, and then reenlisted. These Marines who experienced a break in service offer a timely and objective view of civilian life which can be useful in counseling Marines eligible for reenlistment for the first time. This report allows the career planner to present his client experience-based data from junior Marines to complement other factual reenlistment information on benefits, options, and Marine Corps policy. The young Marine not inclined to accept reenlistment advice from a career Marine (career planner or commander) may accept the reported experience of his peer who recently tried civilian life and found the Marine Corps more desirable.
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COMPARISONS OF MILITARY AND VETERAN COMPENSATION
March 1, 1977
This paper provides an empirical comparison of veteran earnings and military compensation. The 1969-1974 Regular Military Compensation (RMC) received by a cohort of enlisted men who entered service between 1963 and 1967 was estimated. These RMC figures were compared to the 1969-1974 covered Social Security earnings of a cohort of veterans who left service in FY 1969; nearly all of these veterans had also entered service between 1963 and 1967. Estimates of military-civilian pay ratios were made for various sub-groups categorized by education, mental ability, race, service, and military occupation. A separate but complementary analysis of the civilian sector payoff to military occupational training was also performed. The likelihood of veterans using that training in the civilian sector was examined along with the earnings effect due to use of such training.
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COMPARISONS OF MILITARY COMPENSATION
March 1, 1977
This paper points out the differences in enlisted compensation between the four services and within each. For this analysis, the Regular Military Compensation received in 1969-74 by enlisted men who entered service in 1963-7 was estimated. The details of the differences are set forth in cross-tabulations by race, education, mental ability, experience, and military occupation, as well as Service.
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THE FEASIBILITY OF A GEOGRAPHIC PAY SUPPLEMENT FOR CONUS MILITARY PERSONNEL
November 1, 1976
This report considers the feasibility and desirability of making adjustments to military pay to correct for regional variation in the cost of living in the Continental United States (CONUS). First, the adequacy of existing data bases for implementing a pay adjustment is assessed. Next, the feasibility of using cost-of-living indexes for specific items to correct for regional differences in overall living costs is explored. Then, 1975 housing expenditure data provided by the Naval Facilities Engineering Command is used to construct housing cost indexes for 118 CONUS military installations. Various ways of grouping CONUS installations for the purpose of implementing a variable housing allowance (VHA) are suggested and the costs of several alternative VHA plans are estimated. Finally, an evaluation of the arguments for and against a geographic pay adjustment is provided.
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SETTING MILITARY PAY BY CIVILIAN WAGE AND JOB COMPARISONS
November 1, 1976
The current comparability process for setting federal civilian and military pay is described and evaluated. Special emphasis is given to shortcomings of this process with respect to setting military pay. The possibility of directly linking military pay to private enterprise pay is considered. Existing wage surveys are evaluated for this purpose, and a new survey of private sector pay is outlined. The appropriate techniques for using currently collected data, or data drawn from new surveys, are also discussed. In conclusion, the general problems of setting military pay and the principal of comparability are discussed and evaluated.
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MATCHAR, A COMPUTER PROGRAM FOR ESTIMATING CHARACTER ERROR RATE
April 1, 1976
Estimating character error rate by comparing send and receive character streams is described and evaluated.
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USERS GUIDE TO THE NARF WORKLOAD PLANNING AND BUDGETING MODEL
August 1, 1974
The Navy's Aeronautical Depot Maintenance Program, at an annual cost of over $600 million, includes the rework of aircraft, engines, and components performed at seven Naval Aircraft Rework Facilities, commercial sources, and the rework facilities of the other services. The User's Guide presents a complete description of the Workload Planning and Budgeting Model. This model produces detailed production plans and budgets for the entire Depot Maintenance Program. Using the method of linear programming, the model determines minimum cost workload assignments which satisfy all depot maintenance requirements.
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