Research for Demographics

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Research to Quantify the Effect of Permanent Change of Station Moves on Wives' Wages and Labor Supply
February 1, 1983
This paper presents a research design to measure the hidden costs imposed on the Navy by policies that require Navy families to relocate about every two years. Supersedes 05-821784.10
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VETERAN STATUS AS A SCREENING DEVICE: COMMENT
January 1, 1983
This paper examines the effects of veteran status on civilian earnings and personnel hiring rates.
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ADVANCES IN THE MEASUREMENT OF PERSONNEL PRODUCTIVITY
October 1, 1982
Determination of trade-offs between personnel with different characteristics is vital to attaining a high ratio of personnel productivity to costs. Personnel trade-offs are evaluated using unit performance, individual performance, and survey data as measures of productivity. For each approach, previous work is briefly reviewed, then models for improving productivity measurement are presented. Broad-based proposals are made for advancing personnel productivity measurement in the Navy.
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ISSUES IN NAVY MANPOWER RESEARCH AND POLICY: AN ECONOMIST'S PERSPECTIVE
January 1, 1982
This paper summarizes what is and is not known about Navy Manpower problems and points out areas where future work would be most profitable.
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ALTERNATIVE ENLISTMENT STANDARDS
June 1, 1981
This paper examines alternative enlistment standards to increase the supply of recruits while maintaining current retention standards. The use of additional ASVAB tests, changes in waiver policy, equivalency diploma quality measures, and separate SCREENS for A school and apprenticeship trainees are studied as possible policies to increase recruit supply.
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MODELS FOR ESTIMATING PREMATURE LOSSES AND RECRUITING DISTRICT PERFORMANCE
February 1, 1981
This paper presents the results of a study with two goals: (1) to develop a model of losses during the first year of service that could be used to evaluate recruiting policy changes and improve the screening of applicants for enlistment; and, (2) to develop a model for evaluating the productivity of Navy Recruiting Districts that could be used in setting quotas, allocating canvassers, and assessing recruiting performance.
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FINAL REPORT OF THE PERSONNEL MANAGEMENT IN THE ALL VOLUNTEER FORCE STUDY
November 1, 1980
The Personnel Management in the All-Volunteer Force Study assesses the use of applicant screening, recruit assignment, and reenlistment bonuses to improve the retention of enlisted personnel.
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A New Look at Success Chances of Recruits Entering the Navy (SCREEN)
June 1, 1980
SCREEN is a table of chances of completing the first year of service used in qualifying applicants for enlistment. The chances are a function of educational level, mental group, age, and dependency status. Because SCREEN was based on regular Navy recruits in 1973, it was updated on recruits and extended to reservists and women who enlisted in 1977. The 1977 regular and reservist SCREENs are compared with one another and with the 1973 version. A women's SCREEN is evaluated in light of current recruiting policy. A streamlined vesion of the 1973 SCREEN is presented, along with a cost-benefit analysis of the qualifying score.
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Maintenance Costs of Complex Equipment
March 1, 1979
This paper examines ship maintenance downtime and costs in relation to equipment complexity and characteristics of maintenance personnel.
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SUCCESS CHANCES OF RECRUITS ENTERING THE NAVY (SCREEN)
December 1, 1978
Success Chances of REcruits Entering the Navy (SCREEN) are validated and extended from the first through the second year of service. Selection rates and predicted one- and two-year loss rates at different SCREEN cutting scores are calculated for recruitment planning. Inconsistencies in AFQT mental group measurement and irregularities in AFQT test administration since 1973 are pointed out. A conversion of AFQT scores derived from the current Armed Services Vocational Aptitude Battery (ASVAB) to the mental groups used in SCREEN is provided, along with revised SCREEN chances for ASVAB mental groups.
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