Research for DEP

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The Navy Distributed Engineering Plant (DEP) Bottom Up Review: Building More Efficient Processes in Bridging Communication Gaps
April 1, 2009

The Distributed Engineering Plant (DEP) within Naval Sea Systems Command (NAVSEA) tasked CNA to conduct a Bottom Up Review (BUR) of the DEP program. The stated goal was to establish more transparency and traceability of clients' requirements through the DEP testing process. In order to address this concern, we examined the process steps, roles and responsibilities, and information-sharing tools involved in DEP combat system interoperability testing. Our analysis shows that one key to tracing clients' requirements through the testing process is additional engagement with the client through collaboration -- DEP personnel involved earlier in test planning and clients participating later into the testing cycle. We have developed or modified several tools to assist in promoting this collaboration: • Clearly defined roles and responsibilities for key stakeholders during each process step • A matrix that DEP clients can use to make explicit connections between test objectives and test design • Targeted analysis that carries original client requirements through the analysis and reporting phases of testing.

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Delayed Entry Program (DEP) Management in the 21st Century: How Effective Was the Navy's Cyber DEP Website?
January 1, 2002
Abstract:D5161.A2 In November 2000, CNA, in collaboration with the Commander, Navy Recruiting Command (CNRC), launched an experimental DEP Web site, called Cyber DEP, to test whether the Internet could be useful in helping to maintain the motivation of those in DEP, as well as to better prepare DEPers for boot camp and academic training before going on active duty. The Cyber DEP Web site was intended to reduce DEP attrition by providing two basic functions: enhanced communication and e-Learning, both available 24/7. The results of our analysis indicate that the site had a significant impact on reducing DEP attrition and that, in most cases, the more intensively the site was used, the greater the reduction in attrition. The largest category of recruiting costs is recruiter manpower, so, for simplicity, we calculate the returns to the Web site in terms of manpower costs alone. In these terms, our estimated reduction in DEP losses that could accrue if the Web site was continued equate to over $12 million in recruiter compensation.
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FY 1996 Navy Recruiting Efforts in Community Colleges: A Summary Report
October 1, 1997
In the fall of 1995, CNA began working with personnel in the Bureau of Medicine (BuMed), Bureau of Personnel (BuPers), and Navy Recruiting Command (CNRC) on an experiment to conduct active Navy recruiting on community college campuses. This research memorandum summarizes the first 11 months of this initiative.
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Statistical Methods for Improving the Assessment of Recruiting Market Conditions
June 1, 1988
This research memorandum quantifies historical seasonal patterns in recruiting statistics and shows them to have evolved over time. Decline in seasonal variation dates from 1978 to 1980 for various measures of recruiting flows. Deseasonalized versions of these recruiting statistics are produced for use in econometric time-series models. The results provide a benchmark for gauging the seasonal component of Navy recruiting goals and achievements.
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Evaluation of the Targeted Enlistment Bonus (TEB) for Nuclear Field Recruits
November 1, 1987
The last of three evaluations of the Targeted Enlistment Bonus (TEB) for Nuclear Field recruits is contained in this research memorandum. The TEB differs from previous enlistment bonuses by varying the bonus amounts according to the season a recruit begins active duty. Historically, Nuclear Field accessions have been characterized by a seasonal surge in the summer months, reflecting the presence of many Nuclear Field recruits for beginning service shortly after obtaining a high school diploma. The TEB is designed to assist recruiters in achieving a more level flow of accessions during the year. It was tested during an eighteen month period. For the evaluation, Nuclear Field recruits during this period are compared to those of previous years in terms of the phasing of accessions and enlistment contracts, and indicators of recruit quality. Savings associated with the TEB experiment are calculated, and the implications for potential changes in the TEB are drawn.
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Early Attrition in FY 1985: The Effects of the Delayed Entry Program, Accession Month, and Enlistment Program
September 1, 1986
This research memorandum examines the effects of three factors on attrition from the Navy within two and six months of shipping for recruits who entered in FY 1985. These three factors are participation in the Delayed Entry Program (DEP), month of shipment, and enlistment program. The results indicate that DEP recruits have lower attrition than direct shippers, that attrition among direct shippers is higher in months with high accession rates, and that attrition rates vary by enlistment program.
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Estimating the Cost of Attrition of First-Term Enlistees in the Marine Corps
June 1, 1986
The cost that the Marine Corps incurs when first-term enlisted personnel leave the service is estimated in this paper. The expected cost of attrition is calculated for several personnel categories that are defined according to levels of education and ability.
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Evaluation of the Targeted Enlistment Bonus (TEB) for Nuclear Field Recruits - October 1985 Through February 1986
April 1, 1986
This Research Memorandum contains the first of three evaluations of the Targeted Enlistment Bonus (TEB) for Nuclear Field (NF) recruits. The TEB differs from the standard enlistment bonus by varying the bonus amounts according to the season a recruit begins active duty. FY 1986 NF recruits are compared to those of previous fiscal years in terms of the timing of accessions and enlistment contracts, performance on military entrance examinations, and age.
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Attrition From Navy Enlistment Contracts
January 1, 1986
This research memorandum reports on the construction of an individual-level data set for Navy enlistment contracts for FY83 and FY84. It discusses the problems associated with these data and formalizes a contract attrition model, which is then estimated in a logistic framework.
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The History and Effectiveness of the Enlistment Bonus Program for Procuring Nuclear-Field Personnel
October 1, 1985
Enlistment bonuses are monetary incentives promised to potential recruits to induce them to sign contracts to join the Navy. The bonuses, paid upon successful completion of class A schools, have been awarded in military skill areas characterized by inadequate volunteer levels. This memorandum describes how the Navy has used enlistment bonuses. Additionally, it provides estimates of the efficacy of enlistment bonuses for procuring recruits for the nuclear field.
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