Research for Enlisted Personnel

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Costs and Benefits of Aging the Navy's Enlisted Force
October 1, 1997
This annotated briefing analyzes the costs and benefits of aging the Navy's enlisted force to form recommendations about future accession levels and retention strategy. 'Aging the force' means boosting retention to get a higher distribution of experience in the enlisted force, not delaying sailors' retirement. The costs of aging the force are the costs of buying higher retention plus the higher pay and benefits that more senior sailors receive. The benefits of aging the force are recruiting and training savings from fewer accessions plus the higher fleet readiness that comes with more experienced sailors. The analysis, including all aged-force scenarios, is a steady-state analysis; accession levels were developed to support the expected force for 2005 and beyond. By choosing and adopting its accession goals as soon as possible, the Navy can avooid creating either a future undersupply or a future oversupply of sailors with a given length of service (LOS).
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Final Report: Pregnancy Analyses for the Navy Nondeployability Study
September 1, 1996
In this Navy study of nondeployable personnel, we undertook several analyses of pregnancy for enlisted sailors. These analyses are not definitive because the navy still lacks individual-level data on the pregnancy status of sailors. The Bureau of Naval Personnel is working hard to obtain reliable and complete information on the pregnancy status of enlisted sailors. We both hope and anticipate that such data will be available soon. During the course of the study, we developed a method for extrapolating pregnancy rates based on the available information. We are sufficiently confident of our estimated data to expect that, when actual data become available, our estimates will show the trends and be close to actual rates. We a re not sufficiently confident of our method, however, to say that our estimates will replicate the actual data.
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Pregnancy Rates for Enlisted Navy Women: How Do They Compare With U.S. Rates?
August 1, 1996
There is considerable interest in how pregnancy rates for Navy sailors compare with overall pregnancy rates in the United States. The short answer is that Navy rates are considerably below the U.S. rates. Somewhat less directly, we also conclude that the marital status patterns for pregnant sailors probably do not differ from those in the United States overall.
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Rethinking Navy Manpower and Personnel
June 1, 1996
This study, originally suggested by the Chief of Naval Operations and sponsored by the Chief of Naval Personnel, took a look at several issues that fit broadly under two topics: are there better ways of doing business, and; can we improve our sailors' Quality of Life (QOL)? CNA's task was to do some 'out-of-the-box' thinking and come up with a variety of issues for further study, such as organizational changes, more cost-efficient approaches, and ways to improve sailors' QOL. Our mission was to probe topics that weren' t being adequately addressed because organizational responsibility was not clear-cut. This research memorandum provides a review of the issues examined and the conclusions drawn. Cleared for Open Publication by CNO ltr Ser 09N2/6U532301 of 15 Jul 1996; CNO Case No. 96-187.
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A Predictive Model of Navy Second-Term Retention
April 1, 1996
From FY 1992 to FY 1994, the Navy's Zone B retention rate for enlisted personnel fell by 13 percentage points. Zone B refers to sailors in their seventh to tenth year of service. The Center for Navy Analyses studied this drop in retention and found that the FY 1994 rate was about 5 percentage points below the rate projected in the post-drawdown steady state. The study also concluded that Navy drawdown policies could explain 8 percentage points of the 13-point decline in retention seen between FY 1992 and FY 1994. Of those 8 points, 2.4 were attributed to monetary separation incentives. However, the effects of any Navy policy are difficult to pinpoint because of the large number of factors at play that also affect retention. For example, the drawdown coincided with an upturn in the civilian economy, which may have also contributed to the drop in retention from FY 1992 to FY 1994.
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The GIFT Model: Implications for Women's Bunks and Accession Policy
May 1, 1995
This report poses the question of how many women's bunks are needed in the larger context of enlisted personnel management policies. The relevant aspects of personnel policy are the number of female accession, their occupational distribution, and women's continuation behavior. In addition, the decision on the number of women's bunks is connected to possible policy goals in the areas of gender-neutral recruiting, female leadership afloat, equal access to assignments, and the related issue of gender differences in shipboard duty.
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The Bay Area Project: Military Resources
October 1, 1994
In this research memorandum, we give a detailed assessment of military resources, including people, both civilian and military; useful expertise; permanent facilities, such as buildings, pools, and ball fields; and personal property items such as computers, furniture, and vocational training schools. See also CRMs 94-154, 94-155, 94-159, and 94-166.
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Work and Family in the Marine Corps: The Relationship Between Performance and Dependency Status
February 1, 1994
This research memorandum helps answer the question of whether there are performance differences between Marines who are married (or have dependents) and single Marines. The population of first-term Marines is 'more married' that it used to be: the ratio of married to single Marines has changed from 1:5 to 1:4 in the last decade. The analysis of performance focuses on a Marine's career at entry, during the first term, and beyond the first term. Results show that: (a) the recent rise in the dependency rate took place across most age groups and paygrades; (b) there are no substantial racial differences in marriage behavior; and (c) first-term enlisted Marines are more likely to be married than civilians of comparable educational backgrounds and ages. This study provides useful information to policymakers considering a reduction in the first-term marriage and dependency rate.
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The Characteristics and Experiences of USN and USMC Women: A CNA Research Bibliography
November 1, 1993
Since 1980, the Center for Naval Analyses (CNA) has conducted a number of studies related to women's service in the United States Navy and Marine Corps. This information memorandum is a bibliography of that research. First, we briefly summarize the recent results related to women's service; next, we explain the format of the publications section. Finally, we list relevant publications--grouped by topic area--with brief summaries.
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Tradition, Technology and the Changing Roles of Women in the Navy
November 1, 1993
The attitudes of the population at large and the expectations of young men and women about appropriate gender roles have undergone a major transformation over the past three decades. Reflecting this transformation, public opinion about the propriety of women serving in the armed forces has also shifted over time. In this paper, we review traditions that have fostered the exclusion of women from military service and explore how technological change and the nature of modern warfare will affect that tradition of exclusion. We consider some of the advantages and disadvantage of enlarging the proportion of women in the Navy. We also consider the implications of these changes on the traditional division of labor in the society at large.
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