Research for Enlisted Personnel

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Balancing Accession and Retention (Final Report of Navy Comprehensive Compensation Study)
May 1, 1983
Recruiting, training, and reenlistment bonus costs are calculated for recruits with 4-year enlistments in 28 rating groups. A computer simulation model is developed to minimize these costs while meeting manpower requirements.
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CREW CHARACTERISTICS AND SHIP CONDITION, MAINTENANCE PERSONNEL EFFECTIVENESS STUDY (MPES)
December 1, 1978
The productivity of enlisted personnel aboard ships is estimated as a function of their personal characteristics. Ship readiness is measured by the material condition of shipboard equipment. Up to now, little has been known about the relative value of different kinds of personnel. The goal of this study is to improve on the assumptions underlying Navy personnel policies. Casualty reports from 91 cruisers, frigates, and destroyers are used to study how the productivity of enlisted personnel varies systematically with high school graduation, entry test scores, paygrade, experience, Navy training, race and marital status. Six occupations and three subsystems are examined separately. Equipment complexity, ship age, and overhaul frequency are accounted for. Implications are drawn for Navy policies regarding recruitment, retention, manning, rotation, and pay.
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Enlisted Selection Strategies
December 1, 1978
The efficiency and fairness of procedures used to select enlisted men for the Navy and for schools, jobs, and advancement are examined. The literature on selection-testing, training, and performance evaluation is reviewed. Ways of increasing personal performance and opportunity are suggested.
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Quality of Marines, Pre-Enlistment Screening Based on Predicted Performance
March 1, 1978
This analysis examines the mathematical relations between the performance of first-term Marines and their test scores and selected personal characteristics. The objective is to predict performance when only certain test scores and personal characteristics are known (i.e., at time of application for enlistment). A step-wise linear multiple regression process is used to identify the variables which best predict performance. Measures of performance include early attrition, desertion, early promotion, and rank achieved. A procedure for expressing the results in terms of the (new) ASVAB preenlistment test is provided, and a method for application of these results to Marine Corps enlistment screening is presented.
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VACATE: A MODEL FOR PERSONNEL INVENTORY PLANNING UNDER CHANGING MANAGEMENT POLICY
May 1, 1977

A model is described for projecting inventories of enlisted naval personnel expected to result from management policy aimed at controlling the size and experience mix of the inventory. The effects of policy changes are modeled as changes in flow probabilities into and through an inventory partitioned along dimensions of experience level (length of service) and time until end of obligated service. An example is presented which illustrates several innovative features of the model which lead to an improved planning capability. Continuing efforts to improve the model are discussed.

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THE CHARACTERISTICS OF NAVAL PERSONNEL AND PERSONNEL PERFORMANCE
May 1, 1977

The productivity of enlisted personnel aboard ships is measured as a function of their personal characteristics. Ship readiness as measured by the material condition of shipboard equipment, depends on the size and composition of a ship's crew, the complexity of equipment, and other factors. The productivity of enlisted personnel varies systematically with high school graduation, entry test scores, paygrade, experience, Navy training, race, and marital status. The importance of particular factors varies by occupation. More complex equipment is in worse condition and requires higher quality personnel. Ship age and overhaul frequency also affect material condition. Implications are drawn for policies regarding recruitment, retention, manning, rotation, and pay.

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CHANCES OF SURVIVING THE FIRST YEAR OF SERVICE, A NEW TECHNIQUE FOR USE IN MAKING RECRUITING POLICY AND SCREENING APPLICANTS FOR THE NAVY
June 1, 1976
Recruits who joined the Navy during the first year of the all volunteer force were tracked through their first year of service. Background and selection test data were related to premature discharges from this cohort, and a table showing estimated chances of surviving the first year of service was produced. The table can be used for planning recruiting policy and screening applicants for enlistment.
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The use of Reenlistment Bonuses
April 1, 1976
Reenlistment bonuses are a powerful tool for effecting the retention behavior of enlisted personnel. The proper allocation of these bonuses across ratings was found to require information the Navy does not currently possess. A technique was developed for assisting in this allocation process when the ideal information is not available. Recommendations are made for altering or improving the criteria on which bonus allocations are based. The Navy's personnel data system and future research needs are also evaluated.
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An Exploratory Study of Job Satisfaction, Retention, and Performance of Navy Enlisted Men
June 1, 1974
The relationship of two aspects of job satisfaction are examined: satisfaction with the work itself (job content) and satisfaction of the job environment (job context) to retention behavior and measures of on-the-job performance of first-term Naval enlisted men. While both job content and job context factors are found to be important determiners of on-the-job performance, only the job context and compensation measures asserted a strong influence on reenlistment decision. The findings suggested that the Navy should concentrate on improving the aspects of naval life associated with the satisfaction of more basic needs - such as pay, image of the Navy, and ship-board living conditions - to retain enlisted men, particularly those in the 'hard' ratings in the electronics and electromechanical occupational groups.
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THE RELATIVE COSTS OF FORMAL AND ON-THE-JOB TRAINING FOR NAVY ENLISTED OCCUPATIONS
June 1, 1974
The objectives of this paper are to indicate which skills can be learned on the job, the time paths of skill acquisition, and the relative costs of training third-class petty officers via formal training and on-the-job training.
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