Research for incentive contracts

Syndicate content
Health Professions' Retention-Accession Incentives Study Report to Congress: (Phase I: Compensation Comparison of Selected Uniformed and Private-Sector Health Care Professionals)
February 1, 2001
The Military Health System (MHS) is charged with maintaining a healthy active duty force, attending to the sick and wounded in time of conflict, and successfully competing for and treating patients within the peacetime benefit mission. The military must attract and retain high-quality health care professionals. These issues are particularly important for military health care professionals because they are costly to access and train, and they have skills that are readily interchangeable to the private sector. The Department of Defense (DOD) is competing against private sector employees who are offering accession bonuses, flexible work schedules, portable retirement plans, continuing educational opportunities, employee-tailored benefits, and competitive salaries. The TRICARE Management Agency (TMA) asked the Center for Naval Analyses (CNA) to conduct a study to examine appropriate compensation, special pays and bonuses for military health care professionals. Our analysis showed that the current military-civilian health professional pay gap varies widely-from 3 to 63 percent, depending on specialty and years in service.
Read More | Download Report
Benefit and Incentive Pay Provision In Large, Private-Sector Firms
January 1, 2001
As the longest economic expansion in history continues, the competition between the private sector and the military for able personnel intensifies. This competition has prompted renewed interest in the benefit and incentive pay programs that large, private-sector firms offer. As part of the Navy's FY 2000 Manpower and Personnel Integrated Warfare Architecture (IWAR), the Director of the Assessment Division (N81) has asked CNA to examine the provision of various benefit and incentive pay programs in the civilian sector. Of particular interest is the provision of such programs among large, private-sector firms that are considered strong competition in the market for skilled labor. This annotated briefing provides some context for the discussion by describing the current recruiting and retention difficulties of both the military and large, private-sector firms, and explains our choice of research methodology for assessing benefit and incentive programs currently offered to workers in large, private-sector firms.
Read More | Download Report
Choice-Based Conjoint Study of Recruitment Incentives
August 1, 2000
In this choice-based conjoint (CBC) study, CNRC tasked CNA to explore three questions: which attributes of an enlistment package do potential recruits consider most important; what are the tradeoffs among various elements of a possible enlistment package; and, what elements of an enlistment package are most likely to help the Navy in its efforts to expand beyond its traditional recruiting base? The relationship between enlistment propensity and recruitment incentives was analyzed. The data show that respondents with different enlistment propensities have different preferences for the various incentives in the survey. The results of this study indicate that CNRC must investigate ways, most specifically by focusing on college-related incentives such as the Navy College Fund (NCF) and college credit for Navy training, to make serving in the Navy competitive with the alternative path of attending college and seeking employment in the private sector after having spent some time in college.
Read More | Download Report