Research for Manpower Supply

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Final Report of the Manpower Availability Study
January 1, 1982
Highlights the findings of the various tasks of the MAST study, which included studying enlistment standards, Class A school screening procedures, rating assignments, and the relationship of attitudes toward pay, Navy jobs, and military life to first-term and career reenlistment decisions.
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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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THE ENLISTED REQUIREMENTS PLANNER (ENREP)
January 1, 1980
ENREP projects enlisted manpower requirements by rating and paygrade for any given set of ship and aircraft force levels for the 15 years covered by the POM and EPA. It adds the dimension of quality of personnel to projections of requirements and can be used to assess the effects of alternative force mixes and manning policies on requirements. ENREP draws figures for ship and aircraft forces and their corresponding manning factors from the Navy Resource Model (NARM), and a normalized distribution of ratings and paygrades from Enlisted Billet File. The user can override these inputs and moreover change the assumptions of the projection.
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MANPOWER PLANNING HANDBOOK, NAVCOMMSTA TRANSMITTER SITE, VOL I
December 1, 1978
Results of the transmitter site manpower planning, electronics maintenance division manpower planning, receiver site manpower planning and the Fleet Center manpower planning are presented. The work systematically relates manpower requirements at each naval communications station to the communications services it provides.
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RECRUITERS, QUOTAS AND THE NUMBER OF ENLISTMENTS
June 1, 1977
The effects on the number of Navy enlistments of recruiters, their distribution, and their quotas are investigated. Published census data on the population and on the demographic and economic characteristics of Navy Recruiting Districts, and regression analysis, are used to control for differences in enlistment potential across districts. Results for CY 1973 and FY 1975 are compared. Improvements to the quota-setting process are considered.
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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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Navy Physician Staffing levels
August 1, 1974
For the past 30 years the Navy has been able to procure physicians at greatly depressed salaries because of conscription, and this has been reflected in staffing levels. Efficient adjustment to the new all-volunteer environment will entail the provisions of medical care with fewer physicians (and more of various other inputs). However, there exists no widely accepted method of determining physician staffing in either the military or civilian sectors. The method we have chosen is to compare Navy physician staffing with that of the Kaiser Plan. One important difference between the two systems which makes the comparison especially relevant is that the Kaiser Plan has had to pay market prices for all its resources, as will the Navy in the future, and staffing patterns reflect this. There are also other important differences between the two systems. Our analysis consists of making adjustments for these differences.
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