Research for MANPOWER

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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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Improving Internal Navy Allocation Decisions: The Case of Military Manpower
May 1, 1996
In a period of shrinking resource, the Navy is searching for ways to reduce the costs of operating and supporting its forces. Those savings can be used to help recapitalize the Navy as the turn of the century approaches. Past efforts at reducing support costs have often focused on outsourcing or privatizing work that can be done commercially. Evidence from past research indicates that savings are available form outsourcing work and from public-private competitions. The evidence indicates that the pressure of competition, among private sector firms and between government activities and the private sector, is the source of those savings. In the Program Objectives Memorandum (POM) process, resource sponsors pay a price for each billet they authorize. The Navy has begun to include more explicit personnel costs in the POM process. This paper considers the potential for how that cost information may improve manpower resource decisions and examines broader decision-making frameworks as well.
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Some New Estimates of the Navy's Indirect Manning Costs
December 1, 1995
How does a change in the manning of ships and squadrons at sea affect the Navy's shore-based manning? This question, while hardly new, has arisen recently in several different contexts. One involves cost-effectivness analyses of arsenal ships - which require relatively small crews - as alternatives to traditional surface combatants. The purpose of this paper is to provide a set of empirical estimates of the response of ashore manning to changes in manning of ships and squadrons - hereafter called afloat manning - based on the most recent time-series information available. Over the past six or seven years, the drawdowns in budgets, force structure, and manning have been substantial. Inclusion of that experience in the database from which cost-estimating relationships are developed is essential to the validity of the relationships for use in assessing the cost consequences of decisions presently or soon to be at hand. The analytical construct adopted here is a model that posits delayed adjustment of shore manning to changes in afloat manning.
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Some Design Requirements for a Steady-State Force Model
August 1, 1989
This research memorandum describes the approach being used to develop an executable and cost-effective steady-state force. The issues that need to be incorporated into the derivation of a steady-state force model are addressed. The memorandum highlights, by way of examples, numerous ways in which personnel policies and billet structure may be inconsistent, thus making it impossible to execute all policies simultaneously and obtain the required force structure.
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The Navy Manpower-Requirements System
August 1, 1987
A key factor in the Navy's ability to meet its peacetime and wartime contingencies is the supply of trained manpower available to perform assigned missions. This research memorandum describes the process used by the Navy to set, implement, and execute manpower requirements. In addition, it presents conclusions and makes recommendations for improving those processes.
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Manning Issues in the Surface-Expansion TAR Program
August 1, 1987
The growth of the surface Reserve forces has created a need for more Training and Administration of the Reserve (TAR) personnel. This research memorandum investigates whether enlisted personnel inventories of the TAR surface-expansion program can meet required goals. Historical trends in accessions and retention are analyzed and the composition of requirements is discussed. An inventory projection model is developed and used to predict whether future requirements can be met in a base case, or if they can be met if various policies are adopted.
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Manpower and Workload Factors that Dominate Navy Individual Training Costs
February 1, 1987
This research memorandum is the final report on a study of the factors that affect the costs of training Navy personnel. It identifies the relationship between students undergoing specialized skill training and the dominant operating costs of conducting that training.
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Military Retirement and Social Security: A Comparative Analysis
October 1, 1986
The Old Age and Survivor's Insurance (OASI) programs of Social Security and the military retirement system are two of the largest and fastest growing income replacement programs in the United States. The size of these programs, in terms of both coverage and cost, make them of continuing interest to policymakers. Although both OASI and the military retirement system provide substantial amounts of income for retirees, they are fundamentally different. In addition to providing retirement annuities, OASI attempts to improve the social welfare by redistributing income toward the old and the retired poor (i.e., those with low earnings histories). The military retirement system helps manage military manpower. This system provides incentives for some personnel to remain in military service, and incentives for others to retire. Through this system the military is able to maintain an experienced force with sufficient youth and vigor to cope with the rigors and stresses of military life.
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Specialized Skill Training and Personnel Retention as Factors Impacting Training Costs: Summary Report
August 1, 1986
This is a summary report of a CNO-directed study of factors that affect the costs of training Navy personnel. It focuses on the relationship between retention and specialized skill training for enlisted personnel on the expectation that increased retention could be expected to reduce training requirements and costs. Other detailed findings of the study are contained in several earlier CNA documents; this memorandum summarizes those findings, highlighting the more important patterns and trends.
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NAVY MANPOWER CONSIDERATIONS, 1970-1980 - SUMMARY VOLUME
August 1, 1974
In accordance with a Vice Chief of Naval Operations directive, studies were carried out to meet the needs of the Deputy Chief of Naval Operations (Manpower and Naval Reserve) in describing study programs needed to support manpower management functions, clarify the effects of factors related to the retention of officers and enlisted men, estimate the cost and effectiveness of proposed programs for alleviating critical shortages, predict retention rates, and develop screening criteria for selection and training of men who are likely to choose a Navy career. The findings are summarized in this paper in terms of their applicability to manpower management functions of planning, recruiting and selection, classification and training, utilization, and retention. See also 80 001301, 80 001302, 80 001303, 80 001304, 80 001305, 80 001306, 80 001307, 80 001308, and 80 001309.
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