Research for Medical Personnel

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Navy Medical Service Corps Accessions and Retention for FY 1983 Through FY 1988
October 1, 1989
The Medical Service Corps provides professional administrative and clinical services for the Navy Medical Department. In recent years, Navy medicine has experienced a decrease in accession and retention of the Nurse Corps and Medical Corps. This research memorandum examines the accession and retention of Navy Medical Service Corps officers to determine if a similar pattern has developed in this community.
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Navy Nurse Corps Compensation
September 1, 1989
This research memorandum summarizes CNA's recent research on the relative compensation of Navy nurses. Nurse Corps compensation is regular military compensation and does not include special pays. Comparisons with compensation of civilian nurses are made for several levels of experience and for the nurse anesthetist specialty. The effect of changing relative military compensation on retention at the end of initial obligation is estimated with data from FY 1983 through 1987.
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Hospital Corpsman A- and C-School Success: The Effect of Entry Standards
August 1, 1989
This research memorandum compares the entrance standards for A-school and C-school training in the Hospital Corpsman rating, estimates the number of recruits who do not meet the higher C-school standards, and assesses the potential for shortages in C-school training. The factors that influence A- and C-school performance were analyzed to assess the effect of changes in the entrance standards on average training performance. Finally, policy options to increase the pool of eligible personnel for C-school training were evaluated. These options either raised A-school standards so that a higher proportion of graduates were from the upper aptitude categories or changed C-school standards to allow a higher proportion of graduates to attend.
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Navy Nurse Corps Retention, FY 1974-1988
July 1, 1989
This research memorandum documents the continuation and retention behavior of Navy nurses from 1974 through 1988. Aggregate continuation rates are presented along with cross-tabulations by years of service, paygrade, obligation status, entry cohort, accession program, and specialty. Policies to close the gap between nurse corps inventory and requirements are considered.
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Retention of Navy Physicians, FY 1984 to FY 1988
June 1, 1989
One possible contributor to Navy Medicine's current manpower problem is the low retention rates of physicians. This research memorandum examines the retention of Navy physicians between FY 1984 and FY 1988 in the aggregate, by career phase, and by specialty.
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Evaluation of Alternative Medical Special Pay Plans
June 1, 1989
Congress is currently reviewing the adequacy of the armed forces health professionals special pays system. This research memorandum compares the estimated costs and compensation implications of two alternative medical special pay plans to the present FY 1990 plan.
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A Retention Model for Navy Physicians
June 1, 1989
In recent years, the Navy has indicated concern for the retention patterns observed for physicians. Some specialties show relatively low retention compared to others, and the aggregate retention rate for specialists has declined. This research memorandum discusses the derivation of a model to estimate the influence of various factors on unobligated physicians' decisions to stay in or leave the Navy. The main analytical issue is the quantification of the role of the positive and growing civilian-military pay differential on the retention of Navy physicians.
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Pay and the Retention of Navy Physicians
May 1, 1989
In recent years, the income gap between civilian and military physicians has widened. At the same time, income dispersion has increased for civilian physicians and remained narrow for military physicians. As a consequence, some military specialists are compensated at levels very close to the civilian level, whereas others receive relatively low compensation. In addition, retention is quite low for some specialties, and consistently high for others. This research memorandum explores the relationship between civilian-military pay gaps and retention for fully trained specialist physicians in the Navy. Three pay plans proposed to diminish the civilian-military pay gap are evaluated with regard to expected cost, projected impact on retention of physicians by specialty, and long-run implications for force management in the Navy.
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Medical Manpower Shortages and the Retention of Navy Physicians
March 1, 1989
Navy medicine is unable to meet the demand for services. Navy hospitals could handle more cases but there is a significant manpower shortage. One possible contributor to Navy medicine's manpower problem is the low continuation rates of Navy physicians. This research memorandum examines the retention of Navy physicians in the aggregate, by career phase, and by specialty.
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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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