Research for Military Occupational Specialty
April 1, 1991
Dental special pays, which typically make up 15 to 20 percent of a Navy dentist's total military pay, have not been substantially increased since FY 1980. As a result, the increases in the total pay of Navy dentists have lagged behind the cost of living. At the same time, the net income of civilian dentists has increased at a faster rate than the cost of living. These two factors have led to a widening of the civilian-military pay gap. This research memorandum examines these issues.
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April 1, 1991
The Job Performance Measurement project will attempt to measure the first-term costs and performance of enlisted Marines in several occupations. The primary types of costs are those incurred to recruit, train, and pay personnel. This paper focuses on training costs. It provides a discussion on the concept of training costs and some of the types of training data available for enlisted Marines. It also presents estimates of the costs per student for courses needed for the Military Occupational Specialties studied in the project.
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July 1, 1990
A surrogate measure is an expedient indicator of job proficiency that is reliable and valid and that yields results similar to a Hands On Performance Test (HOPT). HOPTs are the benchmark by which surrogates should be compared but HOPTs are too expensive, dangerous, or time intensive to use for most purposes. This paper uses Job Performance Measurement (JPM) data to analyze the usefulness of six surrogates (proficiency marks, training grade point average, conduct marks, job knowledge tests, video firing tasks, and supervisor ratings) for infantry tests. The paper addresses how useful each proxy would be for setting infantry enlistment standards and assessing Marine Corps training needs.
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November 1, 1989
This paper examines three aspects of the Marine Corps validation research effort that may have implications for Marine Corps manpower issues. They are: validity of the Armed Services Vocational Aptitude Battery (ASVAB) in the prediction of job performance, differential validity of ASVAB aptitude composites in the prediction of job performance across infantry occupational specialties, and, interaction of aptitude and experience in the prediction of job performance.
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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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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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August 1, 1989
This research memorandum provides personnel projections for the Electronic Warfare Technician rating. The projections are obtained from a simulation model and show how the future of the rating will vary with the mix of four- and six-year obligors. The analysis focuses on projected sea and shore manning, accessions, promotion opportunity, longevity, and individuals account.
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July 1, 1989
This research memorandum examines the billet authorizations on the Enlisted Billet File to gain some insight into paygrade distributions and how these distributions relate to promotion opportunity. Of particular interest were the 'compressed' ratings that occur at the senior paygrades. Comparisons of promotion opportunities were made among ratings and between 'compressed' and 'noncompressed' rating groups.
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July 1, 1989
The Navy's pool of pretrained and obligated individuals (Individual Ready Reserve, Retirees, and Fleet Reserve) is an important component of the total manpower that would be available in wartime. This research memorandum reports the results of the Center for Naval Analyses' study of Pretrained Individual Manpower (PIM) personnel resources and the match between resources and official requirements. End-of-fiscal-year personnel inventories from 1982 to 1987 were tabulated by rating, paygrade, length of time since leaving active duty, and Navy Enlisted Classifications (NECs). Data on the geographical location of PIM personnel were used to assess Personnel Mobilization Team plans. How well the supply of PIM personnel matches currently defined demands was examined at overall and individual paygrade levels.
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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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