Research for Personnel

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FINAL REPORT OF THE PERSONNEL MANAGEMENT IN THE ALL VOLUNTEER FORCE STUDY
November 1, 1980
The Personnel Management in the All-Volunteer Force Study assesses the use of applicant screening, recruit assignment, and reenlistment bonuses to improve the retention of enlisted personnel.
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RECRUITERS, ADVERTISING, AND NAVY ENLISTMENTS
July 1, 1980
The relation between Navy enlistments by high school graduates in 1971-1977 and the number of recruiters and level of advertising expenditures is analyzed. Allowance is made for changes in economic and demographic factors and Navy goals and policies. A prediction test is made with data from 1978. Both recruiters and advertising are shown to increase enlistments, but there are important differences in their effects.
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RATING ASSIGNMENTS TO ENHANCE RETENTION
June 1, 1980
The first-term retention gain from exploiting rating-specified survival probabilities when assigning recruits to ratings is assessed. The reassignment of 28,000 recruits to 37 ratings under the same conditions faced in the original assignment is simulated. A sizeable gain in first-term retention rate is demonstrated.
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A New Look at Success Chances of Recruits Entering the Navy (SCREEN)
June 1, 1980
SCREEN is a table of chances of completing the first year of service used in qualifying applicants for enlistment. The chances are a function of educational level, mental group, age, and dependency status. Because SCREEN was based on regular Navy recruits in 1973, it was updated on recruits and extended to reservists and women who enlisted in 1977. The 1977 regular and reservist SCREENs are compared with one another and with the 1973 version. A women's SCREEN is evaluated in light of current recruiting policy. A streamlined vesion of the 1973 SCREEN is presented, along with a cost-benefit analysis of the qualifying score.
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RECRUITERS, ADVERTISING AND NAVY ENLISTMENTS
March 1, 1980
This paper analyzes the effects on Navy high school graduate enlistments of various factors, includng recruiters, advertising, unemployment rates, and others.
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DEVELOPING STRATEGIES FOR CLASS A AND C SCHOOL TRAINING
January 1, 1980
The effects on first-term survival and reenlistment of delayed and normal entry into Class A schools for initial specialized training are analyzed. Ways of timing delayed entry to improve retention are suggested. A model for developing training plans to meet requirements for men with advanced specialized training in Class C schools is summarized.
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FACTORS THAT AFFECT THE CAREER DECISION OF MARINE CORPS PILOTS AND FLIGHT OFFICERS, VOLUME I, MAIN TEXT AND APPENDIXES A AND B
December 1, 1979
Over the past several years, the Marine Corps has experienced an increasingly high rate of attrition among its pilots and flight officers. Based on a survey of all active duty and some recently separated pilots and flight officers, this study identifies the issues and attitudes that motivate the career decision. Recommendations are made for reducing attrition.
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AN ANALYSIS OF DELAYED ENTRY INTO CLASS A SCHOOLS
September 1, 1979
This report evaluates delayed Class A technical school entry versus immediate entry after recruit training. The effects of recruit background and service characteristics on first-term loss and reenlistment probabilities are measured. Conclusions are drawn about the selection of enlistees for A school attendance either immediately after recruit training or after general duty in the fleet on the basis of their characteristics.
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Maintenance Costs of Complex Equipment
March 1, 1979
This paper examines ship maintenance downtime and costs in relation to equipment complexity and characteristics of maintenance personnel.
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