Research for Personnel Attrition

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Early Attrition in FY 1985: The Effects of the Delayed Entry Program, Accession Month, and Enlistment Program
September 1, 1986
This research memorandum examines the effects of three factors on attrition from the Navy within two and six months of shipping for recruits who entered in FY 1985. These three factors are participation in the Delayed Entry Program (DEP), month of shipment, and enlistment program. The results indicate that DEP recruits have lower attrition than direct shippers, that attrition among direct shippers is higher in months with high accession rates, and that attrition rates vary by enlistment program.
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Survival Rates of Prior-Service Recruits, 1978-1984
August 1, 1986
The survival rates of prior-service Navy personnel from FY 1978 through FY 1984 are examined. Survival rates for this group of recruits (i.e., at what rate and for how long they remain in the Navy) depend primarily on paygrade at enlistment. The analysis shows a sharp distinction between E1-to-E3 enlistees and E4-to-E7 enlistees, with the latter group having the higher rates. It also examines other factors influencing survival rates including age, education level, enlistment program, and previous military experience.
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Educational Quality Requirements for Marine Corps Enlisted Personnel
July 1, 1986
This report sets forth a methodology for determining the optimal educational mix of Marine Corps enlisted personnel. Assuming a goal of maximizing net benefit, high school graduates and nongraduates were evaluated in terms of both cost and performance differences. High school graduates cost more to recruit than nongraduates but have a lower attrition rate. In addition, there is abundant evidence that high school graduates perform better than nongraduates on the job. Educational requirements for new accessions were determined for several cost and relative-performance scenarios.
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Estimating the Cost of Attrition of First-Term Enlistees in the Marine Corps
June 1, 1986
The cost that the Marine Corps incurs when first-term enlisted personnel leave the service is estimated in this paper. The expected cost of attrition is calculated for several personnel categories that are defined according to levels of education and ability.
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Attrition From Navy Enlistment Contracts
January 1, 1986
This research memorandum reports on the construction of an individual-level data set for Navy enlistment contracts for FY83 and FY84. It discusses the problems associated with these data and formalizes a contract attrition model, which is then estimated in a logistic framework.
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The Feasibility of Longer Enlistment Contracts
May 1, 1984
In this paper the feasibility of longer enlistment contracts for the Marine Corps was examined. In addition to reviewing the literature, the data concerning the effect of contract length on accessions and on attrition was examined. It was estimated that requiring an additional year of enlistment is equivalent to an 8-percent pay reduction. It was also found that attrition in the Marine Corps is not significantly affected by contract length. These findings show that the cost per useful service year for 5- and 6-year enlistments is generally lower than for 4-year enlistments.
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Measuring the Productivity of First-Term Navy Enlistees
April 1, 1984
This paper analyzes an unusual and largely unresearched data set, Rand Corporation's Enlisted Utilization Survey.
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The Effect of Declining Employment in Buffalo and Providence on Workers' Earnings and Mobility
July 1, 1983
-escribes the community-wide effects on employment, earnings, and labor mobility of severe employment declines in major industrial sectors in the period 1960-1970.
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ALTERNATIVE APPROACHES TO ATTRITION MANAGEMENT
March 1, 1982
This paper describes alternative approaches for controlling premature and unwanted military personnel attrition and proposes a framework for total and effective attrition management.
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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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