Research for Personnel Policy

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Incomplete Tours: Causes, Trends, and Differences
November 1, 2007
The Director, Military Personnel Plans and Policy Division (N13) sponsored this study to help determine to what extent enlisted sea tours are completed and extended, the sources of incomplete tours, and what policy options might effectively increase completions. A 2002 CNA study raised alarm regarding the percentage of tours that were not completed. We were asked to update the study and improve understanding of tour completion. First, we examine the proper metrics for evaluating the success of a tour. We then compute the percentage of incomplete tours and examine factors which cause variations in completion rates and in the sea time contributed by each tour. Finally, we discuss policy options that would be the most effective in increasing the amount of sea time.
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Improving Reenlistment Incentives and Processes: Analysis of the Perform-To-Serve Program
January 1, 2007
The Navy would like to control its reenlistments using a timely and responsive process that allows it to meet endstrength, encourage qualified Sailors to lateral into undermanned skills and retain the highest quality Sailors. In March 2003, the Navy implemented its Perform-To-Serve (PTS) program as one step toward achieving this goal. PTS is a centrally controlled, application-driven reenlistment system for Zone A Sailors. In this study, done at the request of Director, Military Personnel Plans and Policy Division (N13), we analyze how the PTS program contributes to the Navy’s overall system of reenlistment policies and processes.
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Improving Reenlistment Incentives and Processes
January 1, 2007
The Navy is intent on maintaining and improving retention of its most qualified Sailors. As part of this effort, the Director, Military Personnel Plans and Policy Division (N13) requested an analytical review of the reenlistment program. The objective of this study is to evaluate the effectiveness of the current program and to identify changes that would result in a more responsive and cost-effective system. We begin our evaluation by specifying goals and criteria that a good reenlistment system should meet. We then analyze the extent to which current reenlistment policies and processes meet these goals. Finally, where deficits are found we recommend policy changes that may improve the reenlistment system.
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