Research for Personnel Retention

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April 1, 1982
Survival curves for NPS female recruits were estimated through eight years of service using the FY 1979 cross-sectional data base. Separate analyses were performed for Class A school attendees and non-A school attendees, holding constant the effects of age, educational level, and mental group. Mean survival times (the areas under the survival curves) were then calculated for each recruit profile. We found that no further screening based on expected months of service is feasible. This is largely due to the fact that the NPS female population is already highly screened. As expected, educational level has the greatest impact on survival. Women with a high school diploma survive an average of 3-4 months longer than those with a GED certificate. The effect of mental group on survival is quite different for A school and non-A school attendees. Survival across mental groups is essentially constant for A school attendees but displays a downward trend as mental group declines for non-A school attendees. For A school attendees, there appears to be a generally increasing trend in survival as age increases. Purely from the standpoint of survival, ages 22 and older are the optimal recruiting ages for these recruits. On the other hand, non-A school attendees exhibit the opposite pattern of survival with respect to age, but to a lesser degree. These recruits have an optimal recruiting age of 17-22.
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March 1, 1982
Attitudes toward both compensation and non-monetary attributes of military life were used to predict reenlistment decision for a variety of Navy ratings. Both quantifiable job characteristics (such as medical and recreation services, liberty time, and housing availability) and intangible characteristics (such as job challenge, guidance, and autonomy) were included in the analyses. The identification of sources of discontent that adversely affect reenlistment probability provides potential alternatives to compensation for personnel management.
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March 1, 1982
QOL is a broad term used to describe the non-monetary aspects of military living and working conditions. Examines the extent to which the QOL affects reenlistment decisions.
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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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March 1, 1982
This paper assesses the effects of sea duty on both the location and the elasticity of the reenlistment supply curve.
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March 1, 1982
This paper assesses the accuracy of the annualized cost of leaving model in projecting the size and composition of the military enlisted force over the period FY 78-FY 80.
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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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January 1, 1982
Recruits who are 17 years old, or have fewer than 12 years of education, or did not participate in the Delayed Entry Program, and show no preference among A-school assignments can be assigned to A-schools in 60 ratings in a way that will increase their chances of completing the first term of service. The stability of these assignment guides is demonstrated across three recruit cohorts. The procedure can be incorporated easily and inexpensively into the Navy's rating assignment procedure.
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January 1, 1982
Highlights the findings of the various tasks of the MAST study, which included studying enlistment standards, Class A school screening procedures, rating assignments, and the relationship of attitudes toward pay, Navy jobs, and military life to first-term and career reenlistment decisions.
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October 1, 1981
Four major models for predicting the effects of changes in military pay on retention are described and compared. The most sophisticated model called the Stochastic Cost of Leaving or SCOL model, is simulated to demonstrate the effects of several changes in military compensation on retention.
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