Research for Recruiting

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The History and Effectiveness of the Enlistment Bonus Program for Procuring Nuclear-Field Personnel
October 1, 1985
Enlistment bonuses are monetary incentives promised to potential recruits to induce them to sign contracts to join the Navy. The bonuses, paid upon successful completion of class A schools, have been awarded in military skill areas characterized by inadequate volunteer levels. This memorandum describes how the Navy has used enlistment bonuses. Additionally, it provides estimates of the efficacy of enlistment bonuses for procuring recruits for the nuclear field.
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Establishing the Upper-Mental-Group Goal
August 1, 1985
The purpose of the Upper-Mental-Group (UMG) requirement in Navy recruiting is discussed. A FORTRAN model that simulates the recruiting process and calculates the optimum UGM requirement is described. Findings for FY86 are presented. Follow-up to type 27 850002.00
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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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The Missing Link in DoD Recruit Attainability Projections
April 1, 1984
A link between youths' attitudes toward military service and their subsequent enlistment behavior was tested. It was used to project DOD enlistments through the year 2000 under conservative assumptions. Enough qualified volunteers should be available to meet the DOD accession requirements programmed for the future.
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U.S. Marine Corps Enlistment Bonus Program
March 1, 1984
This study is an analysis of the United States Marine Corps Enlistment Bonus Program (EBP). The study's main objectives were to determine the effect of the EBP on enlistment supply and report measures of cost effectiveness, and determine the effect of the EBP on recruit quality, affirmative action, and early separation from the Marine Corps. Based on our analyses we believe the EBP should be continued. Also, we believe numerical quotas for the bonus program should be set high enough so that all funds allocated for bonuses are used.
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Would a Draft Save the Navy Money? A New Look
December 1, 1983
Assesses the effect on the Navy's budget of a return to peacetime conscription in the United States. The report also examines the implications that peacetime conscription would have for the structure of the all-volunteer force.
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ENLISTED SUPPLY: PAST, PRESENT, AND FUTURE, EXECUTIVE SUMMARY & MAIN TEXT
October 1, 1983
Examines ways of expanding the Navy manpower pool by estimating the effects of Navy policy and recruiting resources on the available supply of manpower.
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NAVY MANPOWER/PERSONNEL ISSUES IN THE 1980s (PROGRESS IN 1982 AND PLANS FOR THE FUTURE)
October 1, 1983
Examines the impact of changing social, economic, and demographic factors on the manpower market, evaluates the cost effectiveness of compensation policies for meeting requirements; suggests ways to measure personnel productivity; and develops policy options for balancing enlisted manpower requirements and resources.
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ENLISTED SUPPLY: PAST, PRESENT, AND FUTURE, APPENDIXES A-F
October 1, 1983
Develops a way to predict the supply of high quality accessions to all four services, and projects accession rates for the next decade.
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BALANCING ACCESSION AND RETENTION: THE AGGREGATE MODEL
August 1, 1983
The model developed for this study is designed to help select the recruit assignment, accession and reenlistment bonus policies that minimize the total cost of meeting LOS-5 requirements.
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