Research for Recruiting

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CHANCES OF SURVIVING THE FIRST YEAR OF SERVICE, A NEW TECHNIQUE FOR USE IN MAKING RECRUITING POLICY AND SCREENING APPLICANTS FOR THE NAVY
June 1, 1976
Recruits who joined the Navy during the first year of the all volunteer force were tracked through their first year of service. Background and selection test data were related to premature discharges from this cohort, and a table showing estimated chances of surviving the first year of service was produced. The table can be used for planning recruiting policy and screening applicants for enlistment.
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NAVY MANPOWER CONSIDERATIONS, 1970-1980 - SUMMARY VOLUME
August 1, 1974
In accordance with a Vice Chief of Naval Operations directive, studies were carried out to meet the needs of the Deputy Chief of Naval Operations (Manpower and Naval Reserve) in describing study programs needed to support manpower management functions, clarify the effects of factors related to the retention of officers and enlisted men, estimate the cost and effectiveness of proposed programs for alleviating critical shortages, predict retention rates, and develop screening criteria for selection and training of men who are likely to choose a Navy career. The findings are summarized in this paper in terms of their applicability to manpower management functions of planning, recruiting and selection, classification and training, utilization, and retention. See also 80 001301, 80 001302, 80 001303, 80 001304, 80 001305, 80 001306, 80 001307, 80 001308, and 80 001309.
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Procurement and Retention of Navy Physicians
August 1, 1974
How can the Navy best attain authorized physician staffing levels now that conscription has ended? To answer this question, medical scholarship pay, proposed variable incentive pay, and present continuation pay are evaluated from the standpoint of financial attractiveness to the physician and the rate of return on the Navy's investment. Lifetime earnings under the current and proposed compensation plans are compared with those of civilian physicians. Conclusions are drawn about both the short and the long range prospects for an adequately staffed all-volunteer Medical Corps.
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MOTIVATIONAL FACTORS IN ACCESSION AND RETENTION BEHAVIOR
July 1, 1974
Motivational factors in accession and retention behavior of Navy men are identified in a reanalysis of 3 past surveys. Economic, psychological, and personal history variables are found to be of joint importance in predicting enlistment and reenlistment behavior. Better measurement of these kinds of variables should result in improved predictions and policy control mechanisms.
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NAVY RECRUITING IN AN ALL-VOLUNTEER ENVIRONMENT
July 1, 1974
In FY 1972, non-prior service accessions to USN fell below stated requirements. The causes of the FY 1972 Navy recruiting shortfalls are analyzed. Productivity of recruiting resources and alternative recruiting strategies are discussed. Data on the draft lottery from January 1970 to August 1972 is used. Recommendations for policy changes and future research are made.
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THE CNA OFFICER PROJECTION MODEL, VOL I GUIDE FOR USERS
June 1, 1974
The Officer Projection Model (OPM) projects the flow of officers through the ranks of the U.S. Navy. It projects an initial officer inventory (characterized by length of service, grade, and promotion status) in yearly increments, accounting for attrition, promotion, legal constraints (Title 10 of the U.S. Code), and such management policies as minimum accession requirements and end strength targets. It is devoted especially to simulating the Navy's officer promotion system, and provides several options which consider the interactions of flow point, promotion rate, zone size, grade structure and end strength, and early and late selection. The OPM will also compute annual compensation, separation pay, retirement pay, and the present value of retirement pay for the remaining life expectancy of projected retirees. The model provides management with a tool for evaluating alternative promotion policies and retirement proposals, and for studying the interactions of officer end strengths, promotions, and accessions, and the cost of changes in longevity and grade structure. The Guide for Users, Volume I, describes the Navy's officer system and the model and discusses the data and policy variables to be specified by the user. The Guide for Programmers, Volume II, provides a detailed explanation of the computer coding as an aid to changing, and making special adaptations of the model.
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