Research for Reenlistment

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September 1, 1993
As part of the study Managing the Enlisted Marine Corps in the 1990s, CNA analyzed success patterns of Marines making lateral moves. Each of these Marines retrains in a primary military occupational specialty different from the original one. The Marine Corps currently has no basis for judging the success of Marines initiating lateral moves. Our analysis of historical data provides planners with information to help judge the efficiency of these moves. We will first describe the Marine Corps manpower planning and how lateral moves fit into this planning. We then consider the costs of selective reenlistment bonuses versus lateral moves. Finally, we provide statistical analysis of historical data on lateral moves. Our analysis of lateral moves focuses on the following considerations: (a) patterns of successful completion of a lateral move; (b) the promotion and attrition experience of Marines who have made lateral moves relative to their cohorts; and (c) experience in the Marine Corps compared with performance of occupation-related tasks.
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February 1, 1993
This research memorandum completes the Managing the Enlisted Marine Corps in the 1990s Study. It summarizes study analyses, referring the reader to more detailed papers if more information is required.
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December 1, 1992
This research memorandum analyzes the 1980 to 1991 reenlistment decisions of enlisted Marines with 6 through 14 years of service.
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July 1, 1991
First-term reenlistment decisions for recommended and eligible Marines in FY 1980 through FY 1990 are analyzed in this research memorandum. Particular attention is given to the retention effects of selective reenlistment bonuses on Marines in different Armed Forces Qualification Test score categories. Additionally, reenlistment behavior for Marines of different marital statuses, grades, and length of initial enlistment contracts are analyzed.
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December 1, 1987
The results of the Surface-Expansion TAR Retention Study is documented in this research memorandum. It investigates retention behavior of TAR and regular active-duty personnel in surface-expansion ratings in an effort to discern any significant differences between them. It also examines the background characteristics of enlisted TARs in surface-expansion ratings, summarizes their retention decisions, and models first-term TAR and regular active-duty enlisted retention behavior.
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April 1, 1984
This report quantifies the link between civilian job growth and military retention for Navy enlisted personnel. The magnitude of this effect is identified--at both the first and second re-enlistment decision points--for highly technical ratings and for ratings which are not highly technical. The effect that future civilian job growth will have on the chances that Navy personnel will reenlist or leave is then projected, using occupational forecasts for the next decade provided by the Bureau of Labor Statistics.
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September 1, 1983
Analyzes the effects of regular military compensation and reenlistment bonuses on the probabilities of reenlistments and extension among first-term and second-term Navy enlisted personnel.
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November 1, 1982
This paper estimates the differential impact of lump-sum and installment bonuses and derives the implied discount rate from these estimates.
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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
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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