Research for Research Contributions

The Federal government tries to keep compensation of its civilian employees competitive with compensation in the private sector by setting wages to be comparable to wages in the private sector. Reliance on wages to measure the comparability of compensation may be inferior to reliance on other measures that incorporate pecuniary and non-pecuniary factors not measured by wages alone. Theory suggests that the quit rate could be used to indicate when compensation is getting out of proper adjustment: a rise in the quit rate would indicate that total compensation is falling in comparison with compensation offered by other employees. To judge whether the quit rate is a sensitive measure of compensation comparability, the relation of quits and relative wages in manufacturing industries was examined. Two different data sets were used to test the same general model. Both tests showed that quits rise when relative wages fall, and vice-versa. In one test, using aggregate time series data for each of twenty-six manufacturing industries, all but two industries showed this negative relationship, and the results were statistically significant in twelve of the twenty-six. The other test, using longitudinal earning records of individual workers in the steel industry and in shipbuilding produced results very close to those derived with the more aggregate data. The conclusion is that the quit rate is a sensitive measure of wage comparability. If it is to be used as a basis for adjusting federal wages, however, more must be known a

This guide describes a model of the relations between lengths of sea and shore tours, continuation behavior of personnel, and the numbers of first-term and career personnel at sea and ashore. Equations are developed to represent sea/shore rotation systems in which the number of persons in each of these four groups remains the same. This mathematical representation (developed further in CNA Professional Paper 256) was programmed for the computer, and the use and operations of the computer routine, MOSES, are treated here. Listing and flowcharts of the main routine and subroutines are included.

This paper provides a comparison of four statistical models for predicting first-year attrition from the Navy. The models compared are the individual linear probability model, the grouped linear probability model, the individual logit probability model and the grouped logit probability model. For different qualifying scores, the models are compared in terms of their ability to discriminate between attriters and non- attriters. Their ability to predict the actual attrition rates within future entry cohorts is also compared.

Results of the transmitter site manpower planning, electronics maintenance division manpower planning, receiver site manpower planning and the Fleet Center manpower planning are presented. The work systematically relates manpower requirements at each naval communications station to the communications services it provides.