Research for Special and Incentive Pays

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Analysis of Proposed Sea Tour Extension Program
January 1, 1999
The Deputy Chief of Naval Operations, Manpower, and Personnel asked CNA to analyze ways to transform the size and shape of the enlisted force to better meet the Navy's future requirements at an affordable cost. In this research, we analyze how the Sea Tour Extension Program (STEP) could improve sea/shore balance in the Navy. We discuss who would be eligible and how many sailors would likely extend their sea tours in response to STEP. We also examine how much STEP would improve sea manning, the cost of the program, and how large of a bonus would be effective. We found that a STEP bonus of about $250 per month would eliminate manning differential in the undermanned ratings and improve sea/shore rotation in ratings targeted solely for sea/shore ratio reasons. Such a STEP would have a program cost of about $23 million.
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Effectiveness of the Voluntary Education Program
April 1, 1998
This paper examines the effectiveness of Voluntary Education (VOLED) Program, which provides off-duty educational opportunities integrating a variety of continuing education programs to Sailors seeking to enhance their professional and personal growth. VOLED comprises three major instructional elements: Tuition Assistance, the Program for Afloat College Education (PACE) and the Academic Skills Learning Centers (ASLCs). The analyses finds that college education through VOLED improves promotion prospects, helps Sailors retake the Armed Services Vocational Aptitude Battery (ASVAB) to qualify for Navy ratings for which they were not eligible, has a significant positive impact on retention, and that all elements are cost-effective. The report recommends maintaining full support for VOLED and accelerating academic skills investments. It also recommends modifying the ASLC contract to promote greater participation and establishing an academic transcript system. Finally, it recommends encouraging a more supportive command climate and limiting the enrollment of E1s and E2s.
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Options for Sea Pay Reform
April 1, 1998
The Deputy Chief of Naval Personnel asked CNA to analyze ways to transform the size and shape of the enlisted force to better meet the Navy's future requirements at an affordable cost. This research analyzes alternatives to the existing sea pay structure that generate voluntary extensions of sea duty, reduce crew turnover, and improve retention. The briefing discusses three options: an accelerated phase-in of sea pay table, an expanded sea pay premium, and a mixture of phase-in and sea pay premium. It compares them with maintaining the existing structure of the sea pay table and simply scaling it up by the rate of inflation and also assesses their effectiveness in reducing enlisted crew turnover and increasing sea duty and retention among the enlisted sailors. An accelerated phase-in option, which generates more first-term retention and helps with sea/shore balance, is recommended.
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FY 1996 Navy Recruiting Efforts in Community Colleges: A Summary Report
October 1, 1997
In the fall of 1995, CNA began working with personnel in the Bureau of Medicine (BuMed), Bureau of Personnel (BuPers), and Navy Recruiting Command (CNRC) on an experiment to conduct active Navy recruiting on community college campuses. This research memorandum summarizes the first 11 months of this initiative.
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Aviation Continuation Pay: Should the Maximum Award be Increased?
February 1, 1997
In recent years, the maximum bonus paid to Navy aviators has not yielded the desired increase in continuation in some aviation subcommunities. Furthermore, Navy planners anticipate future shortfalls as the small, drawdown-era year groups approach the ends of their obligations. In response to these past and projected shortfalls, BURPERS has recommended increasing the current maximum annual award. N1 tasked CNA to analyze the effectiveness of the current legislated maximum bonus award under the Navy's Aviation Continuation Pay (ACP) program and to estimate bonus levels needed to induce adequate continuation of Navy aviators in the near future. The program's purpose is to ensure sufficient continuation to meet squadron department head requirements.
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Reenlisting in the Marine Corps: The Impact of Bonuses, Grade, and Dependency Status
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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Evaluation of Alternative Medical Special Pay Plans
June 1, 1989
Congress is currently reviewing the adequacy of the armed forces health professionals special pays system. This research memorandum compares the estimated costs and compensation implications of two alternative medical special pay plans to the present FY 1990 plan.
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Retention of Navy Veterans in the Selected Reserve
May 1, 1988
This analysis develops and estimates a model of retention during the first year of affiliation in the Selected Reserve. Estimates of the effects of pay and personal characteristics are provided for 11 Navy rating groups. The results should be useful for forecasting Selected Reserve manpower levels and for evaluating the effects of affiliation and retention bonuses.
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Evaluation of the Targeted Enlistment Bonus (TEB) for Nuclear Field Recruits - October 1985 Through February 1986
April 1, 1986
This Research Memorandum contains the first of three evaluations of the Targeted Enlistment Bonus (TEB) for Nuclear Field (NF) recruits. The TEB differs from the standard enlistment bonus by varying the bonus amounts according to the season a recruit begins active duty. FY 1986 NF recruits are compared to those of previous fiscal years in terms of the timing of accessions and enlistment contracts, performance on military entrance examinations, and age.
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A Technique for Estimating the Effect of Pay on Selected Reserve Supply
March 1, 1986
Two policies for achieving Selected Reserve manning goals are to increase Reserve pay and to increase recruiting efforts. This paper discusses methods of estimating the effect of these policies on enlisted Selected Reserve supply.
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