Research for Statistics
September 1, 1981
All branches of the Armed Services use the Armed Services Vocational Aptitude Battery (ASVAB) to measure the mental aptitudes of prospective recruits. New forms of ASVAB are introduced periodically. Before new forms are introduced they must be normalized (i.e., the proper relationship must be established between the number of questions answered correctly and a standard score scale). This process ensures that a certain score on the new forms represents the same ability level as that same score on previous forms of the test. This report documents our analysis of the normalization of ASVAB forms 8, 9, and 10.
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January 1, 1981
This study checks the normalization of the Armed Services Vocational Aptitude Battery (ASVAB) forms 6 and 7 and normalized the ASVAB forms 6E and 7E. The ASVAB measures the mental aptitude of prospective recruits. Since ASVAB 6 and 7 were first used (January 1976) questions about the correctness of the normalization have been raised. We checked the normalization of ASVAB 6 and 7 and developed the normalization of 6E and 7E using a reference test--AFQT 7. In this effort we used a large sample of Marine Corps recruits. We found that the current normalization of ASVAB 6 and 7 is too easy; it overstates the mental ability of low aptitude recruits by 15 to 17 percentiles.
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January 1, 1981
The virtues and criticisms of the current military retirement system are described. Then an economic model is developed for analyzing the effects of different retirement systems on retention. The model also can be used to analyze other kinds of changes to the military compensation system. Here it is used to estimate the effects of three retirement plans on enlisted retention and force structure: (1) a two-tier plan that reduces annuities after 20 years of service, (2) a trust fund plan recommended by the President's Commission on Military Compensation that provides some benefits after 10 years but fewer after 20 years, and (3) a two-tier plan recommended by the Secretary of Defense that allows early withdrawal of prospective 20-year benefits after 10 years of service.
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March 1, 1978
This analysis examines the mathematical relations between the performance of first-term Marines and their test scores and selected personal characteristics. The objective is to predict performance when only certain test scores and personal characteristics are known (i.e., at time of application for enlistment). A step-wise linear multiple regression process is used to identify the variables which best predict performance. Measures of performance include early attrition, desertion, early promotion, and rank achieved. A procedure for expressing the results in terms of the (new) ASVAB preenlistment test is provided, and a method for application of these results to Marine Corps enlistment screening is presented.
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November 1, 1977
This report examines a general method to estimate the correlation of variables in a large, diverse population from a smaller, selected population in which the ranges of the variables have been restricted. All correlation coefficients are corrected simultaneously, so that an entire correlation matrix can be corrected. Alternate methods are compared. The effectiveness of the method is tested, and an example is given.
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May 1, 1977
This paper looks at empirical data to show the relationship between graduate education and personnel retention in the Navy.
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May 1, 1977
This paper presents a model for the determination of an efficient allocation of annual enlisted personnel accessions to Navy ratings which meets the demand for each rating in each of the next seven years.
August 1, 1976
This research contribution summarizes statistics on the losses, damage, loss rates, and hit rates of U.S. Navy, Marine Corps, and Air Force fixed-wing aircraft in Southeast Asia from 1962-1973. A chronology of the air war in Southeast Asia is also presented. Damage and Loss Data are included as appendix C in microfiche format.
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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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August 1, 1974
A questionnaire devised by the American Institutes for Research (AIR) for evaluating a Marine Corps race relations program was adapted for Navy use. This technique was developed for measuring the racial attitudes of Navy personnel. The questionnaire is useful in assessing attitudes of recruits and officer candidates preparatory to conducting human relations briefings. It is useful to sea and shore commanders for better understanding the racial attitudes of their personnel. Finally, it can be used before and after human relations training to evaluate the effects of training.
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