Research for Training Courses

This study looks at the potential of outsourcing courses for active duty sailors to community colleges using their facilities and significant parts of their curricula. This project investigated the potential for outsourcing three courses, focusing the analysis on two community colleges and two other types of training institutions. The analysis addressed if it is possible or even necessary, to move Navy training equipment to a community college site and how transferable the subject matter is. The analysis also examines the cost-effectiveness of outsourcing the training. The analysis shows that community colleges have distinct advantages that enable them to provide training that is similar to the Navy but at a lower cost. The findings indicate significant overlap with current community college curricula and that the colleges were willing and eager to modify current programs to accommodate the Navy's training requirements.

Females tend to have higher performance than males in clerical and food services training courses, when aptitude scores are held constant. To help account for the differences, educational level and interest in clerical-type activities are included in this analysis, along with aptitude composite scores. A recommendation is made about adjusting aptitude qualifying scores for females.

This paper provides historical information on Navy Enlisted Classifications (NECs). It details the number of different NEC titles awarded each year as well as the number of individuals who were awarded each title. It was prepared as a background paper for a study of training costs for Navy specialized skills.

This study performs a cost-benefit analysis of the Job-Oriented Basic Skills (JOBS) remedial training program. The baseline case against which it is compared is the normal progression of 'A'-school-qualified recruits into the fleet. Three measures of cost effectiveness are employed; in each case the two programs achieve similar results for a similar cost. It is recommended that the JOBS program be continued as a contingency in the event that certain ratings experience shortfalls of high-quality personnel in the future.