Research for Type B

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Pretrained Individual Manpower Resources and Requirements
July 1, 1989
The Navy's pool of pretrained and obligated individuals (Individual Ready Reserve, Retirees, and Fleet Reserve) is an important component of the total manpower that would be available in wartime. This research memorandum reports the results of the Center for Naval Analyses' study of Pretrained Individual Manpower (PIM) personnel resources and the match between resources and official requirements. End-of-fiscal-year personnel inventories from 1982 to 1987 were tabulated by rating, paygrade, length of time since leaving active duty, and Navy Enlisted Classifications (NECs). Data on the geographical location of PIM personnel were used to assess Personnel Mobilization Team plans. How well the supply of PIM personnel matches currently defined demands was examined at overall and individual paygrade levels.
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Estimation of MPN Obligations
April 1, 1989
This research memorandum describes an analysis of methods that will enable OP-01 to monitor more closely the execution of the Military Personnel Navy (MPN) appropriation. In particular, the analysis is concerned with the identification of leading indicators of MPN obligations that provide accurate forecasts of fiscal year obligations within a few months of the fiscal year's start. The study demonstrates that succinct and accurate estimation techniques may be applied to basic pay, retired pay accrual, basic allowance for quarters, FICA, and officer basic allowance for subsistence. Other pay categories exhibit too much irregularity to be amenable to such forecasting methods. The analysis exhibits the margins of error that apply to the forecasts and are inherent in the Navy's information systems.
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Utilization of Personnel Resources Within the Navy Selected Reserve
November 1, 1988
The Navy Selected Reserve (SELRES) has experienced enormous growth during the 1980s. The need to meet manpower goals with limited personnel resources places a premium on the effective utilization of the personnel resources within the Selected Reserve. Tools for managing personnel resources include the allocation of recruiters and the efficient use of affiliation and retention bonuses. This memorandum summarizes a series of studies analyzing recruiting and retention in the Naval Reserve, with the objective of helping the Navy meet its manpower requirements at minimal cost.
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Recruiting Resources and Policies
May 1, 1988
How can Commander, Navy Recruiting Command, manage enlisted recruiters more cost effectively to provide the needed quantity and quality of recruits? The Recruiting Resources and Policies Study addressed this question by examining geographic variation in enlistment goals, recruit production, and recruiter incentives. This research memorandum summarizes the study and highlights the major policy implications.
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Analysis of Submarine Tender Manning Issues
January 1, 1988
The increased workload at submarine Intermediate Maintenance Activities (IMAs) and problems in adequately manning these facilities could affect submarine maintenance. This research memorandum contains a brief analysis of the personnel and requirements issues involved in submarine IMA manning.
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Relations Between Sustaining Engineering, Methods of Management, and System Quality
December 1, 1987
The relations between Sustaining Engineering (SE) usage, methods of management, and system quality are determined in this research memorandum. Principal components analysis was used to combine multiple measures of effectiveness into a single measure of aircraft quality and multiple program characteristics into a single measure of high-level management. Levels of SE usage were used with these measures to determine the relations, if any.
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Evaluation of the Targeted Enlistment Bonus (TEB) for Nuclear Field Recruits
November 1, 1987
The last of three evaluations of the Targeted Enlistment Bonus (TEB) for Nuclear Field recruits is contained in this research memorandum. The TEB differs from previous enlistment bonuses by varying the bonus amounts according to the season a recruit begins active duty. Historically, Nuclear Field accessions have been characterized by a seasonal surge in the summer months, reflecting the presence of many Nuclear Field recruits for beginning service shortly after obtaining a high school diploma. The TEB is designed to assist recruiters in achieving a more level flow of accessions during the year. It was tested during an eighteen month period. For the evaluation, Nuclear Field recruits during this period are compared to those of previous years in terms of the phasing of accessions and enlistment contracts, and indicators of recruit quality. Savings associated with the TEB experiment are calculated, and the implications for potential changes in the TEB are drawn.
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