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Author: Publisher: ISBN: Category : Languages : en Pages : 72
Book Description
The research presented in this Documented Briefing grew out of two concerns: whether military compensation is adequate to enable the military services to meet their manpower requirements year in and year out, and the question of whether action to change military compensation is required now. These two strands of research consider not only long- term trends affecting the adequacy of military compensation, but also short-term circumstances. Further, since major military pay legislation was passed in 1999 and took effect in Fiscal Year 2000 (FY 00), there is a question of whether that pay action is sufficient to meet both short-term and long-term challenges in recruiting, retaining, and motivating personnel. And if it is not sufficient, what sort of actions should be taken? Given the breadth of the subject, this briefing draw s upon the body of existing research on defense manpower and military compensation. However, the briefing also contains new material on military/civilian pay comparisons and first-cut predictions of the impact of the FY 00 compensation changes. Specifically, we examine how the pay of enlisted personnel compares to that of their civilian counterparts, how these comparisons have changed over time, how the FY 00 pay actions affect the comparisons, and how recruiting and retention have fared recently. The briefing also discusses the variety of policy options that might be considered.
Author: Publisher: ISBN: Category : Languages : en Pages : 72
Book Description
The research presented in this Documented Briefing grew out of two concerns: whether military compensation is adequate to enable the military services to meet their manpower requirements year in and year out, and the question of whether action to change military compensation is required now. These two strands of research consider not only long- term trends affecting the adequacy of military compensation, but also short-term circumstances. Further, since major military pay legislation was passed in 1999 and took effect in Fiscal Year 2000 (FY 00), there is a question of whether that pay action is sufficient to meet both short-term and long-term challenges in recruiting, retaining, and motivating personnel. And if it is not sufficient, what sort of actions should be taken? Given the breadth of the subject, this briefing draw s upon the body of existing research on defense manpower and military compensation. However, the briefing also contains new material on military/civilian pay comparisons and first-cut predictions of the impact of the FY 00 compensation changes. Specifically, we examine how the pay of enlisted personnel compares to that of their civilian counterparts, how these comparisons have changed over time, how the FY 00 pay actions affect the comparisons, and how recruiting and retention have fared recently. The briefing also discusses the variety of policy options that might be considered.
Author: Beth J. Asch Publisher: RAND Corporation ISBN: Category : Political Science Languages : en Pages : 80
Book Description
The briefing examines how the pay of enlisted personnel compares to that of their civilian counterparts, how these comparisons have changed over time, how the FY 2000 pay actions affect the comparisons, and how recruiting and retention have fared recently.
Author: Allan Ray Walker Publisher: ISBN: Category : Languages : en Pages : 0
Book Description
The Naval Personnel Pay Predictor (Enlisted Model) is used by the Bureau of Naval Personnel as a tool for predicting the total annual basic pay for the enlisted force as an input to the budget process. A major source of error in the model was found to be the prediction of the length of service (LOS) vector, and an attempt to improve this prediction was made. The extreme complexity of the model was found to be unnecessary, and a simple exponential smoothing subroutine for LOS prediction did as well or better than the original model. It was also found that a double exponential smoothing subroutine, taking into account the trends in the force structure, would almost uniformly improve the one year prediction from the model.
Author: Troy D. Smith Publisher: ISBN: 9781977403933 Category : Business & Economics Languages : en Pages : 114
Book Description
Comparing military pay with civilian pay, the authors find that military pay in 2017 was above the 70th percentile of civilian pay. It was at the 85th percentile for enlisted personnel and the 77th percentile for officers.
Author: James Hosek Publisher: ISBN: 9781977401663 Category : Business & Economics Languages : en Pages : 0
Book Description
RAND researchers compared military and civilian pay for 2016, following up on comparisons for 2009 and 1999, and assessed how recruit quality changed as military pay rose relative to civilian pay after 1999.
Author: Beth J. Asch Publisher: ISBN: 9781977405838 Category : Business & Economics Languages : en Pages : 134
Book Description
Federal law mandates that every four years the Secretary of Defense conduct an assessment of the military compensation system, resulting in a Quadrennial Review of Military Compensation (QRMC). In response to this request articulated in Section 603 of the Senate Armed Services Committee version of the National Defense Authorization Act of 2019, the 13th QRMC is providing an assessment of the effects of a time-in-grade pay table for military personnel, particularly on readiness. A time-in-grade pay table would set pay based on pay grade and years of service within a grade, in contrast to the current time-in-service pay table, which sets pay based on pay grade and years of service inthe military.
Author: Beth J. Asch Publisher: ISBN: 9781977403988 Category : Business & Economics Languages : en Pages : 0
Book Description
Drawing on a large body of research, this RAND Arroyo report, part of a series, provides an examination of the role of military compensation as a strategic human resource tool, how well it fulfills that role, and how it could be improved.
Author: Publisher: ISBN: Category : Languages : en Pages : 29
Book Description
And Introduction The educational attainment of the military's enlisted force like that of civilian young people as a whole is on the rise. That increase has raised concerns within the Department of Defense (DoD) about the adequacy of compensation for midcareer enlisted personnel. From 2000 through 2004, such concerns led DoD to target annual raises in basic pay to those personnel (as well as to senior enlisted service members to keep their pay above that of midcareer personnel). DoD will have to budget roughly $1.6 billion in 2004 to cover those targeted pay raises. Additional targeted pay raises, which would increase the annual cost to $2 billion, were in DoD's budget plans for 2005 and 2006 but have not been included in the President's budget request for 2005. The Congressional Budget Office (CBO) has analyzed the relationship between educational attainment and retention among enlisted personnel. The analysis suggests that targeted pay raises are not necessary to support DoD's ability to compete with private employers for high-quality personnel. Although the percentage of the enlisted force with education above the high school level is rising at each pay grade and year of service, that trend may not mean that higher military pay is needed to compete with the private sector. Instead, it could indicate that rising in-kind and cash benefits have made a military career financially attractive not only to people with high school degrees but also to many with some college education. education. If that interpretation is correct, the resources devoted to targeted pay raises might be freed to address other personnel concerns including compensation for active and reserve members who are undergoing frequent or hazardous deployments.
Author: Karsten Logemann Publisher: ISBN: 9781423514855 Category : Languages : en Pages : 90
Book Description
The enlisted personnel assignment process is a major part in the United States Navy's Personnel Distribution system. It ensures warfighters and supporting activities receive the right sailor with the right training to the right billet at the right time (R4) and is a critical element in meeting the challenges of Seapower 21 and Global CONOPS. In order to attain these optimal goals the ways-to-do-it need to be customer-centered and should optimize both, the Navy's needs and the sailor's interests. Recent studies and a detailing pilot in 2002 used a web-based marketplace with two-sided matching mechanisms to accomplish this vision. This research examines the introduction of an Assignment Incentive Pay (AlP) as part of the U,S, Navy's enlisted personnel assignment process in a simulation environment. It uses a previously developed simulation tool, including the Deferred Acceptance (DA) and the Linear Programming (LP) matching algorithm to simulate the assignment process. The results of the sensitivity analysis suggested that the Navy should mainly emphasize sailor quality rather than saving AIP funds in order to maximize utility and the possible matches When adopting such an introduction policy also the percentage of unstable matches under the LP as the matching algorithm was reduced.
Author: 
Author: 
Author: Beth J. Asch
Author: United States. General Accounting Office
Author: Allan Ray Walker
Author: Troy D. Smith
Author: James Hosek
Author: Beth J. Asch
Author: Beth J. Asch
Author: 
Author: Karsten Logemann