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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: 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: RAND Corporation ISBN: Category : Business & Economics Languages : en Pages : 142
Book Description
Military compensation is a pillar of the all-volunteer force. It is a fundamental policy tool for attracting and retaining personnel, and its structure-and the incentives implied by its structure-can affect U.S. service members' willingness to join, exert effort, demonstrate their leadership potential, remain in the military, and, eventually, exit the military at an appropriate time. Military compensation is a composite of current pay and allowances, special and incentive pays, health benefits, disability benefits, retirement benefits, and other benefits. Its importance to the readiness and morale of the force is such that it is reviewed every four years to determine whether it is adequate to meet the U.S. military's objectives. To inform the 10th Quadrennial Review of Military Compensation, this monograph presents an in-depth examination of the mix and structure of the U.S. military's current retirement-benefit system and several policy alternatives. The study included the development of a model that was estimated and used to run a series of simulations based on active-duty and reserve personnel data to track the careers and potential decisionmaking of military personnel across the services. The simulation results were then assessed in terms of their cost-effectiveness and ability to meet the services' expectations for accession, retention, and career mobility.
Author: United States. Congress. Senate. Committee on Armed Services. Subcommittee on Manpower and Personnel Publisher: ISBN: Category : United States Languages : en Pages : 104
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: Beth J. Asch Publisher: Rand Corporation ISBN: 0833078127 Category : Business & Economics Languages : en Pages : 135
Book Description
As the burden of defense borne by reserve forces has increased, more attention has been paid to differences between the compensation systems for the reserve and active components. One particular emphasis is on the retirement systems, a key difference being that reserve members who complete 20 years must wait until age 60 to draw benefits whereas active members can draw benefits immediately upon discharge. This monograph compares the reserve and active retirement systems, discusses the importance of structuring compensation to enable flexibility in managing active and reserve manpower, describes how the debate over reserve retirement reform has differed from active component retirement reform debate, and considers obstacles to reform and how they might be overcome. It also provides a quantitative assessment of several past congressional proposals to change the reserve retirement system in terms of their effects on reserve participation and personnel costs, concluding that proposals to reduce the age at which eligible members may begin receiving retirement benefits are not cost-effective means of sustaining or increasing reserve component retention. It also concludes that a menu of member options can be a powerful tool to maintain morale and overcome obstacles to reform. Current members could be given the choice of staying in the current retirement system or joining the new one, and the choice might be offered over a period of time, say five years. New entrants and reentrants with few years of service might be placed under the new system.
Author: Beth J. Asch Publisher: ISBN: 9781977405852 Category : Business & Economics Languages : en Pages : 218
Book Description
Every four years, the U.S. Department of Defense (DoD) commissions a review of the military compensation system. Since the 9th such commission reporting in 2002, the benchmark for setting the level of military pay has been at about the 70th percentile of earnings for similar civilians given the unusual demands and arduous nature of military service. The 70th percentile benchmark was based on analysis from the 1990s indicating that pay at around this level had historically been necessary to enable the military to recruit and retain the quality and quantity of personnel required. In addition, by law, the annual increase in military basic pay is guided by changes in the Employment Cost Index (ECI), a measure of the growth in private-sector employment costs; research from the early 1990s suggested that an alternative to the ECI, the Defense Employment Cost Index (DECI), would be more relevant to military personnel. The authors of this report provide input on the setting of the level of military pay, the relevance of the 70th percentile, and the use of the DECI versus the ECI in setting the annual adjustment to military pay. They find that current military pay may be too high, since recruit quality today exceeds DoD's stated requirements, and, further, quality and retention both exceed the levels observed during the late 1980s and mid-1990s, when the 70th percentile was established. However, the 70th percentile may be too low a benchmark, because there are reasons to believe that the recruiting environment is more difficult than it was in earlier periods. Figures of around the 75th to 80th percentile for enlisted personnel and of around the 75th percentile for officers are likely to meet existing recruit quality objectives. Assessing the ECI versus the DECI, the authors conclude DoD should consider replacing or supplanting the former with the latter. The DECI has several advantages over the ECI, and most of the critiques of the DECI have been addressed by advances in data availability and computing power in recent decades.
Author: Beth J. Asch Publisher: ISBN: 9780833091758 Category : Business & Economics Languages : en Pages : 0
Book Description
In a multimethod analysis, RAND researchers assess whether the military should continue using its 40-year pay table to retain experienced personnel or whether such retention could be equally achieved with a 30-year pay table.
Author: Beth J. Asch
Author: Beth J. Asch
Author: Beth J. Asch
Author: United States. Congress. Senate. Committee on Armed Services. Subcommittee on Manpower and Personnel
Author: Beth J. Asch
Author: Robert F. Hale
Author: 
Author: Beth J. Asch
Author: Beth J. Asch
Author: Beth J. Asch
Author: Beth J. Asch