The Relative Cost-Effectiveness of Retaining Versus Accessing Air Force Pilots PDF Download

Author: Michael G. Mattock
Publisher:
ISBN: 9781977402042
Category : Air pilots, Military
Languages : en
Pages : 72

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Book Description
Are special and incentive pays to retain current U.S. Air Force pilot officers more efficient for sustaining the size of the pilot force than accessing new pilots? If so, how much do those pays need to be?

Author: Michael G. Mattock
Publisher:
ISBN:
Category : Air pilots, Military
Languages : en
Pages : 0

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Book Description
The U.S. Air Force (USAF) has proposed Aviation Professional Pay (APP) as a replacement for Aviation Bonus (AvB) and Aviator Incentive Pay (AvIP). After an aviator completes the undergraduate pilot training active-duty service commitment, APP would be paid as long as the aviator is committed to a three-year service contract. A pilot would receive a single APP bonus, instead of AvIP and annual AvB, on top of monthly regular military compensation. APP would be tied to years of aviator service (YASs), starting in YAS 1 and continuing throughout the end of the career, with the monthly amount increasing with YAS through year 16 and decreasing slightly beginning in year 21. The USAF has proposed this alternative in part as a response to recent survey results that indicate that USAF aviators desire compensation without long-term commitments, and in part to treat aviation as a profession that recognizes the value of aviation experience. Simulations using RAND's dynamic retention model show that APP would increase overall force size relative to the current system with AvB capped at $35,000 if accessions are held constant but that the same increase in overall force size could be realized at less than one-quarter of the cost by raising the AvB cap to $43,000. APP is less efficient than the combination of AvB and AvIP. Thus, policymakers will need to carefully balance the appealing features of APP with the reduced cost-effectiveness and reduced ability to lock pilots into long-term contracts.

Author: Michael G. Mattock
Publisher:
ISBN:
Category :
Languages : en
Pages : 8

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Book Description
The U.S. Air Force (USAF) has proposed Aviation Professional Pay (APP) as a replacement for Aviation Bonus (AvB) and Aviator Incentive Pay (AvIP). After an aviator completes the undergraduate pilot training active-duty service commitment, APP would be paid as long as the aviator is committed to a three-year service contract. A pilot would receive a single APP bonus, instead of AvIP and annual AvB, on top of monthly regular military compensation. APP would be tied to years of aviator service (YASs), starting in YAS 1 and continuing throughout the end of the career, with the monthly amount increasing with YAS through year 16 and decreasing slightly beginning in year 21. The USAF has proposed this alternative in part as a response to recent survey results that indicate that USAF aviators desire compensation without long-term commitments, and in part to treat aviation as a profession that recognizes the value of aviation experience.Simulations using RAND's dynamic retention model show that APP would increase overall force size relative to the current system with AvB capped at $35,000 if accessions are held constant but that the same increase in overall force size could be realized at less than one-quarter of the cost by raising the AvB cap to $43,000. APP is less efficient than the combination of AvB and AvIP. Thus, policymakers will need to carefully balance the appealing features of APP with the reduced cost-effectiveness and reduced ability to lock pilots into long-term contracts.

Author: Viktoriya Fedorchak
Publisher: Routledge
ISBN: 0429686153
Category : History
Languages : en
Pages : 241

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Book Description
This book aims to explain air power to both military and civilian audiences in an accessible manner, approaching the topic in a balanced and systematic way. The past 100 years illustrates that air power is an inevitable feature of any type of modern warfare. It has a key role to play in any of the three main operational environments: conventional (inter-state) wars, peace-support operations, and counterinsurgencies. This book examines the strengths and challenges of using air power in these situations, and each type of operation is explained using modern and historical examples, with an emphasis on the relevant lessons for the contemporary and future use of air power. The book also looks into the complexity of media coverage of air warfare and changes in the public perception of air power in recent years. The specifics of structuring national air forces is also discussed, along with the future of air power based on current trends. One of the enduring themes in the book is the necessity of inter-service and cross-domain integration, emphasizing the increasingly important role of cyber and space domains in the future of network-centric warfare. This book will be essential reading for students of air power and air warfare, and recommended reading for students of international security, strategic studies, defence studies, and foreign policy.

Author: National Academies of Sciences, Engineering, and Medicine
Publisher: National Academies Press
ISBN: 0309678684
Category : Business & Economics
Languages : en
Pages : 289

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Book Description
The USAir Force human capital management (HCM) system is not easily defined or mapped. It affects virtually every part of the Air Force because workforce policies, procedures, and processes impact all offices and organizations that include Airmen and responsibilities and relationships change regularly. To ensure the readiness of Airmen to fulfill the mission of the Air Force, strategic approaches are developed and issued through guidance and actions of the Office of the Deputy Chief of Staff for Manpower, Personnel and Services and the Office of the Assistant Secretary of the Air Force for Manpower and Reserve Affairs. Strengthening US Air Force Human Capital Management assesses and strengthens the various U.S. Air Force initiatives and programs working to improve person-job match and human capital management in coordinated support of optimal mission capability. This report considers the opportunities and challenges associated with related interests and needs across the USAF HCM system as a whole, and makes recommendations to inform improvements to USAF personnel selection and classification and other critical system components across career trajectories. Strengthening US Air Force Human Capital Management offers the Air Force a strategic approach, across a connected HCM system, to develop 21st century human capital capabilities essential for the success of 21st century Airmen.

Author: Michael G. Mattock
Publisher: Rand Corporation
ISBN: 0833041584
Category : Business & Economics
Languages : en
Pages : 91

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Book Description
The U.S. Air Force (USAF) needs accurate models to develop retention policies that ensure the force has a sufficient number of experienced officers to meet current and future requirements. The dynamic retention model (DRM) can be used to take into account the effect of the availability of multi-year contracts to certain classes of Air Force officers. Unlike the annualized cost of leaving (ACOL) model long used by researchers working on USAF personnel issues, the DRM takes into account the value an officer may place on future career flexibility in the face of uncertainty, and thus is particularly well suited to examining the effect of bonus programs that have service commitments, such as the Aviator Continuation Pay (ACP) program, which pays an annual bonus to pilots and certain groups of navigators and air battle managers who commit to extend their service for specified numbers of years or to a specified length of service.

Author: U S Government Accountability Office (G
Publisher: BiblioGov
ISBN: 9781289161743
Category :
Languages : en
Pages : 36

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Book Description
GAO examined whether the Air Force is reducing the number of pilots in its force structure in the most cost-effective manner. GAO found that: (1) the Air Force is training more pilots than it needs for current cockpit assignments; (2) about one-half of the graduating pilots are temporarily assigned to nonflying positions for up to 3 years while waiting for advanced training; (3) the Air Force is incurring unnecessary costs of about $311 million or more for these nonflying pilots because of requalification training and aviation career incentive pay; (4) the Air Force does not receive the full benefit of pilot training because of the reduced time some pilots spend in flying positions during their careers; (5) during fiscal years (FY) 1991 and 1992, the Air Force delayed candidates from entering into its undergraduate pilot training (UPT) program, but it no longer does this because of the anticipated pilot shortage in FY 1995 and its desire to use the UPT infrastructure fully and ensure leadership development; (6) the Department of Defense expects to complete its analysis of a potential pilot shortage and other aviator personnel issues by December 1993; (7) pilot requirements could be met by nonflying pilots; and (8) the Air Force's plan to assign 500 UPT program candidates to flying positions may not effectively alleviate the problem of excess pilots.

Author: Michael G. Mattock
Publisher: Rand Corporation
ISBN: 0833094319
Category : Business & Economics
Languages : en
Pages : 0

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Book Description
Increases in major airline hiring could cause Air Force pilot shortfalls. The authors analyzed supply, compensation, and demand to estimate changes in civilian pilot pay and hiring and the level of aviator retention pay needed as a countermeasure.

Author: Patricia K. Tong
Publisher:
ISBN: 9781977406064
Category : Business & Economics
Languages : en
Pages : 70

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Book Description
To justify budgets for special and incentive (S&I) pays for career enlisted aviators (CEAs), the Air Force needs rigorous analyses on how to efficiently set S&I pays for CEAs to achieve and maintain required end strength. The authors of this report develop an analytic capability to calculate the efficient amount of S&I pays for CEAs, using RAND's Dynamic Retention Model to create separate models for each CEA specialty. They use these models to estimate the per capita cost for each CEA specialty under different policies to show the trade-offs between increasing accessions versus retaining more experienced CEAs for a given force size. They also calculate tipping-point values: the values that recruiting and training costs would need to reach in order for retaining more experienced CEAs using selective reenlistment bonuses (SRBs) to become more cost-effective than increasing accessions.

Author: Amber Smith
Publisher: Simon and Schuster
ISBN: 1684515637
Category : Political Science
Languages : en
Pages : 209

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Book Description
Our Woke Military Could Lose the Next War Wokeness used to be an annoying distraction in the U.S. military. Now it is a major threat to national security. Faster than most of us thought possible, our military has become a woke, dysfunctional bureaucracy focused not on winning wars but on identity politics, gender ideology, climate change, and other favored causes of the leftist elite. Don’t think that China isn’t watching. Don’t think that Russia, Iran, and North Korea haven’t noticed. But so has Amber Smith, a former U.S. Army combat helicopter pilot and Deputy Assistant to the Secretary of Defense. In her riveting new book, Unfit to Fight, she sounds the alarm that our military and our nation are at grave risk. In Unfit to Fight, you’ll learn: Why the military should not “reflect American society,” but be a select group of lethal professionals How the Pentagon rewards lowered standards for the sake of “diversity” Why failure often leads to promotion—if you have the right friends Why a return to combat merit, battlefield mission, and trust in leadership are essential—or we will lose our next war Elections, as they say, have consequences, and catastrophic damage to national security is among the most important. Amber Smith’s Unfit to Fight needs to be in the hands of everyone who cares about our military and our survival as a nation.