WorldCat Identities

Hosek, James R.

Works: 85 works in 336 publications in 1 language and 16,424 library holdings
Genres: Conference papers and proceedings  Classification  Surveys 
Roles: Author, Editor, Honoree
Classifications: UB323, 358.41610979454
Publication Timeline
Most widely held works by James R Hosek
PACER SHARE productivity and personnel management demonstration : third year evaluation by Bruce R Orvis( Book )

36 editions published between 1990 and 1994 in English and Undetermined and held by 736 WorldCat member libraries worldwide

This Note contains supplemental materials to R-3753, which describes the PACER SHARE Productivity and Personnel Management Demonstration and the plan that has been developed to evaluate it. The supplemental materials include information on the demonstration, the survey questionnaire used in the baseline evaluation, and supplementary statistical results
U.S. competitiveness in science and technology by Titus Galama( Book )

17 editions published between 2006 and 2008 in English and held by 340 WorldCat member libraries worldwide

Is the United States in danger of losing its competitive edge in science and technology (S & T)? In response to this concern, the Under Secretary of Defense for Personnel and Readiness asked RAND to convene a meeting to review evidence presented by experts from academia, government, and the private sector. The resulting papers provide a partial survey of the facts, challenges, and questions posed by the potential erosion of U.S.S & T capability
The new fiscal federalism and the social safety net : a view from California( Book )

5 editions published in 1996 in English and held by 243 WorldCat member libraries worldwide

These essays review the implications of the new fiscal federalism for the states, particularly California, from the perspective of intergovernmental relations, fiscal impact, program administration, and the consequences for the public. Topics include AFDC, child care, child protection, Medicaid, job training, and the impact of prospective federal funding cuts on the California state budget. An introduction by the editors provides an overview of the issues, the nature of proposed policy changes, and their effects. The papers were given at a May 1996 RAND conference and revised to incorporate the observations of state, local, and county officials who participated in the two-day event
Married to the military : the employment and earnings of military wives compared with those of civilian wives( Book )

11 editions published in 2002 in English and held by 205 WorldCat member libraries worldwide

Today's military is a military of families; many service members are married, and many of their spouses work and contribute to family income. But military wives earn less than civilian wives, and this study seeks to understand why. The authors find that military wives, knowing they are likely to move frequently, are willing to accept jobs that offer a lower wage rather than to use more of their remaining time at a location to find a higher-wage job. Compared with civilian wives, military wives tend to work somewhat less if they have young children but somewhat more if their children are older
The AFDC-unemployed fathers program and welfare reform by James R Hosek( Book )

8 editions published in 1979 in English and held by 192 WorldCat member libraries worldwide

Reenlistment bonuses and retention behavior by James R Hosek( Book )

6 editions published in 1985 in English and held by 185 WorldCat member libraries worldwide

This report, an executive summary of Rand Report R-3199-MIL, presents a nontechnical discussion of the most policy-relevant findings of research on the effects of bonuses on retention behavior. The findings suggest that, overall, the reenlistment bonus program should be continued and perhaps expanded. It enables the services to respond quickly to changes both in labor supply, such as those created by economic and demographic cycles, and in labor demand, such as those created by changes in weapons systems or force deployment. Bonuses are effective in increasing retention rates and promoting longer terms of service. Since they are not part of base pay, they do not directly increase the potential retirement outlays as an increase in base pay would. Their power and flexibility make them a valuable aid in managing the size and shape of the career force. Keywords: Military personnel; Reenlistment; retention (General); Military force levels; Compensation; Recruiting. (Author)
How deployments affect service members by James R Hosek( Book )

11 editions published in 2006 in English and held by 180 WorldCat member libraries worldwide

To offer insights into the challenges faced by active-duty service members deployed to Iraq and Afghanistan and their families in coping with these challenges, and the adequacy of defense manpower policy in assisting members and families, this monograph draws on the perspectives of economics, sociology, and psychology; provides a formal model of deployment and retention; reviews published work; reports on the results of focus groups conducted in each of the services; and presents findings from an analysis of survey data
Serving away from home : how deployments influence reenlistment by James R Hosek( Book )

7 editions published in 2002 in English and held by 174 WorldCat member libraries worldwide

How does deployment affect reenlistment? The authors look at this issue in wake of the high rate of military deployment throughout the 1990s and with the prospect that deployment will rise even more in the coming years. The research uses two models to analyze deployment and reenlistment: one focusing on the direct effect of deployment indicators on reenlistment, and the other looking at both the direct effect of deployment and its indirect effect through the rate of promotion. The authors found that reenlistment was higher among members who deployed compared with those who did not, and that sizeable increases in deployments, all hostile, appeared unlikely to reduce reenlistment. The research suggests that past deployment influences current reenlistment behavior because it enables members to learn about their preferences for deployment and about its frequency and duration, which may revise members' previously held, more-naive expectations
Military pay gaps and caps by James R Hosek( Book )

8 editions published in 1994 in English and Undetermined and held by 157 WorldCat member libraries worldwide

This report investigates the military/civilian pay gap and its implications for capping military pay increases. The pay gap is defined as the percent difference in military versus civilian pay growth as measured from a given starting point. The index currently used for civilian pay growth is the Employment Cost Index (ECI), which reflects pay growth in the civilian labor force at large. The authors instead recommend measuring civilian pay growth for the subset of civilian workers whose composition by age, education, occupation, gender, and race/ethnicity represents that of active duty military personnel. The authors do so via construction of a Defense Employment Cost Index (DECI). They compare pay gaps based on the ECI vs. the DECI, and present DECI-based pay gaps for officer and enlisted personnel by gender and seniority and for occupational and age categories. The authors then consider the implications of these pay gaps for capping military pay
Does perstempo hurt reenlistment? : the effect of long or hostile perstempo on reenlistment by James R Hosek( Book )

3 editions published in 1998 in English and held by 155 WorldCat member libraries worldwide

"Manpower constitutes a vital element of the nation's defense capability, one that must be sustained if tomorrow's force is to be ready for the wide set of contingencies currently envisioned in the post-Cold War world. The authors focus on a key aspect of this concern: the effect of recent personnel tempo, or perstempo, on reenlistment. They develop several new measures of perstempo as well as construct a theoretical model of retention that encompasses the effects of perstempo. They report that limited episodes of long separation or hostile duty positively affect the decision to stay by first-term or early-career service members. However, more extensive duty, especially if it is hostile, can reduce this positive effect; in some cases, long or hazardous duty reduces reenlistment below what it would have been in the absence of such duty. The authors also recommend new methods of data collection and analysis, and propose future studies that would enhance retention"--Publisher's website
Air Force compensation : considering some options for change by James R Hosek( Book )

5 editions published in 2002 in English and held by 154 WorldCat member libraries worldwide

Recruiting difficulties during the 1990s, as well as manning shortfalls in certain specialties, have prompted the Air Force to consider significant alterations to the compensation system. The authors first describe Air Force recruitment and retention and compare them to the situation in the other military services. They then examine the current pay system and suggest ways it could be strengthened: monitoring civilian wages more closely; reshaping the basic pay table to make basic pay grow increasingly rapidly with respect to rank; restructuring selective reenlistment bonuses to make them worth more; and revamping Hostile Fire Pay/Imminent Danger Pay from a flat monthly rate to a level that depends on the number of hostile episodes. The book also provides an initial assessment of two pay concepts: skill pay (intended to provide higher pay for certain valuable skills) and capability pay (intended to provide compensation and incentives for superior individual capability, especially current and prospective future leadership potential). The authors discuss methods and standards for establishing these pays and examine questions of fairness and the administrative and human costs of implementing new systems. Finally, they consider ways to analyze the effects and cost-effectiveness of skill pay and capability pay: microsimulation modeling, a demonstration experiment, and surveys to query Air Force personnel about their retention intentions under a large number of potential skill pay and capability pay alternatives
Attracting the best : how the military competes for information technology personnel( Book )

5 editions published in 2004 in English and held by 154 WorldCat member libraries worldwide

During the 1990s, the burgeoning private-sector demand for information technology (IT) workers, escalating private-sector pay in IT, growing military dependence on IT, and faltering military recruiting led to a concern that the military capability was vulnerable to a large shortfall in IT personnel. What basis, if any, offered assurance that the supply of IT personnel would be adequate to meet the military's future IT manpower requirements? The authors conducted a literature review, field interviews, and data analysis and used a dynamic model that, taken together, compose an integrative perspective on this question and offer some policy implications for military planners in terms of how to recruit and retain qualified IT personnel. In addition, the insights of this research seem likely to apply to other high-technology occupations in the military that, like IT, offer valuable, transferable training in addition to the opportunity to serve
A look at cash compensation for active duty military personnel by Beth J Asch( Book )

6 editions published in 2002 in English and held by 144 WorldCat member libraries worldwide

Overview of military compensation for active duty officer and enlisted personnel in 1999
Learning about quality : how the quality of military personnel is revealed over time by James R Hosek( Book )

6 editions published in 2003 in English and held by 143 WorldCat member libraries worldwide

Extends the military services' usual definition of quality--high school diploma graduate and scoring in the upper half on the Armed Forces Qualification Test (AFQT)--to include performance as indicated by speed of promotion during the first term. Future assessment of personnel quality and of policies that affect quality should employ measures of quality that reflect both entry-level measures and performance in service
Placing a value on the health care benefit for active-duty personnel( Book )

6 editions published in 2005 in English and held by 142 WorldCat member libraries worldwide

The availability of health care for active-duty military personnel and their families is a fundamental component of the services' commitment to support their personnel. It represents a substantial benefit to military members and families, but, despite this clear value, military health care benefits are not routinely counted as an element of military compensation. The end result is that military members may be unaware of the full value of the health care benefit they receive. RAND used relevant calendar year 2000 data from Fortune 500 employers from Ingenix, a private health information company, to quantify military health care benefits. The accessed claims came from many different employers, insurance carriers, and health plans, and they included beneficiaries in most U.S. states. The authors use these data to describe methods for quantifying the value of military health care benefits from the perspective of active-duty members and their families. Even using conservative estimates, the authors find that the value can be quite considerable, ranging from hundreds of dollars per year for healthy single members, who use little health care but would face health insurance premiums in the civilian sector that they do not face in the military, to thousands of dollars for military families
Military compensation : trends and policy options by Beth J Asch( Book )

13 editions published in 1999 in English and held by 134 WorldCat member libraries worldwide

Options aimed at ameliorating personnel concerns. They conclude that pay raises targeted to those in higher grades supplemented by well-funded separation pay incentives, selective reenlistment bonuses, more cost-effective recruiting policies aimed at college-bound youth, and, if desired, offering a thrift savings plan without matching contributions from the government to help service members tax-shelter income for retirement are the best options. Targeted pay raises can help reduce the senior enlisted personnel and officer pay gaps and should strengthen the incentives for high-quality personnel to remain in service and exert the effort needed to reach higher ranks
An analysis of pay for enlisted personnel by Beth J Asch( Book )

6 editions published in 2001 in English and held by 130 WorldCat member libraries worldwide

This documented briefing addresses the questions of whether military compensation is adequate to enable the military services to meet their manpower requirements now and in the future and whether action to change military compensation is required now. Major military pay legislation was passed in 1999 and took effect in Fiscal Year 2000, so there is also a question of whether that pay action is sufficient to meet both short-term and long-term challenges in recruiting, retaining, and motivating personnel. 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. Finally, it discusses the variety of policy options that might be considered
How have deployments during the war on terrorism affected reenlistment? by James R Hosek( Book )

5 editions published in 2009 in English and held by 120 WorldCat member libraries worldwide

The military operations in Iraq and Afghanistan have been the United States' longest military engagements since the Vietnam War and the most severe test of the all-volunteer force, with the possible exception of the Gulf War in 1991. More than 1.5 million service members were deployed between 2002 and 2007, many of them more than once, and the fast pace of deployment has been felt throughout the military. Soldiers and marines have faced a steady cycle of predeployment training and exercises, deployment itself, and postdeployment reassignment and unit regeneration. Service members not on deployment are nonetheless busy planning and supporting military operations, caring for injured service members, and attending to recruiting, training, and other responsibilities at home and abroad. Many service members are married, and deployments have disrupted their family routines and created stress from separation and reintegration. At the same time, the long hours, tension, uncertainty, and violence of deployments have stressed the service members sent to fight. Remarkably, despite the pressures from deployments on service members and their families, reenlistment rates have been stable since 2002. The purpose of this monograph is to enhance understanding of whether deployments affected service members' willingness to stay in the military, as the stress caused by deployments would suggest, and how it was that reenlistment held steady
A policy analysis of reserve retirement reform by Beth J Asch( Book )

7 editions published in 2013 in English and held by 77 WorldCat member libraries worldwide

"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."--Page 4 of cover
A new tool for assessing workforce management policies over time : extending the dynamic retention model by Beth J Asch( Book )

2 editions published in 2013 in English and held by 75 WorldCat member libraries worldwide

The dynamic retention model (DRM) is a state-of-the-art modeling capability that supports decisionmaking about workforce management policy. The DRM can be applied in a wide variety of workforce contexts for a variety of compensation and personnel policies, though to date the focus has been on supporting military compensation decisions to sustain the all-volunteer force in the United States. While the DRM is an extremely powerful tool, a drawback in the use of the model to date is that it has focused on the steady state. That is, implementations of the model to date show only the retention and cost effects of alternative policies when the entire workforce is under the new policy versus when the workforce is under existing policy. The research presented in this report extends DRM to allow simulations of the effects of alternative policies both in the steady state and in the transition to the steady state. It also shows the effects of alternative implementation strategies and how different policies can affect how quickly the population and costs move toward the new steady state
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The new fiscal federalism and the social safety net : a view from California
Alternative Names
Hosek, James 1944-

Hosek, James R.

Hosek, James Robert 1944-

English (170)

The new fiscal federalism and the social safety net : a view from CaliforniaMarried to the military : the employment and earnings of military wives compared with those of civilian wivesHow deployments affect service membersServing away from home : how deployments influence reenlistmentDoes perstempo hurt reenlistment? : the effect of long or hostile perstempo on reenlistmentAir Force compensation : considering some options for changeAttracting the best : how the military competes for information technology personnelA look at cash compensation for active duty military personnel