WorldCat Identities

Grissmer, David W. (David Waltz) 1941-

Works: 90 works in 293 publications in 1 language and 7,559 library holdings
Genres: Longitudinal studies  Abstracts  Conference papers and proceedings 
Roles: Author, Other
Classifications: UA42, 371.260973
Publication Timeline
Most widely held works by David W Grissmer
Improving student achievement : what state NAEP test scores tell us by David W Grissmer( )

19 editions published in 2000 in English and Undetermined and held by 2,840 WorldCat member libraries worldwide

"In Improving Student Achievement: What State NAEP Test Scores Tell Us, the authors examine the evidence from student scores on the National Assessment of Educational Progress (NAEP) tests given in math and reading from 1990 through 1996, to determine what uses of resources and state policies, on balance, improve student achievement." "This book uses measures that compare state performance: raw achievement scores, estimates for score differences for students with similar family characteristics, and estimated improvement trends, as well as variations in per-pupil expenditures and other resource allocations. What factors have the greatest effect on student achievement and at what cost? What state efforts can really make a difference?"
Analytic issues in the assessment of student achievement : proceedings from a research seminar( Book )

2 editions published in 2000 in English and held by 283 WorldCat member libraries worldwide

Student achievement and the changing American family by David W Grissmer( Book )

9 editions published between 1994 and 1995 in English and held by 275 WorldCat member libraries worldwide

There is a considerable debate about the direction and causes of change in U.S. student performance over the last 25 years. This study (1) estimates the net effect of changing family characteristics and demographics on aptitude scores and (2) compares the expected changes to actual changes to estimate the effects of factors unrelated to family. The conclusions undercut the conventional wisdom about failing schools, deteriorating families, and ineffective public investments and policies. The study estimates that changing family characteristics would boost scores by about 7 percentile points. These gains come primarily from higher parental education and smaller family size, which translates into more resources per child. For non-Hispanic white students, the actual gains in scores were approximately the same as expected from family changes. However, black and Hispanic students made far larger gains than non-Hispanic white students, and only about one-third of the gains could be explained by changing family characteristics. These large unexplained gains for minority students may be evidence that additional public investment in schools and social programs and equal educational opportunity policies have had marked benefits. The authors caution that the results should not be interpreted to mean that conditions have improved for every student, family or school, only that averaging across all 14-18-year-old students over the last 20 years indicates a positive change
Teacher attrition : the uphill climb to staff the nation's schools by David W Grissmer( Book )

9 editions published in 1987 in English and held by 233 WorldCat member libraries worldwide

This report develops a strategy for improving national and state forecasts of future teacher attrition rates. The authors (1) develop a theory of teacher attrition that accounts for the disparate reasons for attrition and explains the patterns of attrition unique to each life cycle and career stage; (2) selectively review existing literature on teacher attrition and present attrition patterns from several states in order to test hypotheses deriving from their theory; (3) review the data available to support improved attrition models and recommend ways to make better use of the data; and (4) identify sampling and data collection strategies that will improve the value of data collected in a future national survey of teachers
Assessing teacher supply and demand by Gus W Haggstrom( Book )

6 editions published in 1988 in English and held by 207 WorldCat member libraries worldwide

This report describes and justifies a data-collection system for assessing teacher supply and demand in United States elementary and secondary schools. The resulting data-collection effort consists of linked surveys of school districts, schools, principals, and teachers designed to support analyses of teacher supply and demand using dimensions such as qualifications, assignments, and working conditions; and school conditions, policies, and staffing practices. The main objectives of the study are to lay the groundwork for prescribing data requirements and data-collection procedures for the Schools and Staffing Surveys database administered by the Center for Education Statistics. The purpose is to gather information that will enable educators and researchers to assess the current status of teachers on numerous dimensions, and to provide data that will support analyses of flows into, out of, and within the teacher workforce. (Jd)
Patterns of attrition among Indiana teachers, 1965-1987 by David W Grissmer( Book )

12 editions published between 1991 and 1992 in English and held by 206 WorldCat member libraries worldwide

Teachers have come under increasing scrutiny over the past several years as part of the continuing national debate on the quality and appropriateness of American schooling. Discussion has focused on the quality of the teaching force, the adequacy of teacher compensation, the potential for teacher shortages, and the patterns and magnitude of teacher attrition. This study focuses on Indiana public school teachers, using data that cover 24 years. Among the specific issues that the report addresses are (1) whether teachers are leaving the profession at growing rates; (2) the roles compensation and working conditions play in retaining teachers in the profession; (3) whether shortages of teachers are likely; (4) whether more attractive job opportunities are increasing attrition rates for women teachers; (5) what types of teachers stay longest in the profession; and (6) how attrition rates differ by subject taught. The findings indicate that teacher attrition rates are at their lowest level in 25 years. Female attrition rates have fallen much faster than male rates. This trend is attributable to the increasing labor force participation of women. Another demographic trend that has contributed to reducing teacher attrition is the greater proportion of entering teachers who are older. Finally, the analysis shows that teacher compensation and working conditions significantly affect attrition. Over the next ten years, teacher attrition rates should remain low, provided that pay levels are maintained in real terms
Defense downsizing : an evaluation of alternative voluntary separation payments to military personnel by David W Grissmer( Book )

5 editions published in 1995 in English and held by 165 WorldCat member libraries worldwide

This report documents RAND's research effort on one aspect of the personnel drawdown--how to structure voluntary separation offers to service members to efficiently meet force-reduction objectives. This research was carried out before development of the voluntary separation programs initiated between 1992 and 1994 and was instrumental in shaping them. The authors address the question of what part of the reductions should come from lowered accession levels and what part from increased separations of personnel currently in the service. They identify the criteria that any separation plan should meet and develop a methodology for estimating the acceptance rate of voluntary separation offers. They apply this methodology to evaluate a range of such offers and then address the process of how to structure separation offers to get both the number and type of desired departures as cost effectively as possible. Finally they address questions concerning the financing of such offers by estimating the savings from reduced retirement outlays
Prior service personnel : a potential constraint on increasing reliance on reserve forces( Book )

5 editions published in 1994 in English and Undetermined and held by 164 WorldCat member libraries worldwide

This report investigates the connection between the size of the active components and the readiness of the reserve components. Personnel who leave the active force provide an important source of experience for the reserves. Congress has passed legislation that directs sharply increased levels of prior service personnel for the Army National Guard. However, under current policies, it will be difficult--if not impossible--to increase the prior service content in the reserves while reducing the size of the active component. The report analyzes the ratio between active and reserve components, describes the current mix of prior- and non-prior service personnel in the reserves, projects how the prior-service content would change with different force structures, and presents a menu of policy options designed to boost the prior-service content of the reserves
Skill qualification and turbulence in the Army National Guard and Army Reserve by Richard J Buddin( Book )

5 editions published between 1993 and 1994 in English and held by 161 WorldCat member libraries worldwide

Improving the personnel and training readiness of Selected Reserve units requires, among other things, the identification of problems in meeting readiness goals, the causes of these problems, and likely solutions. This report addresses the issue of individual job training in the Army National Guard and Army Reserve. For several reasons, a significant proportion of reservists in units are not even minimally qualified in their assigned jobs. These reasons include the large share of prior-service personnel requiring retraining, the large number of reservists who change units and jobs over their career, and force retraining required when the force structure changes or is modernized. This research has established a job tracking system for reservists and used that system to measure job qualification levels in different units and jobs. It has also measured the frequency of assigned job changes and provided evidence on the causes of such changes. Finally, it has measured average retraining times for reservists changing jobs
Insuring mobilized reservists against economic losses : an overview( Book )

5 editions published between 1994 and 1995 in English and held by 159 WorldCat member libraries worldwide

Reserve personnel played a critical role during Operation Desert Storm. However, a significant proportion of those who were mobilized faced economic losses. These losses resulted from the difference between their civilian and military incomes, loss of civilian benefits, and additional expenses during mobilization. This report summarizes results from an ongoing study of the economic losses of reservists upon mobilization and explores one option for addressing this problem, namely, the feasibility of offering insurance protection against such losses. The results are based on two surveys of reserve personnel
Student achievement and the changing American family : an executive summary( Book )

4 editions published in 1994 in English and held by 155 WorldCat member libraries worldwide

This report is the executive summary of MR-488-LE. It presents the basic findings from this study but the interested reader should refer to the main report for a detailed discussion of the issues
1979 DOD Survey of Personnel Entering Military Service : wave 1 user's manual and codebook by Zahava D Doering( Book )

9 editions published in 1980 in English and held by 142 WorldCat member libraries worldwide

Mainly forms, with explanation of codes for filling out the forms
Improving reserve compensation : a review of current compensation and related personnel and training readiness issues by David W Grissmer( Book )

7 editions published in 1989 in English and held by 122 WorldCat member libraries worldwide

This report lays the basis for making recommendations for changes in military reservists' compensation by accomplishing two objectives: (1) to identify and analyze current reserve personnel and training-readiness problems that may be ameliorated by changes in the reserve compensation system; and (2) to provide a sound economic basis for recommending changes in compensation by presenting a theory for individual decisionmaking with respect to reserve participation and delineating the associated benefits and opportunity costs of reserve participation. The authors identify these problems as ones that could be ameliorated by changes in reserve compensation: personnel shortages; low skill qualifications among unit personnel; limited time for planning for training, actual training, and administrative work among certain types of units; and an evolving more senior force. The authors argue for a more flexible compensation system, and recommend that reserve unit grade and skill organizational structure be changed to allow higher pay grade attainment within the same military skill. They also recommend that greater differentiation be introduced in the amount of reserve training time required for different types of reserve units
Factors affecting reenlistment of reservists : spouse and employer attitudes and perceived unit environment : prepared for the Assistant Secretary of Defense (Reserve Affairs) by David W Grissmer( Book )

8 editions published in 1992 in English and held by 118 WorldCat member libraries worldwide

This report examines the reenlistment decisions of early- to mid-career reservists (i.e., those with 4-12 years of service) and the forces affecting those decisions. Using the 1986 Reserve Components Survey of Enlisted Personnel, the authors extended earlier reenlistment estimates in several important directions, including (1) developing a reenlistment model with reservists from all six components to measure the impact of component-specific influences; (2) measuring the influence of perceived spouse attitude on reenlistment and contrasting this with a similar measure of perceived employer attitude; and (3) measuring the influence of the training and unit environment on reenlistment. The findings underscore the importance of attitudinal variables in models of reenlistment. Reservists with more favorable employer attitudes have significantly higher reenlistment rates. Spouse attitude toward reserve participation appears to have an even more significant influence on reenlistment rates than employer attitudes. The authors find that the net effect of all the variables in the multivariate models are rather small in magnitude compared with those relating to the marital status/dependents/spouse attitude variables. Dissatisfaction with training, equipment, and morale of the unit also appears to have a fairly significant impact on reenlistment
New and returning teachers in Indiana : the role of the beginning teacher internship program by Lisa Hudson( Book )

6 editions published in 1991 in English and held by 115 WorldCat member libraries worldwide

Teacher induction programs seek to promote the skill development and proficiency of beginning teachers, increase the retention of qualified teachers, and screen new teachers for full licensing and entry into the profession. This report evaluates Indiana's Beginning Teacher Internship Program, a mentor program implemented in the 1988-1989 school year. It aims to determine the effects of the program on the teaching experiences of new teachers and their plans to remain in teaching. The findings indicate that program participants were more satisfied with their first-year experience than nonparticipants, and the program appears successful at influencing new teachers' plans for teaching in the following year
New and returning teachers in Indiana : sources of supply by Sheila Nataraj Kirby( Book )

4 editions published in 1991 in English and held by 111 WorldCat member libraries worldwide

This report, based on both historical data and on a survey of new 1988-1989 hires in Indiana, examines the sources of teacher supply and the paths into teaching taken by newly hired teachers, and the ways these paths have changed over time. Surprisingly, experienced teachers today account for a larger proportion of new hires than inexperienced teachers; experienced teachers have grown as a proportion of new hires from 15 to 30 percent. Since the number of new hires has sharply decreased since the mid-1970s and most of these new hires are older, the average age of the teaching force has increased, suggesting that an effort must be made to attract young people to teaching to offset the supply reduction that will occur in 10 to 15 years as older teachers retire. The survey data examined here present a picture of a fluid, responsive, and dynamic teacher labor market. The findings suggest that a greater degree of cooperation between school districts and businesses might be a cost-effective way to recruit. Low-cost certification programs and scholarships might serve to attract career switchers. However, there seems to be little states can do to prevent breaks in service for teachers who leave and later return to teaching
The Reserve Force Policy Screening Models (POSM) : a user's manual by Jennifer H Kawata( Book )

6 editions published in 1989 in English and held by 108 WorldCat member libraries worldwide

This report is a user's manual for the Reserve Force Policy Screening Models (POSM), which consist of 48 separate models. Eight separate models for each of the six reserve components include three officer and three enlisted models covering military technicians, full-time personnel, and part-time personnel; a fourth pair contains an aggregate of all three types of personnel. Each personnel inventory projection model incorporates behavioral and nonbehavioral options for projecting force sizes into the future. The models incorporate personnel flow into and out of the force, among the different personnel groups (full-time, military technician, and part-time), and into different year-of-service groups. They can project 14 years or more into the future, using assumptions about end strength or accession levels. The models were built to support a wide range of decisions concerning reserve pay, bonus budgets, recruiting resources, and issues of reserve force growth. (RRH)
Changing patterns of nonprior service attrition in the Army National Guard and Army Reserve by David W Grissmer( Book )

4 editions published in 1988 in English and held by 106 WorldCat member libraries worldwide

"This report analyzes the attrition of Army Reserve and Army National Guard enlistees who have had no prior military service. It develops models of attrition that assign a probability of attrition to each recruit type. The models are based on analyses of historical attrition for the fiscal year 1980-1982 cohorts entering the Army National Guard and Army Reserve. The report focuses on separations to civilian life and develops separate models for attrition during the training and posttraining periods and the first two years after enlistment. A major finding is that economic factors and institutional policies are extremely important determinants of attrition across different cohorts. Although it is possible to predict the relative attrition risk associated with changes in composition or quality, the predictive power of such models is not good. As much as possible, changes in component policies or training standards must be accounted for, as well as the effect of changing economic conditions on both the entering cohorts and the component."--Rand Abstracts
Attrition of nonprior service reservists in the Army National Guard and Army Reserve by David W Grissmer( Book )

7 editions published in 1985 in English and held by 102 WorldCat member libraries worldwide

This report analyzes nonprior service attrition in the Army Reserve and Army National Guard, and is an extension of work reported earlier in N-2079-RA. It develops models of attrition that assign a probability of attrition to each recruit type, thus providing a basis for setting improved enlistment standards. Study results show that, similar to Active Force attrition studies, separation rates for both the Army National Guard and Army Reserve are sensitive to the education, aptitude scores and demographic composition of the enlistment cohort. Results also show that many reservists separate in order to enter an Active or another Reserve component, or to later return to the same component
A model of reenlistment decisions of Army National Guardsmen by Burke K Burright( Book )

5 editions published between 1981 and 1982 in English and held by 98 WorldCat member libraries worldwide

An econometric model of reenlistment decisions for Army National Guardsmen is developed using data collected from 2,876 surveys. The surveys were administered to Guardsmen with less than eight years of service who were making a reenlistment decision during 1978. The results of the model shows that a 10 percent increase in reserve pay would bring only a 2 percent increase in reenlistment rates. Since almost all Guardsmen are moonlighters, higher civilian job wage levels and hours worked bring lower reenlistment rates. Demographic composition and education level significantly affect reenlistment rates. Other things equal, women, blacks, and those who do not complete high school have higher reenlistment rates than their counterparts. Overall, the model predicts that reenlistment rates will more than double after 1978, thanks to a favorable demographic composition and the absence of draft motivated reservists
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Improving student achievement : what state NAEP test scores tell us
Student achievement and the changing American familyDefense downsizing : an evaluation of alternative voluntary separation payments to military personnelInsuring mobilized reservists against economic losses : an overviewNew and returning teachers in Indiana : the role of the beginning teacher internship program
Alternative Names
David W. Grissmer American academic and author

David W. Grissmer Amerikaans hoogleraar

Grissmer, D. 1941-

Grissmer, D. (David), 1941-

Grissmer, David 1941-

Grissmer, David W.

Grissmer, David Waltz 1941-

Waltz Grissmer, David 1941-

English (136)