WorldCat Identities

United States Office of the Assistant Secretary of Defense (Reserve Affairs)

Overview
Works: 45 works in 95 publications in 1 language and 2,585 library holdings
Genres: Conference papers and proceedings  Handbooks and manuals 
Classifications: UA42, 355.370973
Publication Timeline
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Most widely held works by United States
Description of officers and enlisted personnel in the U.S. selected reserve, 1986 : a report based on the 1986 reserve components surveys by Mary Ellen McCalla( )

3 editions published in 1987 in English and held by 397 WorldCat member libraries worldwide

National Guard & Reserve family readiness strategic plan : 2000-2005( )

1 edition published in 2000 in English and held by 272 WorldCat member libraries worldwide

Guide to reserve family member benefits( )

2 editions published between 2002 and 2003 in English and held by 215 WorldCat member libraries worldwide

Reserve component manpower readiness and mobilization policy : based on the Colloquium on Mobilization with Special Emphasis on Guard and Reserve Components, 1-4 November 1983 by Colloquium on Mobilization with Special Emphasis on Guard and Reserve Components( Book )

in English and held by 178 WorldCat member libraries worldwide

Skill qualification and turbulence in the Army National Guard and Army Reserve by Richard J Buddin( Book )

3 editions published between 1993 and 1994 in English and held by 159 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
Prior service personnel : a potential constraint on increasing reliance on reserve forces( Book )

2 editions published in 1994 in English and held by 149 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
Manning full-time positions in support of the Selected Reserve by Marygail K Brauner( Book )

3 editions published in 1991 in English and held by 116 WorldCat member libraries worldwide

This report discusses problems related to manning full-time support (FTS) positions in the Selected Reserve. The study focuses on systemic problems that currently exist and that would most likely exist even if the size and structure of the Selected Reserve were to change. It defines two premises that should underlie the services' process for determining FTS manpower requirements: there are alternative manpower structures that can accomplish any given workload, and there are no absolute workload requirements. It then outlines a three-part strategy for determining the best FTS structure: identify the work that should be done, identify alternative full-time manpower structures equally capable of completing the work, and estimate the cost of each alternative structure and select the least costly one
Economic factors in reserve attrition : prior service individuals in the Army National Guard and Army Reserve by M. Susan Marquis( Book )

4 editions published between 1988 and 1989 in English and held by 113 WorldCat member libraries worldwide

This report analyzes the separation decisions of prior-service reservists in the Army Reserve and the Army National Guard, the two components that recruit over 60 percent of all Selected Reserve prior-service accessions. The authors examine the effects of military compensation on attrition among prior-service reservists. They also investigate the ways separation patterns differ, depending on the personal characteristics of individuals. In successive sections, the report (1) reviews the conceptual model of attrition that guides the empirical work and specifies the hypotheses that are tested with the data; (2) discusses the data available for modeling attrition, and the methods of analysis; (3) describes the variation in length of service among prior-service enlistees as a function of selected characteristics; and (4) presents results from a multivariate analysis of attrition. The study suggests that the rate of military pay can significantly affect the length of service of prior-service personnel. However, demographic characteristics have a much larger influence on attrition than economic factors; targeted recruiting may be more effective in retaining personnel for longer terms than changing compensation policies
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 )

6 editions published in 1992 in English and held by 111 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
Improving reserve compensation : a review of current compensation and related personnel and training readiness issues by David W Grissmer( Book )

4 editions published in 1989 in English and held by 110 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
Reserve accessions among individuals with prior military service : supply and skill match by M. Susan Marquis( Book )

3 editions published in 1989 in English and held by 105 WorldCat member libraries worldwide

This report analyzes the accession behavior of enlistees who have had prior military service either on active duty or in reserve service. The report focuses on the accession behavior of prior service reservists who served in the active Army or in the Army Reserve and Army National Guard. These reservists account for the largest number of separations, and these components have also traditionally had relatively greater problems in meeting their end-strength requirements. The authors endeavor to determine which policies appear to increase accessions among prior service personnel, placing special emphasis on reserve pay and affiliation bonuses. They investigate how skill match varies across different occupations, the timing of entry, years of service, and area demand
The Reserve Force Policy Screening Models (POSM) : a user's manual by Jennifer H Kawata( Book )

3 editions published in 1989 in English and held by 101 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
Unit cost analysis : annual recurring operating and support cost methodology by John F Schank( Book )

3 editions published in 1986 in English and held by 100 WorldCat member libraries worldwide

This report presents a consistent and complete methodology for comparing annual operating and support costs of active and reserve units within and across all components of the force. Existing service models and data were modified or manipulated to create active and reserve annual cost models and cost factors. The report describes the general approach and uses service-specific case studies to demonstrate methods and cost factor derivations. Case studies include: Air Force F-4D and C-130E squadrons; Army mechanized infantry, tank, field artillery, and combat engineering battalions; and Navy F-4S squadrons and FF1052 frigates. Results, given in FY 1983 dollars, show wide variances in annual active and reserve unit costs across units and services, emphasizing the need for a case-by-case approach to unit costing. Technical appendixes present the detailed descriptions of cost factor derivations and data sources. A companion document, R-3210/1-RA, provides a summary of this report in executive briefing format
Cost analysis of reserve force change : non-recurring costs and secondary cost effects by John F Schank( Book )

2 editions published in 1987 in English and held by 94 WorldCat member libraries worldwide

This report describes a methodology for estimating the non-recruiting costs of Reserve component changes in the U.S. Air Force and U.S. Navy and draws inferences about the factors that affect non-recurring unit costs. The report also addresses other cost effects associated with unit charges, including changes in annual recurring costs and indirect or force-wide costs. Construction, support equipment, and aircrew training costs account for the majority of the non-recurring costs in the various case studies. The findings suggest that non-recurring costs can be reduced if (1) the basing location has existing facilities; (2) prior-service aircrew personnel with experience in the new weapon system can be recruited; and (3) the Reserve unit is located on an Active base that has excess capacity and can share in various logistic-support assets. Keywords: Military reserves; Air Force personnel; Military force levels. (Author)
Unit cost analysis : executive briefing by John F Schank( Book )

2 editions published in 1986 in English and held by 89 WorldCat member libraries worldwide

This report documents an executive briefing of a methodology for estimating the annual operating and support costs for similar units in the Active and Reserve components of the military services, and the results of case studies to which the methodology was applied. The methodology was developed to acquire an initial understanding of the potential budget implications of force mix decisions. It estimates the annual recurring incremental costs of unit personnel, peacetime equipment operations and peacetime base support. The accuracy of the cost estimates depends on the quality of the available data, which varies across the services and the different categories of cost factors. While the costing methodology developed under this research provides the necessary tools to estimate the annual recurring costs of specific types of units, further analysis in the areas of non-recurring transition costs and the difference between average and marginal personnel and equipment costs for force mix changes will be needed to understand the full budget impact of force mix decisions. (Author)
Reassessing enlisted reserve attrition : a total force perspective by Sheila Nataraj Kirby( Book )

2 editions published in 1993 in English and held by 84 WorldCat member libraries worldwide

This Note examines the attrition behavior of nonprior service enlisted reservists who enlisted in the Selected Reserve during FY92-FY88. The main thesis of the Note is that attrition needs to be reassessed and redefined from a total force perspective to take into account returns to the reserve components and transfers into the active force, both of which are substantial. Both overall attrition and attrition to civilian life have been declining over time, but the high rates of turbulence need to be managed better to reduce their adverse impact on unit readiness. There are marked differences among components, with the two Air components having the lowest rates
Individual Ready Reserve skill retention and refresher training options by Rand Corporation( Book )

3 editions published in 1986 in English and held by 76 WorldCat member libraries worldwide

"This Note explores the determinants of key attributes of a training program for Individual Ready Reserve (IRR) members. It examines relationships among time since separation, skill retention, task characteristics, and different forms of training. It analyzes the relevant academic and military literature on skill retention and training needs, and proposes a research agenda and a decision framework designed to provide information and structure for IRR training program decisions. The authors recommend that decision frameworks for IRR training take into account the usefulness of other mobilization assets, the time and resources available at mobilization for IRR training, the skills that are critical to mobilization, and cost concerns. This decision framework must be supported by further information on skill retention in the IRR, training needs of the IRR, costs of refresher training, and the willingness of the IRR to train."--Rand abstracts
Reserve components of the United States armed forces by J Pahris( Book )

8 editions published between 1988 and 2000 in English and held by 28 WorldCat member libraries worldwide

A throughput-based analysis of Army active component/reserve component mix for major contingency surge operations by Michael E Linick( Book )

4 editions published in 2019 in English and held by 13 WorldCat member libraries worldwide

This report examines how well the processes and timeline for generating ready forces from the Army reserve component (RC) units align with a need for rapid deployment to a future major conflict overseas. The report focuses on how the dynamics of the mobilization process for Army RC units can, or should, affect decisionmaking about force mix, as well as how policy and resourcing decisions can enhance or inhibit the speed and efficiency of mobilization. We created two models to simulate the effects of various changes to the mobilization and postmobilization training pipeline, to explore key drivers of training throughput, and to identify major bottlenecks that can inhibit fast and efficient mobilization of RC units. The analysis found that the sequence in which large and small units in the RC and active component (AC) units are put into the training pipeline affects the speed at which demand in the theater of operation can be met. Deploying smaller, quicker-to-train RC units in the earlier periods of a conflict and deferring the use of the larger, more complex-to-train RC formations to later stages of major operations appear to maximize the output of training facilities. The speed of deployment in a no-notice or short-notice mobilization may also be improved by maintaining a certain level of readiness in select RC units. For the Total Force structure, the findings suggest that the unit size and complexity should be considerations in allocation of force structure between the AC and the RC
Attrition of nonprior service reservists in the Army National Guard and Army Reserve by David W Grissmer( )

2 editions published in 1985 in English and held by 13 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, similiar to Active Force attrition studies, seperation rates for Reserve are sensitive to the education, aptitude scores and demographic composition on 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
 
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Alternative Names

controlled identityUnited States. Department of Defense

controlled identityUnited States. Office of the Assistant Secretary of Defense (Manpower, Reserve Affairs, and Logistics)

United States. Defense (Reserve Affairs), Office of the Assistant Secretary of

United States. Department of Defense. Office of the Assistant Secretary of Defense (Reserve Affairs)

Languages
English (63)