WorldCat Identities

United States Office of the Assistant Secretary of Defense/Force Management and Personnel

Overview
Works: 121 works in 259 publications in 1 language and 6,612 library holdings
Genres: History  Conference papers and proceedings  Longitudinal studies  Handbooks and manuals  Surveys 
Classifications: AS36, 355.370973
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Most widely held works about United States
 
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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

PACER SHARE productivity and personnel management demonstration : third year evaluation by Bruce R Orvis( Book )

12 editions published between 1991 and 1994 in English and held by 208 WorldCat member libraries worldwide

This report describes the PACER SHARE Productivity and Personnel Management Demonstration and the plan that has been developed to evaluate it. PACER SHARE is a five-year demonstration to determine whether several changes in federal civil service practices being tried on an experimental basis will improve organizational productivity, flexibility, and quality of work life while sustaining (or improving) the quality and timeliness of work and the capability to mobilize during emergency or wartime. The demonstration is designed to attain these objectives through several innovations in personnel practices and through productivity gainsharing, which returns one-half of cost savings to the work force. The personnel system changes include job series consolidation; revised base pay determination, including pay banding and elimination of individual performance appraisal; supervisory grading criteria changes that emphasize job responsibilities and deemphasize number of subordinates; and Demonstration On-Call hiring authority, which provides for rapid employee release and recall. Although the two-year results for PACER SHARE do not provide evidence of significant cost savings, they offer encouragement that the project may be beginning to achieve its desired objectives in other areas. In future evaluations, a broader range of measures will become available for analysis and current measures will become more meaningful
DOD study of the military commissary system( Book )

in English and held by 178 WorldCat member libraries worldwide

Designing military pay : contributions and implications of the economics literature by Beth J Asch( Book )

2 editions published in 1993 in English and held by 165 WorldCat member libraries worldwide

What should be the structure of military compensation for active-duty personnel? This broad question is the focus of the review of the economic literature presented in this report. The review addresses a more specific question, How should military basic pay be designed? Some of the key guidelines derived from the survey are that (1) individuals in occupations or positions with disamenities (e.g., greater injury/death/health risks) must receive higher pay than those in occupations with amenities; (2) compensation should rise with grade or with hierarchical level; (3) the intergrade compensation spread should increase with grade; (4) promotion policy can increase each individual's motivation and performance; (5) explicit up-or-out policies can sometimes be replaced by implicit up-or-out policies; (6) individuals have different abilities to perform different jobs; (7) compensation within a grade should be contingent on effort and/or performance; (8) the best matches between personnel and grades can be achieved by not motivating to move up in the ranks those who are relatively less able to perform the tasks associated with the higher grades; and (9) the pay gap across grades should be greater than the pay gap within a grade. The report points to aspects of the military that violate these guidelines and makes recommendations for future work to apply the findings
Reserve supply in the post-Desert Storm recruiting environment by Beth J Asch( Book )

2 editions published in 1993 in English and held by 159 WorldCat member libraries worldwide

This study lays the groundwork for formulating future military reserve recruiting policy following the end of Desert Storm. This report's analysis should be of interest to policymakers and manpower researchers concerned with the future supply of reservists
Insuring mobilized reservists against economic losses : an overview( Book )

3 editions published between 1994 and 1995 in English and held by 154 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
Professionals on the front line : two decades of the all-volunteer force( Book )

2 editions published in 1996 in English and held by 142 WorldCat member libraries worldwide

Serving her country : an analysis of women's enlistment by James R Hosek( Book )

4 editions published in 1990 in English and held by 138 WorldCat member libraries worldwide

Using data drawn from a 1979 Department of Defense survey of enlistees and the 1979 wave of the National Longitudinal Survey of Youth Labor Force Behavior, this report examines one aspect of women's military service {u2014} the factors affecting the flow of new recruits. The analysis uses models of both individual willingness to enlist and the allocation of recruiter effort to enlist women and other groups. These models, estimated with a microdatabase containing many individual and local market variables, make it possible to circumvent the distorting effects of the overall demand constraint that has, in the past, jeopardized aggregate data analyses of women's enlistment. The authors compare the options and behavior of women with those of men. For example, they consider whether labor market forces influence young men and women differently; the ways in which marriage expectations affect the enlistment decision; whether the role of education expectations differs between the two sexes; and what impact local labor market conditions have on the individual's enlistment outcome. The research suggests that there are strong similarities between men and women in the factors influencing their enlistment decisions
Child abuse by Department of Defense Child Sexual Abuse Policy Development Conference( Book )

2 editions published in 1985 in English and held by 136 WorldCat member libraries worldwide

After high school, then what? : a look at the postsecondary sorting-out process for American youth by Gus W Haggstrom( Book )

2 editions published in 1991 in English and held by 130 WorldCat member libraries worldwide

This study examines patterns of military service, college enrollment, and civilian labor force participation among recent high school graduates and dropouts, and the key factors affecting the postsecondary sorting-out process in the 1980s, with special attention to the flows of high school graduates into and out of educational activities and military service. A comprehensive database was compiled for this study, drawing on the High School and Beyond longitudinal study of more than 26,000 high school seniors in the classes of 1980 and 1982. The authors derived estimates and projections of numbers of high school graduates by state, sex, race, and Hispanic origin for the years 1980-2000. The findings indicate that activity patterns during the first year after leaving school have remained remarkably stable since the early 1970s, with some increases in both college enrollment and military enlistment rates in the early 1980s. Analyses of activities during the rest of the five-year period following high school reveal considerable turbulence, much of it into and out of short-term civilian jobs. The findings indicate that a substantial proportion of high school seniors in the 1980s lacked direction when they left school, and that their subsequent activities were marked by false starts and backtracking. The authors conclude that the United States made poor use of its human resources during the 1980s and will be hard put to meet its manpower requirements in the 1990s
Improving the delivery of military child care : an analysis of current operations and new approaches by Gail Zellman( Book )

4 editions published in 1992 in English and held by 122 WorldCat member libraries worldwide

This study was undertaken to identify ways to improve the delivery of Child Development Services on military installations. Interviews with policymakers and visits to military installations revealed that 1) the goals of Child Development Services Systems are multiple and not clearly defined, and consequently do not always translate into practice; 2) demand for child care needs to be more carefully assessed, and decisions about how much child care to provide and to whom should be made; and 3) heavy reliance on Child Development Centers promotes "fair weather" readiness, providing care as long as children are not ill and their parents are working regular hours. Ill children and irregular working hours create significant care gaps. A more systemic approach to the provision of care that addresses inevitable gaps in care should be undertaken
Recruiting effects of Army advertising by James N Dertouzos( Book )

5 editions published between 1988 and 1989 in English and held by 114 WorldCat member libraries worldwide

This report analyzes the effects of Army advertising on recruiting. It uses an econometric analysis of information describing advertising patterns for the three-year period from 1981 to 1984. A model that controls for economic conditions, local area characteristics, the magnitude and direction of recruiter effort, and levels of other recruiting resources permits identification of the independent effects of different advertising purchases on the short-run supply of high-quality enlistments in the Army. The results show that, in general, advertising expenditures in a given month have a significant and immediate effect on the number of high-quality enlistments in the Army. Moreover, the advertising increases enlistments for as long as six months. The effects imply that the Army's national and local advertising programs compare favorably with other recruiting tools in terms of cost per high-quality enlistee
Cost element handbook for estimating active and reserve costs by John F Schank( Book )

3 editions published in 1990 in English and held by 114 WorldCat member libraries worldwide

This report provides a reference handbook for cost analysts interested in estimating the various elements of costs associated with changes to the active and reserve force structure. It supports R-3748, which provides a methodology for assessing the cost consequences of changes in the active/reserve force mix
Active/reserve cost methodology : case studies by Michael G Shanley( Book )

4 editions published in 1991 in English and held by 113 WorldCat member libraries worldwide

During the programming and budgeting phases of the federal budgeting process, military analysts are sometimes asked to evaluate the cost consequences of changing the mix of active and reserve units in the total force. To solve some of the chronic problems that can impede these analyses -- vaguely defined proposed changes, difficult-to-obtain cost factors, insufficient time, and lack of agreement on methods -- RAND developed a systematic structured framework. The framework is designed to assist in (1) translating force-mix proposals into fully specified cost problems, (2) calculating the full spectrum of costs implied by that specification, and (3) presenting the cost results in the context of changes in military capability. This report employs three case studies -- the Air Force C-5 case, the Navy FF-1052 case, and the Army AH-64 case -- to demonstrate the use of the framework. The report concludes that this active/reserve cost methodology will perform effectively in a variety of contexts
The enlistment bonus experiment by J. Michael Polich( Book )

3 editions published in 1986 in English and held by 111 WorldCat member libraries worldwide

"One of the principal challenges for defense managers in recent years has been to attract military recruits within a reasonable level of recruiting expenditure. This report describes the results of a nationwide experiment designed to provide new data on a key enlistment incentive: the cash enlistment bonus, which is paid to qualified recruits entering critical occupational specialties. The report documents the experiment, explains the analysis of its results, and assesses the effects of enlistment bonuses on the Army recruiting process. It addresses three principal effects of the bonus program: (1) attracting "high-quality" recruits into the Army; (2) encouraging enlistments in hard-to-fill critical specialties; and (3) influencing recruits to sign contracts for longer terms of service. The experimental results show that bonuses have substantial effects on recruiting and are a very flexible policy tool, making them a useful option for management of enlistment flows and for overcoming personnel shortages in critical skills."--Rand Abstracts
Promotion tempo and enlisted retention by Richard J Buddin( Book )

3 editions published in 1992 in English and held by 111 WorldCat member libraries worldwide

Previous retention research has concentrated on military/civilian pay levels and has largely ignored changes in military promotion timing. Over the past several years, promotion tempo has slowed considerably in the enlisted force; the implications of the slowdown, however, have received little attention. This report examines factors that affect promotion timing during the first enlistment term and examines how changes in promotion tempo affect the first-term retention decision. The authors developed and estimated a joint, integrated model of promotion and first-term retention behavior and compare the results with those from previous approaches that use little (if any) promotion information. The results demonstrate that retention models are sensitive to the specification of individual promotion opportunities at the end of the first term. The approach also shows that several key parameters of traditional models have been misleading because they have not adjusted for promotion timing. The authors conclude that soldiers are quite sensitive to promotion tempo and that promotion could be used to complement military pay and bonus policies in retaining quality personnel in hard-to-fill skills. Promotion policy should be an important part of any compensation package. Finally, they suggest that the services not rely on reduced promotion tempo to induce lower retention during the planned military drawdown
Developing cost-effectiveness guidelines for managing personnel resources in a total force context by C. Peter Rydell( Book )

3 editions published in 1991 in English and held by 110 WorldCat member libraries worldwide

This report explores the implications of modeling Department of Defense manpower decisions in a "total force" context--i.e., in a context that simultaneously recognizes the roles of the active, reserve, and civilian work forces in achieving both peacetime and potential wartime operating goals. The authors show how the findings from applying the Total Force Management (TFM) model, developed in a previous study, can be used to develop guidelines for manning various types of defense activities. They also extend the TFM model for personnel management programs that use personnel in more than one activity. Illustrative findings indicate that mobilization and retraining programs can reduce costs even further than would be achieved by using cost-effectiveness guidelines for manning each activity separately. Finally, the authors consider whether the TFM recommendations for increased use of active personnel are sensitive to the availability of civilians for wartime work. The findings indicate that the TFM approach (1) can offer considerable insight into how different manning strategies affect the costs of meeting mission and peacetime operating objectives and (2) can be used to develop general cost-effective manning guidelines as a starting point for detailed analysis for specific personnel decisions
Guidelines for planning the cost analysis of active/reserve force structure change by Michael G Shanley( Book )

4 editions published in 1992 in English and held by 110 WorldCat member libraries worldwide

This report presents a set of guidelines for fully defining force structure changes and for planning the execution of cost analyses involving force structure change. The guidelines are presented in the form of a "generic" question list designed to extract the critical information missing from a vaguely worded force structure alternative. The report explains the rationale for each question, suggests procedures for determining answers, and provides examples to illustrate how those answers can affect cost. The full question list is divided into three subject areas. First, a series of questions has been designed to extract the exact force structure change. A second set of questions addresses the transition tasks associated with the implementation of a proposed change. The third set of questions identifies those changes in resource and activity levels that drive cost. With even qualitative answers to the questions contained in this report, the analyst can identify the full scope of a force structure change and the major cost-driving factors that are likely to influence the final results. With that information, the analyst can either plan the detailed work of a longer cost analysis or properly qualify (by the highlighting of critical assumptions) the results of an immediately required cost estimate
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
Military enlistment and attrition : an analysis of decision reversal by John J Antel( Book )

3 editions published in 1987 in English and held by 109 WorldCat member libraries worldwide

This report presents a theoretical discussion and empirical analysis of enlistment and first-term attrition. The theoretical discussion gives rise to hypotheses about enlistment and attrition. The enlistment hypotheses take a supply view, treating military service as an alternative to further schooling or to work. The attrition hypotheses are inherently two-sided, considering first the value of enlistment to the individual and the likelihood that he is more prone to disappointment due to poor planning, and second, the value of the individual to the service and the chance that the service's eligibility screens were unable to identify low-productivity prospects. The empirical analysis is directed to the two prime recruiting markets from which the services draw high-quality male enlistees: high school seniors and nonstudent high school graduates. The study estimates sequential probit models for seniors and graduates separately, for both enlistment and six-month attrition and enlistment and 35-month attrition. The model produces estimates of the effect of individual characteristics on enlistment and on attrition, and controls for unobserved factors affecting both outcomes. The findings suggest that a small set of factors can reveal a wide range of attrition risk among enlistees. The factors are senior/graduate status, positive/negative education expectations, stable/unstable civilian employment history, and short/long participation in the Delayed Entry Program
 
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Insuring mobilized reservists against economic losses : an overview
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Alternative Names

controlled identityUnited States. Department of Defense

controlled identityUnited States. Office of the Assistant Secretary of Defense for Personnel and Readiness

Assistant Secretary of Defense, Force Management and Personnel

Office of the Assistant Secretary of Defense, Force Management and Personnel

United States Assistant Secretary of Defense, Force Management and Personnel

United States. Department of Defense. Office of the Assistant Secretary of Defense (Force Management & Personnel)

United States. Department of Defense. Office of the Assistant Secretary of Defense/Force Management and Personnel

United States. Office of the Assistant Secretary of Defense for Force Management and Personnel

United States. Office of the Assistant Secretary of Defense (Force Management & Personnel)

United States Office of the Secretary of Defense Assistant Secretary of Defense, Force Management and Personnel

United States Office of the Secretary of Defense Office of the Assistant Secretary of Defense, Force Management and Personnel

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English (80)