WorldCat Identities

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

Works: 110 works in 207 publications in 1 language and 6,764 library holdings
Genres: History  Conference papers and proceedings  Longitudinal studies  Handbooks and manuals  Surveys 
Classifications: AS36, 358.41610979454
Publication Timeline
Most widely held works by United States
PACER SHARE productivity and personnel management demonstration : third year evaluation by Bruce R Orvis( Book )

7 editions published between 1990 and 1994 in English and held by 274 WorldCat member libraries worldwide

This Note contains appendixes of R-4127, which describes the PACER SHARE demonstration project and the plan that has been developed to evaluate it. The appendixes include the survey questionnaire used in the second-year evaluation and provide supplementary statistical results
DOD study of the military commissary system( Book )

in English and held by 173 WorldCat member libraries worldwide

Reserve supply in the post-Desert Storm recruiting environment by Beth J Asch( Book )

2 editions published in 1993 in English and held by 160 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
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 160 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
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
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( Book )

3 editions published in 1987 in English and held by 147 WorldCat member libraries worldwide

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

2 editions published in 1990 in English and held by 140 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--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. Women, Recruiting, Enlisted personnel, Labor markets
Professionals on the front line : two decades of the all-volunteer force( Book )

1 edition published in 1996 in English and held by 140 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 134 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
Why recruits separate early by Stephen P Klein( Book )

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

Approximately 27 percent of military recruits are discharged before the end of their first term for reasons that result in an adverse Interservice Discharge Code (ISC). ISCs indicate the justification for the discharge, but not necessarily what the recruit did to deserve the separation. The ISC system also lacks a way to indicate multiple reasons for a discharge. This study investigated the actual reasons for early, adverse separations through an analysis of recruits' hard-copy personnel records. It also examined the relationship between these reasons and such recruit characteristics as gender, race, service, year of entry, education, and military occupational specialty. The most prevalent reasons for early discharge involved work/duty, training, minor offense, and mental health problems. Most of the recruits separated for three or more reasons. Certain causes--major and minor criminal offenses, drugs, and alcohol--tended to occur together. Recruits who had one or more of these four problems were unlikely to separate for mental health reasons. Recruits who separated because of homosexuality were unlikely to have work/duty problems. The results were fairly consistent across services
Child abuse by Department of Defense Child Sexual Abuse Policy Development Center( Book )

2 editions published in 1985 in English and held by 113 WorldCat member libraries worldwide

Who should train? : substituting civilian-provided training for military training by Lawrence M Hanser( Book )

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

The initial skill training (IST) of military enlisted personnel has historically been conducted by the military services. In light of expected changes in the size and structure of the force, and the increasing importance of the reserve forces, Congress has asked whether initial skill training for technical occupations could be provided by civilian institutions. This report describes an analysis of the issues associated with the feasibility of using civilian institutions for this purpose. There is sufficient evidence that civilian organizations can provide military technical training; the more important question is how to choose from among the alternatives. For evaluating training options, the authors developed a conceptual framework based on selecting the lowest-cost training scenario that produces a given level of trained man-years. They conclude that (1) many military occupations are amenable to civilian training, (2) former and existing programs have not been adequately evaluated, (3) civilian-provided IST appears to have benefits in some circumstances, and (4) there are institutional barriers to implementation. They recommend the development of a joint-service working group on training policy and the inauguration of a series of demonstration projects
Navy recruiter productivity and the Freeman plan by Beth J Asch( Book )

3 editions published in 1990 in English and held by 111 WorldCat member libraries worldwide

The Navy's pool of potential 17- to 21-year-old recruits is expected to diminish. A strategy for aiding the Navy's future recruiting effort is to alter its recruiter management techniques, particularly its incentive program, the Freeman Plan. Data from Chicago in 1986 were examined to analyze the Freeman Plan's effects on productivity. The study found that recruiting behavior is consistent with the Plan's incentives but may not be consistent with the Navy's goals. The author suggests several ways to change recruiter behavior, including increasing the point differential between high- and low-quality recruits, thereby motivating recruiters to enlist more of them; and shortening the production cycle, thereby giving recruiters less time between cycles
Improving the delivery of military child care : an analysis of current operations and new approaches by Gail Zellman( Book )

3 editions published in 1992 in English and held by 111 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
Cost element handbook for estimating active and reserve costs by John F Schank( Book )

3 editions published in 1990 in English and held by 109 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
Recruiting effects of Army advertising by James N Dertouzos( Book )

3 editions published between 1988 and 1989 in English and held by 107 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
Promotion tempo and enlisted retention( Book )

3 editions published in 1992 in English and held by 106 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 : executive summary by C. Peter Rydell( Book )

4 editions published in 1991 in English and held by 105 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
Active/reserve cost methodology : case studies by Michael G Shanley( Book )

3 editions published in 1991 in English and held by 104 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 102 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
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Insuring mobilized reservists against economic losses : an overview
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

English (63)