WorldCat Identities

Asch, Beth J.

Works: 70 works in 298 publications in 1 language and 16,377 library holdings
Genres: Case studies 
Roles: Author, Editor, Other
Classifications: UB323, 355.2230973
Publication Timeline
Most widely held works by Beth J Asch
Emigration and its effects on the sending country by Beth J Asch( Book )

7 editions published in 1994 in English and held by 212 WorldCat member libraries worldwide

While the effects of immigration on the receiving country have received a great deal of attention, less has been paid to its affects on the sending country. The available data suggest that, on net, emigration has a positive effect on the sending country. For example, by decreasing the labor pool in the sending country, emigration helps to alleviate unemployment and increase the incomes of the remaining workers. Also, emigres often send money home, enhancing their families' standards of living and thereby contributing both to the home economy and the nations' trade balance. Most emigres are young, male, and married, however, so there can be a destabilizing effect on the family. Some countries have attempted to restrict immigration, in the belief that it does not enhance economic development. However, the evidence suggests that, because of the benefits noted above, this might result in an even greater economic decline than such countries fear
The pay, promotion, and retention of high-quality civil service workers in the Department of Defense by Beth J Asch( Book )

7 editions published in 2001 in English and held by 196 WorldCat member libraries worldwide

This report uses data on the promotion, pay, and retention profiles of groups of General Schedule civil service workers in the Department of Defense (DoD) to evaluate whether high-quality workers are promoted faster, are paid more, and stay longer in civil service than other workers. It also provides some evidence on whether these profiles and results have changed in recent years since the drawdown in the DoD changed the nature of civilian careers in the organization. The evaluation uses three measures of personnel quality: supervisor ratings, level of education on entering the DoD, and promotion speed. The analytical results indicate that higher-quality personnel are generally paid more and are promoted faster than lower-quality personnel, regardless of which measure of quality is used. However, the effectiveness of these factors in inducing longer retention is not clear. Results vary depending on the quality measure used, the cohort examined, and a number of other variables. Retention patterns also vary significantly by occupational area and education. Areas for future research are suggested, including the effects of the retirement system on retention, the definition and refinement of measures of personnel quality, the role of bonuses, and whether the career outcomes examined in this study are sufficient to attract and retain a workforce that meets current and future personnel requirements
Military recruiting : trends, outlook, and implications by Bruce R Orvis( Book )

5 editions published in 2001 in English and held by 193 WorldCat member libraries worldwide

Based on indications of increased difficulty in meeting recruiting goals, in spring 1994 the Army Chief of Staff and the Deputy of Secretary of Defense asked RAND to examine recent trends in the recruiting market and to assess their implications for meeting accession requirements. An initial examination of the 1994 market concluded that the pool of interested high-quality young men was adequate to meet DoD needs. But the system appeared to be less effective in tapping into this supply of potential enlistees. The longer-term analysis, reported here, confirms the reduced effectiveness of recruiting, and also finds that the significant increase in FY97's accessions required to sustain the postdrawdown force, coupled with a smaller decline in youth's interest in military service, translates into a possible supply shortage. The decline in recruiting productivity is most likely due to a number of factors; until they are addressed, meeting accession goals will require a greater level of recruiting resources or different management practices. The researchers offer two short-term actions for consideration: (1) increase recruiting resources and (2) reduce the requirement for high-quality non-prior-service male accessions by recruiting more women, accepting more prior-service accessions, or changing the quality goals. Longer-term actions should be aimed at trying to enhance the cost-effectiveness of recruiting in the postdrawdown environment. This could include: rethinking recruiting management and the cost benefit of alternative recruit quality levels; considering more marketing strategies and enlistment options, particularly ones that would improve the military's ability to recruit persons interested in attending college; and optimizing the match between monthly accession goals and training infrastructure costs
Recruiting college-bound youth into the military : current practices and future policy options( Book )

8 editions published between 2002 and 2003 in English and held by 185 WorldCat member libraries worldwide

The armed services prefer to recruit high-quality youth because of their better performance and lower attrition. But high-quality youth are increasingly interested in attending college. This volume explores how military service can be made more compatible with college plans instead of being perceived as an alternative to attending college. After presenting an overview of recent demographic trends and theoretical reasons for recruiting college-bound youth, it examine trends in intentions to enlist and to attend college among American high school seniors and the relationship between these trends. It then compares civilian financial aid programs, military educational programs, and college costs to assess the relative attractiveness of current educational recruiting incentives. Finally, it analyzes the enlistment potential of different segments of the college market (two-year and four-year students and college dropouts). Youth with some interest in the military see themselves as two-year college material. Students attending two-year colleges often receive considerably less financial aid than those at four-year colleges, and the cost of attending such institutions is higher the their low tuition would indicate if the opportunity costs of forgone income is taken into account. Therefore, offering a stipend, higher pay, or other means of offsetting the cost of attending school may be an effective recruiting strategy with this group. The authors conclude that if the military wants to successfully compete with the private sector, the relative amount it pays those with some college must be substantially greater than current policies provide
Separation and retirement incentives in the federal civil service : a comparison of the Federal Employees Retirement System and the Civil Service Retirement System by Beth J Asch( Book )

8 editions published between 1998 and 1999 in English and held by 182 WorldCat member libraries worldwide

In 1987 a new retirement system, called the Federal Employees Retirement System (FERS), was introduced for federal civil service personnel. Some observers have hypothesized that FERS would alter the retirement and separation outcomes produced by FERS' predecessor, the Civil Service Retirement System (CSRS). This report compares the retirement and separation incentives embedded in FERS versus those in CSRS to see whether the incentives embedded in FERS are consistent with these hypotheses. It also examines which system is more generous in terms of providing greater expected net lifetime earnings and retirement wealth. To compare the systems, the authors compute expected net wealth associated with different separation and retirement ages for a representative individual. The authors also conduct sensitivity analyses to see how their comparisons differ under alternative assumptions. Finally, the authors use data on Department of Defense civil service personnel from fiscal year 1983 through fiscal year 1996 to examine empirically how separation rates differ for early and mid-career personnel under FERS and under CSRS
Attracting college-bound youth into the military : toward the development of new recruiting policy options by Beth J Asch( Book )

7 editions published between 1998 and 2000 in English and held by 167 WorldCat member libraries worldwide

Although the military's need for enlisted personnel has declined by almost one-third since the end of the cold war, the armed services are finding it difficult to meet their recruiting goals. Among ongoing changes in the civilian labor market is a strong demand for skilled labor, which has prompted an increasing number of "high quality" youth to pursue post-secondary education and subsequent civilian employment. Because of this competition for high quality youth, the Department of Defense may want to explore new options for attracting desirable young people into the armed forces. The military, for example, offers a myriad of options for service members to take college courses while in active service. However, the programs do not in fact generate significant increases in educational attainment during time in service. One popular program, the Montgomery GI Bill, enrolls large numbers of individuals, but the vast majority of service members use their benefits after separating from service. Thus, the military does not receive the benefits of a more educated and productive workforce, unless the individuals subsequently join a reserve component. The authors suggest the Department of Defense should consider nontraditional policy options to enhance recruitment of college-bound youth. Recruiters could target more thoroughly students on two-year college campuses, or dropouts from two- or four-year colleges. Options for obtaining some college before military service could be expanded by allowing high school seniors to first attend college, paid for by the military, and then enlist. Or the student might serve in a reserve component while in college and then enter an active component after college. Alternatively, the military could create an entirely new path for combining college and military service by encouraging enlisted veterans to attend college and then reenlist (at a higher pay grade). The most promising alternatives should be evaluated in a national experiment designed to test their effectiveness and cost-effectiveness, similar to the one that led to the creation of the Army College Fund and the Navy College Fund
The quality of personnel in the enlisted ranks by Beth J Asch( Book )

6 editions published in 2005 in English and held by 164 WorldCat member libraries worldwide

The armed services must attract, retain, and promote high-quality personnel. This monograph examines their ability to meet these goals in the past. Using the quality index, we find that those who complete their first terms, who stay until year of service (YOS) 8 or YOS12, and those who are promoted to higher grades are significantly higher quality. Our conclusions differ from those drawn from traditional measures because our measure includes information that cannot be predicted at entry but is instead revealed on the job
Reforming the military retirement system by Beth J Asch( Book )

8 editions published between 1997 and 1998 in English and Undetermined and held by 164 WorldCat member libraries worldwide

The authors summarize the principal features of a model of military compensation they developed earlier and use it to analyze the effects of converting the current military retirement system to an alternative system patterned after the Federal Employees Retirement System
Designing military pay : contributions and implications of the economics literature by Beth J Asch( Book )

4 editions published in 1993 in English and held by 163 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 )

4 editions published in 1993 in English and held by 163 WorldCat member libraries worldwide

Recent military actions, budgetary restrictions, changes in the structure of the Armed Forces, and increasing reliance on flexible manpower capacity are making reserve issues increasingly important. While previous econometric estimates and inventory projection models for the reserves provides useful insights, they may not be sufficient for guiding future policy. Attitudes and expectations concerning the reserve commitment are likely to be different in the era after Operation Desert Shield and Storm (ODS). Moreover, changes in the size and structure of the active force and recruiting programs are likely to have profound implications for the flow of personnel into the reserves, These changes, coupled with the escalating requirement for innovative and cost-effective reserve manpower policies, suggest the need for new research. In an exploratory effort focusing on supply-side reserves issues, the research presented in this paper reviews current reserve recruiting issues, develops a basic framework to guide future analyses of these issues, and outlines alternative policy options for manpower managers in the post-ODS era. The research approach consists of four primary tasks. First, the recent events and policies that have contributed to the creation of the new reserve recruiting environment are reviewed. Second, the post-Desert Storm recruiting experiences examined using available data to develop some preliminary insights into the effects of recent events and personnel policies on reserve supply. Third, a basic conceptual framework for guiding future research on the reserves is developed. For the fourth task, the research discusses policy alternatives and establishes the basis for a continuing research agenda
Educational benefits versus enlistment bonuses : a comparison of recruiting options by Beth J Asch( Book )

5 editions published between 1994 and 1995 in English and held by 160 WorldCat member libraries worldwide

Effective management of recruiting resources requires information on the relative cost-effectiveness of alternative methods of enhancing enlisted supply. Two key recruiting policy options are enlistment bonuses and post-service educational benefits. While numerous studies have examined the effects of these programs on enlistment outcomes, less is known about how these options affect the service history of recruits. The incentives embedded in the programs, the structure of the programs, and the types of recruits systematically drawn in by these programs may result in these benefits' significantly altering the attrition, retention, and reserve component accession rates of recruits. Such effects could dramatically influence estimated per-man-year costs of these recruiting programs. As a result, cost- effectiveness comparisons based on the enlistment effects of each program could provide only a partial picture of the programs' effects. For example, educational benefits could induce enlistees to leave after their first term but could also induce them to become part of the reserve force later. An examination of enlistment effects only rather than total force effects would provide a misleading comparison between educational benefits and bonuses
An examination of the effects of voluntary separation on incentives by Beth J Asch( Book )

6 editions published in 2001 in English and held by 158 WorldCat member libraries worldwide

As a means of facilitating the defense drawdown, the Department of Defense offered eligible personnel either the Voluntary Separation Incentive or the Special Separation Bonus (VSI/SSB), a program to induce mid-career personnel to separate from service. Two key questions for policymakers concerned about the success of this program are (1) Did the program induce substantial separations (over and above what would normally occur)? and (2) Did the program induce marginal performers to leave? The authors use data on Army enlisted personnel to answer these questions. They estimate that the VSI/SSB program increased separations by 13 percentage points over and above what we would have expected for personnel who met the eligibility criteria during the drawdown. They also found that those who were low-quality were more likely to accept the VSI/SSB offer
Military enlistment of Hispanic youth : obstacles and opportunities by Beth J Asch( Book )

8 editions published between 2008 and 2009 in English and Undetermined and held by 157 WorldCat member libraries worldwide

Although polls of Hispanic youth show a strong propensity to serve in the military, Hispanics are nonetheless underrepresented among military recruits. The authors discuss the major characteristics that disproportionately disqualify Hispanic youth and explore actions that could be taken to increase Hispanic enlistments
Air Force compensation : considering some options for change by James R Hosek( Book )

4 editions published in 2002 in English and held by 153 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
Military recruiting and retention after the fiscal year 2000 military pay legislation by Beth J Asch( Book )

7 editions published between 2002 and 2004 in English and held by 149 WorldCat member libraries worldwide

This report concerns the effectiveness of the military pay increases mandated by the FY00 National Defense Authorization Act with respect to improving active duty recruiting and retention. The act requires the Department of Defense to report to Congress annually on the effectiveness of the act, and the material in this document is relevant to the preparation of that report
Recruiting minorities : what explains recent trends in the Army and Navy? by Beth J Asch( Book )

4 editions published in 2009 in English and held by 138 WorldCat member libraries worldwide

This report identifies factors that are correlated with trends in black and Hispanic representation among high-quality recruits in the Army and Navy, and it considers which policies are likely to be most effective in increasing high-quality enlistments among black, Hispanic, and white youth
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
Mitigating corruption in government security forces : the role of institutions, incentives, and personnel management in Mexico by Beth J Asch( Book )

9 editions published in 2011 in English and Undetermined and held by 105 WorldCat member libraries worldwide

Corruption in the Mexican police forces is widely acknowledged and longstanding. The Mexican government has undertaken police reforms in recent years that have focused on professionalizing the Mexican police. Key components of these reforms have been changes in compensation and personnel policies as a way of creating a civil service for police personnel. Whether these reforms are the right ones or have helped are open questions. In this report, we draw on the literature on corruption and personnel incentives and analyze household survey data and other information related to police reform in Mexico. The study's objectives were to address questions about the roots of corruption and the tools that could be used to mitigate corruption, with a focus on compensation and personnel management policies. We also provide an initial assessment, based on available information, about the effectiveness of these policies. The report should be of interest to the broad policy and research communities concerned about police corruption in general and in Mexico specifically
Ensuring language capability in the intelligence community : what factors affect the best mix of military, civilians, and contractors? by Beth J Asch( Book )

4 editions published in 2013 in English and held by 91 WorldCat member libraries worldwide

Language capability is provided in the intelligence community by military personnel, government civilians, and contractors. A key question is what is the best mix of these three types of personnel in terms of cost and effectiveness. This research draws on U.S. Department of Defense guidance and the economics and defense manpower literatures to provide a framework for broadly assessing the costs and benefits of different sources of personnel to provide a given capability, including language capabilities. The authors interviewed personnel at the National Security Agency/Central Security Service and conducted an exploratory quantitative analysis to identify the factors that may affect the best mix of language capability in the intelligence community. A key finding is that each category of personnel provides unique advantages and belongs in the IC language workforce but that a number of factors lead to civilians being a more cost-effective source of language capability than military personnel, even after accounting for the flow to the civil service of trained veterans with language capability. Policies that reduce language-training costs for military personnel and increase the flow of veterans to the civil service might help reduce this disparity
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
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Emigration and its effects on the sending country
Alternative Names
Asch, Beth 1958-

Asch, Beth J.

English (128)

The pay, promotion, and retention of high-quality civil service workers in the Department of DefenseMilitary recruiting : trends, outlook, and implicationsRecruiting college-bound youth into the military : current practices and future policy optionsSeparation and retirement incentives in the federal civil service : a comparison of the Federal Employees Retirement System and the Civil Service Retirement SystemAttracting college-bound youth into the military : toward the development of new recruiting policy optionsThe quality of personnel in the enlisted ranksReforming the military retirement systemEducational benefits versus enlistment bonuses : a comparison of recruiting options