WorldCat Identities

Asch, Beth J.

Works: 93 works in 351 publications in 1 language and 19,517 library holdings
Genres: Case studies 
Roles: Author, Editor, Other
Classifications: UB323, 355.2230973
Publication Timeline
Most widely held works by Beth J Asch
Military enlistment of Hispanic youth : obstacles and opportunities by Beth J Asch( )

12 editions published between 2008 and 2009 in English and held by 1,842 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
Recruiting minorities : what explains recent trends in the Army and Navy? by Beth J Asch( )

6 editions published in 2009 in English and held by 1,831 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 whiteyouth"--Page iii
Attracting college-bound youth into the military : toward the development of new recruiting policy options by Beth J Asch( )

8 editions published between 1998 and 2000 in English and held by 1,818 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
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( )

9 editions published between 1998 and 1999 in English and Undetermined and held by 1,633 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
Reforming the military retirement system by Beth J Asch( )

8 editions published between 1997 and 1998 in English and held by 1,318 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
Mitigating corruption in government security forces : the role of institutions, incentives, and personnel management in Mexico by Beth J Asch( )

11 editions published in 2011 in English and held by 1,285 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 Mexicospecifically
A policy analysis of reserve retirement reform by Beth J Asch( )

8 editions published in 2013 in English and held by 1,261 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
Ensuring language capability in the intelligence community : what factors affect the best mix of military, civilians, and contractors? by Beth J Asch( )

6 editions published in 2013 in English and held by 606 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 new tool for assessing workforce management policies over time : extending the dynamic retention model by Beth J Asch( )

3 editions published in 2013 in English and held by 580 WorldCat member libraries worldwide

The dynamic retention model (DRM) is a state-of-the-art modeling capability that supports decisionmaking about workforce management policy. The DRM can be applied in a wide variety of workforce contexts for a variety of compensation and personnel policies, though to date the focus has been on supporting military compensation decisions to sustain the all-volunteer force in the United States. While the DRM is an extremely powerful tool, a drawback in the use of the model to date is that it has focused on the steady state. That is, implementations of the model to date show only the retention and cost effects of alternative policies when the entire workforce is under the new policy versus when the workforce is under existing policy. The research presented in this report extends DRM to allow simulations of the effects of alternative policies both in the steady state and in the transition to the steady state. It also shows the effects of alternative implementation strategies and how different policies can affect how quickly the population and costs move toward the new steady state
Reforming military retirement : analysis in support of the Military Compensation and Retirement Modernization Commission by Beth J Asch( )

5 editions published in 2015 in English and held by 563 WorldCat member libraries worldwide

MCRMC engaged the RAND National Defense Research Institute for analytical support during its internal deliberations regarding the form and details of its retirement plan. We based our analysis on the RAND Dynamic Retention Model, a dynamic programming model of individual choice regarding active-component (AC) retention and reserve-component (RC) participation that has been estimated based on longitudinal data and with significant capability to simulate alternative compensation policies. An important criterion of the analysis was whether a reform could sustain the current force size and shape. We found that the MCRMC plan could do so; this was the case by service, for officer and enlisted, for AC and RC
Military compensation : trends and policy options by Beth J Asch( )

13 editions published in 1999 in English and held by 515 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
Emigration and its effects on the sending country by Beth J Asch( Book )

8 editions published in 1994 in English and held by 222 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
Military recruiting : trends, outlook, and implications by Bruce R Orvis( Book )

5 editions published in 2001 in English and held by 213 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 post drawdown 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 post drawdown 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 by M. Rebecca Kilburn( Book )

9 editions published between 2002 and 2003 in English and held by 212 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
The pay, promotion, and retention of high-quality civil service workers in the Department of Defense by Beth J Asch( Book )

9 editions published in 2001 in English and held by 211 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
Air Force compensation : considering some options for change by James R Hosek( Book )

4 editions published in 2002 in English and held by 181 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
An examination of the effects of voluntary separation on incentives by Beth J Asch( Book )

7 editions published in 2001 in English and held by 178 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
The quality of personnel in the enlisted ranks by Beth J Asch( Book )

6 editions published in 2005 in English and held by 173 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
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 172 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
Educational benefits versus enlistment bonuses : a comparison of recruiting options by Beth J Asch( Book )

7 editions published between 1994 and 1995 in English and held by 170 WorldCat member libraries worldwide

An analysis was made of the relative cost-effectiveness of two incentive programs for recruiting military personnel: enlistment bonuses and educational benefits. In comparing these alternative recruiting resources, the study considered the effects of such programs on the service history of recruits, including reserve component accessions, as well as their cost. Data were gathered through military records of recruits of the early 1980s who were offered either enlistment bonuses or educational benefits depending on their geographic location. The study found that the cost of a high-quality recruit is $6,900 in educational benefits or $18,700 in enlistment bonuses. Therefore, educational benefits were found to be more cost effective. (Contains 12 references.) (Kc)
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Attracting college-bound youth into the military : toward the development of new recruiting policy options
Recruiting minorities : what explains recent trends in the Army and Navy?Attracting college-bound youth into the military : toward the development of new recruiting policy optionsSeparation and retirement incentives in the federal civil service : a comparison of the Federal Employees Retirement System and the Civil Service Retirement SystemReforming the military retirement systemMilitary compensation : trends and policy optionsEmigration and its effects on the sending countryMilitary recruiting : trends, outlook, and implicationsRecruiting college-bound youth into the military : current practices and future policy options
Alternative Names
Asch, Beth 1958-

Asch, Beth J.

English (150)