WorldCat Identities

United States Navy Personnel Command

Overview
Works: 34 works in 41 publications in 1 language and 951 library holdings
Genres: Periodicals  Life skills guides  Handbooks and manuals 
Classifications: VB258, 650
Publication Timeline
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Most widely held works by United States
Perspective : the professional bulletin for Navy officers( )

in English and held by 212 WorldCat member libraries worldwide

Link : the enlisted professional bulletin of the United States Navy( )

in English and held by 172 WorldCat member libraries worldwide

Link-Perspective : career magazine for the Navy professional( )

in English and held by 166 WorldCat member libraries worldwide

Shift colors : the newsletter for Navy retirees( )

in English and held by 138 WorldCat member libraries worldwide

This quarterly publication contains information and feature articles relevant to the needs of United States Navy retirees
Children with special needs : a Navy parent handbook( Book )

1 edition published in 1999 in English and held by 70 WorldCat member libraries worldwide

Technology review of multi-agent systems and tools( Book )

1 edition published in 2005 in English and held by 12 WorldCat member libraries worldwide

This document provided a review of current intelligent multi-agent technologies. It presents agent frameworks and agent construction toolkits available in the market today. The Navy Web-based Marketplace is a suitable environment for intelligent multi-agent technologies, where a distributed peer-to-peer process is the essential model with inter-agent communications and coordination. Reasoning with rules of thumb and heuristics are currently common practice as commands define their preferences and detailers make job assignments. This report provides recommendations for agent system development, agent framework, inference engines, and agent construction toolkits. A high-level system architecture is proposed to meet Navy Web-based Marketplace functional requirements. There are three major components of the proposal: (1) a web services-based, front-end at the presentation layer that provides friendly access for Sailors, commands, detailers, and counselors; (2) a workflow layer that provides support for business processes of the various user groups; and (3) and intelligent agent layer that provides the framework through which the agents communicate and negotiate for optimal matches between available Navy jobs and Sailors
Navy-wide personnel survey (NPS) 2003 : summary of survey results by Kimberly Whittam( Book )

1 edition published in 2005 in English and held by 12 WorldCat member libraries worldwide

The 2003 Navy-wide Personnel Survey (NPS) was administered in January - May of 2003 to a stratified random sample of approximately 14,000 active duty personnel. The NPS focuses on work-related issues such as job satisfaction, morale, leadership, advancement, promotion, career progression, and detailing and provides Navy leadership with valuable information regarding sailors' perceptions of Navy work life. The 2003 NPS was conducted under the sponsorship of the Chief of Naval Personnel (CNP). The results of the survey were provided to the CNP in June of 2004. Responses were weighted to allow generalization of the results to the general Navy population. This report contains a narrative description of the results of the survey. In addition, this report provides analysis of the results between major Navy groups (i.e., officers, enlisted, married, single, etc.)
Navy-wide Personnel Survey (NPS) : population statistics for Navy parents and children by Jessica Janega( Book )

1 edition published in 2005 in English and held by 12 WorldCat member libraries worldwide

Knowing the demographics of Navy personnel is key to creating good personnel policies. When this information is not readily accessible in existing databases or is inaccurate, estimates based on survey data are used. The Navy-wide Personnel Survey (NPS) is one survey that can provide such estimates; this technical note provides estimates of family demographics based on the 2003 NPS. Results show that in 2003 there were almost as many Navy children as there were active duty Navy personnel, with 35 percent of the children between 0 and 4 years old, 33 percent between 5 and 11 years old, and 32 percent between 12 and 21 years old
Results of the Navy Quality of Life Survey by Gerry L Wilcove( Book )

1 edition published in 2005 in English and held by 11 WorldCat member libraries worldwide

The 2002 Navy Quality of Life (QOL) Survey was designed to: (1) determine sailors' overall satisfaction with QOL in the Navy and with specific professional and personal domains, (2) compare results with those of 1999, and (3) examine the relationship between QOL and sailors' continuance plans. A Navy-side random, stratified sample was drawn. Data were weighted to ensure that results would accurately generalize to the Navy population. The survey results indicated that a majority of enlisted were satisfied in all QOL domains except shipboard life and standard of living/income. A majority of officers were satisified in all QOL domains. Enlisted and officers were notably more satisified in 2002 than in 1999 regarding overal QOL and the shipboard life, standard of living/income, and leisure and recreation domains. For enlisted and officer non-careerists (sailors with 10 or fewer years of Navy service), continuance plans were most highly correlated with satisfaction with military life (vs. other measures of QOL). Satisfaction with military life was, in turn, most highly correlated with shipboard life
An experimental analysis of the relative efficiency of alternative assignment auction formats by R. Wesley Nimon( Book )

1 edition published in 2005 in English and held by 10 WorldCat member libraries worldwide

To induce sailors to volunteer for hard-to-fill assignments the Navy employs an auction. With respect to the optimal assignment auction format ; however, there is only very limited academic literature. To match sailors with qualified bidders, non-bid factors must be reflected in the assignment. The greater the weight placed on those factors, the lower the weight placed on the bid and hence the weaker the sailor's incentive to bid near his reservation wage. This requirement precludes the implementation of an incentive compatible assignment auction (Leonard, 1983). This report relaxes the assumption that the bid amounts alone determine the assignment set and experimentally estimates the efficiency reductions associated with decreased bid weights. The estimated elasticity of payment to changes in the bid weight in a low-contention, first-price auction, with a bid weight of 10% is -0.34. The effect of the contention level (i.e., the ratio of bidders to jobs) is identified as well. A third consideration is whether a first or a Modified Vickrey-Leonard (VL) auction offers smaller efficiency reductions when the assumption of 100% bid weight is relaxed
Navy-wide Personnel Survey (NPS) 2000 : summary of survey results by Murrey Olmsted( Book )

1 edition published in 2003 in English and held by 10 WorldCat member libraries worldwide

The 2000 Navy-wide Personnel Survey (NPS) was mailed October through December 2000 to a random sample of 20,000 active duty enlisted personnel and officers. Completed questionnaires were accepted through December 31, 2000. The NPS focuses on such topics as Sailor demographics, gender integration, training/education needs, leadership satisfaction, financial status, detailing, assignment, PERSTEMPO (i.e., work-related time away from home), job characteristics, job satisfaction, career development, availability of resources, and overall satisfaction with Navy life. This information is valuable to senior leadership and program managers in assessing Navy quality of service, and in the evaluation of current Navy personnel policy. The 2000 NPS was conducted under the sponsorship of the Chief of Naval Personnel within the Navy Personnel Survey System. The results of the survey were briefed to the Chief of Naval Personnel and his staff during April and May of 2001, and have subsequently been made available to various groups throughout the Navy and research community to assist in ongoing personnel policy review and research. Responses were weighted to allow generalization of results to the general Navy population. This report contains a narrative description of the results of the survey. In addition, this report provides analysis of the significance of the findings by offering group comparisons between major Navy groups (e.g., officers, enlisted, married, single, etc.) and where relevant to the general population
Cognitive agent technologies project : knowledge engineering study by Ken Robinson( Book )

1 edition published in 2005 in English and held by 9 WorldCat member libraries worldwide

This report details the result of a knowledge engineering study to determine how the Navy enlisted detailer functions today. It is groundwork for defining the types of interactions necessary in a future automated detailing process supported through the use of software agents. The focus is on the detailer and how this person interacts with data and human resources to finally select a particular Sailor to fill an assignment requisition. It describes a brief overview of the overall distribution system, but focuses on the detailer who negotiates to satisfy Navy policy, prioritized requisition needs, and Sailor preferences and career objectives
Delayed entry program attrition : survey results by Marian E Lane( Book )

1 edition published in 2006 in English and held by 9 WorldCat member libraries worldwide

The Navy's Delayed Entry Program (DEP) allows individuals to delay their entry into the Navy for up to one year after signing an enlistment contract. However, the DEP loses approximately 18 percent of its contracts before they ever reach initial recruit training. In the past, it has been argued that attrition from the DEP is better than attrition from initial training, when more time and money have been invested. The underlying assumption is that individuals who attrite from the DEP would not have been successful in recruit training anyway and are therefore less costly than training losses. This leads to a management policy of allowing DEP attrition to continue at relatively high levels. However, there is no evidence to support the assumption that all DEP attrition is "wanted" attrition of recruits who would fail to be successful in training or, subsequently, in the Fleet. To date, very little knowledge exists concerning the reasons why an individual chooses to leave the DEP. The current project was undertaken to more fully understand the reasons behind DEP attrition, and the factors that might affect the propensity to attrite, which could lead to the development of programs or services to reduce attrition
Navy-wide Personnel Survey (NPS) 2000 : statistical tables of survey results for officers and enlisted sailors by Murrey Olmsted( Book )

1 edition published in 2003 in English and held by 9 WorldCat member libraries worldwide

ELECTRONIC FILE CHARACTERISTICS: 202 files; Adobe Acrobat (. PDF). PHYSICAL DESCRIPTION: 1 computer laser optical disc (CD-ROM); 4 3/4 in.; 67.3 MB. SYSTEMS DETAIL NOTE: IBM-clone PC-compatible; Adobe Acrobat Reader is included on disc. ABSTRACT: The 2000 Navy-wide Personnel Survey (NPS) was administered to a random sample of 20,000 active duty officers and enlisted Sailors between October and December 2000. Completed questionnaires were accepted through December 31, 2000. The adjusted return rate was 33 percent. The NPS focuses on such topic areas as Sailor demographics, gender integration, training/education needs, leadership satisfaction, financial status, detailing, assignment, PERSTEMPO (i.e., time away from home), job characteristics, job satisfaction, career development, availability of resources, and overall satisfaction with Navy life. Results were statistically weighted to allow for generalization of sample results to the entire Navy population. Responses to the survey for officers and enlisted Sailors are presented in statistical tables, which are reported by paygrade, race, and gender
Human resources officers' role in supporting fleet operational requirements by L. A Jones( Book )

1 edition published in 2006 in English and held by 8 WorldCat member libraries worldwide

The United States Navy's Human Resources (HR) officer community was established to bridge a divide between government civilian HR professionals, many of whom lack an appreciation of operational requirements, and unrestricted line officers, many of whom lack familiarity with HR theory and large-scale human resources management. Anecdotal evidence suggests that there is a gap between what HR officers provide to operational forces and what unrestricted line officers believe HR officers can and should provide. Moreover, there is evidence to suggest that Human Resources officers' role in supporting fleet operational requirements do not meet unrestricted line officers' expectations. This study attempts to quantify and articulate this split. This research attempts to enumerate these perceptions and draw conclusions about unrestricted line officers' perceptions of the role of Human Resources officers in supporting fleet operational requirements
Navy-wide Personnel Survey (NPS) 2008 : summary of survey results by Kimberly P Whittam( Book )

1 edition published in 2009 in English and held by 8 WorldCat member libraries worldwide

"The 2008 Navy-wide Personnel Survey (NPS) was administered September 2007 through January 2008 to a stratified random sample of approximately 16,000 active duty officer and enlisted Sailors. The NPS focused on work-life topics, such as Sailor demographics, leadership satisfaction, organizational commitment, performance evaluations, morale, detailing, assignments, job characteristics, job satisfaction, career development, availability of resources, gender integration, and overall satisfaction with Navy life. Responses were statistically-weighted to allow for generalization of sample results to the entire Navy active-duty population."
An analysis of alternative requisition cycle lengths by R. Wesley Nimon( Book )

1 edition published in 2006 in English and held by 8 WorldCat member libraries worldwide

The objective of this study is to analyze the potential impacts of implementing alternative requisition cycle lengths in enlisted distribution. The analysis in this paper is based on solving 288 optimization problems using the Assignment Policy Management System (APMS) to test three different durations of the requisition cycle (i.e., 1-month, 2-month, & 3-month). The simulation uses Navy personnel and requisition data, which spans a 9-month period from April 2002 to December 2002 and records results for six Navy metrics, or measures of effectiveness (MOEs). The analysis showed that certain MOEs, such as Permanent Change of Station (PCS) costs, Navy Enlisted Classification (NEC) reutilization, and number of assignments made were substantially improved by extending the requisition cycle length. As expected, additional increases in requisition cycle length appear to decline as the requisition cycle length increases. Requisition cycle lengths longer than three months may generate only modest additional benefits. The conclusion from the research is that the Navy should consider extending the requisition cycle and changing from a sequential to a batch approach in making enlisted assignments
Navy-wide personnel survey (NPS) 2005 : tabulated results by Kimberly P Whittam( Book )

1 edition published in 2007 in English and held by 8 WorldCat member libraries worldwide

The 2005 Navy-wide Personnel Survey (NPS) was conducted between March and June 2005 to a random sample of 16,417 active duty officers and enlisted Sailors via the Internet
Efficient mechanisms to allocate assignment incentives in the Navy by R. Wesley Nimon( Book )

1 edition published in 2005 in English and held by 8 WorldCat member libraries worldwide

In 1973, the United States Navy moved from being a consctiption force to being an all-volunteer force. All assignments, however, may not necessarily be voluntary. These assignments (jobs) have been labeled as "hard-to-fill" by Navy leadership, and the Navy has implemented market-based, cash stipends to attract Sailors to these jobs. An auction has been determined to be the method used for distributing the stipends. The current format of the auction is often described as a first-price sealed-bid, but it is actually a multi-attribute auction, since the lowest bidder for an assignment may not receive it due to other factors considered in the assignment process, such as skills match, timing, moving costs, etc. This report investigates various auction formats with respect to efficeincy, suitability, and feasibility
Impact of social presence on focus group success by Murrey G Olmsted( Book )

2 editions published in 2006 in English and held by 8 WorldCat member libraries worldwide

As computers and alternatives of communication become more widespread, researchers are beginning to turn to new approaches to conduct data collection. A frequently used technique for collecting preliminary data or follow-up research is focus groups. The present study compared two types of computer-based focus groups with traditional face-to-face focus groups. The two type of computer-based focus groups utilized a chat room environment and laptop computers to facilitate the discussions. The two computer conditions included one in which participants could see and hear each other (computer-mediated) and another in which barriers and noise-cancelling headphones blocked such access to social cues (Internet-simulated). The conditions were designed such that the face-to-face condition would have the highest social presence, the .computer-mediated would have a moderate level of social presence, and the Internet-simulated would have the lowest social presence. It was believed that the level of social presence would have a significant impact on the level of participation, participant satisfaction, as well as the quantity and quality of the data. A total of 27 focus groups were conducted over two weeks during the spring of 2002 at the Combat Systems and Engineering "A" Schools of the Naval Training Center Great Lakes. Results indicted that differences were found in the number of words used to communicate in the three conditions; however, similar levels of participation, satisfaction, quantity, and quality of participation were obtained for each condition. In contrast to what was expected, social presence did not distinguish between the different conditions. Overall, the results indicted that conducting computer-based focus groups can be done in a successful manner and can achieve similar results to that typically found in traditional face-to-face methods
 
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Alternative Names

controlled identityUnited States. Bureau of Naval Personnel

NAVPERSCOM

United States. Commander, Navy Personnel Command

Languages
English (27)