Beth J Asch - Böcker

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...

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Exactly how much money do the average officers and enlisted personnel make every month? Retaining high-quality personnel is a priority for the U.S. armed forces. To do so, the military must compensate its servicemembers adequately. The Quadrennial...

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One-liner: The authors examine the current Air Force pay system, suggest ways it could be strengthened, and assess two pay concepts: skill pay and capability pay. 450-character abstract: Recruiting difficulties and manning shortfalls in certain sp...

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How can military service be made more compatible with college plans instead of being perceived as an alternative to college? These essays examine trends in high school seniors intentions to enlist or to attend college and compare civilian and mili...

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Presents the results of a national survey of college youth on their level of interest in military enlistment under various hypothetical programs. Reports the results of a national survey of college youth who were offered a series of hypothetical e...

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One-liner: Discusses how manpower and personnel policies can be used to produce the changes in military culture needed for transformation. 450-character abstract: Military transformation requires a reassessment of the military's current manpower a...

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Preliminary assessment of new educational benefits programs, such as those offered by some active components, to help reserve components attract high-quality recruits and of whether potential of programs warrants further evaluation. 450-character ...

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Provides input regarding alternativec ompensation proposals for the reserve components and the broader issues surrounding reserve retirement reform. Four bills are pending in Congress to reduce the age at which reservists can begin to receive reti...

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The military must attract, retain, and promote high-quality personnel. This monograph examines its ability to meet these goals. Using the quality index, we find that those who stay until midcareer and are promoted are significantly higher quality....

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Military compensation is a pillar of the all-volunteer force. Its importance is such that it is reviewed every four years to determine whether it is adequate to meet the U.S. military's objectives. To inform the 10th Quadrennial Review of Military...

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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...

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Since 2000, black representation among high-quality recruits in the Army has decreased, while Hispanic representation has increased; in the Navy, black representation has remained stable and Hispanic representation has increased. The authors ident...

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To determine whether enlistment and reenlistment bonuses are effective in maintaining or increasing the supply of personnel to the armed forces, the authors provide an empirical analysis of bonuses' effects. They developed models to assess whether...

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Using data from 2007 through 2009, the authors tabulate the incidence and prevalence of recruiter irregularities. Exploring Army contract data, the authors compare the characteristics of those signing contracts at the end of the recruiting month--...

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Mexico has undertaken reforms in recent years to professionalize its police. This report analyzes police reform in Mexico, suggesting progress on some fronts, though police corruption remains high and more work is needed.

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Presents officer and enlisted retention and cost effects of a new approach to reserve compensation proposed by the 11th QRMC. The approach is viable, enhances force management, costs less, but requires supplemental pay to sustain retention.

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RAND research conducted in the late 1990s documented differences in rates of promotion and retention among male, female, white, and minority officers in the U.S. military. This volume updates the earlier RAND study, using data from January 1988 th...

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Assembles the latest available data on recruiting, retention, and military versus civilian pay, and recommends a slower increase in military pay. Discusses implementation strategies if the Defense Department moves forward with limited pay increases.

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Draws on interviews, academic literature, and an exploratory quantitative analysis to identify factors that affect the cost-effectiveness of military, government, and contractor personnel in providing language capability in the intelligence commun...

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As the defense burden borne by reserve forces has increased, more attention has been paid to differences between retirement systems for the reserve and active components. This report analyzes the systems, discusses the importance of structuring co...

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Extends the capability of the dynamic retention model, which supports decisionmaking about workforce management policy, to allow simulations of the effects of alternative policies both in the steady state and in the transition to the steady state.

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A proposal allowing vested Army reservists to receive military retirement benefits immediately upon retiring is analyzed for effects on the size and experience mix of the Army reserve and active components and on Army personnel costs.

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Analyzes many alternatives for reforming the military compensation system, focusing on retirement compensation, and reaches two concepts for reform. Both concepts retain positive aspects of the current system while also providing cost savings, imp...

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This report documents efforts to implement a capability for the U.S. Department of Defense to assess alternative policies to enhance officer retention using estimates of behavioral responses to policy and provides source code and foundations of a ...

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This study begins to extend the dynamic retention model to federal civil service employment. Models are estimated and then used to simulate the effects of pay freezes and unpaid furloughs. Permanent pay freezes decrease the workforce retained by 7...

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Using the Dynamic Retention Model, this report evaluates the Military Compensation and Retirement Modernization Commission's proposed reforms to military compensation and retirement, especially their ability to sustain the current force size/shape.

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In a multimethod analysis, RAND researchers assess whether the military should continue using its 40-year pay table to retain experienced personnel or whether such retention could be equally achieved with a 30-year pay table.

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A dynamic retention model determines appropriate voluntary separation pay levels to achieve drawdowns for multiple components and services, for enlisted personnel and officers, and for the steady state and the transition to it.

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This report presents a theoretical model and empirical estimates explaining why each service's retirement accrual charge is inaccurate under the current system and how this could be fixed by service-specific accrual charges.

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Increases in major airline hiring could cause Air Force pilot shortfalls. The authors analyzed supply, compensation, and demand to estimate changes in civilian pilot pay and hiring and the level of aviator retention pay needed as a countermeasure.

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