Analysis Of A Time In Grade Pay Table For Military Personnel And Policy Alternatives
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Analysis of a Time-In-Grade Pay Table for Military Personnel and Policy Alternatives by Beth J. Asch,Michael G. Mattock,Patricia K. Tong Pdf
Federal law mandates that every four years the Secretary of Defense conduct an assessment of the military compensation system, resulting in a Quadrennial Review of Military Compensation (QRMC). In response to this request articulated in Section 603 of the Senate Armed Services Committee version of the National Defense Authorization Act of 2019, the 13th QRMC is providing an assessment of the effects of a time-in-grade pay table for military personnel, particularly on readiness. A time-in-grade pay table would set pay based on pay grade and years of service within a grade, in contrast to the current time-in-service pay table, which sets pay based on pay grade and years of service inthe military.
Military compensation is a pillar of the all-volunteer force. It is a fundamental policy tool for attracting and retaining personnel, and its structure-and the incentives implied by its structure-can affect U.S. service members' willingness to join, exert effort, demonstrate their leadership potential, remain in the military, and, eventually, exit the military at an appropriate time. Military compensation is a composite of current pay and allowances, special and incentive pays, health benefits, disability benefits, retirement benefits, and other benefits. Its importance to the readiness and morale of the force 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 Compensation, this monograph presents an in-depth examination of the mix and structure of the U.S. military's current retirement-benefit system and several policy alternatives. The study included the development of a model that was estimated and used to run a series of simulations based on active-duty and reserve personnel data to track the careers and potential decisionmaking of military personnel across the services. The simulation results were then assessed in terms of their cost-effectiveness and ability to meet the services' expectations for accession, retention, and career mobility.
A Theory of Military Compensation and Personnel Policy by Beth J. Asch,John T. Warner Pdf
The purpose of this study is to develop a unified model that will permit an analysis of all the various issues relating to the military compensation system. This report develops a theoretical framework that allows an evaluation of the militarv pay and retirement system. Our analysis aims at addressing the traditional macroeconomic questions and two additional microeconomic questions that have received little attention: Does the system motivate personnel to work hard and effectively? and Does the system promote the best person/job/rank matches?
Setting the Level and Annual Adjustment of Military Pay by Beth J. Asch,Michael G. Mattock,Troy D. Smith Pdf
Every four years, the U.S. Department of Defense (DoD) commissions a review of the military compensation system. Since the 9th such commission reporting in 2002, the benchmark for setting the level of military pay has been at about the 70th percentile of earnings for similar civilians given the unusual demands and arduous nature of military service. The 70th percentile benchmark was based on analysis from the 1990s indicating that pay at around this level had historically been necessary to enable the military to recruit and retain the quality and quantity of personnel required. In addition, by law, the annual increase in military basic pay is guided by changes in the Employment Cost Index (ECI), a measure of the growth in private-sector employment costs; research from the early 1990s suggested that an alternative to the ECI, the Defense Employment Cost Index (DECI), would be more relevant to military personnel. The authors of this report provide input on the setting of the level of military pay, the relevance of the 70th percentile, and the use of the DECI versus the ECI in setting the annual adjustment to military pay. They find that current military pay may be too high, since recruit quality today exceeds DoD's stated requirements, and, further, quality and retention both exceed the levels observed during the late 1980s and mid-1990s, when the 70th percentile was established. However, the 70th percentile may be too low a benchmark, because there are reasons to believe that the recruiting environment is more difficult than it was in earlier periods. Figures of around the 75th to 80th percentile for enlisted personnel and of around the 75th percentile for officers are likely to meet existing recruit quality objectives. Assessing the ECI versus the DECI, the authors conclude DoD should consider replacing or supplanting the former with the latter. The DECI has several advantages over the ECI, and most of the critiques of the DECI have been addressed by advances in data availability and computing power in recent decades.
An Analysis of Pay for Enlisted Personnel by Anonim Pdf
The research presented in this Documented Briefing grew out of two concerns: whether military compensation is adequate to enable the military services to meet their manpower requirements year in and year out, and the question of whether action to change military compensation is required now. These two strands of research consider not only long- term trends affecting the adequacy of military compensation, but also short-term circumstances. Further, since major military pay legislation was passed in 1999 and took effect in Fiscal Year 2000 (FY 00), there is a question of whether that pay action is sufficient to meet both short-term and long-term challenges in recruiting, retaining, and motivating personnel. And if it is not sufficient, what sort of actions should be taken? Given the breadth of the subject, this briefing draw s upon the body of existing research on defense manpower and military compensation. However, the briefing also contains new material on military/civilian pay comparisons and first-cut predictions of the impact of the FY 00 compensation changes. Specifically, we examine how the pay of enlisted personnel compares to that of their civilian counterparts, how these comparisons have changed over time, how the FY 00 pay actions affect the comparisons, and how recruiting and retention have fared recently. The briefing also discusses the variety of policy options that might be considered.
Transforming Wartime Contracting by Commission on Wartime Contracting in Iraq and Afghanistan (U.S.) Pdf
Over the past decade, America's military and federal-civilian employees, as well as contractors, have performed vital and dangerous tasks in Iraq and Afghanistan. Contractors' support however, has been unnecessarily costly, and has been plagued by high levels of waste and fraud. The United States will not be able to conduct large or sustained contingency operations without heavy contractor support. Avoiding a repetition of the waste, fraud, and abuse seen in Iraq and Afghanistan requires either a great increase in agencies' ability to perform core tasks and to manage contracts effectively, or a disciplined reconsideration of plans and commitments that would require intense use of contractors. Failure by Congress and the Executive Branch to heed a decade's lessons on contingency contracting from Iraq and Afghanistan will not avert new contingencies. It will only ensure that additional billions of dollars of waste will occur and that U.S. objectives and standing in the world will suffer. Worse still, lives will be lost because of waste and mismanagement.
United States. Congress. Senate. Committee on Armed Services. Subcommittee on Readiness and Management Support
Author : United States. Congress. Senate. Committee on Armed Services. Subcommittee on Readiness and Management Support Publisher : Unknown Page : 330 pages File Size : 40,6 Mb Release : 2012 Category : History ISBN : MINN:31951D03577229V
The Final Report of the Commission on Wartime Contracting in Iraq and Afghanistan by United States. Congress. Senate. Committee on Armed Services. Subcommittee on Readiness and Management Support Pdf
As U.S. military forces appear overcommitted and some ponder a possible return to the draft, the timing is ideal for a review of how the American military transformed itself over the past five decades, from a poorly disciplined force of conscripts and draft-motivated "volunteers" to a force of professionals revered throughout the world. Starting in the early 1960s, this account runs through the current war in Iraq, with alternating chapters on the history of the all-volunteer force and the analytic background that supported decisionmaking. The author participated as an analyst and government policymaker in many of the events covered in this book. His insider status and access offer a behind-the-scenes look at decisionmaking within the Pentagon and White House. The book includes a foreword by former Secretary of Defense Melvin R. Laird. The accompanying DVD contains more than 1,700 primary-source documents-government memoranda, Presidential memos and letters, staff papers, and reports-linked directly from citations in the electronic version of the book. This unique technology presents a treasure trove of materials for specialists, researchers, and students of military history, public administration, and government affairs to draw upon.
New Challenges, New Tools for Defense Decisionmaking by Stuart E. Johnson,Martin C. Libicki,Gregory F. Treverton Pdf
It is still easy to underestimate how much the collapse of the Soviet Union and the end of the Cold War?--and then the terrorist attacks of September 11, 2001?--transformed the task of American foreign and defense policymaking. In place of predictability (if a sometimes terrifying predictability), the world is now very unpredictable. In place of a single overriding threat and benchmark by which all else could be measured, a number of possible threats have arisen, not all of them states. In place of force-on-force engagements, U.S. defense planners have to assume "asymmetric" threats?--ways not to defeat U.S. power but to render it irrelevant. This book frames the challenges for defense policy that the transformed world engenders, and it sketches new tools for dealing with those challenges?--from new techniques in modeling and gaming, to planning based on capabilities rather than threats, to personnel planning and making use of "best practices" from the private sector.
Setting Military Compensation to Support Recruitment, Retention, and Performance by Beth J. Asch Pdf
Drawing on a large body of research, this RAND Arroyo report, part of a series, provides an examination of the role of military compensation as a strategic human resource tool, how well it fulfills that role, and how it could be improved.
Untold Millions by John Dececco, Phd,Grant Lukenbill Pdf
The first definitive book on researching gay and lesbian market behavior, Untold Millions: The Truth About Gay and Lesbian Consumers in America will help marketers, advertisers, and public relations managers learn how to successfully market and research products for gay and lesbian consumers. Author Grant Lukenbill, a leading consultant on the cultural and motivational aspects of gay and lesbian consumer behavior, provides you with important procedures, research, and guidelines that businesses today are following in order to develop successful marketing strategies to this growing target audience. From this updated and revised edition, you’ll receive current methods, new data, and sure-fire strategies that will help your company break into this market segment, satisfy intended customers, and boost company sales. Providing you with statistics and data from the first market research study of its kind, the Yankelovich MONITOR’s Gay and Lesbian Perspective, this book gives you suggestions on what things need to be done within your company before planning your marketing strategies. You’ll benefit from ideas and suggestions in Untold Millions that will help you create consumer-driven market strategies to gays and lesbians, including: recognizing that there are families and relationships in society that are not heterosexual acknowledging age differences and the needs of particular generations attracting customers by circulating non-discriminatory hiring policies through press releases and company memos, installing domestic partner health care plans, and identifying cultural reference points to which gays and lesbians can relate remembering that many gays and lesbians may look at business with cynicism and doubt and may be quick to interpret actions as victimization referring to the Wall Street project before addressing gay- and lesbian-specific issues focusing on the areas of individuality, a need for association, and the need to alleviate stress reserving a post script in your direct marketing letter to remind consumers of your company’s domestic partner benefits or if you support a particular gay/lesbian interest organization Untold Millions contains advice on several other topics, such as corporate legal issues, public information trends and analysis, and changes in gay and lesbian communities to give familiarize you with your target audience. With Untold Millions, you’ll be able to develop appealing marketing or advertising campaigns that will satisfy the highly profitable and emerging gay and lesbian consumer market.
Hearings on Military Posture and Legislation to Authorize Appropriations During the Fiscal Year 1970 by United States. Congress. House. Committee on Armed Services Pdf
