Summaries - Research
Back (RAM) for Navy Manpower Analysis: The role of Naval officers' college education on retention & performance Impact of Retention Bonuses on URL Officers
|Division||Research & Sponsored Programs|
|Department||Naval Research Program|
|Investigator(s)||Gates, William R.|
|Sponsor||NPS Naval Research Program (Navy)|
The new military retirement system will be implemented in FY2017, changing the incentive structure for reenlistments and officer retention, significantly reducing the incentive to stay through 20 years of service. DoD is proposing a bonus at the 12-year point to compensate for the reduced retention incentive. But, it is unclear what bonus levels would elicit the required retention rates, and, it is not clear whether the bonus should vary across time and specialty area. Furthermore, the Navy needs to determine how to retain high-quality sailors with the new incentives, and factor in both monetary and non-monetary compensation incentives.
A related manpower problem is a changing workforce. Recent PWC surveys found that only half (51%) of young workers listed "opportunities for career progression" as a factor making an employer attractive. However, military manpower planning is still based on a relatively inflexible up-or-out force-structuring model. More flexible planning systems exist in the private sector. A less rigid DOPMA may help the Navy meet its manpower needs.
Our primary research objectives are:
- Critically assess the current tools used to structure bonuses.
- Determine the best approach to achieve retention and quality goals.
- Determine whether changes to DOPMA could improve retention and quality goals.
|Publications||Publications, theses (not shown) and data repositories will be added to the portal record when information is available in FAIRS and brought back to the portal|
|Data||Publications, theses (not shown) and data repositories will be added to the portal record when information is available in FAIRS and brought back to the portal|