| Attitudes and Experiences of Naval Personnel Relating to Morale Services. |
OCT 1968 |
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| Authors:
NAVAL PERSONNEL PROGRAM SUPPORT ACTIVITY WASHINGTON DC PERSONNEL RESEARCH LAB
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 | A periodic Navy personnel survey was conducted to collect attitudes and opinions regarding morale services and other aspects of naval service directly from naval personnel. Topic areas included in this report are: service experiences and background; career plans; dependent medicare program and services; recreational facilities; All Hands magazine; library services and incentive pay. Information included here can be useful as a reference tool for management and also in answer to ... |
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| MOTIVATIONAL EFFECTS OF THE ASSOCIATE DEGREE COMPLETION PROGRAM REPORT 2, |
JUN 1968 |
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| Authors:
S. B. Ware; NAVAL PERSONNEL PROGRAM SUPPORT ACTIVITY WASHINGTON DC PERSONNEL RESEARCH LAB
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| This report describes the results of the second of a series of studies which are being conducted to aid in evaluating the career motivation value of the Associate Degree Completion Program (ADCOP) for career enlisted personnel. Survey questionnaires were mailed to the 42 men who were the first graduating participants of ADCOP. Questions on this survey dealt with background information, career motivation, education, and expectations concerning ADCOP. Space for general ... |
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| MANNING AND TRAINING REQUIREMENTS (UNREP PROJECT), |
MAR 1968 |
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| Authors:
Joseph Fedorko; NAVAL PERSONNEL PROGRAM SUPPORT ACTIVITY WASHINGTON DC PERSONNEL RESEARCH LAB
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| This memorandum defines the preliminary manning, maintenance, and training concepts necessary to support equipments within the cognizance of the UNREP Project. (Author) |
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| ATTITUDES AND EXPERIENCES OF NAVAL PERSONNEL RELATING TO CAREER MOTIVATION, EDUCATIONAL PROGRAMS, ENLISTED PERFORMANCE EVALUATION SYSTEM, AND UNIFORM PREFERENCES. |
FEB 1968 |
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| Authors:
NAVAL PERSONNEL PROGRAM SUPPORT ACTIVITY WASHINGTON DC PERSONNEL RESEARCH LAB
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| The semi-annual Navy Personnel Survey 67-1 was conducted to collect attitudes and opinions regarding various aspects of naval service directly from naval personnel. Information included here is timely and can be useful, not only as a reference tool for management, but as supporting information for proposed legislation or in answer to inquires. Topic areas included in this report are: service experiences and background; career motivation; the enlisted performance evaluation system; ... |
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| COMPARISONS OF RETAINEES AND SEPARATEES AMONG OCS GRADUATES ON BACKGROUND PRIOR TO OCS ENROLLMENT. |
DEC 1967 |
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| Authors:
L. Harold Sharp; Aaron Katz; NAVAL PERSONNEL PROGRAM SUPPORT ACTIVITY WASHINGTON DC PERSONNEL RESEARCH LAB
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| The objective was to determine which if any variables available at time of Officer Candidate School (OCS) selection differentiate between OCS graduates who extend their initial obligated service (3 years) as Naval officers (Retainees) and those who decide to be released from active duty (Separatees). Random samples of Retainees and Separatees (100 each) were compared on 55 background variables, using appropriate statistical significance tests of obtained differences. The variables consisted ... |
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| PROCEDURES FOR DETERMINING NUMBER OF INSTRUCTORS FOR NAVY ENLISTED SCHOOLS. |
NOV 1967 |
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| Authors:
J. H. Swann; NAVAL PERSONNEL PROGRAM SUPPORT ACTIVITY WASHINGTON DC PERSONNEL RESEARCH LAB
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| The report presents the final results of research concerned with the development of procedures for determining the number and indicating the quality of instructors and technical supervisors required for Navy enlisted schools. The end product of the research is presented in Appendix-B to this report as BuPers Instruction 1510.105 which contains an instrument designed to be administered by schools to determine instructor and supervisor requirements. The instrument includes procedures for ... |
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| ON-THE-JOB TRAINING COSTS: AN ANALYSIS |
JUN 1967 |
43 pages |
| Authors:
Simon Arzigian; NAVAL PERSONNEL PROGRAM SUPPORT ACTIVITY WASHINGTON DC PERSONNEL RESEARCH LAB
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 | The study presents the results of a preliminary investigation of the feasibility of computing on-the-job training costs. For the purpose of this study on-the-job training is that which involves learning or improving job performance under actual working conditions. At present there is no system within the Navy to 'cost out' on-the-job training. Training cost reporting is limited to formal, or school, training. The addition of an on-the-job training cost to ... |
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| PROCEDURES FOR EVALUATING PERSONNEL READINESS AFLOAT. |
JUN 1966 |
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| Authors:
Kenneth W. Gray; NAVAL PERSONNEL PROGRAM SUPPORT ACTIVITY WASHINGTON DC PERSONNEL RESEARCH LAB
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| This research memorandum deals with development of the most likely approach for securing acceptable personnel evaluation standards. The long range goal of the project is to develop a personnel readiness subsystem for integration into a single readiness system for integration into a single readiness system for ships. This phase of the research has encompassed: an investigation into the state of the art; analysis and conferences to determine OPNAV and Fleet ... |
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| DEVELOPMENT OF THE RESERVE OFFICER APTITUDE TEST FORMS 1 AND 2. |
MAR 1966 |
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| Authors:
Aaron Katz; L. Harold Sharp; NAVAL PERSONNEL PROGRAM SUPPORT ACTIVITY WASHINGTON DC PERSONNEL RESEARCH LAB
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| This report describes the development of two parallel forms of the Reserve Officer Aptitude Test (ROAT Forms 1 and 2) to replace the Reserve Officer Candidate Selection Test (ROCST Forms 3 and 4) and Contract Student Selection Test (CSST Forms 3 and 4) currently used in the selection applications for the ROC and NROTC Contract Programs, respectively. The method used in developing norms and the results of correlational analysis ensure ... |
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| JOB EVALUATION: A PRELIMINARY ANALYSIS OF ITS APPLICATION TO NAVY ENLISTED BILLETS, |
JAN 1966 |
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| Authors:
Alexander J. Rose; Francis L. McTavish; NAVAL PERSONNEL PROGRAM SUPPORT ACTIVITY WASHINGTON DC PERSONNEL RESEARCH LAB
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| This report presents a discussion of some of the problems that may be encountered in the course of developing a billet evaluation system for Navy enlisted billets. Included is an assessment of the Marine Corps billet evaluation system. Job evaluation in the modern Navy is a complex problem. Advancements in technology, as well as in strategic and tactical planning, have given rise to problems of such magnitude in personnel administration ... |
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| NEW APPROACHES TO MESS COOK MANAGEMENT AFLOAT. |
JAN 1966 |
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| Authors:
Thomas B. Turner; NAVAL PERSONNEL PROGRAM SUPPORT ACTIVITY WASHINGTON DC PERSONNEL RESEARCH LAB
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| This report describes an exploration of new ways of managing mess cooking afloat and, specifically, the management system presently in use aboard the U. S. S. ALBANY (CG-10). Aboard many ships, Class A, technically trained personnel are diverted to mess cooking duties when non-designated SN or FN are unavailable. The ALBANY plan and plans similar to it permit such personnel to work in their rating or continue OJT by establishing ... |
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| OFFICER PERSONNEL COSTS: NAVAL AVIATION CADET (NAVCAD), |
NOV 1965 |
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| Authors:
James N. Clary; NAVAL PERSONNEL PROGRAM SUPPORT ACTIVITY WASHINGTON DC PERSONNEL RESEARCH LAB
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| This report presents the cost of officers procured through the Naval Aviation Cadet (NAVCAD) Program, from procurement through one year past initial active service obligation. Computations of basic pay and flight pay reflected in previous officer personnel cost reports were based on actual pay due the individual according to length of service. However, commencing with this report the computation of post-commissioning basic and flight pay is based on the Navy ... |
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| OFFICER PERSONNEL COSTS: NROTC-REGULAR NROTC-CONTRACT, |
MAY 1965 |
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| Authors:
James N. Clary; NAVAL PERSONNEL PROGRAM SUPPORT ACTIVITY WASHINGTON DC PERSONNEL RESEARCH LAB
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| This report presents the costs of officers procured through the Naval Reserve Officers Training Corps, Regular and Contract Programs, from initial procurement through one year past initial service obligation or initial service obligation as extended because of flight, submarine, or submarine and nuclear power training. |
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| PERSONNEL COSTS FOR TEN SELECTED RATINGS (AC, AE, AQ, AT, AX, ET, FT, MM, RD, ST), |
APR 1965 |
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| Authors:
James N. Clary; Simon Arzigian; NAVAL PERSONNEL PROGRAM SUPPORT ACTIVITY WASHINGTON DC PERSONNEL RESEARCH LAB
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| This report is designed to meet the urgent need of the Secretary of the Navy's Task Force on Military Personnel Retention for personnel costs for 10 selected ratings. Cost information in this report should prove useful to other consumers as well. The ratings reported on are the AC, AE, AQ, AT, AX, ET, FT, MM, RD and ST. Four of these ratings (AC, AE, AQ, AX) have not been reported ... |
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| OFFICER PERSONNEL COSTS: NAVAL ACADEMY GRADUATE, |
APR 1965 |
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| Authors:
James N. Clary; NAVAL PERSONNEL PROGRAM SUPPORT ACTIVITY WASHINGTON DC PERSONNEL RESEARCH LAB
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| Costs are presented for a Naval Academy graduate from initial procurement through one year past initial service obligation or obligation as extended because of submarine, nuclear power, or flight training. Fact Sheets setting forth per capita costs for the following career patterns are provided for Officer directly to sea duty, Naval Aviator, Conventional Submarine Officer, and Nuclear Powered Submarine Officer. The personnel costs presented are based on the latest available ... |
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Reports by Corporate Author
