| Optimizing Screening and Risk Assessment for Suicide Risk in the U.S. Military |
Sep 2012 |
44 pages |
| Authors:
Thomas Joiner; Ingrid C Lim; Ted Bender; FLORIDA STATE UNIV TALLAHASSEE
|
 | Suicide rates have been increasing in military personnel in the last several years (Lorge, 2008), and it is a vital goal that suicide screening and risk assessment techniques for members of the military be improved. The current project is an effort to accomplish this goal, by using a parsimonious yet fruitful research design to compare several highly promising risk assessment approaches to one another in the prediction of future suicide-related ... |
|
| Why Schools Do Not Release ASVAB Scores to Military Recruiters |
08 Jun 2012 |
89 pages |
| Authors:
Gregory V Humble; ARMY COMMAND AND GENERAL STAFF COLL FORT LEAVENWORTH KS
|
| An increasing number of schools are not releasing Armed Services Vocational Aptitude Battery (ASVAB) scores to military recruiters. In 2004, 3.8 percent of test scores were not released, compared to 13.91 percent in 2011. The decision to release scores is made by school officials. Policies are being made at the school district level and at the state level to ensure that schools do not release scores to military recruiters. Students, ... |
|
| Analysis of Recruiter Refresher Training for the U.S. Navy |
Mar 2012 |
99 pages |
| Authors:
Kathleen L Knapp; NAVAL POSTGRADUATE SCHOOL MONTEREY CA
|
| This thesis analyzes the training continuum for Navy recruiters coming from the fleet. Specifically, the study examines the current training pipeline and the theories of how people learn, why they learn, and how they retain information. The study focuses on the uniqueness of recruiting assignments, recruiter training requirements, the 2011 recruiting environment, the Navy Recruiting Command organization, and the influence of incentives on recruiting performance. The training cycle for the ... |
|
| Optimizing Screening and Risk Assessment for Suicide in the U. S. Military |
Sep 2011 |
19 pages |
| Authors:
Thomas Joiner; FLORIDA STATE UNIV TALLAHASSEE
|
| All IRB approvals are complete. This study has now been up and running full swing since 10/4/11. We have collected approximately 225 Participants thus far. Suicide rates have been increasing in military personnel in the last several years (Lorge, 2008), and it is a vital goal that suicide screening and risk assessment techniques for members of the military be improved. The proposed project is an effort to accomplish this goal, ... |
|
| Understanding Millennials to Improve Recruiting Efficiency |
24 Mar 2011 |
34 pages |
| Authors:
Heather Garrett; ARMY WAR COLL CARLISLE BARRACKS PA
|
| The Millennial generation, born between 1982 and 2003, has been influenced by numerous events in their developmental years, such as the 9/11 terrorist attack on the United States, school shootings, and an economic crisis. Their world has always been globally connected and open 24/7. Digital technology is a fact of life that enables them to think and process information in a way that is fundamentally different from any other generation. ... |
|
| Transforming from a Service-Centric to a Joint Recruiting Environment |
09 Mar 2011 |
34 pages |
| Authors:
Samuel E Williams; ARMY WAR COLL CARLISLE BARRACKS PA
|
| This paper evaluates the current recruiting environment among all of the services within the Department of Defense (DoD). During the past 10 years, DoD has successfully transformed the military and rewritten several doctrinal manuals as the military continues combating terrorism. Service members understand the philosophy of thinking and fighting in a joint environment; however, that is not the case in recruiting. When service members are assigned to recruiting duty, all ... |
|
| A Full-Time Workforce for an Operational Army National Guard |
30-Mar-2009 |
30 pages |
| Authors:
Van De; John W Loop; ARMY WAR COLL CARLISLE BARRACKS PA
|
| The events of 9/11 accelerated the transformation of the Army National Guard from a strategic reserve to what many now call an operational reserve, yet a corresponding change to the full-time workforce has not been realized. It remains a workforce consisting largely of dual-status military technicians and Active Guard and Reserve soldiers, augmented by a small non-dual-status civilian sector that has not changed in numbers for 40 years. It is ... |
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| Refined Marine Corps Contract Supply Model for High-Quality Male Enlistments at the Recruiting Sub Station Level |
Mar-2009 |
79 pages |
| Authors:
Bradley T Davin; Edmund B Tomlinson; NAVAL POSTGRADUATE SCHOOL MONTEREY CA
|
| The objective of this research is to further develop and refine an existing model for forecasting the supply of high-quality male contracts at the Recruiting Sub Station level for the Marine Corps. Additional variables that were excluded in the previous model will be researched and incorporated to provide a more realistic scenario for the Marine Corps Recruiting Command. This follow on research is necessary because of the rising accession missions ... |
|
| Military Recruitment Provisions Under the No Child Left Behind Act: A Legal Analysis |
29-Jan-2009 |
|
| Authors:
Jody Feder; LIBRARY OF CONGRESS WASHINGTON DC CONGRESSIONAL RESEARCH SERVICE
|
 | Under the No Child Left Behind Act (NCLBA) of 2001, which amended the Elementary and Secondary Education Act (ESEA), high schools that receive federal funds must provide certain student contact information to military recruiters upon request and must allow recruiters to have the same access to students as employers and colleges. Because the 111th Congress is likely to consider reauthorization of the ESEA, legislators may contemplate changes to the military ... |
|
| Joint Recruiting...Is the Time Right |
15 MAR 2008 |
45 pages |
| Authors:
Cynthia A. Brown; ARMY WAR COLL CARLISLE BARRACKS PA
|
| During the late 1990's, joint recruiting was touted by Congress and many in the Department of Defense as a cost effective solution for filling the military ranks. Since that time, the initiatives, studies, and media attention have died down. With inevitable changes in our government administration and rumors of decreased supplemental and defense authorization bills, the pressures for joint recruiting may return in full force. In an environment characterized by ... |
|
| Military Recruitment Provisions Under the No Child Left Behind Act: A Legal Analysis |
08-Jan-2008 |
|
| Authors:
Jody Feder; LIBRARY OF CONGRESS WASHINGTON DC CONGRESSIONAL RESEARCH SERVICE
|
| Under the No Child Left Behind Act (NCLBA) of 2001, which amended the Elementary and Secondary Education Act (ESEA), high schools that receive federal funds must provide certain student contact information to military recruiters upon request and must allow recruiters to have the same access to students as employers and colleges. Because the 110th Congress is likely to consider reauthorization of the ESEA, legislators may contemplate changes to the military ... |
|
| Enhancement of Marine Corps' Recruiting and Retention Programs |
Jan-2008 |
37 pages |
| Authors:
Shalisa W Davis; MARINE CORPS COMMAND AND STAFF COLL QUANTICO VA
|
| Though the Marine Corps has historically met its recruitment and retention goals, recruiting has become more challenging and cultural indicators show that recruiting will become even more difficult in the future. Retention paints a slightly more favorable picture as the Corps now offers more reenlistment incentives than it has in the past. The Marine Corps, however, still has a retention goal challenge. The Corps has to retain more Marines per ... |
|
| Email Marketing for U.S. Army and Special Operations Forces (SOF) Recruiting |
DEC 2007 |
93 pages |
| Authors:
III McGrath George F.; NAVAL POSTGRADUATE SCHOOL MONTEREY CA
|
| U.S. Army and Special Operations Forces (SOF) Recruiters in the U.S. Army Recruiting Command (USAREC) currently use four prospecting strategies to recruit Future Soldiers. These include telephone, referral, face-to-face, and internet or e-mail prospecting. The four prospecting strategies have proven to be effective, but e-mail prospecting continues to remain the most underutilized. Ironically, e-mail prospecting is the most efficient strategy, yet most recruiters either refuse to try it or they ... |
|
| Al-Qa'ida's Foreign Fighters in Iraq: A First Look at the Sinjar Records |
DEC 2007 |
31 pages |
| Authors:
Joseph Felter; Brian Fishman; MILITARY ACADEMY WEST POINT NY COMBATING TERRORISM CENTER
|
| On December 4, 2007 Abu Umar al-Baghdadi, the reputed Emir of al-Qa'ida's Islamic State of Iraq (151), claimed that his organization was almost purely Iraqi, containing only 200 foreign fighters. Twelve days later, on December 16, 2007, Ayman al-Zawahiri urged Sunnis in Iraq to unite behind the 151. Both statements are part of al-Qa'ida's ongoing struggle to appeal to Iraqis, many of whom resent the ISI's foreign leadership and its ... |
|
| Predicting the Number of Potential Military Recruits over the Next Ten Years with Application to Recruiter Placement |
SEP 2007 |
65 pages |
| Authors:
Donald L. Britton; NAVAL POSTGRADUATE SCHOOL MONTEREY CA
|
| The object of this thesis was to evaluate Navy recruiter placements, as resource allocation directly affects organizational efficiency and mission success. In order to produce a model to assist decision makers, this study analyzed (1) demographic characteristics of past military applicants; (2) recruiter assignment histories; (3) station ZIP codes; and (4) predicted populations within each ZIP code. ZIP code-level analysis was performed on more than 4 million records provided by ... |
|
| Delayed Entry Program Attrition: Survey Results |
SEP 2006 |
47 pages |
| Authors:
Marian E. Lane; Charles W. Johns; Michael A. White; Naina C. Eshwar; NAVY PERSONNEL RESEARCH STUDIES AND TECHNOLOGY MILLINGTON TN
|
| 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 ... |
|
| Military Recruiting: DOD and Services Need Better Data to Enhance Visibility over Recruiter Irregularities |
AUG 2006 |
54 pages |
| Authors:
GOVERNMENT ACCOUNTABILITY OFFICE WASHINGTON DC
|
| The viability of the All Volunteer Force (AVF) depends, in large measure, on the Department of Defense's (DOD) ability to successfully recruit several hundred thousand qualified individuals each year to fill over 1,400 occupational specialties. Since the March 2003 involvement of U.S. military forces in Iraq, attracting sufficient numbers of high-quality recruits to military service has proven to be one of the greatest personnel challenges faced by DOD since the ... |
|
| The Florida Air National Guard: A Model for Successful Recruiting |
MAR 2006 |
70 pages |
| Authors:
James F. Delaney; NAVAL POSTGRADUATE SCHOOL MONTEREY CA
|
| Effective recruitment strategies are essential to the maintenance of an all volunteer military. Shortfalls in recruiting, such as those that have been experienced by the Air National Guard, U.S. Army, Army National Guard, and Army Reserve, threaten the viability of national military strategies that call for the U.S. military to be capable of simultaneously fighting two major wars and dealing with catastrophic man-made or natural disasters such as Hurricane Katrina. ... |
|
| The Effects of End-Of-Month Recruiting on Marine Corps Recruit Depot Attrition |
MAR 2006 |
79 pages |
| Authors:
Jr Baczkowski Robert E.; NAVAL POSTGRADUATE SCHOOL MONTEREY CA (MEYER) INST OF SYSTEMS ENGINEERING
|
| Recruiters, under pressure to meet end-of-month goals, often work feverishly to meet their monthly recruiting goals. This thesis uses regression models to examine the effects of day of month of enlistment on Marine Corps Recruit Depot attrition percentages to examine the hypothesis that recruiters lower their standards at the end of the month in a final effort to make their monthly recruiting mission. The Total Force Data Warehouse provided data ... |
|
| Counter-Recruiters in High School |
Jan-2006 |
11 pages |
| Authors:
Linda Long; MARINE CORPS COMMAND AND STAFF COLL QUANTICO VA
|
| The No Child Left Behind Act requires all federally funded high schools to provide military recruiters with high school directory information. This requirement is essential to preserving an all-volunteer military force. Even so, among their target market (of high school senior males), enlisted recruiters compete with colleges for applicants. In addition, few key influencers (parents, teachers, and coaches) recommend military service. But the counter-recruiter movement, a grassroots organization, which has ... |
|
| Influencer Poll 3 November 2004 |
SEP 2005 |
60 pages |
| Authors:
Jason Fors; Jr. Viera Luciano; Sean M. Marsh; M. Boehmer; JOINT ADVANCED STRIKE TECHNOLOGY PROGRAM OFFICE ARLINGTON VA
|
| The Department of Defense (DOD) conducts Influencer Polls on a regular basis to measure influencers' perceptions of the military and their likelihood to recommend military service to youth. This report details the findings of the November 2004 Influencer Poll. The primary focus of the poll was to learn about the military attitudes of adults who have relationships with youth ages 12 - 21. These influencers' recommendations regarding military service significantly ... |
|
| Analysis and Testing of a Digitized Application for U.S. Navy Officer Recruiting |
MAR 2005 |
97 pages |
| Authors:
Rajashaker G. Reddy; NAVAL POSTGRADUATE SCHOOL MONTEREY CA
|
| This thesis describes the analysis, development, and testing of a new, digitized format for the Naval Nuclear Officer application. The methodology consisted of creating a beta officer application CD that was tested in the eight Naval Recruiting Districts (NRDs) within Region West. Online surveys were conducted with Navy recruiters at the NRD level to gauge satisfaction with the current application process and solicit feedback. The effectiveness of the application CD ... |
|
| Analyzing the Assignment of Enlisted Recruiting Goal Shares via the Navy's Enlisted Goaling and Forecasting Model |
MAR 2005 |
113 pages |
| Authors:
Ronald A. Hojnowski; NAVAL POSTGRADUATE SCHOOL MONTEREY CA GRADUATE SCHOOL OF BUSINESS AND PUBLICPOLICY
|
| This thesis examines the process by which enlisted goal shares are generated by Commander, Navy Recruiting Command (CNRC) and assigned to Navy Regional recruiting commands. Through use of an econometric goaling and forecasting model employed by CNRC and a less complicated weighting system used by Regions, goal shares are generated using factors believed to accurately predict future recruiting success. The factors used in the new contract prediction model include local ... |
|
| Qualitative and Quantitative Analysis for US Army Recruiting Input Allocation |
28 OCT 2004 |
30 pages |
| Authors:
John R. Brence; Michael J. Kwinn Jr.; David A. Thomas; MILITARY ACADEMY WEST POINT NY DEPT OFSYSTEM ENGINEERING
|
| Development of a useful recruiting model requires an in-depth investigation of previous models and the recruiting processes of today. An objective study of the quantitative and qualitative aspects of recruiting is necessary to meet the future needs of the Army, in light of strong possibilities of recruiting resource reduction and increasing mission requirements. Our research will develop a model with an eye towards recruiting process improvement. Our methodology will build ... |
|
| U.S. Army Delayed Entry Program Optimization Model |
AUG 2004 |
45 pages |
| Authors:
Jason A. Wolter; Michael J. Kwinn Jr.; John B. Halstead; MILITARY ACADEMY WEST POINT NY DEPT OFSYSTEM ENGINEERING
|
| U.S. Army Recruiting Command (USAREC) requires a robust and predictive system that will optimize their monthly and annual percentage of recruits in the Delayed Entry Program (DEP). This optimization system must also consider the dynamic nature of "In and For" recruits, those recruits who are contacted and accessed in the same month. The DEP is a direct reflection of current economic factors (unemployment), eligible youth, DoD marketing/advertising efforts, and the ... |
|
| U.S. Army Recruiter Allocation Model |
JUL 2004 |
33 pages |
| Authors:
John Brence; Michael J. Kwinn Jr; MILITARY ACADEMY WEST POINT NY OPERATIONS RESEARCH CENTER
|
| Development of a useful recruiting model requires an in-depth investigation of previous models and the recruiting processes of today. An objective study of the quantitative and qualitative aspects of recruiting is necessary to meet the future needs of the Army, in light of strong possibilities of recruiting resource reduction and increasing mission requirements. Our research will develop a model with an eye towards recruiting process improvement. Our methodology will build ... |
|
| Looking to the Future: What Does Transformation Mean for Military Manpower and Personnel Policy |
JUN 2004 |
|
| Authors:
Beth Asch; James R. Hosek; RAND CORP SANTA MONICA CA
|
| Each decade of the All-Volunteer Force (AVF) has brought new challenges in meeting military manpower supply requirements challenges that have been successfully met by the Department of Defense (DoD) and Congress. During the 1970s, the initial challenge was to transition from a conscripted to a volunteer force; meeting that challenge involved an unprecedented increase in military pay. The 1980s involved sustaining the volunteer force with another large increase in military ... |
|
| Department of Defense August 2003 Influencer Poll 1 Overview Report |
MAR 2004 |
88 pages |
| Authors:
Matt Boehmer; Andrea Zucker; Brian Ebarvia; Ray Seghers; David Snyder; DEFENSE HUMAN RESOURCES ACTIVITY ARLINGTON VA
|
| The Department of Defense (DoD) conducted its first Influencer Poll to measure the opinions and attitudes that the adults who directly influence youth have of military service. Specifically, Influencers, defined in this study as adults aged 22 to 85 who reported to directly influence youth, were polled about their perceptions of the military, the economy, the war in Iraq and a variety of other attitudinal factors that have been found ... |
|
| Department of Defense June 2003 Youth Poll 5 Overview Report |
DEC 2003 |
157 pages |
| Authors:
Matt Boehmer; Andrea Zucker; Brian Ebarvia; Ray Seghers; David Snyder; DEFENSE HUMAN RESOURCES ACTIVITY ARLINGTON VA
|
| The DoD Youth Poll was established in 2001 to measure propensity and to provide recruiters, advertisers, and marketers with a better understanding of the youth population. Each Youth Poll measure propensity, favorability of the military, perceived knowledge of the military, economic indicators and current events. Each Youth Poll also focuses on a topic of interest to the Department of Defense. The June 2003 Youth Poll special focus was on the ... |
|
| Recruiting the AT&L Workforce: Selling the Acquisition Career Field |
SEP 2003 |
|
| Authors:
Janet C. Burchard; Coleen M. Chapman; Philip H. Crowell; Delores A. Street; Amy T. Windisch; LOGISTICS MANAGEMENT INST MCLEAN VA
|
| The Acquisition, Technology and Logistics (AT&L) workforce of the Department of Defense is facing shortfalls in the personnel it needs to accomplish its mission. The AT&L workforce is presently organized into 13 career fields and includes approximately 80 job series. These shortfalls will begin occurring within the next 5 years as more and more workers become eligible for retirement. That many employees are now working past the initial age of ... |
|
| An Exploratory Study of Hispanic Officer Recruiting in the Mexican- American Community of South-Central Los Angeles: Implications for the Officer Corps of the Future |
JUN 2003 |
143 pages |
| Authors:
Javier Hernandez; NAVAL POSTGRADUATE SCHOOL MONTEREY CA
|
| This thesis examines factors relating to youth interest in joining the Navy among the Hispanic population in South-Central Los Angeles, California. The study begins with a comprehensive review of literature on Hispanics of Mexican origin. Information on youth interest in the Navy is gleaned from personal interviews with teachers, counselors, JROTC instructors, military recruiters, and local clergy. The results suggest that Hispanic youths are limited from pursuing higher education because ... |
|
| Department of Defense October 2002 Youth Poll Overview Report |
APR 2003 |
111 pages |
| Authors:
Matt Boehmer; Andrea Zucker; Brian Ebarvia; Ray Seghers; Andrew Thackray; DEFENSE HUMAN RESOURCES ACTIVITY ARLINGTON VA
|
| The Department of Defense (DoD) conducts Youth Polls on a regular basis to measure perceptions of the military and propensity to enlist in the military. This report details the findings of the October 2002 Youth Poll 4. The main focus of this poll was on the likelihood of youth to join the military and the influence that various sources of information have on youth's beliefs about military service. Other focus ... |
|
| Validation of the United States Marine Corps Qualified Candidate Population Model |
MAR 2003 |
219 pages |
| Authors:
William D. Hallahan; NAVAL POSTGRADUATE SCHOOL MONTEREY CA
|
| This thesis attempts to verify, validate, and then expand a model of the population of college students that may be qualified and interested in seeking a commission in the United States Marine Corps. The model supports allocation of recruiting goals, location of officer recruiter resources and boundaries, and analysis of the officer recruiting market. It functions by generating institution-level forecasts of the male baccalaureate cohort, by race and attendance status, ... |
|
| Factors Affecting Organizational Performance NRD San Diego FY 1997-2000: A Systems Analysis |
MAR 2003 |
161 pages |
| Authors:
Romuel B. Nafarrete; NAVAL POSTGRADUATE SCHOOL MONTEREY CA
|
| This thesis is a descriptive, comparative organizational analysis of Navy Recruiting District, San Diego during two time periods: Fiscal years 1997- 1998 and 1999-2000. The purpose of this study was to determine those factors affecting organizational performance in the primary area of Enlisted Recruiting production of the district in both time periods using a systems analysis. Based on model comparisons, document reviews, interviews, and personal communications with the leaders, supervisors ... |
|
| The Marine Corps Enlisted Assignment Process: The Customer's Perspective |
MAR 2003 |
113 pages |
| Authors:
Mark Ramirez; Dong H. Park; NAVAL POSTGRADUATE SCHOOL MONTEREY CA
|
| The assignment process affects Marines within the operating forces several times during their careers, and at times, it affects their decisions to continue service in the Marine Corps or to leave. Additionally, this process affects career development, quality of life, and ultimately their lives. The assignment process is a sub-process within the Marine Corps Human Resources Development Process, which is studied to determine its perceived functionality and effectiveness from Marines ... |
|
| The Impact of Computer and Communications Technology on Recruiter Productivity and Quality of Life |
28 FEB 2003 |
60 pages |
| Authors:
Tanja F. Blackstone; Peter M. Williams; NAVY PERSONNEL RESEARCH STUDIES AND TECHNOLOGY MILLINGTON TN
|
| This research addresses examines the effectiveness of Recruiters when given high-tech tools and the cost effectiveness of providing high tech tools. In order to test the effect of high-tech tools on the behavior and productivity of recruiters, an experiment was designed and executed. A test group of recruiters was given a set of tools, which included state of the art laptop computers, computer projection equipment, communications and database software, Internet ... |
|
| The Influence of Incentives and Monitoring on the Task and Contextual Performance of Navy Recruiters |
30 SEP 2002 |
6 pages |
| Authors:
Neal P. Mero; James R. VanScotter; Rebecca M. Guidice; MISSISSIPPI UNIV UNIVERSITY
|
| This research investigated the effects of different contextual variables such as supervisor monitoring behaviors and incentive systems on individual perception of accountability for different performance components as well as the effect of those perceptions on sales performance and individual attitudes about the organization. A field study of 140 sales personnel using survey and archival data investigated the effects of behavioral and outcome monitoring and incentive systems on the perceptions of ... |
|
| Recruiting a Quality Force for the 21st Century Army...Challenges and Opportunities |
09 APR 2002 |
31 pages |
| Authors:
Michael L. Waclawski; ARMY WAR COLL CARLISLE BARRACKS PA
|
| This paper examines the Army's potential to recruit the requisite quality force for the 21st Century. The paper briefly examines the Army's failure to meet recruiting goals during the 1990s, addresses recent success Army recruiting has earned, and analyzes future opportunities. Key areas include fundamental recruiting tasks, the significant market potential of minority markets, and focuses on leadership as the primary factor for earning recruiting sales success. Lastly, the paper ... |
|
| Army Transformation. How Recruiting Command's Theme Needs to Change |
10 APR 2001 |
29 pages |
| Authors:
Jeffrey G. Colley; ARMY WAR COLL CARLISLE BARRACKS PA
|
| The U.S. Army has had a difficult time meeting its recruiting goals for the last several years. Recruiting Command has attempted to correct the situation by transferring more soldiers from the Army at large and making them recruiters. Another initiative was to increase its advertising budget and produce a new recruiting theme. While the new recruiting theme has only been on the streets for two months, the other efforts have ... |
|
| Enlistment Supply in the 1990's: A Study of the Navy College Fund and Other Enlistment Incentive Programs |
APR 2001 |
111 pages |
| Authors:
John T. Warner; Curtis J. Simon; Deborah M. Payne; DEFENSE MANPOWER DATA CENTER ARLINGTON VA
|
| Since the early 1980s the U. S. Army has used the Army College Fund (ACF) to attract high-quality recruits and channel them into hard-to-fill skills. Studies using 1980s data found the ACF to be a highly cost-effective means of attracting youth into service. Seeking to emulate the success of the Army's program, the U. S. Navy implemented its own Navy College Fund (NCF) program in 1990. Initially, the Navy's program ... |
|
| An Annotated Bibliography of Recruiting Research Conducted in the U.S. Armed Services and in Foreign Services |
MAR 2001 |
128 pages |
| Authors:
Lisa M. Penney; Martha J. Sutton; Walter C. Borman; PERSONNEL DECISIONS RESEARCH INST INC TAMPA FL
|
| This is an annotated bibliography of research conducted on military recruiting by the U.S. Army Research Institute for the Behavioral and Social Sciences (ARI), the other U.S. military services, and foreign military organizations. To provide a framework for the research summaries, they are organized around a model of military recruitment showing the important factors contributing to successful recruiting. The model contains the following factors: (1) personnel selection and assessment; (2) ... |
|
| A Proposal for the Merger of the U.S. Army Recruiting Command (USAREC) and the U.S. Army Cadet Command: One Recruiting Organization - "More Than a Partnership" |
10 FEB 2001 |
39 pages |
| Authors:
Tim Kleppinger; ARMY WAR COLL CARLISLE BARRACKS PA
|
| This Strategy Research Project (SRP) proposes a concept to merge both the United States Army Recruiting Command (USAREC) and the United States Army Cadet Command into one accessions organization. For the past five years both USAREC and Cadet Command have found greater difficulty in achieving their annual missions. USAREC, except for FY 00, has missed its recruiting mission for five years straight and Cadet Command failed in its commissioning mission ... |
|
| Developing an Army Market Research Index in Support of Army Recruiting |
FEB 2001 |
44 pages |
| Authors:
Ray Morath; Elana Light; Nick Gompper; Jim Harris; Michelle Zazanis; CALIBER ASSOCIATES FAIRFAX VA
|
| A strong economy in recent years has increased the challenge that Army recruiters face in obtaining sufficient enlistees to meet force requirements. In order to continue to meet recruiting goals, the Army must understand youth perceptions and how youth make decisions about whether to join the Army. Generating appropriate market research for the Army requires first cataloguing the existing market research databases and identifying the critical questions that are not ... |
|
| RAND Research Brief: Military Recruiting: Trends, Outlook, and Implications |
2001 |
|
| Authors:
RAND CORP SANTA MONICA CA
|
| In 1994, based on some worrisome trends and reports about changes in the recruiting environment, senior officials at the Department of Defense (DoD) expressed concern about DoD's ability to recruit sufficient numbers of high- quality youth (i.e., those who score well on written aptitude exams and have high school diplomas). Recruiting resources had been cut after the Gulf War, and reports circulated that youth had less interest in joining the ... |
|
| Rand Research Brief: What Affects Decisions to Enlist in the Military |
2001 |
|
| Authors:
RAND CORP SANTA MONICA CA
|
| The period of drawing down the number of U.S. military personnel is over, and military recruiting targets are rising to keep the force from declining further. However, recruiting efforts must compete for resources (dollars for advertising, bonuses, etc.) within a smaller budget than in predrawdown days, and there have been reports that recruiters are having more difficulty in meeting their goals. Models that predict the enlistment probability of persons with ... |
|
| Military Personnel: Services Need to Assess Efforts to Meet Recruiting Goals and Cut Attrition |
JUN 2000 |
|
| Authors:
GENERAL ACCOUNTING OFFICE WASHINGTON DC NATIONAL SECURITY AND INTERNATIONAL AFFAIRS DIV
|
| To address mounting problems in recruiting sufficient numbers of qualified enlisted personnel, three services-the Army, the Navy, and the Air Force-have increased their numbers of recruiters and their advertising budgets and have offered larger enlistment bonuses and more money for college. These tools have been shown by past research to help the services attract new recruits. The services have also sought innovative ways of expanding ... |
|
| The 1998 DoD Recruiter Survey: Profiles and Trends |
JUN 2000 |
349 pages |
| Authors:
K. M. Condon; B. D. Dunlop; C. Girard; M. Sundel; G. Feuerberg; FLORIDA INTERNATIONAL UNIV MIAMI CENTER ON AGING
|
| In 1989, the Defense Manpower Data Center (DMDC), on behalf of the Office of Accession Policy (OASD/FMP/MPP), designed and administered a survey to obtain baseline information regarding field recruiters' perceptions of issues related to recruiter quality of life. Since then, the recruiter survey has been administered in 1991, 1994, 1996 and 1998. The survey results provided are based on returns from 2,766 active-duty Service production recruiters-those with at least one ... |
|
| Application and Assessment of the Recruiting Station Location EvaluationSystem (RSLES) |
15 MAY 2000 |
85 pages |
| Authors:
Teriann Sammis; Donald Wilkinson; Stephen Mehay; Kevin Gue; NAVAL POSTGRADUATE SCHOOL MONTEREY CA DEPT OF SYSTEMS MANAGEMENT
|
| The purpose of this study is to assess the effectiveness of the Recruiting Station Location Evaluation System (RSLES) optimization model. RSLES was designed to aid DOD decision-makers in determining the optimum number of recruiting stations, their geographic location and staff size. The optimization procedure attempts to maximize contract production subject to service budget constraints. The system integrates an access database, a GAMS optimizer, and ... |
|
| Enlistment Supply at the Local Market Level |
15 MAY 2000 |
42 pages |
| Authors:
Paul F. Hogan; Jared Hughes; Stephen Mehay; Michael D. Cook; NAVAL POSTGRADUATE SCHOOL MONTEREY CA DEPT OF SYSTEMS MANAGEMENT
|
| Most previous studies of military enlistment supply have used data aggregated to a specific geographic level, often the recruiting district level. A major disadvantage of aggregated data is that the district is not the primary level at which resources are allocated or recruiting activities occur. Rather, recruiters are assigned to stations and each station is responsible for a set of zip codes, which define its market ... |
|
| Strategic Recruiting: How to Man the Force of the Future |
27 APR 2000 |
57 pages |
| Authors:
Glenn Worthington; Walter Golden; Terry Kraft; ARMY WAR COLL CARLISLE BARRACKS PA
|
| There have been few military topics researched, studied and discussed more than recruiting for the armed forces. Current efforts confirm two seemingly contradictory factors. The first is that confidence and trust in the U.S. military by the American public - to include our youth - is extremely high and has continued to grow through the 1990s. Second, the ability of military recruiters to fill the ranks of ... |
|
Reports by Keyword(s)
RECRUITERS
