Nuclear Officer Retention: An Economic Model.
Final rept. Jan 95-Jan 96,
NAVY PERSONNEL RESEARCH AND DEVELOPMENT CENTER SAN DIEGO CA
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From FY91 through FY94, the average retention rate at the end of the minimum service requirement MSR for nuclear-trained officers dropped to 60 percent from 70 percent, the average MSR retention rate from FY87 through FY9O. To combat low retention in this community, the Nuclear Officer Incentive Pay NOIP program was designed, but its legislative authorization expires in FY96. This report documents the results of an investigation of historical nuclear officer retention behavior at the end of their minimum service requirement. It specifies a 3-choice model and quantifies the impact of the NOIP retention bonus program on MSR retention. Separate models of retention at MSR were estimated for the submarine and surface nuclear officer communities. For both communities, the retention elasticities with respect to the NOIP retention bonus program were small, but significant indicating the pay does matter. These models can be used to assess the retention and cost impacts of alternative NOIP retention strategies.
- Economics and Cost Analysis
- Personnel Management and Labor Relations
- Military Forces and Organizations
- Nuclear Warfare