Download or read book Surface Warfare Officer Retention written by Carol Stoker and published by . This book was released on 2008 with total page 75 pages. Available in PDF, EPUB and Kindle. Book excerpt: This study is the second in a series funded by the Chief of Naval Personnel to address low retention of officers in the Surface Warfare Officer (SWO) community. Low junior officer retention is a concern, particularly with respect to SWO women--whose numbers have steadily declined since the repeal of the Combat Exclusion Act in 1994. Studies conducted in this area have found that family-related factors, as well as leadership and culture factors (including morale and lack of mentoring), push both men and women out of the Navy. Nonetheless, the Navy's primary effort to improve retention has been to introduce the Surface Warfare Officer Continuation Pay (SWOCP) in 1994 and, subsequently, to offer a Critical Skills Retention Bonus. Retention bonuses have not offset the non-monetary concerns, particularly for women. The present study focuses on the non-monetary factors that have received little attention in the past with respect to changes that could be made to improve retention. The findings apply to both men and women. Unlike previous studies that have assessed intentions of SWOs to stay or leave, the current study is based on a survey of officers who have actually made the decision to leave active duty and who are now in the Individual Ready Reserve (IRR). The data show that family-related factors are the highest-rated influences on the decision to leave active duty; this holds true for both men and women and older vs. younger year groups. Women felt more strongly than men about the influence some of these factors had on the decision to leave active duty, but the similarity between the opinions expressed by men and women was surprising. Further, monetary incentives have less influence on retention than family or leadership factors. "Total military pay" was more important to men than to women, but still placed lower on the list than many other factors that caused men to leave active duty. Other findings are reported that concern mentoring, gender issues, feelings about the separation decision, and incentives that could encourage this group to consider returning to active duty. More women than men would consider returning, and improvements in leadership were mentioned most often by all groups as a change that needs to be made to improve retention. Finally, recommendations are made for training interventions and research to address leadership issues.

Download or read book Report of the Secretary of the Navy s Task Force on Navy Marine Corps Personnel Retention written by United States. Navy Department and published by . This book was released on 1966 with total page 1000 pages. Available in PDF, EPUB and Kindle. Book excerpt: In 1964 the Secretary of the Navy established a Policy Board and supporting Task Force to attack the problem of Navy/Marine Corps personnel retention. The report is the result of that action, and contains a number of recommendations designed to improve the retention of high quality officer and enlisted personnel. The report cover promotion, attitudes, procedures, skills, manpower characteristics, definitions, and statistical data and analyses. Rear Admiral John M. Alford served as Task Force Director, Navy Personnel Retention Policy Board

Download or read book Officer Career Development written by Regina L. Burch and published by . This book was released on 1991 with total page 46 pages. Available in PDF, EPUB and Kindle. Book excerpt: The factors that contribute to surface warfare officer in the Navy were investigated. Information was obtained from a sample of 373 stayers and 52 leavers selected from a larger sample of 3,059 surface warfare officers who responded to a survey of officer career development in 1986. An hypothesized model of surface warfare officer retention, based on Steers and Mowday's model of employee turnover (1981), was tested using path analyses. The results of the analyses supported several of the major linkages contained in the model. In line with the model, stated career intent had the strongest influence on officer retention. Additionally, search for alternatives had a direct impact on retention. Level of organizational commitment, along with spousal support and tenure, had a direct influence on career intent. The direct links from spousal support, esteem, assignment acceptability, and benefits to organizational commitment were also supported. Overall, the present study contributes to our understanding of the turnover process within a military setting and provides avenues for future research.

Download or read book Officer Career Development written by Regina L. Burch and published by . This book was released on 1993 with total page 26 pages. Available in PDF, EPUB and Kindle. Book excerpt: The factors that contribute to surface warfare officer in the Navy were investigated. Information was obtained from a sample of 373 stayers and 52 leavers selected from a larger sample of 3,059 surface warfare officers who responded to a survey of officer career development in 1986. An hypothesized model of surface warfare officer retention, based on Steers and Mowday's model of employee turnover (1981), was tested using path analyses. The results of the analyses supported several of the major linkages contained in the model. In line with the model, stated career intent had the strongest influence on officer retention. Additionally, search for alternatives had a direct impact on retention. Level of organizational commitment, along with spousal support and tenure, had a direct influence on career intent. The direct links from spousal support, esteem, assignment acceptability, and benefits to organizational commitment were also supported. Overall, the present study contributes to our understanding of the turnover process within a military setting and provides avenues for future research.

Download or read book An Analysis of Sabbatical Leaves for Navy Surface Warfare Officers written by Roland J. Yardley and published by RAND Corporation. This book was released on 2004 with total page 46 pages. Available in PDF, EPUB and Kindle. Book excerpt: Naval Surface Warfare Officers (SWOs) spend long periods at sea, where they cannot attend to their families or to personal business. This can reduce morale and negatively affect retention. The Navy has been exploring programs that would better accommodate the needs of SWOs through increased use of sabbatical leaves. These programs include allowing former SWOs to return to service, offering leaves of absence, or allowing extended leave between duty stations. This briefing assess the problem, examines the proposed solutions, and offers concluding observations. This research focused on the potential return on investment (ROI) for each program, rather than whether it would directly improve retention. Although all three programs can provide quantifiable benefits and improve morale, both returns to service and leaves of absence offer positive ROIs, although the latter would cost more. The benefits of the personal leave option, on the other hand, do not outweigh its costs. Note that, to capture the full benefits of these programs, retaining more SWOs longer requires a corresponding decrease in SWO accessions.

Download or read book Junior Surface Warfare Officer Retention written by Robert B. Du Mont and published by . This book was released on 1997 with total page 123 pages. Available in PDF, EPUB and Kindle. Book excerpt:

Download or read book Junior Surface Warfare Officer Retention written by Robert B. Du Mont and published by . This book was released on 1997-03-01 with total page 135 pages. Available in PDF, EPUB and Kindle. Book excerpt: The purpose of this thesis is to identify factors that lead to resignation of Junior Surface Warfare Officers (SWO) and to develop an hedonic model of junior SWO turnover. The first source of data was a survey of active- duty, junior SWOs currently serving aboard ships. The second source of data was a survey of 0-3 SWOs who are currently drilling in the Naval Reserves. Results of the two surveys were compared to identify differing levels of satisfaction with the active-duty Navy. The reservists also compared their satisfaction between the active-duty Navy and their current civilian employment Civilian salary levels were obtained from the reservists and their spouses to determine the pay differential between the Navy and civilian jobs for former junior SWOs. A regression model found three factors to have significant power in explaining civilian pay: years since leaving active duty, employment status, and comparative work stress between civilian employment and the active-duty Navy. SWOs with full-time employment who experienced the greatest reductions in pay also experienced the greatest reduction in work Stress. Junior SWOs experienced, on average, a 20 percent pay cut after leaving active duty. Pay returned to its pre-departure level in 2 to three years.

Download or read book Surface Warfare Junior Officer Retention Background and First Sea Tour Factors as Predictors of Continuance Beyond Obligated Services written by Thomas M. Cook and published by . This book was released on 1983 with total page 44 pages. Available in PDF, EPUB and Kindle. Book excerpt: This report is the fifth in a series that addresses factors that affect the early career/professional development and retention of junior surface warfare officers (SWOs). The sample consisted of 128 junior SWOs commissioned during 1974-75 who had responded to a career development questionnaire in early 1979. Of these, 58 (45%) had left service at the end of obligation and 70 (55%) remained on active duty (as of September 1981). Background and first sea tour factors were used to predict career intent and continuance. Results showed that career intent was substantially associated with a combination of first sea tour work experiences and percentages. Career intent, in turn, was found to account for substantial variance (R square = .25) in the continuance criterion. Results strongly supported the hypothesis that continuance decisions are the product of early navy work experiences (e.g., opportunities, assignment patterns, etc.). Results are discussed with attention to leadership, assignment, and policy implications.

Download or read book You Only Get One Chance to Make a First Impression written by and published by . This book was released on 2007 with total page 61 pages. Available in PDF, EPUB and Kindle. Book excerpt: This thesis utilizes Bureau of Naval Personnel data to examine the determinants of Surface Warfare Officer retention through the department head decision point in Year Groups 1993-1997. The retention model includes demographic and background variables in order to isolate the effects of variables that serve as proxies for job satisfaction: initial homeport, initial ship type, and initial shipboard department. Logit modeling illustrates that the following characteristics improve an officer2s chance of remaining in the Surface Navy: male, married or divorced with children, prior enlisted, Officer Candidate School officer, biological sciences major, Year Group 1996, initial homeport of Norfolk or Little Creek, and transferred from a non-cruiser/destroyer (CRUDES) ship to a CRUDES ship during the division officer tours. Conversely, officers with these characteristics are least likely to continue their careers in the Surface Navy: female, single without children, not prior enlisted, Naval Academy or Reserve Officer Training Corps graduate, business or economics major, Year Group 1993 or 1994, initial homeport in the Pacific Northwest, and no CRUDES experience. The thesis recommends that the Navy should examine the retention issue not only in monetary terms but also with emphasis on the influence an officer2s fleet experiences have on his or her stay/leave decision.

Download or read book Navy Readiness written by United States. Government Accountability Office and published by . This book was released on 2021 with total page 170 pages. Available in PDF, EPUB and Kindle. Book excerpt: SWOs are U.S. Navy officers whose primary duties focus on the safe operation of surface ships at sea. In 2017, the Navy had two collisions at sea that resulted in the death of 17 sailors and hundreds of millions of dollars in damage to Navy ships. Following the collisions, the Navy identified deficiencies in the SWO career path and staffing policies, and took action to improve these areas. Among other things, this report (1) assesses trends in separation rates of SWOs with those of similar U.S. Navy officer communities, and trends in SWO separation rates by gender; (2) describes how the career path of U.S. Navy SWOs compares to those of selected foreign navies and other U.S. Navy and U.S. maritime communities; and (3) assesses the extent to which the U.S. Navy has used or evaluated alternative career paths. GAO is making 7 recommendations to the Navy, including developing a plan to improve SWO retention; regularly evaluating its current approaches, including alternative career paths; and using these to improve SWO career options and proficiency.

Download or read book Retaining and Promoting the Best Or Best of the Rest in the SURFACE WARFARE COMMUNITY written by Benjamin W. Johnson and published by . This book was released on 2002 with total page 146 pages. Available in PDF, EPUB and Kindle. Book excerpt: This study attempts to explain retention, promotion, and initial ship assignment in the surface warfare community. The retention model is of particular interest because it allows us to see what characteristics define the typical officer being retained. The promotion model provides a validation on the retention model indicating which characteristics define a high-quality officer. The question is answered as to whether the Navy is retaining the highest-quality officers. A database consisting of over 7,000 past and current surface warfare officers was used to develop the statistical models. Through the use of SPSS software, a determination as to the relevance of included independent variables is made. This statistical study provides commentary in accordance with economic theory pertaining to the issues of retention and promotion within the surface warfare community.

Download or read book Deutschland deine Heimat written by and published by . This book was released on 1961 with total page pages. Available in PDF, EPUB and Kindle. Book excerpt:

Download or read book An Analysis of Surface Warfare Officer Measures of Effectiveness as Related to Commissioning Source Undergraduate Education and Navy Training written by Joseph F. Nolan and published by . This book was released on 1993 with total page 0 pages. Available in PDF, EPUB and Kindle. Book excerpt: This thesis develops multivariate models to estimate the determinants of three measures of effectiveness for surface warfare officers (SWO): retention, promotion, and early professional qualifications. Using data from the Navy Officer Master File, Navy Officer Loss File, and Navy Personnel Research and Development Center's Traintrack System File, logit regression equations are employed to estimate the probability of SWO retention between the Lieutenant and Lieutenant Commander selection boards (1981 90), the probability of promotion to Lieutenant Commander (1985-90), and the probability of receiving early professional qualifications by the time of the Lieutenant selection boards (1981-85). The probabilities are modeled as a function of background factors that represent personal demographics, undergraduate education, Navy experience, and Navy training. The findings reveal that a large portion of the variation in SWO measures of effectiveness reflect differences in human capital acquired via precommissioning education or via Navy training. Performance differences by commissioning source and college selectivity of undergraduate education are specifically highlighted. Based upon the research results, it is recommended that a cost-benefit analysis be conducted to determine the optimal officer accession source mix.

Download or read book Surface Warfare written by and published by . This book was released on 1979 with total page 512 pages. Available in PDF, EPUB and Kindle. Book excerpt:

Download or read book A Study of Surface Warfare Junior Officer Retention written by Jimmy Wayne Parker and published by . This book was released on 1979 with total page 0 pages. Available in PDF, EPUB and Kindle. Book excerpt: The retention of naval officers is often assumed to be independent of the economic circumstances of the individual. This study makes use of classical, normal linear least squares regression techniques and recent surface warfare officer retention data in an attempt to determine whether the retention of lieutenants can be related to a set of economic control variables. In the pursuit of that goal, several previously developed econometric models which describe first-term enlisted retention are modified for use on officer data and compared for goodness of fit. (Author).

Download or read book Adding a Performance based Component to Surface Warfare Officer Bonuses written by and published by . This book was released on 2008 with total page 282 pages. Available in PDF, EPUB and Kindle. Book excerpt: The Surface Warfare Officer (SWO) community has difficulty retaining mid-grade officers, as is evident by the considerable shortfall between Officer Programmed Authorization and the current officer inventory beginning at 9 years of commissioned service. The objective of this study was to analyze the 13-year retention effect of adding a performance-based component to the SWO Critical Skills Bonus (CSB). By analyzing pay and personnel records from officer cohorts entering the Navy between 1987 and 2006, this study divided the sample of 1,331 SWOs into three performance tiers based on promotion timing to Lieutenant Commander (0-4). Probit regressions showed that top performers exhibited higher retention rates than lower-performing peers, though pay had a stronger retention effect among low performers. Additionally, the Commander (0-5) promotion rate for high performers was triple the promotion rate of lower performers. Expanding upon performance-tier differences, optimization models predicted a more efficient SWO CSB allocation while retaining the highest performers and remaining within budgetary constraints. Thus, research recommends adding a performance-based component to the SWO CSB, which will maximize retention of high-performing officers. Furthermore, the Navy can realize additional savings by adopting cafeteria-style bonus options, capitalizing on differences between the federal standard discount rate and personal discount rates.

Download or read book An Analysis of the Effect of Commissioning Source on the Retention and Promotion of Surface Warfare Officers SWO in the U S Navy written by Hasan Çelik and published by . This book was released on 2011 with total page 107 pages. Available in PDF, EPUB and Kindle. Book excerpt: This thesis investigates the effect of commissioning programs on career progression for Navy surface warfare officers (SWOs). This study specifies and estimates three multivariate regression models to analyze the relationship between commissioning source and officer performance using retention and promotion to O-4 as performance measures. As a measure of retention, we used retention after expiration of the initial minimum service requirement. The data was acquired from Officer Master File (OMF) via the Navy Econometric Modeling (NEM) online data system. The file contained 10,295 observations. All observations were surface warfare officers who were before the promotion board between fiscal years 1994 through 2004. The data contained information about demographics, professional and educational background, and separation and promotion information for officers. The analysis of all three multivariate regression models indicates that commissioning source is a significant determinant of retention and promotion for the SWO community. Contrary to the initial assumption, while OCS graduates have the highest probability of staying in the SW community, USNA graduates have the lowest probability. Although USNA graduates were initially expected to have higher promotion rates, the results suggest that they are less likely to promote to the grade of O-4 than officers commissioned through the NROTC-contract program. However, USNA graduates have a higher probability of promotion than officers from OCS, the NROTC scholarship program, and from "other sources."