An analysis of the proposed Surface Warfare Officer Career Incentive Pay (SWOCIP) program using the Annualized Cost of Leaving (ACOL) model
Publisher: Naval Postgraduate School; Available from National Technical Information Service
Published: 1997
Place of publication: Monterey, Calif; Springfield, Va
Language: eng
Number of pages: 55
Subjects: COST EFFECTIVENESS; PERSONNEL RETENTION; NAVAL PERSONNEL
Description: This thesis investigates the effect of the proposed Surface Warfare Officer Career Incentive Pay (SWOCIP) program on the voluntary separation behavior of Navy surface warfare officers using an Annualized Cost of Leaving (ACOL) model. Data provided by the Center for Naval Analyses and the Defense Manpower Data Center (DMDC), Monterey CA, on surface warfare officers are used for this analysis. Multivariate predict models are estimated to predict the effects of the proposed SWOCIP program on the voluntary retention rate of surface warfare officers between six and ten years of service. These estimates are used to calculate the costs and benefits of the SWOCIP program. This thesis finds that the SWOCIP program would increase the voluntary retention rate by 2. 62 percent in the sixth year of service and 1.16 percent in the seventh year of service. The effect would decrease between eight and ten years of service. The calculated savings in accessions are greater then the estimated bonus cost. These calculations indicate, therefore, that the program is cost-effective.
Notes: Thesis advisors, Stephen L. Mehay, Gregory G. Hildebrandt.

AD-A331 804.

Thesis (M.S. in Management)--Naval Postgraduate School, March 1997.

Includes bibliographical references (p. 51-53).