By National Defense Research Institute (U. S.)
Responding to a countrywide trouble in defence manpower, Congress handed the FY00 nationwide protection Authorization Act, which raised army pay and elevated bonus ceilings and merits. This paintings estimates the consequences of the act's simple pay raises on recruiting and retention.
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Extra resources for Military Recruiting and Retention After the Fiscal Year 2000 Military Pay Legislation
For example, if the average AFQT score of a cohort of new recruits is 70, the average quality of those same individuals who are still in service at YOS 5 is still 70. The average AFQT is still 70 when those same individuals who stay in service reach YOS 10, and it is still 70 when those individuals who are still in service reach YOS 15 (Asch and Warner, 1994). In other words, the military seems to retain the same quality of personnel it recruits. Therefore, declines in recruit quality are not overcome within a given cohort.
Under TRIAD, with its larger increase in military/civilian pay, the increase in reenlistment from FY99 to FY00 is larger. The story is the same for zone B, except that predicted reenlistment did not decline prior to TRIAD. 4 percent under the counterfactual pay increase. , several times higher than the counterfactual. 4 percent higher under the counterfactual and 5 to 28 percent higher under TRIAD—twice as high a percentage increase. 11 are only those attributable to the pay changes, but there were also changes in other factors.
The study found that those with higher AFQT scores were able to kill more hostile aircraft in accordance with tactics in the simulations than those with lower scores. Those with higher AFQT scores also performed better on other mission related tasks. As another example, Junor and Oi (1996) found that Navy personnel quality, of which AFQT score is a key component, strongly affected ship readiness scores. The research findings imply that a decline in personnel quality will translate into a decline in performance among military personnel.