Youth Demographic Trends and the Future Recruiting Environment: IWAR Report
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Public reporting burden for this collection of information is estimated to average 1 hour per response, including the time for reviewing instructions, searching existing data sources, gathering and maintaining the data needed, and completing and reviewing this collection of information. Send comments regarding this burden estimate or any other aspect of this collection of information, including suggestions for reducing this burden to Department of Defense, Washington Headquarters Services, Directorate for Information Operations and Reports (0704-0188), 1215 Jefferson Davis Highway, Suite 1204, Arlington, VA 22202-4302. Respondents should be aware that notwithstanding any other provision of law, no person shall be subject to any penalty for failing to comply with a collection of information if it does not display a currently valid OMB control number. PLEASE DO NOT R.ETURN YOUR FORM TO THE ABOVE ADDRESS. REPORT DATE: AUTHOR(S):Hattiangadi, Anita U. PERFORMING ORGANIZATION NAME(S) AND ADDRESS(ES):Center for Naval Analyses 4825 Mark Center Drive Alexandria, Virginia 22311 -1850 PERFORMING ORGANIZATION REPORT NO.:CRM D0003563.A2 SPONSORING AGENCY NAME(S) AND ADDRESS(ES):DASD ABSTRACT:Over the past several years, the military has faced mounting recruiting, reenlistment, and manning difficulties. One perceived reason for these difficulties is increased competition for skilled personnel from the private sector, particularly through its incentive pay and benefit offerings. Although the recent softening of the economy may help to ease some of these competitive pressures, other less cyclical trends-such as a smaller high-school graduate recruiting pool and lower propensity to enlist in the military-persist. These trends suggest that a careful survey of the private-sector incentive pay and benefits landscape is needed. In this paper, we compare and contrast the incentive pay and benefit offerings of large, private-sector firms to those of the military. In doing so, we assess whether these offerings differ significantly in their provision, scope, or structure. We also consider whether these offerings have played a role in the military's recent recruiting, reenlistment, and manning difficulties. Finally, we describe the offerings of several private-sector companies that are likely to compete with the military for skilled personnel. We find significant differences in military and private-sector incentive pay and benefit provision of incentive-based pay, health care and retirement benefits, education and training services, child care, workforce flexibility measures, and Morale, Welfare, and Recreation (MWR)/other quality-oflife programs. In most cases, military benefits are broader in scope, differ in structure, and involve less choice than those offered by the private sector. Taken together, these trends suggest several recommendations that could help the military in its recruiting, retention, and manning efforts. 15.
Public reporting burden for this collection of information is estimated to average 1 hour per response, including the time for reviewing instructions, searching existing data sources, gathering and maintaining the data needed, and completing and reviewing this collection of information. Send comments regarding this burden estimate or any other aspect of this collection of information, including suggestions for reducing this burden to Department of Defense, Washington Headquarters Services, Directorate for Information Operations and Reports (0704-0188), 1215 Jefferson Davis Highway, Suite 1204, Arlington, VA 22202-4302. Respondents should be aware that notwithstanding any other provision of law, no person shall be subject to any penalty for failing to comply with a collection of information if it does not display a currently valid OMB control number. PLEASE DO NOT R.ETURN YOUR FORM TO THE ABOVE ADDRESS. REPORT DATE: AUTHOR(S):Hattiangadi, Anita U. PERFORMING ORGANIZATION NAME(S) AND ADDRESS(ES):Center for Naval Analyses 4825 Mark Center Drive Alexandria, Virginia 22311 -1850 PERFORMING ORGANIZATION REPORT NO.:CRM D0003563.A2 SPONSORING AGENCY NAME(S) AND ADDRESS(ES):DASD ABSTRACT:Over the past several years, the military has faced mounting recruiting, reenlistment, and manning difficulties. One perceived reason for these difficulties is increased competition for skilled personnel from the private sector, particularly through its incentive pay and benefit offerings. Although the recent softening of the economy may help to ease some of these competitive pressures, other less cyclical trends-such as a smaller high-school graduate recruiting pool and lower propensity to enlist in the military-persist. These trends suggest that a careful survey of the private-sector incentive pay and benefits landscape is needed. In this paper, we compare and contrast the incentive pay and benefit offerings of large, private-sector firms to those of the military. In doing so, we assess whether these offerings differ significantly in their provision, scope, or structure. We also consider whether these offerings have played a role in the military's recent recruiting, reenlistment, and manning difficulties. Finally, we describe the offerings of several private-sector companies that are likely to compete with the military for skilled personnel. We find significant differences in military and private-sector incentive pay and benefit provision of incentive-based pay, health care and retirement benefits, education and training services, child care, workforce flexibility measures, and Morale, Welfare, and Recreation (MWR)/other quality-oflife programs. In most cases, military benefits are broader in scope, differ in structure, and involve less choice than those offered by the private sector. Taken together, these trends suggest several recommendations that could help the military in its recruiting, retention, and manning efforts. 15.
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