Search

The Navy Reserves augment the active duty with sailors who live away from fleet concentration areas. Thus, they must travel to provide support. Reservists bring civilian expertise that is specific to mission areas of their supported units. To get the right sailors with the right skills to the right command at the right time, this study develops a tool seeking to optimize the cost efficiency of personnel-billet assignments within a defined budget, without sacrificing their readiness. Using a tailored mixed-method approach, this research focuses on the reserve travel component and a series of qualitative matching scales. This thesis develops a prototype to increase qualitative matches between reserve personnel and their billets while also reducing travel costs. The prototype is based on a specific community of officers, and this study finds that optimal personnel-billet matches’ value can be sustained for this community, but for 64 percent of the original cost. Future researchers can apply this prototype and alter the matching scales to the specific needs of each community. Ultimately, the prototype developed in this study seeks to maximize cost-effective use of the reserve labor supply, and ensures reservists bring the critical skills and experience to our strategic warfighting readiness, aligned with the vision of the Chief of Navy Reserve., Lieutenant Commander, United States Navy Reserve, Approved for public release. Distribution is unlimited.

Retaining personnel has always been important to the military, but has become a necessity in recent years. Because of this, Quality of Life (QOL) of Sailors has come under intense scrutiny and become a topic of a number of studies. Generally, because the programs impacting QOL are dissimilar, most of these studies have looked at QOL overall or been specific to a program or a small group of programs. This annotated brief outlines some of these studies and discusses in greater detail a recent project that assessed a number of dissimilar programs, leading to the creation of the NEPTUNE System to allow managers at different organizational levels to better understand their customers. Possible future directions for improvements are included.

The objective of this study was to assess a pilot version of the Web-based, behaviorally based, performance management (HPFD) and appraisal system (ePerformance). Specifically, the objectives were to capture quantitative and objective data as well as qualitative and subjective data from participants to identify potential sources of error and user burden. To capture these data, the Performance Vector Research Team (PVRT) and RTI International conducted usability testing and user surveys. This study assessed problems and errors using the Web-based system and the users' perceptions about the proposed new system., RTI Project No. 09166.002.

The U.S. Department of the Navy has a number of challenges in facilitating a high level of military readiness. Currently, operational commanders and policymakers examine ratings on the Status of Training and Resources System (SORTS) as a readiness metric. SORTS generally consists of three primary military readiness factors--manning levels, equipment and supplies, and completed training evolutions. Clearly, Sailor retention and training play key roles in developing and maintaining military readiness. The Chief of Naval Operations (CNO) chartered the Executive Review of Navy Training (2001), which subsequently led to the formation of a Task Force for Excellence through Commitment to Education and Learning (EXCEL). Task Force EXCEL's goal was to identify new ways for the U.S. Navy to train, grow, place, and utilize personnel who maximize the Navy's ability to accomplish its military mission while developing a more productive yet satisfying workplace. Task Force EXCEL consists of five components or vectors that are essential to how personnel meet their missions and manage the Navy workforce. These five vectors include Professional Development, Personal Development, Professional Military Education and Leadership, Certifications and Qualifications, and Performance. The primary tasking of the Performance Vector includes an examination of the Navy performance appraisal and management system. One challenge for the Performance Vector was the need for a performance appraisal and management system that is aligned with the changing workplace performance needs of the U.S. Navy. Since 1996, the Navy has operated with a trait-based performance appraisal system, where supervisors have rated personnel on traits such as leadership, teamwork, equal opportunity, and military bearing/character (BUPERSINST 1600.10, 1995). One recommendation from initial Task Force EXCEL meetings was a behaviorally based performance appraisal system.

Wolosin, 2003). Female officers are often overlooked in military QOL research, however they face the same, if not more difficult work/family conflicts than their civilian counterparts or their male military compatriots. Data from the 2002 Navy Quality of Life Survey were used to examine life domains where work/family conflict has the greatest impact on retention. Hierarchical regression was used to identify life domains (e.g., family factors, job experiences, job satisfaction, and commitment) that are key drivers of retention intent among female Naval officers. By identifying areas that are strongly related to female officer retention intentions, policymakers can explore developing strategies to support female officers, such as family support programs, mentoring programs, or professional support networks.

Quality of life (QOL) programs represent a significant investment by the military. Policy-makers need data that will enable them to determine whether QOL programs contribute to positive perceptions of Navy life and impact military outcomes. In the initial phase of this project (see Schwerin, Michael, Glaser, & Uriell, 2001, a QOL assessment system and methodology were developed that could be applied to all Navy QOL programs. The present report evaluates the survey data collected on two QOL programs: New Parent Support Program (NPSP) and the Sexual Assault Victim Intervention (SAVI) program. Surveys were administered to NPSP and SAVI program users at sites Navy-wide. Program quality generally exceeded patrons' expectations and patrons believed the programs met the program specific objectives, the overarching Reasons for Being (RFB) program goals, and Navy organizational objectives. In addition, QOL, Readiness, and the program's contribution to the Service members' Intention to Remain in the military were predicted by various RFB objectives and program quality; however, these variables had less impact on overall Career Intentions.

Quality of Life (QOL) decision-makers need complete and accurate information that will help them determine if funded QOL programs are actually contributing to positive perceptions of Navy life, and which of them have the greatest impact. Specific program assessments were designed to supplement the Navy's QOL Domain survey with specific data on how well individual QOL programs meet the needs of Navy personnel. Data from over 10,700 QOL program patrons at three Navy Fleet concentration areas (i.e., Hampton Roads Virginia, Southern California, and Yokosuka Japan) were collected over a 6-month period. Results from this study support the conclusions from Kerce et al. (1999) that the QOL program evaluation approach, employing outcome items at two different levels - one at the program level examining program- specific outcomes and one examining higher-order outcomes, is a viable approach for evaluating a broad array of programs This report also provides results that can be used to evaluate several QOL programs on a common metric - patron ratings of program quality, ratings of how well programs meet patron QOL needs, and how patrons rate the program's impact on their readiness (results related to program-specific outcomes can be found in Appendices B through F). Strengths and limitations of this program evaluation approach are discussed.

One purpose of this study was to determine the perceptions that Sailors have of quality of life (QOL) in the Navy. A second purpose was to determine if Sailors intending to remain in the Navy at their next decision point reported more favorable perceptions QOL than Sailors who intended to leave, and ifso, in which areas of "life domains." Results were based on returned surveys from 3565 Sailors part of a randomly selected sample. Analyses focused on domains as a whole and on specific aspects of them. Enlisted rated 9 of 11 domains favorably. Shipboard Life received negative ratings. Officers rated all domains favorably, with the exception of Shipboard Life (lukewarm ratings). Enlisted and officer "stayers" (planned to stay in the Navy) rated Shipboard Life and Military Job more favorably than "leavers." Enlisted stayers were more favorable than leavers on all the aspects of Shipboard Life officer stayers on 8 of 12. Enlisted stayers were more favorable than leavers on all the aspects of Military Job Officer stayers 9 of 12. It was concluded that the Navy Life Domains Questionnaire is a useful tool for measuring QOL in the Navy and identifying specific aspects that need improvements.

Quality of Life (QOL) decision-makers need complete and accurate information that will help them determine if funded QOL programs are actually contributing to positive perceptions of Navy life, and which of them have the greatest impact. The objective of this project was to design and implement a QOL assessment system and methodology that could be applied to the entire spectrum of QOL programs in the Navy. Such a system required measures that were specific enough to capture the variability of the various programs, but had sufficient consistency across programs to facilitate comparisons. Additionally, the QOL Program Contributions project captured program-specific data that was expected to help link Navy QOL programs with highly desirable military outcomes (i.e., impact on personal readiness and retention intent). The conceptual considerations involved in this project centered on creating a common metric that could be used to evaluate these seemingly dissimilar QOL programs. In addition to the program evaluation measures, items designed to measure the impact of QOL programs on highly desirable military outcomes (i.e., personal readiness and retention intent) were developed and evaluated. An additional consideration was whether the program rating could be directly related to the outcome measure or whether the program's impact on QOL served as a mediator variable as previous research has indicated when used in domain research.

In the U.S. Navy, there are two main bases where fighter squadrons are based Naval Air Station (NAS) Oceana and NAS Lemoore. A belief widely held by those familiar with life at NAS Lemoore is that the paucity of local leisure and recreation opportunities is affecting QOL among those stationed at NAS Lemoore. The objective of this study was to compare QOL and the impact of MWR programs on retention among officers and enlisted in the aviation community at both. A second focus of this study examined the impact of the MWR golf program on retention at NAS Lemoore and NAS Oceana. NAS Oceana was selected as the comparison base for this study because it had a similar mission with the same broad range of recreation programs/services with the exception of an on-base golf course (NAS Lemoore does not have an on-base golf course whereas NAS Oceana does). Results generally support the notion that there is a significant relationship between life need satisfaction and organizational outcomes (i.e., global QOL, job performance, organizational commitment, and retention plans). Results also indicate that satisfaction with MWR Programs appeared more consistently related to global QOL and organizational commitment than retention plans. When asked directly, most respondents from both bases reported that MWR programs had neither a positive nor negative effect on retention plans.

Systematic research is needed to determine if quality of life impacts reenlistment decisions. Previous Marine Corps modeling efforts focusing on "life domains" have proved fruitful. Thus far, however, no model has been successfully developed and validated for Navy personnel. The present study examined the validity of applying the life domains model to Navy personnel. If this model were not supported, alternate models would be proposed. The 1999 Life Domains Questionnaire was used to collect data via a mailout, onsite administrations, and the Web. Structural equation modeling (SEM) was used to analyze responses to 8,165 completed questionnaires. The existing life domains model was not supported. Exploratory analyses suggested a model in which: (1) life domains are divided into non-work or personal domains and work domains, (2) personal domains are linked to reenlistment intentions, and (3) work domains are linked with reenlistment intentions through organizational commitment. SEM results were consistent with the proposed model for enlisted first termers and an enlisted target retention group of Sailors at a key point in their career decision-making process (paygrades E4-E6 with less than 11 years of active service).

Women have served aboard auxiliary U.S. Navy ships, as an integrated member of the shipboard work force since 1978. In 1994, women first started serving aboard combatant ships with the infusion of women into the work force of the USS DWIGHT D EISENHOWER (CVN-69). The provision of the highest standard of medical care for both men and women is a priority at all levels in the U.S. Navy. This study is a process evaluation from a phenomenological perspective of the perceptions of shipboard health-care providers. This evaluation was performed by conducting a personal interview with the senior health-care provider of 36 ships where women are integrated members of the work force. Medical department representatives report that most ships have training programs for birth control (90.6%), sexually transmitted diseases (96.9%), and the Navy pregnancy policy (84.4%). Health-care providers also report perceived limitations in the lack of personnel and fiscal resources, gynecological training, and inadequate or inappropriate supplies (i.e., contraceptives, pregnancy tests, and sexually transmitted disease test kits).

A matched sample of men and women in the U.S. Navy (N=1,064) were examined in a study of shipboard health-care utilization. The instrument used in this study is theoretically based on the Health Beliefs Model (HBM). The HBM attempts to explain health-seeking behavior by describing the antecedent conditions within the individual preliminary chi-square results indicate statistically significant gender differences in health-care utilization. MANOVA results indicated that women reported significantly greater ratings of health value, greater ratings of perceived illness (compared to people their own age), greater perceived susceptibility to health problems, and greater susceptibility to serious illness than do men. Separate discriminant function analyses were employed for males and females. Results for each separate discriminant function analysis yielded a single statistically significant function for females only. Implications of these findings and the efficacy of the HBM will be discussed.