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Beth J. Asch

Kirjat ja teokset yhdessä paikassa: 66 kirjaa, julkaisuja vuosilta 1990-2025, suosituimpien joukossa Supplemental Career Paths for Air Force Pilots. Vertaile teosten hintoja ja tarkista saatavuus suomalaisista kirjakaupoista.

Mukana myös kirjoitusasut: Beth J Asch

66 kirjaa

Kirjojen julkaisuhaarukka 1990-2025.

Analysis of a Time-in-Grade Pay Table for Military Personnel and Policy Alternatives

Analysis of a Time-in-Grade Pay Table for Military Personnel and Policy Alternatives

Beth J Asch; Michael G Mattock; Patricia K Tong

RAND
2021
nidottu
In support of the Thirteenth Quadrennial Review of Military Compensation, the authors of this report assess the advantages and drawbacks of a using a table based on time in grade, rather than time in service, to set military pay, and whether the benefits of a time-in-grade pay table could be achieved by using alternative policies under the current time-in-service pay table.
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Setting Military Compensation to Support Recruitment, Retention, and Performance

Setting Military Compensation to Support Recruitment, Retention, and Performance

Beth J Asch

RAND
2020
nidottu
Drawing on a large body of research, this RAND Arroyo report examines the role of military compensation as a strategic human resource tool, how well it fulfills that role, and how it could be improved. It considers issues related to the level and growth of military pay, the structure of the basic pay table, the role of special and incentive pays, and the structure of the military retirement system, especially the new blended retirement system.
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Navigating Current and Emerging Army Recruiting Challenges

Navigating Current and Emerging Army Recruiting Challenges

Beth J Asch

RAND
2020
nidottu
Recruiting is the foundation of the U.S. Army's ability to sustain its overall force levels, but it has become very challenging. The authors of this report draw on a large body of research on military recruiting and examine tools and resources-including recruiters and recruiting management, selection and eligibility criteria, advertising, bonuses, and pay-that can help the Army meet this challenge. They also discuss emerging challenges.
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An Examination of the Methodology for Awarding Imminent Danger Pay and Hostile Fire Pay

An Examination of the Methodology for Awarding Imminent Danger Pay and Hostile Fire Pay

Beth J Asch; James V Marrone; Michael G Mattock

RAND
2020
nidottu
To recognize the risks faced by service members in the line of duty, the U.S. Department of Defense offers special pays and benefits to eligible personnel. In this report, RAND researchers examine the methodology for awarding hostile fire pay and imminent danger pay and explore whether a different approach, such as one based on deployment or operations, might be more effective and efficient.
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The Relative Cost-Effectiveness of Retaining Versus Accessing Air Force Pilots

The Relative Cost-Effectiveness of Retaining Versus Accessing Air Force Pilots

Michael G Mattock; Beth J Asch; James Hosek; Michael Boito

RAND
2019
nidottu
RAND Corporation researchers developed an analytic capability for determining the efficient amount of U.S. Air Force special and incentive pays for a rated officer pilot career field given the cost of producing an additional trained and adequately experienced rated officer, as well as the retention behavior of rated officers, to sustain the size of the pilot force.
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Assessing Retention and Special and Incentive Pays for Army and Navy Commissioned Officers in the Special Operations Forces

Assessing Retention and Special and Incentive Pays for Army and Navy Commissioned Officers in the Special Operations Forces

Beth J Asch; Michael G Mattock; James Hosek; Shanthi Nataraj

RAND
2019
nidottu
U.S. Special Operations Forces (SOF) have been deployed intensively in recent years, and this is expected to continue. SOF membership is highly selective, and members receive lengthy and costly training, making retention of those who qualify a high priority. This report focuses on the effectiveness of monetary incentives for SOF commissioned officer retention and the development of a models to assess how such incentives affect retention.
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An Assessment of the Military Survivor Benefit Plan

An Assessment of the Military Survivor Benefit Plan

James Hosek; Beth J. Asch; Michael G. Mattock; Italo A Gutierrez; Patricia K Tong; Felix Knutson

RAND
2018
nidottu
The Survivor Benefit Plan (SBP) provides income security for the survivors of U.S. service members who perform in an authorized-duty status and die in the line of duty, as well as for the survivors of retired members enrolled in SBP. This report assesses SBP in terms of participation and benefits, compares it with similar plans in public and private organizations, and considers the feasibility of having SBP provided by commercial sources.
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The Role of Special and Incentive Pays in Retaining Military Mental Health Care Providers

The Role of Special and Incentive Pays in Retaining Military Mental Health Care Providers

James Hosek; Shanthi Nataraj; Michael G. Mattock; Beth J. Asch

RAND
2017
pokkari
Officer special and incentive (S&I) pays are used to create incentives for officer retention to meet manning requirements. This report describes a methodology, based on RAND's dynamic retention model, for assessing how alternative S&I pay adjustments affect the retention of mental health care officers.
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Toward Efficient Military Retirement Accrual Charges

Toward Efficient Military Retirement Accrual Charges

James Hosek; Beth J. Asch; Michael G. Mattock

RAND
2017
pokkari
This report presents a theoretical model of the retirement accrual charge, critically reviews reforms suggested by past studies, and provides empirical estimates of the inaccuracy in each service's total and marginal accrual charges under the current system and indicates how this could be fixed by service-specific accrual charges with separate charges for officers and enlisted personnel.
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An Enhanced Capability to Model How Compensation Policy Affects U.S. Department of Defense Civil Service Retention and Cost

An Enhanced Capability to Model How Compensation Policy Affects U.S. Department of Defense Civil Service Retention and Cost

David Knapp; Beth J. Asch; Michael G. Mattock; James Hosek

RAND
2016
pokkari
Researchers extend RAND s dynamic retention model for Defense Department civil service workers by reestimating pay profiles, adding costing capability, obtaining estimates for separate and combined cohorts, and allowing estimates to differ for veterans and nonveterans. They apply the extended model to simulate the retention and cost effects of mandating workers to pay a larger share of contributions into the Federal Employees Retirement System."
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Policies for Managing Reductions in Military End Strength

Policies for Managing Reductions in Military End Strength

Michael G. Mattock; James Hosek; Beth J. Asch

RAND
2016
pokkari
The Army can design voluntary separation pay (VSP) to meet drawdown goals within a certain time frame without over- or undershooting the goals. A dynamic retention model determines the appropriate VSP levels by year of service to achieve drawdowns of alternative sizes for the active component Army, and the approach could be applied to other services, for enlisted personnel and officers, and for the steady state and the transition to it.
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Retention, Incentives, and DOD Experience Under the 40-Year Military Pay Table

Retention, Incentives, and DOD Experience Under the 40-Year Military Pay Table

Beth J. Asch; James Hosek; Jennifer Kavanagh; Michael G. Mattock

RAND
2016
pokkari
In a multimethod analysis, RAND researchers assess whether the military should continue using its 40-year pay table, implemented in 2007, to retain the most-experienced officers, warrant officers, and enlisted personnel, as well as more-junior personnel aspiring to higher ranks. Alternatively, could such retention be equally achieved by reverting to a 30-year pay table, and how much special and incentive pay would be required?
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Can We Explain Gender Differences in Officer Career Progression?

Can We Explain Gender Differences in Officer Career Progression?

Beth J. Asch; Trey Miller; Gabriel Weinberger

RAND
2016
pokkari
The report provides a quantitative analysis of the differences in the career progression of officers based on gender, as well as the factors that explain these differences. Gender differences in career progression can be partly explained by differences in job-related and individual characteristics, such as occupation and marital status, and partly by differences in the association between these characteristics and career progression.
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Retaining U.S. Air Force Pilots When the Civilian Demand for Pilots is

Retaining U.S. Air Force Pilots When the Civilian Demand for Pilots is

Michael G. Mattock; James Hosek; Beth J. Asch; Rita Karam

RAND
2016
pokkari
An increase in pilot hiring at major commercial airlines could increase the outflow of U.S. Air Force rated officers and create manning shortfalls. Because aviator retention pay is now a discretionary program, budget requests for it must be defended. The authors analyzed airline pilot supply, compensation, and demand to estimate possible changes in civilian pilot pay and hiring and the level of aviator retention pay needed as a countermeasure.
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Reforming Military Retirement

Reforming Military Retirement

Beth J. Asch; Michael G. Mattock; James Hosek

RAND
2015
pokkari
This report documents RAND analytical support to the Military Compensation and Retirement Modernization Commission (MCRMC). Using the Dynamic Retention Model, the report evaluates MCRMC s proposed military compensation and retirement plan reforms, by service, for officers and enlisted personnel in both the active and reserve components. In addition to generating cost savings, the proposed reforms sustain the current force size and shape."
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Toward Meaningful Military Compensation Reform

Toward Meaningful Military Compensation Reform

Beth J. Asch; James Hosek; Michael G. Mattock

RAND
2014
pokkari
Analyzes many alternatives for reforming the military compensation system, focusing on retirement compensation, and reaches two concepts for reform. Both concepts retain positive aspects of the current system while also providing cost savings, improving equity, potentially adding force management flexibility, and simplifying the Department of Defense disability compensation system.
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The Federal Civil Service Workforce

The Federal Civil Service Workforce

Beth J. Asch; Michael G. Mattock; James Hosek

RAND
2014
pokkari
This study begins to extend the dynamic retention model to federal civil service employment. Models are estimated and then used to simulate the effects of pay freezes and unpaid furloughs. Permanent pay freezes decrease the workforce retained by 7.3 to 8.5 percent; temporary freezes as well as furloughs have virtually no impact. For all the employee subgroups considered, the fit to actual data is excellent, and all of the model parameter estimates are statistically significant.
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