Posted by An Approach to Corroborating the Impact of Recruit Quality and Recruiting Mission on Resource Requirements
Management Track
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Abstract:
The Army Deputy Chief of Staff for Personnel, G-1 manages people and money to meet the Army’s needs for soldiers and civilian professionals. As the sponsor for all Army manpower programs and appropriations, the G-1 reviews and validates programs and funding requests, distributes people and dollars among competing requirements according to Army policy and priorities, and oversees the execution of approved programs. Manpower costs are the Army’s largest expense. As the Army increases its authorized strength, the rising costs of its recruiting and retention programs are under scrutiny by the Army leadership, the Office of the Secretary of Defense, and by the Congress. The Army enlists and re-enlists over 290,000 soldiers each year in its active and reserve components to carry out its mission in the near-term and to develop the mid- level and senior-level non-commissioned leaders of the future. Of this number, roughly 184,000 are new recruits. The Army prefers to recruit high-quality young men and women because of their better performance and lower attrition. However, since the late 1990s, military recruiting has been more difficult and the cost of recruiting high-quality youth continues to rise. The reasons for these difficulties and these increases in cost have been attributed to a number of factors, key among them being increased college enrollment by high school graduates, low rates of unemployment and the hazards of wartime service. In the past six years, total funding for recruiting activities, for bonus incentives, and for advertising have increased almost four fold, rising from $1.41 billion in fiscal year (FY) 2002 to $5.45 billion in FY 2008 while the recruiting and retention mission has changed very little, decreasing from 303,465 to 293,935 contracts during the same period. Over forty percent of the Army’s FY 2008 recruiting and retention expenses would have been unaffordable were it not for the additional $2.25 billion provided by Global War on Terrorism (GWOT) supplemental funds that year. This paper reports on an effort initiated by the Resources Division, Plans and Resources Directorate, G-1 that uses historical enlisted contract data, economic data, and polling data to develop cost estimating relationships to corroborate its future enlisted incentive bonus funding requirements.
Author(s):
Robert Clemence
Booz Allen Hamilton Inc.
Dr. Robert Clemence is an Associate at Booz Allen Hamilton, Inc. Before joining Booz Allen, Dr. Clemence was the Director of Military Studies at Evidence Based Research, Inc. and held senior research appointments at the RAND Corporation and Sikorsky Aircraft Corporation. He earned his Doctorate in Operations Research from the Naval Postgraduate School and is a licensed Professional Engineer in the Commonwealth of Virginia.
Jeremy Heusner
Booz Allen Hamilton Inc.
Mr. Jeremy Heusner is an Associate at Booz Allen Hamilton, Inc. who specializes in decision analysis techniques. He has performed benefits analysis and portfolio management, and provided quantitative analytical support to the US Army, the US Marine Corps, and agencies within the Department of Defense. Mr. Heusner holds a Bachelors Degree in Decision Science from Shippensburg University.
Robert Love
Booz Allen Hamilton Inc.
Mr. Robert Love is a Senior Consultant at Booz Allen Hamilton, Inc. Prior to joining Booz Allen, Mr. Love worked for the Office of Management and Budget as a policy analyst. He earned a Bachelors Degree in Electrical Engineering at Tennessee State University and a Masters Degree in Technology and Public Policy at the Massachusetts Institute of Technology.
Raissa Nourieva
Booz Allen Hamilton Inc.
Ms. Raissa Nourieva is a Senior Consultant at Booz Allen Hamilton, Inc. Prior to joining Booz Allen, Ms. Nourieva was employed by Independent Project Analysis, Inc. as part of the cost and schedule group and evaluated capital projects on a diverse range of performance metrics. Ms. Nourieva earned a Bachelors Degree in Economic from Tver State University and a Masters Degree in Economics from the University of Missouri.
Meredith Sachs
Booz Allen Hamilton Inc.
Ms. Meredith Sachs is a Consultant at Booz Allen Hamilton, Inc. Since joining Booz Allen, she has performed quantitative modeling and statistical analysis in support of US Army clients. Ms. Sachs earned a Bachelors Degree in Mathematics and Economics at the University of Virginia.