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Air Force compensation : considering some options for change

Author: James R Hosek; Beth J Asch; Project Air Force (U.S.); United States. Air Force.
Publisher: Santa Monica, CA : Rand, 2002.
Edition/Format:   Print book : EnglishView all editions and formats
Summary:
Recruiting difficulties during the 1990s, as well as manning shortfalls in certain specialties, have prompted the Air Force to consider significant alterations to the compensation system. The authors first describe Air Force recruitment and retention and compare them to the situation in the other military services. They then examine the current pay system and suggest ways it could be strengthened: monitoring  Read more...
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Details

Material Type: Internet resource
Document Type: Book, Internet Resource
All Authors / Contributors: James R Hosek; Beth J Asch; Project Air Force (U.S.); United States. Air Force.
ISBN: 0833031872 9780833031877
OCLC Number: 49942658
Notes: At head of title: Project Air Force.
Description: xxi, 90 pages : illustrations ; 23 cm
Contents: Ch. 1. Introduction --
Ch. 2. Recruiting and Retention in the Late 1990s --
Ch. 3. A Comparison of Private-Sector and Air Force Pay --
Ch. 4. Compensation Alternatives --
Ch. 5. Concluding Thoughts --
App. First-Term Reenlistment Rates Using a Broader Definition of High Performer.
Responsibility: James Hosek, Beth Asch ; prepared for the United States Air Force.
More information:

Abstract:

Recruiting difficulties during the 1990s, as well as manning shortfalls in certain specialties, have prompted the Air Force to consider significant alterations to the compensation system. The authors first describe Air Force recruitment and retention and compare them to the situation in the other military services. They then examine the current pay system and suggest ways it could be strengthened: monitoring civilian wages more closely; reshaping the basic pay table to make basic pay grow increasingly rapidly with respect to rank; restructuring selective reenlistment bonuses to make them worth more; and revamping Hostile Fire Pay/Imminent Danger Pay from a flat monthly rate to a level that depends on the number of hostile episodes. The book also provides an initial assessment of two pay concepts: skill pay (intended to provide higher pay for certain valuable skills) and capability pay (intended to provide compensation and incentives for superior individual capability, especially current and prospective future leadership potential). The authors discuss methods and standards for establishing these pays and examine questions of fairness and the administrative and human costs of implementing new systems. Finally, they consider ways to analyze the effects and cost-effectiveness of skill pay and capability pay: microsimulation modeling, a demonstration experiment, and surveys to query Air Force personnel about their retention intentions under a large number of potential skill pay and capability pay alternatives.

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