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Performance evaluation and Army recruiting

Author: James N Dertouzos; Steven Garber
Publisher: Santa Monica, CA : Rand Arroyo Center, 2008.
Series: Rand Corporation monograph series.
Edition/Format:   eBook : Document : EnglishView all editions and formats
Database:WorldCat
Summary:
Designing and implementing performance metrics that support Army goals requires analysis of how different metrics would affect recruiter behavior and, in turn, recruiters' contributions toward achieving the Army's goals. The authors evaluate traditional performance metrics, such as number of contracts signed per month per recruiter, and find that they do not adequately measure recruiter effort, skill, and  Read more...
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Genre/Form: Electronic books
Additional Physical Format: Print version:
Dertouzos, James N., 1950-
Performance evaluation and Army recruiting.
Santa Monica, CA : Rand Arroyo Center, 2008
(DLC) 2008009719
(OCoLC)191856246
Material Type: Document, Internet resource
Document Type: Internet Resource, Computer File
All Authors / Contributors: James N Dertouzos; Steven Garber
ISBN: 9780833045829 0833045822
OCLC Number: 234317559
Notes: "MG-562-A"--Page 4 of cover.
Reproduction Notes: Electronic reproduction. [S.l.] : HathiTrust Digital Library, 2010. MiAaHDL
Description: 1 online resource (xxiii, 101 pages) : illustrations.
Details: Master and use copy. Digital master created according to Benchmark for Faithful Digital Reproductions of Monographs and Serials, Version 1. Digital Library Federation, December 2002.
Contents: Introduction --
Models of recruiter effort, market quality, and enlistment supply --
Data and econometric estimates of contract-production models --
Empirical analysis of performance measures --
Choosing performance windows and organizational units for evaluation --
Conclusions --
Appendix A: Allocation of recruiter effort: implications of a microeconomic model --
Appendix B: Recruiter behavior in the face of risk.
Series Title: Rand Corporation monograph series.
Responsibility: James N. Dertouzos, Steven Garber.

Abstract:

Designing and implementing performance metrics that support Army goals requires analysis of how different metrics would affect recruiter behavior and, in turn, recruiters' contributions toward achieving the Army's goals. The authors evaluate traditional performance metrics, such as number of contracts signed per month per recruiter, and find that they do not adequately measure recruiter effort, skill, and productivity. They then develop a "preferred performance metric" that takes into account the difficulty of recruiting different types of youth in various markets. Using a performance metric that better reflects Army values and more accurately assesses recruiter effort and skill would have significant benefits. However, because the recruiter reward system is deeply engrained, the authors propose modest, gradual changes to the system-for example, improving mission allocation algorithms to reflect variations in market quality and differences in market segments and lengthening the performance evaluation window to at least six months to reduce emphasis on monthly station-level mission accomplishment.

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