Hansen, Michael L.

Overview

Works:	21 works in 62 publications in 3 languages and 1,219 library holdings
Roles:	Author
Classifications:	HC415.4.Z7, 355.68670973

Publication Timeline

Most widely held works by Michael L Hansen

Strategies for private-sector development and civil-service reform in the Kurdistan Region - Iraq by Michael L Hansen( )

12 editions published in 2014 in 3 languages and held by 700 WorldCat member libraries worldwide

This monograph provides strategies to reemploy civil-service workers in the private sector and to increase private-sector employment in the Kurdistan Region—Iraq. Prepared for and at the request of the Kurdistan Regional Government (KRG), this monograph is based on a variety of research methods and analyses. These include a review of the existing literature, analyses of survey data, analysis of Kurdistan regional and Iraqi national documents and laws, and a qualitative assessment of numerous conversations with government officials and private-sector employers. The KRG can develop its private sector by removing obstacles to starting or expanding a business, by identifying sectors for which conditions are particularly favorable for private-sector growth and supporting them, and by outsourcing and privatizing some functions that the KRG currently performs. However, private-sector growth does not guarantee that civil-service workers will leave for private-sector employment. Civil-service workers will need the qualifications necessary for private-sector jobs and will have to expect that the benefits of private-sector employment outweigh the benefits of civil-service employment. At the same time, as the KRG devises methods for encouraging civil-service workers to leave for the private sector, a key challenge will be to ensure that the KRG is able to retain the employees it needs in order to ensure the proper functioning of government

Building the future : summary of four studies to develop the private sector, education, health care, and data for decisionmaking for the Kurdistan Region - Iraq by C. Ross Anthony( Book )

12 editions published in 2012 in 3 languages and held by 145 WorldCat member libraries worldwide

In 2010, the Kurdistan Regional Government (KRG) asked the RAND Corporation to undertake four studies aimed at improving the economic and social development of the Kurdistan Region of Iraq. RAND's work was intended to help the KRG expand access to high-quality education and health care, increase private-sector development and employment for the expanding labor force, and design a data-collection system to support high-priority policies. The studies were carried out over the year beginning February 2010. The RAND teams worked closely with the Ministries of Planning, Education, and Health to develop targeted solutions to the critical issues faced by the KRG. This document summarizes the four studies, the detailed findings of which have been published in four separate reports. It is intended to provide a high-level overview of the approaches, followed by the studies, key findings, and major recommendations

Expectations about civilian labor markets and Army officer retention by Michael L Hansen( )

6 editions published in 2011 in English and held by 109 WorldCat member libraries worldwide

Despite relatively high levels of officer retention overall, U.S. Army personnel management officials have noted that junior officer retention is lowest for the individuals in whom the Army has made the largest investment. These officials are concerned that these officers might not have a full and accurate picture of the socioeconomic environment that they will face if they leave active-duty service. If these personnel currently underestimate the additional costs of civilian employment, a more complete picture of the socioeconomic environment could raise retention and assist the Army in its competition with civilian employers. This monograph develops a comprehensive picture of the socioeconomic environment officers will encounter if they leave active-duty service and analyzes the potential impact of these factors on Army retention. Ultimately, officers' expectations about civilian employment affect their retention decisions. Therefore, the monograph also considers how major differences between military and civilian employment can be effectively communicated to officers making stay/leave decisions. It reports results from projects that aimed to help the U.S. Army optimize the return on investment from retention policies by evaluating economic trends in the private sector and the perceived merit of civilian versus military employment. The projects also evaluated different measures of potential and performance and identified areas in which the U.S. Army has been least successful in retaining its highest-performing officers. The authors present and discuss the results of a review of the existing literature concerning these topics; analyses of military personnel data, as well as civilian employment and earnings data; and incorporation of these results into existing theoretical models of retention

Reshaping the Army's active and reserve components( Book )

3 editions published in 2011 in English and held by 107 WorldCat member libraries worldwide

"To assess the utilization of Army active and reserve forces and to analyze policy options that would improve the utilization of reserve forces, the authors reviewed Department of Defense policy for managing the active and reserve components, identified different measures of utilization, examined the variation in utilization of capabilities across Army components, and considered ways in which the Army could adjust the balance of capabilities to rebalance the burden of deployment and mobilization on Army personnel. Converting billets from low-use to high-use career fields within a component could partially, but not completely, rebalance the reserve components. Converting billets from a low-use career field in one component to a high-use career field in another component is unlikely in the near term, but an option in the long run. In addition, there are unlikely to be significant cost savings from placing operational capabilities in the reserve components instead of the active component. Thus, any rebalancing of operational units should be done for reasons other than cost."

Measuring and retaining the U.S. Army's deployment experience by Caolionn O'Connell( Book )

2 editions published in 2014 in English and held by 56 WorldCat member libraries worldwide

The U.S. Army has contributed the bulk of deployed U.S. troops since September 11, 2001 and has accrued substantial levels of deployment-related experience. Between September 2001 and December 2012, the Army provided 1.65 million cumulative deployed troop-years; the Regular Army provided 70 percent of the Army{u2019}s contribution, while the Army National Guard of the United States (ARNGUS) provided 21 percent and the U.S. Army Reserve (USAR) provided 9 percent. However, as combat operations in Afghanistan conclude, soldiers separate from service, and Regular Army endstrength is reduced, the rate at which deployment experience is accumulated will decline, most likely resulting in a net decrease. The ARNGUS and USAR provide an additional option to retain deployment experience acquired in the Regular Army; however, the percentage of soldiers who transition to these components is on the decline. An analytical assessment of the benefits garnered from deployment experience may help the Army focus its efforts on retaining and transferring relevant knowledge and skills during deployment. The U.S. Army has contributed the bulk of deployed U.S. troops since September 11, 2001 and has accrued substantial levels of deployment-related experience. Between September 2001 and December 2012, the Army provided 1.65 million cumulative deployed troop-years; the Regular Army provided 70 percent of the Army{u2019}s contribution, while the Army National Guard of the United States (ARNGUS) provided 21 percent and the U.S. Army Reserve (USAR) provided 9 percent. However, as combat operations in Afghanistan conclude, soldiers separate from service, and Regular Army endstrength is reduced, the rate at which deployment experience is accumulated will decline, most likely resulting in a net decrease. The ARNGUS and USAR provide an additional option to retain deployment experience acquired in the Regular Army; however, the percentage of soldiers who transition to these components is on the decline. An analytical assessment of the benefits garnered from deployment experience may help the Army focus its efforts on retaining and transferring relevant knowledge and skills during deployment

Supporting the mental health needs of veterans in the metro Detroit area by Terri L Tanielian( Book )

1 edition published in 2016 in English and held by 55 WorldCat member libraries worldwide

Supporting the mental health needs of veterans is a national priority. Over the past decade, there have been several studies describing the needs of the veteran population, particularly those who served in the post-9/11 era, calling for improved access to high-quality mental health services. In response, the federal government has expanded funding and services to meet increasing demand. At the same time, there has also been a proliferation of nongovernmental support to improve services for veterans in local communities. Often, in an attempt to deploy resources quickly, new programs and services are implemented without a full understanding of the specific needs of the population. This report discusses findings and recommendations from a study designed to gather information on the mental health- elated needs facing veterans in the Detroit metropolitan area to identify gaps in the support landscape and inform future investments for community-level resources to fill the identified gaps

Balancing quality of life with mission requirements : an analysis of personnel on tempo U.S. Coast Guard major cutters by Jennie W Wenger( Book )

3 editions published in 2019 in English and held by 13 WorldCat member libraries worldwide

The U.S. Coast Guard (USCG) has a broad set of missions in the maritime domain, including 11 statutory missions across the categories of maritime safety, maritime security, and maritime stewardship. Among its assets for accomplishing these missions are major cutters-large, oceangoing vessels capable of spending substantial amounts of time away from their home ports. The USCG faces a challenge in determining the optimal length of days away from home port for personnel on major cutters. Confronting this challenge requires an understanding of how personnel tempo (PERSTEMPO) relates to USCG servicemember behavior. However, the empirical relationship between days spent away from home port and servicemember behavior is unknown. To help address this knowledge gap, the authors analyze how servicemembers respond to various levels of PERSTEMPO, as well as the effects of working conditions and incentives on these responses

An empirical assessment of the U.S. Army's enlistment waiver policies : an examination in light of emerging societal trends in behavioral health and the legalization of marijuana by Beth J Asch( Book )

3 editions published in 2021 in English and held by 12 WorldCat member libraries worldwide

Army enlistment standards are intended to ensure that applicants are able to perform military duties successfully and to select those who are the most trainable and adaptable to service life. However, these standards might also inadvertently screen out individuals who could have had successful careers if mitigating factors had been considered. Waiver authority provides the Army with the ability to reconsider initially disqualified applicants and make them eligible to enlist. Two trends of relevance to Army waiver policy are the dramatic expansion of the legalization of marijuana at the state level and the rising prevalence of attention-deficit/hyperactivity disorder (ADHD), anxiety disorders, and depression among children. Army standards continue to stipulate that applicants who test positive for marijuana require a waiver to be eligible for enlistment, and applicants with a history of ADHD, depression, or anxiety will not meet enlistment standards and might not even qualify for a waiver, depending on their specific case. To provide information on how the Army can strengthen its waiver policy, especially in light of these societal trends, RAND researchers conducted empirical analyses of the performance of recent recruits who receive waivers, including (but not limited to) those with a documented history of marijuana, ADHD, or depression/anxiety. The authors also examined the extent to which increasing the share of recruits who receive waivers (or who have a documented history of marijuana, ADHD, or depression/anxiety) affects the overall performance of that accession cohort

Retention in the Reserve and Guard components by Michael L Hansen( Book )

3 editions published in 2004 in English and held by 6 WorldCat member libraries worldwide

Policy-makers have proposed replacing the current system of reservist participation with a new model, termed a Continuum of Service. This new paradigm will give reservists the ability to move seamlessly between full- and part-time status, and it relies on enhanced volunteerism by providing more options for participation. A reliance on volunteerism requires provision of adequate incentives. Before making any changes, however, it is important to understand existing manning problems and those that could arise as a result of a Continuum of Service. Therefore, this study analyzes recent data to identify existing, chronic, and potential manning challenges for each Reserve and Guard Component. Most Components have experienced recent increases in retention. This is notable because mobilizations and deployments have increased over this time period. While overall retention is high and rising, there are still certain groups with low retention. Junior enlisted personnel have very low retention, while there is strong evidence that retirement benefits heavily influence retention decisions of senior personnel. The data also provide evidence that retention varies with the strength of one's civilian earnings opportunities. Finally, it appears that many people work toward their college degrees while in the Reserves but choose to leave after finishing their education

Level-Loading of Enlisted Accessions by Michael L Hansen( Book )

3 editions published in 2004 in English and held by 3 WorldCat member libraries worldwide

Targeted enlistment bonuses in the Nuclear Field have helped achieve a more level flow of accessions into training facilities. For most ratings, the accession profile is disproportionately concentrated in the summer months. This helps the Navy aggressively recruit high school seniors, but requires a large training infrastructure to accommodate the large number of recruits in the summer. This study estimates the relationship between enlistment bonuses and the ability of the Nuclear Field to level-load accessions and calculates the cost to the Navy of level-loading other ratings. Our analysis confirms that enlistment bonuses are effective in convincing Nuclear Field recruits to ship in off-peak months. If other recruits respond to pay in the same way, the Navy could level-load other ratings with a more aggressive application of targeted bonuses. In contrast, economic conditions have a small effect on the ability to level-load accessions. Using bonuses to level-load accessions requires a large pool of high school seniors. Given constraints on time in the Delayed Entry Program, success depends on the number that enter the DEP relatively late in their senior years. Second, level-loading accessions will increase attrition if the Navy increases the amount of time recruits expect to spend in the DEP

Steady-State Accession Requirements( Book )

2 editions published in 2003 in English and held by 2 WorldCat member libraries worldwide

The Navy finished FYO2 above planned endstrength because of higher than anticipated retention. Despite cuts in the FYO3 accession goal, there are concerns that the Navy might continue to be above planned strength. At the same time, there is a concern that additional cuts in accessions would leave the Navy with long-term manning problems. Therefore, this study examines the Navy's steady-state, non-prior-service accession requirements to see if further cuts would result in a cohort that is too severely undersized. (U) We estimate a range of requirements using FYOl and FYOO retention, but incorporate recent improvements in first-term attrition, likely changes in economic conditions, and future changes in advancement opportunities. We estimate a range of non-prior-service accession requirements of 42,3OOA6,OOO; this implies a total steady-state accession requirement of 45,000A8,700. (U) If steady-state requirements are at the lower end of this range, current conditions do support a temporary cut in accessions. Cutting accessions carries some risk, however; if requirements are closer to the upper end of our estimates, the current first-term cohort is appropriately sized. It is imperative, therefore, that the Navy carefully monitor the retention of any undersized cohorts and be committed to protecting retention with reenlistment incentives

Why Do Pay Elasticity Estimates Differ?( Book )

2 editions published in 2002 in English and held by 2 WorldCat member libraries worldwide

An understanding of the relationship between changes in compensation and changes in reenlistment behavior is crucial to shaping the force. A common measure of this relationship is the pay elasticity of reenlistment, the percentage change in reenlistment associated with a 1-percent increase in pay. The literature on Navy enlisted personnel has produced widely varying estimates of this relationship; with changes in both analytic approach and in the Sailors being studied, the reasons for these differences are unclear. Our analysis suggests that most of the variation in these estimates can be explained by the use of different analytic models. Different specifications yield different estimates that span the range found in previous research. Because each specification uses the same data, these different estimates reflect differences in the degree to which these models attribute differences to pay, not differences in the behavior of enlisted personnel. In contrast, there is little variation in the pay elasticity over time; the only significant changes occur during the drawdown. We choose a preferred specification by examining its ability to accurately predict reenlistment behavior. For both in-sample and out-of-sample predictions of reenlistment, our baseline model, with a pay elasticity of 1.5, provides the best fit of the data

Compensation and enlisted manning shortfalls by Michael L Hansen( Book )

1 edition published in 2000 in English and held by 2 WorldCat member libraries worldwide

The new dark age : one-hundred years of war and treason by Michael L Hansen( Book )

1 edition published in 2005 in English and held by 1 WorldCat member library worldwide

Compensation strategy for the future force by Martha E Koopman( )

1 edition published in 2000 in English and held by 1 WorldCat member library worldwide

The Assistant Deputy Chief of Naval Operations, Manpower and Personnel (N1B) requested that CNA analyze the Navy's compensation system in view of current recruiting and manning shortfalls and anticipated future changes in the Navy's workforce. This study will help the Navy implement an effective, market-based compensation system that will give it the ability to attract, retain, and motivate a high-quality workforce in a competitive, dynamic labor market. The intent is to take a strategic look at Navy compensation policy and practices. The starting point is to consider what the Navy wants to accomplish with its compensation system. What goals, in terms of managing human resources, can be met through compensation policies and practices? We consider human resources management system approaches, as well as approaches suggested by economics literature, and arrive at a succinct set of strategic goals

Military compensation : when 50-year olds decide what 20-year olds want by Samuel D Kleinman( Book )

1 edition published in 2005 in English and held by 1 WorldCat member library worldwide

In this paper CNA evaluates the military compensation system and assess whether it is appropriately structured to support an All-Volunteer Force. They identify the goals that policy-makers are trying to achieve and discuss the extent to which the compensation system helps meet these goals

Standard of Living of Enlisted Personnel( )

1 edition published in 2001 in English and held by 1 WorldCat member library worldwide

The level and composition of military pay is crucial to the success of the all-volunteer force (AVF). Most analyses of the 'adequacy' of military compensation focus on comparability with earnings offered in civilian labor markets, but an effective compensation system needs to address other goals as well. An important goal is that military pay be sufficient to meet the basic needs of all personnel. This research memorandum focuses on the standard of living that the military compensation system provides its enlisted personnel and their families. The Center for Naval Analyses (CNA) reviewed the common methods, both objective and subjective, used to measure standard of living in the literature. We then used these different concepts to evaluate the standard of living of enlisted personnel. Our results suggest that relatively few enlisted personnel have incomes below the poverty lines

Compensation and voluntary participation in a continuum of service( Book )

1 edition published in 2006 in English and held by 1 WorldCat member library worldwide

A central principle of a Continuum of Service (CoS) is the recognition that reservists differ in their willingness and ability to accept activation and deployment. Furthermore, policy-makers' experience with the All-Volunteer Force has demonstrated that people usually respond to incentives. Consequently, it is believed that changes to reservist compensation can support voluntary participation in a CoS. More specifically, correctly targeted incentives can encourage reservists to voluntarily choose levels of affiliation that meet the demand for their skills. In general, our analysis of choicebased conjoint survey data confirms these principles. The data suggest that reservists have different preferences for participation, even without changes in compensation. In addition, our survey data consistently demonstrate that reservists will respond to incentives. In other words, reservists are willing to adjust their preferences in response to changes in compensation. In principle, then, policy-makers can use compensation tools to effectively implement a CoS. Across-the-board changes in compensation, however, do not encourage participation in a CoS. Furthermore, we do not find evidence that implementing a CoS, or that increases in compensation to support a CoS, would significantly increase reserve retention. Therefore, cost-effective implementation of a CoS will rely on targeted compensation

Military compensation reform in the Department of the Navy by Michael L Hansen( Book )

2 editions published in 2005 in English and held by 1 WorldCat member library worldwide

Thrift Savings Plans: Effect on Savings and Tax Revenues( )

1 edition published in 2001 in English and held by 1 WorldCat member library worldwide

The Ninth Quadrennial Review of Military Compensation (QRMC) is reviewing ways to structure military compensation to improve military recruiting, retention and manning. Retirement pay is a significant component of the current compensation package, and there is concern that the structure of these benefits is not competitive with that offered by the private sector. The current military retirement system is a defined benefit program, with some limited ability to participate in a thrift savings plan (TSP). In contrast, the private sector increasingly uses defined contribution plans, which give the employee an opportunity to manage at least part of the retirement plan benefits. Expansion of the TSP component of military retirement benefits would potentially increase the attractiveness of military compensation. Given the sheer size of the military, however, several concerns have been raised about the implications of such a dramatic shift in compensation. At least four major questions have been asked questions surrounding the level of service member participation, potential effects on total savings, implications for federal tax revenues, and the administrative costs associated with such a program. memorandum summarizes both the theoretical and empirical literature devoted to these issues. The evidence suggests that participation and contribution rates are strongly related to the size of matching contributions made by the employer. In addition, surveys show that military personnel would increase participation in TSP if the government were willing to make matching contributions. Given the financial risk associated with these plans relative to insured, defined benefit plans, there is also evidence that financial education (preferably provided by the employer) increases employee saving and improves contribution allocation