Effectiveness of the Voluntary Education Program

Garcia, Federico E.; Joy, Ernest H.; Reese, David L.

doi:10.21236/ada367215

Cited by 11 publications

(35 citation statements)

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“…Responses were measured using a five-point Likert scale, with responses ranging from highly dissatisfied (0) to highly satisfied (5). As discussed in Chapter III of this thesis, Garcia (1998) found that voluntary education programs have a positive impact upon retention. Thus, it is expected that for every one-unit increase in satisfaction with educational benefits (V127), the likelihood of intending to stay in the Marine Corps will increase, ceteris paribus.…”

Section: Educational Benefits (V127)mentioning

confidence: 86%

“…Voluntary education has been shown by numerous researchers to be a program of great importance to most military personnel. Garcia (1998) found that voluntary education programs were cost effective in retaining personnel compared to similar increases in accession and training costs. Kerce (1999) found that 32.4 percent of voluntary education program participants surveyed indicated that the program had a "great impact" on intentions to reenlist.…”

Section: A Mwr Program Availabilitymentioning

confidence: 99%

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Impact of Quality of Life on the Reenlistment Intentions of Junior Enlisted United States Marines

Edwards¹

2002

PsycEXTRA Dataset

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Public reporting burden for this collection of information is estimated to average 1 hour per response, including the time for reviewing instruction, searching existing data sources, gathering and maintaining the data needed, and completing and reviewing the collection of information. Send comments regarding this burden estimate or any other aspect of this collection of information, including suggestions for reducing this burden, PERFORMING ORGANIZATION NAME(S) AND ADDRESS(ES)Naval Postgraduate School Monterey, CA 93943-5000 PERFORMING ORGANIZATION REPORT NUMBER 9. SPONSORING / MONITORING AGENCY NAME(S) AND ADDRESS(ES)N/A SPONSORING / MONITORING AGENCY REPORT NUMBER11. SUPPLEMENTARY NOTES The views expressed in this thesis are those of the author and do not reflect the official policy or position of the Department of Defense or the U.S. Government. 12a. DISTRIBUTION / AVAILABILITY STATEMENTApproved for public release; distribution is unlimited. 12b. DISTRIBUTION CODE ABSTRACT (maximum 200 words)The purpose of this thesis was to investigate the impact of Quality of Life (QOL) programs and QOL domains on the reenlistment intentions of junior enlisted United States Marines. Data were extracted from the FY 2001 USMC Retention Survey. The data set was restricted to junior enlisted Marines in paygrades E2 through E4 with Active Duty Base Dates of calendar year 1998 and 1999 and was further stratified by gender. A complete conceptual model for reenlistment was developed which incorporated demographic characteristics, QOL programs, QOL domains, and civilian employment opportunities. Cross-tabulations of survey responses were performed by gender, race, marital status, and geographic location. Logit maximum likelihood estimation techniques were used to determine the marginal and percentage effects of QOL programs and QOL domains. The results confirm previous research in this area. NUMBER OF PAGES 155 SUBJECT TERMS Retention and Quality of Life (QOL) PRICE CODE SECURITY CLASSIFICATION OF REPORT Unclassified SECURITY CLASSIFICATION OF THIS PAGE Unclassified SECURITY CLASSIFICATION OF ABSTRACT Unclassified LIMITATION OF ABSTRACT UL ii THIS PAGE INTENTIONALLY LEFT BLANKiii Approved for public release; distribution is unlimited IMPACT OF QUALITY OF LIFE ON THE REENLISTMENT INTENTIONS OF JUNIOR ENLISTED UNITED STATES MARINES

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Section: Educational Benefits (V127)mentioning

confidence: 86%

Section: A Mwr Program Availabilitymentioning

confidence: 99%

Impact of Quality of Life on the Reenlistment Intentions of Junior Enlisted United States Marines

Edwards¹

2002

PsycEXTRA Dataset

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“…In [25], the estimated cost of replacing a first-term Sailor in FY98 was $24,301, which includes recruiting costs, boot camp costs, and A-school or apprenticeship costs. …”

Section: Sample Selection Target Populationmentioning

confidence: 99%

“…Specifically, if the cost of replacing a Sailor is $24,301, as calculated in [25], the benefits to the Navy of each guarantee program and in each scenario are shown in columns 4 and 7 of table 15.…”

Section: Evaluate Program Cost-effectiveness With Extreme Cautionmentioning

confidence: 99%

The Navy Survey on Reenlistment and Quality of Service: Using Choice-Based Conjoint to Quantify Relative Preferences for Pay and Nonpay Aspects of Naval Service

Kraus¹,

Lien²,

Orme³

2003

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Public reporting burden for this collection of information is estimated to average 1 hour per response, including the time for reviewing instructions, searching existing data sources, gathering and maintaining the data needed, and completing and reviewing this collection of information. PERFORMING ORGANIZATION NAME(S) AND ADDRESS(ES):Center for Naval Analyses 4825 Mark Center Drive Alexandria, Virginia 22311-1850 PERFORMING ORGANIZATION REPORT NO.:CRMD0008416.A2 SPONSORING AGENCY NAME(S) AND ADDRESS(ES):Assistant Deputy Chief of Naval Operations, Manpower and Personnel (NIB) 2 Navy Annex Washington, DC 20380-1775 SUPPLEMENTARY NOTES: N/A ABSTRACT: (U)The primary tasking for this project was to develop a choice-based conjoint (CBC) model of Sailors' preferences for reenlistment incentives and quality-of-service factors to learn more about how compensation-based reenlistment incentives compare with non-compensation factors in influencing reenlistment decisions. In response to this tasking, we designed the Navy Survey on Reenlistment and Quality of Service (NSRQOS), and sent it to approximately 9,000 first-term Sailors. The survey results indicate that, even with several measures of pay included in the survey, nonpay factors play a substantial role in guiding Sailors' reenlistment intentions.(U) The secondary tasking was to demonstrate how CBC survey data and models can be used to analyze personnel issues. Based on a review of the relevant literature, we concluded that CBC surveys are most appropriate for short-term applications in which the decisions of interest are made on the basis of competitive differences between a few well-known attributes. Therefore, the best Navy personnel applications of the CBC methodology would be analyses of proposed policies that entail well-defined trade-offs between a few characteristics. Furthermore, use of CBC results should focus on the relative effects of different characteristics; results should not focus on absolute changes in predicted reenlistment rates or program participation rates. SUBJECT TERMS:Reenlistment behavior; reenlistment intentions; reenlistment incentives; pay elasticity; quality of service; preference survey; choice-based conjoint (CBC); discrete-choice modeling; hierarchical Bayes estimation; disk by mail; survey response rates

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“…In fact, this literature to date has produced conflicting results about the effect of general education subsidies on retention. Garcia and Joy (1998) and Garcia, Arkes, and Trost (2002) find that tuition reimbursement improves retention. Kapur (2002, 2005) produce estimates that indicate the opposite and attribute the prior findings to spurious correlation and endogenous instruments.…”

Section: Introductionmentioning

confidence: 99%

The Impact of the Navy's Tuition Assistance Program on the Retention and Promotion of First-term Sailors

Mehay¹,

Pema²

2008

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This study analyzes the impact of the Navy's Tuition Assistance (TA) program on the retention and job performance of first-term Navy enlisted personnel. Prior studies analyzing the retention effect of the Navy's TA program have produced conflicting results-one study finding that participants are more likely to leave the Navy, the other study finding they are more likely to stay. Our analysis of this relationship has several advantages over the prior studies. First, the analysis exploits a unique feature in the data to create a natural control group that allows us to adjust for the potential selection bias. Second, we use a larger data set consisting of cohorts of recruits who entered the Navy between 1994 and 2001. The recruits are tracked during their first five years of service. We find that first term sailors who use TA to enroll in college classes have a significantly higher probability of reenlistment and of promotion to both E4 and to E5 than those who participate but do not complete their courses. While these results are robust to the controls for selection, the results indicate that self-selection into the program is likely to explain as much as one-half of the baseline retention effect. An additional finding is that women and minorities are more likely to take college-courses and that retention and promotion rates of women and minority TA participants tend to be better than their peers.

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Effectiveness of the Voluntary Education Program

Cited by 11 publications

References 0 publications

Impact of Quality of Life on the Reenlistment Intentions of Junior Enlisted United States Marines

Impact of Quality of Life on the Reenlistment Intentions of Junior Enlisted United States Marines

The Navy Survey on Reenlistment and Quality of Service: Using Choice-Based Conjoint to Quantify Relative Preferences for Pay and Nonpay Aspects of Naval Service

The Impact of the Navy's Tuition Assistance Program on the Retention and Promotion of First-term Sailors

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