By BethJ Asch
The briefing examines how the pay of enlisted team of workers compares to that in their civilian opposite numbers, how those comparisons have replaced over the years, how the FY 2000 pay activities impact the comparisons, and the way recruiting and retention have fared lately.
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Additional resources for An Analysis of Pay for Enlisted Personnel (Documented briefing)
5 percent increases in years 2001–2006. , and provided to RAND by the Office of Compensation in the Office of the Secretary of Defense. Future military pay was converted to 1998 dollars by a deflater based on a Congressional Budget Office forecast of CPI growth. 1 percentage points per year, following the suggestion of the Boskin Commission. ) The CPI bias comes from substitution bias (as the price of a good rises, consumers respond by choosing substitute goods whose prices have not risen), outlet bias (CPI did not allow for the emergence of discount outlets offering the same goods at lower prices), and quality bias (a good of the same apparent description increases in quality).
2. The professional or technical pay ratio is lower overall because of the higher civilian wages in these occupations. 0. The some-college career pay ratios are in effect similar to the cross-section comparison, which showed RMC tracking just above the 50th percentile over YOS 8 to 20. The pay ratios above are fairly flat, which implies that RMC and civilian pay will grow at about the same rate over these years of experience. 25 For an enlistee entering with a high school education, military pay compares well with civilian pay, and an enlisted career holds the promise of significant growth in relative pay.
To put the predicted 23 percent drop into perspective, we compared recruiting in FY 92 with that in FY 99. The DoD accession objective was 200,000 in FY 92 and 195,000 in FY 99. 4 percent or 151,000, were high-quality recruits. A 23 percent decline against that base equals 35,000, hence a prediction of 151,000 – 35,000 = 116,000 high-quality recruits. In FY 99, the DoD fell 8,000 short of its accession objective, recruiting 187,000. 1 percent, or 111,000, were of high quality. The numbers indicate that declining pay, declining unemployment, and rising college enrollment played a large role in the decline in the number of high-quality recruits.
An Analysis of Pay for Enlisted Personnel (Documented briefing) by BethJ Asch