O-3 Retention: Monetary vs. Quality of Life Factors - Is Money the Solution?

Abstract

The purpose of this study is to examine the retention rates of Junior Officers (O-3) who are at their first career retention point. This study covers the current incentives for both Marine Corps and Naval Officers when they reach their first career decision point to remain in service or separate. Taking survey data from the Naval Manpower 2022 Health of the Force survey conducted by the Department of the Navy, this study examines motivations apart from monetary incentives for increasing retention rates in these communities. Monetary incentives are currently the primary retention tool utilized by the Department of the Navy, with few alternate methods given to active-duty Officers. This study examines methods utilized by civilian employers and military-specific incentives that the Department of the Navy can implement to increase Junior Officer retention.

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Document Details

Document Type
Technical Report
Publication Date
Jun 01, 2023
Accession Number
AD1213712

Entities

People

  • Cameron P. Woods
  • Jordan C Brooks
  • Paul S. Kim

Organizations

  • Naval Postgraduate School

Tags

Communities of Interest

  • Biomedical
  • Engineered Resilient Systems
  • Ground and Sea Platforms
  • Human Systems

DTIC Thesaurus Topics

  • Active Duty
  • Administrative Personnel
  • Business Administration
  • California
  • Department Of Defense
  • Education
  • Families (Human)
  • Management Personnel
  • Manpower
  • Marine Corps
  • Military Education
  • Military Organizations
  • Military Science
  • Naval Operations
  • Naval Personnel
  • Organizational Structure
  • Psychology
  • Quality Of Life
  • Students
  • Training
  • United States
  • United States Naval Academy

Readers

  • Life Cycle Cost Analysis
  • Military Leadership and Professional Education.
  • Military Mobilization and Reserve Forces Studies.