The completion of the enlistment has become an important goal to us. To realize the policy of establishing modern military force of proper quantity, high quality and strong power, the need of high standard man power, operation and the equipment maintenance has become highly crucial. The history of enlisting professional enlisted men/women has been around 5 or 6 years, and the number of the quantity is growing gradually every year. However, the personal efficiency assessment of enlisted man/women is so far following the rules set for the officers and the NCOs (Non-Commissioned Officer), and doesn¡¦t have a specific assessment themselves. Therefore, we still don¡¦t have a concrete and complete report for the actual quality of the enlisted man/women, the satisfaction at their performance, and the fulfillment of realizing the original target of the enlistment. Nevertheless, the assessment is fairly important for it is closely related to the optimization of our army. The enlisted men/women are the basic manpower and also the major part of our force, hence, they must be well-qualified, extremely loyal, highly magnanimous, and also have a great performance. Therefore, with the limited number of the enlisted men/women, we have to have a restrained, effective, perfect management of human resource to select, train, employ, keep the superior, and eliminate the inferior. Moreover, the content, the category, and the overall grade of the assessment given to our army usually come with ranks, which have too wide range and lack of objectivity. Besides, the fairness is often influenced by the artificial factors and the results may affect certain people¡¦s right and interest. Therefore, we try to use Analytic Hierarchy Process (AHP) to transfer the rankings into the weighted scores, and by doing so, we are able to effectively reduce and constrain the parts which are over influenced by artificial factors, so that our assessments can be fairer and more reasonable. Also we can develop a specified assessment of working performance for the enlisted men/women to separate from the ones set for the officers and the NCOs, and most important of all, for the reference to authority concerned to assess the enlisted men/women.

Approved for public release; distribution is unlimited / This thesis examines the movement of personnel into, through, and out of the enlisted forces of the U.S. military services during the period FY1974-FY1987. The vehicle for this analysis is the Enlisted Transition Matrix, which is used by DOD and the Office of Management and Budget (OMB), to track the transition characteristics of the enlisted forces. The Matrix data were supplied by the Defense Manpower Data Center, Monterey, CA. The data were aggregated to the service-wide and years-of-service (YOS) level. The main conclusion of this thesis is that analysis of data aggregated to this level does not yield useful information. Economic and demographic factors fluctuated significantly during the period of interest; however, the effects of those fluctuations are not evidenced in enlisted force information aggregated to the force or YOS level. / http://archive.org/details/trendsinenlisted00good / Lieutenant Commander, United States Navy

Approved for public release, distribution is unlimited / This thesis examines the process by which enlisted goal shares are generated by Commander, Navy Recruiting Command (CNRC) and assigned to Navy Regional recruiting commands. Through use of an econometric goaling and forecasting model employed by CNRC and a less complicated weighting system used by Regions, goal shares are generated using factors believed to accurately predict future recruiting success. The factors used in the new contract prediction model include local economic conditions, population demographics, and recruiting resources. This thesis evaluates these factors to obtain a clear understanding of how each affects the establishment of goal shares. The various levels within the recruiting organization are analyzed, to include a discussion on how each of these levels prioritizes assigned goals, specifically accessions and new contract objectives, and the reasons why these priorities differ across levels within the organization. The thesis analyzes the role of past production data and Production per Recruiter (PPR) in establishing goal. Recruiter incentives and potential impacts of these incentives on the attainment of quality contracts are also discussed. Finally, the accuracy of CNRC forecasts is evaluated and recommendations are made to help ensure the continued success of these forecasts well into the future. This thesis finds CNRC's goaling forecasts to be quite accurate; however, with more precise data for a few specific variables within the goaling model, it is believed the accuracy of forecasts could be improved. Additionally, this thesis finds that due to current recruiter incentives, recruiters may not be motivated to contract the best possible candidates for enlistment at all times. / Lieutenant, United States Navy

Thesis (Ed.D.)--University of West Florida, 2008. / Title from title page of source document. Document formatted into pages; contains 214 pages. Includes bibliographical references.

Birth of the U.S. Cavalry" examines the founding and initial operations of the U.S. Regiment of Dragoons, forebear of the First Cavalry Regiment and thus the army's first permanent mounted unit. The dragoons escorted traders along the Santa Fe Trail and projected American authority by visiting the villages of many Plains Indian nations. Dragoon officers and men made the first contacts between the U.S. government and the Kiowa, Comanche, and Wichita nations. They also helped negotiate a treaty that cleared the way for the completion of Jacksonian Indian Removal. The appointment of dragoon officers and recruitment of their enlisted subordinates reflect diverging military cultures in Jacksonian America. Approximately half of the officers served as volunteer officers during the Black Hawk War. These men clashed with the regiment's regular officers, who viewed themselves as members of a nascent profession. Analysis of government records and army registers shows that the regulars emphasized the need for military education, sought to exclude partisan politics from the appointment process, and served longer on average than the ex-volunteers. The army, expressing concerns over the quality of infantry and artillery rank and file, wanted healthy, native-born citizens for the dragoons. It departed from established recruiting practices and recruited the dragoons from all over the country, including rural areas. These novel efforts attained the desired results. Enlistment records reveal that dragoons tended to be younger than other recruits, to hail from all regions of the country, and to have been farmers or skilled tradesmen in civil life. Obtaining these men came at a price. Dragoons saw themselves as virtuous citizens and did not like regular discipline or performing the mundane tasks of frontier regulars. Many expressed dissatisfaction by deserting, making dragoon desertion rates higher than those of the army as a whole. / History

Approved for public release; distribution is unlimited / This thesis was conducted to analyze certain factors affecting first-term attrition from U.S. Naval ships. The Survival Tracking File (STF) was used as the primary data source, and from it files were constructed that permitted three areas of study. First, the overall cohort of a year's worth of enlistees was examined. The survival curve for the cohort was generated and individual monthly cohorts were examined for attrition patterns. Secondly, overall attrition percentages were calculated for individual ships and for classes of ships and these attrition percentages were then examined for differences using statistical techniques. An ANOVA model using transformed data proved accurate in explaining attrition variance. Lastly, a comparison between attrition per month and underway hours per month was made for classes of ships and for individual ships of three specific classes. A rough relationship was observed, between peaks of high underway hours and peaks of attrition. In looking at individual aircraft carriers, the attrition percentage seemed to be inversely proportional to underway hours per month. Several of these findings warrant further investigation so that the Navy may more fully understand its attrition problem and thereby take steps to alleviate it. / http://archive.org/details/descriptiveanaly00carl / Lieutenant, United States Navy

Doctor of Philosophy / Department of Educational Leadership / W. Franklin Spikes / To date, several academic studies have examined officer personnel leadership behaviors, while the leadership traits of enlisted personnel have largely been ignored. This dissertation investigates the leadership behaviors of active duty chief master sergeants (CMSgt) working on Randolph Air Force Base (AFB), Texas and offers conclusions concerning the acquisition of these behaviors. The main distinction between an officer and enlisted person is, enlisted did not have an undergraduate college degree when they first entered the Air Force. The enlisted population was selected because of the researcher’s background in the Air Force. The sample selection process consisted of obtaining a list from the Air Force of active duty CMSgts working on Randolph AFB. Next, several CMSgts were selected and asked to participate in the study. Those who chose to participate were asked if they knew of other CMSgts who could provide useful information for this study. Four of these participants were chosen to complete in the pilot study phase. Data was collected through the use of semi-structured interviews until thematic saturation was accomplished. Data analysis began with the first pilot interview and continued throughout all phases of this research study. This research found 12 significant leadership behaviors, which can be placed into eight categories. The eight categories are: Technical; Counselor; Problem-Solver; Manager; Networker; Communicate Vision; Eyes and Ears; Run Interference. The Technical category contains one sub-category: Assign Task / Communicate Expectations. The Counselor category is comprised of Influence, Supporter, and Facilitator, while the Manager category is made up of Decision Maker, Advisor, and Mentor.

Approved for public release, distribution is unlimited / The purpose of this thesis is to explore the effect of increased operational tempo on the retention behavior of Navy Hospital Corpsmen in pay grades E1-E6. Two data files were obtained from the Defense Manpower Data Center, one for first term personnel on active duty on September 1, 1998 who were eligible to reenlist/separate prior to September 11, 2001 and another for those on active duty on September 11, 2001 who were eligible to reenlist/separate prior to March 2004. The two groups differed significantly in demographics and military background characteristics. A logistic regression model incorporating individual and organizational factors affecting retention was estimated for each group. Model results indicate that personnel who have been deployed regardless of whether they were assigned to sea or shore type duty and regardless of the frequency of deployments are more likely to remain on active duty than those assigned to shore type duty and who have not deployed. Additionally, willingness to serve appears to intensify during periods of conflict. Women were significantly more likely to reenlist than men in 2001; this was not the case in 1998. The effects of occupational specialty also differed between the two periods. / Lieutenant, United States Navy

Junior enlisted personnel are the workforce of the U.S. Army and a recruiting pool for Warrant and Officer Candidate School training programs. Before fulfilling their initial obligation of 8 years, 25 to 30 percent of enlistees receive separation orders from the Army. Consequently, attrition in this group has created a substantial problem in maintaining a trained and ready Army. The purpose of this correlational study was to understand what factors contribute to unfilled service of enlisted personnel. Specifically, this study focused on the number of years of service before departure, the cause of the early separations, and the subcategories as factors contributing to early separations. This was in comparison to the recruiting results of first-term, junior enlisted personnel. The data for this study came from the U.S. Department of Defense Demographics reports for years 2008 through 2013. These data were analyzed using a factor analysis procedure. The findings indicated 5 subcategories of early separations: Failure to meet military requirements, behavior unbecoming a soldier, inability to achieve the minimum Army standards, individual voluntarily requests for discharge, and serving their minimum active duty contractual obligations. The factor analyses revealed the percentage of variance of the early separations were most significant for individual voluntary requests for discharge and serving the minimum active duty contractual obligations. The positive social change implications stemming from this study include recommendations to the Defense Department to support eliminating the females’ exemptions from registering. This will allow all eligible individuals to register with the Selective Service, thereby advancing the integration of women into combat arms positions throughout the military services.

The end of the Vietnam War heralded the beginning of the all-volunteer Army. In the interest of soldier retention, research focused on the military spouse, their challenges and needs. Four decades of research indicate that soldier deployments, separation from loved ones, and limited career options were among factors negatively impacting psychological and physiological well-being of this population. Support offered through military formal and informal support networks, however, provides some relief. The repeals of Don't Ask, Don't Tell and Defense of Marriage Act expanded the military family to include same-sex spouses yet a review of the literature revealed no research on this relatively new phenomenon. This hermeneutic phenomenological study explored how same-sex spouses of enlisted female soldiers perceive support in their military communities. Presented are findings of semi structured interviews conducted with 12 spouses of active duty enlisted female soldiers recruited using purposive and snowball sampling. Spouses shared their experiences by answering 8 open-ended questions. Research credibility and validity included verbatim transcription and member checking for accuracy, reflexive journaling, audit trail maintenance, and data saturation; manual coding and NVivo11 identified emergent themes and subthemes. Data revealed spouses faced additional stressors due to their sexual minority status, and perceived rejection from support resources created feelings of alienation and isolation. This research represents the first foundational study of this minority group in this setting. Social implications include a deeper understanding of these spouses by unit commanders, chaplaincies, informal support groups, health care providers, and other military agencies in order that these may improve existing, or create additional, support networks and services.