Approaches to Changing Military Compensation PDF Download
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Author: United States. Congressional Budget Office
Publisher:
ISBN:
Category : Soldiers
Languages : en
Pages : 31
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Book Description
This report examines military compensation and its effects on recruitment, retention, and motivation. CBO also provides a comparison with civilian compensation packages and examines five possible approaches for altering the way that DoD compensates military personnel.
Author: United States. Congressional Budget Office
Publisher:
ISBN:
Category : Soldiers
Languages : en
Pages : 31
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Book Description
This report examines military compensation and its effects on recruitment, retention, and motivation. CBO also provides a comparison with civilian compensation packages and examines five possible approaches for altering the way that DoD compensates military personnel.
Author: United States. General Accounting Office
Publisher:
ISBN:
Category : Military pensions
Languages : en
Pages : 52
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Book Description
Author: United States. General Accounting Office
Publisher:
ISBN:
Category : United States
Languages : en
Pages : 108
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Book Description
Author: U S Government Accountability Office (G
Publisher: BiblioGov
ISBN: 9781289009724
Category :
Languages : en
Pages : 50
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Book Description
The military compensation system costs about $40 billion a year. No overall guiding policy or principle for compensating military personnel has been established. The private sector is the standard for setting and adjusting federal civilian pay. In order to attract, retain, and motivate the quality and quantity of military members necessary to maintain the desired level of national security at a minimum cost to the government, a decision must be reached on the method of implementation for military pay principles. Two alternative approaches have been suggested: comparability and competitiveness. Comparability approaches use wage surveys of other workers as a guide to setting and adjusting pay based on age-earnings profiles and job difficulty. Competitive approaches are based on the principle that compensation should be adequate to attract and retain the desired quantity and quality of personnel, but should not be more than necessary for this purpose. Comparability approaches provide stability and security to service members, but lack flexibility to adjust to changing manpower needs. Competitive approaches provide the flexibility necessary to adjust compensation to changing military manpower needs; however, they lack a clearly defined level of stability to ensure members that their pay will remain roughly comparable to pay for federal civilians and private sector employees. A combination of the best qualities of both comparability and competitiveness may be necessary to satisfy the need for stability and flexibility in the military compensation system. The Department of Defense, the services, and the Office of Management and Budget are subjected to competing pressures which make any future agreement on military pay principles unlikely. A permanent, independent compensation board would be better able to reach an agreement on military pay principles.
Author: United States. General Accounting Office
Publisher:
ISBN:
Category : United States
Languages : en
Pages : 68
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Book Description
Author: Neil M. Singer
Publisher:
ISBN:
Category : Military pensions
Languages : en
Pages : 112
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Book Description
Author: Carla Tighe Murray
Publisher:
ISBN:
Category : United States
Languages : en
Pages : 48
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Book Description
Introduction and summary. Defining military compensation ; Comparing military and civilian compensation ; Factors that complicate military-civilian comparisons -- Military pay, promotions, and rank -- Estimates of military compensation. Total compensation for enlisted personnel by years of experience ; Cash earnings for selected occupations -- Comparing increases in military and civilian pay. The "gap" between changes in basic pay and civilian earnings ; Issues in using the "pay gap" to evaluate military compensation ; Increases in regular military compensation versus the employment cost index -- Comparing levels of military and civilian pay. Cash compensation ; Noncash and deferred benefits ; General limitations of military-civilian comparisons -- Linking military compensation to recruiting and retention. Effectiveness of using pay to resolve occupational shortages or surpluses ; Effects of cash and noncash compensation on recruiting and retention -- Options to increase the visibility and efficiency of military compensation. Integrating the components of total compensation ; Increasing cash relative to noncash compensation -- Appendix A: Total compensation for the median enlisted member -- Appendix B: How pay changes with deployment -- Appendix C: Types of occupation- or skills-based compensation.
Author: United States. President's Commission on Military Compensation
Publisher:
ISBN:
Category : Military pensions
Languages : en
Pages : 228
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Book Description
Author:
Publisher:
ISBN:
Category : United States
Languages : en
Pages : 104
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Book Description
Author: Adebayo Adedeji
Publisher:
ISBN:
Category : United States
Languages : en
Pages : 12
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Book Description
Each year, the Department of Defense (DoD) adjusts its regular military compensation, primarily to help attract and retain high-quality personnel. That compensation includes basic pay, housing and food allowances, and the tax advantage that arises because those allowances are not subject to federal income tax. Unless the Congress passes legislation directing otherwise, the law requires DoD to use the employment cost index (ECI) to make annual adjustments to basic pay, the largest component of regular military compensation. The department uses other methods to adjust the housing and food allowances. Currently, regular military compensation substantially exceeds DoD’s benchmark goal, which equals the 70th percentile of earnings for comparable civilians (meaning that 30 percent of comparable civilians would earn more). In this report, the Congressional Budget Office examines two approaches to making the annual adjustments to regular cash pay (that is, regular military compensation excluding the tax advantage).
