Manpower Systems Analysis Theses

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Manpower Systems Analysis Theses

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Degree-Earning Works

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Department of Defense Management (DDM)

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Now showing 1 - 10 of 186

AN ANALYSIS OF POST-COVID FOOD INSECURITY IN THE NAVY
(Monterey, CA; Naval Postgraduate School, 2025-03) Nawa, Torie R.; Armey, Laura; Department of Defense Management (DDM); Bacolod, Marigee
Reports of significant instances of food insecurity among service members is a pressing concern, given their voluntary commitment to serve. This issue is particularly salient in the aftermath of the COVID-19 pandemic, which has increased food insecurity rates across the nation. My research aims to gain a better understanding of post-COVID food insecurity by analyzing geographic disparities in food cost and food insecurity rates along with understanding potential risk factors to food insecurity. Using data from 2020-2023 from the United States Census Current Population Survey, I analyzed the state-level food insecurity rates following the pandemic and generated a LASSO model to determine which variables in the dataset are the best at predicting food insecurity in the sample. States with the Navy’s fleet-concentrated areas saw an increase in food insecurity rates from 2021 to 2023. The preferred LASSO model identified associations between income, race, education, sex, and state-level interactions that when further studied with military personnel data could predict higher food insecurity rates.
SUCCESSFUL PRACTICES FOR EMPLOYEE PERFORMANCE EVALUATIONS
(Monterey, CA; Naval Postgraduate School, 2020-03) Small, Laura C.; Aten, Kathryn J.; Tick, Simona L.; Graduate School of Defense Management (GSDM)
Stemming from the Chief of Naval Personnel's Sailor 2025 initiatives, the Performance Evaluation Transformation-Talent Management (PET-TM) program is tasked with improving and modernizing the Navy's current performance evaluation system. In support of these initiatives, this thesis conducts a case analysis of the current Navy performance evaluation system to highlight its main shortcomings. In addition, this thesis performs a review of scholarly and industry literature to identify successful practices of employee performance evaluation systems. Finally, based on the findings from the review of scholarly and industry literature, this thesis makes recommendations the Navy might consider to improve its current performance evaluation system.
THE IDENTITY CRISIS OF THE 01XX MOS: WHO ARE THEY AND WHY ARE THEY NEEDED TO WIN THE FIGHT?
(Monterey, CA; Naval Postgraduate School, 2024-06) Welch, Delaney T.; Augier, Mie-Sophia E.; Helzer, Erik; Department of Defense Management (DDM)
The 01xx MOS, specifically the 0102, 0170 and 0111 OccFld in the USMC, faces an identity crisis of its current and future role within the organization. This qualitative study employs conceptual themes to analyze the historical, functional, organizational, and technological dimensions of the 01xx OccFld while using SWOT analysis to provide courses of actions for the future of the community. Findings of the 01xx OccFld reveal strengths such as historical legacy and continuous community adaptation, but weaknesses include structural disparities, lack of continuity in administrative practices, and slow policy changes. Opportunities lie in curriculum adjustments, 01xx survey feedback, and technological integration, yet threats like leadership advocacy gaps, rise of artificial intelligence, and civilianization of billets and historical biases persist. Recommendations include enhancing the technological proficiency of the 01xx Marines, balancing the Personnel Administration School curriculum with all four pillars of administration and the 01xx’s role within the Marine Corps organization, and advocating for leadership representation beyond the rank of Lieutenant Colonel within Manpower and Reserve Affairs. In conclusion, proactive adaptation is essential to ensure the 01xx Occupational Fields’ continued relevance and effectiveness in meeting the evolving needs of the Marine Corps today, tomorrow, and for the future fight.
FIT V. FAT: REEVALUATING THE USMC BODY COMPOSITION PROGRAM TO INCREASE ACCURACY AND OPTIMIZE LONG-TERM PERFORMANCE
(Monterey, CA; Naval Postgraduate School, 2022-03) Lopez, Cristina; Seagren, Chad W.; Heissel, Jennifer A.; Department of Defense Management (DDM); Healey , Olivia, Cornell University
Current weight and circumference-based standards rely on an outdated study from 1984 that included few non-white servicemembers. This research analyzes the impacts of recent changes in USMC body composition standards and requirements on the performance of Marines. This research compares the distribution of weight before and after a point in time for various weight zone groups and evaluates how physical fitness scores are impacted by policy given a servicemember’s previous weight. There is evidence that servicemembers actively manage their weight to stay below the weight threshold. This provides evidence that servicemembers avoid the overweight category and consequently, the scrutiny of the circumference-based method. This research does not find a strong relationship between weight and performance, but prior research highlights that restrictive weight standards are associated with adverse health behaviors such as dehydration tactics or disordered eating. Weight loss induced by weight standards may also be associated with increased injury rates. The Marine Corps should reevaluate the body composition program and consider policy changes to incentivize performance, focus on health, and use current predictors of performance to assess servicemembers, rather than appearance standards based on the circumference-based method. These changes could pay dividends toward overall combat readiness and performance.
ASSESSING THE IMPACT OF RECOGNITION ON THE RETENTION OF ROYAL AUSTRALIAN AIR FORCE PERSONNEL
(Monterey, CA; Naval Postgraduate School, 2022-03) Tyson, Daniel; Ahn, Sae Young; Department of Defense Management (DDM); Tick, Simona L.
With the introduction of technologically complex aircraft such as the F-35 in the Royal Australian Air Force (RAAF), it is increasingly important to retain RAAF members in the aviation technical workforce to capitalize on their experience, skills, and knowledge. Using quantitative regression analysis, this thesis examines whether awards predict the probability of separation and promotion of members in the RAAF aviation technical workforce. Using individual-level personnel data from 2016 to 2020, I estimate Linear Probability retention and promotion models. The results indicate that members with B or C promotion codes who receive awards perceived as less prestigious are 36% less likely to separate in the following year. By contrast, receiving an award shows no difference in the likelihood of separation for high-performing members (i.e., those with A promotion codes). Further, receiving any type of award increases a senior member’s probability of promotion by 45.8%, and each additional award increases the promotion probability by 22.9%. Awards of any type had no discernable effect on the promotion likelihood of junior members of the aviation technical workforce. These findings indicate awards might work as a retention tool for members who are performing well (those with B or C promotion codes) but are not considered competitive for promotion, providing insights into the management of rewards for the RAAF aviation technical workforce to incentivize retention and performance.
FIGHT SMARTER, NOT HARDER: MCDP-7 – REINVIGORATING THE PHILOSOPHY OF MANEUVER WARFARE THROUGH LEARNING
(Monterey, CA; Naval Postgraduate School, 2021-09) Lester, Jordan T.; Powley, Edward H., IV; Augier, Mie-Sophia E.; Graduate School of Defense Management (GSDM)
This thesis will be qualitative in nature, utilizing published literature, scholarly writings, congressional testimonies, academic journals, previous theses, and public records. The literature review will take a look at relevant works in providing an understanding of selected themes from Marine Corps Doctrinal Publication 7, Learning (MCDP-7) on "why" learning is critically important to the profession of arms, and to address certain methods for "how" the Marine Corps can improve a Marine's learning and thinking capabilities. The goal of my review is to provide an understanding of how the Marine Corps can improve its ability to better understand its current complex environment, enhance its ability to quickly recognize changing conditions, increase its adaptability, and improve its ability to outthink adversaries by making learning an organizational priority. This thesis will review and cover selected themes in MCDP-7 with relevant academic literature and extend further steps for implementing MCDP-7. The increasing uncertainty in our strategic environment, as well as the internal complex problems we are encountering today as a nation, makes it critically important that our institution focuses on the warfighter's learning, thinking, and education
CONTINUATION OF THE EFFECTS OF DIVERSITY ON RETENTION
(Monterey, CA; Naval Postgraduate School, 2021-06) Wu, Wei Y.; Tick, Simona L.; Eger, Robert J., III; Graduate School of Defense Management (GSDM)
Diversity and inclusion (D&I) can be a source of competitive advantage, both in the private sector and the U.S. military. Arkes et al.’s 2020 work, “The Effect of the Diversity on First-Ship Assignment on First-Term Retention Decisions,” found that increased diversity among peers and immediate supervisors can lead to higher retention. This thesis extends on prior research on retention for minority and non-minority groups in the Navy overall, and across different geographical locations, ship classes, and Navy enlisted communities. Using a large sample on first-term enlisted Sailors’ reenlistment decisions made from FY 1998 to FY 2017 in the surface warfare community, and a multivariate statistical analysis approach with a difference-in-difference design, this thesis finds that first-term black Sailors are more likely to reenlist relative to white Sailors in all ports, ship classes, and enlisted communities. However, the results show no evidence that female Sailors experience any different retention rates than their male counterparts. The findings provide a starting point for examining the culture of diversity and inclusion behaviors across the Navy to assess D&I behaviors, identify key inclusion metrics, and refine and implement D&I competencies on education and training in the fleet.
ANALYSES OF FEMALE PARTICIPATION IN UNITED NATIONS PEACEKEEPING OPERATIONS
(Monterey, CA; Naval Postgraduate School, 2022-03) Budhi, Verry I.; Gooch, Elizabeth F.; Department of Defense Management (DDM); Lowery, Tammy, EEO Office NPS
The United Nations issued the UN Security Council Resolution 1325 in 2000 and nine following resolutions promoting the Women, Peace, and Security agenda to protect more women in conflict areas and increase female participation in global peacekeeping operations. This research discusses essential issues about increasing female participation in UN missions. This thesis focuses on three critical areas: why the UN still has slight female participation in the missions, what the UN wants by adding more women to the forces, and how well the female participation campaign works so far. Monthly gender data from the official UN database and relevant literature are used in the research. The theoretical section connects the relationship between economic theories and the status quo of the UN peacekeeping labor market. The empirical research uses time-series data to measure the current trend of female numbers and calculate the estimated strength in the future. Two factors affect the missing number of female peacekeepers: the discrimination prejudices at a societal level and risk preference at an individual level. Findings show female participation in UN peacekeeping operations has a slightly positive trend during the last two decades; however, the number still has some room for improvement in the future.
LEADERSHIP AND POLICY EFFECTS ON ATTRITION DYNAMICS IN THE U.S. MARINE CORPS RESERVE
(Monterey, CA; Naval Postgraduate School, 2025-03) Dempsey, Timothy A.; Hernandez, Alejandro S.; Bacolod, Marigee; Department of Defense Management (DDM)
This thesis examines how leadership affects retention rates in Marine Corps Reserve units by evaluating the relationship between key leaders and the strength and retention within these units. Force Design 2030 highlights that the Marine Corps Reserve must overcome essential challenges to maintain skilled Marines and achieve combat readiness. The plan outlines a strategic shift from recruiting fresh personnel to retaining veterans who handle complex tasks and improve operational readiness. The research utilizes personnel data from 2004 to 2024 and applies Difference-in-Differences regression models to understand how leader tenure influences personnel numbers and attrition rates within broader service-wide changes. Leadership shows a measurable impact on units but demonstrates significant variations in strength and direction throughout different units and periods. Statistical analysis shows few leaders had measurable effects on personnel dynamics, indicating that multiple other variables usually eclipse leadership impact. Future research must include external operational variables like deployment locations and training settings to separate leadership impacts with greater precision. Investigating these aspects will help future studies give detailed recommendations for resource management and retention strategies to reduce attrition rates in the Marine Corps Reserve.
Women in combat : attitudes and experiences of U.S. Military Officers and Enlisted personnel
(Monterey, CA; Naval Postgraduate School, 2001-12) Porter, Laurie M.; Adside, Rick V.; Crawford, Alice; Eitelberg, Mark J.; Graduate School of Business & Public Policy (GSBPP)
This study examines the attitudes and experiences of a selected group of U.S. military members regarding the service of women in combat. A survey was administered in October 2001 to enlisted personnel at the Defense Language Institute and to officers at the Naval Postgraduate School in Monterey, California. A total of 276 enlisted personnel and 550 officers participated in the survey, with response rates of 69 percent and 55 percent, respectively. Focus groups were also convened. Respondents represented all military services, but were concentrated in certain pay grades and occupational areas (especially for enlisted personnel). Generally, four out of five respondents felt that women should serve in some capacity in military combat. Further, one-third of all respondents believed that qualified women should be allowed to volunteer for combat units, while one-third said they were satisfied with the policy in effect at the time of the survey (allowing women in all units except infantry, armor, submarines, and special forces). Differences in attitudes and experiences were found between men and women, officers and enlisted personnel, and members of the different branches of service. It is recommended that further research explore the use of gender-neutral standards in assigning military personnel to combat units.