An analysis of enlisted Navy recruiter productivity and incentive programs, FY 1988 - FY 1990

Abstract

This thesis analyzes the productivity of enlisted Navy recruiters for the time period FY 1988 FY 1990. The objectives of this thesis are to examine: (1) productivity by geographic area, (2) productivity with respect to the racial/ethnic background of the recruiter and the individual recruited, (3) productivity by gender of recruiter and gender of recruit, and (4) recruiter productivity under two separate incentive program eras. Descriptive statistics are used to show the actual productivity differences, followed by multivariate regression analysis to examine specific effects of gender, ethnicity and geographic location on recruiter production. Bivariate analysis is employed to compare the differences in recruiter productivity between the two incentive program eras. The results show that, with respect to ethnic background, recruiters are significantly more productive when recruiting individuals like themselves than when recruiting individuals of a different ethnicity. Females were found to be more productive than males when recruiting females and geographically, the southwest area of the country was most often significantly more productive than other areas. The thesis provides recommendations to assist Navy Recruiting Command in the assignment of the most effective and productive recruiters to the field in response to possible changes in specific goal requirements. Further study with current, detailed goal information is needed to assess the impact of incentive programs on recruiting and to examine the trends that should now be established with the current incentive programs.