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This thesis examined the effects of participation in early graduate education programs on retention among 1988-1996 USNA graduates. The comparison group of non-participants consisted of USNA graduates in the top 200 on the Order of Merit in order to make the academic background similar to participants. The retention behavior of program participants and non-participants was compared to determine if granting early graduate education had an effect on retention to six years of service (one year beyond the minimum required service). For a pooled sample of all graduates, both the Voluntary Graduate Education Program (VGEP) and Scholarship program had positive effects on retention. The cost- benefit analysis found positive net benefits for VGEP, but a net-loss for the Scholarship program. However, while the analysis includes all costs, it omits some of the non-quantifiable benefits of the programs. If these benefits were quantified and included, it is expected that both programs would yield positive net benefits. Minor changes to the additional service requirements for both programs were recommended.
This thesis identifies and compares the benefits and costs of the policy requiring master's degree candidates at NPS to complete a thesis. It uses fiscal year 2000 data. The goal is to evaluate the existing policy to determine if the economic benefit of requiring a thesis is greater than the economic cost. The direct benefit of the thesis requirement is the increased productivity of officers due to having completed a thesis. Indirect benefits are found in the valuable research provided by many theses to the DoD. The most prominent cost of the thesis requirement is the opportunity cost of the student's time necessary to stay at NPS, and therefore out of the Fleet, in order to write a thesis. This thesis estimates that the costs of the thesis requirement were approximately $ 19.8 million in FY2OOO. The indirect benefits of research completed by thesis students were between $8.3 million and $18.4 million. The direct benefits, in terms of its educational value, could not be quantified. Therefore, this report recommends that, until the direct benefits can be accurately quantified and monetized, the current requirement for thesis work remain as a condition for graduation from NPS. Training and Education, Manpower Policy, Cost-Benefit Analysis
"The U.S. military services send officers to graduate schools each year to pursue advanced degrees, primarily to fill billet requirements later. This can be costly, including such things as tuition, housing, and pay but also the opportunity cost of the officer not filling an operational billet. Participation in such a program incurs specific service requirements in return, but is that enough to recoup the service's investment? The U.S. Navy asked the researchers to assess the quantitative and qualitative returns on investment (ROI) for funded graduate education. The authors modeled the financial aspects for two sample communities within the Navy and discovered that ROI varies depending on how efficiently graduates are matched with billets and how often they are utilized in the related subspecialty. In some cases, it is simply not possible to recoup the costs financially because it would require extremely long service. On the other hand, soft skills and general knowledge that graduate education provides can increase productivity and improve decision quality. Such considerations might justify making graduate education competitive, with selection targeted toward those most likely to stay in the service and to advance to flag rank. In essence, the Navy would be broadly educating many to achieve future capabilities and an ROI from the few."--P. [4] of cover.
The U.S. Navy and the other military services send a number of their officers to graduate-level institutions each year to obtain advanced degrees. The primary purpose of providing these officers graduate education is so they can fill positions in their services whose duties require the knowledge and skills gained in graduate school. Furthermore, the benefits of a graduate education extend beyond the specific assignment for which the officer was educated, applying to subsequent assignments as well, albeit less directly. However, at an estimated cost of about $245,000 per officer for a funded master's degree, the cost of this education is substantial. For fully funded education, the service must pay not only the cost of the education but also the pay and allowances associated with an officer's billet allocated for education. Additionally, an opportunity cost is incurred: While the officer is attending school, his or her services are lost to the operational billets in which he or she could be gaining experience. The question frequently arises as to whether the benefit gained from a graduate education is worth the cost. While the quantitative effects of graduate education can be estimated, evaluating the qualitative effects of a graduate education poses a number of challenges.
This thesis examines the effects of the Distributed Learning (DL) and Masters of Business Administration (MBA) programs on NPS enrollment. In recent years, enrollment at the Naval Postgraduate School (NPS) has significantly declined. To reverse this trend, NPS is considering shortening a student s required time-on-station to earn a master's degree. Shortening the time an officer spends at NPS may increase enrollment, as a quick return to the fleet is likely to attract support from both Navy leadership and prospective students. Our thesis research evaluated the current strategies to increase NPS enrollment: Distributed Learning (DL), and the Masters of Business Administration (MBA) programs. Our objective was to provide NPS leadership with a viable course of action that increases student enrollment while providing a quality education. We conducted a detailed cost/benefit analysis of current time-on-station reduction strategies. Our research included a student survey, stakeholder interviews, a thorough application of Little s Law, and a collection of relevant enrollment, promotion, and graduate education data. We concluded that the DL and MBA programs will reduce NPS resident enrollment and may reduce the quality of resident student. However, the DL program significantly benefits all stakeholders, but one. Currently, the Navy provides no incentives for prospective students to embrace DL.