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Within the Department of Defense (DoD) there is increasing interest in identifying ways to save costs while minimizing impact on force effectiveness. Civilianization-the transfer of functions performed by military personnel to civil service personnel-is a frequently discussed way to do this for two main reasons: (1) Military members are being moved in and out of jobs frequently, so there is high turnover as well as high training costs. (2) Military members do not spend 100 percent of their time performing a certain function; they also have training requirements and other duties. Although conventional wisdom suggests that civil service workers are cheaper than their military counterparts, there has been little analysis of this issue.
Within the Department of Defense (DoD) there is increasing interest in identifying ways to save costs while minimizing impact on force effectiveness. Civilianization-the transfer of functions performed by military personnel to civil service personnel-is a frequently discussed way to do this for two main reasons: (1) Military members are being moved in and out of jobs frequently, so there is high turnover as well as high training costs. (2) Military members do not spend 100 percent of their time performing a certain function; they also have training requirements and other duties. Although conventional wisdom suggests that civil service workers are cheaper than their military counterparts, there has been little analysis of this issue.
A 1984 survey showed that, excluding home ownership costs, military members absorb approximately 75 percent of out-of-pocket costs involved in a PCS move. Many of the same type costs being absorbed by military members are reimbursable to federal civilian employees. This study examines the historical development of authorized PCS reimbursements for both federal civilian employees and military members, compares currently authorized reimbursements for employees and service personnel, and estimates the incremental cost to DOD to provide the same reimbursements to military members as are currently authorized for federal employees.
Compares pay and benefits provided to members of the Armed Forces (AF) with that of comparably situated private-sector employees to assess how the differences in pay and benefits affect recruiting and retention of members of the AF. The objectives were to: (1) assess total military compensation for active duty officers and for enlisted personnel; (2) compare private-sector pay and benefits for civilians of similar age, educ., and experience with similar job responsibilities and working conditions of officers and enlisted personnel of the AF; and (3) assess the 10th QRMC recommendation to include regular military compensation and select benefits when comparing military and civilian compensation to ascertain if it is appropriate.
Examines the factors influencing the cost-effectiveness of civilianization--in particular, the way in which workforce substitution occurs, and the effects of substitution on the overall workforce.
This Note updates a series of reports by the Department of Defense (DOD) Comptroller's Office that contained cost estimates for military and civil service personnel, per manyear and by paygrade. The Note presents basic estimates of how the DOD budget would be affected by manning changes, then adjusts the estimates for differences between the DOD's budget effects and effects on the federal government's requirements for financing from the civilian sector. Cost effects associated with the use of individual manyears of military or civilian labor are distinguished from effects associated with changing personnel inventory flow patterns that support the change in use. The Note provides data for fiscal year 1986, and also describes estimation procedures that could be used to update the data on a regular basis. Keywords: Civilian personnel, Military personnel, Military Forces(United States), Military budgets, Department of Defense. (sdw).
Comparison of U.S. Military and Civil Service Pay and Benefits
The National Defense Authorization Act for Fiscal Year 2010 required that we conduct a study comparing pay and benefits provided by law to members of the Armed Forces with that of comparably situated private-sector employees to assess how the differences in pay and benefits affect recruiting and retention of members of the Armed Forces. 4 Specifically, our objectives were to (1) assess total military compensation for active duty officers and for enlisted personnel; (2) compare private-sector pay and benefits for civilians of similar age, education, and experience with similar job responsibilities and working conditions of officers and enlisted personnel of the Armed Forces; and (3) assess the 10th QRMC recommendation to include regular military compensation and select benefits when comparing military and civilian compensation to ascertain if it is appropriate. The focus of this review was active duty servicemembers' perspectives on compensation. That is, we focused on cash compensation and the value of benefits to servicemembers versus the cost to the government of providing compensation.