LEADER 03419nam 2200613 a 450 001 9910220105303321 005 20240418090731.0 010 $a1-281-73644-9 010 $a9786611736446 010 $a0-8330-4582-2 035 $a(CKB)1000000000535214 035 $a(EBL)357906 035 $a(OCoLC)234317559 035 $a(SSID)ssj0000219798 035 $a(PQKBManifestationID)11197857 035 $a(PQKBTitleCode)TC0000219798 035 $a(PQKBWorkID)10246998 035 $a(PQKB)10879388 035 $a(Au-PeEL)EBL357906 035 $a(CaPaEBR)ebr10235201 035 $a(Au-PeEL)EBL4969966 035 $a(CaONFJC)MIL173644 035 $a(OCoLC)781437665 035 $a(MiAaPQ)EBC357906 035 $a(MiAaPQ)EBC4969966 035 $a(EXLCZ)991000000000535214 100 $a20080305d2008 uy 0 101 0 $aeng 135 $aur|n|---||||| 181 $ctxt 182 $cc 183 $acr 200 10$aPerformance evaluation and Army recruiting$b[electronic resource] /$fJames N. Dertouzos, Steven Garber 205 $a1st ed. 210 $aSanta Monica, CA $cRand Arroyo Center$d2008 215 $a1 online resource (127 p.) 225 1 $aRand Corporation monograph series 300 $a"MG-562-A"--P. [4] of cover. 311 $a0-8330-4310-2 320 $aIncludes bibliographical references (p. [101]). 327 $aCover; Preface; Contents; Figure and Tables; Summary; Acknowledgments; Abbreviations; Chapter One - Introduction; Chapter Two - Models of Recruiter Effort, Market Quality, andEnlistment Supply; A Model with a Single Type of Contract; A Model Distinguishing the Three Missioned ContractTypes; A Conceptually Grounded, Econometrically BasedPerformance Measure; Chapter Three - Data and Econometric Estimates of Contract-Production Models; Data; Estimates for the Graduate, Senior, and "Other" ContractModel; Estimates for a Model Distinguishing Men and Women 327 $aChapter Four - Empirical Analysis of Performance MeasuresChapter Five - Choosing Performance Windows andOrganizational Units for Evaluation; Using the Performance Window to Control for RandomOutcomes; The Use of Station Versus Individual PerformanceEvaluation; Chapter Six - Conclusions; Summary of Results; Implications for Policy; Appendix A - Allocation of Recruiter Effort: Implications of aMicroeconomic Model; Appendix B - Recruiter Behavior in the Face of Risk; References 330 $aDesigning and implementing performance metrics that support Army goals requires analysis of how different metrics would affect recruiter behavior and, in turn, recruiters' contributions toward achieving the Army's goals. The authors evaluate traditional performance metrics, such as number of contracts signed per month per recruiter, and find that they do not adequately measure recruiter effort, skill, and productivity. They then develop a ""preferred performance metric"" that takes into account the difficulty of recruiting different types of youth in various markets. Using a performance metric 410 0$aRand Corporation monograph series. 676 $a355.2/23 700 $aDertouzos$b James N.$f1950-$0904299 701 $aGarber$b Steven$f1950-$0910138 801 0$bMiAaPQ 801 1$bMiAaPQ 801 2$bMiAaPQ 906 $aBOOK 912 $a9910220105303321 996 $aPerformance evaluation and Army recruiting$92484875 997 $aUNINA