Military Personnel: Active Duty Benefits Reflect Changing Demographics, But Opportunities Exist to Improve

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DIANE Publishing, 2003 - 69 pages
The DoD uses employee benefits (EB) -- that is, indirect comp'n. above and beyond service member's basic pay -- as one tool to recruit and retain personnel. EB are part of DoD's mil. comp'n. system that includes basic mil. pay, special pays, and allowances. This report determines whether the current EB package avail. to active duty service members has kept pace with changes in the demographic composition of the force and whether the EB positions DoD to compete with private-sector co's. for personnel. This report determines: how DoD has changed EB in response to demographic changes in the active duty mil. since the all-volunteer force in 73; and how the military's overall EB package compares with the benefits offered by private-sector firms. Illus. Also includes a 6-page GAO report, "Military Personnel Strengths in the Army National Guard."
 

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Page 22 - We also will make copies available to others upon request. In addition, the report will be available at no charge on the GAO Web site at http://www.gao.gov. If you or your staff has any questions about this report, please contact me at (202) 512-6570 or sigerrudk@gao.gov.
Page 21 - May as Armed Forces Day. I direct the Secretary of Defense on behalf of the Army, the Navy, the Air Force, and the Marine Corps, and the Secretary of Transportation...
Page 44 - Loans are available to spouses who qualify for educational assistance benefits. Spouses who have passed their 10-year period of eligibility may be eligible for an educational loan. During the first two years after the end of their eligibility period they may borrow up to $2,500 per academic year to continue a full-time course leading to a college degree or to a professional or vocational objective which requires at least six months to complete. VA may waive the six-month requirement. The loan program...
Page 21 - We interviewed representatives from nine companies that have been recognized as innovative or effective in strategically managing their human capital. The nine companies are Federal Express Corp.; IBM Corp.; Marriott International, Inc.; Merck and Co., Inc.; Motorola, Inc.; Sears, Roebuck and Company; Southwest Airlines Co.; Weyerhaeuser Co.; and Xerox Corp., Documents Solution Group. We previously reported on the key principles that underlie these companies' human capital strategies and practices.
Page 21 - US General Accounting Office, Human Capital: Key Principles From Nine Private Sector Organizations, GAO/GGD-00-28 (Washington, DC: Jan.
Page 57 - It offers soldiers the same type of savings and tax benefits that many private corporations offer their employees under so-called 401(k) plans.
Page 60 - FMLA requires covered employers to provide up to 12 weeks of unpaid, job-protected leave to "eligible" employees for certain family and medical reasons. Employees are eligible if they have worked for...
Page 22 - April 1994 in accordance with generally accepted government auditing standards. We obtained comments on a draft of this report from the Department of the Interior, the Forest Service, and the White House Office on Environmental Policy. The agencies' comments and our responses are presented fully in appendixes I through III.
Page 6 - A New Social Compact: A Reciprocal Partnership between the Department of Defense, Service Members and Families (July 2002).
Page 42 - VA regional offices and national cemeteries, and post offices. Reimbursement of Burial Expenses VA will pay a burial allowance up to $1,500 if the veteran's death is service-connected. VA also will pay the cost of transporting the remains of a service-disabled veteran to the national cemetery nearest the home of the deceased that has available gravesites. In such cases, the person who bore the veteran's burial expenses may claim reimbursement from VA. VA will pay a $300 burial and funeral expense...

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