DCEUMENT RESUME 03080 - A22734041 [Reserve Components and National Guard Recruiting]. n-157371. august 12, 1977. 2 pp. FPCD-77-68; Report to John ?. White, Assistant Secretary, Department Defense; by . L. Krieger, Director, Federal Personnel of Compensation Div. and Issue Area: Personnel Managerert and Compensation Contact: Federal Personnel and Compensation Div. (300). Budget F nction: National Defense: Department of Defense - Military (except procureme.t contracts) (051). Organization Concerned: Department of the Air Force; Department of the Army; Department of the Navy. Durirg a survey of the recruitment practices of the military services for Reserve and National Guard personnel, several potential problems were noted. Findings/Conclusions: There are significant differences in the policies and Frocedures that each reserve component uses in recruiter selection criteria, deployment, length of training and topic utilization. The Peserves appear to be coordinating coverage, and their recruiting advertising programs with the active forc3-s, Guard components are acting independently The effectiveness but the advertising was questioned in a previous GAO report. of capability of the existing management to implement The expanded recruitment programs will determine whether the desired are ach;eved. Consideration should be given to analyzing results the cost benefits and effectiveness of trends towards service program compared with maximizing the a nonprior service personnel. Various service enlistment potential of prior options should be studied. change in assumptions about the eligible male , ulation could change the recruiting emphasis and studied. (Author/FTW) should be UNITED STATES GENERAL ACCOUNTING OFFICE WASHINGTON, D.C. 2048 P1RAL PrmSONML AND COM4T0I4 CI DVIUWCN Co AUG 12 I CT ) ~The onorable John P. White Assistant Secretary of Defense Dear Mr. White: We have concluded our survey (code 961056) of the policies, procedures, and practices the military services follow for recruiting Reserve and National Guard personnel. Our work was conducted in the New Orleans, Louisiana, and Atlanta, Georgia, regions and Washington, D.C. During our survey we noted several potential problems that merit your attention. -- The Reserves and National Guard are enlarging their recruiter forces. Our survey indicated that there are significant differences in the policies and pro- cedures each reserve component uses in recruiter selection criteria, deployment, length of training and topic coverage, and utilization. In our March 5, 1976, report to the Congress, "mproving the Effective- ness and Efficiency f Recruiting," we addressed the issue of recruiter force manageaqment for the active forces and believe that some of our recommendations might improve the reserve components' recruiting system. -- The Reserves appear to be coordinating their recruiting advertising programs with the active forces. The Guard components are acting independently. Since ad- vertising is an expensive recruiting means with some questions about its effectiveness, we suggest that the issues addressed in our March 29, 1976, report to the Congress, "Advertising for Military Recruiting: How Effective s It?," be considered as you expand the advertising program for all Reserve Components and the National Guard. -- Our observations at the operational level have raised a question about whether the existing managerial capa- bility is sufficiently strong to economically and effi- ciently implement expanded and accelerated recruitment FPCD-77-68 B-157371 programs. Without a strong managerial capability, the desired results may not be achieved. -- The trend is shifting towards a nonprior service pro- gram as compared to maximizing the potential of prior service personnel. While we are aware of the constraints of grade authorizations in Reserve units, consideration should be given to analyzing the cost benefits and effectiveness of adjusting authorizations to accommo- date the potential for reserve recruiting represented by prior service personnel. -- Three services have only one enlistment option for nonprior service personnel consisting of an active duty tour of 6 months followed by a 5-1/2-year reserve tour. The Navy offers a 2- or 3-year active duty tour program, which is followed b reserve tour to complete 6 years. Although we have not fully analyzed the Navy's effectiveness in meeting total requirements, we believe the program merits your review for use by the other services. -- Recruiting emphasis is determined, at least in part, by assessing the male population that is qualified and available for military service. We note that out of the current 10.6 million 17- to 21-year old males, the military establishes a prime target of about 1 to 1.5 million to fill a quota of about 380,000 for the active duty forces. A change in the assumptions made about qualifications and availability could substantially alter recruiting emphasis and subsequent results. Unnecessarily constraining the eligible male popula- tion may result in the active duty and the Reserve recruiters competing for the same population. We suggest that a close study of the constraints imposed by assessment methods be made, particularly if such studies can identify a reserve recruiting profile not now being considered. we would appreciate being advised of any plans or actions contemplated or underway on the issues, and we are willing to discuss further our survey observations. Sincerely yours, H. L. Krieger Director 2
Reserve Components and National Guard Recruiting
Published by the Government Accountability Office on 1977-08-12.
Below is a raw (and likely hideous) rendition of the original report. (PDF)