By Beth J. Asch
As a method of facilitating the safety drawdown, the dep. of protection provided eligible body of workers both the Voluntary Separation Incentive or the unique Separation Bonus (VSI/SSB), a application to urge mid-career group of workers to split from provider. key questions for policymakers fascinated with the good fortune of this application are (1) Did this system result in colossal separations (over and above what would typically occur)? and (2) Did this system result in marginal performers to depart? during this record we use information on military enlisted team of workers to respond to those questions. We estimate that the VSI/SSB application elevated separations via thirteen percent issues over and above what we'd have anticipated for team of workers who met the eligibility standards through the drawdown. We additionally came across that those that have been low-quality have been likely to settle for the VSI/SSB provide.
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Example text
Specifically, those without a high-school diploma were 19 percent more likely to take VSI/SSB than were those with a diploma, and those in the bottom half of the AFQT distribution were 6 percent more likely to take the benefit. Those with an additional year in their grade were 8 percent more likely to take the benefit and leave. These results are consistent with the hypothesis that lower-quality personnel viewed their expected opportunities in the military as being more limited than did their higher-quality counterparts.
3 to predict what fraction of the ineligible personnel in 1992 would have taken the VSI/SSB offer had it been offered to them. This prediction gives some indication of how well the Army defined the eligibility criteria to maximize the percentage of personnel who took the offer. 1 percent of them would have taken the VSI/SSB offer had it been offered. 6 percent actual take rate for the eligible group. Thus, the Army chose the eligibility criteria in such a way that a high rate of acceptance of the VSI/SSB offer was achieved.
Thus, those who were eligible tended to be lower-quality. Specifically, scoring in the bottom half of the AFQT score distribution has the largest correlation with eligibility among the three quality variables we examined: Being in the bottom half of the distribution increased the likelihood of being eligible by 9 percentage points, an increase of 18 percent. Having an additional year in a pay grade increased the likelihood by 7 percent. 492 NOTE: * denotes statistically significant at the 1 percent level; ** denotes statistically significant at the 5 percent level.