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<p>Line (RL) and Staff Corps were interviewed to gauge attitudes and determine the selection criteria used by the RL and Staff Corps in selecting URL Officers applying for lateral transfer. In the third part of the thesis, regression analysis was performed utilizing application data for lateral transfer boards held between 1996 and 2006. The board data, which was provided by the Navy Personnel Command (NPC), was merged with officer cohort data from the Defense Manpower Data Center (DMDC) to determine retention differences between officers selected for transfer and those not selected. A consistent theme of dissatisfying factors was found in the surveys. While several factors are inherent to Navy life, such as shipboard life and family separation, two factors, morale and leadership, offer the best opportunity for improvement. OCMs from the RL and Staff Corps designators, several of which do not have the ability to direct access new officers, reported depending on URL lateral transfers for new accessions. The OCMs also rely on lateral transfers for the specific skills, experience and knowledge the URL officers bring to the RL and Staff Corps. The results of the regression analysis indicate that officers not selected for lateral transfer and redesignation are twice as likely to leave the Navy as officers who are selected.
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<br>Subjects: Sailors; Management; Manpower</div>
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Ryan, Frank J.</div>
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