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<p>This thesis uses bivariate and multivariate analysis to estimate the factors that influence the effectiveness of U. S. Navy Medical Service Corps (MSC), Health Care Administrator (HCA) Inservice Procurement Program (IPP) and the Direct Procurement (DP) officer accession program. Using dato from the Navy Officer Master File, the Navy Officer Loss File, and the Navy Personnel Research and Development Center's Officer Fitness Report File, comparisons are made of the officers accessed though DP and IPP. Ordinary least square models estimate the influence of procurement source, education, and personal demographics on separation behavior and fitness report ratings. Proportional hazard models estimate the years of commissioned service MSC HCA officers are expected to complete before retiring or being voluntarily released from active duty. Logit models evaluate the probability of being promoted and the probability of having an above-average fitness report performance score as a function of procurement source, education level, college quality, and personal demographics. The findings reveal that MSC HCAs with ten or more years of commissioned service tend to leave within a few years of becoming eligible to retire. Differences in educational levels and early performance between officers accessed through IPP and DP were noted. Based upon research results, it is recommended that a benefit-cost analysis be conducted to determine the optimal MSC HCA accession policy.
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<br>Subjects: NA</div>
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Farr, DeAnn J.</div>
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