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<p>Naval Special Warfare (NSW) is facing a substantial deficiency within its midgrade (815 years of active duty service) officer ranks. This thesis employs two different models in order to provide recommendations to the NSW Community Managers office for potential changes that might improve retention of these officers. The NSW Community Managers should use findings from the annualized-cost-of-leaving model to improve near-term retention, and they should use recommendations from the analytical hierarchy process for improving long-term retention.
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<br>Subjects: Naval Special Warfare; NSW; retention; ACOL; financial; annualized; cost; leaving; analytical hierarchy process; AHP; model. SEAL.</div>
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Scott, Nathan A.</div>
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