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<p>This thesis analyzes the effect of Naval Reserve Medicine (NRM) policies and procedures on the recruitment of civilian physicians as Direct Commissioned Officers (DCO) and their affiliation as Career Transitioning Officers (CTO) in the Reserve Component (RC) of the Medical Corps (MC). NRM has a difficult time filling and maintaining MC Officers in the RC and the factors that cause such difficulty have never been studied. Organizational policies and procedures are analyzed to pinpoint congruency of the organization’s strategy in recruiting sufficient MC Officers in a constantly changing role and environment of the RC. A costs analysis is implemented to determine the role of pay and incentive in attracting physicians to sign up or affiliate in the reserves. It is also used to identify the competitiveness of military pay for physicians compared to the civilian counterpart. A DCO earns more by joining the military service compared to newly graduated physicians who elect to work in the civilian sector; therefore, the strategy should focus on recruiting DCOs. On the other hand, negative effects on the civilian and military pay gap are seen during the activation of MC Officers in the RC greater than a year for a total of three years and during deployment, which causes a negative appeal for civilian physicians to join the reserves. The outcome of the organizational model suggests that there is a need to re-align organizational strategy and culture to enhance recruitment success within all levels.
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<br>Subjects: manpower recruitment and affiliation; organizational model and theory; cost analysis; scenario based cost comparison; forecast model</div>
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Santos, Christopher</div>
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