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<p>The purpose of this thesis is to analyze the standards and incentives across the U.S. Navy recruiting enterprise. Specifically, I describe the recruiting process and current incentives, and how the incentives should work during the transition period (dual-path) to align with Commander Navy Recruiting Command (CNRC) strategy and enduring vision. My data analysis consists of a survey distributed to four Navy recruiting districts regarding incentives they would like to see to improve organizational effectiveness. Navy Recruiting Command (NRC) has a goal to improve recruiters’ quality of life; the new incentives seek to continually motivate the recruiter, increase productivity, and offer the best customer service to applicants as the organization continues to achieve its overall mission. In my main results, the data show that 31% of survey respondents strongly agree and 48% strongly disagree that the transformation model would be a positive change to recruiting. This split in the data should indicate to leadership that recruiters have concerns with the new model. I recommend that leadership work closely with recruiters to adjust the new model to align more specifically with recruiters’ needs.
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<br>Subjects: Navy recruiting; recruiting process; incentives; transformation</div>
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Green, Shanique N.</div>
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