File:Improving training officer job fit- a qualitative and cost analysis (IA improvingtrainin1094558329).pdf

Within the Surface Warfare community, the U.S. Navy has significant retention problems, which have been ward off by drastic bonuses paid to its officers. A phone survey of training officers (TRAINOs) aboard cruisers and destroyers was conducted, resulting in a 40% participation rate from the population. Only 30.3% selected the TRAINO billet as their number one billet choice, and 55.7% planned on getting out of the Navy. A majority felt the training received was inadequate. This led us to conduct a cost-benefit analysis, with three courses of action (COA). First, the status quo shows no impact on costs or added benefits. COA 2, adding an additional TRAINO billet to be filled by a Human Resources (HR) Officer, increased costs by $600,837 per month while COA 3, swapping an HR Officer into the surface warfare officer (SWO) TRAINO billet, increased costs by $21,829 per month. There were significant non-monetary benefits to both COA 2 and 3, including increases in training proficiency and in job fit for both the HR and SWO communities. These non-monetary benefits were most significant in COA 2, resulting in adding an HR Officer to CRUDES platforms being the most beneficial COA.