see stinet.dtic.mil for ADA469128
FIELDS GROUPS: Medicine and Medical Research;Military Forces and
Organizations
CORPORATE AUTHOR: ARMY WAR COLL CARLISLE BARRACKS PA
TITLE: Dental Considerations in a Unified Medical Command
DESCRIPTIVE NOTE: Strategy research project
PERSONAL AUTHORS: Tempel, Jr., Thomas R.
REPORT DATE: 23 MAR 2007
PAGINATION: 24 PAGES
ABSTRACT: Volumes have been written touting the benefits of a Unified
Medical Command, but none have discussed the Army, Navy, and Air Force
Dental Corps' role in this command. The pace of military medicine's
transformation is increasing, and in order to ensure eligible
beneficiaries continue to get world class dental care, a study of
dentistry's potential role must be conducted. Whether a Unified
Medical Command is established or not, there are several joint dental
initiatives that should be undertaken to achieve unity of effort
between the services in both peacetime and war. To meaningfully
contribute to a Joint Medical structure, the Dental Corps must start
now to ensure young officers receive joint exposure to understand each
service's dental capabilities and how to employ them.

Click this link to get the full PDF: ADA467131
FIELDS GROUPS: Personnel Management and Labor Relations;Statistics and
Probability;Military Forces and Organizations
CORPORATE AUTHOR: NAVAL POSTGRADUATE SCHOOL MONTEREY CA
TITLE: The Potential Impact of an Auction Based Retention Bonus and
Other Factors on Continuation Rates of General Dentists Completing
Their Initial Obligation
DESCRIPTIVE NOTE: Master's thesis
PERSONAL AUTHORS: Anderson, Robert L.
REPORT DATE: MAR 2007
PAGINATION: 83 PAGES
ABSTRACT: This thesis seeks to determine the impact of an auction
based retention bonus on continuation rates for general dentists
completing their initial obligation. An auction based retention bonus
has the potential to improve retention rates. In lieu of actual bids
from Navy general dentists, the difference between average civilian
dentist salaries and Navy general dentist pay is used to represent
theoretical opportunity costs. Inputting opportunity costs into a
break-even formula allows approximation of the retention bonus amount
needed for a one-year and/or five-year employment agreement with the
Navy. A logistic regression retention model is also estimated using
data for 516 Navy general dentists commissioned between 1998 and 2001.
Model results indicate that accession source significantly affects the
decision to continue military service. Officers commissioned as direct
accessions and participants in the Dental Student Program are more
likely to sta! y in the navy than participants in the Health Sciences
Collegiate Program. Dentists commissioned in 2000-2001 are less likely
to stay than those commissioned in 1998-1999. Those commissioned
between the ages of 30 and 39 are more likely to continue service
beyond their initial obligation than younger dentists. Race and gender
do not significantly affect retention.

Click this link to get the full PDF: ADA449159
FIELDS GROUPS: ECONOMICS AND COST ANALYSIS;PERSONNEL MANAGEMENT AND
LABOR RELATIONS;MILITARY FORCES AND ORGANIZATIONS;MEDICINE AND MEDICAL
RESEARCH
CORPORATE AUTHOR: NAVAL POSTGRADUATE SCHOOL MONTEREY CA
TITLE: Navy Dental Corps Contract or Uniform: Study of Factors
Influencing Business Case Analyses
DESCRIPTIVE NOTE: Master's thesis
PERSONAL AUTHORS: Stacey, Richard C.
REPORT DATE: MAR 2006
PAGINATION: 95 PAGES
ABSTRACT: This thesis analyzed costs and benefits between the
recruiting of active duty dentists and the proposed alternative of
contracting them instead. Despite aggressive efforts to improve Dental
Corps recruitment and retention, the annual loss rate has steadily
increased. This has forced the Dental Corps into using alternative
programs such as the Health Professions Scholarship Program (HPSP) and
the Financial Assistance Program (FAP) in addition to the accession
programs already being funded. Also, there are various recruiting
costs along with the accession bonus that costs the Navy over $90,000
per dentist recruited. The scope of this thesis included, but was not
be limited to: (1) a review of the current structure of pay for active
duty Endodontists by referencing Additional Special Pay (ASP),
Variable Special Pay (VSP), Dental Officer Multiyear Retention Bonus
(DOMRB) and the Board Certification Pay (BCP) that dentists receive
while serving on acti! ve duty (2) and a summary of private sector pay
and incentives for dentists in private practice. The thesis also
analyzed the differences between the two with a Cost-Benefit Analysis
(CBA) model. The completed research found savings in cost for
contracting already licensed and trained Endodontists in place of
recruiting a general dentist and training them to become an
Endodontist over the 10 year period as composed in the analysis. In
addition, a steady-state model verified the CBA and showed savings in
cost per year as well. Each model shows significant savings when
contracting Endodontists in our shore based MTFs. Furthermore, to
mitigate shortages, this research proposes to concentrate resources on
military essential competencies and contracting workload for non-
military essential functions, such as Endodontists. Note that
Endodontists were chosen because they are one of the larger non-
essential specialties with billet inventories above the Operational
Support Algorithm ! (OSA).

Click this link to get the full PDF: ADA424670
FIELDS GROUPS PERSONNEL MANAGEMENT AND LABOR RELATIONS; MILITARY
FORCES AND ORGANIZATIONS; MEDICINE AND MEDICAL RESEARCH
CORPORATE AUTHOR NAVAL POSTGRADUATE SCHOOL MONTEREY CA GRADUATE SCHOOL
OF BUSINESS AND PUBLICPOLICY
TITLE Influences on the Retention of Residency-Trained and Non-
Residency Trained Navy Dental Corps Officers
DESCRIPTIVE NOTE MBA Professional rept.
PERSONAL AUTHORS Christian, Alan B.
REPORT DATE JUN 2004
PAGINATION 75 PAGES
ABSTRACT This research project identifies key influences on the
retention of Navy Dental Officers beyond their post-obligation period.
Two sample groups were selected. The first sample group was selected
from Dental Officers who did not receive a Navy sponsored residency
program and the second group from Dental Officers who completed a Navy
sponsored residency program. Logistic regression models were developed
for the Non-Residency and Residency sample data obtained from Bureau
of Medicine and Surgery Manpower Information System. The results
revealed that accession source, dental specialty and the number of
operational tours as a percentage of total tours an officer completes
during his or her obligation period were significant factors for
retention of Dental Officers in the Non-Residency Model. Significant
factors identified for the Residency Model were gender, age when first
paid as a Navy Dentist, the number of years Dental Officers waited to
begin a Nav! y-sponsored residency program and dental specialty.
Dental Officers who receive their residency training between their
sixth and eight year of service are more likely to remain on active
duty more than one year beyond their obligated service commitment than
officers beginning residency programs earlier or later in their
careers.