Incentive Pay for Remotely Piloted Aircraft Career Fields.

摘要

Remotely piloted aircraft (RPA) are expected to be a major component of the Air Force s future mission capability. With current demand for RPA ramping up quickly, the Air Force has, among other measures, extended Aviation Incentive Pay (AVIP) and Career Enlisted Incentive Pay (CEVIP) to the RPA career fields, equivalent to the traditional flight pays given to personnel who crew manned aircraft. The Office of the Under Secretary of Defense for Personnel and Readiness (OSD P&R) issued a memo in late December 2010 to the Assistant Secretary of the Air Force for Manpower and Reserve Affairs (SAF/MR) extending authority for AVIP and CEVIP for RPA operators for calendar year 2011. One of the conditions for extending the authority was that the Air Force provide a report on the econometrics of effectiveness and efficiency of RPA incentive pays as they relate to attracting and retaining pilots and sensor operators. This monograph addresses this subject using an econometric model of officer and enlisted retention behavior developed for the 10th and 11th Quadrennial Reviews of Military Compensation (QRMCs), along with new data on civilian opportunities for RPA pilots and sensor operators (SOs) and data on Air Force requirements for the RPA career fields. The research reported here was sponsored jointly by the Air Force Directorate of Force Management Policy (AF/A1P) and the Office of the Assistant Secretary of the Air Force for Manpower and Reserve Affairs, Force Management and Personnel (SAF/MRM). The study was conducted within the Manpower, Personnel, and Training Program of RAND Project AIR FORCE as part of a fiscal year (FY) 2011 study Enhancing Personnel Selection and Screening Methods. This monograph should interest those involved in compensation policy or RPA career-field planning in the military services.