- 183 APPENDIX G. POLICY LEVER VALUES FOR THE FOUR ALTERNATIVE STRATEGIES
The following sections contain summary tables reporting the values
for each policy parameter for each alternative strategy (Strategies 2 to
5).
The parameter values for Strategy 1 can be found in Chapter 7;
changes from the default setting are indicated in bold letters.
Strategy 2
Table G.1 Strategy 2: Junior enlisted policy levers and values
Policy lever
Default value
VFA hires
14k from 2001 to 2006; 6k 2007- 2010; 0
thereafter
7.3k in 2001; 7.8k in 2002, 6k from 2003 onward
10%
33%
30%
25%
75%
1%
VFB hires
VFA to VFB promotion rate
To police force
To VSP
To Renew
To civilian life
Attrition
Table G.2 Strategy 2: VSP and Sergeant policy levers and values
Policy lever
Default value
Yearly promotion quota to S
1.7% of the sum of all VSP2/3/4s until
2020; =S outflows thereafter
Share of VPS2 and VSP3
30%
Share of VSP4
70%
Yearly quota to M
180 until 2020; 135 thereafter
Share of VSP
70%
Share of S
30%
Attrition: VSP and S
1%
Retirement probability: VSP and S
25% @ 29 YOS; 50% @ 30; 100% if YOS <=31
Table G.3 Strategy 2: Marshal policy levers and values
Policy lever
Default value
Yearly demand for new hires up to
2020
Lateral entry share
Vertical entry share
Yearly promotion quota to M4
Share of M3 (1 to 7 YIG)
Share of M3 (8 YIG)
Attrition
Retirement probability
565 until 2020; yearly outflows thereafter
70%
30%
Yearly outflows from M4
30%
70%
1%
From 2001 to 2005:
25% @ 32 YOS; 50% @ 33; 100% @ 34
From 2006 onwards:
25% @ 29 YOS; 50% @ 30; 100% if YOS <=31
- 184 Strategy 3
Table G.4 Strategy 3: Junior enlisted policy levers and values
Policy lever
Default value
VFA hires
14k from 2001 to 2006; 6k 2007- 2010; 0
thereafter
7.3k in 2001; 7.8k in 2002, 6k from 2003 onward
10%
33%
30%
25%
75%
1%
VFB hires
VFA to VFB promotion rate
To police force
To VSP
To Renew
To civilian life
Attrition
Table G.5 Strategy 3: VSP and Sergeant policy levers and values
Policy lever
Default value
Yearly promotion quota to S
1.7% of the sum of all VSP2/3/4s until
2020; =S outflows thereafter
Share of VPS2 and VSP3
30%
Share of VSP4
70%
Yearly quota to M
180 until 2020, 190 thereafter
Share of VSP
70%
Share of S
30%
Attrition: VSP and S
1%
Retirement probability: VSP and S
10% @28 to 34 YOS; 25% @ 35; 50% @ 36;
100% @ 37
Table G.6 Strategy 3: Marshal policy levers and values
Policy lever
Default value
Yearly demand for new hires up to
2020
Lateral entry share
Vertical entry share
Yearly promotion quota to M4
Share of M3 (1 to 7 YIG)
Share of M3 (8 YIG)
Attrition
Retirement probability
600 until 2020; yearly outflows
thereafter
70%
30%
Yearly outflows from M4
30%
70%
1%
From 2001 to 2005:
25% @ 32 YOS; 50% @ 33; 100% @ 34
From 2006 onwards:
10% @28 to 34 YOS; 25% @ 35; 50% @ 36;
100% @ 37
- 185 -
Strategy 4
Table G.7 Strategy 4: Junior enlisted policy levers and values
Policy lever
Default value
VFA hires
14k from 2001 to 2006; 6k 2007- 2010; 0
thereafter
7.3k in 2001; 7.8k in 2002, 6k from 2003 onward
10%
33%
30%
25%
75%
1%
VFB hires
VFA to VFB promotion rate
To police force
To VSP
To Renew
To civilian life
Attrition
Table G.8 Strategy 4: VSP and Sergeant policy levers and values
Policy lever
Default value
Yearly promotion quota to S
1.7% of the sum of all VSP2/3/4s up to
2017; 3% until 2020l; =S outflows
thereafter
Share of VPS2 and VSP3
30%
Share of VSP4
70%
Yearly quota to M
650 until 2011, 195 until 2021; 327
thereafter
Share of VSP
1 until 2011; 70% thereafter
Share of S
1 until 2011; 30% thereafter
Attrition: VSP and S
1%
Retirement probability: VSP and S
10% @28 to 34 YOS; 25% @ 35 YOS; 50% @
36; 100% @ 37
Table G.9 Strategy 4: Marshal policy levers and values
Policy lever
Default value
Yearly demand for new hires up to
2020
Lateral entry share
Vertical entry share
Yearly promotion quota to M4
Share of M3 (1 to 7 YIG)
Share of M3 (8 YIG)
Attrition
Retirement probability
900 up to 2011; 455 until 2020; yearly
outflows thereafter
Variable
Variable
Yearly outflows from M4
30%
70%
1%
From 2001 to 2005:
25% @ 32 YOS; 50% @ 33; 100% @ 34
From 2006 to 2021:
10% @28 to 30 YOS; 25% @ 31 to 32; 50%
@ 33; 100% if YOS <=34
From 2021 onwards:
10% @28 to 34 YOS; 25% @ 35; 50% @ 36;
100% @ 37