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: Retention is a critical part of workforce management, as is the strategic use of compensation to influence the size and composition of that workforce. To manage the U.S. Department of Defense (DoD) civilian workforce and use compensation effectively and efficiently, planners and policymakers must have the capability to rigorously assess the retention effects and cost implications of changing the level and structure of compensation. That capability needs to have a solid foundation in the literature and theories of how personnel make retention decisions over their careers, be firmly grounded empirically with data on retention decisions at the individual level of personnel careers, and include a capacity to perform simulations of the retention and cost effects of relevant policy changes. The dynamic retention model provides such a capability.

An Enhanced Capability to Model How Compensation Policy Affects U.S. Department of Defense Civil Service Retention and Cost