| Summary: | Approved for public release, distribution unlimited === This thesis uses bivariate and multivariate analysis to estimate the factors that influence the effectiveness of U. S. Navy Medical Service Corps (MSC), Health Care Administrator (HCA) Inservice Procurement (IPP) and Direct Procurement (DP) Officer accession programs. Using data from the Navy Officer Master File, Navy Officer Loss File, and Navy Personnel Research and Development Center's Officer Fitness Report File, comparisons of the officers accessed though the DP and IPP are presented. Ordinary least square models estimate the influence of procurement source, education, and personnel demographics on separation behavior and fitness report performance. Proportional hazard models estimate the years of commissioned service MSC HCA officers are expected to serve before retiring or being voluntarily released from active duty. Logit models evaluate the probability of being promoted and the probability of having above average fitness report performance values as a function of procurement source, education level college quality, and personal demographics. The findings reveal that MSC HCAs with ten or more years of commissioned service tend to leave within a few years of becoming eligible to retire. Differences in educational levels and early fitness report performance between officers accessed through IPP and DP were noted. Based upon research results, it is recommended that a benefit-cost analysis be done to determine the optimal MSC HCA accession policy.
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