Analysis of SRB and Incentive Pay in the Navy AIRR Community: A Model for Broader Application

Abstract

This thesis explores strategies to improve retention in the United States Navy’s Aviation Rescue Swimmer (AIRR) community. It proposes shifting from a reliance on Selective Reenlistment Bonuses (SRBs) to a combined approach involving qualification-based incentive pays. Survey data from AIRR personnel indicates that combining SRBs with monthly incentives tied to advanced qualifications is a more effective retention strategy than SRBs alone. This approach rewards service members for their skills, fosters professional growth, and reduces costs for the Navy. A cost-benefit analysis shows that retaining qualified AIRRs is significantly more economical than recruiting and training replacements, given the high attrition rates and substantial initial training investments. The findings suggest that performance-based incentives, supported by non-monetary benefits, can better align with the needs of highly skilled personnel, ultimately contributing to a more motivated and experienced workforce. Recommendations include adopting qualification-based incentives, restructuring SRBs to better reflect individual contributions, and incorporating non-monetary incentives to support long-term career satisfaction.