Returns to Skills and Personnel Management: U.S. DoD Scientists and Engineers
AbstractPersonnel records are used to examine compensation, recruitment, and retention of a group of very highly skilled workers: civilian scientists and engineers in U.S. Department of Defense laboratories. In contrast to the private sector, returns to skills were largely flat for this group from 1982-1996. Despite this, quality and performance of recruits relative to earlier cohorts, and of those retained relative to those who left, remained stable. One explanation is the importance of defense-industry-specific human capital. These results hold for three different pay plans, including the federal government’s primary plan and two intended to introduce greater flexibility in personnel management.
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Bibliographic InfoPaper provided by Institute for the Study of Labor (IZA) in its series IZA Discussion Papers with number 1539.
Length: 30 pages
Date of creation: Mar 2005
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Publication status: published in: Economic Inquiry, 2006, 44(2), 199-214
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Find related papers by JEL classification:
- J24 - Labor and Demographic Economics - - Demand and Supply of Labor - - - Human Capital; Skills; Occupational Choice; Labor Productivity
- J31 - Labor and Demographic Economics - - Wages, Compensation, and Labor Costs - - - Wage Level and Structure; Wage Differentials
- J44 - Labor and Demographic Economics - - Particular Labor Markets - - - Professional Labor Markets and Occupations
- J45 - Labor and Demographic Economics - - Particular Labor Markets - - - Public Sector Labor Markets
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