Traditional performance metrics, such as number of contracts signed per month per Army recruiter, do not adequately measure recruiter effort, skill, and productivity. The authors develop a preferred performance metric that takes into account the difficulty of recruiting different types of youth in various markets and propose short-term changes to the system that would more accurately assess recruiter effort and skill.This book evaluates traditional performance metrics for Army recruiters and develops a preferred metric that takes into account the difficulty of recruiting different types of youth in various markets.