Navy Personnel Research Articles

The leader strategy in improving performance of navy human resources

Nowadays the Indonesian Navy is considered to have succeeded in strengthening its role in carrying out the development of a world-class marine defense force and has also received recognition from various countries in the world. However, there are still many problems regarding improving the performance of human resources in the Navy organization. This study aims to determine the strategy of the Navy Leaders in improving the quality of competent human resources in their fields. Furthermore, the research objectives can be detailed again and are more operational in nature, namely a). Formulating a strategy for the leader of the Navy to solve the problem of inequality in the number of personnel with existing positions, especially in the lieutenant colonel and colonel strata until 2024 and b). Determining the strategy of the leader of the Navy in solving problems has not created a synergy between the functions of education, use, and maintenance so that it hinders the development of personnel. The method used in this study is a qualitative approach based on direct observation analysis, expert interviews, and literature study. The qualitative approach assumes that human resources are active resources, therefore the qualitative approach aims to understand the object and make explorations. The strategy results obtained are the implementation of competency-based personnel development policies, empowerment of the Navy Personnel Assessment center, carrying out "Superior Job Performer" activities, conducting Competency Based Interview (CBI) training and developing "Integrated Personnel Information System", and implementing the second policy careers for personnel who are not elected to certain positions. Furthermore, synergize between the functions of education, use, and maintenance of personnel for continuous personnel development.

The Impact of Ethical Leadership on Occupational Calling

Empirical studies on positive outcomes of occupational calling are increasing, but there are relatively few considerations of psychological variables and mechanisms that predict perceiving a calling. We studied a mediating effect of leader identification and moral identity in a relationship between ethical leadership and occupational calling. 324 Navy personnel participated in this study and responded to the following questionnaires: Ethical Leadership Scale (ELS); Leader Identification Scale; Moral Identity Scale; Calling and Vocation Questionnaire (CVQ). The results showed a significant relationship between ethical leadership, leader identification, moral identity, and occupational calling. Also, ethical leadership was positively related to occupational calling, and moral identity was also positively related to occupational calling. Lastly, a sequential mediating model showed the relationship between ethical leadership and occupational calling was mediated by both leader identification and moral identity sequentially. Based on the results, theoretical and practical implications for promoting moral identity and occupational calling, limitations, and suggestions for future research were discussed.

385. SARS-CoV-2 Infections Among Military Personnel Deployed on the USNS COMFORT to New York City During the COVID-19 Pandemic and One-Year Follow-Up

BackgroundThe USNS COMFORT deployed to New York City to augment the inpatient health care capacity in March 2020. The aim of this study was to determine the prevalence of severe acute respiratory syndrome coronavirus-2 (SARS-CoV-2) infection among US Navy personnel upon return from deployment, and to identify incident cases of SARS-CoV-2 infection during 1 year of follow-up.MethodsCrewmembers, the majority of whom were health care workers (HCW), were enrolled following deployment, in May 2020. PCR results from symptomatic crewmembers during deployment, and Day 0 and Day 14 post-deployment screening swabs conducted on all crewmembers, per military order, were abstracted. A questionnaire and serum were collected on Day 14 post-deployment. SARS-CoV-2 infection was defined as a positive SARS-CoV-2 spike glycoprotein immunoglobulin G antibody (IgG) or PCR. COVID-19 related medical encounters, PCR and antibody testing results within 1 year following deployment were abstracted from the Military Health System Data Repository (MDR). There was adequate provision of personal protective equipment (PPE) in the hospital and the COVID-19 vaccine roll-out for HCW began in December 2020. ResultsOf the 1200 crewmembers, 449 were enrolled and completed the questionnaire and screening swabs, and 432 (96.2%) completed the Day 14 blood draw (Table 1). The cumulative prevalence of SARS-CoV-2 infection was 3.01% (13/432; 95% CI, 1.61%–5.09%). One of 17 subjects did not complete the blood draw and was PCR positive on Day 14. 433/449 (96.4%) had a PCR performed during the follow-up period (i.e. after the Day 14 post-deployment visit until Feb 2021), for HCW screening or symptomatic illness (median number of tests: 2 [IQR: 1, 2; range: 1,6]). 25 of 433 (5.8%) were PCR positive (Fig 1). 19 (76.0%) occurred in corpsmen, 23 (92.0%) were symptomatic and none were hospitalized. One asymptomatic re-infection occurred in a crewmember who was PCR negative and IgG positive at Day 14 post-deployment. Table 1. Characteristics of the overall cohort and by SARS-CoV-2 infection Figure 1. Number of PCR tests (bar graph) and positivity rate (red line) by month in 449 USNS COMFORT crewmembers during 1-year follow-up after return from deployment ConclusionThe post-deployment prevalence of SARS-CoV-2 infection was low. A high proportion of HCW underwent PCR testing during 1-year follow-up but a low incidence of infection was observed. This was likely from community transmission as nosocomial transmission was mitigated by adequate PPE and vaccine roll-out. Disclosures All Authors: No reported disclosures

Turnover Intention Among the Navy People: The Role of Work Family Interference and Organizational Commitment

Human capital is a critical component of any organization's competitiveness. The absence of a high-capacity employee can have a negative impact on operational performance. The researcher examined the significance of organizational commitment as a mediator between work-family interference and turnover intention in the Royal Malaysian Navy. Data were collected from 400 navy personnel at the Lumut Naval Base in Perak, Malaysia, using structured questionnaires. Partial Least Squares-Structural Equation Modeling (PLS-SEM) was used to analyze the data. Organizational commitment serves as a mediator between work-family interference and turnover intention in the Royal Malaysian Navy. According to the findings of this study, organizational commitment mediated the relationship between work-family interference and turnover intention. Additionally, work-family interference is a significant predictor of intention to leave the RMN.

The Relationship between Motivational Factors and Job Satisfaction in Royal Malaysian Navy (RMN) Headquarters

The purpose of this study is to explore and evaluate the relationship between motivation factors (MF) and job satisfaction (JS) in the Royal Malaysian Navy (RMN) personnel. There are among the 250 personnel who are serving at Royal Malaysian Navy Head Quarters (RMN HQ), and questionnaires have been distributed to them for data gathering. The study adopted the Herzberg’s Motivation-Hygiene Theory (1959) as a framework in determining the relationship between MFs and JS among the personnel. To simplify, when an individual has a high level of MFs, which in this study refers to the opportunity for personal growth, promotion opportunity, responsibility, recognition and achievement, the level of satisfaction in doing his/her job is also increased. While for JS refers to workers' who are happy with their job, despite any kind of job, with or without supervision the workers will do their best in doing their work. JS can be measured in cognitive, affective, and behavioural components. Having JS will make an individual more positive and motivated to work independently. SPSS version 22 is used for the analysis of data. The outcomes indicated that there are significant relationships between MFs towards JS among RMN personnel.

Revitalization of Indonesian Navy Language School to Improve the Foreign Language Competence Supporting the Naval Defense Diplomacy

To result the foreign language competence for Indonesian Navy personnel, the education system in the Language School should be revitalized. The researcher found several problems causing the education process in the Language School not optimal in resulting the qualified graduates. They are lack of education programs, human resources management, education facilities, and cooperation with the other institutions. The research used qualitative method showing the phenomenon in the Language School, then compared to The Language Training and Education Center of Indonesian Defense Ministry and Australian Defence International Training Centre. To result the qualified graduates’ competence as expected, it can revitalize the education system of the Language School by using strategies to increase the human resources management of foreign languages instructors by increasing numbers of lecturers, enhancing the instructors’ ability and providing more welfare, upgrading the supporting education facilities by improving the quality of language laboratories, enhancing the library and procuring the guidebooks, improving the intensity of education programs by adding more foreign languages programs, and conducting more cooperations with the other language schools or education institutions. By revitalizing the education system, the Language School will be able to result the qualified graduates’ competence for foreign languages, so the fulfillment of highly-skilled Navy personnel can be manifested in order to support the diplomacy mission.

해군 간부의 긍정심리자본과 이직의도 : 우울과 조직몰입의 이중매개효과

Purpose: The purpose of this study was to identify the dual mediation effect of depression and organizational commitment in the process of positive psychological capital affecting the turnover intention of navy personnel (commissioned officers/non-commissioned officers). Methods: This participants consisted of 196 navy personnel who served in warships. Data were analyzed using independent t-test, one-way ANOVA, Pearson correlation coefficient, and a bootstrap sampling method. Subjective questions were analyzed using content analysis methods to work out the context of navy personnel''s job maintenance. Results: The dual mediation effect of depression and organizational commitment was confirmed in the process of positive psychological capital reaching turnover intention (total effect=-.961, p<.001). Conclusion: Based on the results of this study, it is necessary to develop an intervention program that utilizes internal factors to reduce turnover intention of navy personnel. Through this, it is expected that the internal factors of the navy personnel will be strengthened positively reducing the turnover intention and consequently leading to a decrease in turnover of navy personnel.

K-Means Cluster Analysis of Sex, Age, and Comorbidities in the Mortalities of Covid-19 Patients of Indonesian Navy Personnel

Covid-19 disease is still ongoing. It is necessary to do intensive research related to age, sex and congenital diseases so that management can be better planned. The research was conducted using data from Indonesian Navy personnel and their families, retired Indonesian Navy and their families. This study used k-means clustering for data grouping of Indonesian Navy personnel based on age, sex and congenital disease characteristics. The results of the k-means cluster clustering show that the k = 2 cluster has not been able to provide an explanation of the relationship between age, sex and comorbidity with the risk of death due to Covid-19. However, in the cluster with k = 3, it turns out that deaths due to Covid-19 are related to old age, men, even though there is no congenital disease. Meanwhile, using the k = 4 cluster, it is increasingly clear that deaths due to Covid-19 are closely related to old age, both men and women, with comorbidities.

Assessment of Dermal and Inhalation Exposure to Permethrin During Field Treatment of Military Uniforms.

Permethrin is a common pesticide spray-applied to civilian clothing and military uniforms for protection against biting arthropods in an effort to reduce risks to arthropod-borne diseases. During mass clothing spray events, exposure is possible through the dermal, inhalation, and ingestion routes. The potentially exposed population during a spray event includes the pesticide applicator(s) and working party (personnel who handle clothing/uniforms by positioning on the ground, flipping, and removing after spraying is complete). Previous investigation is limited regarding permethrin exposure via multiple routes of entry. Additionally, most exposure assessments are limited to pesticide applicators rather than working party that support applicator personnel. The purpose of this investigation was to conduct a multi-route exposure assessment for all personnel normally participating in mass permethrin military uniform treatments. The protocol and Informed Consent Document were approved by the Uniformed Services University of the Health Sciences (USUHS) Institutional Review Board (IRB) before fieldwork initiation (IRB number: USUHS.2019-032). Sampling occurred during routine spray events performed by 14 U.S. Navy personnel (3 applicators and 11 working party) over 2 days. Personal exposures were measured with dermal sampling, and airborne concentrations were measured with area air sampling. Permethrin area air sampling and analysis were conducted using OSHA Versatile Sampler-2 sampling media (n = 36). Dermal exposure was measured using dosimeter gloves (n = 26) and a dermal patch (n = 26) worn by study participants. All air samples were reported below the 0.4 µg limit of quantification. Glove sample results ranged from 45 to 120,000 µg and patch results ranged from 0.57 to 45 µg. A repeated-measures ANOVA showed non-statistically significant differences in dermal concentrations (P-value = .8340) between the applicators and working party in patches and gloves. Results suggest dermal contact is the primary route of exposure compared to inhalation when mass spraying clothing with permethrin. Similar dermal exposures between these two occupations may necessitate reconsidering risk assessment procedures, training and personal protective equipment (PPE) requirements for mass spray uniform treatments. Specifically, while PPE requirements for applicators are highly regulated by the Armed Forces Pest Management Board and include items such as Tyvek suits, chemical protective gloves, and air-purifying respirators, PPE was not regulated for working party personnel before this investigation.

Inorganic Dust Exposure During Military Service as a Predictor of Rheumatoid Arthritis and Other Autoimmune Conditions.

ObjectiveRheumatoid arthritis (RA) and other autoimmune (AI) conditions are associated with inorganic dust exposure. Many military activities are likely to entail inorganic dust exposures. We wished to identify associations between prior military dust exposure and RA and other AI conditions.MethodsWe studied persons from a roster of Army, Navy, Air Force, or Marine Corps personnel who had served in Operation Enduring Freedom and Operations Iraqi Freedom and New Dawn. We linked military occupational codes to a job exposure matrix assigning dust exposure likelihood. We used the Veterans Affairs Health Care System (VAHCS) electronic health care records to identify cases of RA, systemic lupus erythematosus (SLE), systemic sclerosis (SSc), vasculitis, and inflammatory myositis. Generalized estimating equations modeled risk of RA and other AI conditions associated with dust exposure, taking into account military service branch, age at first VAHCS encounter, sex, race/ethnicity, smoking status, and years of military service.ResultsOf 438 086 veterans (68% ever‐smokers), 44% were classified with likely or somewhat likely dust exposure. Cases included 1139 cases with RA, 467 cases with SLE, and 180 cases with other AI diseases (SSc, vasculitis, or inflammatory myositis). Military dust exposure was associated with increased odds of RA (odds ratio [OR] = 1.10; 95% confidence interval [CI] = 1.003‐1.20) and increased odds of SSc, vasculitis, or inflammatory myositis (OR = 1.23; 95% CI = 1.14‐1.34) but was protective for SLE (OR = 0.81; 95% CI = 0.76‐0.88).ConclusionDust exposure during past military service comprises an occupational and environmental risk factor for RA and other AI diseases. This is potentially relevant for prevention activities.

Variation of anti-A and anti-B titers in group O potential blood donors: A pilot study.

Resuscitation with fresh whole blood is vital to preserving life on the battlefield. Transfusing low titer O whole blood (LTOWB), defined as anti-A and anti-B titer levels of <1:256, is safe because LTOWB alleviates the risk for hemolytic transfusion reactions. Because of possible variations in titer levels over time, a study was needed using US Navy and Marine Corps personnel to assess how these titers change across two assessments. Retrospective data from group O marines and sailors (M = 25 years of age; range, 19-35 years) stationed in the San Diego region were acquired from the Armed Services Blood Program and the Composite Health Care System. Of 972 group O donors between January 2016 and November 2019, 55 donors with 2 samples were identified (N = 55). Analysis included contrasting rates of high (≥1:256) and low (<1:256) anti-A and anti-B titers on the initial and second blood tests, along with the time between testings. The average time between testing was 332 days (range, 35-1,121 days), which far exceeded the recommended 90-day interval (p < 0.00001). Only 45% met the 90-day recommendation. Titer status changed frequently, from low to high (anti-A, 18%; anti-B, 13%; LTOWB to not LTOWB, 21%) or from high to low (anti-A, 62%; anti-B, 78%; not LTOWB to LTOWB, 62%). Anti-A and anti-B titers change frequently enough to warrant testing immediately before deployment and even during deployment. The observed time elapsed between testing is unacceptably long. The present pilot study provides a foundation for a larger formal study to more fully characterize titer changes over repeated testing. Diagnostic test, level IV.

The Role of Meaningfulness at Work and its Impact on Turnover Intention: The Case of the Royal Malaysian Navy

The Royal Malaysian Navy (RMN) utilizes core principles to ensure organizational engagement. The Core Values of Honour, Loyalty, Courage, and Pride must be regarded with a sense of honesty and significance in order to build a sense of meaning to navy people. The major concern of the study is that navy people prefer to leave the service earlier than retirement age. This concept paper proposes how well professional experience, such as work meaningfulness affects turnover intention among navy personnel. This paper focuses on the Navy enlisted, the military personnel in the Malaysian Armed Forces. The study proposed that by fostering work meaningfulness, the employee would be more loyal and thus reducing their intention to leave.

The analysis of environmental factor for improving of navy resources performance

There are things that must be owned for every soldier to improve optimal performance, namely the development of competence. This scientific work is motivated by the importance of the role of management of Navy Resources which is closely related to performance, in this case, the Navy soldiers. Based on the results of the study, a person who has adequate experience and technical qualifications do not necessarily have a good performance, if the person concerned is not able to show behavior that supports the implementation of the task. For this reason, the need for technical competencies can be developed through education and training aimed at improving knowledge and skills. For behavioral competencies alone can be done through various training programs and individual development aimed at changing behavior. Whereas organizational values ​​that form institutional competencies can be instilled through indoctrination. Management of competency-based warrior performance is a current method in the field of behavioral science, which can be used to improve the quality of Navy capital in order to support the realization of a minimum essential force. Considering that as part of the government's bureaucratic reform program, the Indonesian Ministry of Defense has adopted a competency-based personnel management system, so the Navy Institution must inevitably integrate it into the Navy personnel development system.

Correlates of e-cigarette use among active duty US military personnel: implications for cessation policy

BackgroundElectronic cigarette (or e-cigarette) use has grown substantially since its US market introduction in 2007. Although marketed as a safer alternative to traditional cigarettes, studies have shown they can also...

Predictors of Symptom Increase in Subsyndromal PTSD Among Previously Deployed Military Personnel.

ABSTRACTIntroductionSubsyndromal PTSD (sub-PTSD) is associated with functional impairment and increased risk for full PTSD. This study examined factors associated with progression from sub-PTSD to full PTSD symptomatology among previously deployed military veterans.Materials and MethodsData were drawn from a longitudinal survey of Navy and Marine Corps personnel leaving military service between 2007 and 2010 administered immediately before separation (baseline) and ~1 year later (follow-up). Survey measures assessed PTSD symptoms at both times; the baseline survey also assessed potential predictors of symptom change over time. Logistic regression models were used to identify predictors of progression from sub-PTSD to full PTSD status.ResultsCompared to those with no or few PTSD symptoms at baseline, individuals with sub-PTSD were almost three times more likely to exhibit full PTSD symptomatology at follow-up. Risk factors for symptom increase among those with sub-PTSD included moderate or high levels of combat exposure and utilization of fewer positive coping behaviors. Use of prescribed psychotropic medication was protective against symptom increase.ConclusionThis study identified several predictors of symptom increase in military veterans with sub-PTSD. Interventions targeting modifiable risk factors for symptom escalation, including behavioral and pharmacological treatments, may reduce rates of new-onset PTSD in this population.

Toward a "Dashboard" Indicator of Retention in U.S. Navy Personnel.

Retention is a top priority for the U.S. Navy. However, our understanding of factors influencing retention of Navy personnel is limited. Current research implies that poor mental health, low appraisals of unit cohesion, low leadership satisfaction, and low social support may adversely affect retention. There is a need to understand how these and other factors influence retention in U.S. Navy personnel. We evaluated a broad range of factors influencing job satisfaction and career intentions (proxies of retention) in a large sample of Navy service members. Seven hundred and ninety-eight U.S. Navy men and women participated in this study as part of the Naval Unit Behavioral Health Needs Survey (NHRC.2014.0006). Independent variables included personal and unit morale, unit cohesion, affective organizational commitment, social support, behavioral health, sleep, leadership satisfaction, and perceived stress. Dependent variables include job satisfaction and career intentions. Separate multivariate regression models examined the unique and combined associations of independent and demographic variables with each dependent variable, respectively. Regression models accounted for 48% of variance in job satisfaction and 55% of variance in career intentions, respectively. The most robust predictors of job satisfaction were affective organizational commitment (i.e., one's emotional attachment to, identification with, and involvement in an organization), depressive symptoms, unit cohesion, and perceived stress; primary predictors of career intentions included affective organizational commitment, years of military service, marital status, and race/ethnicity. In this study, we identified diverse predictors of job satisfaction and career intentions of Navy men and women, with overall models accounting for substantial variance in both outcomes. This study informs evidence-based policies, programs, practices, and processes designed to influence job satisfaction, career intentions, and retention in U.S. Navy service members. These study findings also inform the development of a dashboard indicator of retention of U.S. Navy men and women.

Quantifying Clinical Opportunities at the Navy Trauma Training Center.

Military-Civilian partnerships (MCPs), such as the Navy Trauma Training Center, are an essential tool for training military trauma care providers. Despite Congressional and military leadership support, sparse data exist to quantify participants' clinical opportunities in MCPs. These preliminary data from an ongoing Navy Trauma Training Center outcomes study quantify clinical experiences and compare skill observation to skill performance. Participants completed clinical logs after each patient encounter to quantify both patients and procedures they were involved with during clinical rotations; they self-reported demographic data. Data analyses included descriptive statistics and chi-square statistics to compare skills observed to skills performed between the first and second half of the 21-day course. A sample of 47 Navy personnel (30 corpsmen, 10 nurses, 3 physician assistants, 4 physicians) completed 551 clinical logs. Most logs (453/551) reflected experiences in the emergency department, where corpsmen and nurses each spent 102.0 hours, and physician assistants and physicians each spent 105.4 hours. Logs completed per participant ranged from 1 to 31, (mean = 8). No professional group was more likely than others to complete the clinical logs. Completion rates varied by cohort, both overall and by clinical role. Of emergency department logs, 39% reflected highest acuity patients, compared with 21% of intensive care unit logs, and 61% of operating room logs. Penetrating trauma was reported on 16.5% of logs. Primary and secondary trauma assessments were the most commonly reported clinical opportunities, followed by obtaining intravenous access and administration of analgesic medications. With few exceptions, logs reflected skill observation versus skill performance, a ratio that did not change over time. Prospective real-time data of actual clinical activity is a crucial measure of the success of MCPs. These preliminary data provide a beginning perspective on how these experiences contribute to maintaining a skilled military medical force.

SARS-CoV-2 Infections and Serologic Responses Among Military Personnel Deployed on the USNS COMFORT to New York City During the COVID-19 Pandemic.

BackgroundCoronavirus disease 2019 (COVID-19) presents a unique challenge to United States Navy hospital ships. The aim of this study was to determine the prevalence of severe acute respiratory syndrome coronavirus 2 (SARS-CoV-2) infection among US Navy personnel deployed on the USNS COMFORT to augment the inpatient health care capacity in New York City.MethodsThis was a cross-sectional study conducted on USNS COMFORT crewmembers returning to Norfolk, Virginia, following deployment. Participants completed an electronic questionnaire and provided a serum sample at Day 14 post-deployment. Polymerase chain reaction (PCR) results from testing of symptomatic crewmembers during deployment and Day 0 and Day 14 post-deployment screening swabs conducted on all crewmembers, per military order, were abstracted. SARS-CoV-2 infection was defined as a positive SARS-CoV-2 spike glycoprotein immunoglobulin G antibody or PCR result.ResultsOf the ship’s total complement of 1200 crewmembers, 450 were enrolled: 432 (96.0%) completed the questionnaire and provided a serum sample. The median age of participants (interquartile range) was 30 (24–39) years, 50.8% were female, 58.6% were White, and 14.0% were Black; 80.1% had a clinical role during deployment. The cumulative prevalence of SARS-CoV-2 infection was 3.01% (13/432; 95% CI, 1.61%–5.09%). Twelve of 13 infections occurred in health care providers, and 8 of 13 were asymptomatic. The antibody profile of infected crewmembers varied by suspected timing of infection.ConclusionsWe observed a low prevalence of SARS-CoV-2 infection among USNS COMFORT crewmembers despite the inherent risk of a shipboard deployment to an area with high rates of community transmission. Our findings suggest that early infection control measures mitigated the spread of SARS-CoV-2 among crewmembers.

Operation Wigwam: tickling the Dragon’s tail in San Diego

ABSTRACT In May 1955, the United States conducted its first and only deep-water nuclear test. Codenamed Operation Wigwam, the test was officially conducted to determine the effectiveness of a nuclear device as an anti-submarine weapon. Operation Wigwam first came to public attention through a news article in New West magazine that detailed the events of the explosion and the effects it had on the health of several participants. When the article was published in 1980, many of the official documents covering the test were still classified. This article, looking at many of the now declassified documents, argues that Wigwam marked several firsts for the U.S. nuclear program, including the use of Navy personnel as test subjects, preparation for a public misinformation campaign in support of the United States tuna industry, and a shift in the overall use of secrecy in the nuclear testing program.

Sexually transmissible infections and sexual risk behaviour among deployed, ship-assigned USA Navy and Marine Corps personnel.

Data on sexual risk behaviour, partner type, gender, and healthcare provider-diagnosed STIs were collected longitudinally (2012-14) among sexually active personnel during deployment. Descriptive and bivariate data stratified by sex, STIs, and partner types were analysed using χ2 and t-tests, with statistical significance defined as P < 0.05. The final sample (n = 634) included 452 men (71%) and 182 women (29%). STI prevalence among males was 8% (n = 36); men who have sex with men (MSM) accounted for 25% of total STIs, and 43% of MSM reported an STI. Among all reporting STIs, 29% reported occasional partners, service member partners (15%) and non-condom use (16%). The highest proportions of non-condom use (71%), alcohol before sex (82%), and same-sex partners (67%) were reported by participants with mixed sex partners; 69% of these reported service member partners. Personnel with mixed partners reported high proportions of sexual risk behaviour. MSM accounted for 9% of the total population, but 25% of all STIs. As the majority of those with mixed partners and MSM also reported service member sex partners, safer sex education and prompt STI identification/treatment among these groups could reduce STI transmission among military personnel.