Its a start. Now they need to tackle long term Quality of Life improvements targeting families - make them an offer they can't refuse
Insulting
$20K is a real slap in the face to Army officers, when Air Force officers (including several non-pilot specialties) were getting $100K+ bonuses. So an Air Force Security Police officer is worth five times as much as an Army MP?
If you're going to try to bribe people, make sure you're at least meeting if not exceeding the going rates in nearby neighborhoods.
I for one would be happy just to be able to use my GI Bill with more flexibility. Even if it was only me pulling out the $1,200 I put in years ago, I could apply that to a tactical training school or two, and gain much from it, or that UN Peacekeeping Institute POI that I've eyed for at least 9 years now.
Very interesting piece! A great deal of what is said seems to agree with Vandergriff's comments about needed overhauls in the personnel system (including the desire to return to a unit than an officer "grew up" in).
"On the plains and mountains of the American West, the United States Army had once learned everything there was to learn about hit-and-run tactics and guerrilla warfare."
T.R. Fehrenbach This Kind of War
Interesting. I would note that many Marines get frustrated by the B-billet rotation -- "I didn't join the Marine Corps as [fill in combat arms mos] to sit behind an [expletive deleted] desk in DC or Quantico!"Originally Posted by Strategic LT
Another thing that concerns/worries me is the idea about giving Reg/Brig COs and Bn COs the ability/authority to favor "top performers." There was a reason that this sort of practice was done away with, and that was the problem of the "pets" and favorites receiving benefits to the detriment of others, who, deserving though they might be, were not raging sycophants. This sort of a program needs to be tightly controlled/monitored lest it become a vehicle for field grade officer vanity.
I like some of it, some of it is ok, some of it is whining.
Officer attrition is out of control
I don't necessarily agree with everything in the article, but I have first hand evidence that the army needs to implement a system that would provide a variety of incentives to officers to stay in the army. The fact of the matter is out of all the FA LTs that I associate with I am the only one currently considering staying in after my commitment. That is out of 10 individuals. 10% retention is pretty scary. Obviously this is just a cross section of the army, but it is alarming still the same.
That is a very important note.
The thread is about retaining Officers, I throw this out on the table; Why not fix the SNCO retention first? Retention as in get rid of the non-thinkers, the ones that don't allow the officer to hang out in the Battalion CP because they need to be micro-managed.
Going from Infantry unit to Infantry is gauranteed to slow promotions. At the 11 year mark I was told that I was a great Infantryman/sniper but it appeared that I was afraid to take the challenge of a B-billet. I was not a well rounded MarineIn those 11 years I had seen many a B-billet rotational Marine come and go to the various Infantry units that I was in, non of them stood out as a "well rounded Infantryman." slackers, non-hackers, drill gurus, spit shine gods, salesmen, and Department of State letter agency specialist yes.....basic patrolling
For this community a simple question; does a Drill Instructor equate to a superior SNCO?
Promotion wise I would say yes, it opens up the road to SgtMaj.
Independant OODA type thinking....my opinion....NO. The Drill Instructor keeps the schedule in his cover at all times and he'll follow it to the letter! No free thought allowed.
Now taking a look at the pay, a 1st LT with 2 years in has a higher base pay then a SSGT with 16 years in. Even when receiving combat pay and no taxes my family had problems making ends meet when I was deployed.
My last 18 months before retirement, I requested a posting in the DC area. I was hoping to get a marketable skill for retirement, squadleader, sniper, plt Sgt, OTH Navigator, Assualt Climber.......and so on didn't seem like a marketable skill. I ended up in a COD guru's ultimate dream and my worst nightmare.
A CG kept on inviting me down to his office for one on one talks about training decision-making. My command was not allowed to send "adult supervision." My retirement consisted of my CO (LtCol) telling me to "Get the hell out of my office Gunny" after I answered his "what was your best post" question. My answer was as a Sniper Plt Sgt, as a young Sergeant (E-5) I had more independance and free thought then all of my SNCO years combined.
Upon retirement in the DC area I start to notice multiple examples of the homestead act of 1863. Tours between Quantico, Navy Yard, and Henderson Hall. It tears my heart to see Marines with 18-20 years and one deployment when they were junior Marines controlling destinies of Fleet Marines.
Okay, enough crying now.
At retirement many of these multiple deployment servicemembers are buying thier first house. Many of the homesteaders have 15 or so years worth of mortgage payments under thier belts. Multiple deployments also adds up to limited advanced education opportunities.
My simple grunt math is to fix the SNCO pay, offer the 50 percent retirement, throw in a separation/retirement bonus of 500k. When the service member decides to retire the uniform, he or she will know that there is 500k waiting for him or her to put on a house/education/hell of a retirement party. At least they will have an opportunity to compete with thier new peers.
A disclaimer:
I'm an idiot so take the above with a grain of salt
Good point, Nichols, but I think it raises an even better one. Why are there so many billets in the DC area? If you look at the raw numbers, there is 1 General Officer/Flag Officer for every 1600 other ranks. That's two GO/FOs for every Marine infantry regiment. Does it really take that many?
The issue of low SNCO pay has been with us for longer than many may realize. It was an issue in the post-Civil War army (to the point that one officer told congress he'd take a pay cut to be able to increase the pay of his first sergeant), as was the staff versus line debate. Maybe someday they'll actually take it on...
"On the plains and mountains of the American West, the United States Army had once learned everything there was to learn about hit-and-run tactics and guerrilla warfare."
T.R. Fehrenbach This Kind of War
WVO, good question.
Now that I have lost my emotional knots from Sam's Plasma Gun post last night........
I've come to the conclusion that the B-billets and heavy Officer/SNCO representation in the DC area actually helped me develop into I think a better Marine. The Corps got more bang for the buck being that I was a Squad Leader as a L/Cpl and a Plt Sgt as a Sergeant and single (I finally requested to move out in town when I was a SSgt; my Marine Corps teenage years
Only problem is that those B-billets get promoted a whole helluva lot quicker and the hardchargers in the DC area determine the fate of the fleet.
If I could do it all over again, I honestly wouldn't change any of it. Logically this makes no sence to me but this is how I feel.
The one thing that needs to be fixed is the discrepancy between pay, you put the rockers on and the pay should reflect and accountability should be demanded by the Officer's from thier SNCOs.
Current servicemembers at the 10 year mark should be offered the 500k bonus upon retirement.
I'm not finding fault with Sargent's post, but with the quoted attitude that is often expressed over beers at the O-Club.
The career path options for a Marine Officer are minted before that officer is initially commissioned. The company grade officers that young lieutenant begins his service with are all serving B-Billets (MOI, OSO, Naval Academy Staff, TBS, MOS School). The field grade officers in the fleet units all have served in B-Billets as well. At TBS, each career path brief includes the obvious B-Billet schedule. Even the Marine Officer's Guide (valid but dated) lists the B-Billets.
Thus, when the aforementioned quote is offered forward to solicit praise from an officer's peers, it is really a high point of ignorance. Does that officer expect Manpower to fly out from DC and draft up the ideal "combat arms" twenty year career without B Billets?
Concerning the original intent of the thread, my observation has been that most company and field grade officers will not make more money in salary when leaving the service, but will enjoy a more closely tailored quality of life to their own personal interets. Additionally, the edge they might lose in salary will more than likely be realized in reduced living expenses and more lucrative real estate opportunities.
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