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1. 10/3/2011 USAF RetentionRelated Survey MSgt Maria Cornelia
USAF/DPLFA
2. Is not a “exit” survey. We discontinued those over 20 years ago due to lack of participation. Members leaving do not want to complete a survey. Is not a “exit” survey. We discontinued those over 20 years ago due to lack of participation. Members leaving do not want to complete a survey.
3. Retention Survey How are the results tracked?
AFPC database populated when member completes survey
Who uses the data?
Air Staff Personnel
Family Matters
Quality of Life
2003 Survey should posted on the web soon
All survey data available via the web: http://www.afpc.randolph.af.mil/surveys/Pages/Reports.asp
4. Retention Survey Who responded to the the 2003 survey?
59% of officers and 42% of enlisted personnel
STAY: 3,540 “career-minded” company grade officers (1,210 female) and 1,888 first-term enlisted (733 female)
EXIT: 1,898 company grade officers (700 female) & 2,122 first-term enlisted (802 female)
Members were given 42 possible factors regarding their decisions to stay or leave the Air Force
Many reactions were common among all airmen
5. Retention Survey Influencing Factors Top responses across the service on what factors influenced airmen to STAY in the Air Force
Patriotism
Retirement Program that affects you
Job Security
Choice of Job Assignment
Availability of Medical Care
Availability of Dependent Medical Care
Say in Base of Assignment
Opportunity to Further Your Academic Education
Promotion Opportunity
6. Retention Survey Influencing Factors Top responses across the service on what factors influenced airmen to LEAVE the Air Force
Availability of comparable civilian jobs
Compatibility with spouse’s career
Amount of additional duties
Say in Base of Assignment
Overall Job Satisfaction
Recognition of Efforts
Home Station TEMPO
7. Other Issues What About Important Issues?
Availability of Dependent Medical Care
Compatibility with Spouses Career/Job
Availability of Family Support Ctr prgms/svcs
Promotion Opportunity
(Unless specified, the following slides are responses from only female service members)
8. Dependent Medical Care Availability of Dependent Medical Care
Officers rank it 10th in line of 42 reasons to STAY
Male officers ranked it 4th
Enlisted rank it 6th
Officers rank it 32th among reasons to EXIT
Enlisted rank it 33rd
9. Compatibility w/Spouses Job Compatibility with Spouses Career/Job
Officers rank it 29th in line of 42 reasons to STAY
Enlisted rank it 31st
Officers rank it 1st among reasons to EXIT
Male officers rank it 3rd compared to 21st in 2000
Enlisted rank it 7th compared to 22nd in 2000
Male enlisted rank it 11th compared to 28th in 2000
10. Family Support Center Availability of Family Support Center Programs
Officers rank it 24th in line of 42 reasons to STAY
Enlisted also ranked it 24th
Officers rank it 37th among reasons to EXIT
Enlisted rank it 41st
11. Promotion Opportunity Promotion Opportunity
Officers rank it 11th in line of 42 reasons to STAY
Enlisted rank it 9th
Officers rank it 26nd among reasons to EXIT
Enlisted rank it 27th
12. 10/3/2011 USAF RetentionRelated Survey MSgt Maria Cornelia
USAF/DPLFA
14. Non-rated Ops Retention Officer retention remains an important aspect of personnel force management
-Non-rated retention is measured by how many officers entering their 4th year of service will complete their 11th year of service given existing retention rates--also referred to as cumulative continuation rate (CCR)
FY02 officer retention rates were uncharacteristically high due to Stop Loss and does not give an accurate picture of retention health
FY03 retention rates overall reflect an improvement over previous years
Officer retention remains an important aspect of personnel force management
-Non-rated retention is measured by how many officers entering their 4th year of service will complete their 11th year of service given existing retention rates--also referred to as cumulative continuation rate (CCR)
FY02 officer retention rates were uncharacteristically high due to Stop Loss and does not give an accurate picture of retention health
FY03 retention rates overall reflect an improvement over previous years
15. Mission Support Retention Officer retention remains an important aspect of personnel force management
-Non-rated retention is measured by how many officers entering their 4th year of service will complete their 11th year of service given existing retention rates--also referred to as cumulative continuation rate (CCR)
FY02 officer retention rates were uncharacteristically high due to Stop Loss and does not give an accurate picture of retention health
FY03 retention rates overall reflect an improvement over previous years
Officer retention remains an important aspect of personnel force management
-Non-rated retention is measured by how many officers entering their 4th year of service will complete their 11th year of service given existing retention rates--also referred to as cumulative continuation rate (CCR)
FY02 officer retention rates were uncharacteristically high due to Stop Loss and does not give an accurate picture of retention health
FY03 retention rates overall reflect an improvement over previous years
16. Enlisted retention trends remain a constant concern with emphasis on retaining our 2nd term airmen--those with 6-10 years of experience that represent our fully trained airmen and mid-career NCOs.
Air Force retention goals are 55% of all first term airmen eligible to reenlist, 75% of second term, and 95% for career
Data reflects the number of eligible airmen who made a reenlistment (or a combination of extensions) vs. the number of eligible airman that separated. Airmen not eligible to reenlist but separated/discharged are not included.
* FY02 retention rates were uncharacteristically high due to Stop Loss. This data therefore does not reflect true retention trends for this period.
- To help combat our problems in retaining our highly trained and qualified force, the Air Force has initiatives in place to foster improved retention…these include a robust re-enlistment bonus program and continued utilization of Career Assistance Advisors at wing level
HISTORICAL DATA - (1st/2nd/Career) (Data is Cumulative)
FY77 - 39/69/95 FY78 - 41/65/93 FY79 - 38/60/91 FY80 - 36/63/92 FY81 - 43/72/94 FY82 - 57/81/95
FY83 - 66/83/96 FY84 - 62/80/96 FY85 - 54/78/96 FY86 - 58/77/96 FY87 - 62/79/97 FY88 - 50/79/97
FY89 - 59/77/96 FY90 - 52/69/94 FY91 - 59/77/95 FY92 - 59/76/96 FY93 - 61/82/96 FY94 - 60/81/96
FY95 - 64/77/96 FY96 - 59/76/95 FY97 - 56/71/94 FY98 - 54/69/93 FY99 - 49/69/91 FY00 - 53/70/91
FY01 - 56/69/90 FY02 - 72/78/95 FY03 – 61/73/95 FY04 – 67/75/98Enlisted retention trends remain a constant concern with emphasis on retaining our 2nd term airmen--those with 6-10 years of experience that represent our fully trained airmen and mid-career NCOs.
Air Force retention goals are 55% of all first term airmen eligible to reenlist, 75% of second term, and 95% for career
Data reflects the number of eligible airmen who made a reenlistment (or a combination of extensions) vs. the number of eligible airman that separated. Airmen not eligible to reenlist but separated/discharged are not included.
* FY02 retention rates were uncharacteristically high due to Stop Loss. This data therefore does not reflect true retention trends for this period.
- To help combat our problems in retaining our highly trained and qualified force, the Air Force has initiatives in place to foster improved retention…these include a robust re-enlistment bonus program and continued utilization of Career Assistance Advisors at wing level
HISTORICAL DATA - (1st/2nd/Career) (Data is Cumulative)
FY77 - 39/69/95 FY78 - 41/65/93 FY79 - 38/60/91 FY80 - 36/63/92 FY81 - 43/72/94 FY82 - 57/81/95
FY83 - 66/83/96 FY84 - 62/80/96 FY85 - 54/78/96 FY86 - 58/77/96 FY87 - 62/79/97 FY88 - 50/79/97
FY89 - 59/77/96 FY90 - 52/69/94 FY91 - 59/77/95 FY92 - 59/76/96 FY93 - 61/82/96 FY94 - 60/81/96
FY95 - 64/77/96 FY96 - 59/76/95 FY97 - 56/71/94 FY98 - 54/69/93 FY99 - 49/69/91 FY00 - 53/70/91
FY01 - 56/69/90 FY02 - 72/78/95 FY03 – 61/73/95 FY04 – 67/75/98
17. First Term Airmen Retention
18. Second Term Airmen Retention
19. Rated Officer Retention - Officer is measured by how many officers entering their 6th year of service will complete their 11th year of service given existing retention rates--also referred to as cumulative continuation rate (CCR)
FY02 officer rates were uncharacteristically high due to Stop Loss and does not give an accurate picture of retention health
Rated female trends are difficult to track since inventory is too low to make legitimate inferences.
Female Pilot inventory 6 CYOS: 13
Female Nav inventory 6 CYOS: 13
Female ABM inventory 6 CYOS: 12
- Officer is measured by how many officers entering their 6th year of service will complete their 11th year of service given existing retention rates--also referred to as cumulative continuation rate (CCR)
FY02 officer rates were uncharacteristically high due to Stop Loss and does not give an accurate picture of retention health
Rated female trends are difficult to track since inventory is too low to make legitimate inferences.
Female Pilot inventory 6 CYOS: 13
Female Nav inventory 6 CYOS: 13
Female ABM inventory 6 CYOS: 12