usaf retention related survey

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