What is our part in Air Force retention process?

  • Published
  • By Master Sgt. Jason Devereaux
  • 90th Force Support Squadron
F.E. WARREN AIR FORCE BASE, Wyo. --  Air Force retention rates are currently a high visible concern, mainly because the amount of second term Airmen who are choosing to leave the Air Force. 

When a second term Airman chooses not to re-enlist, the Air Force loses eight years of experience, first line supervision and qualified workers and trainers. 

The Air Force has invested a lot of money in second-term Airmen and is not getting a return on the investment. 

The Air Force retention rates aim at first-term reenlistments of 55 percent, second-term reenlistment rates of 75 percent and career reenlistment rates of 95 percent. Overall, the 
Air Force is meeting its goals with first-term and career Airmen, but it is down almost 15 percent in reenlisting second-term Airmen. 

Far too often, we look for what the Air Staff and congressional leaders are doing to help us turn this matter around when we should first look at ourselves. 

Yes, higher pay, enlisted bonus, benefits and other entitlements help in the retention battle, but many issues can be addressed at the wing, group and squadron levels. What are you doing to contribute? What can you do here to help in our retention issues? 

First off, find out how we are doing. What are the re-enlistment rates within the wing, within the groups and within the squadrons? What are the re-enlistment rates within the career fields? What are some trends that might be affecting the retention rates? What can you do to help get rid of the negative trends and add to the positive trends? 

In 2009, hundreds of people at Warren are scheduled to make important career decisions regarding reenlistment. Every one of those people will choose to extend, separate or reenlist. Those decisions for 2009 are being formed today. 

Many people say they make their career decisions 12 to 18 months before their separation date. People around you are forming critical career decisions today. Do you know who they are in your work center, flight and squadron? 

Secondly, once you know who these people are, take time to offer career advice and information. We are not going to re-enlist every person, but it should be our goal to reach out to everyone making this critical decision to ensure they have all the information they need. 

Timely, accurate career information is critical. The goal should focus on ensuring our people make their career decisions with the active assistance of their supervisors and career advisors. It sounds simple, but we continue to fall short in this area. 

When was the last time you completely covered the Air Force compensation fact sheet with your Airman? Are you making sure your Airmen go to the Right Decision briefing held by the base career assistance advisor? 

These are both tools that can be used to answer questions and enlighten Airmen on what they will be giving up if they choose to leave the military. A lot of Airmen these days do not have any idea of all their pay, entitlements and benefits, and once they are made aware of it, they at least think again before choosing to get out. 

It is our responsibility to know what Airmen are coming up on their date of separation at least 12 to 15 months out. It is our responsibility to ensure our Airmen are getting the advice they need to make this critical decision. 

Even if the Airman is completely convince they are leaving the Air Force, we have to continue to reach out and provide career counseling and provide information so they can exit the military successfully. Furthermore, a lot can happen in a person's life in 12 to 15 months that could cause them to think twice before separating. 

We have to take an active role in our retention program to keep our best Airmen serving in the Air Force. If not, we are going to continue to lose outstanding, qualified, and experienced people.