DeadCanDance
Senior Member
- May 29, 2007
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This focuses on why the military's best young officers are leaving the military at an alarming rate. And yes, Iraq is a big part of it, but not the only part.
The Army's Other Crisis
Why the best and brightest young officers are leaving
Andrew Tilghman, a former Iraq correspondent for Stars and Stripes, is a staff writer for the Marine Corps Times.
For several years now, we've been hearing alarming warnings about the strain that the Iraq War has placed on the military. Since the conflict began, around 40 percent of the Army and Marine Corps' large-scale equipment has been used, worn out, or destroyed. Last year, the Army had to grant waivers to nearly one in five recruits because they had criminal records. There are no more combat-ready brigades left on standby should a new conflict flare.
These problems are of vital concern, and are reasonably well understood in newsrooms and on Capitol Hill. But the top uniformed and civilian leaders at the Pentagon who think hardest about the future of the military have a more fundamental fear: young officerspeople like Matt Kapinosare leaving the Army at nearly their highest rates in decades. This is not a short-term problem, nor is it one that can simply be fixed with money. A private-sector company or another government agency can address a shortage of middle managers by hiring more middle managers. In the Army's rigid hierarchy, all officers start out at the bottom, as second lieutenants. A decline in officer retention, in other words, threatens both the Army's current missions in Iraq and Afghanistan, and its long-term institutional future. And though many senior Pentagon leaders are quite aware of the problem, there's only so much they can do to reverse the decline while the United States maintains large numbers of troops in Iraq.
In the last four years, the exodus of junior officers from the Army has accelerated. In 2003, around 8 percent of junior officers with between four and nine years of experience left for other careers. Last year, the attrition rate leapt to 13 percent. "A five percent change could potentially be a serious problem," said James Hosek, an expert in military retention at the RAND Corporation. Over the long term, this rate of attrition would halve the number of officers who reach their tenth year in uniform and intend to take senior leadership roles.
But the problem isn't one of numbers alone: the Army also appears to be losing its most gifted young officers. In 2005, internal Army memos started to warn of the "disproportionate loss of high-potential, high-performance junior leaders." West Point graduates are leaving at their highest rates since the 1970s (except for a few years in the early 1990s when the Army's goal was to reduce its size). Of the nearly 1,000 cadets from the class of 2002, 58 percent are no longer on active duty.
http://www.washingtonmonthly.com/features/2007/0712.tilghman.html
The Army's Other Crisis
Why the best and brightest young officers are leaving
Andrew Tilghman, a former Iraq correspondent for Stars and Stripes, is a staff writer for the Marine Corps Times.
For several years now, we've been hearing alarming warnings about the strain that the Iraq War has placed on the military. Since the conflict began, around 40 percent of the Army and Marine Corps' large-scale equipment has been used, worn out, or destroyed. Last year, the Army had to grant waivers to nearly one in five recruits because they had criminal records. There are no more combat-ready brigades left on standby should a new conflict flare.
These problems are of vital concern, and are reasonably well understood in newsrooms and on Capitol Hill. But the top uniformed and civilian leaders at the Pentagon who think hardest about the future of the military have a more fundamental fear: young officerspeople like Matt Kapinosare leaving the Army at nearly their highest rates in decades. This is not a short-term problem, nor is it one that can simply be fixed with money. A private-sector company or another government agency can address a shortage of middle managers by hiring more middle managers. In the Army's rigid hierarchy, all officers start out at the bottom, as second lieutenants. A decline in officer retention, in other words, threatens both the Army's current missions in Iraq and Afghanistan, and its long-term institutional future. And though many senior Pentagon leaders are quite aware of the problem, there's only so much they can do to reverse the decline while the United States maintains large numbers of troops in Iraq.
In the last four years, the exodus of junior officers from the Army has accelerated. In 2003, around 8 percent of junior officers with between four and nine years of experience left for other careers. Last year, the attrition rate leapt to 13 percent. "A five percent change could potentially be a serious problem," said James Hosek, an expert in military retention at the RAND Corporation. Over the long term, this rate of attrition would halve the number of officers who reach their tenth year in uniform and intend to take senior leadership roles.
But the problem isn't one of numbers alone: the Army also appears to be losing its most gifted young officers. In 2005, internal Army memos started to warn of the "disproportionate loss of high-potential, high-performance junior leaders." West Point graduates are leaving at their highest rates since the 1970s (except for a few years in the early 1990s when the Army's goal was to reduce its size). Of the nearly 1,000 cadets from the class of 2002, 58 percent are no longer on active duty.
http://www.washingtonmonthly.com/features/2007/0712.tilghman.html
