By Daniel Malta

Research reveals youth disconnected with military

NOTE Militarytimes recently had a very provocative article asking whether Lowering the enlistment age would help correct some of the army recruiting woes. We checked to see the latest from the army regarding recruiting and retention:

.The Army missed its recruiting goal for fiscal 2018 by approximately 6,500 recruits and leaders at every level are looking for solutions. 

With the entire Army becoming involved in the issue, every Soldier has the opportunity to make a meaningful impact to recruiting in 2019. While this opportunity exists, it’s important to understand the complexities of the issue and the methods we all use to help.

One major societal trend that has impacted recruiting is the fact that 50 percent of youth admit to knowing little to nothing about the military, according to U.S. Army Recruiting Command. Another challenge the command has highlighted is a disconnect between the military and society. Joint Advertising Market Research & Studies (JAMRS) conducted by the Department of Defense states youth perception of the military is declining due to a shrinking military footprint, years of prolonged overseas conflict, globalization, dwindling family ties, lack of knowledge, and a perception that service members aren’t “people like them.”

Reviewing these findings, it’s reasonable to believe that information-sharing alone can help curb the bulk of these problems. With the average Soldier having so much content to share, from how the military paid for their degrees to how they’ve traveled the world, what exactly should Soldiers be sharing? 

In the previous article, we explained that it’s necessary to step back from which elements of the Army appeal to you, instead highlighting those topics that meet the needs, wants, and desires of this youngest generation joining (post-millennials). 

Looking at a Future Plans and Associations study conducted by JAMRS, there were four important topics, which youths ages 16-21 didn’t perceive as something that the Army could offer. Those four things were an environment free from danger, a job that makes them happy, contact with family/friends, and an attractive lifestyle. 

Attending a recent high school visit on Fort Sill and speaking with students, these topics all reverberated when students responded to what they wanted out of a career. 

U.S. Grant student Annalise Saunders wants to work with plants one day because she finds them peaceful. She also stated that it was important for her career to allow her time with family, which she prioritized over any potential job. Another group of boys stated in unison their ultimate goal was “to be happy.” 

One of those boys, Juan Jimenez, U.S. Grant student, stated that “everyone here (the Soldiers) seems pretty cool with each other. They’re not blood, but they look close like that. That’s happiness. Being together and having someone that I know has my back regardless of where I came from, race, religion, sex, or creed, I feel like that’s pretty good.” When asked what was keeping him away, he stated “dying. I have a family I’d like to come home to every now and then.”

These anecdotes from local high schoolers, further outline the relevancy of topics like family, friends, personal happiness, safety, and lifestyle. 

Therefore, I believe the best thing we can all do is tell our Army stories in a way that highlights camaraderie, esprit de corps, brotherhood/sisterhood, and how amazing military life truly is. 

Yes, we’ve all had crappy moments and hardships in the military, but as a veteran, I also know that some of the best years of my life were spent “embracing the suck” with my fellow Marines. Focus on those stories, share your accomplishments and talk about how your unique lifestyle makes you happy.

Several months later, June 26, Thomas Brading, Army News Service Wrote:

For the fourth year in a row, the regular Army’s retention rate is over 80% after it recently hit its targeted goal five months early this year. 

At least 82% of eligible Soldiers have already reenlisted in fiscal year 2019, as historical highs among reenlistments continue, according to the senior Army career counselor. 

“Retention rates being so high tells us many things, mainly that Soldiers are happy with their jobs and serving their country,” said Sgt. Maj. Mark Thompson. “We understand that Soldiers ‘talk with their feet.’ If they’re happy, they stay. If they’re unhappy, they leave. The great news is, Soldiers are choosing to stay in record numbers.”

The regular Army’s fiscal 2019 retention mission was 50,515 Soldiers, but now at least 50,910 Soldiers of the assigned mission have been retained. Thompson believes it is the fastest the Army has made its retention mission. 

In fiscal 2018, the Army accomplished the highest reenlistment rate in its history by achieving a 92% rate without lowering any standard. 

The momentum is attributed to a variety of factors. Career counselors and leadership engagement has continued from last fiscal year to the current one, allowing the Army to achieve its mission ahead of schedule. In addition, the Army has offered a variety of incentives and bonuses for Soldiers eligible for reenlistment, he said. 

The Army has also expanded assignment options by increasing stabilization and stations of choice for Soldiers. These options have assisted with the increased retention rates, along with an emphasis on the quality of life for Soldiers and their families. In addition to location options, educational benefits are another big factor. 

“Families are taken care of through a variety of options such as transferring the GI Bill to qualifying dependents, which equates to four years of college,” Thompson said. “These benefits can also be split between children. For example, two years of benefits can be split between two children. That is a significant amount of money depending on where the child or spouse goes to school.”

To transfer benefits, Soldiers must have completed at least six years of qualifying service and agree to serve four more years. 

More than 15,000 regular Army Soldiers take advantage of this incentive on a yearly basis.

“Retention bonuses are also a big perk, with many bonuses ranging from a thousand to $72,000 depending on the career field,” he said. “The financial gap is broken down based off the Soldier’s [military occupational specialty], but also skill and grade. 

“Basically, whatever their job is, or the job they’re going to reclassify or retrain into, all factors into their retention bonus.”

The bonuses are also based on the needs of the Army, with mid-to-senior grade noncommissioned officers often more vital due to experience and knowledge. However, depending on MOS, initial-level Soldiers may be offered a larger bonus. 

Some of the highest bonuses are in the intelligence career field, where they can range from $17,000 for a private first class to $72,000 for a staff sergeant or sergeant first class. Special Forces and cyber operations also offer large bonuses. 

“Cyber operations specialist has become increasingly vital to the Army mission,” Thompson said. “We know certain skills can transfer to the civilian marketplace, so we offer them incentives to stay in the Army. Like any company, we must remain competitive to ensure we keep the most talented Soldier serving in the right job, in the right place.”

Retention numbers are based on Soldiers who are eligible to reenlist, which requires passing physical training scores and not being flagged for adverse actions. 

On any given year, he said, roughly 70% of Soldiers within a reenlistment window meet this criteria.

“We have maintained a high standard for our Soldiers,” he said. “But, we wouldn’t have been able to close the retention gap early without our high-quality career counselors at all levels working with Soldiers every day. 

“Career counselors have their ‘finger to the pulse’ of the organizations they represent, by knowing what the Soldier’s needs are, and how to educate them on the Army’s benefits.”

Counselors help Soldiers see the value of the Army and their service within it, he said, adding they also counsel them to determine their eligibility as well as future career options.

“Hitting goals five months early is indicative of the hard work by career counselors,” he said, “and how they listen to Soldiers and help them understand the benefits of continued service.”