xaarman

Was this already posted? The FY17 Rated Officer Retention Analysis is in the Static Demographics under AFPC applications. Normal details, but the pilot FY17 take rate was 43.8%, down from 48.1% in FY16.

With the oil crash, there are actually a lot of rentals available. Check ahrn.com and homes.mil for examples. As for a single dude w/no dependents, it entirely depends on dorm capacity. Typically, unless residency is above 95%, you get dorms (and no BAH.) Unfortunately, the AF only views people as single, or married. Girlfriends are irrelevant. However, working 12+ hour days 6 days a week, going solo isn't a bad thing. Unless your SO is a nurse or teacher, sometimes local jobs can be challenging to come by... so if she's got a good deal going for her at her current location, it might be worth keeping her in her current spot. Good luck!

Give it up and get an Apple Watch

Allow me to play devils advocate - There is no rule about being a shitty commander.... the order is both legal and internationally ethical. No Fraud Waste and Abuse is at stake (not counting your time.) What would an IG do with this?

I believe it's this... this is my category and I've had a ton of questions if this affects me. Nope, separation orders in hand, couldn't be happier. I wonder if I could change my declination of continuation with AFPC... then meet an APZ board and be promoted. Oh, no thanks.

Hahahahahahahahaha!!!!!

To be honest, I can't see AFPC, HAF/A1 or MAJCOM A1 caring about passed over Captains turning down continuation. They know pilots won't stay Captains unless they're prior enlisted and need it to make retirement. On the AFPC roadshows, a number was used for planned attrition, but I don't recall what it was. However, I could see them caring about how many pilots were passed over in the first place.... but the Defense Officers Personnel Management Act (which mandates up or out and promotion by year group) overrides service specific job requirements. IMHO, nothing will change until Congress changes DOPMA.... and the branches don't want it changed because it's one of the few ways to separate (leaderships view of) underperformers.

Those wings look so awkward for the airframe.

I just signed my declination of continuation sheet. It says "I understand that by declining continuation, I will be separated, effective the last day of the 6th month following approval of the board, under AFI 36-3207, Separating Commissioned Officers, unless I have an earlier voluntary DOS established or after completion of all Health Profession ADSC obligations incurred... blah blah blah" What the "board approval" date is, I'm not sure. I'll update when a DOS is in the system. Also every sheet/memo/statement has in big, bold, and underlined letters that if I decline continuation, I am not entitled to Involuntary Separation Pay. Like, they really want you to know that.

2x passover, no UIF, offered (but turning down) continuation. Forever grateful for the past decade, forever grateful I don't have to do another decade (or another 2 years.)

Friends at other bases have the list now. Been a fun 10 years and no regrets, but definitely looking forward to not doing another 10 years. Leadership is currently sticking with their no notifications until the 18th timeline, so it's still unofficial, and no words on continuation.

Thread question: how long from an ETS can you be deployed? I'm expecting pass over here shortly, which should put my DOS 31 Jan. With terminal, it should be around 15 Dec, and the squadron is planning on me being deployed 12 Oct - 15 Dec. While I know terminal requires commander approval, is there a reference for the min time home? Everyone who has separated has said 6 months minimum to deal with the life change, VA appointments, MPF, Finance, final out checklists, etc.

Notifications are starting to go out, friend has been notified he made it. Currently deployed, so I suspect I'll find out around public release.

You forgot Maxwell. (sarcasm intended)

A lot of things wouldn't have gotten done without JQP. Remember the mold problem at AUAB? Or the Laughlin IP issues? Those alone make me thankful for the JQP readership. While I don't always agree with the conclusions, I read the articles and will stay subscribed for a long time.

If I had to guess, it's because they shut off the pipeline when I went through (09-10.) Of the 3 guys who went T-38s in my class, one got KC-135s, one got T-6 FAIP (now BUFFs) and the other got UAVs. They combined our 3 guys with the prior (or next class, don't remember) and of those 6, only one person got a fighter (F-15s). It was like that for the entire CY, and then some. Plus all the other aforementioned stuff in the thread.

At least they updated it from Late Jun - Mid July to Early - Mid July!

IMHO posturing. Turkey literally shot down one of Russia's planes, and all they did was "increase sanctions." AFAIK, we haven't touched anything Russian at this point, I don't think they want to give us a reason... everything has been strictly anti Assad.

Speaking of general discontent, what's the latest in the RPA world? 2014-2015 there was talk of the massive 18X exodus, how are they doing? Did the extra cash buy them morale? Did going from 65 to 60 CAPs solve the work load? There was all the talk, but haven't heard much in the last year+.

MyPers O-4 release status board updated, pushed back to Late June - Mid July

I agree, by the time O-4 rolls around, one should know the realities/requirements of the Air Force. The bureaucracy of military isn't changing, no matter what lip service HAF A1/AFPC/CSAF etc say they're doing. I take that back... it'll change when DOPMA changes... but as a soon-to-be 2x passed over Captain, the other side is calling my name and I wish all those who stay the best!

From what I can tell, nothing really fixed retention (BENT give a bit of a bump IIRC [and leather jackets /s])... the USAF waited long enough for the economy to take a shit and/or airlines stopping hiring. Unfortunately, my google-fu skills tell me people didn't write ACSC papers on high retention years. The FY16 Rated Retention Report has all the numbers and there is a direct correlation between airline hiring waves and retention.

I read an ACSC paper that was posted here that covered the BENT program. It was sold that there were limited resources/flying hours, and priority was given to those who made the commitment to serve beyond their initial ADSC, or something like that. Reading the ACSC papers are fascinating. Each time, the AF has gotten through it by not changing anything, but riding it out until the next economic downtown. Notes are mine from random scrolling through. 1988: http://www.dtic.mil/dtic/tr/fulltext/u2/a192791.pdf "USAF pilot retention has once again decreased to an alarmingly low level. The combination of factors present in the current situation--large pay inequity, the perception of reduced benefits due to constrained budgets, and lucrative opportunities in the civilian economy--has the potential to make this pilot retention crisis the worst ever in for the Air Force" 1993: http://www.dtic.mil/dtic/tr/fulltext/u2/a270298.pdf "An exit survey of pilots in 1979 showed job satisfaction, geographic stability, little say in future assignments, job opportunities, and senior Air Force leadership as the most often cited reasons for separation". "For example, on one occasion the Air Force issued leather flying jackets to currently rated pilots in an effort to increase morale. Some have proposed a "dual track" Sysyem for pilots which would allow th 'pilots who want to concentrate on flying to avoid some non-flying duties typically required of pilots desiring promotion and advancement in the Air Force. " "In an effort to improve the retention of experienced senior pilots, there have been proposals to develop a two track system for pilots. This system, often referred to as the Dual Track system, would allow pilots to remain in a career track similar to the one they are in currently, or alternatively enter a track where they would be a pilot "specialist." Air Force Major David Evans explains that a pilot in the specialist track ". . .would no longer be considered for promotion, PME, or other non-flying related programs and would retain his current rank for the remainder of his service". " RAND Study in 2000: www.dtic.mil/get-tr-doc/pdf?AD=ADA533214 The United States Air Force is facing the largest peacetime pilot shortage in its history. This report examines the origin and nature of the shortage along with retention issues, and shows that the real problem is experience levels in operational units. etc etc. The more things change, the more they stay the same. Oh wait, another one! 1999: http://www.dtic.mil/dtic/tr/fulltext/u2/a397320.pdf Deployments are a significant factor in high operations tempo for the military. Another factor related to the end of the Cold War and operations tempo is the downsizing that has occurred. Since 1989, the USAF has reduced its overall strength from almost 600,000 airmen to less than 400,000 in 1998, a 33 percent decrease in end strength.13 The smaller force combined with the higher operations tempo impacts the individual airman directly by increasing personnel tempo. Today's economy also contributes to USAF retention problems. As a result of the healthy economy, the unemployment rate is only 4.3 percent, a 30-year low.14 The result is competition for employees. One particular labor market where competition for employees is especially fierce has been the market for pilots. This market has been competitive because there has been a hiring boom by the airlines in recent years, not only because of the healthy economy, but also because of the need to replace a large number of airline pilots reaching mandatory retirement age. .. USAF senior leadership at the February 98 CORONA conference identified this high operations tempo as the primary reason USAF pilots separate from the service. .. There are a variety of USAF initiatives intended to improve aspects of quality of life and thereby increase retention. These initiatives are intended to address two of the reasons highlighted in chapter two, personnel tempo and compensation.

As a passed over '07 guy, I can shed a little insight on this. Turned down Chief of Wing Programming, Chief of Wing Life Support, and 2x Check Flight Commander to remain flying the line. I was having a blast, flying 3-5x a week teaching in T-1s. First SQ/CC asked me if I knew what I was doing to my career, and still let me do it. Second Commander reminded me, where I told him I was never going back to big blue. Fantastic Commanders that supported my goals. Also, at UPT, you can fly the line, I could not do the same at a big MWS base. Counting down the days until I get out. However, with all the shenanigans going on, I am very scared I might get promoted ABZ. Please dear God no.

https://www.c-span.org/video/?426158-1/military-officials-explain-reasons-behind-pilot-shortage&start=1672 The raw footage, Lt Gen Grosso says the 1-2 year obligations is for the USAF to regain credibility in the squadron as a "try it and see all the positive changes we're making"/revitalizing the squadron per CSAF direction. I watched the whole thing, some interesting points... there's no proof that pilots taking the bonus were going to stay in anyways, but 96% of the people who don't take the bonus separate. Also, this quip: Starts at 25:59 - OKAY, I PARTICULARLY WANTED TO TALK ABOUT NON-MONETARY INDUCEMENTS. AND I NOTED THAT IN THE REPORT, THERE WAS A REFERENCE MADE TO 260 DAYS AWAY DURING DEPLOYMENT FOR SOME OF THESE AVIATORS AND 110 DAYS AWAY EVEN WHEN YOU ARE ON HOME TEMP RARE DUTY. THOSE ARE LONG STRETCHES AWAY. AND IN YOUR ACTUAL STATEMENT, GENERAL GROSSO, THERE'S A CHART HERE THAT SHOWS, ACTUALLY THE RANKING OF THE RULE OF CIVILIAN JOBS IS MUCH LOWER THAN ADDITIONAL DUTIES WHICH WAS AT 37% AND MAINTAINING WORK/LIFE BALANCE AND MEETING FAMILY COMMITMENTS WHICH WAS AT 31%. ABILITY OF CIVILIAN JOBS WAS AT 24%. SO I THINK THE LURE OF COMMERCIAL AIRLINE JOBS WHILE IT DOES HAVE SOME ALLURE, I THINK ADDRESSING THOSE TOP TWO WOULD BE SIGNIFICANT SO TO EACH OF YOU, I WOULD LIKE TO ASK THE QUESTION IN A MINUTE AND 36. WHAT IF ANYTHING YOU ARE DOING TO TRYING TO ADDRESS THE NON-MONETARY ISSUES. So in another forum, there's a debate of would people really be leaving if airlines didn't pay so well. Who knows, but Lt Gen Grosso said there is a direct correlation between airline hiring and pilot retention.