Not really--the point is this: Flying and staff billets coded as 11G (T-6, Pueblo, USAFA, MC-12 flying billets; all manner of staff billets; ALO billets--jobs that can be filled by pilots from any community ) should be proportionally filled by pilots from all the various communities. Due to shortages, Big Blue has wisely elected to disproportionately man these billets with 11Ms (or not fill them at all), in order man ops flying squadrons. This makes sense--good on the A1 types that are doing the best they can to man billets with the best-qualified folks available for those billets. Check with your bros in the aforementioned billets--T-6 sq's, MC-12s, dudes at Pueblo & USAFA, etc., and ask how many 11Fs (or 11Ss/11Hs) they have in their squadrons. I think you'll find crazy lots of 11Ms, with the other communities few and far between or totally absent.
The problem, as I perceive it--and neither GC nor anyone else has even tried to disprove this--is that HAF/A1M doesn't seem to be taking this into account when making decisions WRT to the ARP. Net result is communities such as the 11Ms getting crushed, with little incentive to stay in due to A1M looking at the wrong metrics. Try on these metrics: ACP take rates for FY '97-'01 (the last big hiring boom) were 35%, 28%, 42%, 32% and 30% (33% avg--half of the "record high" retention GC quoted). BTW, these metrics were for pilots as a whole--which community do you think found it easier to go from a large, multiengine airframe in Big Blue to a large, multiengine airframe in the civil sector? What happens to not only AMC, but also AFSOC, ACC, AETC, COCOMs, etc., when they not only fail to get the 11Fs with 12+ yrs of service they want, but don't get pilots at all . . . because the 11Ms have all jumped ship at their first opportunity. It's not like the ARP as currently structured provides much incentive to stay in . . .