Posted on Jul 16, 2014
A Junior Officer's Perspective on Brain Drain | Small Wars Journal
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Are the best and brightest really leaving?
Interesting article and discussion over at SWJ.
What do you think? Are the best and brightest really getting out? Or is this what those who feel entitled tell themselves to feel better?
EMWTK.
Interesting article and discussion over at SWJ.
What do you think? Are the best and brightest really getting out? Or is this what those who feel entitled tell themselves to feel better?
EMWTK.
A Junior Officer's Perspective on Brain Drain | Small Wars Journal
Posted from smallwarsjournal.comPosted in these groups: 
Retention
Retention
Posted >1 y ago
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Sir, thanks for sharing this article, I enjoyed reading it. This is the same question that was being asked in the 90's era draw down after desert storm (and, I'm sure, many before); it's the same question that will be asked in the future as this cycle of build up, draw down will, undoubtedly continue for generations to come.
The easy answer is yes, we will loose some of the best and brightest throughout the entire rank structure; but I believe that the same can be said during any time in our history. A career of military service is not for everyone; and was never meant to be to begin with. The best that can be done to mitigate the outward flow of 'the best and brightest' is for leaders at all levels to provide HONEST and REALISTIC counseling and evaluations from 'cradle to grave' (specifically, getting rid of rating inflation - an entirely different discussion), thereby making is easier to identify those who would be best suited to remain. I believe this would be the best (although potentially most difficult and time consuming) first step for the long term future of the Armed Forces.
It's a challenge for any organization to retain the most competent and experienced members; especially those in leadership positions, and the military is no different. The fact that there is no clear future in sight for many of these younger service members (officer and enlisted alike) exasperates the issue exponentially.
The easy answer is yes, we will loose some of the best and brightest throughout the entire rank structure; but I believe that the same can be said during any time in our history. A career of military service is not for everyone; and was never meant to be to begin with. The best that can be done to mitigate the outward flow of 'the best and brightest' is for leaders at all levels to provide HONEST and REALISTIC counseling and evaluations from 'cradle to grave' (specifically, getting rid of rating inflation - an entirely different discussion), thereby making is easier to identify those who would be best suited to remain. I believe this would be the best (although potentially most difficult and time consuming) first step for the long term future of the Armed Forces.
It's a challenge for any organization to retain the most competent and experienced members; especially those in leadership positions, and the military is no different. The fact that there is no clear future in sight for many of these younger service members (officer and enlisted alike) exasperates the issue exponentially.
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COL Vincent Stoneking
MSG Wade Huffman You had me at rating inflation.
Reserving my opinion on the overall topic until a few others have chimed in, one theme repeated over and over in the comments that really resonated with me is "how does he know he's in the top 10%?!?" This is a very valid question as, per ratings, we only know "Above Center Mass" (approx to 49%), by BZ we only know top 1-5% MAYBE - I would argue that the BZ process is way to opaque to really draw that conclusion. For AC, you could MAYBE draw some conclusions from selection for resident CGSC/ILE (whatever it's called today), but I would be skeptical. I am hard pressed to see how one can claim to be in the top 10%, or even 25%, based on anything other than one's own self-assessment. [which suffers from so many issues that it can't really be taken seriously.]
About the only way I could see someone making a supportable claim would be an unbroken series of top-block OERS for N evaluations. Not sure what N is, it would be a number where only 10% of officers have that many top blocks in a row. Just don't have the data to figure that out. And even that is sketchy, and could just indicate that they are good at sucking up to the boss.
Reserving my opinion on the overall topic until a few others have chimed in, one theme repeated over and over in the comments that really resonated with me is "how does he know he's in the top 10%?!?" This is a very valid question as, per ratings, we only know "Above Center Mass" (approx to 49%), by BZ we only know top 1-5% MAYBE - I would argue that the BZ process is way to opaque to really draw that conclusion. For AC, you could MAYBE draw some conclusions from selection for resident CGSC/ILE (whatever it's called today), but I would be skeptical. I am hard pressed to see how one can claim to be in the top 10%, or even 25%, based on anything other than one's own self-assessment. [which suffers from so many issues that it can't really be taken seriously.]
About the only way I could see someone making a supportable claim would be an unbroken series of top-block OERS for N evaluations. Not sure what N is, it would be a number where only 10% of officers have that many top blocks in a row. Just don't have the data to figure that out. And even that is sketchy, and could just indicate that they are good at sucking up to the boss.
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MSG Wade Huffman
COL Vincent Stoneking , your comments are the very reason I stated that rating inflation in an entirely different discussion. I agree completely that there needs to be a definable 'trend' of excellence (or above center, or whatever) as indicated by (hopefully) not just multiple evaluations (your 'N'), but by multiple raters as well. Could this prove difficult? Absolutely, especially in the reserve components (and even on the active side with the slowdown in PCS moves), but I see no other way to define a 'trend' of excellence. Multiple ratings are good, but multiple ratings by the same rating chain? Not so much of a trend to me.
The even more difficult task would be standardization among raters. Not sure how to tackle this since we seem to be unable to even standardize ratings within commands (at lest not as of the time I retired). When you are dealing with someones career (quite literally), we must be able to compare "apples to apples". It's a major challenge, but one that needs to be looked at, dissected, analyzed, rinsed, and repeated until we get it right.
The even more difficult task would be standardization among raters. Not sure how to tackle this since we seem to be unable to even standardize ratings within commands (at lest not as of the time I retired). When you are dealing with someones career (quite literally), we must be able to compare "apples to apples". It's a major challenge, but one that needs to be looked at, dissected, analyzed, rinsed, and repeated until we get it right.
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I know that current structures throughout the military are destroying what little motivation anyone has to stay in. I think we should amend this to say, "those who are, and shall become, the best and brightest..."
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Suspended Profile
It is tough to retain the top 1-10 percent in any organization without the flexibility to guarantee and reward top flight performance. The military is no exception.
SSgt (Join to see)
1LT Sandy Annala Agreed and that is why, even in sports, that salaries have escalated so much. The problem is, are they what the owners thought them to be, or high-priced gambles.
Soldiers in any field have a singular advantage. Take Meteorologists for example, the best are those with training and experience. With regards to soldiers and more importantly leadership, is their ability to have a future doing it?
Soldiers in any field have a singular advantage. Take Meteorologists for example, the best are those with training and experience. With regards to soldiers and more importantly leadership, is their ability to have a future doing it?
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