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RECRUITING

IN ORDER TO RECRUIT THESE SOLDIERS, WE MUST BE COMPETITI
AND OFFER WHAT YOUNG AMERICANS WANT AND NEED. THE DEMOGRAPHI
TRENDS TELL US THAT THE AVAILABLE POOL OF HIGH QUALITY AMERIC
IS SHRINKING AND WILL CONTINUE TO SHRINK WELL INTO THE 1990'S

DESPITE DEMOGRAPHIC TRENDS AND AN IMPROVING ECONOMY, WE HAVE
CONTINUED TO SUCCEED IN MEETING OUR RECRUITING AND RETENTION
GOALS IN BOTH QUALITY AND QUANTITY. HOWEVER, DUE TO THE
CONTINUING IMPROVEMENTS IN THE ECONOMY, THE DECLINING POOL OF
ELIGIBLE QUALITY MANPOWER FROM WHICH WE DRAW, A WIDENING
DISPARITY IN PAY COMPARABILITY, AND A REDUCTION OF APPROPRIAT
FOR QUALITY OF LIFE PROGRAMS; MAINTAINING THIS FORCE WILL BEC
MORE CHALLENGING. IF GIVEN THE NECESSARY RESOURCES, WE CAN

CONTINUE TO PROVIDE YOUR NATION WITH QUALITY SOLDIERS.

ARMY RECRUITING PROGRAMS CONCENTRATE ON ENLISTING HIGH SCHOOL DIPLOMA GRADUATE AND AFQT CATEGORY I-IIIA PERSONNEL THROUGH THE USE OF RECRUITING MISSION, TARGETED EDUCATION BENEFITS, ENLISTMENT BONUSES IN SPECIFIC OCCUPATIONAL CATEGOR AND OTHER SPECIAL INCENTIVES (E.G. TERM OF SERVICE, STATION O

CHOICE).

THE ARMY WOULD HAVE LITTLE TROUBLE MEETING ITS AGGREGATE

QUALITY MANPOWER NEEDS IF ONLY ATTRACTIVE, HIGHLY MARKETABLE
UNFORTUNATELY, THIS IS NOT THE C

SKILL TRAINING WAS OFFERED.

THE REAL PROBLEM FOR THE ARMY IS IN THE DISTRIBUTION OF QUALI
RECRUITS TO LESS DESIRABLE, YET HIGHLY CRITICAL, POSITIONS.

RESULT THE ARMY EMPLOYS A BROAD RANGE OF INCENTIVES TO ATTRAC

AND DISTRIBUTE HIGH QUALITY ENLISTEES.

THE MOST EFFECTIVE INCENTIVE FOR QUALITY SOLDIERS IS THE PROGRAM THAT PROVIDE EDUCATIONAL BENEFITS. THE NEW MONTGOMER BILL AND THE ARMY COLLEGE FUND (ACF) ARE THE EDUCATIONAL INCENTIVES THAT ARE TARGETED AT THE COLLEGE-ORIENTED MARKET

THE ARMY NEEDS THE ARMY COLLEGE FUND IN ORDER TO ATTRACT QUALITY RECRUITS. THE "KICKERS" THAT THE ARMY COLLEGE FUND PROVIDES ARE ATTRACTIVE TO YOUNG, COLLEGE-BOUND PERSONS.

ADDITIONALLY, EDUCATION BENEFITS ARE A WISE INVESTMENT IN AMERICA'S FUTURE AND A WORTHWHILE BENEFIT FOR A YOUNG PERSON WHO

HAS CHOSEN TO SERVE HIS/HER COUNTRY.

THE CASH ENLISTMENT BONUS OPTION (ER) IS DIRECTED MORE TOWARDS THE EMPLOYMENT ORIENTED SEGMENT OF THE QUALITY MARKET. NEW RECRUITS CAN RECEIVE BETWEEN $1,500 AND $8,000 IN ENLISTMENT BONUS DOLLARS FOR VOLUNTEERING FOR CERTAIN CRITICAL SPECIALTIES. THE OPTION IS ALSO USED TO DIRECT A FLOW OF QUALITY RECRUITS TOWARD MOS'S THAT ARE CRITICALLY SHORT IN QUALITY FILL. IN FY 86, 23% OF THE FOUR YEAR QUALITY ENLISTEES WHO RECEIVED A BONUS INDICATED THAT THEY WOULD NOT HAVE ENLISTED IN THE ARMY WITHOUT IT AND 18% SAID THAT THEY WOULD HAVE ENLISTED IN A DIFFERENT MOS IF NOT FOR THE BONUS.

THE ARMY OF TODAY REQUIRES BRIGHT, HIGHLY MOTIVATED AND COMMITTED SOLDIERS.

ENLISTMENT INCENTIVES ARE TAILORED TO

ATTRACT THESE HIGH QUALITY SOLDIERS WHO HAVE ADDED SO EFFECTIVELY TO OUR READINESS IN RECENT YEARS. IN FACT OUR CURRENT SUCCESS IS

PARTLY A PRODUCT OF THE AVAILABILITY OF INCENTIVES SUCH AS THE

ARMY COLLEGE FUND AND ENLISTMENT BONUS.

WHEN WE LOOK AT RECRUITING A FACTOR TO CONSIDER IS YOUTH'S PROPENSITY TO ENLIST. THIS IS MEASURED BY THE ANNUAL YOUTH ATTITUDE TRACKING STUDY. IT SHOWED AN OVERALL SERVICE PROPENSITY UP SLIGHTLY FROM 984. AIR FORCE'S POSITIVE PROPENSITY IN 987 JUMPED FROM 16.0 TO 18.2 PER CENT, A LARGE INCREASE. BUT THE LOWER PROPENSITY FOR THE ARMY HAS REMAINED STABLE FROM 1984 TO 198. THE COMPETITION IS TOUGH; THE POOL IS SHRINKING; THE ARMY HAS THE LARGEST DOD MISSION; AND WE NEED INCENTIVES AND RESOURCES TO CONTINUE TO RECRUIT QUALITY SOLDIERS.

DOLLARS (M)

THE CHARTS BELOW SHOW THAT RECRUITING INCENTIVES AND

RESOURCES ARE DECREASING AND THIS TREND MUST BE REVERSED.

FEWER ASSETS TO OPEN THE DOOR AND FEWER ASSETS TO CLOSE THE SAL
DOLLARS ARE AS OF FY88/89 ABS (ASSUMES 4% INFLATION PER YEAR)

COMPENSATION

21 MAR

MILITARY PAY WILL LAG BEHIND

A MAJOR CONTRIBUTION TO RETENTION IS ENSURING THAT OUR
SOLDIERS AND FAMILIES KNOW WE WILL TAKE CARE OF THEM. THEY
EXPECT ADEQUATE COMPENSATION.
CIVILIAN EARNINGS IN THE PRIVATE SECTOR BY 11% IN FY 88. IF THE
GROWTH IN THE PAY GAP IS NOT STOPPED, RETENTION WILL DECLINE AND
THE QUALITY OF OUR NCO LEADERSHIP IN THE NEXT DECADE WILL BE

REDUCED.

OUR DRILLING RESERVISTS, DISPITE A 2% PAY RAISE ON 1

JANUARY, HAVE SUFFERED A 5% CUT IN TAKE HOME PAY AS A RESULT OF

THE SOCIAL SECURITY WITHHOLDING.