Universal Intelligence

Unique solution to a common issue.

Retention rates in the United States military have recently decreased significantly across all branches. This is mainly due to outdated policies and structures and increased competition from the private sector. One of the policies many point to is the shaving policy mandated by the Department of Defense. Although this policy is not the root cause of low retention, it can push those on the fence to leave the military, as it can be viewed as a form of psychological control that hampers one’s freedom. This can create disillusionment among those tasked with watching or controlling millions of dollars worth of equipment but must conform to strict grooming standards.

In addition, the military structure is highly bureaucratic, requiring multiple levels of approval for even the simplest tasks, such as taking leave or needing permission to be sick. The lack of competitive pay and the requirements to take advantage of benefits like military tuition can also contribute to low retention rates. Each service has policies and structures, with different requirements for achieving certain benefits. For example, the United States Air Force only requires one to reach their level 5 training on paper to start using military tuition. In contrast, the U.S. Navy requires one to be at least E-5, which takes longer than achieving level 5 training.

To address this retention issue, the Department of Defense could introduce a program where military members who leave their respective service and wish to rejoin could be evaluated based on their progress in the civilian world. For instance, an E-4 military member who has worked in the civilian world, obtaining a degree and working as a manager or in other higher positions, could be evaluated based on various metrics and potentially enter the military at a higher rank. This same example can be applied to a former E-6 aspiring to rejoin as an E-7 or even an officer. One way to measure metrics for rejoining at a higher rank could be through a specialized test like the ASVAB. This process could be more comprehensive, involving recommendation letters from a previous employer and possibly a persona-based essay. This would not solve the retention issue overnight but would mitigate it, especially during economic decline or when a particular industry is struggling.