The forecast for America is changing. The country has been dominated by a pandemic with no end in sight. However, the future for the military is looking bright. What does this mean for military families?
Why Members Serve
Surveys show most Americans believe military members serve for patriotic reasons. How do these views compare to the actual reasons why military members serve? Recent studies indicate many members are motivated to serve by the salary and benefits associated with the military. Recruits also express job stability and training opportunities as occupational motives for joining the service.
At the beginning of 2020, military recruiters were facing an uphill battle. The branches of the service were all competing for recruits as the economy and job market were excellent, and the pool of qualified candidates was small. The military was not only competing with itself, but with colleges, and the strong civilian job market.
Fast forward to the present day and consider the short and long-term effects of COVID-19 on the Department of Defense and Homeland Security. The pandemic is challenging all branches of the service in their ability to recruit and train personnel. Due to stay-at-home orders and quarantines, military recruitment and training has slowed in order to mitigate the spread of COVID-19. The stall in recruitment is presenting a challenge no one could have predicted.
However, there is a silver lining. Current unemployment rates and the economic outlook are somewhat dismal. The occupational motives for serving are perhaps more important now than ever. The military provides job and financial security when few civilian jobs exist. Could the economic downfall of COVID-19 be the answer to the recruitment woes of the military? The future of military recruiting is looking bright.
Separation, Retirement, Retention
Some military members serve their initial commitment and separate from the service once the obligation is complete. Others make the military a career serving 20 years or more. The military experiences a high rate of turnover and retention is an on-going battle.
Military aviation serves as an excellent example. All branches of the service are familiar with the pilot shortages seen in recent years. Pilot retention found itself in a downward spiral due to the lucrative pay, flexible schedules, increased control over home life, and benefits affiliated with employment in the commercial sector. Suddenly and unexpectedly, the airline and travel industries are facing unforeseen turbulence. Could the effects of COVID-19 on these two industries be the answer to the military’s pilot retention woes?
COVID-19 is presenting complications for every armed service to maintain a mission-ready workforce. Most branches are currently implementing programs to keep members in the ranks. The Navy recently loosened some retirement restrictions for sailors and officers. The Coast Guard has introduced a new campaign to retain personnel. The Army has made recent promotion and retention policy changes as well. The bottom line is the military needs to keep people from separating. Could the short and long-term effects of COVID-19 in America be the answer to the military’s retention woes?
Impact on Military Families
Military families often express a desire to plant roots and have more control over their lives. Some long for a more “normal” life and discuss the right time to end their military service. Now more than ever, the discussion topic is: How long can we remain in the military? Luckily, military families are always prepared to expect the unexpected.
Perhaps military families need to put the retirement and separation plans on hold. It may seem ironic, but an extended active-duty military career is starting to look like a first-class ticket to stability. Given the current unemployment rates in the United States, the future for military families is looking extremely bright.