With a little modernization and a bit of shaping by a centralized requirements team, the existing program could be exactly the system we need.
Additionally, a Linked In-style resume system such as the Army’s Green Pages could support a market-based system People do sign up to serve their country. But no one likes seeing their family jerked around and uprooted every few years with little or no say in the process.
We have many sharp, intelligent, and innovative personnelists who are hindered by a system which forces them to operate a logistics network that shuffles people around as if they were boxes.
Instead, we should enable our talented HR professionals to shape a modern labor market and talent management system that empowers commanders and Airmen while meeting all Air Force job requirements.
To do that costs (conservatively) five times as much, so let’s say $30M.
When one such pilot leaves before we want them to, we’ve just thrown away a M investment.
In my personal experience, discussion about this possible market-based system immediately and inevitably devolves into the exact same fundamentally flawed question (at least for Air Force personnel): For those unfamiliar with Minot Air Force Base, it is in North Dakota and, at least according to those who ask that question, is closer to hell than Afghanistan. Maybe a “good” base is one at which a person can stay for more than two years so their spouse can have a career or their kid can be the high school football star. There are many possible incentives to motivate people to choose a given location.
This article seeks to examine nine common assumptions and claims of those who ask this question and attempts to offer possible implementation North Dakota. Maybe “good” means the childcare center is really great or the schools are fantastic or they have free sno-cones in the summer. Third, market-based systems that provide agency (choice) to servicemembers and commanders by utilizing market-shaping incentives exist and work!
When we as an Air Force start to prioritize our personnelists and personnel systems at a level commensurate with that of our aircraft, we will have the right number of personnelists with the right tools and a system that works.1) Inefficiency.
How much does it cost to move (permanent change of station — PCS) one-third of the force every year? If people chose to stay in one place longer than a few years, it could save dollars in the $B range.