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has been the longest period during which the all-volunteer force has been engaged in conflict. “Though the force has done remarkably well,” says Gilroy, “prolonged, high-tempo operations have affected recruiting.” Concurrently, the low support


for military service among influenc- ers — parents, teachers, and coun- selors — has “negatively impacted the propensity of the target market, youth ages 17 to 24, to join up,” says Gilroy. On top of that, the pool of qualified applicants is shrinking, with only about 30 percent of those youth making the cut. Gilroy, as well as service representatives, note this statistic reflects low aptitude, criminal behavior, and health chal- lenges like obesity. Another challenging factor is the


low high school graduation rate. Gilroy says only about 75 percent of young people earn diplomas today.


The right combination Gilroy’s office has set a standard to have 60 percent who take the Armed Services Vocational Aptitude Bat- tery (ASVAB) score in Category IIIA or above, with a mental aptitude of at least 90 percent for high school graduates. This benchmark has been in place since 1993, following research performed in conjunction with the National Academy of Sciences. This study looked at aptitude as well as ser- vicemember performance during Op- eration Desert Storm. “We have found 60/90 to be the most cost-effective combination of aptitude and educa- tion,” confirms Chris Arendt, Gilroy’s deputy for Accession Policy. Category IV applicants are those


with scores between 10 and 30 (out of 100) on the ASVAB. Over the years, re- ports of periodic increases in Category IV accessions have raised concern. Gilroy dismisses these concerns,


saying, “The DoD cap is 4 percent for this group, and the services are well below that. The truth is it’s not desir-


9 4 MI L I T A R Y O F F I C E R S E P T EMB E R 2 0 1 0


able to have a total force of [Category] IIIAs and above [those who score 50 and higher]. Not all jobs should be filled by high-aptitude [recruits]. Ev- eryone who enlists is qualified for the job they are going to do. This group [Category IV applicants] gets promot- ed. They earn Medals of Honor.” In 2005, the Army fell short of its


recruiting goals, shipping only 92 per- cent of the numbers required. That was also the first year since 1998 DoD overall did not meet its goal. A bright spot has been the Army and Marine Corps’ success in nearly achieving their new end strengths about three years ahead of schedule. Congress had authorized an active compo- nent plus-up of roughly 40,000 for the Army and 24,000 for the Ma- rine Corps. Gilroy notes 300 to 400


extra recruiters on the street have helped achieve these goals. Gilroy credits several factors for the turnaround in recruiting. The improved situation in Iraq, with decreasing casualties, has helped as- suage the fears of recruits and their parents. The services have some of the richest recruiting budgets in re- cent years, with significant resources for additional recruiters, enlistment bonuses, and advertising programs. Thanks in part to better-than-ex- pected retention figures, the Navy reduced its accessions goal by 2,000 to 3,000, and the Army cut its goal by 13,000 new recruits in FY 2009.


Retention: always a factor Retention is a crucial component in end-strength requirements and


(above) Navy Cmdr. Lenora Langlais, center, speaks with San Diego Junior ROTC cadets. (right) New recruits take part in the Navy SEAL Fitness Challenge in Kentwood, Mich.


PHOTOS: ABOVE, PETTY OFFICER 2ND CLASS JOSEPH R. WAX, USN; TOP, PETTY OFFICER 3RD CLASS DAVID SMART, USN


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