Recruting and Retention Track

[BillB]

P226, Recruiting and Retention Specialty Track is a joke. Other than grammatical errors, some of the requirements are so far out in left field to be unrealistic. Place 2 classified ads to recruit people for vacant positions. Where does the ad go, to "Help Wanted"? Who's going to pay for this? If I was the Commander, I wouldn't. Take part in several missions. What has that to do with recruiting, other than give some experience in other fields. But that ignores any experience in cadet programs.
I was a Wing and Region Recruiting Officer and produced programs that had a double digit growth in membership. But I barely can qualify for Technician level.

[RogueLeader]

Not to mention that you need to have
1) A tech rating in another area
2) two years service prior

[TankerT]

And.... sooo many of the requirements are from the PA track... word for word...

[DNall]

Any suprise HQ doesn't have a handle on recruiting & retention?

[RogueLeader]

Most wings, from what I hear, don't have a good handle on it, btu Iowa is tossing some ideas around that should let us have a very nice grip on it.

[DNall]

Do feel free to share.

[Major Carrales]

The key to recruting and retention lies in two things...

1) Get people started and help them, don't just give them a pamphlet and send them on their way with  no guidance

2) Make them feel involved...offer the unit as their unit and the option to add thier visions to that of the Unit

3) It has to be fun, hard work is best done when people WANT to be there, avoid the petty political squables, correct in private and prais ein public.  Generate a squadron where people like eachother, a Chuch they might call it fellowship.

4) PUBLIC AFFAIRS, peopl ehave to know a) there is a unit, b) what the does, c) the utility of the unit, d) how they can get  involved.  If people are saying good things about the unit, service minded persons will flock to it.


Any SPEC TRACK in that field must address these issues.

[RogueLeader]

One of the big desires for the Recruting/Retention is Wing wide recruting- one officer who can travel around the State. have no other job at wing or local.  The problem is finding a willing person who can and will do this.  A record is going to be formed for each squadron called a "Unit Manning Document" Listing all personel at each job, and notating all vaciencies, so to identify jobs to recruit people into areas that they want to be involoved.  It also goes to keep too many people from being in one area.  For example, we don't need four assistant Finance officers and so on.

[DNall]

That's great, but it's too much for one person. We've talked in the past about having a Wg level Tiger Team to go out & help units w/ manning problems. They'd have a recruiting & retention team, and then they'd have a specialist in cadet programs, AE, ES, and Sq Ops... they'd be able to step in , shift things around, get a shared vision in place with solid mgmt practices & some leadership training.

Of course the idea behind that was to collect accurate metrics, identify troubled units, and attack into them with this hard driving team to put things on track super fast & then stand aside. You could use the same process to start a new unit too.

[SAR-EMT1]

Lol.. does ILWG have one of these Tiger Teams...we could use them at my unit.

[Capt Rivera]

One of the big desires for the Recruting/Retention is Wing wide recruting- one officer who can travel around the State. have no other job at wing or local.  The problem is finding a willing person who can and will do this.  A record is going to be formed for each squadron called a "Unit Manning Document" Listing all personel at each job, and notating all vaciencies, so to identify jobs to recruit people into areas that they want to be involoved.  It also goes to keep too many people from being in one area.  For example, we don't need four assistant Finance officers and so on.

Sounds cool! I might even be willing to do this... but there is one thing before I sign for this job... $$$ Some states are BIG, even if you split it with a team of officers who covered certain counties, there WILL be issues with hotel stay, Gas/mileage, missing work? Sounds like it would be more of a full time job then not. Not only would you have to do the leg work, but you would have to do all the research and relationship creating/maintaining.

[JC004]

Data from NHQ:

Recruiting and Retention Specialty Track numbers (nationwide)
Total Enrollments: 178
Master-Rated: 7

[afgeo4]

The Recruiting & Retention specialties ARE difficult, but what is the problem with that? I think it's about time we start working our butts off for our "badges"!

Recruiters are (or should be) the best, brightest, and strongest CAP members. We represent our organization, the USAF, and our nation to our citizens, young and old. We need to have the knowledge of most of CAP's programs. We need to be able to answer just about any question thrown at us either from memory or from a regulation. As a recruiter you only have one chance to make that first impression that CAP deserves. That's why I agree with all the requirements in the pamphlet. It shouldn't be easy. In fact, I think it could use more retention taskings. On the same note, I think most other tracks should become more difficult as well. Professionalism and competency comes from training. Pride comes from knowing that the training was difficult.

My only issues with the requirements are:
1. Attending a recruiting/retention workshop/seminar... Who's going to be the instructor for this seminar? This is a brand new specialty track!
2. Create plans in line with the Wing recruiting & retention policies... I would take a wild guess and say that most wings don't have those. I know mine doesn't.

I think the wanted ads requirement should include the internet and not just press. I think placement of TV/Radio advertisement/PSA should be a requirement for Master rating.

[JC004]

BTW... wanted ads? Where in the current pamphlet are those mentioned?

Page 6...very top.  (Senior Rating section)

[mikeylikey]

We will also need to be the friendly guy who gets the "departing" member to stay in. 

Something like "I know your AFIADL course has not show up in 3 years, and you have been passed over for promotion, and you usually end up driving cadets everywhere, please stay in just a little longer, I promise you everything will CHANGE"!

[afgeo4]

We will also need to be the friendly guy who gets the "departing" member to stay in. 

Something like "I know your AFIADL course has not show up in 3 years, and you have been passed over for promotion, and you usually end up driving cadets everywhere, please stay in just a little longer, I promise you everything will CHANGE"!

Or perhaps... "lemme look into this" and then have a chat with that member's unit commander and see what's really going on. Perhaps the commander failed to realize their treatment of said member has caused issues. It's our job to bring the issue to the surface. Perhaps the commander is doing this out of spite. In that case, it is our duty to bring the issue to the next level. Perhaps the member him/herself is at fault here. Then you have to consider if the member is worth retaining. Either way, we have to find ways to keep members in the program and happy. Even if it means suggesting that they switch units. Often we have to be the middle person between a member and a commander. It's a tough place to be, but someone should be there.

[JC004]

We will also need to be the friendly guy who gets the "departing" member to stay in. 

Something like "I know your AFIADL course has not show up in 3 years, and you have been passed over for promotion, and you usually end up driving cadets everywhere, please stay in just a little longer, I promise you everything will CHANGE"!

Or perhaps... "lemme look into this" and then have a chat with that member's unit commander and see what's really going on. Perhaps the commander failed to realize their treatment of said member has caused issues. It's our job to bring the issue to the surface. Perhaps the commander is doing this out of spite. In that case, it is our duty to bring the issue to the next level. Perhaps the member him/herself is at fault here. Then you have to consider if the member is worth retaining. Either way, we have to find ways to keep members in the program and happy. Even if it means suggesting that they switch units. Often we have to be the middle person between a member and a commander. It's a tough place to be, but someone should be there.

No need to look into it.  It's mikeylikey's fault.  He starts a lot of problems.  But that's ok, because he is just trying to prepare everything for my eventual take-over.   

Hopefully, a bright Recruiting/Retention person has a grasp on this BEFORE the member is on the way out the door, but there seem to be a good number who won't say much at all...they just quietly drift away and you hear about the cause afterwards (also mikey's fault).

[afgeo4]

Sounds like Mikey's in serious need of some R&R "love"

[JC004]

Sounds like Mikey's in serious need of some R&R "love"

Pretty much he was saying his initial quote to himself.  He dissociates sometimes.  I need him around for my revolution, though.

[afgeo4]

Sounds like Mikey's in serious need of some R&R "love"

Pretty much he was saying his initial quote to himself.  He dissociates sometimes.  I need him around for my revolution, though.

Just noticed that you're from PAWG... will you be attending the McGuire AFB Air Show next month?