General Chang

We have a plan to backfill the bomber community with additional UPT grads to make up for any shortfall you may see over the next few years due to staff demands. It will be better for your communities as well, since new pilots have more longevity. All-around win-win. Hopefully the fighter and RPA guys get excited about the first bonus raise in a generation. Definitely a sweet pot of money on that rainbow: $35K/yr for 9 years! I am pleased that the issue of "raising the bonus" finally worked out. We had a lot of personnelists spend many hours to make sure our pilots are paid the correct amount via the bonus. Very exciting that it finally happened. Pilots, wherever you are at, please thank a personnelist. That small gesture will make a world of difference. Merry Christmas, all.

In this context, manning matters not. We don't need to send more people joint in order to compete for high-level joint positions. We need to send the top 10% to more joint assignments (and definitely not curtail the first assignment at the 22-month point). The CSAF also supports this line of thinking. The difficulty: the O-7 pole year is at 24 years ("in the zone" for O-7, if you will). This is the earliest of any service. In fact, a couple of years ago, we selected more O-7s in one class year at their 23-year point than 24-year selectees, although we are back to predominantly 24-years at the most recent board. Couple this with an already tight career developmental timeline that (typically) includes two O-6 commands and several years of the aforementioned schooling, and it suddenly gets very difficult to push our best through significant, important joint positions. I'm sure this facts-based post will harness double-digit thumbs-down responses. Doesn't make it any less true.

The money for your increased pilot bonuses will have to come from somewhere. Keep this and the House's increased bonus number to $60K (plus the monthly $1K- wow!), and you have a sustainable program. Not sure why the pilots are complaining. I know, I know, it's what you do best.

We get killed in the GO Joint billet competition because our fast burners only have 22-24 months of Joint time. We lack credible Joint FGO time (compared to other services), plain and simple. It has zero to do with education, PME or otherwise.

Absolutely spot-on. I have heard from many RPA pilots that the job is intrinsically rewarding work. It is also appealing because of fewer deployments (and the spreadsheets back this up). I believe some people on this forum are simply out to hurt our future Air Force with their negativity, and it makes me sick to my stomach. And ashamed. And a touch angry.

Absolutely join...don't let these sour grapes force you into any kind of hasty decision. You will regret that forever. Once in, work your tail off and be the best in your unit. Your leadership will fall over themselves to give you the choice assignments you want, all the way to Colonel. If you don't "have excellence," yes, you could find yourself like some on this forum, fulfilling needs of the Air Force that don't align with your plans. However, uphold the core values, and you won't need to worry about that. Be the best and you will rise to the top.

This is only the first step. If we can get more enlisted RPA pilots to take over all non-combat RPA roles, then permanently reclassify all current RPA pilots into the RPA career field, we will no longer need to pull pilots out of cockpits for RPAs. This would solve rated manning problems faster than any bonus increase (although A1 will continue to pursue that with Congress). Lots of reasons to be positive, people.

More people should read this string...there are many ways to make your dreams come true, but still stay in the AF and potentially become future senior leaders. I applaud those of you who have pursued this path. Thank you for your service.

Congrats to all of the recent grads, and welcome to the best ride of your lives.

Two thumbs up for this selection. He will continue the great works started by Gen Welsh. Get excited; our future is in good hands, Airmen.

Ok, a couple of you appear upset, but for the young guys on this forum, I'll state a similar message to my post on the SOS/ACSC board, then pull up my tent stakes on this issue. Our Air Force is honorable, lethal, and excellent. It is an organization that many in society would kill to be a part of. Some members of this forum have thrown that opportunity down the tubes during an emotional event. If you decide to leave, make sure you do it for the right personal reasons. The future opportunities in our AF will be incredible. You will be personally, monetarily, and professionally satisfied and rewarded. Get excited and be a part of it. It's your future.

Looking way too deeply into my words. This forum is full of washed-up pessimists telling young people, "Leadership sucks, the AF sucks, get out ASAP." That message is one-sided and must be counterbalanced with a more sensible message from leadership. We have incredible leaders in our AF at all levels, and to get a slot for in-res education is an honor, whether you accept or not. I am disappointed whenever a selectee turns down these incredible opportunities for leadership advancement, but in no way does that denegrate their service, as you seem to think I am implying. Listen carefully...the grass isn't always greener. If you earn a school opportunity, please seriously consider joining the ranks of our honorable AF leadership. You won't regret saying yes, but you'll always have to live with the "what if" of saying no, and that deep regret may last a lifetime. Young man: thank you for you service.

Too bad...these slots are huge leadership opportunities for those who earn them. Money in the airlines isn't everything. The Air Force provides leadership opportunities you'll never find on the outside.

Very mature, Colonel. Now that you feel better about yourself, let's discuss facts. A1 misjudged the effects of the 9-yr bonus. I acknowledge that. From the personnel perspective, however, A1 has a specific playbook and specific rules to follow in these scenarios. The AF is desperately trying to get Congress to approve higher bonuses. If successful, this will help slightly with officers on-the-fence. Next, some stop-lossed officers may rebel, but most will do their duty and uphold the core values (all should...we are officers first, as you learned in your schools). We may have to eliminate some of the extraneous additional duties at flying squadrons or authorize more civilians to help. So be it. Finally, a 15- or 20-year ADSC for UPT will have limited effect on the morale of pilots currently in, and the AF will still not have difficulty finding people to sign-up to fly...the novelty of flying never diminishes amongst a population enamored with it. If AF recovers from the pilot shortage down-the-road, A1 can curtail ADSCs. That won't be anytime soon, however, as AF will need to send more current pilots permanently into RPAs for the foreseeable future to meet Army demand for orbits. Pilots- you can help create a positive environment in your squadrons as we move through these difficult times. Emphasize the positives...flying hour programs are healthy, and pilots moved into the RPA community have the opportunity to establish themselves as leaders in the "community of the future," which can be a huge opportunity to excel. Also, RPA operators are home more, per the spreadsheets. Please help your GO leadership, and we will get through this together. Stay positive. You will sleep better tonight.

Ok, let's all take a deep breath and take the emotion down a notch. Big picture...HAF has bigger fish to fry than keeping pilots on the right side of the happy meter. Top of the list: finding $$ to recapitalize our fleet. We have tools to (short term) solve a potential pilot shortfall and (long term) ensure it doesn't happen again. No hesitation will occur if we cross the red line. Pilot satisfaction is simply not at the top of the list right now with tools like stop loss, expanded commitments, and (good possibility) expanded bonus options available. Hate the messenger all you want...fair warning: heed the message.

Guys, this is easy from the AF perspective...if we start having a significant long-term problem with retention, we'll stop-loss in the near term and move to 15-yr commitments long term. Take it to the bank. And before you pilots start whining on this forum, you knew this would be a possibility when you signed on the bottom line. The more of your friends that take the bonus, the longer we can put off S.L. and expanded commitments.

What's your problem, Spoo?

B-E-A-Utiful analysis. People should read, then re-read, then re-re-read this post. Spot on.

Two very good points.

Jaded, it is an elegant, quick, easy solution to implement and help alleviate some of the personnel pain in the drone community. Aviators should be the FIRST to embrace this idea.

Makes sense, if you think about it. People seeking out these jobs voluntarily are looking to put themselves on a trajectory toward Colonel. If they don't already have their Master's degree complete as a Major (and especially Lt Col), the person volunteering for this job is likely to be working on one in the very near future. The GO for whom he/she will be working wants your undivided attention/no distractions (like Master's degrees) for the 1-2 years the exec asst is in the job. These are not run-of-the-mill Sq/CC or even Wg/CC EA jobs. You guys really needs to open the aperture of your minds a little bit before you come onto his forum and spew about stuff. Critical thinking is appreciated.

Based ONLY on this info, without looking at your record or PRF...you are in good shape.

This will go a long way toward ensuring the future of the overall rated community. Chalk up a "W" for team A1!

Gen McDew is a highly-respected senior General at the highest levels of the Pentagon. We should be so lucky for President Obama/ Secretary Carter to nominate him.

Sky is not falling...between rapid influx of 18x and new enlisted RPA program, things will settle in the next few years. No panic in the P-gon.