I'll throw one more controversial statement out there. What kind of results do we expect from a system where no one is ever fired (they are just moved laterally and often end up back on track), those that can get out do so, and those that can't get promoted? Our selection process isn't that good!!!!

I know that's a huge generalization, but there is some truth in it. When many of those "fired, but not fired" people end up on the staffs where much of the queep requirement is generated, how do we expect a lean and focused system?

You are definitely command material. ;)

While I'll concede you make some good points, I'd add that you've moved the goal posts on several items, but that's OK.

I'd truly love to continue this (especially over a beer and if we ever get the chance to meet, I'm buying!), but I won't bore anyone else any further. Please don't misconstrue this to mean I've capitulated either. ;)

I truly appreciate your passion and obvious commitment to both the mission and the people. Thank you - it is refreshing.

In 1998 I briefed then USAFE CC Gen Ryan on the recommendations of a cross section of USAFE captains brought in to discuss morale and retention issues. When the idea of a "pilot track" was discussed, he tried to listen but he and his # 2 General Short both explained "...you think you want that but would never really be satisfied with the lack of upward mobility..."

In 2002, I joined the Air National Guard. I realized we have had that track all along...in the Total Force. I slept through that briefing in ROTC, and it took me 14 years to find it...but I eventually did. Ironically, when I got out to "fly" and skip the queep, I ended up in a unit vacancy and got promoted to O-5 early.

No idea where the total force will be in 5 years, but if you want the "pilot track", I think that is where you can probably find it.

Flag and General Officers make the rules. Some exceptions, but they pretty much demand you follow the rules they played by in their career. Look at their bios, and a pattern emerges...flew a tour or two as JOs, then started the PME/JPME1/JPME2/staff/disassociated/joint/DC path, with a touch and go back in a squadron for the required tours to keep them on the path to a star. God Bless those guys...they need it.

Education and Staff work is here to stay. Not as bad in Reserves/Air Guard, but Reservists still have same PME/JPME requirement, and once you are an 0-5 as a reservist you can count the flying jobs on one hand of Captain Hook.

The Military is a great ride. The defined benefit plan and Tricare for life rocks when you retire. Those staff tours and education make you a shoe in to be a beltway bandit, wearing a nice suit, going to meetings, and living in Northern Virginia or Waldorf MD.

Being a reservist is great, and very easy to manage your life by keeping your company, your family, and your unit equally disappointed in you.

Pick your poison, but pick the one where you will have the most fun. The folks I know who did what they wanted are happy in the Pentagon/Chrystal City, and in cockpits everywhere. The folks who did something out of fear, they just hate their life.

Albie, it's already going away in the Reserve. Our UMDs are starting to look more and more like AD, the top heavy rank structures are going away and we're moving more towards traditional structures. Additionally, they're looking at advanced degrees, PME (more than did you do it, but did you do it in time), HPO lists, both officer and enlisted career development, etc. Officers now have to opt out of having their careers centrally managed if they are not interested. I don't know that the NGB is following suit, but I wouldn't completely rule it out; being elevated to the JCS may have a downside.

LowSlow, me command material, not. However, I will be the first to tell you my command tour changed my views slightly and shifted some paradigms (to include the fact that not everyone is a good dude, we're not all on the same page/team, you can only change the system from the inside, etc).

May I steal this and claim I said it first? Maybe use it as a signature line? Its about perfect....

All yours. Enjoyed Panama City Seminar. Working on not being sarcastic...

LowSlow, I forgot to address, I'm not moving the goal posts. It's all related; detached, self-serving, or under-prepared leadership leads us to where we are. It's somewhat simple to complain about queep, but that's just a symptom. Fixing the disease, the root cause, takes knowledge of how the system works now, how it should work, how to change it, and the spine to do it. Unless the leadership has the qualities I described, how can we have faith they'll be our solution? Personally, I don't expect ineffective O-4s/O-5s to become highly effective O-6s and above.

I don't think the flag/general types have enough motivation to change the system. It's the familiar insulation they've grown fond of after decades of institutional programming. It's easy to have a conference or two and say we can make some real improvements. It's too difficult for a general to make a difference given the time they are there...only the proper motivation can overcome the roadblock that is difficult. Like was said earlier, if two conflicts can't do it then maybe only the budget is left...who knows.

^^^THIS^^^