Updated May 11, 2021
Defense Primer: Active Duty Enlisted Retention
Retention
disability separation and retirement (Title 10, U.S. Code,
The term retention refers to the rate at which military
Chapter 61) and punitive discharge for criminal activity
personnel voluntarily choose to stay in the military after
(Title 10, U.S. Code, Chapter 45).
their obligated term of service has ended (as determined by
their enlistment contract). Imbalances in the retention rate
Retention Goals and Results
can cause problems within the military personnel system. A
Table 1 lists active duty enlisted retention goals and results
common retention concern is that too few people will stay
for FY2018-FY2020. The data are broken out by Service
in, thereby creating a shortage of experienced leaders,
and retention zones, which are established by each Service
decreasing military efficiency, and lowering job
to reflect important phases in the military career lifecycle.
satisfaction. This was a particular concern from 2004 to
For example, a soldier coming to the end of his or her first
2009, as the stress of major combat deployments to Iraq and
enlistment after serving for four years in the Army would
Afghanistan raised concerns about the willingness of
be in the Army’s Initial Term retention zone; a similarly
military personnel to continue serving. The opposite
situated sailor would fall into the Navy’s Zone A retention
concern may also occur at times, particularly during force
zone. The Services’ main retention zones listed in Table 1
drawdowns: that too many people will stay in, thereby
are defined as follows:
decreasing promotion opportunities and possibly requiring
involuntarily separations to prevent the organization from
Army Retention Zones
becoming “top heavy” with middle- and upper-level leaders
ï‚· Initial Term: serving in first enlistment, regardless of
or to comply with end-strength limitations. Each of these
length
imbalances can also have a negative impact on recruiting by
making the military a less -attractive career option.
ï‚· Mid-career: second or subsequent enlistment with less
Congressional Role
than 10 years of service
The Constitution provides Congress with broad powers
ï‚· Career: second or subsequent enlistment with 10 or
over the Armed Forces, including the power “To raise and
more years of service
support Armies” and “To provide and maintain a Navy.” In
the exercise of this authority, Congress has historically
Navy Retention Zones
shown great interest in maintaining military retention rates
sufficient to sustain a fully manned and capable military
ï‚· Zone A: up to six years of service
workforce. Through its oversight powers, Congress
monitors the performance of the Executive Branch in
ï‚· Zone B: 6 years of service to under 10 years of service
managing the size and quality of the military workforce.
ï‚· Zone C: 10 years of service to under 14 years of service
Congress influences retention rates in a variety of ways,
including authorizing and funding
Marine Corps Retention Zones
ï‚·
ï‚· First term: serving in first enlistment
overall compensation levels, particularly in light of their
competitiveness with private-sector compensation;
ï‚· Subsequent: second or subsequent enlistment, with less
ï‚·
than 18 years of service
quality-of-life initiatives that enhance servicemember
and family member satis faction with a military career;
Air Force Retention Zones
ï‚· retention programs that provide for dedicated career
ï‚· Zone A: 17 months to under 6 years of service
counselors; and
ï‚· Zone B: 6 years of service to under 10 years of service
ï‚· retention incentives, such as reenlistment bonuses.
ï‚· Zone C: 10 years of service to under 14 years of service
More broadly, congressionally established personnel end-
strength levels can influence each Service’s retention goals.
Congressional interest in retention typically increases when
For example, if Congress were to substantially increase the
a Service fails to meet its goal for one or more retention
end-strength for a Service, that Service will generally
zones by about 10% or more, and particularly if the
require a greater number of new recruits, higher rates of
shortfall continues over several years. Additionally, even if
retention among current servicemembers, or some
a Service is meeting its goals by retention zones, Congress
combination of the two. Congress also establishes criteria
may nonetheless focus on retention shortfalls within
that affect eligibility for continued service, such as
https://crsreports.congress.gov

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Defense Primer: Active Duty Enlisted Retention
specific occupational specialties (for example, health care
which necessitated higher retention goals? Was it due to
professions or special operations).
more attractive compensation packages in the private-
sector? Was it due to decreased job satisfaction? The
The perceived cause of any such shortfalls is often of
perceived cause can affect interpretations of the shortfalls’
interest to Congress as well. For example, was the shortfall
significance and the options for remedying them.
related to congressionally directed end-strength increases,

Table 1. Retention Goals and Results
Active Component Enlisted Personnel, FY2018-FY2020

FY2018
FY2019
FY2020
Service/
Retention
Percent
Percent
Percent
Category
Goal
Achieved
of Goal
Goal
Achieved
of Goal
Goal
Achieved
of Goal
Army









Initial
20,318
21,295
105%
20,253
20,525
101%
21,990
22,924
104%
Mid-Career
21,412
22,389
105%
19,430
19,702
101%
18,240
19,174
105%
Career
11,220
12,197
109%
10,833
11,105
103%
9,990
10,924
109%
Navy*









Zone A
14.360
16,998
118%
18,798
20,978
112%
19,250
17,969
93%
Zone B
7,708
9,732
126%
8,065
9,121
113%
11,570
9,315
81%
Zone C
6,905
6,908
100%
4,888
5,834
119%
6,318
5,701
90%
Marine









Corps*
First
5,087
5,064
99%
5,584
5,498
98%
5,412
5,491
101%
Subsequent
5,513
6,121
111%
6,209
6,124
99%
6,005
6,004
100%
Air Force*









Zone A
16,330
18,693
115%
16,330
21,233
130%
16,590
20,717
125%
Zone B
8,823
10,437
118%
8,823
11,820
134%
9,003
10,463
116%
Zone C
6,997
8,160
117%
6,997
9,008
129%
7,218
8,484
118%
Source: Department of Defense.
Note: *The Navy and Air Force also have a Zone D and Zone E, which are not displayed above. Navy Zone D is 14 to 20 years of service, and
Zone E is more than 20 years of service. Air Force Zone D is 14 years to under 18 year of service and Zone E is 18 years to under 20 years of
service. Starting in FY20, the Marine Corps added an “Other” retention category which is not displayed above. It includes those who reenlist
with more than 18 years of service, certain Marines who reenlist under a special program for high quality personnel, and short-term extensions
of existing enlistment contracts into the next fiscal year.

Relevant Statutes
DOD Instruction 1304.29, Administration of Enlistment
Title 10 U.S. Code, Chapter 31
Bonuses, Accession Bonuses for New Officers in Critical
Skil s, Selective Reenlistment Bonuses, and Critical Skil s
Title 10 U.S. Code, Section 115
Retention Bonuses for Active Members


Other Resources
DOD Instruction 1332.45, Retention Determinations for

Non-Deployable Service Members

DOD Instruction 1308.3, DOD Physical Fitness and Body Fat
Programs Procedures
Lawrence Kapp, Specialist in Military Manpower Policy
https://crsreports.congress.gov

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Defense Primer: Active Duty Enlisted Retention

IF11274


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https://crsreports.congress.gov | IF11274 · VERSION 4 · UPDATED

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