Updated December 21, 2022
Defense Primer: Active Component 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 component enlisted retention goals and
common retention concern is that too few people will stay
results for FY2020-FY2022. The data are broken out by
in, thereby creating a shortage of experienced leaders,
armed service and retention zones, which are established by
decreasing military efficiency, and lowering job
each armed service to reflect important phases in the
satisfaction. This was a particular concern from 2004 to
military career lifecycle. For example, a soldier coming to
2009, as the stress of major combat deployments to Iraq and
the end of his or her first enlistment after serving for four
Afghanistan raised concerns about the willingness of
years in the Army would be in the Army’s Initial Term
military personnel to continue serving. The opposite
retention zone; a similarly situated sailor would fall into the
concern may also occur at times, particularly during force
Navy’s Zone A retention zone. The armed services’ main
drawdowns: that too many people will stay in, thereby
retention zones listed in Table 1 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
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.
Mid-career: second or subsequent enlistment with less
Congressional Role
than 10 years of service
The Constitution provides Congress with broad powers
over the Armed Forces, including the power “
Career: second or subsequent enlistment with 10 or
To raise and
support Armies” and “
more years of service
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
Zone A: up to six years of service
workforce. Through its oversight powers, Congress
monitors the performance of the Executive Branch in
Zone B: 6 years of service to under 10 years of service
managing the size and quality of the military workforce.
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
First term: serving in first enlistment
overall compensation levels, particularly in light of their
competitiveness with private-sector compensation;
Subsequent: second or subsequent enlistment, with less
than 18 years of service
quality-of-life initiatives that enhance servicemember
and family member satisfaction with a military career;
Air Force Retention Zones
retention programs that provide for dedicated career
Zone A: 17 months to under 6 years of service
counselors; and
Zone B: 6 years of service to under 10 years of service
retention incentives, such as reenlistment bonuses.
Zone C: 10 years of service to under 14 years of service
More broadly, congressionally established personnel end-
strength levels can influence each armed service’s retention
Congressional interest in retention typically increases when
goals. For example, if Congress were to substantially
an armed service fails to meet its goal for one or more
increase the end-strength for an armed service, that service
retention zones by about 10% or more, and particularly if
would generally require a greater number of new recruits,
the shortfall continues over several years. Additionally,
higher rates of retention among current servicemembers, or
even if an armed service is meeting its goals by retention
some combination of the two. Congress also establishes
zones, Congress may nonetheless focus on retention
criteria that affect eligibility for continued service, such as
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Defense Primer: Active Component Enlisted Retention
shortfalls within specific occupational specialties (for
which necessitated higher retention goals? Was it due to
example, health care 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, FY2020-FY2022
Armed
FY2020
FY2021
FY2022
Service/
Retention
Percent
Percent
Percent
Category
Goal
Achieved
of Goal
Goal
Achieved
of Goal
Goal
Achieved
of Goal
Army
Initial
21,990
22,924
104%
25,006
25,618
102%
26,321
27,111
103%
Mid-Career
18,240
19,174
105%
19,776
20,388
103%
19,506
20,296
104%
Career
9,990
10,924
109%
11,494
12,106
105%
10,107
10,897
108%
Navy*
Zone A
19,250
17,969
93%
17,594
18,099
103%
17,523
18,886
108%
Zone B
11,570
9,315
81%
8,184
7,701
94%
7,751
8,271
107%
Zone C
6,318
5,701
90%
5,304
5,200
98%
5,247
5,724
109%
Marine
Corps*
First
5,412
5,491
101%
5,877
5,567
95%
5,820
5,918
102%
Subsequent
6,005
6,004
100%
5,835
5,853
100%
5,417
5,794
107%
Air Force*
Zone A
16,590
20,717
125%
18,068
23,013
127%
19,109
22,627
118%
Zone B
9,003
10,463
116%
9,941
11,478
115%
10,852
11,426
105%
Zone C
7,218
8,484
118%
7,406
8,539
115%
7,900
9,010
114%
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 years of service and Zone E is 18 years to under 20 years
of service. Starting in FY2020, 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. DOD is not yet reporting retention results for the newly established Space
Force.
Relevant Statutes
Other Resources
Title 10 U.S. Code, Chapter 31
DOD Instruction 1332.45, Retention Determinations for
Title 10 U.S. Code, Section 115
Non-Deployable Service Members
DOD Instruction 1308.3, DOD Physical Fitness and Body Fat
Programs Procedures
DOD Instruction 1304.29, Administration of Enlistment
Bonuses, Accession Bonuses for New Officers in Critical
Skil s, Selective Reenlistment Bonuses, and Critical Skil s
Retention Bonuses for Active Members
Lawrence Kapp, Specialist in Military Manpower Policy
IF11274
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Defense Primer: Active Component Enlisted Retention
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