thedrifter
08-17-06, 06:11 PM
August 17, 2006
Official: Shorter hours may curtail recruiting abuses
By Rick Maze
Staff writer
In reaction to a congressional report that criticized military recruiting and revealed an increase in wrongdoing by recruiters, a senior defense personnel official said cutting working hours is becoming a high priority.
Bill Carr, deputy undersecretary of defense for military personnel policy, said the August 8 report by the Government Accountability Office that showed an increase between 2004 and 2005 in substantiated misconduct by recruiters and in criminal violations almost entirely results from a change, urged by the Pentagon, in how the Air Force counted complaints.
“Rather than counting complaints from the time we meet them to the time they ship off, the Air Force in 2005 counted any complaints through completion of basic training,” he said.
Carr said the numbers also are not so bad considering the volume of people who come into contact with recruiters.
“GAO itself reports that fewer than one-half of 1 percent of applicants experience actual misbehavior by a recruiter,” he said. “I bet most government and private sector enterprises would welcome a 99.7 percent fidelity rate in recruiting over a quarter-million people annually.”
While defending the higher numbers, Carr said recruiter stress that can lead to cutting corners is a concern. “We keep a close eye on work levels we put on recruiters,” he said. “Sales is a tough enterprise, and accountability is high, and so are temptations to shave steps.”
A 2005 survey of recruiters, not yet released, shows work hours have become a major problem, he said.
Carr said more recruiters are reporting they’re working longer hours. “With the exception of the Air Force, Air Force Reserve, and Air National Guard, a larger proportion of recruiters from each of the other Services/Components reported working 60 or more hours per week in 2005 than in 2000,” he said. “Eighty-five percent of Army recruiters and 89 percent of Marine Corps recruiters reported working more than 60 hours a week — which both reflect significant increases since 2000.”
Additionally, the survey shows 64 percent of Army recruiters and 81 percent of Marine Corps recruiters said they felt extra pressure because their recruiting assignment could have a make-or-break effect on their career, Carr said.
Sixty-two percent of Navy recruiters reported working more than 60 hours a week, a modest percentage point increase since 2000, while 67 percent said recruiting success was critical to their careers, Carr said. “Air Force recruiters showed significant improvements in the effects of job demands, consistent with historical trends. For example, only 26 percent reported working more than 60 hours per week, down from 39 percent in 2000, and 54 percent reported that recruiting has a “make or break” effect on their career, down from 68 percent in 2000.”
Long hours also were reported in the Army Reserve, Army National guard and Navy Reserve, Carr said.
“Recruiters know what their fellow military face in this war, and this is not griping,” Carr said, “These are some of the strongest NCOs and petty officers we have.”
“Providing relief means moving in resources,” Carr said, noting the Army, for example, has expanded its recruiting force by 20 percent.
Ellie
Official: Shorter hours may curtail recruiting abuses
By Rick Maze
Staff writer
In reaction to a congressional report that criticized military recruiting and revealed an increase in wrongdoing by recruiters, a senior defense personnel official said cutting working hours is becoming a high priority.
Bill Carr, deputy undersecretary of defense for military personnel policy, said the August 8 report by the Government Accountability Office that showed an increase between 2004 and 2005 in substantiated misconduct by recruiters and in criminal violations almost entirely results from a change, urged by the Pentagon, in how the Air Force counted complaints.
“Rather than counting complaints from the time we meet them to the time they ship off, the Air Force in 2005 counted any complaints through completion of basic training,” he said.
Carr said the numbers also are not so bad considering the volume of people who come into contact with recruiters.
“GAO itself reports that fewer than one-half of 1 percent of applicants experience actual misbehavior by a recruiter,” he said. “I bet most government and private sector enterprises would welcome a 99.7 percent fidelity rate in recruiting over a quarter-million people annually.”
While defending the higher numbers, Carr said recruiter stress that can lead to cutting corners is a concern. “We keep a close eye on work levels we put on recruiters,” he said. “Sales is a tough enterprise, and accountability is high, and so are temptations to shave steps.”
A 2005 survey of recruiters, not yet released, shows work hours have become a major problem, he said.
Carr said more recruiters are reporting they’re working longer hours. “With the exception of the Air Force, Air Force Reserve, and Air National Guard, a larger proportion of recruiters from each of the other Services/Components reported working 60 or more hours per week in 2005 than in 2000,” he said. “Eighty-five percent of Army recruiters and 89 percent of Marine Corps recruiters reported working more than 60 hours a week — which both reflect significant increases since 2000.”
Additionally, the survey shows 64 percent of Army recruiters and 81 percent of Marine Corps recruiters said they felt extra pressure because their recruiting assignment could have a make-or-break effect on their career, Carr said.
Sixty-two percent of Navy recruiters reported working more than 60 hours a week, a modest percentage point increase since 2000, while 67 percent said recruiting success was critical to their careers, Carr said. “Air Force recruiters showed significant improvements in the effects of job demands, consistent with historical trends. For example, only 26 percent reported working more than 60 hours per week, down from 39 percent in 2000, and 54 percent reported that recruiting has a “make or break” effect on their career, down from 68 percent in 2000.”
Long hours also were reported in the Army Reserve, Army National guard and Navy Reserve, Carr said.
“Recruiters know what their fellow military face in this war, and this is not griping,” Carr said, “These are some of the strongest NCOs and petty officers we have.”
“Providing relief means moving in resources,” Carr said, noting the Army, for example, has expanded its recruiting force by 20 percent.
Ellie