1. 2015 CAP Recruiting and Retention Strategies Summary Report 2015 CAP Recruiting and Retention Strategies Summary Report Brig Gen Larry F. Myrick, CAP/CV BUILDING CAP’S TEAM... FOR TODAY AND TOMORROW

2. Reasons for Leaving: SM Not enough time: 23% Poor leadership: 14% Time and talents not needed: 9% Other reasons listed: Too many regulations Too much paperwork Lack of activities/training opportunities

3. Reasons for Leaving: Cadet No longer interested in CAP: 19% Poor leadership: 17% Going to college: 12% Too time consuming: 8% Could no longer attend meetings: 7% Lack of activities: 6%

4. Preliminary Analysis Recruiting numbers are down across the board Retention has remained stable albeit with fairly consistent high attrition rate Leadership at all levels appears to be challenged in addressing the problem of recruiting & retention Leadership training is lacking at all levels While some identify the local unit as the key to success in this area, the consensus of the majority is that this is a problem that spans the entire chain of command CAP has quality programs for adult and cadet members CAP continues to be a “best kept secret”

5. Preliminary Analysis (Continued) Some unit commanders are not aware of their community demographics and how they impact recruiting & retention CAP as an organization has lacked recruiting & retention goals CAP has not provided commanders at all levels with the tools to be successful in recruiting & retention

6. Path Forward - Individual Remember what motivated you to join CAP Do you still enjoy your CAP experience? If not, why not? If yes, what do you look forward to? What motivates you to continue to participate? How do you challenge yourself? Do you make time to participate in fun and personally rewarding activities? How do you prevent personal burnout? How do you prevent others from burning out?

7. Path Forward - Leadership Better leadership development at all levels How to effectively lead volunteers How to manage a volunteer organization How to plan interesting and engaging meetings and activities (positive, fun, well planned) How to match member talents with unit needs/requirements How to effectively mentor adult members How to reduce paperwork burdens on all members How to maintain enthusiasm

8. Path Forward - Leadership Modernize UCC Make UCC available online and in residence Provide regular continuing education for commanders at all levels Webinars have proven useful Publish “best practices” Provide other incentives for commanders to participate in continuing education programs Have measurable and realistic recruiting & retention goals for ALL command levels

9. Path Forward - Leadership Develop and charter additional school units Units located near military installations reach out to base/post/station youth programs as a source of potential cadets and to provide STEM enrichment education opportunities for military dependants Require a Recruiting & Retention Officer to be assigned at all levels Develop Recruiting & Retention Officer Schools/Colleges at the wing, region and national levels Recognize recruiting & retention officers at the wing, region and national levels with a “Recruiting Officer of the Year” award

10. Path Forward - Leadership Develop and provide a Recruiting & Retention Tool Kit for use by local recruiting and retention officers and make kit available to all online Develop partnerships with local USAF recruiters, requesting they refer interested youngsters and medically disqualified adults to CAP for possible membership Ensure better education of USAF Recruiting Command as to the benefits of recruiting CAP cadets; STEM knowledgeable candidates, Mitchell Award advanced grade (E-3), etc.

11. Path Forward - Leadership Explore partnerships with AFJROTC, JROTC, NJROTC, MCJROTC Explore partnerships with state guard cadet programs and ChalleNGe Programs Develop good media relations and invite the media to activities, award/promotion ceremonies and other human interest events Develop and distribute professional quality PSAs about CAP Develop a means to track ACE students and invite them to join as cadets when eligible

12. Path Forward - Leadership Develop a membership emergency fund to assist members financially with retaining membership during difficult financial times Resurrect a multi-year membership option Conduct regular “climate surveys” for all members at the 3 month, 6 month and annually thereafter, enabling the leadership to get in front of potential problems that may adversely impact retention Develop a CAP National Commander’s Reading List similar to the CSAF Reading List and provide forums for discussion of the topics presented in the readings

13. Path Forward - Leadership Involve CAP in Home Schooling Conferences, presenting CAP’s STEM curriculum for use by home school parents Identify leadership educational opportunities outside of CAP, enriching and “cross-pollinating” our leadership with other leadership views and concepts Lower age for cadet aircrew to 16 years of age with parental consent & explore potential FECA issues Transition to digital fingerprint processing Make bilingual resources available (Spanish) Don’t increase the burdens on local units

14. Path Forward - Leadership Improve relationship on a national level between CAP and the other Air Force Total Force components (Active, Reserve, Air Guard) Develop and provide training for ALL members on how to conduct one-on-one recruiting: How to develop an effective elevator speech; “Truth in advertising” – In your enthusiasm, don’t oversell CAP; Managing the potential member’s expectations; Where to go for more information; Where to refer a potential member if they don’t reside near your unit; How to make a recruitment “handoff”

15. Path Forward - Recruiting Have well trained recruiters who are friendly and enthusiastic Identify, train and utilize mentors for new members; adult and cadet Recognize star recruiters at all levels Don’t “oversell” CAP Be realistic about what CAP is and does Don’t make promises that can’t be met (“Well have to trained and qualified as a mission pilot in a month.” “We will have you flying every week.” “You will receive training towards earning your private pilot’s license.”)

16. Path Forward - Recruiting Be sure to present to the prospective member “the good, the bad and the ugly” Don’t “sugar coat” things to make them more palatable Expedite membership processing Long delays reported for appointment/promotion for special skills or mission related skills (Chaplain, CDI, Check Pilot, etc.) Conduct targeted recruiting drives (flying clubs, schools, home school circles, etc.)

17. Path Forward - Recruiting Be visible at every aerospace related event/activity in your community; have a recruiting table/booth at these events Conduct regular “open house” activities to inform the community of CAP Invite parents/guardians of cadets to consider becoming Cadet Sponsor Members Be visible in the community; conduct recruiting and informational activities in malls and other places where the community gathers Place recruiting materials a local FBOs

18. Path Forward - Retention Work to change the culture of CAP where the culture adversely impacts member retention “I had to ‘pay my dues’ so you have to do the same” Eliminate any “entitlement” mentality e.g.: “Its my turn to be the commander” although he/she might not be the best candidate Watch out for “possessiveness” by long time members e.g.: “That’s MY airplane. You get to fly it if and when I say.”

19. Path Forward - Retention For Cadets Don’t make CAP like school Don’t consume all the cadet’s time with drill and ceremonies Provide leadership development opportunities early and often Develop leadership enrichment programs like Airman School, NCO School, Senior NCO School, Basic Officer School, Advanced Officer School, Cadet Commander School, etc. Provide regular flying opportunities: O- Rides, Familiarization Flights, Flight Training, etc.

20. Path Forward - Retention Identify staff positions beyond the squadron for senior cadets, enabling them to aspire to leadership outside their local unit Enable/facilitate where possible greater cadet participation in ES, SAR, DR, Homeland Security and other missions Make more scholarship opportunities available to cadets, similar to the Royal Canadian Air Cadets’ glider and power flight training programs Uniform purchase funding for cadets who grow out of their uniforms but can’t afford new uniforms

21. Path Forward - Retention Transitioning Members Facilitate a seamless transition from cadet to SM Provide meaningful opportunities for newly transitioned SM Recognize the limited time commitment these new SMs may have due to school commitments Facilitate the ability to maintain membership in home unit while away at school Rethink the dues structure for cadets transitioning to SM; e.g. reduced cost?

22. Path Forward - Retention For Adults Treat adults like adults Honor and respect experience Be sure to recognize achievement with PD awards or performance awards Recommend members for “of the year” awards Ensure/encourage all members have an opportunity to participate “fun” activities Help members achieve their personal and professional goals in CAP

23. Path Forward - Retention For All Develop fun activities outside the meeting night Create a “family” atmosphere in local units Provide regular reviews of military customs and courtesies and military protocol for all members to assist those members who have never served in the military fit in to the CAP paramilitary culture Seek potential funding from community groups to support activities

24. Path Forward - Retention Friendly competitions in various areas of CAP activities: SAR/DR, AE knowledge, STEM knowledge, athletic competitions, etc.

25. Civil Air Patrol …Citizens Serving Communities!