Oh Canadian teeth

Canada is known for a lot of things, ranging from hockey and moose to maple syrup and embarrassing dictators running the country. One thing that many uneducated Americans think Canada is good at is health care. I’ve had various Canadian friends throughout the years tell me the health care is terrible, and this past week showed me this hasn’t changed one bit.

I spent this week in Canada teaching a class. The first thing I noticed was the poor dental care. Well over half the people I interacted with had terrible teeth. Like, we’re talking “someone punched you in the mouth” levels of bad here. When I asked some of my students, all of them confirmed that Canada’s dental care is abysmal. Only 55% of Canadians have private dental insurance, and only 4% can get government insurance. Over one third of Canadians haven’t seen a dentist in the last 12 months. And its not just the poor folks either. The people I ran into working at nice hotels and nice restaurants had terrible teeth, folks that likely have at least some money, but can’t afford the care. The government can’t even afford to pay dental hygienists a good salary, despite rolling out plan after plan to do so.

It didn’t end at teeth though. Despite spending nearly a third of all government money on health care, Canada has terrible emergency room wait times. We’re talking 22 hours on average to be placed in a hospital…in Ontario. Not a small place, mind you. One of my students confirmed that most emergency rooms turn you away to stay at home unless something is absolutely life threatening. The regular care is not any better either. One student told me that his wife went in to get a referral for a dermatologist. 8 years later…yes, that is not a typo…they got a phone call for the referral, which they had forgotten about by that point.

8 years for a referral…I never thought someone could make Tricare look bad, but Canada, you take the crown!

Style vs substance in the Navy

When I reported to my first submarine, the torpedo division was responsible for the maintenance of all the small arms onboard. Despite having grown up in a hunting and shooting family, they took me to the range to show me how to shoot both pistols and shotguns in their style, since they needed small arms qualified people to stand watch. A few years later on shore detail, a group of us would regularly visit the nearby rifle range on “Warrior Wednesday” to keep our shooting skills sharp.

Since then it’s become harder and harder to find ranges where you can practice shooting, and there is less “gun culture” in the military now then even 5 to 10 years ago. That’s why this headline didn’t surprise me one bit:

My torpedomen would have never let me do this, at least not without cracking a joke at my expense. There’s even a rumor that the shell casings are photoshopped in, although at a minimum the scope and handguard are mounted incorrectly, plus he’s holding the weapon really high, like uncomfortably high, in his shoulder. Plus, why is there a hand on his shoulder? I don’t normally touch people that are firing automatic weapons.

Sadly, here’s the bigger problem: he’s probably my age. The folks like me that grew up with guns, love our country and care about being technically competent at their jobs have been run out of the Navy, replaced by those that care about climbing a corporate ladder and looking good. This picture captures this beautifully. We see a Navy DDG Commanding Officer, someone who should be technically savvy and have our respect, firing a weapon in what should be an awesome picture, but the minute we look deeper we see someone who has no clue about weapons posing for a cool photo, likely to move on to something else a few seconds later. Those that can do are replaced by those that look good doing and toe the party line.

The next time the DoD cries about money, remember this and start demanding that our Admirals get replaced by real warfighters.

This post represents the views of the author and not those of the Department of Defense, Department of the Navy, or any other government agency.

Local governments will matter more in the end

The company DroneUp! made the news in 2021 when it announced that it signed a deal with Walmart to do drone delivery. Recently it announced it a new all-in-one delivery service that could be rolled out to any store and deliver packages within 30 miles and under 10 pounds, all while automatically maintaining flight safety rules. In their spare time, they also manage to release the occasional cute video, like this one, on Facebook.

With all this right around the corner from my house, and with the fact I buy a lot of things from our local Walmart, you’d think I’d have a never-ending stream of drones dropping off items on my front porch.

And you’d be wrong. Why? Because I don’t live in Virginia Beach.

See, DroneUp! approached my city about adding drone delivery, but my city insisted that every drone position be operated like an airport. Yup, that’s a thing. Essentially my city council wanted every Walmart to run under the same restrictive rules that airports do. Never mind that the FAA doesn’t insist on this. Never mind that there is more restricted airspace in Virginia Beach then my city, with the nearby Oceana and Norfolk airports contributing to plenty of civilian and military flights everyday. Nope, my city insisted on stupid antiquated rules.

So instead of drone delivery, we get nothing.

Local government elections get ignored too often. As a society we argue over national elections, but fail to show up to local elections. That’s how we get crummy school boards that push pornography in school libraries, crummy state prosecutors that let criminals run free, and crummy city councils that equate drone delivery to running an international airport. On a bigger scale, we’re seeing some states, like Florida, tackle issues like squatting head on, while other states allow criminals to kick people out of their homes and trash them. We’re seeing some states like Georgia get ahead of election security while others allow it to falter.

If we don’t pay attention to our local problems, it’ll be impossible to solve the national ones.

This post represents the views of the author and not those of the Department of Defense, Department of the Navy, or any other government agency.

The Navy finally embraced warfighting

Well, at least a little anyway.

For the longest time multiple people have raised the alarm about the Chinese Navy developing more ships, more capabilities and especially more missiles. The worry has been the US Navy would get “out-sticked,” as in the range of Chinese missiles would be so great they could hit US ships before those ships could even fire back.

This was true over the past decades because the Navy primarily used the Harpoon anti-ship missile, which has an effective range of 75 miles, and has been in service since 1977. Meanwhile, the Chinese Navy rolled out a nearly matching missile, the C-705, in 2006, and kept rolling out missiles, from the YJ-12 and YJ-18 to now the YJ-21, which claims to be a hypersonic, sea-borne anti-ship missile. During this time, the US sat on its hands and did almost nothing to increase the range of our missiles.

This was made worse by the fact we already HAD a long range missile. The Tomahawk, normally considered a land-strike missile, had a maritime strike version known as the TASM as early as 1990, yet they were all scrapped after the first Gulf War. The TASM had an effective range of around 900 miles, making it far superior to the Harpoon in all things but speed.

Range makes a big difference…if I can shoot first and force an enemy to maneuver to avoid getting hit, I get to call the shots and drive any engagement. While Chinese missiles aren’t known for their quality (just ask the Indonesians, who watched two failed C705 launches from his vessels in 2016), having multiple missiles hurtling towards, even if they aren’t the greatest quality, still puts you in a reactive mode.

Thankfully, this story has a better ending than most. In 2020 the Navy asked Raytheon to re-develop the maritime strike tomahawk. Not surprisingly, since this had been done once before, it rolled out quickly in 2021, and made front page news today.

This proves a much bigger point though: decline is a choice. We never had to give up long range missiles. Even if we would have kept them in low production, we could have easily updated the design over the 90s and 2000s to keep a competitive edge over any adversary. Instead, we pissed away our advantage for years and are now playing catch up. We chose to decline, but thankfully we’re slowly choosing to do otherwise.

This post represents the views of the author and not those of the Department of Defense, Department of the Navy, or any other government agency.

What I learned on day one of recruiting

I’ve written a lot about the military’s recruiting crisis, and the overall military retention issues. Most of the retention problems are brought on by the military’s own stupid policies (such as cutting training pipelines, treating people like garbage, and focusing on killing babies instead of foreign terrorists) and others are assisted by members of Congress, most notably John McCain pushing for the changes to the military retirement system.

In an odd twist of fate, the Navy gave me a set of temporary orders to help assist in recruitment efforts in the town I grew up in. Over the past week, I interacted with both high school and college students, and the results were a bit surprising.

I accompanied two other Sailors for a few hours recruiting at a high school not far away from me. We sat at a table outside the lunchroom, handed out the main recruiter’s business card and some other Navy paraphernalia, and answered questions.

*Image generated by Bing…I don’t look this good in uniform 🙂*

The first thing I noticed is that despite it being winter and cold (it was 25F when I walked in the school), many of the students were in basketball shorts and even the occasional booty skirt, which I define as a skirt that barely covers your rear end. I had long pants, long sleeves and was wearing a jacket and I was still a bit cold since we were next to a window that leaked a lot of heat. I don’t even want to comment on the grooming standards, because there really were none.

That being said, the more surprising thing was the aimlessness of most of the students I interacted with. Our conversations would go something like this:

Kid: “I’m interested in joining the Navy.”
Me: “Great! Did you have a specific rate or job you’re interested in.”
Kid: “Not really, what’s available?”
Me: (Remembering there are 89 ratings in the Navy) “There’s lots of jobs! What sort of things do you like to do?”
Kid: “Meh, I don’t really know.”

This wasn’t just one conversation…it was the overwhelming majority of conversations. I mean, who the heck can’t tell me what they like to do??? Even if it was “play computer games,” I can turn that into “Would you like to fly drones?” The body language was also telling. Almost nobody looked me in the eye when we talked. Fidgeting, nervous, and just anxious in general. Since I was speaking to mostly juniors and seniors, the effects of being the high schoolers that grew up in COVID lockdowns were quite noticeable.

I spoke with the guidance counselor as well for some insight. She is assigned by the state, which specifically puts guidance counselors at schools to assist in career development. That’s a good thing, considering my guidance counselors were worthless when I was in high school. The one at this high school did everything from arrange ASVAB testing to factory tours and industry placement, on top of assisting in college applications and FAFSA forms.

It sounds like a much-needed change. The guidance counselor had similar experiences to mine with kids not having any clues about their direction in life. Most of them had to be pushed to do something, anything, to at least get somewhere. It wasn’t that they were opposed to one thing or another, it was that they didn’t have the desire for…anything, even stuff you would think is fun. We’ve already heard the rates of sexual intercourse and alcohol use are down among high school students. These are good things, but what we’re not catching is that teens are choosing to do…nothing. It’s similar to the “lying flat” movement in China. Teens today aren’t having sex, partying, going to the movies, working jobs, or…much of anything else.

Given that, it’s not surprising the grooming standards dropped. If you don’t have to impress the other sex, why bother dressing nice? Or combing your hair? Or picking out half-way fashionable clothes? Or taking a shower (yup, saw that too…). If you don’t care about much of anything, then much of anything goes. While plenty of people focus on the physical standards and obesity as issues, what I saw on the front line was a lot of aimlessness, of kids drifting through life without a clue, simply unsure of themselves.

I wasn’t that way growing up. As a junior, I knew I wanted to do engineering of some kind. Most of my peers were the same, having at least an idea of what they wanted to do for the next few years. My senior year I settled on electrical engineering, and I stayed that course in college. I currently have one kid in high school focused on the medical field, and whether she becomes a nurse, doctor, or some other job, she at least has direction and purpose.

More than anything else, our high schoolers need right now is a bit of direction and purpose. That might fix the recruiting crisis and a whole lot of other problems at the same time.

This post represents the views of the author and not those of the Department of Defense, Department of the Navy, or any other government agency.

Navy leadership…always ready with misinformation

There was a time I truly believed that the Admirals in the Navy cared about Sailors and were smart enough to run the Navy efficiently and effectively. Early in my career I worked in an Admiral’s office, for a person who I grew to admire and felt could effectively fight our adversaries and win.

Nowadays, I can’t find a single Admiral that I would want to follow into battle. None. I’ve seen firsthand how our current Admirals obsess over minute details on PowerPoints that don’t matter, refuse to hold civilian employees accountable, and grossly abuse the military justice system. These so-called leaders got away with this gross mismanagement by running the infrastructure built up by previous generations into the ground. Well, that infrastructure is finally crumbling, with Navy buildings and ships rusting and rotting away, and the young people that once manned those buildings and ships leaving in droves. The Navy will miss its recruiting goals by 7,000, and you would think that would cause Navy leadership to think about all the surveys in the past that pointed to straightforward ways to improve the Navy.

Let’s be honest, you, dear reader, already know what’s coming next:

According to Franchetti, it will take “years” for the Navy to recover from these promotion delays, which have resulted in acting commanders leading Naval Surface Forces, Naval Air Forces, the U.S. Naval Academy, among other commands.

“As we look right now, our Navy is facing challenges all around the globe, threats from our adversaries,” she said. “We want to have the right people with the right level of experience in those positions. And as we continue to not have the confirmed people that we’ve nominated with that experience, we’re going to continue to see an erosion of readiness.”

It’s going to take “years” to recover from promotion delays? You mean delaying promotions of all the people that screwed up the Navy so far? That caused us to decommission ships from 2016? That broke our shipyards and crews? That continue to IA Sailors even today, so that they don’t get a shore duty break from arduous sea duty?

Never mind that the SOLE REASON for the hold on nominations was the DoD pushing commands to spend travel money (your taxpayer dollars) on abortion. ADM Franchetti fails to address that issue, and instead makes blatantly false statements about the effects of delaying promotions.

Which, BTW, aren’t delayed. The Senate could proceed and vote on each one individually, but that would open these people up to questioning about their past records…something most of them don’t want to do. Pesky Senators might ask “Hey Admiral, why did you run our shipyard into the ground?” or “Why did you make openly racist statements in the name of DEI policy?” These questions are pertinent, relevant, and totally undesired by today’s Admirals.

If you can, please write to your elected federal officials and tell them you aren’t happy with how the existing Defense Department Generals and Admirals ran our military, and ask them to do a bit of house cleaning. The media spins these stories totally one-sided. Much of the mediocrity in today’s military leadership cuts across party lines, so its an issue that both Republican and Democrat Senators and Representatives need to solve. Unless you write, and write a lot, its going to be swept under the rug.

This post represents the views of the author and not those of the Department of Defense, Department of the Navy, or any other government agency. According to those agencies, everything is fine, and the Defense Department is doing a great job! Nothing to see here, move along now peasant!

I’m tired of polishing turds in the Navy

When I first joined the Navy, I served onboard the USS HAMPTON, a nuclear fast-attack submarine. You would think that would be super cool. My non-Navy friends were certainly impressed. But the sad reality was that being on a submarine sucked.

I started in the shipyard, which was an absolute hell-hole of a place to work. Our submarine was torn apart, and we had to always be ready for the shipyard workers to stop by to begin working. Instead of scheduling a time, they would often come down early, and if we weren’t ready, would then tell their boss it was our fault they couldn’t work. They did this to score overtime work on the weekends or after hours, while making us stay late. My days started at around 5:30 am and didn’t end until 6 pm. That didn’t include the drive time either.

At least I wasn’t a woman…some of my fellow female officers would get constantly cat-called and risked sexual assault walking into some shipyard environments. We’re talking legitimate, in-your-face sexism, not the made-up stuff of college students at Harvard. On top of that, if you didn’t leave before the sun went down, you risked your car’s windshield getting smashed in. Good-ole’ Portsmouth, Virginia! Thieves would smash in your windshield just for fun and not even steal anything, and the shipyard and Portsmouth police did nothing.

If you wonder why I wasn’t surprised that Sailors committed suicide in Newport News shipyard…well, now you know.

That whole time, I was told to suck it up and make the best of it. The situation is a big, fat turd, and my job was to polish it and make it shine. The smart people above me, the Captains and Admirals of the world, assured me they were doing their best to make it better. I couldn’t possibly question them!

So polish I did! And I made it work.

During my flying tour, I spent 10-11 hours in a plane that had no working toilet. They had a toilet, but the Navy wouldn’t send the equipment to pump it out, so we pooped in a bag and pissed in a tall cylinder that we hand-carried out and dumped in the grass. Even the ladies peed in the tall cylinder (and I have no idea how they did it). The Navy HAD pumping equipment, but the powers that be said we didn’t need it, so we never got any. Now, next to us was an Air Force plane that had pumping equipment and didn’t hand carry out their piss in a giant cylinder after every flight. We were flying out of Greece, so it’s not like the plane landed in a hard-to-resupply area.

Polish that turd, I was told, by the supposedly smarter Captains and Admirals. So polish I did!

At a large staff, I put up with a tyrant Captain who seemed to simply enjoy screaming at us over nothing. He played favorites with the staff and pitted people against each other until he was finally fired. You would think that would make it better, but it didn’t, because then I had to help restructure and fix everything he broke.

Polish that turd, I was told, and I did, a bit begrudgingly this time.

Later in my career, I ran a small detachment of Sailors and worked to fix their aging building. The basement ceiling would literally shake when we operated machinery, and the base’s engineering team simply added some scaffolding to hold up the ceiling.

Yup, scaffolding. “It’s a bad situation, that’s the best we can do. You’ll just have to polish that turd.”

Well, I challenged that notion. I worked an engineering study and eventually secured the $6.6 million to fix the building, despite the obstinate objections of the base engineering team. That’s when I realized I’d been polishing turds for no reason. The Navy HAD most of the resources to fix these issues, but they spent them on fancy Admiral events, attended by the smartest Captains, who smoozed up to Senators and Representatives to get their pet projects funded. Whether it was the Littoral Combat Ship, the F-35, or a host of poorly designed boxes whose primary job was to send money into the pockets of Lockheed Martin while claiming Sailors were too stupid to operate them, it was all the same: wasted money that would be better spent elsewhere. This is the same Navy that was happy to use command travel money to pay for travel expenses for Sailors to get an abortion, but couldn’t find the money to fix barracks room issues at the shipyard.

So now I’m at my last command. My hope was to do something useful on my way out the door. Instead I found myself being stuck with all the crappy jobs nobody wants to do, then getting told I’m an idiot by a Captain that definitely acts like he’s smarter than everyone in the room. “You’ll need to polish that turd” he told me the other day.

I didn’t join the Navy to polish turds. I’ve been constantly told to make other, stupid ideas work while the “smart” people get fancy offices and plenty of resources. I’m not alone in this either. All of the officers I looked up to, the one’s I would willingly go into battle with, are all leaving in droves. They tell me they are tired of putting up with mediocre leadership that won’t put in the time to build real solutions, but instead look for “quick wins” (oh how I hate that term!).

Nobody joins the Navy to polish turds. We should stop asking our Sailors to polish poop and actually put resources where they belong.

This post represents the views of the author and not those of the Department of Defense, Department of the Navy, or any other government agency.

DoD’s abortion coverage is a confusing mess

Man, I am really confused. I thought we all followed the science, especially in the military. So when the Navy comes out and says “Female Sailors can delay notification of pregnancy to their commands for up to 20 weeks,” I thought “Man, that’s a bad idea.” Then I immediately flayed myself for saying “Man” and not “Women, people who identify as women, and birthing people.”

But I digress. It is true, per ALNAV 017/23:

To provide Service Members with appropriate privacy protections in the early months of pregnancy, in accordance with reference (c), DON health care providers shall follow a presumption that they are not to disclose to a Service Member's command authorities a Service Member's pregnancy status prior to 20 weeks gestation unless this presumption is overcome by one of the notification standards listed below.  In making a disclosure pursuant to the notification standards established below, Department of Defense (DoD) health care providers shall provide the minimum amount of information required to satisfy the purpose of the disclosure, consistent with applicable policy.

Normally we encourage female Sailors to report pregnancy fairly early. The reason behind this is science, because developing babies are very susceptible early on to a lot of environmental factors that are quite common in the military environment. Factors like radiation:

The effect of radiation exposure during pregnancy also depends on the gestational age of the fetus. The embryo/fetus is most susceptible to radiation during organogenesis (2 to 7 weeks gestational age) and in the first trimester. The fetus is more resistant to the radiation during the second and third trimester. Dose between 0.05 to 0.5 Gy is generally considered safe for the fetus during the second and third trimester while it is considered potentially harmful during the 1st-trimester fetus. Even though the fetus is more resistant to the radiation during the second and third trimester, a high dose of radiation (greater than 0.5 Gy or 50 rad) may result in adverse effects including miscarriage, growth reduction, IQ reduction, and severe mental retardation. Therefore, clinicians and radiologists should counsel the pregnant patient regardless of the gestational age.

Or hazardous materials:

Exposure to some organic solvents could increase your chances of having a miscarriage, stillbirth, preterm birth, a low birth weight baby, or a baby with a birth defect.

Or stress:

Both animal and human studies have found that prenatal maternal stress affects the brain and behavior of the offspring. Stressful life events, exposure to a natural disaster, and symptoms of maternal anxiety and depression increase the risk for the child having a range of emotional, behavioral and/or cognitive problems in later life. These include depression, anxiety, Attention Deficit Hyperactivity Disorder (ADHD), and/or conduct disorders. There is an increased risk for other outcomes also, including preterm delivery and reduced telomere length, possibly indicative of an accelerated life history.

(I heard being in the military isn’t stressful though. The person that told me this was also encouraging me to buy shares in Silicon Valley Bank.)

The Navy isn’t hiding the reason behind delaying notification either. Its specifically to allow elective abortion, or as the Navy calls it, “non-covered abortion,” because the Navy does cover abortions in the event of a threat to a mother’s life, incest and rape (which it has always done, despite what every pro-death protestor will tell you). From ALNAV 017/23:

Pregnancy Termination.  A Service Member considering terminating the pregnancy is encouraged to consult with a DoD health care provider or a licensed non-DoD health care provider from whom the Service Member is receiving care.  The DoD health care provider will place the Service Member considering pregnancy termination in a medical temporary non-deployable status without reference to the Service Member's pregnancy status, until appropriate medical care and the necessary recovery period are complete.

Now, mind you, service members have always had the chance to abort children outside of military medical care. Planned Parenthood has certainly ensured that was an option, and while some states have banned abortion since Roe v Wade was overturned (13, according to Wikipedia), its not the majority. What has changed is Navy leadership, who decided to wade into the situation and dictate how commands would do their bidding. In ALNAV 018/23, they speak out of both sides of their mouth. On one hand, they demand Commanding Officers comply with law:

Consistent with existing law and Department policy, COs will protect the privacy of protected health information received under this policy, as they should with any other protected health information.  Such health care information shall be restricted to personnel with a specific need to know; that is, access to the information must be necessary for the conduct of official duties.  Personnel shall also be accountable for safeguarding this health care information consistent with existing law and Departmental policy.

Annnd on the other hand, they say “give people time off if its, you know, ILLEGAL in the state you are in:”

Approval Guidance.  COs or approval authorities should grant an administrative absence to eligible Sailors and Marines when a non-covered reproductive health care need is identified by the eligible Service Member.  Requests for administrative absence should be given all due consideration and should be granted to the greatest extent practicable, unless, in the CO's judgment, the Service Member's absence would impair proper execution of the military mission.  If the CO denies the request, the Sailor or Marine may appeal the request to the next level of leadership.

How much you wanna guess that all appeals will be approved?

But then Navy commits the biggest woke sin of all…forgetting that we have “birthing people!”

I encourage you to visit the Navy and Marine Corps Public Health Center's, "Women's Health Toolbox," at https://www.med.navy.mil/Navy-Marine-Corps-Public-Health-Center/Womens-Health/ for additional information and 
resources on myriad women's health issues.  Additional information on these policies can also be found at 
http://www.health.mil/ensuringaccesstoreproductivehealth.

10.  Rest assured that the DON's work to implement the DoD's new policy is a priority.  I expect cooperation from leaders across the Navy and Marine Corps to ensure appropriate input and efficient implementation of this new policy.

“I expect cooperation” really means “You will comply.” Why not just come out and say it?

This post represents the views of the author and not the views of the Department of Defense, Department of the Navy, or any other government agency. If you enjoyed this post, why not donate to DaTechGuy or purchase one of the author’s books?

Navy manpower train wreck

Damn I hate being right.

Remember last week when I spelled out the Navy’s way to stop bleeding people:

Not kicking people out for physical fitness test failures

Waiving darn near everything, from age to non-violent felonies

Asking people to pretty-please stay around a few more years

Opening OCS and other admissions

Raising bonuses

Make life better for officers

Reduce opportunities to leave early

Op-Hold people

From last weeks post

I said the Navy was already doing items 1 through 5. Item 6 won’t happen because the Navy doesn’t actually care about its Sailors. So…we’re now on item 7. From NAVADMIN 064/23:

4.  SkillBridge is intended to provide transition assistance and skill development for Service members leaving the Navy.  However, it is not an entitlement and participation does impact readiness.  As such, the time allowed for program participation is now based on paygrade.  If approved, SkillBridge must occur prior to any terminal leave or permissive temporary duty associated with separation, fleet reserve, or retirement.  The following limits indicate the maximum amount of time prior to the actual separation, fleet reserve, or retirement date that SkillBridge participation can commence. 
    a.  Tier one (enlisted E5 and below) - 180 days or less. 
    b.  Tier two (enlisted E6-E9) - 120 days or less. 
    c.  Tier three (officers O4 and below) - 120 days or less. 
    d.  Tier four (officers O5 and above) - 90 days or less.

In case you don’t know, SkillBridge is a program where military members that are retiring or separating get to spend the last 90-180 days being trained in a civilian job before retirement. This helps military members get a jump on gaining practical skills before transitioning to civilian life. It happens at the end of their service, so theoretically they are already one foot out the door, and the Navy should already be planning to replace them.

As I pointed out before, plenty of Sailors have been denied SkillBridge because the command “can’t afford to lose them.” This is very prevalent at the junior enlisted levels. Now Navy is cutting the benefit for anyone that is retiring (it’s nearly impossible to retire below the rank of E6), and since junior Sailors already struggle to use SkillBridge, the end result is more erosion of the benefit.

I give it 6 months before Navy just starts OPHOLDing people. An Operational Hold (OPHOLD) is permitted in MILPERSMAN 1306-120. Basically, the Navy can keep a Sailor on sea duty for up to 12 months. I’ve seen this happen, and in general, it’s almost always a bad idea. The big problem is that while the Navy can force you to STAY, it can’t force you to WORK, so Sailors on OPHOLD simply do the bare minimum and the command doesn’t get the hard-working Sailor they once had. I’ve told at least one knucklehead in HR that “Your OPHOLD is only good until the Sailor says they are going to hurt themselves,” because saying you will commit suicide is the quickest way off sea duty.

Denying SkillBridge won’t work. You can’t make people work. Workers have to want to work, and unless they are motivated or fear punishment, you can’t make them work. By denying SkillBridge, all that will happen is people will purposely do less work in the time they should have been on SkillBridge. Anyone retiring was ALREADY not doing that much, SkillBridge simply recognized that and let them go early. A better option would have been to declare that SkillBridge participants have vacated their billet, so you can get a replacement in sooner. Denying SkillBridge is also a recruiting loser, because as the word gets out that Navy won’t actually uphold SkillBridge, fewer people will sign up to be in the Navy.

I continue to hate being right.

This post represents the views of the author and not those of the Department of Defense, Department of the Navy, or any other government agency. Please support the author by purchasing one of his books or donating to DaTechGuy!

The Navy still doesn’t understand what makes SWOs tick

GULF OF OMAN (Feb. 20, 2023) The guided-missile destroyer USS Paul Hamilton (DDG 60) approaches the dry cargo and ammunition ship USNS Alan Shepard (T-AKE 3) in the Gulf of Oman, Feb. 20, 2023. Paul Hamilton is deployed to the U.S. 5th Fleet area of operations to help ensure maritime security and stability in the Middle East region. (U.S. Navy photo by Mass Communication Specialist 2nd Class Elliot Schaudt)

Surface Warfare Officers (SWOs) have been a part of the Navy since…always. Our Navy started out on surface ships, and surface warfare continues to be important, no matter what an Aviator, Submariner or SEAL will tell you. Yet increasingly I have to wonder, does the Navy understand why it is so hard to keep SWOs? You would think with hundreds of years of history this would be obvious, but given its latest actions, I’m not so sure, because the US Navy is facing a SWO manpower crisis, and is dealing with it in ways that simply won’t work.

Let’s go back to my original rules for Navy manpower. When times are good and we have too many Naval Officers, the Navy does the following:

Kick people out for failing physical fitness tests, even if they are otherwise good Sailors
Make it hard to get waivers for things like antidepressants and other medical issues
Begin nicely asking older Naval Officers to retire to make space for younger officers
Lower the number of Officer Candidate School admissions
Reduce bonuses
Make life increasingly difficult, so that more people naturally quit
Conduct a Reduction In Force (RIF) and simply remove people

This is a pretty good strategy to reduce numbers, slowly ratcheting up the pressure to ensure we don’t have too many officers hanging around. Naturally, if we have too few officers, the Navy turns this around by:

Not kicking people out for physical fitness test failures
Waiving darn near everything, from age to non-violent felonies
Asking people to pretty-please stay around a few more years
Opening OCS and other admissions
Raising bonuses
Make life better for officers
Reduce opportunities to leave early
Op-Hold people

In the past, the Navy has done everything on the first list to bring down numbers. Now, they are doing…almost everything on the second list, but it’s not working, and it’s becoming glaringly obvious in the SWO community. If you listen to Admirals speak (and I don’t recommend that), you would think we’re doing OK on SWO retention. But a brief glance at the Health of the Force survey shows that disaster looms around the corner:

Future force structure increases outside the future year defense plan (FYDP) require DH billet increases, requiring increased retention. This compares unfavorably with a declining billet base across the FYDP as the Navy divests legacy platforms. Year groups 2015-18 require an average retention rate of at least 37.3%, exceeding the 10-year average. If fleet size projections remain accurate, Surface Warfare requires a retention rate of 44% in YGs 19-22 to meet future afloat DH requirements.
Health of the Force Survey

So we’re not making the retention rate we need now, and we have to increase this by 10 percentage points in the future, but retention is plummeting.

All the Manpower people in the Navy right now…

The Navy is already overlooking physical fitness failures, waiving medical conditions and opening up OCS admissions…which are now having a higher-than-expected failure rate. I would think most people would understand that lowering admission standards will likely lead to more failures in a difficult program, but apparently “most people” doesn’t include Navy HR.

So what to do next? Raise bonuses. And boy did they raise them.

NAVADMIN 045/23 discusses continuation bonuses for SWO Lieutenant Commanders (LCDRs). SWO leave after their first Navy tour at a fairly high rate, and it’s hard to persuade them to stay in long enough to promote to LCDR around their 8-9 year mark. So why not pay them $22K a year IF they stay in after promoting to LCDR? It’s certainly worth a shot.

NAVADMIN 046/23 establishes a payment schedule for SWO Department Head bonuses. If a SWO screens for Department Head and agrees to stay for two Department Head tours, they can get bonuses up to $105K in total over 6 years. Conveniently, that would put them right at the point of getting a continuation bonus as outlined previously.

Now, normally this would work. Throw enough money at people, and you can normally get them to stay. But it’s not going to do that, and the reason is hinted at in the Health of the Force Survey:

Improving retention requires a multi-pronged approach. First, community managers are allowing more individuals to lateral transfer and re-designate. This will divest end strength in year groups with smaller DH requirements, freeing inventory for future accessions. Second, several monetary and non-monetary efforts are underway to improve Surface Warfare retention. Surface Warfare Officers now have a career-long continuum of monetary incentives with the introduction of the SWO Senior Officer Retention Bonus (SWOSORB) in FY22. Third, the community offers improved education opportunities including: postgraduate education opportunities, tours with industry, and fleet-up options for increased geographic stability. Fourth, Surface Warfare recently modified the career path to incorporate multiple family planning opportunities for career-minded SWOs. Finally, SWO released the junior officer survey, senior officer survey, and junior officer exit survey to solicit retention feedback.
Health of the Force Survey

Two things stick out:

Family Planning opportunities? I thought Navy was all about killing babies, or at least circumventing existing laws to do so? Guess that’s not so popular when retention is on the line?
The Junior Officer Exit Survey results.

I’ve read the JO Exit Surveys. They’ve existed for years, and they say the same things over and over:

We don’t train people enough
The job is thankless and people treat JOs like dirt
JOs find Navy life is incompatible with having any outside life or family time

That’s every survey, ever. Pay doesn’t make the top three retention issues in almost any survey. In the past though, enough money would make people overlook how bad the job is. But when truck drivers make over $100K a year, or companies pay project managers $150K or more a year, that $105K spread out over 6 years starts to look really small. The Navy caps officer bonuses at $330K over a career. Civilian companies don’t. Pay isn’t going to fix this crisis.

The ONLY hope for retaining SWOs is to increase quality of life. This would mean closing the sea duty billet gap, addressing the shipyard maintenance problems, and make driving a warship fun again. These are all inside the Navy’s wheelhouse, but it seems increasingly incapable of taking these actions. I suspect that the top SWOs are looking down thinking “You young officers are pathetic, back in my day we worked 16 hour days on shore duty and we BEGGED FOR MORE!!!”

Given that pay won’t fix it, and Navy won’t address quality of life issues, I predict we get operational holds on people leaving in the next 6-12 months. I’d like to be wrong, and maybe next year you can repost this and laugh at me, but I have a bad feeling I’m right about this.

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