What we find when we interview those who choose to leave is that, at the decision point for that particular individual, it's often a family issue. We often say in the air force, “We recruit the individual, but we must retain the family.”
We find that, unless there's a degree of predictability and positive career management for that individual, we often find individuals who are vexed. They come to a point where they may not have anticipated they were going to move, or we're asking them to move their family to a location where perhaps their spouse cannot find employment.
We need to treat individuals individually at the margin to ensure that individuals have a clear understanding of expectation and what is coming in a couple of years. On our part, we need to be clearer about expectations, telling pilots, “You're going to fly for eight years”, as opposed to six years, and their not knowing if they're going to be posted to a staff job.
We find a lot of individuals often don't wish to move to headquarters and work in an office versus work in an aircraft. We recognize and respect that, but that dialogue, which must happen at the margin before we force an individual to move, is very important. We're working on that. We're trying to put in measures that will increase the communication, and increase the expectation and understanding with our individuals and their families.