Presented by the Army Personnel Survey Office

1
Women in the Army Career Plans, Reasons for
Leaving, and Trends in Attitudes
Presented to the Defense Department Advisory
Committee on Women in the Services 17 May 2005
Presented by the Army Personnel Survey
Office U.S. Army Research Institute for the
Behavioral and Social Sciences
2
Briefing Overview
Part 1 Comparisons of Career Plans by Female
and Male Officers and Enlisted Personnel Part
2 Survey Data on Reasons Why Female and Male
Officers and Enlisted Personnel Leave the Army
Before Retirement
3
Source Sample Survey of Military Personnel
(SSMP)

• Conducted twice a year (spring fall) of the
  Active Component (AC) Army.
• Stratified samples by rank
• About 8,000-9,000 respondents
• (4,000 officers, 4,000 enlisted)
• Measures of career intent and well-being
  included in each survey.
• Spring 2003 and 2004 SSMP were not conducted
  because of AC deployments to war theaters.

NOTE Results for fall 2003, 2004 are not
Army-wide.
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Part 1
Comparisons of Career Plans of Female and Male
Officers and Enlisted Personnel
Warrant Officers were not included in analyses
because of the small sample size for female
warrant officers.
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Career Intent Plans1
The same question (with six response categories)
is asked in each SSMP Which ONE of the
following describes your current active duty Army
career intentions? Retire Probably/Definitel
y stay in until retirement. Not sure
Probably/Definitely stay beyond my present
obligation, but not necessarily to
retirement. Get out Probably/Definitely
leave upon completion of my present
obligation. 1 Official retention/attrition data
are maintained by the Army Human Resources
Command (AHRC).
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Officers Staying in 1995 2004 Findings
Propensity to stay in the Active component
Army until retirement or beyond continues to be
higher for male (69) than for female (53)
officers (Slide 7). In fall 2004, male CPTs
were more likely than female CPTs to plan to stay
in the Army until retirement (Slide 8). The
differences between female and male 2LTs, 1LTs,
and MAJs are not statistically significantly
different.
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Planning to Stay Until Retirement Officers (2LT
COL) 1995 - 2004
Percent planning to stay until retirement
NOTE Results for fall 2003, 2004 are not
Army-wide.
2, 2 sig.
SE
2, 5 sig.
2, 5 sig.
2, 3 sig.
2, 4 sig.
2, 4 sig.
2, 4 sig.
2, 4 sig.
2, 5 sig.
2, 4 sig.
2, 4 sig.
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Stay Until Retirement - Fall 2004Officers (2LT,
1LT, CPT and MAJ)
Male CPTS are more likely than female CPTs to
plan to stay in.
All Officers
Males - 69
Percent planning to stay until retirement
Females - 53
NOTE Results for fall 2003, 2004 are not
Army-wide.
4, 10 n.s.
6, 10 n.s.
4, 8 sig.
4, 8 n.s.
SE
9
Enlisted Staying in 1995 2004 Findings

• Propensity to stay in the Active component
  Army until retirement or beyond is also higher
  for male enlisted (45) compared with female
  enlisted personnel (34) (Slide 9).
• In fall 2004, there are no statistically
  significant differences at each rank (PV2-SSG)
  for male and female enlisted personnel on
  propensity to stay in the Army (Slide 10).

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Planning to Stay Until Retirement Enlisted
Personnel (PV2 CSM) 1995 - 2004
Percent planning to stay until retirement
NOTE Results for fall 2003, 2004 are not
Army-wide.
2, 2 sig.
SE
2, 4 sig.
2, 4 sig.
1, 2 sig.
2, 4 sig.
2, 4 sig.
1, 3 sig.
2, 4 sig.
2, 4 sig.
2, 4 sig.
2, 3 sig.
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Stay Until Retirement - Fall 2004Enlisted
Personnel (PV2 SSG E2 E6)
All Enlisted
No statistically significant differences by
gender within enlisted ranks.
Males - 45
Females - 34
Percent planning to stay until retirement
NOTE Results for fall 2003, 2004 are not
Army-wide.
SE
7, 15 n.s.
5, 11 n.s.
4, 7 n.s.
4, 8 n.s.
4, 8 n.s.
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Leave 1995 2004 Findings
Propensity to probably/definitely leave the
Army upon completion of obligation (before
retirement) continues in 2004 to be higher for
female (26) than for male (17) officers (Slide
13). There are no statistically
significant differences between males and females
among officer ranks (2LT-MAJ) in plans to leave
the Army before retirement (Slide 14).
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Planning to Leave Before Retirement All Officers
(2LT COL) 1995 - 2004
Among female officers, there was an upward trend
to 33 in 2000. The changes in 2003 and 2004 are
not statistically significant.
NOTE Results for fall 2003, 2004 are not
Army-wide.
Percent planning to leave before retirement
2, 2 sig.
SE
2, 5 sig.
2, 5 sig.
2, 3 sig.
2, 4 n.s.
2, 4 sig.
2, 4 sig.
2, 4 sig.
2, 5 sig.
2, 4 sig.
2, 4 sig.
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Leave Before Retirement Fall 2004 Officers
(2LT, 1LT, CPT and MAJ)
There no statistically significant differences
by gender within officer ranks.
All Officers
Males - 26
Percent planning to leave before retirement
Females 17
NOTE Results for fall 2003, 2004 are not
Army-wide.
SE
6, 10 n.s.
5, 8 n.s.
4, 10 n.s.
4, 8 n.s.
15
Leave 1995 2004 Findings
Propensity to probably/definitely leave the
Army upon completion of obligation (before
retirement) continues in 2004 to be higher for
female (46) than for male (38) enlisted
personnel (Slide 16). Female enlisted
personnel in the rank of PFC were more likely to
indicate plans to leave the Army before
retirement than males within the same rank (64
vs. 45) (Slide 17). The differences
between female and male PV2s, CPL/SPCs, SGTs, and
SSGs are not statistically significantly
different.
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Planning to Leave Before Retirement Enlisted
Personnel (PV2 - CSM) 1995 - 2004
Over the last 2 years, female enlisted personnel
are statistically more likely to plan to leave
the Army before retirement than male enlisted
personnel
Percent planning to leave before retirement
NOTE Results for fall 2003, 2004 are not
Army-wide.
2, 2 n.s.
SE
2, 4 n.s.
2, 4 n.s.
1, 2 sig.
2, 4 sig.
2, 4 n.s.
1, 3 n.s.
2, 4 n.s.
2, 4 n.s.
2, 4 sig.
2, 3 sig.
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Leave Before Retirement Fall 2004 Enlisted
Personnel (PV2 SSG E2 E6)
Female PFCs were more likely than male PFCs to
plan to leave before retirement.
All Enlisted
Males - 38
Percent planning to leave before retirement
Females 46
NOTE Results for fall 2003, 2004 are not
Army-wide.
4, 8 n.s.
SE
7, 15 n.s.
4, 7 n.s.
4, 8 n.s.
5, 11 sig.
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Part 2
Survey Data on Reasons Why Female and Male
Officers and Enlisted Personnel
Leave the Army Before Retirement
Fall 2004
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Well-being Findings - 1

• Female and male officers (2LT-COL) are
  generally similar in their attitudes about the 58
  aspects of Army life (job satisfaction,
  well-being) measured by the SSMP since 1992.
• Both female and male officers rated the amount
  of time separated from their family (42.8 and
  26.6) and the amount of enjoyment they get from
  their job (9.9 and 10.1) as most important to
  their decision to leave the Army (Slide 20).

Fall 2004
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Well-being Findings - 2
Of those officers thinking of or planning to
leave the Army before retirement, the most
important reason reported for leaving is. . .
Most Important Reason Females Males Amount
of time separated from family Amount
of enjoyment from my job Amount of personnel
available to do work Opportunity to select a job,
training or station of my
choice Overall quality of Army life Level of job
fulfillment/challenge Amount of basic
pay Control over job assignments
/-6
/-3
Fall 2004
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Well-being Findings - 3

• Female and male enlisted personnel (PV2-CSM)
  are generally similar in their attitudes about
  the 58 aspects of Army life (job satisfaction,
  well-being) measured by the SSMP.
• Both female and male enlisted rated the amount
  of time separated from their family (26.3,
  16.6) as most important to their decision to
  leave the Army. Additionally female enlisted
  indicated promotion/ advancement potential
  (14.5) and male enlisted indicated amount of
  basic pay (15.6) and overall quality of Army
  life (12.7) (Slide 22).

Fall 2004
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Well-being Findings - 4
Of those enlisted personnel thinking of or
planning to leave the Army before retirement, the
most important reason reported for leaving is. . .
Most Important Reason Females Males Amount
of time separated from family
Promotion/Advancement potential Amount of basic
pay Amount of enjoyment from my job Quality of
leadership at your place of duty Overall quality
of Army life Opportunity to select a job,
training, or station of my choice Level of
competence of supervisors
SE /-6
SE /-3
Fall 2004
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Well-being Findings - 5
Comparison of Female and Male Officers Level of
Satisfaction with Aspects of Army Life

• Female officers are more satisfied than males
  with living conditions stateside (80 vs. 70),
  amount of pay (80 vs. 72), quality of family
  medical care (74 vs. 60), and five other
  aspects (Slide 24).
• Male officers are more satisfied with the
  availability of Army Youth Services (80 vs.
  70), quality of leadership at their place of
  duty (78 vs. 69), availability of Army Child
  Care Programs (64 vs. 47), and amount of time
  separated from family (52 vs. 38) (Slide 25).

Fall 2004
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Well-being Findings - 6
Officers
Fall 2004
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Well-being Findings - 7
Male officers are more satisfied with. . .
Availability of Army Youth Services (80 vs. 70)
Quality of leadership at place of duty
(78 vs. 69) Availability of Army Child Care
Programs (64 vs. 47) Amount of time
separated from family (52 vs. 38)
Fall 2004
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Well-being Findings - 8
Comparison of Female and Male Enlisted Personnel
Levels of Satisfaction with Aspects of Army Life

• Female enlisted are more satisfied than males
  with the level of educational benefits (80 vs.
  66), length of working hours (70 vs. 60),
  availability of family medical care (70 vs.
  61), and eight other aspects (Slide 27).
• Male enlisted are more satisfied with the
  amount of respect from superiors (66 vs. 59)
  and the quality of leadership at their place of
  duty (60 vs. 54) (Slide 28).

Fall 2004
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Well-being Findings - 9
Enlisted
Fall 2004
28
Well-being Findings - 10
Male enlisted are more satisfied with. . . Amount
of respect from superiors (males 66 vs. 59)
Quality of leadership at my place of duty
(60 vs. 54)
Fall 2004
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Army Requirements - 1
Female officers are more reluctant than males to
accept. . . 12-month deployment tours (66 vs.
55) Frequency of disruption of family/personal
plans (52 vs. 43) Prospect of a deployment
every 3 years (51 vs. 41) Number of
unaccompanied tours in career (50 vs.
43) Amount of control over timing of trips (45
vs. 36) Number of weeks a year away from home
(39 vs. 30) Female officers are more willing to
accept. . . Average length of time at one
location before a PCS move (59 vs. 52)
Fall 2004
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Army Requirements - 2
Female enlisted personnel are more reluctant than
males to accept. . . Prospect of a deployment
every 3 years (44 vs. 36) Female enlisted
personnel are less willing to accept. . . Amount
of control over the timing of trips (23 vs. 30)
SE /-5
Fall 2004
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Changes in Career Plans - 1
Have your career plans changed as a result of
recent deployments of Soldiers to Iraq?
Female officers (38) were more likely than males
(23) to say they are thinking of leaving the
Army sooner than planned as a result of recent
deployments to Iraq.
Sampling errors 4, 2
Fall 2004
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Changes in Career Plans - 2
Have your career plans changed as a result of
recent deployments of Soldiers to Iraq?
Female enlisted personnel (34) were more likely
than males (22) to say they are thinking of
leaving the Army sooner than planned as a result
of recent deployments to Iraq.
Sampling errors 3, 2
Fall 2004
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Proud to Tell
Do you agree or disagree with the following?...
Male enlisted personnel (85) are more likely
than females (74) to agree with the statement I
am proud to tell people Im in the Army.
Sampling errors 3, 2
Fall 2004
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Back-up Slides
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Table 1. Comparison Groups

• Rank
• Officers
• Company Grade
• (2LT, 1LT, CPT)
• Field Grade
• (MAJ, LTC, COL)
• Enlisted
• Junior Enlisted1
• (PV2, PFC, CPL/SPC)
• Junior NCOs
• (SGT, SSG)
• Senior NCOs
• (SFC, MSG, 1SG,
• ___ SGM, CSM)
• 1 PV1s are not surveyed by the SSMP.

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Tables 2 3 Women in the Army By Rank
Active Duty
Table 2 Officers
Table 3 Enlisted Personnel
Source DCSPER 46, Part I, Month Ending March
2005
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Table 4 Women in the Army Branch for
Commissioned and Warrant Officers
Source DCSPER 46, Part I, Month Ending March
2005
Branch in RED estimated from past data
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Table 4 Women in the Army Branch for
Commissioned and Warrant Officers (continued)
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Table 5 Women in the Army By Career
Management Field for Enlisted
Source EDAS March 2005
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Table 5 Women in the Army By Career
Management Field for Enlisted (continued)
Source EDAS March 2005
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Sample Survey of Military Personnel
Army offices and agencies submit questions on
topics to be addressed by the Sample Survey of
Military Personnel (SSMP). The population for
the SSMP consists of all permanent party, Active
component Army personnel (commissioned officers,
warrant officers, and enlisted personnel
excluding all PV1 and those PV2 Soldiers in
Europe and Korea). Samples of about 10 of
officers and 2-3 of enlisted personnel are drawn
using the final 1 or 2 digits of Soldiers social
security numbers. Since spring 1992, the
databases have included approximately 4,000 each
for officers and enlisted personnel.   The Fall
2004 SSMP was conducted from about 1 October 2004
through 5 January 2005 among Soldiers who were
not currently deployed in the war theaters for
Operation Iraqi Freedom (OIF) and Operation
Enduring Freedom (OEF). In addition to not
surveying Soldiers deployed to war theaters, the
SSMP was not targeted for Soldiers who recently
returned from a war theater, such as members of
the 1st Armored Division in Europe and the 3rd
Armored Cavalry Regiment in the U.S. The survey
also was not targeted for Soldiers who were
preparing to be deployed soon to a war theater,
such as the 3rd Infantry Division.   Completed
responses were received from 4,495 officers and
4,815 enlisted personnel in the Active component.
(Soldiers from the Reserve component who were
serving on active duty at the time of the survey
are not included.) The results for the Fall 2004
SSMP were weighted up to a subset of the Active
Army strength as of month-end September 2004,
determined by subtracting from an Active Army
personnel database of 494,830 those Soldiers who
were deployed for or redeployed from OIF and OEF
(based on records maintained by 3rd PERSCOM) and
those Soldiers preparing to deploy soon for OIF
and OEF, yielding a subset strength of
280,062.   Inquiries for additional information
should be directed to Chief, Army Personnel
Survey Office, U.S. Army Research Institute, 2511
Jefferson Davis Highway, Arlington, VA
22202-3926, commercial [phone], DSN
332-7858, or email ARI_APSO_at_hqda.army.mil.