What's a better value, a technician that spends 7 years in Cold Lake and quits or a technician that spends 5 years in Cold Lake then gets posted to 8 AM's for 3 to 5 years, then does another 3 to 5 in Cold Lake?
We need to think more than 6 months ahead. To do that we need career managers need to actually manage careers rather than just fill positions. If the CM tells someone they will be in Cold Lake for 5 years and they then are heading to Trenton, the following CMs need to stick to that deal absent some very compelling reasons. If they need more staff to accomplish that, then give it to them.
We also need to have waaaayyyyy more communication between CMs, the SOAs and the members. The airforce is weird in that people only see the CM if they are promoted or the CM says they are posted. The CMs should have a least a passing knowledge of your file but even the ones I have seen before have no idea who I am or what I want. I'll plead ignorance here because I don't know what a CM does on a day to day basis but of the 364 days a year that he isn't talking directly to (some) members how often is he in contact with the units on files that don't involve a promotion or an imminent posting? When a bunch of members talked to the CM about issues they were having with getting loaded on core training, the CMs had no SA at all and said it wasn't their area. That lead to one member having a rather spirited disagreement on the difference between a career manager and a highly paid, over ranked posting clerk.