WAX Mom wases kind reservata restits from mamaR DI TOK GÜLATZAR and competion of vulgated unre. Moet lisses an eggs

Turning to WAY airmen, about 90 percent are high wärel CutHER Kege ured in terms of mental grope, an average of 12 pemen: if de le 17 1 group 1 (5% through. 100, and percent are in group 2 Samak. Serves in the airman qualibcation examination refert exelect FULLT

WAY airman strengîn excesos the planning figure by 10 per uno 1000 8 TË within the statutory authorization. Non-prior-service inputs tć EMALT ALLSTARS for the first 6 months of fiwal year 1961 were 115 above the regenne of the WAP completing basic training during the period, 54 persent entered Ter/21 1 fraining courses, 3 percent were classified as bypassed genasa hased a eivilian experience, and the remainder were assigned to buses for re-thejið training in career fields based on aptitudes measured by airman qu£5:15@ examination scores, WAF airmen are utilized as follows: Abcnt 20 pervezi are in highly technical fields of communications, weather, and air trañ: eztral; 65 percent are in the technical fields of personnel, administration, medical-dental finance, and statistics and data processing; and 15 percent are in the semitechnical fields of supply and transportation. There is also a WAF Bond comprised of 4% musicians.

Kince women are integrated completely in the airman structure, the Air Fore does not compute a separate reenlistment rate for WAF. Based on the overall figure, it is estimated that the WAF reenlistment rate was 38 percent in fiscal year 1960 and 46 percent during the first half of fiscal year 1961. The majority of WAR who do not reenlist state that they plan to enter college. civilian employment offers greater financial reward.

Others believe

The primary problem in the WAF airmen group is attrition through marriage and pregnancy discharges. Pregnancy discharges are mandatory. Since the Korean armistice, the Air Force has allowed WAF to apply for discharge solely on the grounds of marriage after completion of 12 months' service following basie training or 18 months' service following technical training. Marriage dis charges average about 25 percent of the total attrition. To reduce this figure, the Air Force makes every effort to keep military couples together. This is not difficult when the husbands are members of the Air Force but becomes a problem when WA are married to members of other services. Also, some married WAF apply for discharge because they feel that the Career Compensation Act discriminates against military couples in the matter of allowances for quarters. With few exceptions, the morale of WAF officers and airmen ranges from good to excellent. The majority derive satisfaction from their jobs, opportunities for self improvement particularly in education, and from being full fledged and accepted members of the Air Force team. Poor morale among officers and airmen usually can be attributed to inadequate or minimum standard housing. In addition, poor airmen morale usually results from lack of promotion opportunity in the noncommissioned officer grades. This is an overall Air Force situation in many career fields and is not peculiar to the WAF.

COURT-MARTIAL RATES

Mr. Proon, I want a record on courts-martial, a chart for 2 or 3 yours up and down.

Do you have any problem? If you have, what is it!

Say what you want, but let the JAG say something.

The same thing with your health problem. W do you have! If you have one, what is it, blah-blah-blah, diferent sections, and do not leave officers out of this.

Not only should you say something, but have your Surgeon General By something. I do not like the chiefs of these secins bracketed out of these personnel hearings. There is something the matter with

this

The information to be supplied follows:"

faced

The Judge Advocate General's Department of the A. Ties & Tree With 4 avklop problem of attracting and recalino DL PÕSONLY DIMper of steer

་

judge advocates. As of the close of calendar year 1960, that Department had assigned a total of 1,231 judge advocates. Of this total, 412 are noncareer types. Unfortunately, the present trend indicates that practically all of the noncareer types are leaving the service at the end of their required 3 years active duty, which is about at the time they have gained sufficient experience to be effective as judge advocates. Experience shows that at best only 10 to 15 percent of the noncareer types remain on active duty beyond the 3-year obligated period. In addition to the losses sustained in the noncareer area, there are losses in the hard-core career area due to retirements, resignations, deaths, etc. As a result of the low retention rate and other losses, every 3 years The Judge Advocate General's Department is experiencing a personnel turnover rate approximating one-third of its assigned strength. With this type turnover, and without a necessary flow of replacement career judge advocate officers into the lower grades, the Department is now experiencing an undesirable imbalance of maturity levels and grade structure. For example in our present grade structure composition, 743 of the 1,231 assigned judge advocates are captains and lieutenants. Most of the judge advocate officers in the Air Force feel that some type of additional benefit based upon professional educational attainment is justified and would do much to alleviate the existing retention problem.

As requested, the following statistics on Air Force court-martial rates are furnished:

Air Force-wide court-martial rate per 1,000 strength for fiscal year indicated

It is anticipated that the downward trend in court-martial rates, as reflected above, will continue through fiscal year 1962.

HEALTH

The health of the Air Force is the best it has ever been.

The following noneffective ratios (the percent of strength not available for duty because of illness, averaged for each year) shows a constant health improvement since the organization of the Air Force.

During 1950, 161 of each 10,000 personnel were medically excused from duty status on any given day. If this ratio were still being experienced, the Air Force would require an additional 5,400 personnel to do the job it is doing today. Or, stating it another way, the Air Force has the equivalent of seven TITAN squadrons it would not otherwise be able to staff.

These noneffective ratios are also consistently lower than those reported for the other U.S. military services.

MORALE

The morale of Medical Service personnel varies directly with the abilities, tact, and wisdom of the senior medical officer and the base commander.

Morale is excellent in Europe and the Far East. Morale is excellent at airbases where good housing exists and where a modern medical facility is available. Personnel become irritated where housing is poor, the workload is heavy, and proper appreciation of their efforts is not always forthcoming.

Medical students and interns are interested in the following: (1) Financial help; (2) training in a specialty; (3) medical research; and (4) a chance to practice good medicine.

The benefits of Public Law 497, which increased the pay of physicians and dentists and the training programs currently in effect, are attractive to young professional men. When they have completed their training and are assigned to one of the many and farflung Air Force bases they begin to experience irritations inherent in military service. Changes in political and world defense posture force moves to meet the specialty needs of the major air commands. Housing is assigned by rank and time on the base. Heavy workloads in clinics and on individual specialists appear. A decrease in the number of flight surgeons required to support personnel of combat crews prevents the addition of hazardous duty pay to men who were formerly on flying status.

Most of the regular medical officers are specialists. They compare their annual incomes with men in the same specialty in civil life. At this point the physician begins to consider his release.

Letters of resignation from officers of the medical service stress

1. That they cannot send their children to college on their salary.

2. The family has been subjected to a series of moves and are upset emotionally.

3. Housing is not available on the base and they have to commute long distances.

4. The climate is miserable, and the community has no advantages.

5. The prestige due physicians is lacking.

6. Promotions are not rapid enough to correspond with their level of professional training.

7. Hardship is advanced through aged parents or other reasons. These factors result in the loss of highly trained individuals.

These conditions are recognized, and every effort is made by the Surgeon General and the major air commander to correct them, but the problems continue to exist.

RETENTION

The Air Force medical service continues to be almost 50 percent staffed with officers who are serving short, 2- or 3-year, active duty tours. The short tour reservists (2 years) in the Medical Corps and Dental Corps represent the highest percentage, being 58 and 61 percent, respectively. The current strength of the Air Force Medical Service is listed below:

The augmentation of officers into the Regular Establishment continues at approximately the same level as previous years. The augmentations for fiscal years 1958 through 1961 are shown below:

During the same period of time, losses from the Regular Establishment through retirements, resignations, and normal attrition have been:

The Regular and career reservist continue to form the stable nucleus of the Medical Service. However, as noted previously, the short-tour reservists who enter active duty to fulfill their obligation under the Universal Military Training and Service Act are providing the greater portion of professional care. There has not been a physician or dentist draft since 1957 but the possibility of a draft remains a prime motivating force for volunteers. This stimulus enabled the Air Force to obtain an adequate number of volunteers since 1957, but has recently diminished. Volunteers are not meeting the requirement for active duty in fiscal year 1962, and a special draft call for approximately 250 physicians is anticipated.

The figures show that a military career is not the goal of the majority who serve in the Medical Service.

In 1959-60 there were 7,134 senior students in American medical schools. It has been estimated that an additional 4,000 graduates are needed each year to keep pace with the expanding population. Many physicians net $25,000 a year (New York Times, Aug. 28, 1960). This makes it possible for young physicians leaving military service to double or triple their annual income in civil life.

The increase in scholarship and fellowship programs by governmental and private agencies also promises to be a serious competitive threat to procurement of career physicians for the military services.

The professional services are operated with draft motivated individuals.

SUMMARY

1. The health of the Air Force is excellent.

2. Morale of the Medical Service is generally good but varies with commanders and local conditions.

3. A Regular career is not the goal of the majority who serve in the Medical Service. Retention will continue to be a serious problem.

IMPROPER PAYMENT OF HAZARDOUS DUTY PAY

Mr. FLOOD. You made a great to-do about what will happen to the Air Force if these flyboys, no matter where they are, or what they are doing, do not get their proficiency pay. Mr. Ford and I spent some time all this last week chewing out the Army people, and the Navy people.

General LIGON. Flying pay?

Mr. FLOOD. You call it flying pay.

General LIGON. Incentive pay for flying.

Mr. FLOOD. We have proficiency pay of a half-dozen varieties in the Navy from scuba diving to parachuting. I wound up with a couple of recruiting officers who received diving pay for 6 months. They have been going to football games with me for a year.

Three are getting diving proficiency pay.

I haven't got a stream deep enough to use them in that part of ny State. We had quite a problem with them. We raised the roof with them. Why should they be getting proficiency pay if they are

not doing proficiency work? When they get off proficiency work cut off their proficiency pay. We went all through this with the Army and Navy.

What sacred cows are you flyboys that you should have it but the Army and Navy should not have it? What is the difference? What is there about this blue uniform which says you should have it! Is it because they will feel bad or you will break their hearts and they cannot live? Yet the Army and Navy people stopped it. They cannot do it. That is our position.

Now we find out that as a matter of fact they made no point about it at all.

General LIGON. Do you want this in the record?

Mr. FLOOD. Why are you any different?

General LIGON. We are not different in the incentive flying pay be cause the Army and Navy flying officer

Mr. FLOOD. I am not talking about flying officers. This special pay in the Air Force goes to fliers because you are fly people. Why doesn't an Army man who is a combat officer and a guerrilla, has had special training for years, doing jungle work and hazardous work get proficiency pay, too? There is quite a list of them, that long. We have been asking the question, once they get assigned to some other duty. like recruiting for 2 years up in Wilkes-Barre, what in the world is he getting hazardous jungle pay for? I deny my district, except on pay night, is that tough.

General LIGON. There is only one pay that continues on, incentive pay for flying. This applies to all three services.

Mr. FLOOD. I am not talking about flying pay for three services. I know about that. We talked about that all week with the Navy and Army people. Why, if it isn't right for the Army and Navy to have hazardous pay, incentive pay, when they are not doing the work for which they are paid, why should a flyboy have it when he is out with the Boy Scouts?

General LIGON. You are talking about continuous maintenance of a rated skill?

Mr. FLOOD. Talk about anything you want to talk about, but I am for the Boy Scouts. I am the first Eagle Scout in my district, a hundred years ago Ash Wednesday, but why a rated pay officer of the Air Force with my Scout troop? I don't mind a young fellow being motivated for God, country, and Yale but this is a motivated rated flyer.

General LIGON. You are speaking of the instance concerning which we reported to the committee

Mr. FLOOD. That is the one instance he took. I can tell you 20. General LIGON. These are cases of people who are in and out of the cockpit in the normal progression who must continue to maintain their proficiency while they are out to retain rated skill.

Mr. FLOOD. I know exactly. If I have a jungle-knife fighter or scuba diver, what do I do with him? He is different from your flyman? That is a tough man, a man with a knife in a jungle. That is tough warfare, with Korean guerrillas. South Vietnamese guer rillas. That is a tough war.

Mr. GOODE. They get pay.