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Report to Congressional Requesters: 

September 2005: 

Military Personnel: 

Reporting Additional Servicemember Demographics Could Enhance 
Congressional Oversight: 

[Hyperlink, http://www.gao.gov/cgi-bin/getrpt?GAO-05-952]: 

GAO Highlights: 

Highlights of GAO-05-952, a report to Congress Requesters: 

Why GAO Did This Study: 

The high pace of military operations, thousands of casualties in 
ongoing military operations, and the services’ recruiting challenges 
have raised questions about who is serving in today’s military and 
concern that certain subgroups of the U.S. population may be 
disproportionately represented among those fighting and dying in 
support of the war on terrorism. These challenges and concerns have 
increased the need for information on the demographic characteristics 
of military personnel. 

GAO was asked to address three questions: (1) What are the demographic 
characteristics of servicemembers and how do they compare to the 
comparable U.S. civilian workforce? (2) How well are the services 
meeting their overall recruitment goals, and what influences whether or 
not individuals join the military? (3) What are the demographic 
characteristics of servicemembers who remained in the military in 
fiscal years 2000, 2002, and 2004? GAO was also asked to examine the 
demographic characteristics of servicemembers who died or were wounded 
in combat in Operations Iraqi Freedom and Enduring Freedom. 

What GAO Found: 

Since the institution of the All Volunteer Force in 1973, the military 
has become older and better educated, with increasing representation of 
racial and ethnic minorities, females, spouses, and parents. Today’s 
force also differs from the U.S. civilian workforce in a number of 
important ways. For example, the military is younger than the civilian 
workforce. From a racial diversity perspective, the military, as of 
December 2004, had proportionately fewer Whites, partly because the 
military has proportionately more African Americans. Although Hispanic 
representation in the Active Component has markedly increased from 5 
percent in 1993 to 9 percent in 2004, it is below the 11 percent for 
the U.S. civilian workforce. The representation of women in the 
military, at 16 percent, is below that of women in the U.S. workforce, 
at 48 percent, partly because of military policy and federal statutes. 
Although the 1997 government-wide requirements for the collection and 
reporting of information on race and ethnicity were to have been 
implemented by January 1, 2003, DOD has not yet fully implemented the 
requirements and its internal monthly reports continue to use some of 
the former racial/ethnic categories. This situation makes it difficult 
for Congress to monitor and directly compare the military and U.S. 
civilian racial and ethnic compositions. 

Over the past decade, the Active Component met its overall recruiting 
goals more frequently than has the Reserve Component. GAO found that a 
combination of personal, demographic, family, and societal factors, as 
well as the availability of economic and educational incentives, 
influence youths’ decision to join or not to join the military. DOD 
reports that over half of today’s youth are not qualified to serve 
because they cannot meet the military’s entry standards for health, 
education, aptitude, or other requirements. DOD has not collected 
information on a recruit’s socioeconomic status since 1999. Recent DOD 
research using recruits’ zip codes as a proxy to indicate socioeconomic 
status and community population density found that the median income of 
recruits’ communities is similar to that of other youth and that the 
majority of recruits come from rural and suburban areas. Without 
ongoing research on recruits’ socioeconomic status and communities, DOD 
will not be able to promptly and accurately inform Congress and the 
public about how representation in the services matches that of the 
applicable U.S. population. 

In fiscal years 2000, 2002, and 2004, AC enlisted personnel had lower 
retention rates than officers and there were no consistent differences 
between the rates of racial/ethnic subgroups. While DOD prepares 
retention rates, it does not publish active duty retention rates which 
could be used by Congress in its oversight of military retention and 
related issues. 

As of May 28, 2005, 1,841 servicemembers had died and 12,658 had been 
wounded in support of Operations Iraqi Freedom or Enduring Freedom. 
Most of those who died or were wounded were Active Component Army or 
Marine Corps junior enlisted personnel. Among those who died, 71 
percent were White, 10 percent were Hispanic, and 9 percent were 
African American. 

What GAO Recommends: 

GAO recommends four actions to enhance Congress’ ability to monitor 
demographic changes in the military. 

www.gao.gov/cgi-bin/getrpt?GAO-05-952. 

To view the full product, including the scope and methodology, click on 
the link above. For more information, contact Derek B. Stewart at (202) 
512-5559 or steward@gao.gov. 

[End of section] 

Contents: 

Letter: 

Results in Brief: 

Background: 

The Charge and the Debate of the All Volunteer Force: 

DOD Publications and Databases for Force Demographics: 

Changing Demographics: 

Demographic Characteristics of Servicemembers: 

Question 1 and Summary of Approach: 

Summary of Findings: 

Findings: 

Recruiting: 

Question 2 and Summary of Approach: 

Summary of Findings: 

Findings: 

Retention: 

Question 3 and Summary of Approach: 

Summary of Findings: 

Findings: 

Casualties: 

Additional Question and Summary of Approach: 

Summary of Findings: 

Findings: 

Conclusions: 

Recommendations for Executive Action: 

Agency Comments and Our Evaluation: 

Appendixes: 

Appendix I: Scope and Methodology: 

Appendix II: Analytic Issues: 

Datasets Used in Analyses: 

Tabulating Data on Race and Ethnicity: 

DOD Used Zip Codes to Estimate Recruits' Socioeconomic Status and 
Community Population Density: 

Rounding Error: 

Appendix III: Structure of the Reserve Component: 

Appendix IV: Military Occupational Specialties That Exclude Females: 

Appendix V: Comments from the Department of Defense: 

Appendix VI: GAO Contact and Staff Acknowledgments: 

Tables: 

Table 1: Percentage of the AC that Is Female: 

Table 2: Percentage of Servicemembers Serving for More than 4 Years: 

Table 3: Number of Servicemembers in Each Service as of December 31, 
2004: 

Table 4: Number of Servicemembers in Each Pay Grade Subgroup as of 
December 31, 2004: 

Table 5: Percent of Servicemembers in Pay Grade Subgroups as of 
December 31, 2004: 

Table 6: Percent of Servicemembers in Each DOD Occupational Area as of 
December 31, 2004: 

Table 7: Percent of Enlisted Personnel in Each Component in DOD 
Occupational Areas as of December 31, 2004: 

Table 8: Percent of Officers in Each Component in DOD Occupational 
Areas as of December 31, 2004: 

Table 9: Percent of Servicemembers and Civilians Across Racial/Ethnic 
Subgroups: 

Table 10: Percent of Enlisted Personnel and Civilians with a High 
School Diploma or Equivalent or Some College in the Racial/Ethnic 
Subgroups: 

Table 11: Percent of Officers and Civilian College Graduates in the 
Racial/Ethnic Subgroups: 

Table 12: Percent of AC Enlisted Personnel in Each Racial/Ethnic 
Subgroup and DOD Occupational Area as of December 31, 2004: 

Table 13: Percent of AC Officers in Each Racial/Ethnic Subgroup and DOD 
Occupational Area as of December 31, 2004: 

Table 14: Percent of RC Enlisted Personnel in Each Racial/Ethnic 
Subgroup and DOD Occupational Area as of December 31, 2004: 

Table 15: Percent of RC Officers in Each Racial/Ethnic Subgroup and DOD 
Occupational Area as of December 31, 2004: 

Table 16: Percent of Servicemembers and Civilian Workers in Each 
Racial/Ethnic and Gender Subgroup: 

Table 17: Distribution of Race/Ethnicity Among Female Servicemembers 
and Civilians: 

Table 18: Representation of AC Females across and within Enlisted 
Occupational Areas as of December 31, 2004: 

Table 19: Representation of AC Females across and within Officer 
Occupational Areas as of December 31, 2004: 

Table 20: Representation of RC Females across and within Enlisted 
Occupational Areas as of December 31, 2004: 

Table 21: Representation of RC Females across and within Officer 
Occupational Areas as of December 31, 2004: 

Table 22: Percentage of Servicemembers and Employed Civilians in 
Educational Categories: 

Table 23: DOD and Service-Specific Educational Standards: 

Table 24: Aptitude Standards and Required and Actual Percentages of 
Nonprior-service Recruits at or Above the 50TH Percentile in Fiscal 
Year 2004: 

Table 25: Percent of Nonprior-service Accessions Scoring in AFQT 
Categories I-IIIA during Selected Years: 

Table 26: Examples of DOD Medical Standards which May Have Disqualified 
Potential Recruits in Fiscal Year 2004: 

Table 27: DOD and Service-Specific Moral Character Standards for 
Nonprior-service Recruits in Fiscal Year 2004: 

Table 28: Percent of AC Servicemembers in Each Racial/Ethnic Subgroup 
Who Have 1 Year or Less of Service in Fiscal Years 2000, 2002, and 
2004: 

Table 29: Percent of Enlisted AC Accessions between 1999 and 2004 and 
Comparable Civilian Youth Aged 17-21 from Community Population Density 
Subgroups: 

Table 30: Percent of Enlisted AC Accessions and Comparable Civilian 
Youth Aged 17-21 from Geographic Regions: 

Table 31: Examples of the Reserve Components' Economic Enlistment 
Incentives Being Offered in February 2005: 

Table 32: Examples of Reserve Component Educational Enlistment 
Incentives Being Offered in February 2005: 

Table 33: AC Enlisted Retention in Fiscal Years 2000-2005: 

Table 34: AC Continuation Rates for Each Service in Fiscal Years 2000, 
2002, and 2004: 

Table 35: AC Continuation Rates for Race and Gender Subgroups in Fiscal 
Years 2000, 2002, and 2004: 

Table 36: AC Enlisted Continuation Rates for DOD Occupational Codes in 
Fiscal Years 2000, 2002, and 2004: 

Table 37: AC Officer Continuation Rates for DOD Occupational Codes in 
Fiscal Years 2000, 2002, and 2004: 

Table 38: Continuation Rates for RC Servicemembers in Fiscal Years 
2000, 2002, and the Fourth Quarter of Fiscal Year 2004: 

Table 39: Continuation Rates for RC Servicemembers by Years of Service 
in Fiscal Years 2002 and the Fourth Quarter of Fiscal Year 2004: 

Table 40: Number and Percent of Servicemembers in Racial/Ethnic 
Subgroups Who Died in Selected Military Operations as of May 28, 2005: 

Table 41: Operation and Circumstance of Death of the 1,841 
Servicemembers Who Died in Operations Iraqi Freedom and Enduring 
Freedom as of May 28, 2005: 

Table 42: Representation of Selected Demographic Subgroups Among the 
1,841 Servicemembers Who Died in Operations Iraqi Freedom and Enduring 
Freedom as of May 28, 2005: 

Table 43: Community Population Density and Estimated Socioeconomic 
Status of the 482 Reservists Who Died in Operations Iraqi Freedom and 
Enduring Freedom as of May 28, 2005: 

Table 44: Operation for the 12,658 Servicemembers Who Were Wounded in 
Operations Iraqi Freedom and Enduring Freedom as of May 28, 2005: 

Table 45: Representation of Selected Demographic Subgroups Among the 
12,658 Servicemembers Who Were Wounded in Operations Iraqi Freedom and 
Enduring Freedom as of May 28, 2005: 

Table 46: Community Population Density and Estimated Socioeconomic 
Status of the 3,197 Reservists Who Were Wounded in Operations Iraqi 
Freedom and Enduring Freedom as of May 28, 2005: 

Table 47: Military Occupational Specialties That Exclude Females as of 
March 1997: 

Figures: 

Figure 1: Military Racial and Ethnic Representation: 

Figure 2: Percent of Males and Females in Each Component and among 
Employed Civilians: 

Figure 3: Percentage of the AC, RC, and U.S. Population in Age 
Categories: 

Figure 4: Percent of Servicemembers and Civilians in Three Citizenship 
Subgroups in 2004: 

Figure 5: AC and RC Achievement of Enlisted Recruiting Goals for Fiscal 
Years 1995 through 2004: 

Figure 6: DOD Components' Achievement of Enlisted Recruiting Goals for 
October 1, 2004, through June 30, 2005: 

Figure 7: Four General Types of Factors that Influence Youths' 
Decisions About Joining: 

Figure 8: Economic and Educational Incentives: 

Abbreviations: 

AC: Active Component: 

AFQT: Armed Forces Qualifying Test: 

AVF: All Volunteer Force: 

CPS: Current Population Survey: 

DOD: Department of Defense: 

DMDC: Defense Manpower Data Center: 

RC: Reserve Component: 

Letter September 22, 2005: 

The Honorable Ike Skelton: 
Ranking Minority Member: 
Committee on Armed Services: 
House of Representatives: 

The Honorable Charles Rangel: 
House of Representatives: 

Since the advent of the All Volunteer Force (AVF) in 1973, the active 
duty force has undergone several demographic changes. Our previous 
examination of the demographic composition of the AVF showed that 
between 1974 and 2000, the force became older and better educated. The 
AVF also experienced increases in the proportions of servicemembers who 
were racial/ethnic minorities, females, married, or parents.[Footnote 
1] 

A number of significant events have occurred within the last 4 years, 
namely, the September 11, 2001, terrorist attacks and the ensuing 
Operations Enduring Freedom, Noble Eagle, and Iraqi Freedom. These 
military commitments increased the pace of operations for U.S. forces, 
particularly in the Army and Marine Corps. To ensure that the military 
has sufficient personnel to meet U.S. global commitments, Congress in 
October 2004 authorized increases in personnel for the Army and Marine 
Corps.[Footnote 2]

Ensuring the availability of sufficient numbers of trained, high- 
quality personnel in an environment of increased deployment and armed 
conflict has proven to be one of the greatest personnel challenges 
faced by the U.S. military since the inception of the AVF. The active 
Army, the Army Reserve, and the Army National Guard, for example, 
missed their early fiscal year 2005 recruiting goals. We are currently 
looking at the military services' efforts to enhance recruitment and 
retention of enlisted personnel. 

The high pace of military operations, thousands of casualties in 
ongoing military operations, and the services' recruiting challenges 
have raised questions about who is serving in today's military and 
concern that certain subgroups of the U.S. population are 
disproportionately represented among those fighting and dying in 
support of the war on terrorism. These challenges and concerns have 
increased the need for information about the demographic 
characteristics of military personnel. 

As agreed with your offices, this report addressed three questions: (1) 
What are the demographic characteristics of servicemembers, and how do 
they compare to those of similarly aged and educated civilians in the 
U.S. workforce? (2) How well are the services meeting their recruitment 
goals, and what influences whether or not individuals join the 
military? (3) What are the demographic characteristics of 
servicemembers who remained in the military in fiscal years 2000, 2002, 
and 2004? You also asked us to examine the demographic characteristics 
of servicemembers who died or were wounded in combat in Iraq or 
Afghanistan in support of Operations Iraqi Freedom or Enduring Freedom. 

To address these objectives, we examined Department of Defense (DOD) 
policies, regulations, and instructions and reviewed laws relating to 
the staffing of the military. We also reviewed governmentwide guidance 
on demographic analyses, such as the recent change in the way that 
information about racial/ethnic groups is to be gathered and displayed, 
as well as reports on servicemembers' demographics, recruitment, 
retention, and casualties issued by GAO, DOD, the services, and 
individuals from other organizations such as RAND, the Center for Naval 
Analysis, and the University of Maryland's Center for Research on 
Military Organization. Additionally, we interviewed policy officials 
from the Office of the Under Secretary of Defense for Personnel and 
Readiness and military researchers from DOD, the services, and other 
organizations to obtain insights into the factors that influence 
enlistment decisions, attitudes and opinions of today's youth, 
recruiting challenges, characteristics of recruits, and demographic 
trends. We also requested that the Defense Manpower Data Center provide 
databases containing demographic data on active and reserve component 
servicemembers. We determined that the data were sufficiently reliable 
for our purposes and analyzed the data to identify the demographic 
characteristics of servicemembers. We conducted our work between August 
2004 and July 2005 in accordance with generally accepted government 
auditing standards. Additional information on our scope, methodology, 
and analytic procedures are presented in appendixes I and II. 

Results in Brief: 

According to DOD data, the demographic composition of the military is 
somewhat different than that of the similarly aged and educated segment 
of the civilian workforce.[Footnote 3] When compared to comparable 
civilian workers, the military had proportionately fewer Whites (67 
percent in the military compared to 71 percent in the civilian 
workforce), partly because the military has proportionately more 
African Americans (17 percent in the military versus 11 percent in the 
civilian workforce). The representation of American Indian/Alaskan 
Natives in the military equals that of the civilian workforce (about 1 
percent in each). Although Hispanic representation in the military has 
markedly increased over the last decade to 9 percent, 11 percent of the 
comparable civilian workforce is of Hispanic ethnicity. Similarly, 
while Asian Americans/Pacific Islanders are 3 percent of the military, 
they comprise 5 percent of the civilian workforce. The representation 
of women in the military, at 16 percent, is partly impacted by military 
policy and federal statutes denying women access to military 
specialties involving ground combat. The distribution of racial/ethnic 
subgroups among female servicemembers differed from that of female 
civilian workers. For example, African Americans' representation among 
female servicemembers at 28 percent was higher than their 13 percent 
representation among civilian female workers, but Whites' 
representation among female servicemembers at 54 percent was below 
their 71 percent representation among civilian female workers. Two 
percent of servicemembers are not U.S. citizens. The top three foreign 
countries of origin identified by servicemembers who are not U.S. 
citizens or nationals are the Philippines, Mexico, and Jamaica. Also, 
DOD has not fully implemented the government-wide requirements on the 
collection and reporting of racial and ethnic data that were to have 
been implemented by January 1, 2003. The services continue to convert 
their data on current servicemembers' race and ethnicity and DOD's 
internal monthly reports of servicemember race and ethnicity continue 
to use the previous racial and ethnicity categories.[Footnote 4] This 
results in racial and ethnic tabulations that cannot be clearly 
compared to tabulations of the U.S. population as reported by other 
federal agencies such as the Bureau of the Census, making it difficult 
for Congress to compare the military and civilian racial and ethnic 
compositions. The continued use of the former categories and methods 
may result in the undercounting of Hispanic servicemembers who belong 
to a minority racial subgroup. 

Over the past decade the Active Component[Footnote 5] (AC) has met its 
overall recruiting goals more frequently than has the Reserve Component 
(RC). We found that a combination of personal, demographic, family, and 
societal factors influence whether or not individuals join the 
military. According to DOD researchers, at least half of today's youth 
between the ages of 16 and 21 are not qualified to serve in the 
military because they fail to meet the military's entry standards for 
education, aptitude, health, moral character, or other requirements. 
Between fiscal years 2000 and 2004, the AC annually accessed between 
approximately 176,400 to 183,000 nonprior-service enlisted personnel 
and about 17,500 to 21,500 officers. However, since fiscal year 2002, 
the proportion of recruits who are African Americans has declined in 
the AC. DOD has not routinely surveyed and reported on the 
socioeconomic status of its servicemembers since 1999 and has not 
previously routinely reported on the types of communities from which 
recruits are drawn. A recent DOD analysis of over 1 million recruits 
found that recruits came from communities representing all 
socioeconomic levels and, at $44,500, the median income of recruits' 
communities roughly equaled the $44,300 median income of the 
communities of civilian youths. Proportionately more recruits came from 
the South and West than from the Northeast. Additionally, 
proportionately more enlisted recruits (45 percent-52 percent) than 
similarly aged civilian youth (40 percent) came from a rural community. 
Weaknesses with DOD's measures of recruits' socioeconomic status and 
community population density limit the information provided to Congress 
to perform its oversight role. To support recruiting, DOD spent over 
$455 million in fiscal year 2003 for enlistment bonuses, college funds, 
and loan repayments that were designed, in part, to help the services 
maintain the required numbers of personnel in critical occupational 
specialties. Some incentives have increased. While economic and 
educational incentives are cited as important factors youth consider in 
their decisions to join or not join the military, DOD data also shows 
that the attractiveness of joining the military after high school has 
declined because of operations in Iraq. 

In fiscal years 2000, 2002, and 2004, DOD reported that 85 to 87 
percent of all AC enlisted personnel and 90 to 93 percent of AC 
officers remained in the military. In the RC, 83 to 85 percent of 
enlisted personnel and 88 to 89 percent of officers remained in the 
military. In general, active or reserve Air Force continuation rates 
tended to be higher than rates for the other components. In the AC, 
there were no consistent differences between the continuation rates of 
racial/ethnic subgroups and the rates for females were within 2 
percentage points of the rates for males in each year examined. While 
DOD routinely prepares some of these types of retention analyses for 
use within the department, it does not provide active duty retention 
rates in reports such as Population Representation in the Military 
Services, which could be used by Congress in its oversight of military 
retention and related issues. 

As of May 28, 2005, 1,841 servicemembers had died and 12,658 had been 
wounded in Operations Iraqi Freedom and Enduring Freedom. Of the 1,841 
servicemembers who died, 482 were reservists. Of the 12,658 
servicemembers who were wounded, 3,197 were reservists. Most of those 
who died or were wounded were junior enlisted personnel in the active 
Army or Marine Corps. Seventy-two percent of those who died were either 
killed in combat or died later of wounds received while in combat. 
White servicemembers constituted 71 percent of the deaths although they 
represented 67 percent of the AC and Selected Reserve[Footnote 6] we 
examined. In contrast, African Americans accounted for 9 percent of the 
deaths in these operations although they comprised 17 percent of the AC 
and Selected Reserve force we studied. Hispanic servicemembers 
comprised 10 percent of the deaths compared to the 9 percent of the AC 
and Selected Reserve force we examined. The majority of selected 
reservists who were killed or wounded during these operations were from 
communities that DOD classified as being of medium socioeconomic 
status. 

To improve the ability of the public, DOD, and Congress to identify and 
monitor demographic changes in the race, ethnicity, socioeconomic 
status, and community population density of servicemembers in the AVF 
and to enhance Congress's ability to perform its oversight functions, 
we are recommending that DOD (1) gather and report data on race and 
ethnicity that are consistent with the required procedures set forth by 
the Office of Management and Budget, (2) conduct research to determine 
a feasible process for assessing the socioeconomic status of recruits 
and periodically include these findings in annual reports on 
servicemembers, (3) assess the type of communities recruits come from 
and periodically include a measure of population density in the annual 
demographic reports, and (4) include continuation rates on AC and RC 
personnel in DOD's annual demographic reports. In commenting on a draft 
of this report, DOD concurred with our four recommendations. 

We are sending copies of this report to the Secretaries of Defense, the 
Army, the Navy, and the Air Force; the Commandant of the Marine Corps; 
and the Chiefs of the National Guard Bureau, the Army Reserve, the Army 
National Guard, the Air Force Reserve, the Air National Guard, the Navy 
Reserve, and the Marine Corps Reserve. We will also make copies 
available to others upon request. The report will be available at no 
charge on GAO's Web site at [Hyperlink, http://www.gao.gov]. 

If you or your staffs have any questions concerning this report, please 
contact me at (202) 512-5559 or [Hyperlink, stewartd@gao.gov]. Contact 
points for our Offices of Congressional Relations and Public Affairs 
may be found on the last page of this report. GAO staff who made major 
contributions to this report are listed in appendix VI. 

Signed by: 

Derek B. Stewart: 
Director, Defense Capabilities and Management: 

[End of section]

Background: 

The Charge and the Debate of the All Volunteer Force: 

In 1970, President Nixon directed the Commission on an All Volunteer 
Armed Force-the Gates Commission--to develop a plan to eliminate 
conscription and institute an All Volunteer Force (AVF). The commission 
unanimously recommended the elimination of conscription, while noting 
that, except during major wars and the latter half of the 20TH century, 
the United States has historically relied on volunteers for its 
military forces. Prior to the adoption of the AVF, there were a number 
of arguments made for and against an AVF. Some of these arguments, 
offered by members of the commission, Congress, military leaders, and 
the public, follow: 

* Arguments against an AVF: 

* Opinion that military service is an obligation of citizenship. 

* Concern that the military would attract an insufficient number of 
recruits, especially during times of war. 

* Concern that because of relatively poorer civilian opportunities, 
African Americans would be attracted to the higher pay of a voluntary 
force and therefore would be overrepresented in the force. 

* Fear that a volunteer military would not attract a cross section of 
high-quality American youth, causing a decline in military 
effectiveness. 

* The AVF is costly because of higher costs for benefits and increased 
pay. 

* Arguments for an AVF: 

* Concern that conscription is inequitable, divisive, and inefficient. 

* Availability of more potential recruits in the late 1960s because the 
"baby boom" generation provided more young men eligible for military 
service. 

* Concern that minorities, especially African Americans, represented a 
disproportionate share of Vietnam War fatalities. 

* The higher cost of an AVF transfers the burden of military service 
from draftees to the population as a whole. The higher cost also is 
partly offset by lower turnover and fewer people in a training status. 

* Conscription is costly because of the higher costs of recruiting, 
training, and turnover. 

Despite opposition from many in the military, Congress, and the 
administration, the AVF was adopted on July 1,1973, marking the end of 
conscription. 

DOD Publications and Databases for Force Demographics: 

The Office of the Under Secretary for Personnel and Readiness publishes 
the demographic characteristics of military personnel in several 
official documents. 

* For 30 years, the Office of Accession Policy has produced the 
Population Representation in the Military Services,[Footnote 7] which 
contains: 

* demographic characteristics such as age, gender, race, and ethnicity, 
of current active duty personnel and selected reservists (including the 
Coast Guard);

* military characteristics of current active duty and selected 
reservists such as pay grade, DOD occupational area, and years of 
service;

* information on applicants and accessions; and: 

* trends. 

* Similarly, the Office of the Assistant Secretary of Defense for 
Reserve Affairs annually publishes the Official Guard and Reserve 
Manpower Strengths and Statistics which includes data on Selected 
Reservists as well as reservists in the Individual Ready Reserve, 
Inactive National Guard, and Retired Reserves (see app. III for more 
information on reserve personnel categories). The report includes: 

* tabulations on current reservists' demographic and military 
characteristics such as gender, race, ethnicity, pay grade, and 
occupational category; and: 

* data on end strength, accessions, attrition, and retention. 

* Data sources--Data for both reports are drawn from databases 
maintained by the DMDC. (See app. II for more detailed information on 
the data sources used in this report.)

* The active duty master and loss files are the sources of information 
for active duty personnel. 

* The Reserve Components Common Personnel Data System is the source of 
information for reserve component personnel. 

Changing Demographics: 

The AC of the AVF has been characterized by increased: 

* Representation of African Americans and Hispanics. 

* At the initiation of the AVF in 1973, African Americans and Hispanics 
comprised 12 percent and 1 percent, respectively, of the AC. 

* A decade later in 1983, African American and Hispanic representation 
had increased to 19 percent and 4 percent, respectively. 

* By 1993, African Americans and Hispanics comprised 19 percent and 5 
percent, respectively, of the AC. 

* By December 2004, AC African American representation had decreased 1 
percentage point to 18 percent, while Hispanic representation rose 4 
percentage points to 9 percent. 

* Representation of women (see table 1). 

Table 1: Percentage of the AC that Is Female: 

Pre-AVF; 
Year: 1964; 
Percentage female: 1%. 

AVF initiation; 
Year: 1973; 
Percentage female: 2%. 

Post-AVF; 
Year: 1983; 
Percentage female: 9%. 

Year: 1993; 
Percentage female: 12%. 

Year: 2003; 
Percentage female: 15%. 

Sources: Percentages are GAO calculations using data from DOD's 
Selected Manpower Statistics: Fiscal Year 2003, pp. 44-45, 71-73. 

[End of table]

* Retention (see table 2). 

Table 2: Percentage of Servicemembers Serving for More than 4 Years: 

Pre-AVF; 
Year: 1969; 
Percentage of each service: Army: 18%;
Percentage of each service: Navy: 31%;
Percentage of each service: Marine Corps: 16%;
Percentage of each service: Air Force: 46%.

Post-AVF; 
Year: 2002; 
Percentage of each service: Army: 51%;
Percentage of each service: Navy: 49%;
Percentage of each service: Marine Corps: 35%;
Percentage of each service: Air Force: 66%.

Source: Bernard D. Rostker, "The Gates Commission: Right for the Wrong 
Reasons," from The All Volunteer Force: Thirty Years of Service, 
Brassey's Inc. (Washington, D.C. 2004), p. 29. 

Note: Rows may not total 100 percent because of rounding. 

[End of table]

[End of section]

Demographic Characteristics of Servicemembers: 

Question 1 and Summary of Approach: 

What are the demographic characteristics of servicemembers and how do 
they compare to those of similarly aged and educated civilians in the 
U.S. workforce?

We compared the characteristics of over 2.2 million servicemembers in 
the AC and RC to a nationally representative sample of civilian 
workers. We examined almost 1.4 million AC servicemembers who were on 
active duty on December, 31, 2004. We also examined almost 835,000 RC 
Selected Reservists in the Army Reserve, Army National Guard, Navy 
Reserve, Marine Corps Reserve, Air Force Reserve, and Air National 
Guard. We compared servicemembers' characteristics to those of employed 
civilians in the United States, aged 18-49, with at least a high school 
diploma or equivalent. 

Summary of Findings: 

1A. Military force overview: 

AC servicemembers comprise 63 percent of all servicemembers examined. 
The components vary both in the extent to which junior personnel 
comprise the enlisted corps and in their occupational make-up. 

1B. Race and ethnicity: 

* There are proportionately more African American and proportionately 
fewer White servicemembers in the military than in the comparable 
civilian workforce. 

* The proportions of both Hispanics and Asian Americans/Pacific 
Islanders in the military are slightly lower than in the comparable 
civilian workforce. 

* The proportion of American Indians/Alaskan Natives in the military is 
about the same as that in the comparable civilian workforce. 

1C. Gender: 

About 16 percent of the armed forces are female, with representation 
being highest in the Air Force and lowest in the Marine Corps. 

1D. Age: 

We compared the age of servicemembers to that of the entire U.S. 
population and found that, in general, servicemembers are younger than 
persons in the U.S. population. 

1E. Education: 

We compared the education levels of servicemembers to those of the 
entire U.S. population and found that proportionately fewer 
servicemembers have attended college than in the U.S. population. 

1F. Citizenship and country of origin: 

Two percent of all servicemembers are not U.S. citizens. Among the 
countries of birth most frequently cited by noncitizens are the 
Philippines, Mexico, and Jamaica. 

Findings: 

1A. Military Force Overview--Force Strength: 

Table 3: Number of Servicemembers in Each Service as of December 31, 
2004: 

Service: Army; 
Active: 488,143; 
Selected Reserve: Reserve: 198,947; 
Selected Reserve: National Guard[A]: 335,490; 
Total: 1,022,580. 

Service: Navy; 
Active: 365,419; 
Selected Reserve: Reserve: 79,467; 
Selected Reserve: National Guard[A]: 0; 
Total: 444,886. 

Service: Air Force; 
Active: 365,567; 
Selected Reserve: Reserve: 74,875; 
Selected Reserve: National Guard[A]: 105,805; 
Total: 546,247. 

Service: Marine Corps; 
Active: 177,110; 
Selected Reserve: Reserve: 40,049; 
Selected Reserve: National Guard[A]: 0; 
Total: 217,159. 

Service: Total; 
Active: 1,396,239; 
Selected Reserve: Reserve: 393,338; 
Selected Reserve: National Guard[A]: 441,295; 
Total: 2,230,872. 

Source: GAO analysis of DOD-provided data. 

[A] National Guard servicemembers, with their unique federal and state 
roles, perform under the command of the President for federal missions 
such as warfighting and under the command of the state governor for 
state missions such as responding to natural disasters. 

[End of table]

* Over 2.2 million servicemembers from the AC and RC Selected Reserve 
were in the military on December 31, 2004 (see table 3). 

* AC servicemembers comprised 63 percent (1,396,239) of the 
servicemembers we reviewed. 

* There were 834,633 RC Selected Reservists serving as Individual 
Mobilization Augmentees, drilling reservists, or in unit support or 
training.[Footnote 8]

* The Army is the largest service and the only one with less than half 
of its personnel in the AC. 

Table 4: Number of Servicemembers in Each Pay Grade Subgroup as of 
December 31, 2004: 

Component: Total AC; 
Junior enlisted: (E1-E4): 609,075; 
Senior enlisted: (E5- E9): 560,794; 
Warrant officers: (WO1-WO5): 15,586; 
Junior officers: (O1-O3): 126,020; 
Senior officers: (O4-O6): 83,867; 
General/Flag officers: (O7-O10): 881; 
Subtotals: Total enlisted: 1,169,884; 
Subtotals: Total officers: 226,355;
Total: 1,396,239. 

Component: Total RC; 
Junior enlisted: (E1-E4): 329,429; 
Senior enlisted: (E5- E9): 380,306; 
Warrant officers: (WO1-WO5): 9,821; 
Junior officers: (O1-O3): 46,373; 
Senior officers: (O4-O6): 68,098; 
General/Flag officers: (O7-O10): 597; 
Subtotals: Total enlisted: 709,742; 
Subtotals: Total officers: 124,891;
Total: 834,633. 

Total; 
Junior enlisted: (E1-E4): 938,504; 
Senior enlisted: (E5-E9): 941,100; 
Warrant officers: (WO1-WO5): 25,407; 
Junior officers: (O1- O3): 172,393; 
Senior officers: (O4-O6): 151,965; 
General/Flag officers: (O7-O10): 1,478; 
Subtotals: Total enlisted: 1,879,626; 
Subtotals: Total officers: 351,246;
Total: 2,230,872. 

[End of table]

Source: GAO analysis of DOD-provided data. 

Notes: AC enlisted subtotal includes 15 AC enlisted personnel with 
unknown pay grades. AC officer subtotal includes 1 AC officer with 
unknown pay grade. RC enlisted subtotal includes 7 RC enlisted 
personnel with unknown pay grades. RC officer subtotal includes 2 RC 
officers with unknown pay grades. 

* Of the 2.2 million servicemembers, almost 1.9 million or 84 percent 
were enlisted personnel (see table 4). 

* In the AC enlisted and officer corps, there are more junior than 
senior personnel, although the opposite pattern is noted in the RC. The 
higher proportion of senior personnel in the RC enlisted and officer 
corps may reflect the fact that many RC accessions have prior military 
service and therefore entered the RC at a pay grade above the lowest 
(entry-level) pay grade. 

1A. Military Force Overview--Pay Grade: 

Table 5: Percent of Servicemembers in Pay Grade Subgroups as of 
December 31, 2004: 

Component: Army; 
Pay grade subgroup: Junior enlisted (E1-E4): 46%; 
Pay grade subgroup: Senior enlisted (E5-E9): 38%; 
Pay grade subgroup: Warrant officers: (WO1-WO5): 2%; 
Pay grade subgroup: Junior officers: (O1-O3): 8%; 
Pay grade subgroup: Senior officers (O4-O6): 6%; 
Pay grade subgroup: General/flag officers: (O7-O10): <1%; 
Subtotals: Total enlisted: 84%; 
Subtotals: Total officers: 16%. 

Component: Navy; 
Pay grade subgroup: Junior enlisted (E1-E4): 40%; 
Pay grade subgroup: Senior enlisted (E5-E9): 45%; 
Pay grade subgroup: Warrant officers: (WO1-WO5): <1%; 
Pay grade subgroup: Junior officers: (O1- O3): 9%; 
Pay grade subgroup: Senior officers (O4-O6): 6%; 
Pay grade subgroup: General/flag officers: (O7-O10): <1%; 
Subtotals: Total enlisted: 85%; 
Subtotals: Total officers: 15%. 

Component: Marine Corps; 
Pay grade subgroup: Junior enlisted (E1-E4): 60%; 
Pay grade subgroup: Senior enlisted (E5-E9): 29%; 
Pay grade subgroup: Warrant officers: (WO1-WO5): 1%; 
Pay grade subgroup: Junior officers: (O1-O3): 6%; 
Pay grade subgroup: Senior officers (O4-O6): 3%; 
Pay grade subgroup: General/flag officers: (O7-O10): <1%; 
Subtotals: Total enlisted: 89%; 
Subtotals: Total officers: 10%. 

Component: Air Force; 
Pay grade subgroup: Junior enlisted (E1-E4): 36%; 
Pay grade subgroup: Senior enlisted (E5-E9): 44%; 
Pay grade subgroup: Warrant officers: (WO1-WO5): 0%; 
Pay grade subgroup: Junior officers: (O1-O3): 12%; 
Pay grade subgroup: Senior officers (O4-O6): 8%; 
Pay grade subgroup: General/flag officers: (O7-O10): <1%; 
Subtotals: Total enlisted: 80%; 
Subtotals: Total officers: 20%. 

Total AC; 
Pay grade subgroup: Junior enlisted (E1-E4): 44%; 
Pay grade subgroup: Senior enlisted (E5-E9): 40%; 
Pay grade subgroup: Warrant officers: (WO1-WO5): 1%; 
Pay grade subgroup: Junior officers: (O1-O3): 9%; 
Pay grade subgroup: Senior officers (O4-O6): 6%; 
Pay grade subgroup: General/flag officers: (O7-O10): <1%; 
Subtotals: Total enlisted: 84%; 
Subtotals: Total officers: 16%. 

Component: Army Reserve; 
Pay grade subgroup: Junior enlisted (E1-E4): 38%; 
Pay grade subgroup: Senior enlisted (E5-E9): 43%; 
Pay grade subgroup: Warrant officers: (WO1-WO5): 1%; 
Pay grade subgroup: Junior officers: (O1-O3): 8%; 
Pay grade subgroup: Senior officers (O4-O6): 10%; 
Pay grade subgroup: General/flag officers: (O7-O10): <1%; 
Subtotals: Total enlisted: 81%; 
Subtotals: Total officers: 19%. 

Component: Army National Guard; 
Pay grade subgroup: Junior enlisted (E1-E4): 48%; 
Pay grade subgroup: Senior enlisted (E5-E9): 41%; 
Pay grade subgroup: Warrant officers: (WO1-WO5): 2%; 
Pay grade subgroup: Junior officers: (O1-O3): 5%; 
Pay grade subgroup: Senior officers (O4-O6): 3%; 
Pay grade subgroup: General/flag officers: (O7-O10): <1%; 
Subtotals: Total enlisted: 89%; 
Subtotals: Total officers: 10%. 

Component: Navy Reserve; 
Pay grade subgroup: Junior enlisted (E1-E4): 26%; 
Pay grade subgroup: Senior enlisted (E5-E9): 53%; 
Pay grade subgroup: Warrant officers: (WO1-WO5): <1%; 
Pay grade subgroup: Junior officers: (O1-O3): 5%; 
Pay grade subgroup: Senior officers (O4-O6): 16%; 
Pay grade subgroup: General/flag officers: (O7-O10): <1%; 
Subtotals: Total enlisted: 79%; 
Subtotals: Total officers: 21%. 

Component: Marine Corps Reserve; 
Pay grade subgroup: Junior enlisted (E1-E4): 71%; 
Pay grade subgroup: Senior enlisted (E5-E9): 20%; 
Pay grade subgroup: Warrant officers: (WO1-WO5): 1%; 
Pay grade subgroup: Junior officers: (O1-O3): 1%; 
Pay grade subgroup: Senior officers (O4-O6): 7%; 
Pay grade subgroup: General/flag officers: (O7-O10): <1%; 
Subtotals: Total enlisted: 91%; 
Subtotals: Total officers: 9%. 

Component: Air Force Reserve; 
Pay grade subgroup: Junior enlisted (E1-E4): 22%; 
Pay grade subgroup: Senior enlisted (E5-E9): 56%; 
Pay grade subgroup: Warrant officers: (WO1-WO5): 0%; 
Pay grade subgroup: Junior officers: (O1-O3): 6%; 
Pay grade subgroup: Senior officers (O4-O6): 16%; 
Pay grade subgroup: General/flag officers: (O7-O10): <1%; 
Subtotals: Total enlisted: 78%; 
Subtotals: Total officers: 22%. 

Component: Air National Guard; 
Pay grade subgroup: Junior enlisted (E1-E4): 24%; 
Pay grade subgroup: Senior enlisted (E5-E9): 63%; 
Pay grade subgroup: Warrant officers: (WO1-WO5): 0%; 
Pay grade subgroup: Junior officers: (O1-O3): 4%; 
Pay grade subgroup: Senior officers (O4-O6): 8%; 
Pay grade subgroup: General/flag officers: (O7-O10): <1%; 
Subtotals: Total enlisted: 87%; 
Subtotals: Total officers: 12%. 

Total RC; 
Pay grade subgroup: Junior enlisted (E1-E4): 39%; 
Pay grade subgroup: Senior enlisted (E5-E9): 46%; 
Pay grade subgroup: Warrant officers: (WO1-WO5): 1%; 
Pay grade subgroup: Junior officers: (O1-O3): 6%; 
Pay grade subgroup: Senior officers (O4-O6): 8%; 
Pay grade subgroup: General/flag officers: (O7-O10): <1%; 
Subtotals: Total enlisted: 85%; 
Subtotals: Total officers: 15%. 

Total military; 
Pay grade subgroup: Junior enlisted (E1-E4): 42%; 
Pay grade subgroup: Senior enlisted (E5-E9): 42%; 
Pay grade subgroup: Warrant officers: (WO1-WO5): 1%; 
Pay grade subgroup: Junior officers: (O1-O3): 8%; 
Pay grade subgroup: Senior officers (O4-O6): 7%; 
Pay grade subgroup: General/flag officers: (O7-O10): <1%; 
Subtotals: Total enlisted: 84%; 
Subtotals: Total officers: 16%. 

Source: GAO analysis of DOD-provided data. 

[End of table]

* Some components have proportionately more enlisted personnel than do 
other components (see table 5). 

* The components with the highest proportions of enlisted personnel are 
both Marine Corps components and the Army National Guard (91 percent to 
89 percent). 

* The Air Force Reserve and Navy Reserve have the lowest proportions of 
enlisted personnel (78 percent and 79 percent, respectively). 

* The mix of junior (E1-E4) and senior (E5-E9) pay grades in the 
enlisted force varies across components. 

* Junior enlisted personnel make up over half of the enlisted force in 
the Marine Corps Reserve (71 percent) and active Marine Corps (60 
percent). 

* In contrast, junior enlisted make up about one quarter of the Air 
Force Reserve (22 percent), Air National Guard (24 percent), and Navy 
Reserve (26 percent). 

* Although the overall officer corps is about evenly split between 
junior (8 percent) and senior (7 percent) officer pay grades, the Navy 
Reserve and Air Force Reserve have two to three times as many senior as 
junior officers. 

1A. Military Force Overview--Occupational Areas: 

Table 6: Percent of Servicemembers in Each DOD Occupational Area as of 
December 31, 2004: 

DOD enlisted occupational codes and areas: 0 Infantry, gun crews, & 
seamanship; 
Component: AC: 17%; 
Component: RC: 19%; 
DOD officer occupational codes and areas: N/A; 
Component: AC: N/A; 
Component: RC: N/A. 

DOD enlisted occupational codes and areas: 1 Electronic equipment 
repairers; 
Component: AC: 9%; 
Component: RC: 5%; 
DOD officer occupational codes and areas: 1 General officers & 
executives N.E.C; 
Component: AC: 1%; 
Component: RC: 1%. 

DOD enlisted occupational codes and areas: 2 Communications & 
intelligence specialists; 
Component: AC: 10%; 
Component: RC: 5%; 
DOD officer occupational codes and areas: 2 Tactical operations 
officers; 
Component: AC: 36%; 
Component: RC: 33%. 

DOD enlisted occupational codes and areas: 3 Health care specialists; 
Component: AC: 7%; 
Component: RC: 6%; 
DOD officer occupational codes and areas: 3 Intelligence officers; 
Component: AC: 5%; 
Component: RC: 6%. 

DOD enlisted occupational codes and areas: 4 Other technical & allied 
specialists; 
Component: AC: 3%; 
Component: RC: 3%; 
DOD officer occupational codes and areas: 4 Engineering and maintenance 
officers; 
Component: AC: 14%; 
Component: RC: 11%. 

DOD enlisted occupational codes and areas: 5 Functional support & 
administration; 
Component: AC: 16%; 
Component: RC: 20%; 
DOD officer occupational codes and areas: 5 Scientists & professionals; 
Component: AC: 5%; 
Component: RC: 7%. 

DOD enlisted occupational codes and areas: 6 Electrical/mechanical 
equipment repairers; 
Component: AC: 21%; 
Component: RC: 16%; 
DOD officer occupational codes and areas: 6 Health care officers; 
Component: AC: 16%; 
Component: RC: 19%. 

DOD enlisted occupational codes and areas: 7 Craftsworkers; 
Component: AC: 4%; 
Component: RC: 6%; 
DOD officer occupational codes and areas: 7 Administrators; 
Component: AC: 6%; 
Component: RC: 8%. 

DOD enlisted occupational codes and areas: 8 Service & supply handlers; 
Component: AC: 9%; 
Component: RC: 12%; 
DOD officer occupational codes and areas: 8 Supply, procurement, & 
allied officers; 
Component: AC: 9%; 
Component: RC: 10%. 

DOD enlisted occupational codes and areas: 9 Nonoccupational; 
Component: AC: 5%; 
Component: RC: 8%; 
DOD officer occupational codes and areas: 9 Nonoccupational; 
Component: AC: 6%; 
Component: RC: 4%. 

DOD enlisted occupational codes and areas: Total; 
Component: AC: 101%; 
Component: RC: 100%; 
DOD officer occupational codes and areas: Total; 
Component: AC: 98%; 
Component: RC: 99%. 

Legend: N.E.C. = Not elsewhere classified. 

Source: GAO analysis of DOD-provided data. 

Notes: The nonoccupational area includes patients, students, those with 
unassigned duties, and unknowns. Columns may not total 100 percent due 
to rounding. 

[End of table]

* Table 6 shows that over half of AC and RC enlisted personnel are in 
three occupational areas: 

* electrical/mechanical equipment repair (21 percent and 16 percent, 
respectively);

* infantry, gun crews, and seamanship (17 percent and 19 percent, 
respectively); and: 

* functional support and administration (16 percent and 20 percent, 
respectively). 

* The biggest differences between AC and RC enlisted occupation 
concentrations is that, relative to the RC, the AC has proportionately 
more enlisted personnel in: 

* communications and intelligence (10 percent and 5 percent, 
respectively); and: 

* electrical/mechanical equipment repair (21 percent and 16 percent, 
respectively). 

* Over half of AC and RC officers are in the following three 
occupational areas: 

* tactical operations (36 percent and 33 percent, respectively);

* health care (16 percent and 19 percent, respectively); and: 

* engineering and maintenance (14 percent and 11 percent, 
respectively). 

* The distribution of occupations both within and between AC and RC 
components is in the process of change. In July 2003, the Secretary of 
Defense directed the services to examine their AC-RC force structure to 
minimize the imbalances that result in lengthy, repeated, or frequent 
RC mobilization. 

* The services rebalanced about 10,000 military spaces both within and 
between the AC and RC in fiscal year 2003 and planned to rebalance 
another 20,000 spaces each in fiscal years 2004 and 2005. Between 
fiscal years 2005 and 2009, the Army will rebalance over 100,000 spaces 
of force structure. 

* As part of its rebalancing, for example, the Army National Guard is 
converting Cold War artillery capability into the military police, 
chemical, intelligence, surveillance, and reconnaissance units needed 
for current operations. 

1A. Military Force Overview--Occupational Areas: 

Table 7: Percent of Enlisted Personnel in Each Component in DOD 
Occupational Areas as of December 31, 2004: 

DOD enlisted occupational codes and areas: 0 Infantry, gun crews, & 
seamanship; 
AC: Army: 26%; 
AC: Navy: 9%; 
AC: Air Force: 10%; 
AC: Marine Corps: 23%; 
RC: Army Reserve: 8%; 
RC: Army National Guard: 30%; 
RC: Navy Reserve: 11%; 
RC: Marine Corps Reserve: 31%; 
RC: Air Force Reserve: 11%; 
RC: Air National Guard: 10%. 

DOD enlisted occupational codes and areas: 1 Electronic equipment 
repairers; 
AC: Army: 6%; 
AC: Navy: 13%; 
AC: Air Force: 9%; 
AC: Marine Corps: 7%; 
RC: Army Reserve: 2%; 
RC: Army National Guard: 3%; 
RC: Navy Reserve: 10%; 
RC: Marine Corps Reserve: 4%; 
RC: Air Force Reserve: 5%; 
RC: Air National Guard: 9%. 

DOD enlisted occupational codes and areas: 2 Communications & 
intelligence specialists; 
AC: Army: 11%; 
AC: Navy: 9%; 
AC: Air Force: 8%; 
AC: Marine Corps: 7%; 
RC: Army Reserve: 4%; 
RC: Army National Guard: 6%; 
RC: Navy Reserve: 7%; 
RC: Marine Corps Reserve: 8%; 
RC: Air Force Reserve: 3%; 
RC: Air National Guard: 4%. 

DOD enlisted occupational codes and areas: 3 Health care specialists; 
AC: Army: 8%; 
AC: Navy: 9%; 
AC: Air Force: 7%; 
AC: Marine Corps: 0%; 
RC: Army Reserve: 10%; 
RC: Army National Guard: 4%; 
RC: Navy Reserve: 9%; 
RC: Marine Corps Reserve: 0%; 
RC: Air Force Reserve: 11%; 
RC: Air National Guard: 4%. 

DOD enlisted occupational codes and areas: 4 Other technical & allied 
specialists; 
AC: Army: 3%; 
AC: Navy: 1%; 
AC: Air Force: 4%; 
AC: Marine Corps: 3%; 
RC: Army Reserve: 4%; 
RC: Army National Guard: 3%; 
RC: Navy Reserve: 1%; 
RC: Marine Corps Reserve: 1%; 
RC: Air Force Reserve: 3%; 
RC: Air National Guard: 5%. 

DOD enlisted occupational codes and areas: 5 Functional support & 
administration; 
AC: Army: 16%; 
AC: Navy: 12%; 
AC: Air Force: 21%; 
AC: Marine Corps: 16%; 
RC: Army Reserve: 26%; 
RC: Army National Guard: 14%; 
RC: Navy Reserve: 22%; 
RC: Marine Corps Reserve: 12%; 
RC: Air Force Reserve: 27%; 
RC: Air National Guard: 22%. 

DOD enlisted occupational codes and areas: 6 Electrical/mechanical 
equipment repairers; 
AC: Army: 14%; 
AC: Navy: 29%; 
AC: Air Force: 25%; 
AC: Marine Corps: 16%; 
RC: Army Reserve: 11%; 
RC: Army National Guard: 14%; 
RC: Navy Reserve: 19%; 
RC: Marine Corps Reserve: 13%; 
RC: Air Force Reserve: 22%; 
RC: Air National Guard: 28%. 

DOD enlisted occupational codes and areas: 7 Craftsworkers; 
AC: Army: 2%; 
AC: Navy: 6%; 
AC: Air Force: 5%; 
AC: Marine Corps: 2%; 
RC: Army Reserve: 6%; 
RC: Army National Guard: 4%; 
RC: Navy Reserve: 14%; 
RC: Marine Corps Reserve: 3%; 
RC: Air Force Reserve: 6%; 
RC: Air National Guard: 6%. 

DOD enlisted occupational codes and areas: 8 Service & supply handlers; 
AC: Army: 13%; 
AC: Navy: 7%; 
AC: Air Force: 5%; 
AC: Marine Corps: 12%; 
RC: Army Reserve: 19%; 
RC: Army National Guard: 13%; 
RC: Navy Reserve: 7%; 
RC: Marine Corps Reserve: 15%; 
RC: Air Force Reserve: 5%; 
RC: Air National Guard: 6%. 

DOD enlisted occupational codes and areas: 9 Nonoccupational; 
AC: Army: 1%; 
AC: Navy: 6%; 
AC: Air Force: 6%; 
AC: Marine Corps: 13%; 
RC: Army Reserve: 10%; 
RC: Army National Guard: 9%; 
RC: Navy Reserve: 1%; 
RC: Marine Corps Reserve: 11%; 
RC: Air Force Reserve: 8%; 
RC: Air National Guard: 6%. 

Total; 
AC: Army: 100%; 
AC: Navy: 101%; 
AC: Air Force: 100%; 
AC: Marine Corps: 99%; 
RC: Army Reserve: 100%; 
RC: Army National Guard: 100%; 
RC: Navy Reserve: 101%; 
RC: Marine Corps Reserve: 98%; 
RC: Air Force Reserve: 101%; 
RC: Air National Guard: 100%. 

Source: GAO analysis of DOD-provided data. 

Notes: The nonoccupational area includes patients, students, those with 
unassigned duties, and unknowns. Columns may not total 100 percent due 
to rounding. 

[End of table]

Table 8: Percent of Officers in Each Component in DOD Occupational 
Areas as of December 31, 2004: 

DOD officer occupational codes and areas: 1 General officers & 
executives N.E.C; 
AC: Army: <1%; 
AC: Navy: <1%; 
AC: Air Force: 1%; 
AC: Marine Corps: 4%; 
RC: Army Reserve: <1%; 
RC: Army National Guard: 1%; 
RC: Navy Reserve: <1%; 
RC: Marine Corps Reserve: 11%; 
RC: Air Force Reserve: 2%; 
RC: Air National Guard: 3%. 

DOD officer occupational codes and areas: 2 Tactical operations 
officers; 
AC: Army: 36%; 
AC: Navy: 39%; 
AC: Air Force: 33%; 
AC: Marine Corps: 45%; 
RC: Army Reserve: 17%; 
RC: Army National Guard: 44%; 
RC: Navy Reserve: 38%; 
RC: Marine Corps Reserve: 47%; 
RC: Air Force Reserve: 31%; 
RC: Air National Guard: 37%. 

DOD officer occupational codes and areas: 3 Intelligence officers; 
AC: Army: 6%; 
AC: Navy: 4%; 
AC: Air Force: 5%; 
AC: Marine Corps: 5%; 
RC: Army Reserve: 5%; 
RC: Army National Guard: 3%; 
RC: Navy Reserve: 11%; 
RC: Marine Corps Reserve: 5%; 
RC: Air Force Reserve: 7%; 
RC: Air National Guard: 3%. 

DOD officer occupational codes and areas: 4 Engineering and maintenance 
officers; 
AC: Army: 15%; 
AC: Navy: 12%; 
AC: Air Force: 15%; 
AC: Marine Corps: 11%; 
RC: Army Reserve: 10%; 
RC: Army National Guard: 11%; 
RC: Navy Reserve: 12%; 
RC: Marine Corps Reserve: 10%; 
RC: Air Force Reserve: 12%; 
RC: Air National Guard: 14%. 

DOD officer occupational codes and areas: 5 Scientists & professionals; 
AC: Army: 6%; 
AC: Navy: 4%; 
AC: Air Force: 6%; 
AC: Marine Corps: 3%; 
RC: Army Reserve: 11%; 
RC: Army National Guard: 3%; 
RC: Navy Reserve: 4%; 
RC: Marine Corps Reserve: 5%; 
RC: Air Force Reserve: 9%; 
RC: Air National Guard: 5%. 

DOD officer occupational codes and areas: 6 Health care officers; 
AC: Army: 17%; 
AC: Navy: 20%; 
AC: Air Force: 16%; 
AC: Marine Corps: 0%; 
RC: Army Reserve: 31%; 
RC: Army National Guard: 8%; 
RC: Navy Reserve: 20%; 
RC: Marine Corps Reserve: 0%; 
RC: Air Force Reserve: 24%; 
RC: Air National Guard: 15%. 

DOD officer occupational codes and areas: 7 Administrators; 
AC: Army: 7%; 
AC: Navy: 4%; 
AC: Air Force: 7%; 
AC: Marine Corps: 8%; 
RC: Army Reserve: 9%; 
RC: Army National Guard: 7%; 
RC: Navy Reserve: 6%; 
RC: Marine Corps Reserve: 7%; 
RC: Air Force Reserve: 7%; 
RC: Air National Guard: 10%. 

DOD officer occupational codes and areas: 8 Supply, procurement, & 
allied officers; 
AC: Army: 10%; 
AC: Navy: 6%; 
AC: Air Force: 9%; 
AC: Marine Corps: 13%; 
RC: Army Reserve: 13%; 
RC: Army National Guard: 10%; 
RC: Navy Reserve: 6%; 
RC: Marine Corps Reserve: 13%; 
RC: Air Force Reserve: 8%; 
RC: Air National Guard: 6%. 

DOD officer occupational codes and areas: 9 Nonoccupational; 
AC: Army: 2%; 
AC: Navy: 11%; 
AC: Air Force: 5%; 
AC: Marine Corps: 11%; 
RC: Army Reserve: 1%; 
RC: Army National Guard: 11%; 
RC: Navy Reserve: 2%; 
RC: Marine Corps Reserve: <1%; 
RC: Air Force Reserve: 1%; 
RC: Air National Guard: 3%. 

Total; 
AC: Army: 99%; 
AC: Navy: 100%; 
AC: Air Force: 97%; 
AC: Marine Corps: 100%; 
RC: Army Reserve: 97%; 
RC: Army National Guard: 98%; 
RC: Navy Reserve: 99%; 
RC: Marine Corps Reserve: 98%; 
RC: Air Force Reserve: 101%; 
RC: Air National Guard: 96%. 

Legend: N.E.C. = Not elsewhere classified. 

Source: GAO analysis of DOD-provided data. 

Notes: The nonoccupational area includes patients, students, those with 
unassigned duties, and unknowns. Columns may not total 100 percent due 
to rounding. 

[End of table]

* The enlisted occupational structure varies among the active 
components (see table 7). 

* In the AC, the Army and Marine Corps have a higher proportion (over a 
fifth) of their enlisted forces in the occupations which are part of 
the infantry, gun crews, and seamanship occupational area than did the 
active Navy and Air Force. 

* In contrast, the active Navy and Air Force have their greatest 
concentrations of enlisted personnel in electrical/mechanical equipment 
repair occupations. 

* At least a third of officers in each active and reserve component 
except the Army Reserve (17 percent) and the Air Force Reserve (31 
percent) were in tactical operations (see table 8). 

1B. Race and Ethnicity--Component Composition: 

Table 9: Percent of Servicemembers and Civilians Across Racial/Ethnic 
Subgroups: 

Component: Army; 
Racial/Ethnic subgroup: White: 60%; 
Racial/Ethnic subgroup: African American: 23%; 
Racial/Ethnic subgroup: Hispanic: 10%; 
Racial/Ethnic subgroup: Asian American/Pacific Islander: 3%; 
Racial/Ethnic subgroup: American Indian/Alaskan Native: 1%; 
Racial/Ethnic subgroup: Other/Unknown: 3%. 

Component: Navy; 
Racial/Ethnic subgroup: White: 62%; 
Racial/Ethnic subgroup: African American: 19%; 
Racial/Ethnic subgroup: Hispanic: 8%; 
Racial/Ethnic subgroup: Asian American/Pacific Islander: 6%; 
Racial/Ethnic subgroup: American Indian/Alaskan Native: 3%; 
Racial/Ethnic subgroup: Other/Unknown: 3%. 

Component: Air Force; 
Racial/Ethnic subgroup: White: 72%; 
Racial/Ethnic subgroup: African American: 15%; 
Racial/Ethnic subgroup: Hispanic: 6%; 
Racial/Ethnic subgroup: Asian American/Pacific Islander: 2%; 
Racial/Ethnic subgroup: American Indian/Alaskan Native: <1%; 
Racial/Ethnic subgroup: Other/Unknown: 4%. 

Component: Marine Corps; 
Racial/Ethnic subgroup: White: 66%; 
Racial/Ethnic subgroup: African American: 12%; 
Racial/Ethnic subgroup: Hispanic: 14%; 
Racial/Ethnic subgroup: Asian American/Pacific Islander: 2%; 
Racial/Ethnic subgroup: American Indian/Alaskan Native: 1%; 
Racial/Ethnic subgroup: Other/Unknown: 5. 

Total AC; 
Racial/Ethnic subgroup: White: 65%; 
Racial/Ethnic subgroup: African American: 18%; 
Racial/Ethnic subgroup: Hispanic: 9%; 
Racial/Ethnic subgroup: Asian American/Pacific Islander: 4%; 
Racial/Ethnic subgroup: American Indian/Alaskan Native: 1%; 
Racial/Ethnic subgroup: Other/Unknown: 3. 

Army Reserve; 
Racial/Ethnic subgroup: White: 60%; 
Racial/Ethnic subgroup: African American: 24%; 
Racial/Ethnic subgroup: Hispanic: 11%; 
Racial/Ethnic subgroup: Asian American/Pacific Islander: 4%; 
Racial/Ethnic subgroup: American Indian/Alaskan Native: 1%; 
Racial/Ethnic subgroup: Other/Unknown: 1. 

Army National Guard; 
Racial/Ethnic subgroup: White: 74%; 
Racial/Ethnic subgroup: African American: 14%; 
Racial/Ethnic subgroup: Hispanic: 7%; 
Racial/Ethnic subgroup: Asian American/Pacific Islander: 2%; 
Racial/Ethnic subgroup: American Indian/Alaskan Native: 1%; 
Racial/Ethnic subgroup: Other/Unknown: 2. 

Navy Reserve; 
Racial/Ethnic subgroup: White: 64%; 
Racial/Ethnic subgroup: African American: 15%; 
Racial/Ethnic subgroup: Hispanic: 9%; 
Racial/Ethnic subgroup: Asian American/Pacific Islander: 4%; 
Racial/Ethnic subgroup: American Indian/Alaskan Native: 1%; 
Racial/Ethnic subgroup: Other/Unknown: 7. 

Marine Corps Reserve; 
Racial/Ethnic subgroup: White: 68%; 
Racial/Ethnic subgroup: African American: 9%; 
Racial/Ethnic subgroup: Hispanic: 14%; 
Racial/Ethnic subgroup: Asian American/Pacific Islander: 4%; 
Racial/Ethnic subgroup: American Indian/Alaskan Native: 1%; 
Racial/Ethnic subgroup: Other/Unknown: 5. 

Air Force Reserve; 
Racial/Ethnic subgroup: White: 72%; 
Racial/Ethnic subgroup: African American: 16%; 
Racial/Ethnic subgroup: Hispanic: 7%; 
Racial/Ethnic subgroup: Asian American/Pacific Islander: 2%; 
Racial/Ethnic subgroup: American Indian/Alaskan Native: <1%; 
Racial/Ethnic subgroup: Other/Unknown: 4. 

Air National Guard; 
Racial/Ethnic subgroup: White: 80%; 
Racial/Ethnic subgroup: African American: 9%; 
Racial/Ethnic subgroup: Hispanic: 6%; 
Racial/Ethnic subgroup: Asian American/Pacific Islander: 2%; 
Racial/Ethnic subgroup: American Indian/Alaskan Native: 1%; 
Racial/Ethnic subgroup: Other/Unknown: 2. 

Total RC; 
Racial/Ethnic subgroup: White: 70%; 
Racial/Ethnic subgroup: African American: 16%; 
Racial/Ethnic subgroup: Hispanic: 8%; 
Racial/Ethnic subgroup: Asian American/Pacific Islander: 3%; 
Racial/Ethnic subgroup: American Indian/Alaskan Native: 1%; 
Racial/Ethnic subgroup: Other/Unknown: 3. 

Total military; 
Racial/Ethnic subgroup: White: 67%; 
Racial/Ethnic subgroup: African American: 17%; 
Racial/Ethnic subgroup: Hispanic: 9%; 
Racial/Ethnic subgroup: Asian American/Pacific Islander: 3%; 
Racial/Ethnic subgroup: American Indian/Alaskan Native: 1%; 
Racial/Ethnic subgroup: Other/Unknown: 3%. 

Civilian workforce; 
Racial/Ethnic subgroup: White: 71%; 
Racial/Ethnic subgroup: African American: 11%; 
Racial/Ethnic subgroup: Hispanic: 11%; 
Racial/Ethnic subgroup: Asian American/Pacific Islander: 5%; 
Racial/Ethnic subgroup: American Indian/Alaskan Native: <1%; 
Racial/Ethnic subgroup: Other/Unknown: 1%. 

Source: GAO analysis of DOD-provided data on servicemembers as of 
December 31, 2004, and comparable civilians included in the March 2004 
Current Population Survey which reflects civilians' employment status 
in 2003. 

Note: Rows may not total 100 percent due to rounding. 

[End of table]

* Table 9 shows that compared to the civilian workforce, the military 
has proportionately: 

* More African Americans (17 percent versus 11 percent). Within the 
military, African American representation is highest in the Army 
Reserve (24 percent) and active Army (23 percent) and lowest in the 
Marine Corps Reserve and Air National Guard (9 percent each). 

* Fewer Hispanics (9 percent versus 11 percent). In general, lacking a 
high school diploma reduces the likelihood of being accepted into 
military service, and Hispanics drop out of high school at higher rates 
than members of other racial/ethnic subgroups.[Footnote 9] Within the 
military, Hispanic representation is highest in both Marine Corps 
components (14 percent each) and lowest in the active Air Force and Air 
National Guard (6 percent each). 

* Fewer Whites (67 percent versus 71 percent) and Asian 
Americans/Pacific Islanders (3 percent versus 5 percent). 

* The components differ in overall minority representation. 

* The AC is 65 percent White and 34 percent minority. 

* The RC is 70 percent White and 30 percent minority. 

* The active Army and Army Reserve each have a minority representation 
of about 40 percent compared to the Air National Guard, which has a 20 
percent minority representation. 

1B. Race and Ethnicity--New Federal Requirements: 

Figure 1: Military Racial and Ethnic Representation: 

[See PDF for image] 

[End of figure] 

* The previously presented analysis on race/ethnicity and those in 
later parts of this report must be understood in the context of recent 
changes in the procedures for collecting and reporting information on 
racial and ethnic group membership. 

* In 1997, the Office of Management and Budget issued Statistical 
Policy Directive Number 15, "Race and Ethnic Standards for Statistics 
and Administrative Reporting," indicating that by January 1, 2003, 
federal agencies would collect information on race and ethnicity by: 

* asking about race and ethnicity in two separate questions, with the 
ethnicity question preceding the race question;

* using a minimum of five single race subgroups: American Indian or 
Alaska Native, Asian, Black or African American, Native Hawaiian or 
Other Pacific Islander, and White;

* enabling individuals to indicate more than one racial identity; and: 

* using two ethnic subgroups--Hispanic or Latino versus Not Hispanic or 
Latino--for self-reported data collections. 

* In addition to changing the way racial and ethnic data are collected, 
the revised directive also changed the way federal agencies report this 
data by,

* prohibiting use of the term "nonwhite,"

* allowing the use of a "combined format" in which being of Hispanic or 
Latino ethnicity is one of six racial/ethnic categories when reporting 
observer-collected data. 

* In March 2000, the Office of Management and Budget issued OMB 
Bulletin No. 00-02, which provided guidance on the aggregation and 
allocation of multiple race responses by encouraging federal agencies 
to: 

* report multiple race individuals separately from single race 
individuals, and: 

* report racial combinations representing more than 1 percent of the 
population in an area. 

1B. Race and Ethnicity--DOD's Implementation of the New Requirements: 

* Prior to 2003, DOD generally tabulated and reported servicemember 
race and ethnicity in the following subgroups: Hispanic, White, Black, 
Asian or Pacific Islander, and American Indian or Alaskan native, and 
Other or Unknown. Some DOD reports combined several subgroups to report 
on four categories: Hispanic, White, Black, and Other. 

* DOD has implemented the new guidelines when collecting racial and 
ethnicity data from recruits. 

* In 2003, DOD revised the form (DD 1966) used to capture information 
on recruits to comply with the newly issued guidance. The revised form, 
however, did not require recruits to respond to questions on race and 
ethnicity, and instead, enabled them to choose a "Decline to respond" 
option. 

* The Office of Accession Policy indicated that providing this option 
resulted in more servicemembers declining to supply the information. 
DOD plans to begin using another version of the form without the 
"Decline to respond" option in October 2005. 

* The components are taking different approaches to updating race and 
ethnicity in servicemembers' personnel records. A DOD official told us 
that race and ethnicity data in one reserve component database were 
expunged and reentered when servicemembers updated their files. 
Additionally, we were told that: 

* the Air Force reserve components cleared personnel records of the old 
racial/ethnic data and began entering new data consistent with the 
revised guidelines, and: 

* the active Air Force notified its personnel that they should access 
the Virtual Personnel Center and confirm or revise the data. 

* Although the varying approaches taken by the components to update 
personnel records can be expected to result in varying levels of 
compliance, DOD officials told us that an internal study showed that 90 
percent of active duty servicemembers had the same race code before and 
after implementation of the new guidance.[Footnote 10]

* Although the components are in the process of gathering or confirming 
their data on current servicemembers' race and ethnicity to comply with 
the new guidance, DOD still reports race and ethnicity in the old 
format. 

* DOD's internal monthly report of servicemember demographics, DMDC EO 
3035, still uses the previous racial and ethnicity categories in which,

* Hispanic remains one of five single race subgroups instead of being 
reported separately, and: 

* Asian Americans, Hawaiians, and Other Pacific Islanders are in one 
racial subgroup (instead of two subgroups--Asian and Native 
Hawaiian/Other Pacific Islander--in accordance with the new guidance). 

* DOD's Information Delivery System produces demographic reports of 
servicemembers using the former racial/ethnic subgroups of White, 
African American, Hispanic, Asian/Pacific Islander, and Alaska Native, 
although the reports also include a Multirace/Unknown subgroup. 

* The Office of Accession Policy excluded racial/ethnic breakouts of 
current servicemembers from its Population Report of the Military 
Services: Fiscal Year 2003 (such breakouts are, however, available for 
accessions) although the office does plan to include these analyses in 
future reports. 

* DOD's continued use of the former racial and ethnic categories makes 
it difficult to directly compare race and ethnicity in the U.S. 
population to that in the military. 

1B. Race and Ethnicity--Enlisted Personnel: 

Table 10: Percent of Enlisted Personnel and Civilians with a High 
School Diploma or Equivalent or Some College in the Racial/Ethnic 
Subgroups: 

Component: Army; 
Racial/Ethnic subgroup: White: 58%; 
Racial/Ethnic subgroup: African American: 25%; 
Racial/Ethnic subgroup: Hispanic: 11%; 
Racial/Ethnic subgroup: Asian American/Pacific Islander: 3%; 
Racial/Ethnic subgroup: American Indian/Alaskan Native: 1%; 
Racial/Ethnic subgroup: Other/Unknown: 3%;
Total: 101%. 

Component: Navy; 
Racial/Ethnic subgroup: White: 58%; 
Racial/Ethnic subgroup: African American: 21%; 
Racial/Ethnic subgroup: Hispanic: 9%; 
Racial/Ethnic subgroup: Asian American/Pacific Islander: 6%; 
Racial/Ethnic subgroup: American Indian/Alaskan Native: 3%; 
Racial/Ethnic subgroup: Other/Unknown: 2%;
Total: 99%. 

Component: Marine Corps; 
Racial/Ethnic subgroup: White: 65%; 
Racial/Ethnic subgroup: African American: 12%; 
Racial/Ethnic subgroup: Hispanic: 14%; 
Racial/Ethnic subgroup: Asian American/Pacific Islander: 3%; 
Racial/Ethnic subgroup: American Indian/Alaskan Native: 1%; 
Racial/Ethnic subgroup: Other/Unknown: 5%;
Total: 100%. 

Component: Air Force; 
Racial/Ethnic subgroup: White: 70%; 
Racial/Ethnic subgroup: African American: 17%; 
Racial/Ethnic subgroup: Hispanic: 6%; 
Racial/Ethnic subgroup: Asian American/Pacific Islander: 2%; 
Racial/Ethnic subgroup: American Indian/Alaskan Native: <1%; 
Racial/Ethnic subgroup: Other/Unknown: 4%;
Total: 99%. 

Component: Total AC enlisted; 
Racial/Ethnic subgroup: White: 62%; 
Racial/Ethnic subgroup: African American: 20%; 
Racial/Ethnic subgroup: Hispanic: 10%; 
Racial/Ethnic subgroup: Asian American/Pacific Islander: 4%; 
Racial/Ethnic subgroup: American Indian/Alaskan Native: 1%; 
Racial/Ethnic subgroup: Other/Unknown: 3%;
Total: 100%. 

Component: Army Reserve; 
Racial/Ethnic subgroup: White: 56%; 
Racial/Ethnic subgroup: African American: 26%; 
Racial/Ethnic subgroup: Hispanic: 12%; 
Racial/Ethnic subgroup: Asian American/Pacific Islander: 4%; 
Racial/Ethnic subgroup: American Indian/Alaskan Native: 1%; 
Racial/Ethnic subgroup: Other/Unknown: 1%;
Total: 100%. 

Component: Army National Guard; 
Racial/Ethnic subgroup: White: 73%; 
Racial/Ethnic subgroup: African American: 15%; 
Racial/Ethnic subgroup: Hispanic: 8%; 
Racial/Ethnic subgroup: Asian American/Pacific Islander: 2%; 
Racial/Ethnic subgroup: American Indian/Alaskan Native: 1%; 
Racial/Ethnic subgroup: Other/Unknown: 2%;
Total: 101%. 

Component: Navy Reserve; 
Racial/Ethnic subgroup: White: 61%; 
Racial/Ethnic subgroup: African American: 18%; 
Racial/Ethnic subgroup: Hispanic: 10%; 
Racial/Ethnic subgroup: Asian American/Pacific Islander: 4%; 
Racial/Ethnic subgroup: American Indian/Alaskan Native: 1%; 
Racial/Ethnic subgroup: Other/Unknown: 6%;
Total: 100%. 

Component: Marine Corps Reserve; 
Racial/Ethnic subgroup: White: 67%; 
Racial/Ethnic subgroup: African American: 9%; 
Racial/Ethnic subgroup: Hispanic: 15%; 
Racial/Ethnic subgroup: Asian American/Pacific Islander: 4%; 
Racial/Ethnic subgroup: American Indian/Alaskan Native: 1%; 
Racial/Ethnic subgroup: Other/Unknown: 5%;
Total: 101%. 

Component: Air Force Reserve; 
Racial/Ethnic subgroup: White: 68%; 
Racial/Ethnic subgroup: African American: 19%; 
Racial/Ethnic subgroup: Hispanic: 7%; 
Racial/Ethnic subgroup: Asian American/Pacific Islander: 2%; 
Racial/Ethnic subgroup: American Indian/Alaskan Native: <1%; 
Racial/Ethnic subgroup: Other/Unknown: 4%;
Total: 100%. 

Component: Air National Guard; 
Racial/Ethnic subgroup: White: 79%; 
Racial/Ethnic subgroup: African American: 9%; 
Racial/Ethnic subgroup: Hispanic: 6%; 
Racial/Ethnic subgroup: Asian American/Pacific Islander: 3%; 
Racial/Ethnic subgroup: American Indian/Alaskan Native: 1%; 
Racial/Ethnic subgroup: Other/Unknown: 3%;
Total: 101%. 

Component: Total RC enlisted; 
Racial/Ethnic subgroup: White: 68%; 
Racial/Ethnic subgroup: African American: 17%; 
Racial/Ethnic subgroup: Hispanic: 9%; 
Racial/Ethnic subgroup: Asian American/Pacific Islander: 3%; 
Racial/Ethnic subgroup: American Indian/Alaskan Native: 1; 
Racial/Ethnic subgroup: Other/Unknown: 3%;
Total: 101%. 

Component: Total enlisted%; 
Racial/Ethnic subgroup: White: 64%; 
Racial/Ethnic subgroup: African American: 19%; 
Racial/Ethnic subgroup: Hispanic: 10%; 
Racial/Ethnic subgroup: Asian American/Pacific Islander: 3%; 
Racial/Ethnic subgroup: American Indian/Alaskan Native: 1%; 
Racial/Ethnic subgroup: Other/Unknown: 3%;
Total: 100%. 

Component: Civilian workers with a high school diploma (or equivalent) 
or some college; 
Racial/Ethnic subgroup: White: 66%; 
Racial/Ethnic subgroup: African American: 14%; 
Racial/Ethnic subgroup: Hispanic: 14%; 
Racial/Ethnic subgroup: Asian American/Pacific Islander: 3%; 
Racial/Ethnic subgroup: American Indian/Alaskan Native: 1%; 
Racial/Ethnic subgroup: Other/Unknown: 1%;
Total: 99%. 

Source: GAO analysis of DOD-provided data reflecting servicemembers as 
of December 31, 2004, and the March 2004 Current Population Survey, 
reflecting civilians in 2003. 

Note: Rows may not total 100 percent due to rounding. 

[End of table]

* We identified civilian workers with a high school diploma or 
equivalent certification and those who had some college as the 
civilians most comparable to enlisted servicemembers and compared the 
racial/ethnic distribution of the two groups. 

* Table 10 shows that the representation of Whites among enlisted 
personnel is 2 percentage points less than their representation among 
comparable civilian workers (64 percent versus 66 percent, 
respectively). The representation of White enlisted personnel varies by 
component. 

* In the AC, the Air Force has the highest proportion of enlisted 
Whites at 70 percent, and the Army and Navy have the lowest at 58 
percent. 

* In the RC, the Air National Guard and Army National Guard have the 
highest proportions at 79 percent and 73 percent, respectively, and the 
Army Reserve has the lowest proportion at 56 percent. 

* The racial/ethnic distribution of minority enlisted personnel varies 
from that for civilian workers with a high school diploma or equivalent 
or some college. Compared to these civilians, the military's enlisted 
pay grades have proportionately: 

* more African Americans (19 percent versus 14 percent for civilians), 
and: 

* fewer Hispanics (10 percent versus 14 percent for civilians). 

* African American representation among enlisted personnel is highest 
in the Army Reserve (26 percent) and active Army (25 percent). 

* Hispanic enlisted representation is highest in the two Marine Corps 
components (14 percent and 15 percent). 

1B. Race and Ethnicity--Officers: 

Table 11: Percent of Officers and Civilian College Graduates in the 
Racial/Ethnic Subgroups: 

Component: Army; 
Racial/Ethnic subgroup: White: 75%; 
Racial/Ethnic subgroup: African American: 13%; 
Racial/Ethnic subgroup: Hispanic: 5%; 
Racial/Ethnic subgroup: Asian American/Pacific Islander: 3%; 
Racial/Ethnic subgroup: American Indian/Alaskan Native: <1%; 
Racial/Ethnic subgroup: Other/Unknown: 3%;
Total: 99%. 

Component: Navy; 
Racial/Ethnic subgroup: White: 81%; 
Racial/Ethnic subgroup: African American: 8%; 
Racial/Ethnic subgroup: Hispanic: 5%; 
Racial/Ethnic subgroup: Asian American/Pacific Islander: 3%; 
Racial/Ethnic subgroup: American Indian/Alaskan Native: <1%; 
Racial/Ethnic subgroup: Other/Unknown: 3%;
Total: 100%. 

Component: Marine Corps; 
Racial/Ethnic subgroup: White: 77%; 
Racial/Ethnic subgroup: African American: 7%; 
Racial/Ethnic subgroup: Hispanic: 6%; 
Racial/Ethnic subgroup: Asian American/Pacific Islander: 2%; 
Racial/Ethnic subgroup: American Indian/Alaskan Native: 1%; 
Racial/Ethnic subgroup: Other/Unknown: 7%;
Total: 100%. 

Component: Air Force; 
Racial/Ethnic subgroup: White: 82%; 
Racial/Ethnic subgroup: African American: 7%; 
Racial/Ethnic subgroup: Hispanic: 4%; 
Racial/Ethnic subgroup: Asian American/Pacific Islander: 2%; 
Racial/Ethnic subgroup: American Indian/Alaskan Native: <1%; 
Racial/Ethnic subgroup: Other/Unknown: 5%;
Total: 100%. 

Component: Total AC officers; 
Racial/Ethnic subgroup: White: 79%; 
Racial/Ethnic subgroup: African American: 9%; 
Racial/Ethnic subgroup: Hispanic: 5%; 
Racial/Ethnic subgroup: Asian American/Pacific Islander: 3%; 
Racial/Ethnic subgroup: American Indian/Alaskan Native: <1%; 
Racial/Ethnic subgroup: Other/Unknown: 4%;
Total: 100%. 

Component: Army Reserve; 
Racial/Ethnic subgroup: White: 73%; 
Racial/Ethnic subgroup: African American: 16%; 
Racial/Ethnic subgroup: Hispanic: 6%; 
Racial/Ethnic subgroup: Asian American/Pacific Islander: 3%; 
Racial/Ethnic subgroup: American Indian/Alaskan Native: <1%; 
Racial/Ethnic subgroup: Other/Unknown: 2%;
Total: 100%. 

Component: Army National Guard; 
Racial/Ethnic subgroup: White: 84%; 
Racial/Ethnic subgroup: African American: 7%; 
Racial/Ethnic subgroup: Hispanic: 5%; 
Racial/Ethnic subgroup: Asian American/Pacific Islander: 2%; 
Racial/Ethnic subgroup: American Indian/Alaskan Native: <1%; 
Racial/Ethnic subgroup: Other/Unknown: 1%;
Total: 99%. 

Component: Navy Reserve; 
Racial/Ethnic subgroup: White: 77%; 
Racial/Ethnic subgroup: African American: 5%; 
Racial/Ethnic subgroup: Hispanic: 4%; 
Racial/Ethnic subgroup: Asian American/Pacific Islander: 3%; 
Racial/Ethnic subgroup: American Indian/Alaskan Native: <1%; 
Racial/Ethnic subgroup: Other/Unknown: 12%;
Total: 101%. 

Component: Marine Corps Reserve; 
Racial/Ethnic subgroup: White: 82%; 
Racial/Ethnic subgroup: African American: 5%; 
Racial/Ethnic subgroup: Hispanic: 5%; 
Racial/Ethnic subgroup: Asian American/Pacific Islander: 2%; 
Racial/Ethnic subgroup: American Indian/Alaskan Native: 1%; 
Racial/Ethnic subgroup: Other/Unknown: 6%;
Total: 101%. 

Component: Air Force Reserve; 
Racial/Ethnic subgroup: White: 85%; 
Racial/Ethnic subgroup: African American: 6%; 
Racial/Ethnic subgroup: Hispanic: 3%; 
Racial/Ethnic subgroup: Asian American/Pacific Islander: 1%; 
Racial/Ethnic subgroup: American Indian/Alaskan Native: <1%; 
Racial/Ethnic subgroup: Other/Unknown: 3%;
Total: 98%. 

Component: Air National Guard; 
Racial/Ethnic subgroup: White: 87%; 
Racial/Ethnic subgroup: African American: 5%; 
Racial/Ethnic subgroup: Hispanic: 3%; 
Racial/Ethnic subgroup: Asian American/Pacific Islander: 2%; 
Racial/Ethnic subgroup: American Indian/Alaskan Native: <1%; 
Racial/Ethnic subgroup: Other/Unknown: 2%;
Total: 99%. 

Component: Total RC officers; 
Racial/Ethnic subgroup: White: 80%; 
Racial/Ethnic subgroup: African American: 9%; 
Racial/Ethnic subgroup: Hispanic: 4%; 
Racial/Ethnic subgroup: Asian American/Pacific Islander: 2%; 
Racial/Ethnic subgroup: American Indian/Alaskan Native: <1%; 
Racial/Ethnic subgroup: Other/Unknown: 3%;
Total: 98%. 

Component: Total officers; 
Racial/Ethnic subgroup: White: 79%; 
Racial/Ethnic subgroup: African American: 9%; 
Racial/Ethnic subgroup: Hispanic: 5%; 
Racial/Ethnic subgroup: Asian American/Pacific Islander: 3%; 
Racial/Ethnic subgroup: American Indian/Alaskan Native: <1%; 
Racial/Ethnic subgroup: Other/Unknown: 4%;
Total: 100%. 

Component: Civilian college graduates in the workforce; 
Racial/Ethnic subgroup: White: 75%; 
Racial/Ethnic subgroup: African American: 9%; 
Racial/Ethnic subgroup: Hispanic: 7%; 
Racial/Ethnic subgroup: Asian American/Pacific Islander: 8%; 
Racial/Ethnic subgroup: American Indian/Alaskan Native: <1%; 
Racial/Ethnic subgroup: Other/Unknown: 1%;
Total: 100%. 

Source: GAO analysis of DOD-provided data reflecting servicemembers as 
of December 31, 2004, and the March 2004 Current Population Survey 
reflecting civilians in March 2003. 

Note: Rows may not total 100 percent due to rounding. 

[End of table]

* Findings from table 11 indicate that the racial/ethnic representation 
of the officer corps is similar to that of the civilian college- 
graduate workforce, except: 

* White representation is higher among military officers (79 percent) 
than among civilian college graduates (75 percent), and: 

* Asian American/Pacific Islander representation is lower among 
military officers (3 percent) than among civilian college graduates (8 
percent). 

* The comparison of the racial/ethnic distribution of officers to 
enlisted personnel (provided earlier in table 10) shows that: 

* Although White representation among officers is higher than in the 
college educated workforce (79 percent versus 75 percent, 
respectively), White representation among enlisted personnel is lower 
than comparably educated civilians (64 percent versus 66 percent, 
respectively). 

* Although African American representation among officers is equal to 
that of the college workforce (9 percent for both), African American 
representation among enlisted personnel exceeds that of comparably 
educated civilians (19 percent versus 14 percent, respectively, as 
shown in table 10 on the previous page). 

* Hispanic representation among both officers and enlisted is below 
that of comparably educated civilians (5 percent of officers versus 7 
percent of comparably educated civilians are Hispanic; 10 percent of 
enlisted personnel versus 14 percent of comparably educated civilians 
are Hispanic). 

1B. Race and Ethnicity--Active Component Enlisted Occupational Areas: 

Table 12: Percent of AC Enlisted Personnel in Each Racial/Ethnic 
Subgroup and DOD Occupational Area as of December 31, 2004: 

DOD enlisted occupational codes and areas: 0 Infantry, gun crews, & 
seamanship; 
Racial/Ethnic subgroup: White: 69%; 
Racial/Ethnic subgroup: African American: 14%; 
Racial/Ethnic subgroup: Hispanic: 11%; 
Racial/Ethnic subgroup: Asian American/Pacific Islander: 3%; 
Racial/Ethnic subgroup: American Indian/Alaskan Native: 1%; 
Racial/Ethnic subgroup: Other/Unknown: 3%;
Total: 101%. 

DOD enlisted occupational codes and areas: 1 Electronic equipment 
repairers; 
Racial/Ethnic subgroup: White: 69%; 
Racial/Ethnic subgroup: African American: 15%; 
Racial/Ethnic subgroup: Hispanic: 9%; 
Racial/Ethnic subgroup: Asian American/Pacific Islander: 3%; 
Racial/Ethnic subgroup: American Indian/Alaskan Native: 2%; 
Racial/Ethnic subgroup: Other/Unknown: 3%;
Total: 101%. 

DOD enlisted occupational codes and areas: 2 Communications & 
intelligence specialists; 
Racial/Ethnic subgroup: White: 67%; 
Racial/Ethnic subgroup: African American: 18%; 
Racial/Ethnic subgroup: Hispanic: 9%; 
Racial/Ethnic subgroup: Asian American/Pacific Islander: 3%; 
Racial/Ethnic subgroup: American Indian/Alaskan Native: 1%; 
Racial/Ethnic subgroup: Other/Unknown: 3%;
Total: 101%. 

DOD enlisted occupational codes and areas: 3 Health care specialists; 
Racial/Ethnic subgroup: White: 52%; 
Racial/Ethnic subgroup: African American: 25%; 
Racial/Ethnic subgroup: Hispanic: 11%; 
Racial/Ethnic subgroup: Asian American/Pacific Islander: 7%; 
Racial/Ethnic subgroup: American Indian/Alaskan Native: 1%; 
Racial/Ethnic subgroup: Other/Unknown: 4%;
Total: 100%. 

DOD enlisted occupational codes and areas: 4 Other technical & allied 
specialists; 
Racial/Ethnic subgroup: White: 67%; 
Racial/Ethnic subgroup: African American: 17%; 
Racial/Ethnic subgroup: Hispanic: 9%; 
Racial/Ethnic subgroup: Asian American/Pacific Islander: 3%; 
Racial/Ethnic subgroup: American Indian/Alaskan Native: 1%; 
Racial/Ethnic subgroup: Other/Unknown: 3%;
Total: 100%. 

DOD enlisted occupational codes and areas: 5 Functional support & 
administration; 
Racial/Ethnic subgroup: White: 45%; 
Racial/Ethnic subgroup: African American: 34%; 
Racial/Ethnic subgroup: Hispanic: 12%; 
Racial/Ethnic subgroup: Asian American/Pacific Islander: 4%; 
Racial/Ethnic subgroup: American Indian/Alaskan Native: 1%; 
Racial/Ethnic subgroup: Other/Unknown: 4%;
Total: 100%. 

DOD enlisted occupational codes and areas: 6 Electrical/mechanical 
equipment repairers; 
Racial/Ethnic subgroup: White: 67%; 
Racial/Ethnic subgroup: African American: 15%; 
Racial/Ethnic subgroup: Hispanic: 9%; 
Racial/Ethnic subgroup: Asian American/Pacific Islander: 4%; 
Racial/Ethnic subgroup: American Indian/Alaskan Native: 2%; 
Racial/Ethnic subgroup: Other/Unknown: 3%;
Total: 100%. 

DOD enlisted occupational codes and areas: 7 Craftsworkers; 
Racial/Ethnic subgroup: White: 66%; 
Racial/Ethnic subgroup: African American: 17%; 
Racial/Ethnic subgroup: Hispanic: 9%; 
Racial/Ethnic subgroup: Asian American/Pacific Islander: 4%; 
Racial/Ethnic subgroup: American Indian/Alaskan Native: 2%; 
Racial/Ethnic subgroup: Other/Unknown: 3%;
Total: 101%. 

DOD enlisted occupational codes and areas: 8 Service & supply handlers; 
Racial/Ethnic subgroup: White: 53%; 
Racial/Ethnic subgroup: African American: 28%; 
Racial/Ethnic subgroup: Hispanic: 11%; 
Racial/Ethnic subgroup: Asian American/Pacific Islander: 4%; 
Racial/Ethnic subgroup: American Indian/Alaskan Native: 1%; 
Racial/Ethnic subgroup: Other/Unknown: 3%;
Total: 100%. 

DOD enlisted occupational codes and areas: 9 Nonoccupational; 
Racial/Ethnic subgroup: White: 72%; 
Racial/Ethnic subgroup: African American: 14%; 
Racial/Ethnic subgroup: Hispanic: 4%; 
Racial/Ethnic subgroup: Asian American/Pacific Islander: 4%; 
Racial/Ethnic subgroup: American Indian/Alaskan Native: 3%; 
Racial/Ethnic subgroup: Other/Unknown: 4%;
Total: 101%. 

DOD enlisted occupational codes and areas: Total AC enlisted personnel; 
Racial/Ethnic subgroup: White: 62%; 
Racial/Ethnic subgroup: African American: 20%; 
Racial/Ethnic subgroup: Hispanic: 10%; 
Racial/Ethnic subgroup: Asian American/Pacific Islander: 4%; 
Racial/Ethnic subgroup: American Indian/Alaskan Native: 1%; 
Racial/Ethnic subgroup: Other/Unknown: 3%;
Total: 100%. 

Source: GAO analysis of DOD-provided data. 

Notes: The nonoccupational area includes patients, students, those with 
unassigned duties, and unknowns. Rows may not total 100 percent due to 
rounding. 

[End of table]

* The occupational areas with the highest concentration of AC White 
enlisted personnel in table 12 are: 

* the nonoccupational area (which includes patients, students, and 
those with unassigned duties) at 72 percent;

* infantry, gun crews, and seamanship (69 percent) and electronic 
equipment repair (69 percent); and communications and intelligence 
specialists (67 percent), other technical and allied specialists (67 
percent), and electrical/mechanical equipment repairers (67 percent). 

* The occupational areas with the highest concentrations of AC African 
American enlisted personnel are: 

* functional support and administration (34 percent),

* service and supply handlers (28 percent), and: 

* health care specialists (25 percent). 

* The occupational areas with the highest concentrations of AC Hispanic 
enlisted personnel are: 

* functional support and administration (12 percent), and: 

* infantry, gun crews, and seamanship (11 percent); health care 
specialists (11 percent); and service and supply handlers (11 percent). 

* The racial/ethnic composition of enlisted occupational areas reflects 
both servicemembers' preferences and eligibility, as determined by, for 
example, the Armed Services Vocational Aptitude Battery test score or 
other requirements. 

1B. Race and Ethnicity--Active Component Officer Occupational Areas: 

Table 13: Percent of AC Officers in Each Racial/Ethnic Subgroup and DOD 
Occupational Area as of December 31, 2004: 

DOD officer occupational codes and areas: 1 General officers & 
executives N.E.C%; 
Racial/Ethnic subgroup: White: 91%; 
Racial/Ethnic subgroup: African American: 5%; 
Racial/Ethnic subgroup: Hispanic: 2%; 
Racial/Ethnic subgroup: Asian American/Pacific Islander: <1%; 
Racial/Ethnic subgroup: American Indian/Alaskan Native: <1%; 
Racial/Ethnic subgroup: Other/Unknown: 2%; 
Total: 100%. 

DOD officer occupational codes and areas: 2 Tactical operations 
officers; 
Racial/Ethnic subgroup: White: 85%; 
Racial/Ethnic subgroup: African American: 5%; 
Racial/Ethnic subgroup: Hispanic: 5%; 
Racial/Ethnic subgroup: Asian American/Pacific Islander: 2%; 
Racial/Ethnic subgroup: American Indian/Alaskan Native: <1%; 
Racial/Ethnic subgroup: Other/Unknown: 3%; 
Total: 100%. 

DOD officer occupational codes and areas: 3 Intelligence officers; 
Racial/Ethnic subgroup: White: 79%; 
Racial/Ethnic subgroup: African American: 8%; 
Racial/Ethnic subgroup: Hispanic: 5%; 
Racial/Ethnic subgroup: Asian American/Pacific Islander: 3%; 
Racial/Ethnic subgroup: American Indian/Alaskan Native: <1%; 
Racial/Ethnic subgroup: Other/Unknown: 4%; 
Total: 99%. 

DOD officer occupational codes and areas: 4 Engineering and maintenance 
officers; 
Racial/Ethnic subgroup: White: 74%; 
Racial/Ethnic subgroup: African American: 13%; 
Racial/Ethnic subgroup: Hispanic: 5%; 
Racial/Ethnic subgroup: Asian American/Pacific Islander: 3%; 
Racial/Ethnic subgroup: American Indian/Alaskan Native: <1%; 
Racial/Ethnic subgroup: Other/Unknown: 4%; 
Total: 99%. 

DOD officer occupational codes and areas: 5 Scientists & professionals; 
Racial/Ethnic subgroup: White: 83%; 
Racial/Ethnic subgroup: African American: 7%; 
Racial/Ethnic subgroup: Hispanic: 4%; 
Racial/Ethnic subgroup: Asian American/Pacific Islander: 3%; 
Racial/Ethnic subgroup: American Indian/Alaskan Native: <1%; 
Racial/Ethnic subgroup: Other/Unknown: 3%; 
Total: 100%. 

DOD officer occupational codes and areas: 6 Health care officers; 
Racial/Ethnic subgroup: White: 76%; 
Racial/Ethnic subgroup: African American: 9%; 
Racial/Ethnic subgroup: Hispanic: 4%; 
Racial/Ethnic subgroup: Asian American/Pacific Islander: 5%; 
Racial/Ethnic subgroup: American Indian/Alaskan Native: <1%; 
Racial/Ethnic subgroup: Other/Unknown: 5%; 
Total: 99%. 

DOD officer occupational codes and areas: 7 Administrators; 
Racial/Ethnic subgroup: White: 69%; 
Racial/Ethnic subgroup: African American: 17%; 
Racial/Ethnic subgroup: Hispanic: 6%; 
Racial/Ethnic subgroup: Asian American/Pacific Islander: 2%; 
Racial/Ethnic subgroup: American Indian/Alaskan Native: <1%; 
Racial/Ethnic subgroup: Other/Unknown: 4%; 
Total: 98%. 

DOD officer occupational codes and areas: 8 Supply, procurement, & 
allied officers; 
Racial/Ethnic subgroup: White: 69%; 
Racial/Ethnic subgroup: African American: 17%; 
Racial/Ethnic subgroup: Hispanic: 6%; 
Racial/Ethnic subgroup: Asian American/Pacific Islander: 3%; 
Racial/Ethnic subgroup: American Indian/Alaskan Native: <1%; 
Racial/Ethnic subgroup: Other/Unknown: 4%; 
Total: 99%. 

DOD officer occupational codes and areas: 9 Nonoccupational; 
Racial/Ethnic subgroup: White: 78%; 
Racial/Ethnic subgroup: African American: 5%; 
Racial/Ethnic subgroup: Hispanic: 5%; 
Racial/Ethnic subgroup: Asian American/Pacific Islander: 3%; 
Racial/Ethnic subgroup: American Indian/Alaskan Native: <1%; 
Racial/Ethnic subgroup: Other/Unknown: 9%; 
Total: 100%. 

DOD officer occupational codes and areas: Total AC officers; 
Racial/Ethnic subgroup: White: 79%; 
Racial/Ethnic subgroup: African American: 9%; 
Racial/Ethnic subgroup: Hispanic: 5%; 
Racial/Ethnic subgroup: Asian American/Pacific Islander: 3%; 
Racial/Ethnic subgroup: American Indian/Alaskan Native: <1%; 
Racial/Ethnic subgroup: Other/Unknown: 4%; 
Total: 100%. 

Legend: N.E.C. = Not elsewhere classified. 

Source: GAO analysis of DOD-provided data. 

Notes: Nonoccupational area includes patients, students, those with 
unassigned duties, and unknowns. Rows may not total 100 percent due to 
rounding. 

[End of table]

* Table 13 shows that among AC officers, the occupational areas with 
the highest concentrations of Whites are: 

* general officers and executives not elsewhere classified (91 percent),

* tactical operations officers (85 percent), and: 

* scientists and professionals (83 percent). 

* The occupational areas with the highest concentrations of AC African 
Americans are: 

* administrators (17 percent), and supply, procurement, and allied 
officers (17 percent); and: 

* engineering and maintenance officers (13 percent). 

* The representation of Hispanics and Asian Americans/Pacific Islanders 
in each occupational area except general officers and executives is 
within 2 percentage points of their average representation within the 
AC officer corps. 

1B. Race and Ethnicity--Reserve Component Occupational Categories: 

Table 14: Percent of RC Enlisted Personnel in Each Racial/Ethnic 
Subgroup and DOD Occupational Area as of December 31, 2004: 

DOD enlisted occupational codes and areas: 0 Infantry, gun crews, & 
seamanship; 
Racial/Ethnic subgroup: White: 75%; 
Racial/Ethnic subgroup: African American: 11%; 
Racial/Ethnic subgroup: Hispanic: 8%; 
Racial/Ethnic subgroup: Asian American/Pacific Islander: 2%; 
Racial/Ethnic subgroup: American Indian/Alaskan Native: 1%; 
Racial/Ethnic subgroup: Other/Unknown: 2%; 
Total: 99%. 

DOD enlisted occupational codes and areas: 1 Electronic equipment 
repairers; 
Racial/Ethnic subgroup: White: 72%; 
Racial/Ethnic subgroup: African American: 13%; 
Racial/Ethnic subgroup: Hispanic: 8%; 
Racial/Ethnic subgroup: Asian American/Pacific Islander: 3%; 
Racial/Ethnic subgroup: American Indian/Alaskan Native: 1%; 
Racial/Ethnic subgroup: Other/Unknown: 3%; 
Total: 100%. 

DOD enlisted occupational codes and areas: 2 Communications & 
intelligence specialists; 
Racial/Ethnic subgroup: White: 75%; 
Racial/Ethnic subgroup: African American: 11%; 
Racial/Ethnic subgroup: Hispanic: 8%; 
Racial/Ethnic subgroup: Asian American/Pacific Islander: 3%; 
Racial/Ethnic subgroup: American Indian/Alaskan Native: 1%; 
Racial/Ethnic subgroup: Other/Unknown: 3%; 
Total: 101%. 

DOD enlisted occupational codes and areas: 3 Health care specialists; 
Racial/Ethnic subgroup: White: 62%; 
Racial/Ethnic subgroup: African American: 21%; 
Racial/Ethnic subgroup: Hispanic: 10%; 
Racial/Ethnic subgroup: Asian American/Pacific Islander: 4%; 
Racial/Ethnic subgroup: American Indian/Alaskan Native: 1%; 
Racial/Ethnic subgroup: Other/Unknown: 3%; 
Total: 101%. 

DOD enlisted occupational codes and areas: 4 Other technical & allied 
specialists; 
Racial/Ethnic subgroup: White: 72%; 
Racial/Ethnic subgroup: African American: 15%; 
Racial/Ethnic subgroup: Hispanic: 9%; 
Racial/Ethnic subgroup: Asian American/Pacific Islander: 2%; 
Racial/Ethnic subgroup: American Indian/Alaskan Native: 1%; 
Racial/Ethnic subgroup: Other/Unknown: 2%; 
Total: 101%. 

DOD enlisted occupational codes and areas: 5 Functional support & 
administration; 
Racial/Ethnic subgroup: White: 57%; 
Racial/Ethnic subgroup: African American: 27%; 
Racial/Ethnic subgroup: Hispanic: 10%; 
Racial/Ethnic subgroup: Asian American/Pacific Islander: 3%; 
Racial/Ethnic subgroup: American Indian/Alaskan Native: 1%; 
Racial/Ethnic subgroup: Other/Unknown: 3%; 
Total: 101%. 

DOD enlisted occupational codes and areas: 6 Electrical/mechanical 
equipment repairers; 
Racial/Ethnic subgroup: White: 73%; 
Racial/Ethnic subgroup: African American: 13%; 
Racial/Ethnic subgroup: Hispanic: 9%; 
Racial/Ethnic subgroup: Asian American/Pacific Islander: 2%; 
Racial/Ethnic subgroup: American Indian/Alaskan Native: 1%; 
Racial/Ethnic subgroup: Other/Unknown: 2%; 
Total: 100%. 

DOD enlisted occupational codes and areas: 7 Craftsworkers; 
Racial/Ethnic subgroup: White: 72%; 
Racial/Ethnic subgroup: African American: 14%; 
Racial/Ethnic subgroup: Hispanic: 8%; 
Racial/Ethnic subgroup: Asian American/Pacific Islander: 2%; 
Racial/Ethnic subgroup: American Indian/Alaskan Native: 1; 
Racial/Ethnic subgroup: Other/Unknown: 3%; 
Total: 100%. 

DOD enlisted occupational codes and areas: 8 Service & supply 
handlers%; 
Racial/Ethnic subgroup: White: 63%; 
Racial/Ethnic subgroup: African American: 22%; 
Racial/Ethnic subgroup: Hispanic: 10%; 
Racial/Ethnic subgroup: Asian American/Pacific Islander: 2%; 
Racial/Ethnic subgroup: American Indian/Alaskan Native: 1%; 
Racial/Ethnic subgroup: Other/Unknown: 2%; 
Total: 100%. 

DOD enlisted occupational codes and areas: 9 Nonoccupational; 
Racial/Ethnic subgroup: White: 70%; 
Racial/Ethnic subgroup: African American: 14%; 
Racial/Ethnic subgroup: Hispanic: 9%; 
Racial/Ethnic subgroup: Asian American/Pacific Islander: 4%; 
Racial/Ethnic subgroup: American Indian/Alaskan Native: 1%; 
Racial/Ethnic subgroup: Other/Unknown: 3%; 
Total: 101%. 

DOD enlisted occupational codes and areas: Total RC enlisted personnel; 
Racial/Ethnic subgroup: White: 68%; 
Racial/Ethnic subgroup: African American: 17%; 
Racial/Ethnic subgroup: Hispanic: 9%; 
Racial/Ethnic subgroup: Asian American/Pacific Islander: 3%; 
Racial/Ethnic subgroup: American Indian/Alaskan Native: 1%; 
Racial/Ethnic subgroup: Other/Unknown: 3%; 
Total: 101%. 

Source: GAO analysis of DOD-provided data. 

Notes: Nonoccupational area includes patients, students, those with 
unassigned duties, and unknowns. Rows may not total 100 percent due to 
rounding. 

[End of table]

Table 15: Percent of RC Officers in Each Racial/Ethnic Subgroup and DOD 
Occupational Area as of December 31, 2004: 

DOD officer occupational codes and area: 1 General officers & 
executives N.E.C; 
Racial/Ethnic subgroup: White: 92%; 
Racial/Ethnic subgroup: African American: 3%; 
Racial/Ethnic subgroup: Hispanic: 3%; 
Racial/Ethnic subgroup: Asian American/Pacific Islander: 1%; 
Racial/Ethnic subgroup: American Indian/Alaskan Native: <1%; 
Racial/Ethnic subgroup: Other/Unknown: 2%; 
Total: 101%. 

DOD officer occupational codes and area: 2 Tactical operations 
officers; 
Racial/Ethnic subgroup: White: 87%; 
Racial/Ethnic subgroup: African American: 4%; 
Racial/Ethnic subgroup: Hispanic: 4%; 
Racial/Ethnic subgroup: Asian American/Pacific Islander: 2%; 
Racial/Ethnic subgroup: American Indian/Alaskan Native: <1%; 
Racial/Ethnic subgroup: Other/Unknown: 3%; 
Total: 100%. 

DOD officer occupational codes and area: 3 Intelligence officers; 
Racial/Ethnic subgroup: White: 81%; 
Racial/Ethnic subgroup: African American: 5%; 
Racial/Ethnic subgroup: Hispanic: 4%; 
Racial/Ethnic subgroup: Asian American/Pacific Islander: 3%; 
Racial/Ethnic subgroup: American Indian/Alaskan Native: <1%; 
Racial/Ethnic subgroup: Other/Unknown: 6%; 
Total: 99%. 

DOD officer occupational codes and area: 4 Engineering and maintenance 
officers; 
Racial/Ethnic subgroup: White: 79%; 
Racial/Ethnic subgroup: African American: 11%; 
Racial/Ethnic subgroup: Hispanic: 5%; 
Racial/Ethnic subgroup: Asian American/Pacific Islander: 3%; 
Racial/Ethnic subgroup: American Indian/Alaskan Native: <1%; 
Racial/Ethnic subgroup: Other/Unknown: 3%; 
Total: 101%. 

DOD officer occupational codes and area: 5 Scientists & professionals%; 
Racial/Ethnic subgroup: White: 84%; 
Racial/Ethnic subgroup: African American: 7%; 
Racial/Ethnic subgroup: Hispanic: 4%; 
Racial/Ethnic subgroup: Asian American/Pacific Islander: 2%; 
Racial/Ethnic subgroup: American Indian/Alaskan Native: <1%; 
Racial/Ethnic subgroup: Other/Unknown: 3%; 
Total: 100%. 

DOD officer occupational codes and area: 6 Health care officers; 
Racial/Ethnic subgroup: White: 75%; 
Racial/Ethnic subgroup: African American: 12%; 
Racial/Ethnic subgroup: Hispanic: 5%; 
Racial/Ethnic subgroup: Asian American/Pacific Islander: 3%; 
Racial/Ethnic subgroup: American Indian/Alaskan Native: <1%; 
Racial/Ethnic subgroup: Other/Unknown: 4%; 
Total: 99%. 

DOD officer occupational codes and area: 7 Administrators; 
Racial/Ethnic subgroup: White: 73%; 
Racial/Ethnic subgroup: African American: 16%; 
Racial/Ethnic subgroup: Hispanic: 6%; 
Racial/Ethnic subgroup: Asian American/Pacific Islander: 2%; 
Racial/Ethnic subgroup: American Indian/Alaskan Native: 1%; 
Racial/Ethnic subgroup: Other/Unknown: 3%; 
Total: 101%. 

DOD officer occupational codes and area: 8 Supply, procurement, & 
allied officers; 
Racial/Ethnic subgroup: White: 73%; 
Racial/Ethnic subgroup: African American: 16%; 
Racial/Ethnic subgroup: Hispanic: 6%; 
Racial/Ethnic subgroup: Asian American/Pacific Islander: 2%; 
Racial/Ethnic subgroup: American Indian/Alaskan Native: 1%; 
Racial/Ethnic subgroup: Other/Unknown: 3%; 
Total: 101%. 

DOD officer occupational codes and area: 9 Nonoccupational; 
Racial/Ethnic subgroup: White: 78%; 
Racial/Ethnic subgroup: African American: 10%; 
Racial/Ethnic subgroup: Hispanic: 5%; 
Racial/Ethnic subgroup: Asian American/Pacific Islander: 3%; 
Racial/Ethnic subgroup: American Indian/Alaskan Native: <1%; 
Racial/Ethnic subgroup: Other/Unknown: 4%; 
Total: 100%. 

DOD officer occupational codes and area: Total RC officers; 
Racial/Ethnic subgroup: White: 80%; 
Racial/Ethnic subgroup: African American: 9%; 
Racial/Ethnic subgroup: Hispanic: 4%; 
Racial/Ethnic subgroup: Asian American/Pacific Islander: 2%; 
Racial/Ethnic subgroup: American Indian/Alaskan Native: <1%; 
Racial/Ethnic subgroup: Other/Unknown: 3%; 
Total: 98%. 

Legend: N.E.C. = Not elsewhere classified. 

Source: GAO analysis of DOD-provided data. 

Notes: Nonoccupational area includes patients, students, those with 
unassigned duties, and unknowns. Rows may not total 100 percent due to 
rounding. 

[End of table]

* In tables 14 and 15, the distribution of Hispanic, Asian 
American/Pacific Islander, and American Indian/Alaskan Native enlisted 
personnel and officers in each occupational area is within 2 percentage 
points of their overall distribution within the RC. 

* In contrast, compared to their overall representation in the RC, 
White enlisted personnel are more often found in the infantry, gun 
crews, and seamanship occupational area; White officers are more often 
found in the general officer and executive occupational area. 

* Relative to their overall representation in the RC, African American 
enlisted personnel were less often found in the infantry, gun crews, 
and seamanship and more often found in functional support and 
administration and service and supply handler occupational areas. 
African American officers were more often found in the administrator 
and supply, procurement, and allied officer occupational areas. 

1C. Gender--Component Composition: 

Figure 2: Percent of Males and Females in Each Component and among 
Employed Civilians: 

[See PDF for image] 

[End of figure] 

* Overall, 16 percent of the military is female: 15 percent of the AC 
and 17 percent of the RC (see fig. 2). 

* The Marine Corps Reserve has the lowest representation of women (5 
percent). 

* The Army Reserve (24 percent) and Air Force Reserve (23 percent) have 
the highest representations of women. 

* The National Defense Authorization Acts of fiscal years 1992, 1993, 
and 1994 enabled women to be permanently assigned to combat aircraft 
and combatant ships. Since 1994, DOD policy has allowed women to be 
assigned to any unit except those below the brigade level whose primary 
mission is to engage in direct combat on the ground. (See app. IV for 
occupations which exclude females.)

* GAO and RAND estimated that the combat exclusion policy results in 
women being excluded from about 15 percent to 20 percent of all 
military positions. These positions are in units such as infantry, 
special forces, and units such as Army ground surveillance radar units 
that collocate with direct ground combat units.[Footnote 11]

1C. Gender--Component Racial/Ethnic and Gender Composition: 

Table 16: Percent of Servicemembers and Civilian Workers in Each 
Racial/Ethnic and Gender Subgroup: 

Component: Army; 
Racial/Ethnic and gender subgroup: White: M: 54%; 
Racial/Ethnic and gender subgroup: White: F: 6%; 
Racial/Ethnic and gender subgroup: African American: M: 17%; 
Racial/Ethnic and gender subgroup: African American: F: 6%; 
Racial/Ethnic and gender subgroup: Hispanic: M: 9%; 
Racial/Ethnic and gender subgroup: Hispanic: F: 2%; 
Racial/Ethnic and gender subgroup: Asian American/Pacific Islander: M: 
2%; 
Racial/Ethnic and gender subgroup: Asian American/Pacific Islander: F: 
1%; 
Racial/Ethnic and gender subgroup: American Indian/Alaskan Native: M: 
1%; 
Racial/Ethnic and gender subgroup: American: F: <1%; 
Racial/Ethnic and gender subgroup: Other/Unknown: M: 2%; 
Racial/Ethnic and gender subgroup: Other/Unknown: F: <1%;
Total: 100%. 

Component: Navy; 
Racial/Ethnic and gender subgroup: White: M: 54%; 
Racial/Ethnic and gender subgroup: White: F: 7%; 
Racial/Ethnic and gender subgroup: African American: M: 15%; 
Racial/Ethnic and gender subgroup: African American: F: 4%; 
Racial/Ethnic and gender subgroup: Hispanic: M: 7%; 
Racial/Ethnic and gender subgroup: Hispanic: F: 1%; 
Racial/Ethnic and gender subgroup: Asian American/Pacific Islander: M: 
5%; 
Racial/Ethnic and gender subgroup: Asian American/Pacific Islander: F: 
1%; 
Racial/Ethnic and gender subgroup: American Indian/Alaskan Native: M: 
2%; 
Racial/Ethnic and gender subgroup: American: F: <1%; 
Racial/Ethnic and gender subgroup: Other/Unknown: M: 2%; 
Racial/Ethnic and gender subgroup: Other/Unknown: F: <1%;
Total: 98%. 

Component: Air Force; 
Racial/Ethnic and gender subgroup: White: M: 60%; 
Racial/Ethnic and gender subgroup: White: F: 12%; 
Racial/Ethnic and gender subgroup: African American: M: 10%; 
Racial/Ethnic and gender subgroup: African American: F: 5%; 
Racial/Ethnic and gender subgroup: Hispanic: M: 4%; 
Racial/Ethnic and gender subgroup: Hispanic: F: 1%; 
Racial/Ethnic and gender subgroup: Asian American/Pacific Islander: M: 
2%; 
Racial/Ethnic and gender subgroup: Asian American/Pacific Islander: F: 
1%; 
Racial/Ethnic and gender subgroup: American Indian/Alaskan Native: M: 
<1%; 
Racial/Ethnic and gender subgroup: American: F: <1%; 
Racial/Ethnic and gender subgroup: Other/Unknown: M: 3%; 
Racial/Ethnic and gender subgroup: Other/Unknown: F: 1%;
Total: 99%. 

Component: Marine Corps; 
Racial/Ethnic and gender subgroup: White: M: 63%; 
Racial/Ethnic and gender subgroup: White: F: 3%; 
Racial/Ethnic and gender subgroup: African American: M: 11%; 
Racial/Ethnic and gender subgroup: African American: F: 1%; 
Racial/Ethnic and gender subgroup: Hispanic: M: 12%; 
Racial/Ethnic and gender subgroup: Hispanic: F: 1%; 
Racial/Ethnic and gender subgroup: Asian American/Pacific Islander: M: 
2%; 
Racial/Ethnic and gender subgroup: Asian American/Pacific Islander: F: 
<1%; 
Racial/Ethnic and gender subgroup: American Indian/Alaskan Native: M: 
1%; 
Racial/Ethnic and gender subgroup: American: F: <1%; 
Racial/Ethnic and gender subgroup: Other/Unknown: M: 5%; 
Racial/Ethnic and gender subgroup: Other/Unknown: F: <1%;
Total: 99. 

Total AC; 
Racial/Ethnic and gender subgroup: White: M: 57%; 
Racial/Ethnic and gender subgroup: White: F: 8%; 
Racial/Ethnic and gender subgroup: African American: M: 14%; 
Racial/Ethnic and gender subgroup: African American: F: 4%; 
Racial/Ethnic and gender subgroup: Hispanic: M: 8%; 
Racial/Ethnic and gender subgroup: Hispanic: F: 1%; 
Racial/Ethnic and gender subgroup: Asian American/Pacific Islander: M: 
3%; 
Racial/Ethnic and gender subgroup: Asian American/Pacific Islander: F: 
1%; 
Racial/Ethnic and gender subgroup: American Indian/Alaskan Native: M: 
1%; 
Racial/Ethnic and gender subgroup: American: F: <1%; 
Racial/Ethnic and gender subgroup: Other/Unknown: M: 3%; 
Racial/Ethnic and gender subgroup: Other/Unknown: F: 1%;
Total: 101%. 

Component: Army Reserve; 
Racial/Ethnic and gender subgroup: White: M: 48%; 
Racial/Ethnic and gender subgroup: White: F: 11%; 
Racial/Ethnic and gender subgroup: African American: M: 15%; 
Racial/Ethnic and gender subgroup: African American: F: 9%; 
Racial/Ethnic and gender subgroup: Hispanic: M: 8%; 
Racial/Ethnic and gender subgroup: Hispanic: F: 3%; 
Racial/Ethnic and gender subgroup: Asian American/Pacific Islander: M: 
3%; 
Racial/Ethnic and gender subgroup: Asian American/Pacific Islander: F: 
1%; 
Racial/Ethnic and gender subgroup: American Indian/Alaskan Native: M: 
<1%; 
Racial/Ethnic and gender subgroup: American: F: <1%; 
Racial/Ethnic and gender subgroup: Other/Unknown: M: 1%; 
Racial/Ethnic and gender subgroup: Other/Unknown: F: <1%;
Total: 99%. 

Component: Army National Guard; 
Racial/Ethnic and gender subgroup: White: M: 66%; 
Racial/Ethnic and gender subgroup: White: F: 8%; 
Racial/Ethnic and gender subgroup: African American: M: 11%; 
Racial/Ethnic and gender subgroup: African American: F: 3%; 
Racial/Ethnic and gender subgroup: Hispanic: M: 6%; 
Racial/Ethnic and gender subgroup: Hispanic: F: 1%; 
Racial/Ethnic and gender subgroup: Asian American/Pacific Islander: M: 
1%; 
Racial/Ethnic and gender subgroup: Asian American/Pacific Islander: F: 
<1%; 
Racial/Ethnic and gender subgroup: American Indian/Alaskan Native: M: 
1%; 
Racial/Ethnic and gender subgroup: American: F: <1%; 
Racial/Ethnic and gender subgroup: Other/Unknown: M: 2%; 
Racial/Ethnic and gender subgroup: Other/Unknown: F: <1%;
Total: 99%. 

Component: Navy Reserve; 
Racial/Ethnic and gender subgroup: White: M: 53%; 
Racial/Ethnic and gender subgroup: White: F: 11%; 
Racial/Ethnic and gender subgroup: African American: M: 10%; 
Racial/Ethnic and gender subgroup: African American: F: 5%; 
Racial/Ethnic and gender subgroup: Hispanic: M: 7%; 
Racial/Ethnic and gender subgroup: Hispanic: F: 2%; 
Racial/Ethnic and gender subgroup: Asian American/Pacific Islander: M: 
3%; 
Racial/Ethnic and gender subgroup: Asian American/Pacific Islander: F: 
1%; 
Racial/Ethnic and gender subgroup: American Indian/Alaskan Native: M: 
1%; 
Racial/Ethnic and gender subgroup: American: F: <1%; 
Racial/Ethnic and gender subgroup: Other/Unknown: M: 6%; 
Racial/Ethnic and gender subgroup: Other/Unknown: F: 1%;
Total: 100%. 

Component: Marine Corps Reserve; 
Racial/Ethnic and gender subgroup: White: M: 65%; 
Racial/Ethnic and gender subgroup: White: F: 3%; 
Racial/Ethnic and gender subgroup: African American: M: 8%; 
Racial/Ethnic and gender subgroup: African American: F: 1%; 
Racial/Ethnic and gender subgroup: Hispanic: M: 13%; 
Racial/Ethnic and gender subgroup: Hispanic: F: 1%; 
Racial/Ethnic and gender subgroup: Asian American/Pacific Islander: M: 
3%; 
Racial/Ethnic and gender subgroup: Asian American/Pacific Islander: F: 
<1%; 
Racial/Ethnic and gender subgroup: American Indian/Alaskan Native: M: 
1%; 
Racial/Ethnic and gender subgroup: American: F: <1%; 
Racial/Ethnic and gender subgroup: Other/Unknown: M: 5%; 
Racial/Ethnic and gender subgroup: Other/Unknown: F: <1%;
Total: 100%. 

Component: Air Force Reserve; 
Racial/Ethnic and gender subgroup: White: M: 57%; 
Racial/Ethnic and gender subgroup: White: F: 15%; 
Racial/Ethnic and gender subgroup: African American: M: 10%; 
Racial/Ethnic and gender subgroup: African American: F: 6%; 
Racial/Ethnic and gender subgroup: Hispanic: M: 5%; 
Racial/Ethnic and gender subgroup: Hispanic: F: 2%; 
Racial/Ethnic and gender subgroup: Asian American/Pacific Islander: M: 
1%; 
Racial/Ethnic and gender subgroup: Asian American/Pacific Islander: F: 
<1%; 
Racial/Ethnic and gender subgroup: American Indian/Alaskan Native: M: 
<1%; 
Racial/Ethnic and gender subgroup: American: F: <1%; 
Racial/Ethnic and gender subgroup: Other/Unknown: M: 3%; 
Racial/Ethnic and gender subgroup: Other/Unknown: F: 1%;
Total: 100%. 

Component: Air National Guard; 
Racial/Ethnic and gender subgroup: White: M: 67%; 
Racial/Ethnic and gender subgroup: White: F: 13%; 
Racial/Ethnic and gender subgroup: African American: M: 6%; 
Racial/Ethnic and gender subgroup: African American: F: 3%; 
Racial/Ethnic and gender subgroup: Hispanic: M: 5%; 
Racial/Ethnic and gender subgroup: Hispanic: F: 1%; 
Racial/Ethnic and gender subgroup: Asian American/Pacific Islander: M: 
2%; 
Racial/Ethnic and gender subgroup: Asian American/Pacific Islander: F: 
<1%; 
Racial/Ethnic and gender subgroup: American Indian/Alaskan Native: M: 
1%; 
Racial/Ethnic and gender subgroup: American: F: <1%; 
Racial/Ethnic and gender subgroup: Other/Unknown: M: 2%; 
Racial/Ethnic and gender subgroup: Other/Unknown: F: 1%;
Total: 101. 

Total RC; 
Racial/Ethnic and gender subgroup: White: M: 60%; 
Racial/Ethnic and gender subgroup: White: F: 10%; 
Racial/Ethnic and gender subgroup: African American: M: 11%; 
Racial/Ethnic and gender subgroup: African American: F: 5%; 
Racial/Ethnic and gender subgroup: Hispanic: M: 7%; 
Racial/Ethnic and gender subgroup: Hispanic: F: 2%; 
Racial/Ethnic and gender subgroup: Asian American/Pacific Islander: M: 
2%; 
Racial/Ethnic and gender subgroup: Asian American/Pacific Islander: F: 
<1%; 
Racial/Ethnic and gender subgroup: American Indian/Alaskan Native: M: 
1%; 
Racial/Ethnic and gender subgroup: American: F: <1%; 
Racial/Ethnic and gender subgroup: Other/Unknown: M: 2%; 
Racial/Ethnic and gender subgroup: Other/Unknown: F: 1%;
Total: 101. 

Total military; 
Racial/Ethnic and gender subgroup: White: M: 58%; 
Racial/Ethnic and gender subgroup: White: F: 9%; 
Racial/Ethnic and gender subgroup: African American: M: 13%; 
Racial/Ethnic and gender subgroup: African American: F: 4%; 
Racial/Ethnic and gender subgroup: Hispanic: M: 7%; 
Racial/Ethnic and gender subgroup: Hispanic: F: 1%; 
Racial/Ethnic and gender subgroup: Asian American/Pacific Islander: M: 
3%; 
Racial/Ethnic and gender subgroup: Asian American/Pacific Islander: F: 
1%; 
Racial/Ethnic and gender subgroup: American Indian/Alaskan Native: M: 
1%; 
Racial/Ethnic and gender subgroup: American: F: <1%; 
Racial/Ethnic and gender subgroup: Other/Unknown: M: 3%; 
Racial/Ethnic and gender subgroup: Other/Unknown: F: 1%;
Total: 101%. 

Civilian workforce; 
Racial/Ethnic and gender subgroup: White: M: 37%; 
Racial/Ethnic and gender subgroup: White: F: 34%; 
Racial/Ethnic and gender subgroup: African American: M: 5%; 
Racial/Ethnic and gender subgroup: African American: F: 6%; 
Racial/Ethnic and gender subgroup: Hispanic: M: 6%; 
Racial/Ethnic and gender subgroup: Hispanic: F: 5%; 
Racial/Ethnic and gender subgroup: Asian American/Pacific Islander: M: 
3%; 
Racial/Ethnic and gender subgroup: Asian American/Pacific Islander: F: 
2%; 
Racial/Ethnic and gender subgroup: American Indian/Alaskan Native: M: 
<1%; 
Racial/Ethnic and gender subgroup: American: F: <1%; 
Racial/Ethnic and gender subgroup: Other/Unknown: M: 1%; 
Racial/Ethnic and gender subgroup: Other/Unknown: F: 1%;
Total: 100%. 

Source: GAO analysis of DOD-provided data reflecting servicemembers as 
of December 31, 2004, and the March 2004 Current Population Survey, 
reflecting civilian employment status in 2003. 

Notes: Because of rounding, the totals for percentages of males and 
females sometimes varies from percentages in other tables. Rows also 
may not total 100 percent due to rounding. 

[End of table]

* Table 16 shows that over half of the military-58 percent-consists of 
White males. The second through fourth largest racial/ethnic and gender 
subgroups are African American males (13 percent), White females (9 
percent), and Hispanic males (7 percent). 

* Representation of some racial/ethnic and gender subgroups in the 
military differs from that in the civilian workforce. 

* White males are 58 percent of the military compared to 37 percent of 
civilian workers. In contrast, African American males are 13 percent of 
the military compared to 5 percent of civilian workers. 

* White females are 9 percent of the military compared to 34 percent of 
civilian workers. In contrast, Hispanic females are 1 percent in the 
military compared to 5 percent of civilian workers. 

* All other differences between military and civilian workforce 
representation are 2 percentage points or less. 

* Compared to the other components, the Army Reserve has the largest 
percentage (52 percent) of its servicemembers who are other than White 
males. 

1C. Gender--Racial/Ethnic Composition of Female Servicemembers: 

Table 17: Distribution of Race/Ethnicity Among Female Servicemembers 
and Civilians: 

Component (percent of the entire component that is female): Army (14%); 
Racial/Ethnic subgroup: White: 42%; 
Racial/Ethnic subgroup: African American: 39%; 
Racial/Ethnic subgroup: Hispanic: 11%; 
Racial/Ethnic subgroup: Asian American/Pacific Islander: 4%; 
Racial/Ethnic subgroup: American Indian/Alaskan Native: 1%; 
Racial/Ethnic subgroup: Other/Unknown: 3%;
Total: 100%. 

Component (percent of the entire component that is female): Navy (14%); 
Racial/Ethnic subgroup: White: 52%; 
Racial/Ethnic subgroup: African American: 28%; 
Racial/Ethnic subgroup: Hispanic: 9%; 
Racial/Ethnic subgroup: Asian American/Pacific Islander: 5%; 
Racial/Ethnic subgroup: American Indian/Alaskan Native: 3%; 
Racial/Ethnic subgroup: Other/Unknown: 3%;
Total: 100%. 

Component (percent of the entire component that is female): Air Force 
(19%); 
Racial/Ethnic subgroup: White: 61%; 
Racial/Ethnic subgroup: African American: 23%; 
Racial/Ethnic subgroup: Hispanic: 6%; 
Racial/Ethnic subgroup: Asian American/Pacific Islander: 3%; 
Racial/Ethnic subgroup: American Indian/Alaskan Native: 1; 
Racial/Ethnic subgroup: Other/Unknown: 6%;
Total: 100%. 

Component (percent of the entire component that is female): Marine 
Corps (6%)%; 
Racial/Ethnic subgroup: White: 54%; 
Racial/Ethnic subgroup: African American: 18%; 
Racial/Ethnic subgroup: Hispanic: 18%; 
Racial/Ethnic subgroup: Asian American/Pacific Islander: 3%; 
Racial/Ethnic subgroup: American Indian/Alaskan Native: 2%; 
Racial/Ethnic subgroup: Other/Unknown: 6%;
Total: 101%. 

Component (percent of the entire component that is female): AC females 
(15%); 
Racial/Ethnic subgroup: White: 52%; 
Racial/Ethnic subgroup: African American: 30%; 
Racial/Ethnic subgroup: Hispanic: 9%; 
Racial/Ethnic subgroup: Asian American/Pacific Islander: 4%; 
Racial/Ethnic subgroup: American Indian/Alaskan Native: 2%; 
Racial/Ethnic subgroup: Other/Unknown: 4%;
Total: 101%. 

Component (percent of the entire component that is female): Army 
Reserve (24%); 
Racial/Ethnic subgroup: White: 47%; 
Racial/Ethnic subgroup: African American: 36%; 
Racial/Ethnic subgroup: Hispanic: 11%; 
Racial/Ethnic subgroup: Asian American/Pacific Islander: 4%; 
Racial/Ethnic subgroup: American Indian/Alaskan Native: 1%; 
Racial/Ethnic subgroup: Other/Unknown: 1%;
Total: 100%. 

Component (percent of the entire component that is female): Army 
National Guard (23%); 
Racial/Ethnic subgroup: White: 62%; 
Racial/Ethnic subgroup: African American: 25%; 
Racial/Ethnic subgroup: Hispanic: 8%; 
Racial/Ethnic subgroup: Asian American/Pacific Islander: 2%; 
Racial/Ethnic subgroup: American Indian/Alaskan Native: 1%; 
Racial/Ethnic subgroup: Other/Unknown: 2%;
Total: 100%. 

Component (percent of the entire component that is female): Navy 
Reserve (21%); 
Racial/Ethnic subgroup: White: 55%; 
Racial/Ethnic subgroup: African American: 24%; 
Racial/Ethnic subgroup: Hispanic: 10%; 
Racial/Ethnic subgroup: Asian American/Pacific Islander: 3%; 
Racial/Ethnic subgroup: American Indian/Alaskan Native: 1%; 
Racial/Ethnic subgroup: Other/Unknown: 7%;
Total: 100%. 

Component (percent of the entire component that is female): Marine 
Corps Reserve (5%); 
Racial/Ethnic subgroup: White: 59%; 
Racial/Ethnic subgroup: African American: 15%; 
Racial/Ethnic subgroup: Hispanic: 16%; 
Racial/Ethnic subgroup: Asian American/Pacific Islander: 5%; 
Racial/Ethnic subgroup: American Indian/Alaskan Native: 1%; 
Racial/Ethnic subgroup: Other/Unknown: 4%;
Total: 100%. 

Component (percent of the entire component that is female): Air Force 
Reserve (23%); 
Racial/Ethnic subgroup: White: 63%; 
Racial/Ethnic subgroup: African American: 24%; 
Racial/Ethnic subgroup: Hispanic: 7%; 
Racial/Ethnic subgroup: Asian American/Pacific Islander: 2%; 
Racial/Ethnic subgroup: American Indian/Alaskan Native: <1%; 
Racial/Ethnic subgroup: Other/Unknown: 4%;
Total: 100%. 

Component (percent of the entire component that is female): Air 
National Guard (18%); 
Racial/Ethnic subgroup: White: 73%; 
Racial/Ethnic subgroup: African American: 15%; 
Racial/Ethnic subgroup: Hispanic: 6%; 
Racial/Ethnic subgroup: Asian American/Pacific Islander: 3%; 
Racial/Ethnic subgroup: American Indian/Alaskan Native: 1%; 
Racial/Ethnic subgroup: Other/Unknown: 3%;
Total: 101%. 

Component (percent of the entire component that is female): RC females 
(17%); 
Racial/Ethnic subgroup: White: 58%; 
Racial/Ethnic subgroup: African American: 27%; 
Racial/Ethnic subgroup: Hispanic: 9%; 
Racial/Ethnic subgroup: Asian American/Pacific Islander: 3%; 
Racial/Ethnic subgroup: American Indian/Alaskan Native: 1%; 
Racial/Ethnic subgroup: Other/Unknown: 3%;
Total: 101%. 

Component (percent of the entire component that is female): Female 
servicemembers (16%); 
Racial/Ethnic subgroup: White: 54%; 
Racial/Ethnic subgroup: African American: 28%; 
Racial/Ethnic subgroup: Hispanic: 9%; 
Racial/Ethnic subgroup: Asian American/Pacific Islander: 3%; 
Racial/Ethnic subgroup: American Indian/Alaskan Native: 1%; 
Racial/Ethnic subgroup: Other/Unknown: 3%;
Total: 98%. 

Component (percent of the entire component that is female): Females in 
the civilian workforce (48%); 
Racial/Ethnic subgroup: White: 71%; 
Racial/Ethnic subgroup: African American: 13%; 
Racial/Ethnic subgroup: Hispanic: 10%; 
Racial/Ethnic subgroup: Asian American/Pacific Islander: 5%; 
Racial/Ethnic subgroup: American Indian/Alaskan Native: <1%; 
Racial/Ethnic subgroup: Other/Unknown: 1%;
Total: 100%. 

Source: GAO analysis of DOD-provided data reflecting servicemembers as 
of December 31, 2004, and the March 2004 Current Population Survey 
reflecting civilian employment status in 2003. 

Notes: 350,278 female AC and Selected Reserve servicemembers and 
42,004,449 (weighted) female civilian workforce participants were 
included in this analysis. Rows may not total 100 percent due to 
rounding. 

[End of table]

* Minority racial/ethnic females comprise 46 percent of all female 
servicemembers, compared to 29 percent of all employed civilian females 
(see table 17). 

* African American females participate in the military at a rate more 
than twice their civilian workforce participation. Twenty-eight percent 
of female servicemembers are African Americans compared to 13 percent 
of female civilian workers. 

* The proportion of military females who are Hispanic (9 percent) is 
similar to the proportion of civilian females who are Hispanic (10 
percent). 

* The representation of racial/ethnic minorities among female 
servicemembers varies by component. 

* The active Army (58 percent) and Army Reserve (53 percent) have the 
highest proportions of racial/ethnic minorities among their female 
personnel. 

* In contrast, the Air National Guard (27 percent) has the lowest 
proportion of racial/ethnic minorities among its female personnel. 

* Except for their lower representation in both Marine Corps components 
and the Air National Guard, African American females comprise 23 
percent to 39 percent of female servicemembers in each of the other 
components. 

1C. Gender--Active Component Occupational Areas and Gender: 

Table 18: Representation of AC Females across and within Enlisted 
Occupational Areas as of December 31, 2004: 

DOD enlisted occupational codes and areas: 0 Infantry, gun crews, & 
seamanship; 
Percent of occupational area that is female: 4%; 
Percent of females in the military who are in the occupational area: 
5%. 

DOD enlisted occupational codes and areas: 1 Electronic equipment 
repairers; 
Percent of occupational area that is female: 9%; 
Percent of females in the military who are in the occupational area: 
5%. 

DOD enlisted occupational codes and areas: 2 Communications & 
intelligence specialists; 
Percent of occupational area that is female: 16%; 
Percent of females in the military who are in the occupational area: 
10%. 

DOD enlisted occupational codes and areas: 3 Health care specialists; 
Percent of occupational area that is female: 34%; 
Percent of females in the military who are in the occupational area: 
16%. 

DOD enlisted occupational codes and areas: 4 Other technical & allied 
specialists; 
Percent of occupational area that is female: 16%; 
Percent of females in the military who are in the occupational area: 
3%. 

DOD enlisted occupational codes and areas: 5 Functional support & 
administration; 
Percent of occupational area that is female: 31%; 
Percent of females in the military who are in the occupational area: 
33%. 

DOD enlisted occupational codes and areas: 6 Electrical/mechanical 
equipment repairers; 
Percent of occupational area that is female: 6%; 
Percent of females in the military who are in the occupational area: 
9%. 

DOD enlisted occupational codes and areas: 7 Craftsworkers; 
Percent of occupational area that is female: 7%; 
Percent of females in the military who are in the occupational area: 
2%. 

DOD enlisted occupational codes and areas: 8 Service & supply handlers; 
Percent of occupational area that is female: 17%; 
Percent of females in the military who are in the occupational area: 
11%. 

DOD enlisted occupational codes and areas: 9 Nonoccupational; 
Percent of occupational area that is female: 13%; 
Percent of females in the military who are in the occupational area: 
5%. 

DOD enlisted occupational codes and areas: Total; 
Percent of occupational area that is female: 15%; 
Percent of females in the military who are in the occupational area: 
99%. 

Source: GAO analysis of DOD-provided data. 

Note: The nonoccupational area includes patients, students, those with 
unassigned duties, and unknowns. The second column does not total 100 
percent because of rounding. 

[End of table]

Table 19: Representation of AC Females across and within Officer 
Occupational Areas as of December 31, 2004: 

DOD officer occupational codes and areas: 1 General officers & 
executives N.E.C; 
Percent of occupational area that is female: 4%; 
Percent of females in the military who are in the occupational area: 
<1%. 

DOD officer occupational codes and areas: 2 Tactical operations 
officers; 
Percent of occupational area that is female: 5%; 
Percent of females in the military who are in the occupational area: 
11%. 

DOD officer occupational codes and areas: 3 Intelligence officers; 
Percent of occupational area that is female: 18%; 
Percent of females in the military who are in the occupational area: 
6%. 

DOD officer occupational codes and areas: 4 Engineering and maintenance 
officers; 
Percent of occupational area that is female: 13%; 
Percent of females in the military who are in the occupational area: 
12%. 

DOD officer occupational codes and areas: 5 Scientists & professionals; 
Percent of occupational area that is female: 15%; 
Percent of females in the military who are in the occupational area: 
5%. 

DOD officer occupational codes and areas: 6 Health care officers; 
Percent of occupational area that is female: 36%; 
Percent of females in the military who are in the occupational area: 
37%. 

DOD officer occupational codes and areas: 7 Administrators; 
Percent of occupational area that is female: 28%; 
Percent of females in the military who are in the occupational area: 
11%. 

DOD officer occupational codes and areas: 8 Supply, procurement, & 
allied officers; 
Percent of occupational area that is female: 19%; 
Percent of females in the military who are in the occupational area: 
11%. 

DOD officer occupational codes and areas: 9 Nonoccupational; 
Percent of occupational area that is female: 10%; 
Percent of females in the military who are in the occupational area: 
4%. 

DOD officer occupational codes and areas: Total; 
Percent of occupational area that is female: 15%; 
Percent of females in the military who are in the occupational area: 
97%. 

Legend: N.E.C. = Not elsewhere classified. 

Source: GAO analysis of DOD-provided data. 

Notes: The nonoccupational area includes patients, students, those with 
unassigned duties, and unknowns. The second column does not total 100 
percent because of rounding. 

[End of table]

* The first columns in tables 18 and 19 show that although female 
servicemembers constitute 15 percent of the AC military, AC females are 
concentrated in health care and administrative occupations. 

* The enlisted occupational areas with the highest concentrations of 
female servicemembers are health care specialists (34 percent) and 
functional support and administration (31 percent). 

* The officer occupational areas with the highest concentrations of 
females are health care officers (36 percent) and administrators (28 
percent). 

* The second columns in tables 18 and 19 show that when data on only 
females are examined, the enlisted occupational areas with the largest 
female representation are functional support and administration (33 
percent) and health care specialists (16 percent), and the officer 
occupational area is health care officers (37 percent). 

* Overall, females are excluded from 178 enlisted occupational 
specialties (5 percent of all enlisted occupational specialties), 
mostly in infantry, gun crew, and seamanship; electronic equipment 
repairers; and electrical/mechanical equipment repairers occupational 
areas (see app. IV). Females are excluded from 17 officer specialties 
(less than 1 percent of all officer specialties). 

1C. Gender--Reserve Component Occupational Areas and Gender: 

Table 20: Representation of RC Females across and within Enlisted 
Occupational Areas as of December 31, 2004: 

DOD enlisted occupational codes and areas: 0 Infantry, gun crews, & 
seamanship; 
Percent of occupational area that is female: 5%; 
Percent of females in the military who are in the occupational area: 
6%. 

DOD enlisted occupational codes and areas: 1 Electronic equipment 
repairers; 
Percent of occupational area that is female: 10%; 
Percent of females in the military who are in the occupational area: 
3%. 

DOD enlisted occupational codes and areas: 2 Communications & 
intelligence specialists; 
Percent of occupational area that is female: 12%; 
Percent of females in the military who are in the occupational area: 
4%. 

DOD enlisted occupational codes and areas: 3 Health care specialists; 
Percent of occupational area that is female: 37%; 
Percent of females in the military who are in the occupational area: 
13%. 

DOD enlisted occupational codes and areas: 4 Other technical & allied 
specialists; 
Percent of occupational area that is female: 17%; 
Percent of females in the military who are in the occupational area: 
3%. 

DOD enlisted occupational codes and areas: 5 Functional support & 
administration; 
Percent of occupational area that is female: 36%; 
Percent of females in the military who are in the occupational area: 
41%. 

DOD enlisted occupational codes and areas: 6 Electrical/mechanical 
equipment repairers; 
Percent of occupational area that is female: 7%; 
Percent of females in the military who are in the occupational area: 
6%. 

DOD enlisted occupational codes and areas: 7 Craftsworkers; 
Percent of occupational area that is female: 8%; 
Percent of females in the military who are in the occupational area: 
3%. 

DOD enlisted occupational codes and areas: 8 Service & supply handlers; 
Percent of occupational area that is female: 17%; 
Percent of females in the military who are in the occupational area: 
12%. 

DOD enlisted occupational codes and areas: 9 Nonoccupational; 
Percent of occupational area that is female: 21%; 
Percent of females in the military who are in the occupational area: 
10%. 

Total; 
Percent of occupational area that is female: 17%; 
Percent of females in the military who are in the occupational area: 
101%. 

Source: GAO analysis of DOD-provided data. 

Notes: The nonoccupational area includes patients, students, those with 
unassigned duties, and unknowns. The second column does not total 100 
percent because of rounding. 

[End of table]

Table 21: Representation of RC Females across and within Officer 
Occupational Areas as of December 31, 2004: 

DOD officer occupational codes and areas: 1 General officers & 
executives N.E.C; 
Percent of occupational area that is female: 4%; 
Percent of females in the military who are in the occupational area: 
<1%. 

DOD officer occupational codes and areas: 2 Tactical operations 
officers; 
Percent of occupational area that is female: 3%; 
Percent of females in the military who are in the occupational area: 
6%. 

DOD officer occupational codes and areas: 3 Intelligence officers; 
Percent of occupational area that is female: 19%; 
Percent of females in the military who are in the occupational area: 
6%. 

DOD officer occupational codes and areas: 4 Engineering and maintenance 
officers; 
Percent of occupational area that is female: 12%; 
Percent of females in the military who are in the occupational area: 
8%. 

DOD officer occupational codes and areas: 5 Scientists & professionals; 
Percent of occupational area that is female: 13%; 
Percent of females in the military who are in the occupational area: 
5%. 

DOD officer occupational codes and areas: 6 Health care officers; 
Percent of occupational area that is female: 42%; 
Percent of females in the military who are in the occupational area: 
46%. 

DOD officer occupational codes and areas: 7 Administrators; 
Percent of occupational area that is female: 32%; 
Percent of females in the military who are in the occupational area: 
14%. 

DOD officer occupational codes and areas: 8 Supply, procurement, & 
allied officers; 
Percent of occupational area that is female: 20%; 
Percent of females in the military who are in the occupational area: 
11%. 

DOD officer occupational codes and areas: 9 Nonoccupational; 
Percent of occupational area that is female: 13%; 
Percent of females in the military who are in the occupational area: 
3%. 

DOD officer occupational codes and areas: Total; 
Percent of occupational area that is female: 18%; 
Percent of females in the military who are in the occupational area: 
99%. 

Legend: N.E.C. = Not elsewhere classified. 

Source: GAO analysis of DOD-provided data. 

Notes: The nonoccupational area includes patients, students, those with 
unassigned duties, and unknowns. The second column does not total 100 
percent because of rounding. 

[End of table]

* Like their AC counterparts, RC female servicemembers are also 
concentrated in health care and administrative occupations (see tables 
20 and 21). 

* The enlisted occupational areas with the greatest concentrations of 
females are health care specialists (37 percent) and functional support 
and administration (36 percent). 

* The officer occupational areas with the greatest concentrations of 
females are health care officers (42 percent) and administrators (32 
percent). 

* Also like their AC peers, when data on only females are considered, 
the enlisted occupational area with the greatest concentration of 
female enlisted personnel is functional support and administration (41 
percent). The officer occupational area with the greatest concentration 
of female personnel is health care officers (46 percent). 

1D. Age: 

Figure 3: Percentage of the AC, RC, and U.S. Population in Age 
Categories: 

[See PDF for image] 

[End of figure] 

Note: The chart for the U.S. population omits the 21 percent of the 
U.S. population under 15 years of age and the 7 percent of the U.S. 
population 75 years of age or older. 

* Figure 3 shows that overall, 69 percent of AC and 49 percent of RC 
servicemembers are between the ages of 20 and 34, compared to 21 
percent of the U.S. population. 

* The RC has five times the proportion of older servicemembers as the 
AC--15 percent of the RC compared to 3 percent of the AC is at least 45 
years of age. 

* The ages of AC servicemembers ranged from 17-73 and their average age 
was 28.3 years. 

* In comparison, RC servicemembers ranged from 17-67 years of age, and 
their average age was 33.2 years. 

* Civilians aged 18-49 analyzed from the Current Population Survey to 
whom we compared servicemembers had an average age of 34.3 years. 

1E. Education: 

Table 22: Percentage of Servicemembers and Employed Civilians in 
Educational Categories: 

Highest educational attainment for servicemembers: Unknown; 
Component: AC: 3%; 
Component: RC: 3%. 

Highest educational attainment for servicemembers: Less than high 
school; 
Component: AC: 1%; 
Component: RC: 4%. 

Highest educational attainment for servicemembers: High school 
equivalency; 
Component: AC: 4%; 
Component: RC: 4%. 

Highest educational attainment for servicemembers: High school diploma; 
Component: AC: 68%; 
Component: RC: 51%. 

Highest educational attainment for servicemembers: Some college; 
Component: AC: 7%; 
Component: RC: 16%. 

Highest educational attainment for servicemembers: Baccalaureate 
degree; 
Component: AC: 11%; 
Component: RC: 15%. 

Highest educational attainment for servicemembers: Graduate degree; 
Component: AC: 6%; 
Component: RC: 7%. 

Highest educational attainment for servicemembers: Total 
servicemembers; 
Component: AC: 100%; 
Component: RC: 100%. 

Highest educational attainment for employed U.S. population 18 years of 
age and older: Less than high school: 10%. 

Highest educational attainment for employed U.S. population 18 years of 
age and older: High school diploma or equivalency: 30%. 

Highest educational attainment for employed U.S. population 18 years of 
age and older: Some college: 29%. 

Highest educational attainment for employed U.S. population 18 years of 
age and older: Baccalaureate degree: 20%. 

Highest educational attainment for employed U.S. population 18 years of 
age and older: Graduate degree: 10%. 

Highest educational attainment for employed U.S. population 18 years of 
age and older: Total employed U.S. population 18 years of age and 
older: 99%. 

Sources: GAO analysis of DOD-provided data reflecting servicemember 
education as of December 31, 2004. Data for employed U.S. population 18 
years of age and older from Table 5a, Educational Attainment of 
Civilians 16 Years and Over by Labor Force Status, Age, Sex, Race, and 
Hispanic Origin: 2004, Current Population Survey, U.S. Census Bureau, 
[Hyperlink, http://census.gov], downloaded July 26, 2005. 

[End of table]

* Proportionately more servicemembers than employed persons in the U.S. 
population aged 18 and older had earned a high school diploma or its 
equivalent (see table 22). 

* Four percent of AC servicemembers and 7 percent of RC servicemembers 
did not have a high school diploma or its equivalent. 

* In contrast, 10 percent of employed persons in the U.S. population 
aged 18 and older did not have a high school diploma or its equivalent. 

* Although 24 percent of AC servicemembers had at least some college 
education, 38 percent of RC servicemembers were comparably educated. 

* In general, employed civilians had more postsecondary school 
educational attainment than either AC or RC servicemembers. About 59 
percent of employed persons in the U.S. population aged 18 and older 
compared to 24 percent of the AC and 38 percent of the RC had at least 
some college education. 

1F. Citizenship and Country of Birth: 

Figure 4: Percent of Servicemembers and Civilians in Three Citizenship 
Subgroups in 2004: 

[See PDF for image] 

Note: Non-U.S. citizens are those who owe permanent allegiance to the 
United States, such as persons born in American Samoa or the Swains 
Island. 

[End of figure] 

* Compared to the comparable civilian workforce, the military has 
proportionately fewer non-U.S. citizens or nationals (see fig. 4). Two 
percent of the AC and RC (over 40,000 servicemembers) are non-U.S. 
citizens compared to about 7 percent of civilian workers. 

* Thirty-nine percent (about 19,500) of all servicemembers who were not 
U.S. citizens or nationals had "unknown" for the country of birth in 
their personnel record, and most (almost 15,500) were in the RC. 

* DOD records also showed that the personnel records of 12 percent of 
the noncitizens and nationals (almost 4,200 servicemembers) indicated 
their country of birth was the United States. This finding was 
surprising because persons born in the United States are U.S. citizens, 
and it could not be explained by DOD officials. 

* In Executive Order 13269 issued July 3, 2002, the President exempted 
aliens and noncitizen nationals, serving honorably in an active duty 
status on September 11, 2001, or thereafter, from the usual 
requirements for becoming a citizen (for example, the number of years 
an individual must wait between applying and receiving citizenship). By 
Spring 2005, DOD officials reported that over 20,000 military personnel 
had become citizens since September 11, 2001, and that DOD was 
processing 5,000 more applications for citizenship.[Footnote 12]

[End of section]

Recruiting: 

Question 2 and Summary of Approach: 

How well are the services meeting their recruitment goals, and what 
influences whether or not individuals join the military?

We reviewed recent GAO, DOD, and others' studies and data on enlistment 
goals and rates, recruiting, and the factors that shape youths' 
intentions to join the military. To identify changes in the demographic 
make-up of new servicemembers, we obtained and analyzed data on 
servicemembers who had 1 year or less of military service and examined 
DOD analyses of recruits' socioeconomic status and home community. We 
also met with DOD and service representatives to discuss trends in 
recruiting and factors affecting the Army's ability to recruit. 
Finally, we reviewed the economic and educational incentives available 
to recruits. Although we discuss findings for both enlisted personnel 
and officers, we primarily focus on the former because enlisted 
personnel comprise 84 percent of all servicemembers. 

Summary of Findings: 

2A. Recruiting overview: 

For fiscal years 2000 through 2003, the AC annually accessed about 
176,400 to about 183,000 nonprior-service enlisted personnel and about 
17,500 to about 21,500 officers. 

2B. Achieving enlisted recruiting goals: 

Over the past decade, the AC met its recruiting goals more frequently 
than did the RC. 

* Over the past decade, some components, particularly in the Army, have 
less frequently met their enlisted recruiting goals than have other 
components. 

* DOD estimates that over half of the youth in the U.S. population 
between the ages of 16 and 21 do not meet the minimum requirements for 
enlistment. 

* Personal, demographic, family, and societal factors influence youths' 
enlistment decisions. 

2C. Recruit characteristics: 

Since fiscal year 2000, the proportion of recruits who are African 
Americans has declined, while the proportion of Hispanic recruits has 
increased. Recruits tend to be disproportionately from the middle class 
and from Southern and Western regions of the United States. 

2D. Enlistment incentives: 

The military has increased its educational and economic incentives in 
an attempt to meet its recruiting goals. 

Findings: 

2A. Recruiting Overview: 

* Congress mandates the services' endstrengths. The National Defense 
Authorization Act for Fiscal Year 2005 established the following AC 
endstrengths: 

* Army--512,400,

* Navy--365,900,

* Marine Corps--178,000, and: 

* Air Force--359,700. 

* Additionally, the National Defense Authorization Act for Fiscal Year 
2005 authorized the Secretary of Defense to increase the authorized end 
strengths of the active Army and active Marine Corps by an additional 
10,000 and 6,000, respectively, to support the operations in Iraq and 
Afghanistan. 

* In fiscal year 2004, the Army achieved its accession goal in part by 
drawing from its delayed entry program, a pool of individuals who have 
signed a contract to join the military at a future date up to 1 year in 
advance. Typically, the Army likes to have 35 percent of its annual 
accession goal in the delayed entry program, but by the end of fiscal 
year 2004, the delayed entry program had been reduced to 18 percent of 
the Army's annual accession goal. 

* Enlisted and officer recruiting differ partly because the accession 
of enlisted personnel is typically more immediate than the accession of 
most officers. The two major officer accession programs--the military 
academies[Footnote 13] and Reserve Officers' Training Corps--take up to 
4 years to produce newly commissioned officers. The military fulfills 
its remaining requirements for officers through Officer Candidate 
School and Officer Training School. Consequently, today's policy 
decisions on officer recruiting shape the future availability of 
officers and depend on the extent to which retention rates and the need 
for officers are accurately forecasted.[Footnote 14]

2A. Recruiting Overview--Active Component: 

* AC enlisted accessions--Each year for fiscal years 2000 through 2004, 
the AC accessed approximately 176,400 to 183,000 nonprior-service 
enlisted recruits. 

* More of these accessions joined the Army than any other service: 

* 39 to 43 percent joined the Army,

* 22 to 27 percent joined the Navy, 

* 17 to 20 percent joined the Air Force, and: 

* 16 to 18 percent joined the Marine Corps. 

* In fiscal year 2004, all active components met their goal. 

* AC officer accessions--Each fiscal year from 2000 through 2003, about 
17,500 to 21,500 officers were accessed into the AC. 

* The percentage of officers accessed by each service is as follows: 

* 30 to 34 percent joined the Army,

* 31 to 37 percent joined the Air Force,

* 22 to 29 percent joined the Navy, and: 

* 7 to 9 percent joined the Marine Corps. 

* In fiscal year 2004, the active services accessed over 16,400 
officers to active duty. Only the Air Force, with its shortfall of 12 
percent (comprised mostly of medical specialty direct appointments), 
missed its commissioned officer recruiting goal that year.[Footnote 15]

* Active duty officers and enlisted personnel are required to be 
available to serve for 8 years, although some of that service may be in 
a reserve component. 

2A. Recruiting Overview--Reserve Component: 

* RC enlisted accessions--Each year for fiscal years 2000 through 2004, 
the RC accessed about 118,000 to 153,000 enlisted personnel. 

* More of these accessions joined the Army National Guard and Army 
Reserve than any other service. 

* 40 to 44 percent joined the Army National Guard,

* 25 to 32 percent joined the Army Reserve,

* 10 to 11 percent joined the Navy Reserve,

* 6 to 7 percent joined the Marine Corps Reserve,

* 6 to 7 percent joined the Air National Guard, and: 

* 5 to 8 percent joined the Air Force Reserve. 

* In fiscal year 2004, the components accessed about 118,000 enlisted 
personnel to the RC, and all components except the Army National Guard 
and Air National Guard met their goal. 

* 41 percent joined the Army National Guard,

* 28 percent joined the Army Reserve,

* 10 percent joined the Navy Reserve,

* 8 percent joined the Air Force Reserve,

* 7 percent joined the Marine Corps Reserve, and: 

* 7 percent joined the Air National Guard. 

* One difference between AC and RC recruiting is that the latter relies 
heavily on recruits who have prior military service. An official in the 
Office of the Secretary of Defense for Reserve Affairs told us that 
currently, about 63 percent of the RC has prior military experience. 
For example,

* In fiscal year 2003, 52 percent of Air National Guard accessions had 
prior military service.[Footnote 16]

* In fiscal year 2004, at least one-quarter of Marine Corps Reserve 
recruits had prior military service.[Footnote 17]

* Historically, about 25 percent of active duty servicemembers leaving 
the Air Force enter the Air Force Reserve, accounting for a significant 
portion of Air Force Reserve accessions.[Footnote 18]

2A. Recruiting Overview--Reserve Component: 

Stop-loss is a policy instituted by the services that requires military 
personnel to remain in the service beyond the end of their 
obligation.[Footnote 19] Because it reduces the number of prior service 
recruits available to join the RC at a given point in time and because 
many entering the RC have prior military service, stop-loss has been 
cited as a factor particularly affecting the reserve components' 
ability to meet recruitment goals. 

* The Air Force was the first to issue a stop-loss in the aftermath of 
the September 11th attack, although this has since ended. 

* The Army is the only service with stop-loss currently in effect, and 
the Army's Deputy Chief of Staff for Personnel testified in April 2005 
that, during January 2005, the stop-loss program affected 12,353 
servicemembers in the Army's active and reserve components. The Army's 
current unit-based (rather than being driven by occupational specialty) 
stop-loss policy for its reserve components has remained continuously 
in effect since it was instituted in 2001.[Footnote 20]

* Although the reserve components rely partly on recruits with prior 
military service to meet their recruiting goals, the Under Secretary of 
Defense for Personnel and Readiness noted in April 2005 that because of 
high AC retention, increasing percentages of RC recruits had no prior 
military service and that "approximately 50 percent are now expected to 
come directly from civilian life."

2B. Achieving Enlisted Recruiting Goals--Performance in Fiscal Years 
1995 to 2004: 

Figure 5: AC and RC Achievement of Enlisted Recruiting Goals for Fiscal 
Years 1995 through 2004: 

[See PDF for image] 

[End of figure] 

* Figure 5 shows that over the past 10 years, the AC has met its 
enlisted recruiting goals more frequently than the RC. 

* Except for 2 years in the late 1990s, a period of low unemployment 
and economic expansion, the AC met its recruiting goals. 

* The RC did not meet its goals for 6 of the past 10 years. 

* DOD researchers reported that events, such as the war in Iraq and 
increased operational tempo, have made meeting recruiting goals more 
difficult. 

* In April 2005 testimony to the Military Personnel Subcommittee of the 
Senate Armed Services Committee, the Assistant Secretary of Defense for 
Reserve Affairs said that although the RC was having difficulty meeting 
its recruiting objectives, reserve reenlistments in fiscal year 2004 
were slightly higher than in previous fiscal years. 

* Also, the components typically start a new fiscal year with youth who 
have already signed enlistment contracts and have agreed to delay entry 
into the military until a later time. Overcoming monthly recruiting 
deficits may require that components acquire recruits from the delayed 
entry program. The reduction in the size of the delayed entry program 
may result in insufficient numbers of recruits being available in 
future months. 

2B. Achieving Enlisted Recruiting Goals--Performance in Fiscal Year 
2005: 

Figure 6: DOD Components' Achievement of Enlisted Recruiting Goals for 
October 1, 2004, through June 30, 2005: 

[See PDF for image] 

[End of figure] 

* Nine months into fiscal year 2005, 5 of the 10 components had not met 
their enlisted recruiting goal (see fig. 6). 

* The active Army, Air National Guard, Army Reserve, and Army National 
Guard have met 86, 83, 79, and 77 percent, respectively, of their 
enlistment goals. 

* Two of the six reserve components, the Air Force Reserve and Marine 
Corps Reserve, have met or exceeded their enlisted recruiting goals. 

* DOD found that the public's perceptions about military enlistment has 
changed and that youth and their parents believe that deployment to a 
hostile environment is very likely for some types of servicemembers. 
Officials also said that fear of death and serious injury is an 
increasingly important factor affecting potential recruits' decisions 
about whether they will join. 

2B. Achieving Enlisted Recruiting Goals--Youth Ineligibility: 

* DOD researchers have estimated that over half of U.S. youth aged 16 
to 21 could be ineligible to join the military because they cannot meet 
DOD or service entry standards.[Footnote 21] DOD accession officials 
stated that inability to meet medical and physical requirements 
accounts for much of the ineligibility among youth. 

* DOD Directive 1304.26 establishes the educational, aptitude, medical, 
and moral character standards for entry into the military, as well as 
other standards such as those for age, citizenship, and number of 
dependent children.[Footnote 22]

* Many youth are ineligible because they cannot meet DOD or service 
standards for: 

* education, as indicated by DOD's preference for accessions with a 
high school diploma;

* mental aptitude, as indicated by receipt of an acceptable score on 
the Armed Forces Qualification Test;

* physical fitness, as indicated by the absence of certain medical 
conditions and the ability to perform the physical challenges of 
military training; and: 

* moral character, as indicated by few or no criminal convictions or 
antisocial behavior. 

* The services may use more rigorous standards than those prescribed by 
DOD and create additional standards for areas not covered by DOD. 

* Senior officials are allowed to issue waivers for some standards. 
Comparing data for 1991 to those for 2000 shows that the extent to 
which certain types of waivers were issued to enlisted accessions 
changed. For example, the number of moral waivers appeared to have 
declined, while physical and other types of waivers appear to have 
increased.[Footnote 23]

2B. Achieving Enlisted Recruiting Goals--Youth Ineligibility and 
Educational Standards: 

Table 23: DOD and Service-Specific Educational Standards: 

DOD educational standard: At least 90 percent of recruits must have a 
high school diploma. 

Service-specific educational standards: Army; 
At least 90 percent high school diploma graduates. 

Service-specific educational standards: Navy; 
At least 95 percent high school diploma graduates. 

Service-specific educational standards: Marine Corps; 
At least 95 percent high school diploma graduates. 

Service-specific educational standards: Air Force; 
At least 99 percent high school diploma graduates. 

Sources: DOD Directive 1304.26, Qualification Standards for Enlistment, 
Appointment, and Induction. Service-specific standards were provided by 
the Office of Accession Policy. 

[End of table]

* All of the services except the Army have educational standards that 
exceed DOD's standard of having at least 90 percent of accessions 
possessing a high school diploma (see table 23). 

* The Navy and Marine Corps standard is 95 percent, and the Air Force's 
educational standard is 99 percent. 

* Recruits with an alternate educational credential such as a general 
educational development high school equivalency diploma or a 
certificate of completion may be assigned a lower enlistment priority 
because DOD's research shows that holders of an alternate educational 
credential are less likely than high school diploma graduates to 
complete military training and their initial obligation. 

* DOD educational standards reduce the number of youth eligible for 
recruitment because DOD requires that at least 90 percent of recruits 
have a high school diploma, but only 71 percent of all high school 
students graduate with their class.[Footnote 24] Higher rates of high 
school completion may be reported in the Current Population Survey and 
other research, but in addition to high school diploma graduates they 
include high school equivalency and general educational development 
diplomas for adults 25 and older. 

* In 2002, 52 percent of Hispanics graduated from high school compared 
to 56 percent of African Americans and 78 percent of Whites. However, 
of the youth who graduated from high school in 2002 only 40 percent of 
Whites, 23 percent of African Americans, and 20 percent, of Hispanics 
had the skills needed to attend a 4-year college.[Footnote 25]

* Most high school graduates qualified for college actually enrolled 
and this upward trend in college enrollment, both immediately after 
graduation and in the decade after high school, potentially reduces the 
number of youth interested in becoming enlisted personnel.[Footnote 26]

2B. Achieving Enlisted Recruiting Goals--Youth Ineligibility and 
Aptitude Standards: 

Table 24: Aptitude Standards and Required and Actual Percentages of 
Nonprior-service Recruits at or Above the 50TH Percentile in Fiscal 
Year 2004: 

DOD aptitude standard: DOD uses the Armed Forces Qualification Test 
(AFQT) to gauge the verbal and quantitative aptitude of potential 
enlisted recruits. Based on their AFQT score, applicants are assigned 
to one of six categories.

Percentile: 93-99; 
Category: I; 
Percentile: 31-49; 
Category: IIIB. 

Percentile: 65-92; 
Category: II; 
Percentile: 10-30; 
Category: IV. 

Percentile: 50-64; 
Category: IIIA; 
Percentile: 1-9; 
Category: V. 

DOD policy: Requires a minimum of 60 percent from Categories I-IIIA and 
a maximum of 4 percent from Category IV; 

Federal statute (10 U.S.C., 520): Allows a maximum of 20 percent from 
Category IV, all of whom must be high school graduates. Unless required 
to meet established strength requirements, enlistment is denied to 
Category V applicants who have not graduated from high school. 

For categories I-IIIA: Goal; 
Service-specific standards: Army: 65%; 
Service-specific standards: Navy: 70%; 
Service-specific standards: Marine Corps: 63%; 
Service-specific standards: Air Force: 77%. 

For categories I-IIIA: 2004 actual accessions; 
Service-specific standards: Army: 72%; 
Service-specific standards: Navy: 70%; 
Service-specific standards: Marine Corps: 69%; 
Service-specific standards: Air Force: 82%. 

Sources: AFQT percentiles and categories from Armor and Sackett, 
"Manpower Quality in the All-Volunteer Force," Ch. 6 from The All- 
Volunteer Force: Thirty Years of Service.Service-specific standards 
were provided by the Office of Accession Policy. Data on the services' 
2004 actual accessions is from Recruiting and Retention: An Overview of 
FY 2004 and FY 2005 Results for Active and Reserve Component Enlisted 
Personnel, Congressional Research Service, pg. 10. 

[End of table]

* Although DOD requires that at least 60 percent of recruits be from 
AFQT Categories I-IIIA, the services require that 63 to 77 percent be 
from Categories I-IIIA (see table 24). 

* The number of potential recruits available to enlist is less than the 
size of the youth population as a whole because DOD can generally 
access no more than 4 percent of its recruits from those with the 
lowest third of all AFQT scores. 

* The percentage of new recruits scoring at or above the 50TH 
percentile of the AFQT is higher than it was before the AVF (see table 
25). 

Table 25: Percent of Nonprior-service Accessions Scoring in AFQT 
Categories I-IIIA during Selected Years: 

Era: Pre-AVF; 
Year: 1957; 
Percent nonprior service recruits in AFQT Categories I-IIIA: 43 in 
Categories I-III. 

Era: Pre-AVF; 
Year: 1968; 
Percent nonprior service recruits in AFQT Categories I-IIIA: 38 in 
Categories I-III. 

Era: AVF initiation; 
Year: 1973; 
Percent nonprior service recruits in AFQT Categories I-IIIA: 58. 

Era: Post-AVF; 
Year: 1983; 
Percent nonprior service recruits in AFQT Categories I-IIIA: 57. 

Era: Post-AVF; 
Year: 1993; 
Percent nonprior service recruits in AFQT Categories I-IIIA: 71. 

Era: Post-AVF; 
Year: 2000; 
Percent nonprior service recruits in AFQT Categories I-IIIA: 66. 

Era: Post-AVF; 
Year: 2001; 
Percent nonprior service recruits in AFQT Categories I-IIIA: 66. 

Era: Post-AVF; 
Year: 2002; 
Percent nonprior service recruits in AFQT Categories I-IIIA: 69. 

Era: Post-AVF; 
Year: 2003; 
Percent nonprior service recruits in AFQT Categories I-IIIA: 72. 

Sources: Data for 1957 and 1968 are from Paul F. Hogan, Curtis K. 
Simon, and John T. Warner, "Sustaining the Force in an Era of 
Transformation," Ch. 5 from The All-Volunteer Force: Thirty Years of 
Service, Barbara A. Bicksler, Curtis L. Gilroy, and John T. Warner, 
eds., (Washington, D.C.: Brassey, 2004), Table 2 on p. 61. Data for 
remaining years are from Population Representation in the Military 
Services: Fiscal Year 2003, Table D-7, obtained from the Under 
Secretary of Defense for Personnel and Readiness homepage at 
[Hyperlink, http://dod.mil/prhome]. 

[End of table]

2B. Achieving Enlisted Recruiting Goals--Youth Ineligibility and 
Medical Standards: 

Table 26: Examples of DOD Medical Standards which May Have Disqualified 
Potential Recruits in Fiscal Year 2004: 

DOD medical standards: Recruits should be: 
* free of contagious/infectious diseases, 
* free of medical conditions or physical defects that might require 
excessive time away from duty or likely result in separation due to 
medical unfitness, and 
* capable of completing training, adapting to the military environment, 
and performing duties without aggravating existing physical or medical 
defects or conditions. 

Department of Defense Instruction 6130.4 identifies: 
* medical conditions which, unless waived by DOD officials, disqualify 
applicants. For example, applicants currently affected by or with a 
history of the following would be disqualified: human immunodeficiency 
virus, 
 
* coronary heart disease, asthma (diagnosed and symptomatic after age 
13), endocrine and metabolic disorders such as diabetes mellitus, and 
alcohol or drug dependence or abuse; 
* learning, psychiatric, and behavioral disorders such as the 
following, which, unless waived, disqualify applicants: attention 
deficit hyperactivity disorder, anxiety disorders, and alcohol 
dependence. 

Source: DOD Instruction 6130.4, Medical Standards for Appointment, 
Enlistment, or Induction in the Armed Forces. 

[End of table]

* Medical conditions result in DOD drawing recruits from only a portion 
of the overall youth population. DOD research suggests that at least 26 
percent of youth have a medical or physical condition that could make 
them ineligible to join.[Footnote 27]

* DOD officials told us that medical and physical conditions, such as 
those shown in table 26, were the top reasons youth are ineligible to 
join the military. 

* The Centers for Disease Control and Prevention reported that as of 
2002, about 12 percent of children under 18 years of age had been 
diagnosed with asthma. 

* The National Center for Health Statistics found that obesity among 12-
19 year olds increased from 6 percent in 1974 to 16 percent in 2002. 

* The Centers for Disease Control and Prevention reported that the 
percentage of 5-17 year olds for whom an antidepressant was prescribed 
or provided tripled from about 2 percent in 1994 to 6 percent in 2000- 
2002.[Footnote 28]

2B. Achieving Enlisted Recruiting Goals--Youth Ineligibility and Moral 
Character Standards: 

Table 27: DOD and Service-Specific Moral Character Standards for 
Nonprior-service Recruits in Fiscal Year 2004: 

DOD moral character standards: Recruits cannot: 
* have previously separated from the military under conditions other 
than honorable or for the good of the service, 
* have exhibited antisocial behavior; 
* be under a form of judicial restraint (for example, bond, probation, 
imprisonment, or parole); or; 
* have a "significant criminal record (although service secretaries may 
authorize "exceptions in meritorious cases, for the enlistment 
of…persons convicted of felonies.") 

Service-specific moral character standards that disqualify applicants: 
Army: Six or more minor traffic offenses, three or more nonminor 
traffic offenses, two or more misdemeanors, or one or more convictions 
for driving under the influence or felony; 

Service-specific moral character standards that disqualify applicants: 
Navy: Six or more minor traffic offenses, three or more nontraffic 
offenses, three or less minor misdemeanors, or one or more felonies; 

Service-specific moral character standards that disqualify applicants: 
Marine Corps: Five or more minor traffic offenses, two or more serious 
traffic offenses, four or more class one minor nontraffic offenses, or 
two or less serious offenses, one felony; 

Service-specific moral character standards that disqualify applicants: 
Air Force: Six or more minor traffic offenses in any 365-day period 
during the last 3 years, two or more minor nontraffic offenses in the 
last 3 years, three or more in a lifetime, or one or more misdemeanors 
or felonies. 

Sources: DOD standards are from DOD Directive 1304.26, Qualification 
Standards for Enlistment, Appointment, and Induction, and service- 
specific standards were from Marine Corps Order P1100.72, Navy 
Instruction 1130.8f, and Air Force Instruction 36-2002. 

[End of table]

* The number of potential recruits available to enlist is less than the 
size of the overall youth population because some youth with criminal 
records or evidence of antisocial behavior will be ineligible to enlist 
(see table 27 for standards). Researchers at the Army's Center for 
Accession Research said that about 2 percent of the 17-21 aged 
population who are qualified for service in the Army were ineligible 
because they have been incarcerated. 

* Illegal drug use is a moral character condition that might result in 
some potential recruits being disqualified to enlist. 

* In 2000, about 25 percent of high school seniors said that they had 
used an illicit drug in the previous 30 days.[Footnote 29]

* A recent study reported that about 39 percent of high school seniors, 
about 31 percent of sophomores, and about 15 percent of youth in their 
last year of middle school reported having used illicit drugs in the 
previous 12 months.[Footnote 30]

2B. Achieving Recruiting Goals--Factors Influencing Youths' Decisions 
About Joining: 

Figure 7: Four General Types of Factors that Influence Youths' 
Decisions About Joining: 

[See PDF for image] 

[End of figure] 

Research shows that the factors influencing whether or not youth join 
the military can be grouped into four overlapping categories: personal 
values, attitudes, and expectations; demographic factors; family 
factors; and societal factors (see fig. 7).[Footnote 31]

* Personal values, attitudes, and expectations--Youth say they consider 
many individual-specific factors when deciding whether or not to join 
in the military. 

* Tangible reasons for joining include earning money for college, 
acquiring health and vacation benefits, and learning a skill or trade. 

* Intangible reasons for joining include the opportunity to gain 
leadership experience, pride or honor, and the perception that the 
military is a good place to work. 

* Historically, many African Americans enlisted for tangible reasons 
and were more likely than White or Hispanic enlisted personnel to be in 
noncombat occupations and make a career of the military. 

* Research suggests that Whites and Hispanics appear to be more likely 
than African Americans to report joining the military for intangible 
reasons such as adventure, being part of an elite team, or doing 
something for one's country.[Footnote 32]

* DOD officials say the perception of the military as a good place to 
work has been affected by current events. For example, DOD research 
shows that a majority of African American youth polled said the war on 
terrorism made them less likely to join the military. 

2B. Achieving Recruiting Goals--Factors Influencing Youths' Decisions 
About Joining: 

* Demographic factors--Members of certain subgroups such as males, 
Hispanics, African Americans, and youth from the South or West, are 
disproportionately more likely than their peers in corresponding 
subgroups to enlist and make it a career. Conversely, the likelihood of 
enlisting declines with age and education.[Footnote 33]

* Race and ethnicity--African Americans are more likely than Whites to 
actually apply for enlistment. Hispanics are more likely than non- 
Hispanics to say they are interested in and actually apply for 
enlistment. In addition, African Americans and Hispanics are more 
likely to make the military a career than are Whites. 

* Gender--Males are more likely than females to apply for enlistment. 
However, interest in enlistment among male high school seniors has 
declined over the last 3 decades.[Footnote 34]

* Changing trends--Recently, interest in military service has declined 
among African Americans.[Footnote 35]

* Family factors--Decisions about joining are influenced by variables 
such as the number of parents in the household and family support for 
joining. 

* Number of parents in household--Having fewer parents in the home is 
associated with a greater likelihood that males will enlist.[Footnote 
36]

* Family support for enlistment--Although both mothers and fathers 
influence a youth's decision to enlist, a National Research 
Council/National Academies of Science study indicated that mothers are 
more influential than fathers.[Footnote 37]

* Changing trends--DOD research indicates that parental support for 
military service for their child has decreased over the past year and 
that opposition to military service is stronger among African American 
parents than among parents of other racial/ethnic subgroups.[Footnote 
38]

2B. Achieving Recruiting Goals--Factors Influencing Youths' Decisions 
About Joining: 

* Other DOD research suggests that compared to youth of other 
racial/ethnic subgroups, African American youth are more likely to 
perceive that if they were to join the military, they would not receive 
support for that decision from the people in their lives.[Footnote 39]

* Declining veteran population--Because of the declining veteran 
population, youth today are less likely than in the past to have one or 
more parents who are veterans. Research has also shown that children of 
current or former servicemembers are more likely than other youth to 
join. 

* Societal factors--Decisions about joining are also influenced by 
broader societal factors such as the following. 

* Exposure to the military--Closure and downsizing of military 
installations results in youth today being less likely than in the past 
to be directly exposed to military personnel and facilities. 

* Postsecondary school opportunities--The increased availability of 
funding for post-secondary education enables some youth with limited 
financial resources to attend college directly after high school. 

* Civilian labor market--High civilian unemployment is associated with 
higher enlistment rates.[Footnote 40] For example, during the low 
civilian unemployment of the late 1990s, some components failed to meet 
their recruiting goals. Although there are regional differences, the 
current low unemployment rate results in civilian opportunities for 
youth considering post-high school options. 

* Changing trends--Some researchers suggest that the attractiveness of 
joining the military after high school, relative to attending college 
or obtaining a civilian job, has declined because of operations in 
Iraq. College is the preferred choice of many youth who are eligible 
for military enlistment. About two-thirds of high school graduates 
enroll in college, but about one-third of these will leave after their 
first year.[Footnote 41]

2C. Recruit Characteristics--Active Component Race/Ethnicity: 

* DOD researchers also have reported a declining representation of 
African Americans among AC recruits. 

* DOD's semi-annual youth polls have noted that between November 2003 
and November 2004:[Footnote 42]

* African American and Hispanic youth's inclination to join the 
military declined, although: 

* White youth's inclination to join remained stable.[Footnote 43]

* The youth polls also tracked youth's perception of the favorability 
of the U.S. military and found evidence that between November 2003 and 
November 2004: 

* African American youth's perception of the favorability of the 
military has declined, although: 

* White and Hispanic youth's perception of the favorability of the 
military remained unchanged.[Footnote 44]

* Researchers suggest that parents' favorability/support toward 
military service for their child has steadily decreased over the past 
year. Opposition to military service is stronger among African American 
parents than among parents from other racial/ethnic subgroups. 

* Similarly, a DOD study of the attitudes of people who influence 
youths' decision to join the military suggests that relative to 
influencers from other racial/ethnic subgroups, African American 
influencers were less likely to recommend military service and less 
likely to approve of the U.S. military presence in Iraq and the 
administration's handling of foreign affairs.[Footnote 45]

2C. Recruit Characteristics--Active Component Race/Ethnicity: 

Table 28: Percent of AC Servicemembers in Each Racial/Ethnic Subgroup 
Who Have 1 Year or Less of Service in Fiscal Years 2000, 2002, and 
2004: 

Component/fiscal year: Army/2004; 
Percent of AC servicemembers with 1 year or less of service: White: 
66%; 
Percent of AC servicemembers with 1 year or less of service: African 
American: 16%; 
Percent of AC servicemembers with 1 year or less of service: Hispanic: 
12%; 
Percent of AC servicemembers with 1 year or less of service: Asian 
American/Pacific Islander: 4%; 
Percent of AC servicemembers with 1 year or less of service: American 
Indian/Alaskan Native: 1%; 
Percent of AC servicemembers with 1 year or less of service: 
Other/Unknown: 2%; 
Total: 101%. 

Component/fiscal year: Army/2002; 
Percent of AC servicemembers with 1 year or less of service: White: 
62%; 
Percent of AC servicemembers with 1 year or less of service: African 
American: 22%; 
Percent of AC servicemembers with 1 year or less of service: Hispanic: 
11%; 
Percent of AC servicemembers with 1 year or less of service: Asian 
American/Pacific Islander: 3%; 
Percent of AC servicemembers with 1 year or less of service: American 
Indian/Alaskan Native: 1%; 
Percent of AC servicemembers with 1 year or less of service: 
Other/Unknown: 1%; 
Total: 100%. 

Component/fiscal year: Army/2000; 
Percent of AC servicemembers with 1 year or less of service: White: 
60%; 
Percent of AC servicemembers with 1 year or less of service: African 
American: 23%; 
Percent of AC servicemembers with 1 year or less of service: Hispanic: 
10%; 
Percent of AC servicemembers with 1 year or less of service: Asian 
American/Pacific Islander: 3%; 
Percent of AC servicemembers with 1 year or less of service: American 
Indian/Alaskan Native: 1%; 
Percent of AC servicemembers with 1 year or less of service: 
Other/Unknown: 2%; 
Total: 99%. 

Component/fiscal year: Navy/2004; 
Percent of AC servicemembers with 1 year or less of service: White: 
64%; 
Percent of AC servicemembers with 1 year or less of service: African 
American: 20%; 
Percent of AC servicemembers with 1 year or less of service: Hispanic: 
4%; 
Percent of AC servicemembers with 1 year or less of service: Asian 
American/Pacific Islander: 3%; 
Percent of AC servicemembers with 1 year or less of service: American 
Indian/Alaskan Native: 5%; 
Percent of AC servicemembers with 1 year or less of service: 
Other/Unknown: 4%; 
Total: 100%. 

Component/fiscal year: Navy/2002; 
Percent of AC servicemembers with 1 year or less of service: White: 
56%; 
Percent of AC servicemembers with 1 year or less of service: African 
American: 21%; 
Percent of AC servicemembers with 1 year or less of service: Hispanic: 
13%; 
Percent of AC servicemembers with 1 year or less of service: Asian 
American/Pacific Islander: 5%; 
Percent of AC servicemembers with 1 year or less of service: American 
Indian/Alaskan Native: 4%; 
Percent of AC servicemembers with 1 year or less of service: 
Other/Unknown: 2%; 
Total: 101%. 

Component/fiscal year: Navy/2000; 
Percent of AC servicemembers with 1 year or less of service: White: 
57%; 
Percent of AC servicemembers with 1 year or less of service: African 
American: 20%; 
Percent of AC servicemembers with 1 year or less of service: Hispanic: 
12%; 
Percent of AC servicemembers with 1 year or less of service: Asian 
American/Pacific Islander: 5%; 
Percent of AC servicemembers with 1 year or less of service: American 
Indian/Alaskan Native: 4%; 
Percent of AC servicemembers with 1 year or less of service: 
Other/Unknown: 1%; 
Total: 99%. 

Component/fiscal year: Marine Corps/2004; 
Percent of AC servicemembers with 1 year or less of service: White: 
70%; 
Percent of AC servicemembers with 1 year or less of service: African 
American: 8%; 
Percent of AC servicemembers with 1 year or less of service: Hispanic: 
12%; 
Percent of AC servicemembers with 1 year or less of service: Asian 
American/Pacific Islander: 0%; 
Percent of AC servicemembers with 1 year or less of service: American 
Indian/Alaskan Native: 1%; 
Percent of AC servicemembers with 1 year or less of service: 
Other/Unknown: 10%; 
Total: 101%. 

Component/fiscal year: Marine Corps/2002; 
Percent of AC servicemembers with 1 year or less of service: White: 
69%; 
Percent of AC servicemembers with 1 year or less of service: African 
American: 12%; 
Percent of AC servicemembers with 1 year or less of service: Hispanic: 
14%; 
Percent of AC servicemembers with 1 year or less of service: Asian 
American/Pacific Islander: 2%; 
Percent of AC servicemembers with 1 year or less of service: American 
Indian/Alaskan Native: 1%; 
Percent of AC servicemembers with 1 year or less of service: 
Other/Unknown: 1%; 
Total: 99%. 

Component/fiscal year: Marine Corps/2000; 
Percent of AC servicemembers with 1 year or less of service: White: 
69%; 
Percent of AC servicemembers with 1 year or less of service: African 
American: 13%; 
Percent of AC servicemembers with 1 year or less of service: Hispanic: 
14%; 
Percent of AC servicemembers with 1 year or less of service: Asian 
American/Pacific Islander: 2%; 
Percent of AC servicemembers with 1 year or less of service: American 
Indian/Alaskan Native: 1%; 
Percent of AC servicemembers with 1 year or less of service: 
Other/Unknown: 2%; 
Total: 101%. 

Component/fiscal year: Air Force/2004; 
Percent of AC servicemembers with 1 year or less of service: White: 
76%; 
Percent of AC servicemembers with 1 year or less of service: African 
American: 14%; 
Percent of AC servicemembers with 1 year or less of service: Hispanic: 
3%; 
Percent of AC servicemembers with 1 year or less of service: Asian 
American/Pacific Islander: 2%; 
Percent of AC servicemembers with 1 year or less of service: American 
Indian/Alaskan Native: 1%; 
Percent of AC servicemembers with 1 year or less of service: 
Other/Unknown: 4%; 
Total: 100%. 

Component/fiscal year: Air Force/2002; 
Percent of AC servicemembers with 1 year or less of service: White: 
69%; 
Percent of AC servicemembers with 1 year or less of service: African 
American: 16%; 
Percent of AC servicemembers with 1 year or less of service: Hispanic: 
5%; 
Percent of AC servicemembers with 1 year or less of service: Asian 
American/Pacific Islander: 1%; 
Percent of AC servicemembers with 1 year or less of service: American 
Indian/Alaskan Native: <1%; 
Percent of AC servicemembers with 1 year or less of service: 
Other/Unknown: 8%; 
Total: 99%. 

Component/fiscal year: Air Force/2000; 
Percent of AC servicemembers with 1 year or less of service: White: 
70%; 
Percent of AC servicemembers with 1 year or less of service: African 
American: 17%; 
Percent of AC servicemembers with 1 year or less of service: Hispanic: 
7%; 
Percent of AC servicemembers with 1 year or less of service: Asian 
American/Pacific Islander: <1%; 
Percent of AC servicemembers with 1 year or less of service: American 
Indian/Alaskan Native: <1%; 
Percent of AC servicemembers with 1 year or less of service: 
Other/Unknown: 6%; 
Total: 100%. 

Source: GAO analysis of DOD-provided data. 

Note: Rows may not total 100 percent due to rounding. 

[End of table]

* The concerns that we cited earlier about the comparability of racial 
and ethnic data collected before and after January 2003, when federal 
agencies were required to have implemented the new guidelines, also 
apply to the findings in table 28. Although we generally avoid 
reporting racial/ethnic trends because of the changes in the way these 
data are collected and reported, in the data DOD provided, we were able 
to identify comparable racial/ethnic subgroups for AC servicemembers in 
fiscal years 2000, 2002, and 2004. We were unable to do so for RC 
servicemembers. 

* For fiscal years 2000 and 2004, African American representation among 
AC servicemembers with 1 year or less of service declined in three 
active components. The decline was 7 percentage points for the Army, 5 
percentage points for the Marine Corps, and 3 percentage points for the 
Air Force.[Footnote 46]

* In the Navy, Hispanic representation among those with 1 year or less 
of service declined by 8 percentage points from fiscal year 2000 to 
fiscal year 2004. 

2C. Recruit Characteristics--Socioeconomic Status: 

* The wealthiest and the poorest segments of the applicable U.S. 
population are less likely than others to serve in the military. The 
wealthiest have other post-high school options such as attending 
college, and the poorest are more likely to be ineligible because of 
medical, aptitude, or moral disqualifiers.[Footnote 47]

* For fiscal year 2004, DOD's Office of Accession Policy found that 
recruits came from areas defined by zip codes whose median incomes were 
similar to those of civilian youth in general--about $44,500 for 
recruits compared to about $44,300 for civilian youth.[Footnote 48]

* DOD used the median household income of the recruits' and civilians' 
home communities to represent socioeconomic status because data 
typically used to identify socioeconomic status are not collected on 
recruits. DOD performed the analyses with commercial marketing industry 
software that uses data from the U.S. Census Bureau and other sources 
to identify the social and economic characteristics of each U.S. postal 
zip code. 

* DOD also found that the recruits came from communities in which the 
median income increased from about $43,000 in fiscal year 2000 to about 
$44,500 in fiscal year 2004 (all values in constant 2003 dollars). The 
largest increase, about $2,500, came between fiscal years 2001 and 
2002. Researchers suggested that it represented a patriotic response to 
the September 11th terrorist attacks, after which a larger than usual 
number of recruits from higher income households joined the military. 

2C. Recruit Characteristics--Socioeconomic Status: 

* While the analyses provide some insight into the socioeconomic status 
of the families from which recruits come, the validity of the findings 
should be considered relative to concerns that include the following 
issues. 

* Although the software can create a distribution of estimated income 
for the households from which the recruits were drawn, the software 
does not provide a comparable distribution showing the percentage of 
homes with various levels of income. This limits DOD's ability to 
determine how well households from all socioeconomic levels are 
represented by recruits. 

* The average income for a community (as represented by a zip code) may 
not represent the actual income of the recruit's household. 

* Socioeconomic status is often a measure of something more than 
income. For example, it might be a combination of household income, 
parents' educations and occupations, and home ownership. 

* If a family with a higher income lives in an area with a higher cost 
of living, that family's socioeconomic status could be less than a 
family with less income living in a geographic area with a lower cost 
of living. 

* DOD's earlier study of socioeconomic status showed that recruits came 
from all socioeconomic levels but were proportionately most likely to 
come from the lower three quarters of the distribution of socioeconomic 
status. 

* DOD's Population Representation in the Military Services: Fiscal Year 
1999 indicated that less than 25 percent of the AC nonprior-service 
recruits in 1999 came from U.S. households that were classified as 
being in either the top or bottom quartiles of socioeconomic levels. 

* DOD's Office of Accession Policy reported that it stopped gathering 
socioeconomic status information because of concerns that included 
questions about how accurately recruits could report their family's 
income. 

2C. Recruit Characteristics--Population Density of Home Community: 

Table 29: Percent of Enlisted AC Accessions between 1999 and 2004 and 
Comparable Civilian Youth Aged 17-21 from Community Population Density 
Subgroups: 

Active Component: Army; 
Community population density subgroup: Rural: 48%; 
Community population density subgroup: Suburban: 42%; 
Community population density subgroup: Urban: 10%; 
Total: 100%. 

Active Component: Navy; 
Community population density subgroup: Rural: 45%; 
Community population density subgroup: Suburban: 42%; 
Community population density subgroup: Urban: 13%; 
Total: 100%. 

Active Component: Marine Corps; 
Community population density subgroup: Rural: 48%; 
Community population density subgroup: Suburban: 42%; 
Community population density subgroup: Urban: 10%; 
Total: 100%. 

Active Component: Air Force; 
Community population density subgroup: Rural: 52%; 
Community population density subgroup: Suburban: 42%; 
Community population density subgroup: Urban: 7%; 
Total: 101%. 

Active Component: 17-21 year old civilian youth with a high school 
diploma or equivalent; 
Community population density subgroup: Rural: 40%; 
Community population density subgroup: Suburban: 46%; 
Community population density subgroup: Urban: 14%; 
Total: 100%. 

Source: DOD. 

Note: Rows may not total to 100 percent due to rounding. 

[End of table]

* For fiscal years 1999 through 2004, rural areas provided a 
disproportionately higher percentage of nonprior-service AC enlisted 
accessions than did suburban and urban areas (see table 29). This was 
true for all four active components. 

* These analyses were part of the previously described study in which 
DOD's Office of Accession Policy examined recruits' socioeconomic 
level. 

* Using recruits' zip codes and commercial marketing industry software, 
DOD's Office of Accession Policy segmented the accession and civilian 
populations into rural, suburban, and urban subgroups. The software 
contains zip-code-based data on population density and other 
characteristics from the U.S. Census Bureau and other sources.[Footnote 
49]

* The same study showed that proportionately more recruits come from 
the South and fewer from the Northeast when the home of record for 
recruits was compared to that for 17-21 year old youth (see table 30). 

* At this time, no decision had been made about whether population 
density and geographic region will be routinely analyzed for DOD 
reports on the demographics of recruits and other portions of the 
military. 

Table 30: Percent of Enlisted AC Accessions and Comparable Civilian 
Youth Aged 17-21 from Geographic Regions: 

DOD recruits; 
Geographic region subgroup: Northeast: 14%; 
Geographic region subgroup: South: 41%; 
Geographic region subgroup: Midwest: 21%; 
Geographic region subgroup: West: 24%; 
Total: 99%. 

Comparable 17-21 youth; 
Geographic region subgroup: Northeast: 18%; 
Geographic region subgroup: South: 35%; 
Geographic region subgroup: Midwest: 24%; 
Geographic region subgroup: West: 23%; 
Total: 100%. 

Source: DOD. 

Note: Rows may not total to 100 percent due to rounding. 

[End of table]

2D. Enlistment Incentives: 

Figure 8: Economic and Educational Incentives: 

[See PDF for image] 

[End of figure] 

* Youth weigh various economic and educational factors when deciding 
whether or not to enlist. 

* Economic incentives such as enlistment bonuses, degree bonuses, and 
occupational specialty bonuses provide cash at the time of enlistment 
or shortly thereafter. 

* Educational incentives such as the Montgomery GI Bill, educational 
allowances, and student loan repayment have a longer-term economic 
benefit. 

* Other incentives such as retirement also have a long-term economic 
value. 

* The amount of and eligibility for incentives varies by component and 
may change depending on the recruiting environment. 

* According to the Office of the Secretary of Defense for Compensation, 
DOD spent over $455 million in fiscal year 2003 for all types of 
economic and educational enlistment incentives. 

* The military has increased the educational and economic incentives 
for enlisting. For example, in 2005 we reported that the National Guard 
would increase enlistment bonuses for nonprior-service recruits from 
$8,000 to $10,000 and the Army would increase the maximum college 
scholarship from $50,000 to $70,000.[Footnote 50]

* Some services have also increased the number of recruiters. For 
example,

* the Army plans to add over 900 recruiters to its current force of 
5,065 recruiters in fiscal year 2005 and: 

* the Marine Corps plans to add 425 recruiters to its current force of 
2,600 recruiters by fiscal year 2007. 

* Despite increased incentives, recruiting remains difficult. This was 
demonstrated by the Army's May 20, 2005, 1-day suspension of recruiting 
in order to retrain recruiters after reports of recruiters violating 
policies. 

2D. Enlistment Incentives--Economic Enlistment Incentives: 

* DOD offers a variety of economic incentives for enlistment. For 
example, DOD's Office of Compensation reported that in fiscal year 
2003, almost $334 million was spent on enlistment bonuses.[Footnote 51] 
Other economic incentives include: 

* a bonus for enlistment in a specific hard-to-fill military 
specialties for up to $20,000,

* a National Call to Service Program bonus in which recruits may choose 
to receive a cash bonus of $5,000 or a monthly entitlement allowance of 
up to about $1,000,

* a "quick ship" bonus in which recruits who are able to immediately 
join are eligible for up to $9,000, and: 

* college degree bonuses for up to $40,000. 

* When comparing military and civilian compensation packages, potential 
recruits may not recognize the full value of some benefits such as 
retirement. 

* We[Footnote 52] recently reported that: 

* The most recent Quadrennial Review of Military Compensation found, on 
average, military pay was at the 70TH percentile or higher of the wages 
provided to comparably educated civilians. 

* DOD does not effectively educate servicemembers about the 
competitiveness of their total compensation packages. 

* Studies show that youth and newly enlisted servicemembers place 
greater value on financial compensation such as pay while retirement 
and other benefits are of greater value to midcareer servicemembers. 

* One difference between the total compensation of servicemembers and 
civilians is that servicemembers' pay comprises a smaller proportion of 
total compensation than does pay for civilians. For example, 
servicemembers also receive allowances for housing and subsistence/food 
that few civilians would receive. 

2D. Enlistment Incentives--Economic Enlistment Incentives: 

Table 31: Examples of the Reserve Components' Economic Enlistment 
Incentives Being Offered in February 2005: 

Enlistment bonus; 
Army Reserve: $3,000, $5,000, or $8,000 for 6-year contract; 
Army National Guard: $8,000 for 6-year contract; 
Navy Reserve: $5,000 for 6 years for nonprior-service recruits; 
Marine Corps Reserve: $8,000 for 6-year contract; 
Air Force Reserve: $8,000 for 6 years for nonprior-service recruits; 
Air National Guard: $5,000 for a 6-year contract for nonprior-service 
recruits. 

Affiliation bonus; 
Army Reserve: $50 per month x months remaining on military obligation; 
Army National Guard: $50 per month x months remaining on military 
obligation; 
Navy Reserve: $50 per month x months remaining on military obligation; 
Marine Corps Reserve: $50 per month; x months of remaining obligation; 
Air Force Reserve: $50 per month x months remaining on military 
obligation; 
Air National Guard: $50 per month x months remaining on military 
obligation. 

Prior service bonus; 
Army Reserve: $5,000 for 6-year contract or two 3-year bonuses; 
$2,500 for the first 3 and $2,000 for the second 3, served 
consecutively; 
Army National Guard: Only two 3-year bonuses; $2,500 the first 3 and 
$2,000 for the second 3, served consecutively; 
Navy Reserve: $2,500 for 3 years, $5,000 for 6-year contract; 
Marine Corps Reserve: $8,000 for 6-year contract: $50 per month: $5,000 
for 6-year contract; $2,500 for 3-year contract; $2,000 for second 3-
year contract; 
Air Force Reserve: $8,000 for 6-year contract: $50 per month: $8,000 
for 6-year contract or two 3-year bonuses; $4,000 for the first 3 and 
$3,500 for the second 3, served consecutively; 
Air National Guard: $5,000 for 6-year contract. 

Loan repayment; 
Army Reserve: $10,000 or $20,000 depending on select critical skills; 
Army National Guard: Max $10,000; Only for repayment of existing loans; 
nonprior-service: for initial contract only; prior service: those who 
immediately reenlist or extend for a period not less than 3 years, if 
for reenlistment/extension bonus; 
Navy Reserve: None; Marine Corps Reserve: $8,000 for 6-year contract: 
$50 per month: None; Marine Corps Reserve: $8,000 for 6-year contract: 
$50 per month: Max $15,000; annual payments of $5,000 for 3 years; 
Air National Guard: 15 percent or $500 per qualifying loan, not to 
exceed $2,500 per member per year and $20,000 over lifetime of member, 
for 6-year enlistment or reenlistment. 

Source: Office of the Secretary of Defense for Reserve Affairs. 

[End of table]

Table 31 provides examples of some of the economic incentives offered 
by the RC. 

* These examples of incentives illustrate some of the tools that 
recruiters are provided to help them with their mission. 

* The examples highlight the extent to which the components emphasize 
different types of incentives. 

* Because the active components use the same types of incentives and 
may alter the levels of incentives to match their recruiting 
environment, a similar table of AC economic enlistment incentives is 
not provided. 

2D. Enlistment Incentives--Educational Incentives: 

Table 32: Examples of Reserve Component Educational Enlistment 
Incentives Being Offered in February 2005: 

Basic Montgomery GI Bill; 
Army Reserve: $282 per month; 
Army National Guard: $282 per month; 
Navy Reserve: $282 per month; Marine Corps Reserve: $282 per month; 
Air Force Reserve: $282 per month; 
Air National Guard: $282 per month. 

College fund; 
Army Reserve: $100, $200, or $350 per month; 
Army National Guard: $350 per month; Available to nonprior service, 
officer candidate school, and SMP; 
Navy Reserve: $350 per month; Marine Corps Reserve: $350 per month; 
Air Force Reserve: $350 per month; 
Air National Guard: $350 per month for critical Air Force Specialty 
Codes. 

Source: Office of the Secretary of Defense for Reserve Affairs. 

[End of table]

* Examples of some of the educational incentives offered by DOD and the 
services are the: 

* Montgomery GI Bill and College Funds which provide funds for up to 36 
months (see table 32);

* College First program, which provides recruits a stipend to attend 
college for up to 24 months; and: 

* National Call to Service Program, which offers recruits the option of 
choosing to have a qualifying student loan repaid for up to $18,000 (or 
the previously mentioned economic incentives). 

* In addition to these incentives, there is also evidence that longer- 
term educational incentives may be more attractive to some applicants 
than other benefits.[Footnote 53] Several studies have suggested that 
benefits providing money for college or repaying student loans may be 
an incentive to join the military for youth with college aspirations 
and limited financial resources.[Footnote 54] Therefore, providing 
educational incentives may be particularly important today since many 
potential recruits are eligible for and interested in attending 
college. 

[End of section]

Retention: 

Question 3 and Summary of Approach: 

What are the demographic characteristics of servicemembers who remained 
in the military in fiscal years 2000, 2002, and 2004?

We identified and compared the DOD-provided rates at which 
servicemembers in service, pay grade, years of service, racial/ethnic, 
gender, and occupational subgroups remained in the military in fiscal 
years 2000, 2002, and 2004. Continuation rates represent the number of 
subgroup members who remained in the military for an entire fiscal year 
divided by the number of servicemembers who were in the subgroup at the 
beginning of the fiscal year.[Footnote 55] We noted differences in the 
extent to which subgroups remained in the military in fiscal years 
2000, 2002, and 2004. In general, we discuss differences of 3 
percentage points or more between subgroups. An ongoing GAO effort is 
examining in greater detail the services' retention goals and 
achievements.[Footnote 56]

Summary of Findings: 

3A. Overview of military retention: 

With several exceptions, the AC has generally met or exceeded its 
overall retention goals for enlisted personnel over the last 5 years. 

3B. AC continuation: 

* In each year examined, proportionately fewer enlisted personnel than 
officers remained in the military. 

* The overall AC continuation rates for enlisted personnel were 85 to 
87 percent in the 3 years examined. In contrast, the continuation rates 
for AC officers were between 90 percent and 93 percent during this 
period. 

3C. RC continuation: 

For fiscal years 2000, 2002, and the fourth quarter of 2004, overall RC 
enlisted retention rates ranged from 83 to 85 percent, while overall 
officers' rates were 88 percent or 89 percent each year. 

Findings: 

3A. Overview of Military Retention--Military Policies and Practices: 

* Military personnel policies and practices that influence retention 
include those addressing the following issues. 

* All entrants are obligated to serve 8 years. Almost all personnel who 
choose to leave active duty prior to completion of 8 years of service 
must serve the remaining balance of their obligation in the 
RC.[Footnote 57]

* Enlisted recruits sign an initial "contract"--which can range from 2 
to 6 years--that specifies the length of their active duty service. 
After enlisted personnel have fulfilled their contract and the active 
duty portion of their military service obligation, they may opt to: (a) 
reenlist by signing another contract or (b) leave active duty and serve 
the remainder of their 8-year obligation in a reserve component. 

* Officers who have completed their initial service are not required to 
sign subsequent contracts to remain in the military. 

* The military's "up or out" system forces turnover among officers and 
enlisted personnel who are not consistently promoted. 

* Research on first-term enlisted personnel showed that those promoted 
more quickly than usual reenlisted at higher rates than those promoted 
at a slower than the usual rate.[Footnote 58]

* The stop-loss policy temporarily prevents leaving the military even 
when an obligation is finished. As a result, it may artificially 
inflate retention rates for the period when the policy was in effect 
and artificially deflate retention rates for the months after it is 
rescinded. 

* Reenlistment/retention bonuses are available for certain hard-to- 
retain specialties (e.g., Air Force combat controllers). 

* Some special opportunities for additional education or training 
result in servicemembers incurring an additional service obligation. 

3A. Overview of Military Retention--Military Policies and Practices: 

* Each service has its own method for tracking enlisted retention. 

* The Army and Marine Corps set numeric retention goals and track 
retention relative to those goals. 

* The Army tracks the retention of initial term (first enlistment, 
regardless of length); midcareer (second or subsequent enlistments with 
less than 10 years of service); and career (second or subsequent 
enlistments with 10 or more years of service). 

* The Marine Corps tracks retention by first enlistment and second or 
subsequent enlistment. 

* The Navy and Air Force set goals in terms of percentages of those 
eligible to reenlist. 

* The Navy's most important retention categories are Zone A (up to 6 
years of service), Zone B (6 years of service to less than 10 years of 
service), and Zone C (10 years of service to less than 14 years of 
service). 

* The Air Force tracks retention by first term (first enlistment, 
regardless of length); second term (second enlistment); and career 
(third or subsequent enlistment). 

* A DOD official in the Officer and Enlisted Personnel Management 
Directorate told us that DOD is in the process of developing a 
retention measure that will be used by all services. 

* Every year the Office of the Assistant Secretary of Defense for 
Reserve Affairs publishes the Official Guard & Reserve Manpower 
Strengths & Statistics, which includes information that might be useful 
to track RC retention such as: 

* monthly reenlistments and extensions by pay grade;

* reenlistments and extensions by race, sex, aptitude, and civilian 
educational attainment;

* continuation rates for officers and enlisted personnel in each 
component for recent years; and: 

* continuation rates for officers and enlisted personnel in each 
component by year of service. 

* AC retention rates are available via DMDC's Information Delivery 
System, an on-line data warehouse. Persons wishing to access the data 
warehouse must send a request to DMDC. Among the reports provided are 
several that would assist in tracking retention, such as,

* active duty enlisted and officer continuation rates broken out by 
service, gender, years of service, DOD occupational category, and race;

* active duty separations; and: 

* reserve and guard attrition and losses. 

3A. Overview of Military Retention--Enlisted Retention Goals: 

Table 33: AC Enlisted Retention in Fiscal Years 2000-2005: 

Service: Army; 
Enlistment category: First term/initial; 
Fiscal year 2000: Annual: Goal: 20,000; 
Fiscal year 2000: Annual: Actual: 21,402; 
Fiscal year 2000: Annual: Percent of goal met: 107%; 
Fiscal year 2002: Annual: Goal: 19,100; 
Fiscal year 2002: Annual: Actual: 19,433; 
Fiscal year 2002: Annual: Percent of goal met: 102%; 
Fiscal year 2004: Annual: Goal: 23,000; 
Fiscal year 2004: Annual: Actual: 24,903; 
Fiscal year 2004: Annual: Percent of goal met: 108%; 
Fiscal year 2005 (thru February, 2005): Mission: Mission: 12,094; 
Fiscal year 2005 (thru February, 2005): Mission: Actual: 11,165; 
Fiscal year 2005 (thru February, 2005): Mission: Performance of 
mission: 92%; 
Fiscal year 2005 (thru February, 2005): Mission: Goal: 26,935. 

Service: Army; 
Enlistment category: Midcareer; 
Fiscal year 2000: Annual: Goal: 23,700; 
Fiscal year 2000: Annual: Actual: 24,118; 
Fiscal year 2000: Annual: Percent of goal met: 102%; 
Fiscal year 2002: Annual: Goal: 22,700; 
Fiscal year 2002: Annual: Actual: 23,074; 
Fiscal year 2002: Annual: Percent of goal met: 102%; 
Fiscal year 2004: Annual: Goal: 20,292; 
Fiscal year 2004: Annual: Actual: 21,120; 
Fiscal year 2004: Annual: Percent of goal met: 104%; 
Fiscal year 2005 (thru February, 2005): Mission: Mission: 10,378; 
Fiscal year 2005 (thru February, 2005): Mission: Actual: 9,991; 
Fiscal year 2005 (thru February, 2005): Mission: Performance of 
mission: 96%; 
Fiscal year 2005 (thru February, 2005): Mission: Goal: 23,773. 

Service: Army; 
Enlistment category: Career; 
Fiscal year 2000: Annual: Goal: 24,300; 
Fiscal year 2000: Annual: Actual: 25,791; 
Fiscal year 2000: Annual: Percent of goal met: 106%; 
Fiscal year 2002: Annual: Goal: 15,000; 
Fiscal year 2002: Annual: Actual: 15,700; 
Fiscal year 2002: Annual: Percent of goal met: 105%; 
Fiscal year 2004: Annual: Goal: 2,808; 
Fiscal year 2004: Annual: Actual: 13,987; 
Fiscal year 2004: Annual: Percent of goal met: 109%; 
Fiscal year 2005 (thru February, 2005): Mission: Mission: 5,874; 
Fiscal year 2005 (thru February, 2005): Mission: Actual: 7,180; 
Fiscal year 2005 (thru February, 2005): Mission: Performance of 
mission: 122%; 
Fiscal year 2005 (thru February, 2005): Mission: Goal: 13,454. 

Service: Navy; 
Enlistment category: First term/initial; 
Fiscal year 2000: Annual: Goal: *; 
Fiscal year 2000: Annual: Actual: 30%; 
Fiscal year 2000: Annual: Percent of goal met: *; 
Fiscal year 2002: Annual: Goal: 56%; 
Fiscal year 2002: Annual: Actual: 59%; 
Fiscal year 2002: Annual: Percent of goal met: Exceeded; 
Fiscal year 2004: Annual: Goal: 56%; 
Fiscal year 2004: Annual: Actual: 54%; 
Fiscal year 2004: Annual: Percent of goal met: Short; 
Fiscal year 2005 (thru February, 2005): Mission: Mission: 53%; 
Fiscal year 2005 (thru February, 2005): Mission: Actual: 59%; 
Fiscal year 2005 (thru February, 2005): Mission: Performance of 
mission: Exceeded; 
Fiscal year 2005 (thru February, 2005): Mission: Goal: 53%. 

Service: Navy; 
Enlistment category: Midcareer; 
Fiscal year 2000: Annual: Goal: *; 
Fiscal year 2000: Annual: Actual: 47%; 
Fiscal year 2000: Annual: Percent of goal met: *; 
Fiscal year 2002: Annual: Goal: 73%; 
Fiscal year 2002: Annual: Actual: 75%; 
Fiscal year 2002: Annual: Percent of goal met: Exceeded; 
Fiscal year 2004: Annual: Goal: 70%; 
Fiscal year 2004: Annual: Actual: 70%; 
Fiscal year 2004: Annual: Percent of goal met: Exceeded; 
Fiscal year 2005 (thru February, 2005): Mission: Mission: 69%; 
Fiscal year 2005 (thru February, 2005): Mission: Actual: 69%; 
Fiscal year 2005 (thru February, 2005): Mission: Performance of 
mission: Met mission; 
Fiscal year 2005 (thru February, 2005): Mission: Goal: 69%. 

Service: Navy; 
Enlistment category: Career; 
Fiscal year 2000: Annual: Goal: *; 
Fiscal year 2000: Annual: Actual: 57%; 
Fiscal year 2000: Annual: Percent of goal met: *; 
Fiscal year 2002: Annual: Goal: 90%; 
Fiscal year 2002: Annual: Actual: 87%; 
Fiscal year 2002: Annual: Percent of goal met: Short; 
Fiscal year 2004: Annual: Goal: 85%; 
Fiscal year 2004: Annual: Actual: 87%; 
Fiscal year 2004: Annual: Percent of goal met: Exceeded; 
Fiscal year 2005 (thru February, 2005): Mission: Mission: 85%; 
Fiscal year 2005 (thru February, 2005): Mission: Actual: 85%; 
Fiscal year 2005 (thru February, 2005): Mission: Performance of 
mission: Met mission; 
Fiscal year 2005 (thru February, 2005): Mission: Goal: 85%. 

Service: Marine Corps; 
Enlistment category: First term/initial; 
Fiscal year 2000: Annual: Goal: 5,791; 
Fiscal year 2000: Annual: Actual: 5,846; 
Fiscal year 2000: Annual: Percent of goal met: 101%; 
Fiscal year 2002: Annual: Goal: 5,900; 
Fiscal year 2002: Annual: Actual: 6,050; 
Fiscal year 2002: Annual: Percent of goal met: 10%; 
Fiscal year 2004: Annual: Goal: 5,974; 
Fiscal year 2004: Annual: Actual: 6,011; 
Fiscal year 2004: Annual: Percent of goal met: 101%; 
Fiscal year 2005 (thru February, 2005): Mission: Mission: 2,972; 
Fiscal year 2005 (thru February, 2005): Mission: Actual: 4,953; 
Fiscal year 2005 (thru February, 2005): Mission: Performance of 
mission: Exceeded; 
Fiscal year 2005 (thru February, 2005): Mission: Goal: 5,944. 

Service: Marine Corps; 
Enlistment category: Subsequent; 
Fiscal year 2000: Annual: Goal: *; 
Fiscal year 2000: Annual: Actual: 63%; 
Fiscal year 2000: Annual: Percent of goal met: *; 
Fiscal year 2002: Annual: Goal: 5,784; 
Fiscal year 2002: Annual: Actual: 7,258; 
Fiscal year 2002: Annual: Percent of goal met: 125%; 
Fiscal year 2004: Annual: Goal: 5,628; 
Fiscal year 2004: Annual: Actual: 7,729; 
Fiscal year 2004: Annual: Percent of goal met: 137%; 
Fiscal year 2005 (thru February, 2005): Mission: Mission: 2,540; 
Fiscal year 2005 (thru February, 2005): Mission: Actual: 3,072; 
Fiscal year 2005 (thru February, 2005): Mission: Performance of 
mission: Exceeded; 
Fiscal year 2005 (thru February, 2005): Mission: Goal: 5,079. 

Service: Air Force; 
Enlistment category: First term/initial; 
Fiscal year 2000: Annual: Goal: 55%; 
Fiscal year 2000: Annual: Actual: 53%; 
Fiscal year 2000: Annual: Percent of goal met: Short; 
Fiscal year 2002: Annual: Goal: 55%; 
Fiscal year 2002: Annual: Actual: 72%; 
Fiscal year 2002: Annual: Percent of goal met: Exceeded; 
Fiscal year 2004: Annual: Goal: 55%; 
Fiscal year 2004: Annual: Actual: 63%; 
Fiscal year 2004: Annual: Percent of goal met: Exceeded; 
Fiscal year 2005 (thru February, 2005): Mission: Mission: 55%; 
Fiscal year 2005 (thru February, 2005): Mission: Actual: 55%; 
Fiscal year 2005 (thru February, 2005): Mission: Performance of 
mission: Met mission; 
Fiscal year 2005 (thru February, 2005): Mission: Goal: 55%. 

Service: Air Force; 
Enlistment category: Midcareer; 
Fiscal year 2000: Annual: Goal: 75%; 
Fiscal year 2000: Annual: Actual: 70%; 
Fiscal year 2000: Annual: Percent of goal met: Short; 
Fiscal year 2002: Annual: Goal: 75%; 
Fiscal year 2002: Annual: Actual: 78%; 
Fiscal year 2002: Annual: Percent of goal met: Exceeded; 
Fiscal year 2004: Annual: Goal: 75%; 
Fiscal year 2004: Annual: Actual: 70%; 
Fiscal year 2004: Annual: Percent of goal met: Short; 
Fiscal year 2005 (thru February, 2005): Mission: Mission: 75%; 
Fiscal year 2005 (thru February, 2005): Mission: Actual: 59%; 
Fiscal year 2005 (thru February, 2005): Mission: Performance of 
mission: Short; 
Fiscal year 2005 (thru February, 2005): Mission: Goal: 75%. 

Service: Air Force; 
Enlistment category: Career; 
Fiscal year 2000: Annual: Goal: 95%; 
Fiscal year 2000: Annual: Actual: 91%; 
Fiscal year 2000: Annual: Percent of goal met: Short; 
Fiscal year 2002: Annual: Goal: 95%; 
Fiscal year 2002: Annual: Actual: 95%[A]; 
Fiscal year 2002: Annual: Percent of goal met: Short; 
Fiscal year 2004: Annual: Goal: 95%; 
Fiscal year 2004: Annual: Actual: 97%; 
Fiscal year 2004: Annual: Percent of goal met: Exceeded; 
Fiscal year 2005 (thru February, 2005): Mission: Mission: 95%; 
Fiscal year 2005 (thru February, 2005): Mission: Actual: 94%; 
Fiscal year 2005 (thru February, 2005): Mission: Performance of 
mission: Short; 
Fiscal year 2005 (thru February, 2005): Mission: Goal: 95%. 

Sources: Fiscal year 2000, 2002, and 2004 data from GAO 05-419T. Data 
for fiscal year 2005 in April 2005 testimony by the Under Secretary of 
Defense for Personnel and Readiness before the Senate Armed Services 
Personnel Subcommittee. 

[A] The actual percentage achieved was 94.6, resulting in the component 
being slightly short of its goal of 95%. 

[End of table]

* Table 33 shows that for the active components in fiscal years 2000, 
2002, and 2004: 

* the Army and Marine Corps met or exceeded their overall retention 
goals in each of the 3 years for each category of enlisted personnel;

* the Navy met its retention goals except for career personnel in 
fiscal year 2002 and first term/initial enlisted personnel in fiscal 
year 2004; and: 

* the Air Force missed its retention goals for: all categories of 
enlisted personnel in fiscal year 2000, career personnel in fiscal year 
2002, and midcareer personnel in fiscal year 2004. 

* Although DOD expects to meet its fiscal year 2005 active duty 
retention goals, the Office of Military Personnel Policy provided an 
information paper dated December 2004 acknowledging that retention may 
suffer because of an improving civilian labor market and high 
operational tempo. 

* An ongoing GAO effort is examining in greater detail the degree to 
which components have met their overall retention goals, met their 
retention goals for hard-to-fill critical occupations, and the steps 
taken to achieve their retention goals. 

3B. Active Component--Continuation Rates: 

Table 34: AC Continuation Rates for Each Service in Fiscal Years 2000, 
2002, and 2004: 

Service: Army; 
AC continuation rate (percent): Enlisted personnel: Fiscal year 2000: 
83%; 
AC continuation rate (percent): Enlisted personnel: Fiscal year 2002: 
85%; 
AC continuation rate (percent): Enlisted personnel: Fiscal year 2004: 
82%; 
AC continuation rate (percent): Warrant Officers: Fiscal year 2000: 
91%; 
AC continuation rate (percent): Warrant Officers: Fiscal year 2002: 
93%; 
AC continuation rate (percent): Warrant Officers: Fiscal year 2004: 
92%; 
AC continuation rate (percent): Commissioned officers: Fiscal year 
2000: 90%; 
AC continuation rate (percent): Commissioned officers: Fiscal year 
2002: 93%; 
AC continuation rate (percent): Commissioned officers: Fiscal year 
2004: 92%. 

Service: Navy; 
AC continuation rate (percent): Enlisted personnel: Fiscal year 2000: 
85%; 
AC continuation rate (percent): Enlisted personnel: Fiscal year 2002: 
89%; 
AC continuation rate (percent): Enlisted personnel: Fiscal year 2004: 
86%; 
AC continuation rate (percent): Warrant Officers: Fiscal year 2000: 
85%; 
AC continuation rate (percent): Warrant Officers: Fiscal year 2002: 
92%; 
AC continuation rate (percent): Warrant Officers: Fiscal year 2004: 
88%; 
AC continuation rate (percent): Commissioned officers: Fiscal year 
2000: 90%; 
AC continuation rate (percent): Commissioned officers: Fiscal year 
2002: 93%; 
AC continuation rate (percent): Commissioned officers: Fiscal year 
2004: 91%. 

Service: Marine Corps; 
AC continuation rate (percent): Enlisted personnel: Fiscal year 2000: 
83%; 
AC continuation rate (percent): Enlisted personnel: Fiscal year 2002: 
83%; 
AC continuation rate (percent): Enlisted personnel: Fiscal year 2004: 
83%; 
AC continuation rate (percent): Warrant Officers: Fiscal year 2000: 
91%; 
AC continuation rate (percent): Warrant Officers: Fiscal year 2002: 
91%; 
AC continuation rate (percent): Warrant Officers: Fiscal year 2004: 
90%; 
AC continuation rate (percent): Commissioned officers: Fiscal year 
2000: 91%; 
AC continuation rate (percent): Commissioned officers: Fiscal year 
2002: 93%; 
AC continuation rate (percent): Commissioned officers: Fiscal year 
2004: 92%. 

Service: Air Force; 
AC continuation rate (percent): Enlisted personnel: Fiscal year 2000: 
87%; 
AC continuation rate (percent): Enlisted personnel: Fiscal year 2002: 
91%; 
AC continuation rate (percent): Enlisted personnel: Fiscal year 2004: 
90%; 
AC continuation rate (percent): Warrant Officers: Fiscal year 2000: 
N/A%; 
AC continuation rate (percent): Warrant Officers: Fiscal year 2002: 
N/A%; 
AC continuation rate (percent): Warrant Officers: Fiscal year 2004: 
N/A%; 
AC continuation rate (percent): Commissioned officers: Fiscal year 
2000: 90%; 
AC continuation rate (percent): Commissioned officers: Fiscal year 
2002: 94%; 
AC continuation rate (percent): Commissioned officers: Fiscal year 
2004: 93%. 

Service: Total; 
AC continuation rate (percent): Enlisted personnel: Fiscal year 2000: 
85%; 
AC continuation rate (percent): Enlisted personnel: Fiscal year 2002: 
87%; 
AC continuation rate (percent): Enlisted personnel: Fiscal year 2004: 
86%; 
AC continuation rate (percent): Warrant Officers: Fiscal year 2000: 
90%; 
AC continuation rate (percent): Warrant Officers: Fiscal year 2002: 
93%; 
AC continuation rate (percent): Warrant Officers: Fiscal year 2004: 
92%; 
AC continuation rate (percent): Commissioned officers: Fiscal year 
2000: 90%; 
AC continuation rate (percent): Commissioned officers: Fiscal year 
2002: 93%; 
AC continuation rate (percent): Commissioned officers: Fiscal year 
2004: 92. 

Legend: N/A=Not applicable because the Air Force does not have any 
warrant officers. 

Source: DOD. 

[End of table]

* Table 34 shows that, across the 3 examined years, the overall 
continuation rates for each type of servicemember remained flat, 
varying by 3 percentage points or less. 

* In general, continuation rates for enlisted personnel were lower than 
those for warrant and commissioned officers. 

* In fiscal years 2002 and 2004, Air Force enlisted personnel had 
higher continuation rates than enlisted personnel from other services. 

Table 35: AC Continuation Rates for Race and Gender Subgroups in Fiscal 
Years 2000, 2002, and 2004: 

Type of AC subgroup: Years of service; Type of AC subgroup: 1; 
AC continuation rate (percent): Enlisted personnel: Fiscal year 2000: 
87%; 
AC continuation rate (percent): Enlisted personnel: Fiscal year 2002: 
88%; 
AC continuation rate (percent): Enlisted personnel: Fiscal year 2004: 
89%; 
AC continuation rate (percent): Officers: Fiscal year 2000: 99%; 
AC continuation rate (percent): Officers: Fiscal year 2002: 99%; 
AC continuation rate (percent): Officers: Fiscal year 2004: 98%. 

Type of AC subgroup: 2; 
AC continuation rate (percent): Enlisted personnel: Fiscal year 2000: 
90%; 
AC continuation rate (percent): Enlisted personnel: Fiscal year 2002: 
90%; 
AC continuation rate (percent): Enlisted personnel: Fiscal year 2004: 
91%; 
AC continuation rate (percent): Officers: Fiscal year 2000: 98%; 
AC continuation rate (percent): Officers: Fiscal year 2002: 99%; 
AC continuation rate (percent): Officers: Fiscal year 2004: 98%. 

Type of AC subgroup: 3; 
AC continuation rate (percent): Enlisted personnel: Fiscal year 2000: 
84%; 
AC continuation rate (percent): Enlisted personnel: Fiscal year 2002: 
87%; 
AC continuation rate (percent): Enlisted personnel: Fiscal year 2004: 
86%; 
AC continuation rate (percent): Officers: Fiscal year 2000: 95%; 
AC continuation rate (percent): Officers: Fiscal year 2002: 96%; 
AC continuation rate (percent): Officers: Fiscal year 2004: 95%. 

Type of AC subgroup: 4; 
AC continuation rate (percent): Enlisted personnel: Fiscal year 2000: 
60%; 
AC continuation rate (percent): Enlisted personnel: Fiscal year 2002: 
68%; 
AC continuation rate (percent): Enlisted personnel: Fiscal year 2004: 
65%; 
AC continuation rate (percent): Officers: Fiscal year 2000: 85%; 
AC continuation rate (percent): Officers: Fiscal year 2002: 88%; 
AC continuation rate (percent): Officers: Fiscal year 2004: 87%. 

Type of AC subgroup: 5; 
AC continuation rate (percent): Enlisted personnel: Fiscal year 2000: 
81%; 
AC continuation rate (percent): Enlisted personnel: Fiscal year 2002: 
84%; 
AC continuation rate (percent): Enlisted personnel: Fiscal year 2004: 
78%; 
AC continuation rate (percent): Officers: Fiscal year 2000: 85%; 
AC continuation rate (percent): Officers: Fiscal year 2002: 90%; 
AC continuation rate (percent): Officers: Fiscal year 2004: 87%. 

Type of AC subgroup: 6; 
AC continuation rate (percent): Enlisted personnel: Fiscal year 2000: 
83%; 
AC continuation rate (percent): Enlisted personnel: Fiscal year 2002: 
86%; 
AC continuation rate (percent): Enlisted personnel: Fiscal year 2004: 
85%; 
AC continuation rate (percent): Officers: Fiscal year 2000: 88%; 
AC continuation rate (percent): Officers: Fiscal year 2002: 93%; 
AC continuation rate (percent): Officers: Fiscal year 2004: 90%. 

Type of AC subgroup: 10; 
AC continuation rate (percent): Enlisted personnel: Fiscal year 2000: 
84%; 
AC continuation rate (percent): Enlisted personnel: Fiscal year 2002: 
90%; 
AC continuation rate (percent): Enlisted personnel: Fiscal year 2004: 
89%; 
AC continuation rate (percent): Officers: Fiscal year 2000: 87%; 
AC continuation rate (percent): Officers: Fiscal year 2002: 93%; 
AC continuation rate (percent): Officers: Fiscal year 2004: 94%. 

Type of AC subgroup: 20; 
AC continuation rate (percent): Enlisted personnel: Fiscal year 2000: 
50%; 
AC continuation rate (percent): Enlisted personnel: Fiscal year 2002: 
64%; 
AC continuation rate (percent): Enlisted personnel: Fiscal year 2004: 
55%; 
AC continuation rate (percent): Officers: Fiscal year 2000: 76%; 
AC continuation rate (percent): Officers: Fiscal year 2002: 80%; 
AC continuation rate (percent): Officers: Fiscal year 2004: 78%. 

Type of AC subgroup: Race; Type of AC subgroup: White; 
AC continuation rate (percent): Enlisted personnel: Fiscal year 2000: 
84%; 
AC continuation rate (percent): Enlisted personnel: Fiscal year 2002: 
86%; 
AC continuation rate (percent): Enlisted personnel: Fiscal year 2004: 
85%; 
AC continuation rate (percent): Officers: Fiscal year 2000: 90%; 
AC continuation rate (percent): Officers: Fiscal year 2002: 93%; 
AC continuation rate (percent): Officers: Fiscal year 2004: 92%. 

Type of AC subgroup: African American; 
AC continuation rate (percent): Enlisted personnel: Fiscal year 2000: 
86%; 
AC continuation rate (percent): Enlisted personnel: Fiscal year 2002: 
88%; 
AC continuation rate (percent): Enlisted personnel: Fiscal year 2004: 
86%; 
AC continuation rate (percent): Officers: Fiscal year 2000: 92%; 
AC continuation rate (percent): Officers: Fiscal year 2002: 94%; 
AC continuation rate (percent): Officers: Fiscal year 2004: 92%. 

Type of AC subgroup: Other/Multiracial; 
AC continuation rate (percent): Enlisted personnel: Fiscal year 2000: 
86%; 
AC continuation rate (percent): Enlisted personnel: Fiscal year 2002: 
87%; 
AC continuation rate (percent): Enlisted personnel: Fiscal year 2004: 
88%; 
AC continuation rate (percent): Officers: Fiscal year 2000: 91%; 
AC continuation rate (percent): Officers: Fiscal year 2002: 94%; 
AC continuation rate (percent): Officers: Fiscal year 2004: 93%. 

Type of AC subgroup: Unknown; 
AC continuation rate (percent): Enlisted personnel: Fiscal year 2000: 
77%; 
AC continuation rate (percent): Enlisted personnel: Fiscal year 2002: 
88%; 
AC continuation rate (percent): Enlisted personnel: Fiscal year 2004: 
84%; 
AC continuation rate (percent): Officers: Fiscal year 2000: 90%; 
AC continuation rate (percent): Officers: Fiscal year 2002: 94%; 
AC continuation rate (percent): Officers: Fiscal year 2004: 93%. 

Type of AC subgroup: Gender; Type of AC subgroup: Male; 
AC continuation rate (percent): Enlisted personnel: Fiscal year 2000: 
85%; 
AC continuation rate (percent): Enlisted personnel: Fiscal year 2002: 
87%; 
AC continuation rate (percent): Enlisted personnel: Fiscal year 2004: 
85%; 
AC continuation rate (percent): Officers: Fiscal year 2000: 90%; 
AC continuation rate (percent): Officers: Fiscal year 2002: 94%; 
AC continuation rate (percent): Officers: Fiscal year 2004: 92%. 

Type of AC subgroup: Female; 
AC continuation rate (percent): Enlisted personnel: Fiscal year 2000: 
83%; 
AC continuation rate (percent): Enlisted personnel: Fiscal year 2002: 
86%; 
AC continuation rate (percent): Enlisted personnel: Fiscal year 2004: 
83%; 
AC continuation rate (percent): Officers: Fiscal year 2000: 90%; 
AC continuation rate (percent): Officers: Fiscal year 2002: 92%; 
AC continuation rate (percent): Officers: Fiscal year 2004: 90%. 

Source: DOD. 

[End of table]

* Table 35 shows that for the period examined, continuation rates were 
generally highest in the first and second years of service for both 
officers and enlisted personnel. Enlisted continuation peaked again at 
10 years of service, ranging between 84 and 90 percent in the years 
examined. 

* In general, the continuation rates between most racial subgroups were 
within 3 percentage points of each other in each of the years examined. 

* The continuation rates for female enlisted personnel and officers 
were no more than 2 percentage points lower than the rates for their 
male peers in each year examined. 

3B. Active Component--Enlisted Continuation Rates: 

Table 36: AC Enlisted Continuation Rates for DOD Occupational Codes in 
Fiscal Years 2000, 2002, and 2004: 

DOD enlisted occupational codes and areas: 0 Infantry, gun crews, & 
seamanship; 
AC enlisted continuation rate (percent): Fiscal year 2000: 82%; 
AC enlisted continuation rate (percent): Fiscal year 2002: 84%; 
AC enlisted continuation rate (percent): Fiscal year 2004: 83%. 

DOD enlisted occupational codes and areas: 1 Electronic equipment 
repairers; 
AC enlisted continuation rate (percent): Fiscal year 2000: 85%; 
AC enlisted continuation rate (percent): Fiscal year 2002: 87%; 
AC enlisted continuation rate (percent): Fiscal year 2004: 86%. 

DOD enlisted occupational codes and areas: 2 Communications & 
intelligence specialists; 
AC enlisted continuation rate (percent): Fiscal year 2000: 84%; 
AC enlisted continuation rate (percent): Fiscal year 2002: 87%; 
AC enlisted continuation rate (percent): Fiscal year 2004: 84%. 

DOD enlisted occupational codes and areas: 3 Health care specialists; 
AC enlisted continuation rate (percent): Fiscal year 2000: 85%; 
AC enlisted continuation rate (percent): Fiscal year 2002: 88%; 
AC enlisted continuation rate (percent): Fiscal year 2004: 86%. 

DOD enlisted occupational codes and areas: 4 Other technical & allied 
specialists; 
AC enlisted continuation rate (percent): Fiscal year 2000: 85%; 
AC enlisted continuation rate (percent): Fiscal year 2002: 88%; 
AC enlisted continuation rate (percent): Fiscal year 2004: 85%. 

DOD enlisted occupational codes and areas: 5 Functional support & 
administration; 
AC enlisted continuation rate (percent): Fiscal year 2000: 86%; 
AC enlisted continuation rate (percent): Fiscal year 2002: 88%; 
AC enlisted continuation rate (percent): Fiscal year 2004: 86%. 

DOD enlisted occupational codes and areas: 6 Electrical & mechanical 
equipment repairers; 
AC enlisted continuation rate (percent): Fiscal year 2000: 85%; 
AC enlisted continuation rate (percent): Fiscal year 2002: 88%; 
AC enlisted continuation rate (percent): Fiscal year 2004: 86%. 

DOD enlisted occupational codes and areas: 7 Craftsworkers; 
AC enlisted continuation rate (percent): Fiscal year 2000: 84%; 
AC enlisted continuation rate (percent): Fiscal year 2002: 88%; 
AC enlisted continuation rate (percent): Fiscal year 2004: 85%. 

DOD enlisted occupational codes and areas: 8 Service & supply 
handlers; 
AC enlisted continuation rate (percent): Fiscal year 2000: 83%; 
AC enlisted continuation rate (percent): Fiscal year 2002: 85%; 
AC enlisted continuation rate (percent): Fiscal year 2004: 83%. 

DOD enlisted occupational codes and areas: 9 Nonoccupational; 
AC enlisted continuation rate (percent): Fiscal year 2000: 85%; 
AC enlisted continuation rate (percent): Fiscal year 2002: 86%; 
AC enlisted continuation rate (percent): Fiscal year 2004: 88%. 

Source: DOD. 

Note: The nonoccupational area includes patients, students, and those 
with unassigned duties,

[End of table]

* Among AC enlisted personnel, continuation rates between DOD 
occupational areas differed by 5 percentage points or less in each year 
examined (see table 36). 

* The rates for enlisted personnel in the following DOD occupational 
areas increased by at least 3 percentage points from fiscal year 2000 
to fiscal year 2002: 

* health care specialists,

* other technical and allied specialists,

* electrical and mechanical equipment repairers, and: 

* craftsworkers. 

3B. Active Component--Officer Continuation Rates: 

Table 37: AC Officer Continuation Rates for DOD Occupational Codes in 
Fiscal Years 2000, 2002, and 2004: 

DOD officer occupational codes and areas: 1 General officers & 
executives N.E.C; 
AC officer continuation rates (percent): Fiscal year 2000: 83%; 
AC officer continuation rates (percent): Fiscal year 2002: 86%; 
AC officer continuation rates (percent): Fiscal year 2004: 82%. 

DOD officer occupational codes and areas: 2 Tactical operations 
officers; 
AC officer continuation rates (percent): Fiscal year 2000: 90%; 
AC officer continuation rates (percent): Fiscal year 2002: 94%; 
AC officer continuation rates (percent): Fiscal year 2004: 93%. 

DOD officer occupational codes and areas: 3 Intelligence officers; 
AC officer continuation rates (percent): Fiscal year 2000: 90%; 
AC officer continuation rates (percent): Fiscal year 2002: 94%; 
AC officer continuation rates (percent): Fiscal year 2004: 89%. 

DOD officer occupational codes and areas: 4 Engineering and maintenance 
officers; 
AC officer continuation rates (percent): Fiscal year 2000: 90%; 
AC officer continuation rates (percent): Fiscal year 2002: 93%; 
AC officer continuation rates (percent): Fiscal year 2004: 92%. 

DOD officer occupational codes and areas: 5 Scientists & professionals; 
AC officer continuation rates (percent): Fiscal year 2000: 90%; 
AC officer continuation rates (percent): Fiscal year 2002: 93%; 
AC officer continuation rates (percent): Fiscal year 2004: 92%. 

DOD officer occupational codes and areas: 6 Health care officers; 
AC officer continuation rates (percent): Fiscal year 2000: 89%; 
AC officer continuation rates (percent): Fiscal year 2002: 92%; 
AC officer continuation rates (percent): Fiscal year 2004: 91%. 

DOD officer occupational codes and areas: 7 Administrators; 
AC officer continuation rates (percent): Fiscal year 2000: 91%; 
AC officer continuation rates (percent): Fiscal year 2002: 93%; 
AC officer continuation rates (percent): Fiscal year 2004: 91%. 

DOD officer occupational codes and areas: 8 Supply, procurement, & 
allied officers; 
AC officer continuation rates (percent): Fiscal year 2000: 90%; 
AC officer continuation rates (percent): Fiscal year 2002: 93%; 
AC officer continuation rates (percent): Fiscal year 2004: 91%. 

DOD officer occupational codes and areas: 9 Nonoccupational; 
AC officer continuation rates (percent): Fiscal year 2000: 97%; 
AC officer continuation rates (percent): Fiscal year 2002: 98%; 
AC officer continuation rates (percent): Fiscal year 2004: 95%. 

Legend: N/A = Not applicable, N.E.C. = Not elsewhere classified. 

Source: DOD. 

Notes: The nonoccupational area includes patients, students, and those 
with unassigned duties. 

[End of table]

* Table 37 shows that in each year examined, servicemembers in the 
general officers and executives DOD occupational area had lower 
continuation rates (82 to 86 percent) than officers in other DOD 
occupational areas (90 to 98 percent). 

* The rates for officers in the following DOD occupational categories 
increased by at least 3 percentage points from fiscal year 2000 to 
fiscal year 2002: 

* general officers and executives,

* tactical operations officers,

* intelligence officers,

* engineering and maintenance officers,

* scientists and professionals,

* health care officers, and: 

* supply, procurement, and allied officers. 

3C. Reserve Component--Continuation Rates: 

Table 38: Continuation Rates for RC Servicemembers in Fiscal Years 
2000, 2002, and the Fourth Quarter of Fiscal Year 2004A: 

Type of RC subgroup: 

Component: Army Reserve; 
RC continuation rate (percent): Enlisted personnel: Fiscal year 2000: 
78; 
RC continuation rate (percent): Enlisted personnel: Fiscal year 2002: 
80%; 
RC continuation rate (percent): Enlisted personnel: Fiscal year 2004: 
(4th quarter): 82%; 
RC continuation rate (percent): Officers: Fiscal year 2000: 83%; 
RC continuation rate (percent): Officers: Fiscal year 2002: 87%; 
RC continuation rate (percent): Officers: Fiscal year 2004: (4th 
quarter): 87%. 

Component: Army National Guard; 
RC continuation rate (percent): Enlisted personnel: Fiscal year 2000: 
83%; 
RC continuation rate (percent): Enlisted personnel: Fiscal year 2002: 
83%; 
RC continuation rate (percent): Enlisted personnel: Fiscal year 2004: 
(4th quarter): 85%; 
RC continuation rate (percent): Officers: Fiscal year 2000: 91%; 
RC continuation rate (percent): Officers: Fiscal year 2002: 92%; 
RC continuation rate (percent): Officers: Fiscal year 2004: (4th 
quarter): 92%. 

Component: Navy Reserve; 
RC continuation rate (percent): Enlisted personnel: Fiscal year 2000: 
80%; 
RC continuation rate (percent): Enlisted personnel: Fiscal year 2002: 
81%; 
RC continuation rate (percent): Enlisted personnel: Fiscal year 2004: 
(4th quarter): 80%; 
RC continuation rate (percent): Officers: Fiscal year 2000: 87%; 
RC continuation rate (percent): Officers: Fiscal year 2002: 85%; 
RC continuation rate (percent): Officers: Fiscal year 2004: (4th 
quarter): 86%. 

Component: Marine Corps Reserve; 
RC continuation rate (percent): Enlisted personnel: Fiscal year 2000: 
78%; 
RC continuation rate (percent): Enlisted personnel: Fiscal year 2002: 
80%; 
RC continuation rate (percent): Enlisted personnel: Fiscal year 2004: 
(4th quarter): 79%; 
RC continuation rate (percent): Officers: Fiscal year 2000: 82%; 
RC continuation rate (percent): Officers: Fiscal year 2002: 83%; 
RC continuation rate (percent): Officers: Fiscal year 2004: (4th 
quarter): 79%. 

Component: Air Force Reserve; 
RC continuation rate (percent): Enlisted personnel: Fiscal year 2000: 
89%; 
RC continuation rate (percent): Enlisted personnel: Fiscal year 2002: 
93%; 
RC continuation rate (percent): Enlisted personnel: Fiscal year 2004: 
(4th quarter): 89%; 
RC continuation rate (percent): Officers: Fiscal year 2000: 91%; 
RC continuation rate (percent): Officers: Fiscal year 2002: 92%; 
RC continuation rate (percent): Officers: Fiscal year 2004: (4th 
quarter): 90%. 

Component: Air National Guard; 
RC continuation rate (percent): Enlisted personnel: Fiscal year 2000: 
90%; 
RC continuation rate (percent): Enlisted personnel: Fiscal year 2002: 
94%; 
RC continuation rate (percent): Enlisted personnel: Fiscal year 2004: 
(4th quarter): 91%; 
RC continuation rate (percent): Officers: Fiscal year 2000: 92%; 
RC continuation rate (percent): Officers: Fiscal year 2002: 94%; 
RC continuation rate (percent): Officers: Fiscal year 2004: (4th 
quarter): 93%. 

Component: Total; 
RC continuation rate (percent): Enlisted personnel: Fiscal year 2000: 
83%; 
RC continuation rate (percent): Enlisted personnel: Fiscal year 2002: 
85%; 
RC continuation rate (percent): Enlisted personnel: Fiscal year 2004: 
(4th quarter): 85%; 
RC continuation rate (percent): Officers: Fiscal year 2000: 88%; 
RC continuation rate (percent): Officers: Fiscal year 2002: 89%; 
RC continuation rate (percent): Officers: Fiscal year 2004: (4th 
quarter): 89%. 

Source: Official Guard & Reserve Manpower Strengths & Statistics: FY 
2004. 

[A] The Official Guard & Reserve Manpower Strengths & Statistics: FY 
2004 contains data for each quarter in 2004 and does not present data 
for all of fiscal year 2004. 

[End of table]

* In the three time periods examined, total RC enlisted continuation 
rates were 83 percent or 85 percent; total RC officers' continuation 
rates were 88 percent or 89 percent (see table 38). 

* In fiscal years 2002 and the fourth quarter of 2004, continuation 
rates for servicemembers in the Air National Guard were higher than 
those for servicemembers in the other reserve components. 

Table 39: Continuation Rates for RC Servicemembers by Years of Service 
in Fiscal Years 2002 and the Fourth Quarter of Fiscal Year 2004: 

Years of service: 1; 
RC continuation rate (percent): Enlisted personnel: 2002: 82%; 
RC continuation rate (percent): Enlisted personnel: 2004 (4th quarter): 
85%; 
RC continuation rate (percent): Officers: 2002: 93%; 
RC continuation rate (percent): Officers: 2004 (4th quarter): 94%. 

Years of service: 2; 
RC continuation rate (percent): Enlisted personnel: 2002: 84%; 
RC continuation rate (percent): Enlisted personnel: 2004 (4th quarter): 
89%; 
RC continuation rate (percent): Officers: 2002: 89%; 
RC continuation rate (percent): Officers: 2004 (4th quarter): 92%. 

Years of service: 3; 
RC continuation rate (percent): Enlisted personnel: 2002: 84%; 
RC continuation rate (percent): Enlisted personnel: 2004 (4th quarter): 
88%; 
RC continuation rate (percent): Officers: 2002: 89%; 
RC continuation rate (percent): Officers: 2004 (4th quarter): 90%. 

Years of service: 4; 
RC continuation rate (percent): Enlisted personnel: 2002: 82%; 
RC continuation rate (percent): Enlisted personnel: 2004 (4th quarter): 
87%; 
RC continuation rate (percent): Officers: 2002: 89%; 
RC continuation rate (percent): Officers: 2004 (4th quarter): 92%. 

Years of service: 5; 
RC continuation rate (percent): Enlisted personnel: 2002: 68%; 
RC continuation rate (percent): Enlisted personnel: 2004 (4th quarter): 
73%; 
RC continuation rate (percent): Officers: 2002: 86%; 
RC continuation rate (percent): Officers: 2004 (4th quarter): 88%. 

Years of service: 6; 
RC continuation rate (percent): Enlisted personnel: 2002: 74%; 
RC continuation rate (percent): Enlisted personnel: 2004 (4th quarter): 
77%; 
RC continuation rate (percent): Officers: 2002: 89%; 
RC continuation rate (percent): Officers: 2004 (4th quarter): 89%. 

Years of service: 10; 
RC continuation rate (percent): Enlisted personnel: 2002: 85%; 
RC continuation rate (percent): Enlisted personnel: 2004 (4th quarter): 
85%; 
RC continuation rate (percent): Officers: 2002: 90%; 
RC continuation rate (percent): Officers: 2004 (4th quarter): 90%. 

Years of service: 15; 
RC continuation rate (percent): Enlisted personnel: 2002: 94%; 
RC continuation rate (percent): Enlisted personnel: 2004 (4th quarter): 
93%; 
RC continuation rate (percent): Officers: 2002: 94%; 
RC continuation rate (percent): Officers: 2004 (4th quarter): 95%. 

Years of service: 20; 
RC continuation rate (percent): Enlisted personnel: 2002: 88%; 
RC continuation rate (percent): Enlisted personnel: 2004 (4th quarter): 
84%; 
RC continuation rate (percent): Officers: 2002: 88%; 
RC continuation rate (percent): Officers: 2004 (4th quarter): 87%. 

Years of service: 25; 
RC continuation rate (percent): Enlisted personnel: 2002: 86%; 
RC continuation rate (percent): Enlisted personnel: 2004 (4th quarter): 
83%; 
RC continuation rate (percent): Officers: 2002: 87%; 
RC continuation rate (percent): Officers: 2004 (4th quarter): 86%. 

Source: Official Guard & Reserve Manpower Strengths & Statistics: FY 
2004. 

[End of table]

* Table 39 shows that, for RC enlisted personnel in 2002 and the fourth 
quarter of 2004, continuation rates were generally high at 1 to 3 years 
of service (82 to 89 percent). Rates were even higher at 15 years of 
service (93 to 94 percent). 

* Continuation rates among officers were higher at 15 years of service 
(94 and 95 percent) than at other years of service examined. 

[End of section]

Casualties: 

Additional Question and Summary of Approach: 

What are the Characteristics of Servicemembers Who Died or Were Wounded 
in Combat in Iraq and Afghanistan in Support of Operations Iraqi 
Freedom and Enduring Freedom?

DOD provided GAO with data on characteristics of servicemembers who 
died or were wounded while serving in Operations Enduring Freedom and 
Iraqi Freedom as of May 28, 2005. For each person listed as a casualty, 
the data included the operation in which the casualty occurred, type of 
casualty, service and component, pay grade, race/ethnicity, and gender. 
For reservists, the Office of the Secretary of Defense for Accession 
Policy also used the home-of-record zip code and the previously cited 
marketing software to (1) determine the population density (town/rural, 
suburban, or urban) of the servicemember's community and (2) estimate 
the average socioeconomic level of the servicemember's community 
because DOD does not have a record of socioeconomic level for each 
individual servicemember's family. Similar population density and 
socioeconomic level analyses were not conducted on active duty 
personnel because the findings would have largely been influenced by 
the clustering of AC servicemembers in the immediate vicinity of a 
limited number of military installations. Also, some AC servicemembers' 
home of record may reflect their current address, whereas others might 
not have changed their home of record from where they lived years 
earlier. 

Summary of Findings: 

Historical overview of deaths: 

As of May 28, 2005, the number of deaths from the two examined 
operations were almost five times those sustained during the first 
Persian Gulf War but were a fraction of the deaths sustained during the 
Vietnam Conflict and Korean War. 

Deaths: 

As of May 28, 2005, 1,841 servicemembers died while serving in 
Operations Iraqi Freedom and Enduring Freedom. The majority of deaths 
involved servicemembers who were active Army or Marine Corps, White, 
junior enlisted, males, between the ranks of E1 to E4. 

Wounded: 

As of May 28, 2005, a total of 12,658 servicemembers had been wounded 
while serving in Operation Iraqi Freedom, and Enduring Freedom. Forty- 
seven percent of those wounded while serving in Operation Iraqi Freedom 
and 23 percent of those wounded while serving in Operation Enduring 
Freedom returned to duty within 72 hours. The majority of wounded 
servicemembers were active Army or Marine Corps, White, junior 
enlisted, males, between the ranks of E1 to E4. 

Findings: 

Historical Overview of Deaths--Servicemember Deaths in Selected Current 
and Past Military Operations and the Race/Ethnicity of Those Who Died: 

Table 40: Number and Percent of Servicemembers in Racial/Ethnic 
Subgroups Who Died in Selected Military Operations as of May 28, 2005: 

Racial/Ethnic subgroup: White; 
Servicemember deaths: Korean War: #: 29,274; 
Servicemember deaths: Korean War: %: 80; 
Servicemember deaths: Vietnam Conflict: #: 49,810; 
Servicemember deaths: Vietnam Conflict: %: 86; 
Servicemember deaths: Persian Gulf War: #: 292; 
Servicemember deaths: Persian Gulf War: %: 76; 
Servicemember deaths: Operations Iraqi Freedom and Enduring Freedom: #: 
1296; 
Servicemember deaths: Operations Iraqi Freedom and Enduring Freedom: %: 
70. 

Racial/Ethnic subgroup: African American; 
Servicemember deaths: Korean War: #: 3,075; 
Servicemember deaths: Korean War: %: 8; 
Servicemember deaths: Vietnam Conflict: #: 7,241; 
Servicemember deaths: Vietnam Conflict: %: 12; 
Servicemember deaths: Persian Gulf War: #: 66; 
Servicemember deaths: Persian Gulf War: %: 17; 
Servicemember deaths: Operations Iraqi Freedom and Enduring Freedom: #: 
191; 
Servicemember deaths: Operations Iraqi Freedom and Enduring Freedom: %: 
10. 

Racial/Ethnic subgroup: Hispanic; 
Servicemember deaths: Korean War: #: 881; 
Servicemember deaths: Korean War: %: 2; 
Servicemember deaths: Vietnam Conflict: #: 349; 
Servicemember deaths: Vietnam Conflict: %: 1; 
Servicemember deaths: Persian Gulf War: #: 15; 
Servicemember deaths: Persian Gulf War: %: 4; 
Servicemember deaths: Operations Iraqi Freedom and Enduring Freedom: #: 
183; 
Servicemember deaths: Operations Iraqi Freedom and Enduring Freedom: %: 
10. 

Racial/Ethnic subgroup: Asian American/; Pacific Islander; 
Servicemember deaths: Korean War: #: 389; 
Servicemember deaths: Korean War: %: 1; 
Servicemember deaths: Vietnam Conflict: #: 368; 
Servicemember deaths: Vietnam Conflict: %: 1; 
Servicemember deaths: Persian Gulf War: #: 3; 
Servicemember deaths: Persian Gulf War: %: 1; 
Servicemember deaths: Operations Iraqi Freedom and Enduring Freedom: #: 
65; 
Servicemember deaths: Operations Iraqi Freedom and Enduring Freedom: %: 
4. 

Racial/Ethnic subgroup: American Indian/; Alaskan Native; 
Servicemember deaths: Korean War: #: 104; 
Servicemember deaths: Korean War: %: <1; 
Servicemember deaths: Vietnam Conflict: #: 226; 
Servicemember deaths: Vietnam Conflict: %: <1; 
Servicemember deaths: Persian Gulf War: #: 3; 
Servicemember deaths: Persian Gulf War: %: 1; 
Servicemember deaths: Operations Iraqi Freedom and Enduring Freedom: #: 
17; 
Servicemember deaths: Operations Iraqi Freedom and Enduring Freedom: %: 
1. 

Racial/Ethnic subgroup: Other/Multiple race/Unknown; 
Servicemember deaths: Korean War: #: 2,853; 
Servicemember deaths: Korean War: %: 8; 
Servicemember deaths: Vietnam Conflict: #: 204; 
Servicemember deaths: Vietnam Conflict: %: <1; 
Servicemember deaths: Persian Gulf War: #: 3; 
Servicemember deaths: Persian Gulf War: %: 1; 
Servicemember deaths: Operations Iraqi Freedom and Enduring Freedom: #: 
89; 
Servicemember deaths: Operations Iraqi Freedom and Enduring Freedom: %: 
5. 

Racial/Ethnic subgroup: Total deaths; 
Servicemember deaths: Korean War: #: 36,576; 
Servicemember deaths: Korean War: %: 100; 
Servicemember deaths: Vietnam Conflict: #: 58,198; 
Servicemember deaths: Vietnam Conflict: %: 100; 
Servicemember deaths: Persian Gulf War: #: 382; 
Servicemember deaths: Persian Gulf War: %: 100; 
Servicemember deaths: Operations Iraqi Freedom and Enduring Freedom: #: 
1,841; 
Servicemember deaths: Operations Iraqi Freedom and Enduring Freedom: %: 
100. 

Sources: Data on active duty deaths for the Korean War, Vietnam 
Conflict, and the Persian Gulf War (also known as Operations Desert 
Shield/Storm) are from Washington Headquarters Service's Web site, 
web1.whs.osd.mil, downloaded on April 1, 2005. Deaths during Operations 
Enduring and Iraqi Freedom are a GAO analysis of DOD-provided data. 

Note: Columns may not total 100 percent due to rounding. 

[End of table]

* Table 40 shows that as of May 28, 2005, the combined deaths for 
Operations Iraqi Freedom and Enduring Freedom were nearly five times 
the number of deaths in the Persian Gulf War, but about 5 percent and 3 
percent the number of deaths in the Korean War and Vietnam Conflict, 
respectively. 

* The two current operations that we reviewed had resulted in the 
deaths of 1,841 servicemembers as of May 28, 2005.[Footnote 59]

* Operation Enduring Freedom resulted in 186 deaths. 

* Operation Iraqi Freedom resulted in 1,655 deaths. 

* In previous large-scale military operations, 76 percent to 86 percent 
of those who died were White. In comparison, proportionately fewer 
White servicemembers have died in the two current operations. 

* For Operations Enduring Freedom and Iraqi Freedom, 70 percent of 
those who died were White servicemembers. 

* As points of comparison, the representation of Whites in the three 
following reference populations are: 

* 67 percent of the combined AC and Selected Reserve as of December 31, 
2004,

* 65 percent of the AC as of December 31, 2004, and: 

* 71 percent of the civilian workforce as of March 2004. 

Deaths--Operation in Which the Death Occurred and the Circumstance of 
Death: 

Table 41: Operation and Circumstance of Death of the 1,841 
Servicemembers Who Died in Operations Iraqi Freedom and Enduring 
Freedom as of May 28, 2005: 

Operation Iraqi Freedom; 
Percent of deaths in Operations Iraqi Freedom and Enduring Freedom: 
Army: 61%; 
Percent of deaths in Operations Iraqi Freedom and Enduring Freedom: 
Marine Corps: 27%; 
Percent of deaths in Operations Iraqi Freedom and Enduring Freedom: 
Navy: 2%; 
Percent of deaths in Operations Iraqi Freedom and Enduring Freedom: Air 
Force: 1%; 
Percent of deaths in Operations Iraqi Freedom and Enduring Freedom: 
Total: 91%. 

Operation Enduring Freedom; 
Percent of deaths in Operations Iraqi Freedom and Enduring Freedom: 
Army: 7%; 
Percent of deaths in Operations Iraqi Freedom and Enduring Freedom: 
Marine Corps: 1%; 
Percent of deaths in Operations Iraqi Freedom and Enduring Freedom: 
Navy: 1%; 
Percent of deaths in Operations Iraqi Freedom and Enduring Freedom: Air 
Force: 1%; 
Percent of deaths in Operations Iraqi Freedom and Enduring Freedom: 
Total: 10%. 

Circumstance of death: Killed in action; 
Percent of deaths in Operations Iraqi Freedom and Enduring Freedom: 
Army: 36%; 
Percent of deaths in Operations Iraqi Freedom and Enduring Freedom: 
Marine Corps: 18%; 
Percent of deaths in Operations Iraqi Freedom and Enduring Freedom: 
Navy: 1%; 
Percent of deaths in Operations Iraqi Freedom and Enduring Freedom: Air 
Force: 1%; 
Percent of deaths in Operations Iraqi Freedom and Enduring Freedom: 
Total: 56%. 

Circumstance of death: Died of wounds; 
Percent of deaths in Operations Iraqi Freedom and Enduring Freedom: 
Army: 13%; 
Percent of deaths in Operations Iraqi Freedom and Enduring Freedom: 
Marine Corps: 3%; 
Percent of deaths in Operations Iraqi Freedom and Enduring Freedom: 
Navy: <1%; 
Percent of deaths in Operations Iraqi Freedom and Enduring Freedom: Air 
Force: <1%; 
Percent of deaths in Operations Iraqi Freedom and Enduring Freedom: 
Total: 16%. 

Circumstance of death: Accident; 
Percent of deaths in Operations Iraqi Freedom and Enduring Freedom: 
Army: 13%; 
Percent of deaths in Operations Iraqi Freedom and Enduring Freedom: 
Marine Corps: 5%; 
Percent of deaths in Operations Iraqi Freedom and Enduring Freedom: 
Navy: <1%; 
Percent of deaths in Operations Iraqi Freedom and Enduring Freedom: Air 
Force: 1%; 
Percent of deaths in Operations Iraqi Freedom and Enduring Freedom: 
Total: 19%. 

Circumstance of death: Illness; 
Percent of deaths in Operations Iraqi Freedom and Enduring Freedom: 
Army: 2%; 
Percent of deaths in Operations Iraqi Freedom and Enduring Freedom: 
Marine Corps: <1%; 
Percent of deaths in Operations Iraqi Freedom and Enduring Freedom: 
Navy: <1%; 
Percent of deaths in Operations Iraqi Freedom and Enduring Freedom: Air 
Force: <1%; 
Percent of deaths in Operations Iraqi Freedom and Enduring Freedom: 
Total: 2%. 

Circumstance of death: Self-inflicted; 
Percent of deaths in Operations Iraqi Freedom and Enduring Freedom: 
Army: 2%; 
Percent of deaths in Operations Iraqi Freedom and Enduring Freedom: 
Marine Corps: <1%; 
Percent of deaths in Operations Iraqi Freedom and Enduring Freedom: 
Navy: <1%; 
Percent of deaths in Operations Iraqi Freedom and Enduring Freedom: Air 
Force: <1%; 
Percent of deaths in Operations Iraqi Freedom and Enduring Freedom: 
Total: 2%. 

Circumstance of death: Pending; 
Percent of deaths in Operations Iraqi Freedom and Enduring Freedom: 
Army: 1%; 
Percent of deaths in Operations Iraqi Freedom and Enduring Freedom: 
Marine Corps: <1%; 
Percent of deaths in Operations Iraqi Freedom and Enduring Freedom: 
Navy: <1%; 
Percent of deaths in Operations Iraqi Freedom and Enduring Freedom: Air 
Force: <1%; 
Percent of deaths in Operations Iraqi Freedom and Enduring Freedom: 
Total: 1%. 

Circumstance of death: Other; 
Percent of deaths in Operations Iraqi Freedom and Enduring Freedom: 
Army: 1%; 
Percent of deaths in Operations Iraqi Freedom and Enduring Freedom: 
Marine Corps: <1%; 
Percent of deaths in Operations Iraqi Freedom and Enduring Freedom: 
Navy: <1%; 
Percent of deaths in Operations Iraqi Freedom and Enduring Freedom: Air 
Force: <1%; 
Percent of deaths in Operations Iraqi Freedom and Enduring Freedom: 
Total: 1%. 

Source: GAO analysis of DOD-provided data. 

Notes: Operation Iraqi Freedom includes casualties in Iraq as well as 
in other countries such as Germany. Operation Enduring Freedom includes 
casualties in Afghanistan, the Philippines, Pakistan, Kuwait, Persian 
Gulf, Guantanamo Bay, Djibouti, Uzbekistan, Arabian Sea, Qatar, and the 
North Arabian Peninsula. 

[End of table]

The totals for operation and circumstance of death may not sum to 100 
percent due to rounding. To calculate row totals, we counted <1s as 0s. 
Therefore, the actual row totals may differ from those in the table. 

Table 41 provides information on the operation, service, and 
circumstance of death for the 1,841 servicemembers who died in support 
of Operations Iraqi Freedom and Enduring Freedom as of May 28, 2005. 

* Operation--Operation Iraqi Freedom accounted for about 91 percent 
(1,655) of the deaths, and Operation Enduring Freedom accounted for 10 
percent (186). 

* Circumstance of death: 

* Seventy-two percent of those who died were either killed in action 
(56 percent) or died as a result of wounds sustained during action (16 
percent). 

* An additional 19 percent of those who died in either of the two 
operations did so as the result of accidents. 

* The 1 percent of deaths in the "Other" category included: 

* nine servicemembers who died while missing or captive,

* eight homicides, and: 

* four undetermined deaths. 

* Service--The Army and Marine Corps sustained almost all of the deaths 
in Operations Iraqi Freedom and Enduring Freedom. 

* The Army accounted for 68 percent of the deaths. 

* The Marine Corps accounted for 28 percent of the deaths. 

Deaths--Demographic Characteristics of Servicemembers who Died: 

Table 42: Representation of Selected Demographic Subgroups Among the 
1,841 Servicemembers Who Died in Operations Iraqi Freedom and Enduring 
Freedom as of May 28, 2005: 

Demographic characteristics: Component: AC; 
Percent of deaths in Operations Iraqi Freedom and Enduring Freedom: 
Army: 46%; 
Percent of deaths in Operations Iraqi Freedom and Enduring Freedom: 
Marine Corps: 24%; 
Percent of deaths in Operations Iraqi Freedom and Enduring Freedom: 
Navy: 2%; 
Percent of deaths in Operations Iraqi Freedom and Enduring Freedom: Air 
Force: 2%; 
Percent of deaths in Operations Iraqi Freedom and Enduring Freedom: 
Total: 74%; 
Percent in AC and Selected Reserve: 63%. 

Demographic characteristics: Component: RC; 
Percent of deaths in Operations Iraqi Freedom and Enduring Freedom: 
Army: 22%; 
Percent of deaths in Operations Iraqi Freedom and Enduring Freedom: 
Marine Corps: 3%; 
Percent of deaths in Operations Iraqi Freedom and Enduring Freedom: 
Navy: 1%; 
Percent of deaths in Operations Iraqi Freedom and Enduring Freedom: Air 
Force: 0%; 
Percent of deaths in Operations Iraqi Freedom and Enduring Freedom: 
Total: 26%; 
Percent in AC and Selected Reserve: 37%. 

Demographic characteristics: Pay grade: E1-E4; 
Percent of deaths in Operations Iraqi Freedom and Enduring Freedom: 
Army: 39%; 
Percent of deaths in Operations Iraqi Freedom and Enduring Freedom: 
Marine Corps: 21%; 
Percent of deaths in Operations Iraqi Freedom and Enduring Freedom: 
Navy: 1%; 
Percent of deaths in Operations Iraqi Freedom and Enduring Freedom: Air 
Force: 0%; 
Percent of deaths in Operations Iraqi Freedom and Enduring Freedom: 
Total: 61%; 
Percent in AC and Selected Reserve: 42%. 

Demographic characteristics: Pay grade: E5-E9; 
Percent of deaths in Operations Iraqi Freedom and Enduring Freedom: 
Army: 22%; 
Percent of deaths in Operations Iraqi Freedom and Enduring Freedom: 
Marine Corps: 4%; 
Percent of deaths in Operations Iraqi Freedom and Enduring Freedom: 
Navy: 1%; 
Percent of deaths in Operations Iraqi Freedom and Enduring Freedom: Air 
Force: 1%; 
Percent of deaths in Operations Iraqi Freedom and Enduring Freedom: 
Total: 28%; 
Percent in AC and Selected Reserve: 42%. 

Demographic characteristics: Pay grade: Officers; 
Percent of deaths in Operations Iraqi Freedom and Enduring Freedom: 
Army: 8%; 
Percent of deaths in Operations Iraqi Freedom and Enduring Freedom: 
Marine Corps: 2%; 
Percent of deaths in Operations Iraqi Freedom and Enduring Freedom: 
Navy: <1%; 
Percent of deaths in Operations Iraqi Freedom and Enduring Freedom: Air 
Force: <1%; 
Percent of deaths in Operations Iraqi Freedom and Enduring Freedom: 
Total: 10%; 
Percent in AC and Selected Reserve: 16%. 

Demographic characteristics: Race/Ethnicity: White; 
Percent of deaths in Operations Iraqi Freedom and Enduring Freedom: 
Army: 47%; 
Percent of deaths in Operations Iraqi Freedom and Enduring Freedom: 
Marine Corps: 21%; 
Percent of deaths in Operations Iraqi Freedom and Enduring Freedom: 
Navy: 2%; 
Percent of deaths in Operations Iraqi Freedom and Enduring Freedom: Air 
Force: 1%; 
Percent of deaths in Operations Iraqi Freedom and Enduring Freedom: 
Total: 71%; 
Percent in AC and Selected Reserve: 67%. 

Demographic characteristics: Race/Ethnicity: African American; 
Percent of deaths in Operations Iraqi Freedom and Enduring Freedom: 
Army: 8%; 
Percent of deaths in Operations Iraqi Freedom and Enduring Freedom: 
Marine Corps: 1%; 
Percent of deaths in Operations Iraqi Freedom and Enduring Freedom: 
Navy: <1%; 
Percent of deaths in Operations Iraqi Freedom and Enduring Freedom: Air 
Force: <1%; 
Percent of deaths in Operations Iraqi Freedom and Enduring Freedom: 
Total: 9%; 
Percent in AC and Selected Reserve: 17%. 

Demographic characteristics: Race/Ethnicity: Hispanic; 
Percent of deaths in Operations Iraqi Freedom and Enduring Freedom: 
Army: 7%; 
Percent of deaths in Operations Iraqi Freedom and Enduring Freedom: 
Marine Corps: 3%; 
Percent of deaths in Operations Iraqi Freedom and Enduring Freedom: 
Navy: <1%; 
Percent of deaths in Operations Iraqi Freedom and Enduring Freedom: Air 
Force: <1%; 
Percent of deaths in Operations Iraqi Freedom and Enduring Freedom: 
Total: 10%; 
Percent in AC and Selected Reserve: 9%. 

Demographic characteristics: Race/Ethnicity: Asian American/Pacific 
Islander; 
Percent of deaths in Operations Iraqi Freedom and Enduring Freedom: 
Army: 2%; 
Percent of deaths in Operations Iraqi Freedom and Enduring Freedom: 
Marine Corps: 1%; 
Percent of deaths in Operations Iraqi Freedom and Enduring Freedom: 
Navy: <1%; 
Percent of deaths in Operations Iraqi Freedom and Enduring Freedom: Air 
Force: 0%; 
Percent of deaths in Operations Iraqi Freedom and Enduring Freedom: 
Total: 3%; 
Percent in AC and Selected Reserve: 3%. 

Demographic characteristics: Race/Ethnicity: American Indian/Alaskan 
Native; 
Percent of deaths in Operations Iraqi Freedom and Enduring Freedom: 
Army: <1%; 
Percent of deaths in Operations Iraqi Freedom and Enduring Freedom: 
Marine Corps: <1%; 
Percent of deaths in Operations Iraqi Freedom and Enduring Freedom: 
Navy: 0%; 
Percent of deaths in Operations Iraqi Freedom and Enduring Freedom: Air 
Force: <1%; 
Percent of deaths in Operations Iraqi Freedom and Enduring Freedom: 
Total: 1%; 
Percent in AC and Selected Reserve: 1%. 

Demographic characteristics: Race/Ethnicity: Multiple/Unknown; 
Percent of deaths in Operations Iraqi Freedom and Enduring Freedom: 
Army: 3%; 
Percent of deaths in Operations Iraqi Freedom and Enduring Freedom: 
Marine Corps: 2%; 
Percent of deaths in Operations Iraqi Freedom and Enduring Freedom: 
Navy: <1%; 
Percent of deaths in Operations Iraqi Freedom and Enduring Freedom: Air 
Force: <1%; 
Percent of deaths in Operations Iraqi Freedom and Enduring Freedom: 
Total: 5%; 
Percent in AC and Selected Reserve: 3%. 

Demographic characteristics: Gender: Male; 
Percent of deaths in Operations Iraqi Freedom and Enduring Freedom: 
Army: 66%; 
Percent of deaths in Operations Iraqi Freedom and Enduring Freedom: 
Marine Corps: 28%; 
Percent of deaths in Operations Iraqi Freedom and Enduring Freedom: 
Navy: 3%; 
Percent of deaths in Operations Iraqi Freedom and Enduring Freedom: Air 
Force: 2%; 
Percent of deaths in Operations Iraqi Freedom and Enduring Freedom: 
Total: 99%; 
Percent in AC and Selected Reserve: 85%. 

Demographic characteristics: Gender: Female; 
Percent of deaths in Operations Iraqi Freedom and Enduring Freedom: 
Army: 2%; 
Percent of deaths in Operations Iraqi Freedom and Enduring Freedom: 
Marine Corps: <1%; 
Percent of deaths in Operations Iraqi Freedom and Enduring Freedom: 
Navy: <1%; 
Percent of deaths in Operations Iraqi Freedom and Enduring Freedom: Air 
Force: <1%; 
Percent of deaths in Operations Iraqi Freedom and Enduring Freedom: 
Total: 2%; 
Percent in AC and Selected Reserve: 15%. 

Demographic characteristics: Age: 19 or less; 
Percent of deaths in Operations Iraqi Freedom and Enduring Freedom: 
Army: 4%; 
Percent of deaths in Operations Iraqi Freedom and Enduring Freedom: 
Marine Corps: 46%; 
Percent of deaths in Operations Iraqi Freedom and Enduring Freedom: 
Navy: 0%; 
Percent of deaths in Operations Iraqi Freedom and Enduring Freedom: Air 
Force: 0%; 
Percent of deaths in Operations Iraqi Freedom and Enduring Freedom: 
Total: 7%; 
Percent in AC and Selected Reserve: 7%. 

Demographic characteristics: Age: 20-24; 
Percent of deaths in Operations Iraqi Freedom and Enduring Freedom: 
Army: 28%; 
Percent of deaths in Operations Iraqi Freedom and Enduring Freedom: 
Marine Corps: 16%; 
Percent of deaths in Operations Iraqi Freedom and Enduring Freedom: 
Navy: 1%; 
Percent of deaths in Operations Iraqi Freedom and Enduring Freedom: Air 
Force: 0%; 
Percent of deaths in Operations Iraqi Freedom and Enduring Freedom: 
Total: 45%; 
Percent in AC and Selected Reserve: 29%. 

Demographic characteristics: Age: 25-34; 
Percent of deaths in Operations Iraqi Freedom and Enduring Freedom: 
Army: 25%; 
Percent of deaths in Operations Iraqi Freedom and Enduring Freedom: 
Marine Corps: 7%; 
Percent of deaths in Operations Iraqi Freedom and Enduring Freedom: 
Navy: 1%; 
Percent of deaths in Operations Iraqi Freedom and Enduring Freedom: Air 
Force: 1%; 
Percent of deaths in Operations Iraqi Freedom and Enduring Freedom: 
Total: 34%; 
Percent in AC and Selected Reserve: 33%. 

Demographic characteristics: Age: 35-44; 
Percent of deaths in Operations Iraqi Freedom and Enduring Freedom: 
Army: 10%; 
Percent of deaths in Operations Iraqi Freedom and Enduring Freedom: 
Marine Corps: 1%; 
Percent of deaths in Operations Iraqi Freedom and Enduring Freedom: 
Navy: 1%; 
Percent of deaths in Operations Iraqi Freedom and Enduring Freedom: Air 
Force: 1%; 
Percent of deaths in Operations Iraqi Freedom and Enduring Freedom: 
Total: 13%; 
Percent in AC and Selected Reserve: 23%. 

Demographic characteristics: 45+; 
Percent of deaths in Operations Iraqi Freedom and Enduring Freedom: 
Army: 2%; 
Percent of deaths in Operations Iraqi Freedom and Enduring Freedom: 
Marine Corps: 0%; 
Percent of deaths in Operations Iraqi Freedom and Enduring Freedom: 
Navy: <1%; 
Percent of deaths in Operations Iraqi Freedom and Enduring Freedom: Air 
Force: <1%; 
Percent of deaths in Operations Iraqi Freedom and Enduring Freedom: 
Total: 2%; 
Percent in AC and Selected Reserve: 8. 

[End of table]

Source: GAO analysis of DOD-provided data. Percentages in the right 
column labeled "Percent in AC and Selected Reserve" are as of December 
31, 2004. 

Notes: Operation Iraqi Freedom includes casualties in Iraq as well as 
in other countries such as Germany. Operation Enduring Freedom includes 
casualties in Afghanistan, the Philippines, Pakistan, Kuwait, Persian 
Gulf, Guantanamo Bay, Djibouti, Uzbekistan, Arabian Sea, Qatar, and the 
North Arabian Peninsula. The totals for demographic characteristics may 
not sum to 100 percent due to rounding. To calculate row totals, we 
counted <1s as 0s. Therefore, the actual row totals may differ from 
those in the table. 

* Component--The AC represented 63 percent of the combined AC and 
Selected Reserve force that we examined earlier in this report, but it 
sustained 74 percent of the deaths (see table 42). 

* Pay grade: 

* The death rate for junior enlisted personnel was 19 percentage points 
higher than their representation in the combined AC and Selected 
Reserve on December 31, 2004. 

* The death rates for both senior enlisted personnel and officers were 
lower than their representation in the force. 

* Race/ethnicity: 

* Whites constituted 67 percent of the AC and Selected Reserve on 
December 31, 2004, but sustained proportionately more (71 percent) of 
the deaths resulting from Operations Iraqi Freedom and Enduring 
Freedom. 

* In contrast, African Americans were 17 percent of the described 
force, and 9 percent of those killed in the two operations. 

* For the other four racial/ethnic subgroups, all of the comparisons of 
the force-to-death rates were within 2 percentage points. 

* Gender--Males constituted 85 percent of the examined force while 
sustaining 99 percent of the deaths. 

Deaths--Population Density and Estimated Socioeconomic Status for 
Reservists: 

Table 43: Community Population Density and Estimated Socioeconomic 
Status of the 482 Reservists Who Died in Operations Iraqi Freedom and 
Enduring Freedom as of May 28, 2005: 

Characteristics derived from home community zip code: Population 
density of home community: Urban; 
Percent of deaths in Operations Iraqi Freedom and Enduring Freedom: 
Army: 26%; 
Percent of deaths in Operations Iraqi Freedom and Enduring Freedom: 
Marine Corps: 4%; 
Percent of deaths in Operations Iraqi Freedom and Enduring Freedom: 
Navy: 0%; 
Percent of deaths in Operations Iraqi Freedom and Enduring Freedom: Air 
Force: 0%; 
Percent of deaths in Operations Iraqi Freedom and Enduring Freedom: 
Total: 30%. 

Characteristics derived from home community zip code: Suburban; 
Percent of deaths in Operations Iraqi Freedom and Enduring Freedom: 
Army: 12%; 
Percent of deaths in Operations Iraqi Freedom and Enduring Freedom: 
Marine Corps: 4%; 
Percent of deaths in Operations Iraqi Freedom and Enduring Freedom: 
Navy: 2%; 
Percent of deaths in Operations Iraqi Freedom and Enduring Freedom: Air 
Force: <1%; 
Percent of deaths in Operations Iraqi Freedom and Enduring Freedom: 
Total: 18%. 

Characteristics derived from home community zip code: Town/rural; 
Percent of deaths in Operations Iraqi Freedom and Enduring Freedom: 
Army: 48%; 
Percent of deaths in Operations Iraqi Freedom and Enduring Freedom: 
Marine Corps: 3%; 
Percent of deaths in Operations Iraqi Freedom and Enduring Freedom: 
Navy: 0%; 
Percent of deaths in Operations Iraqi Freedom and Enduring Freedom: Air 
Force: 1%; 
Percent of deaths in Operations Iraqi Freedom and Enduring Freedom: 
Total: 52%. 

Characteristics derived from home community zip code: Estimated 
socioeconomic status: High; 
Percent of deaths in Operations Iraqi Freedom and Enduring Freedom: 
Army: 9%; 
Percent of deaths in Operations Iraqi Freedom and Enduring Freedom: 
Marine Corps: 3%; 
Percent of deaths in Operations Iraqi Freedom and Enduring Freedom: 
Navy: 0%; 
Percent of deaths in Operations Iraqi Freedom and Enduring Freedom: Air 
Force: 1%; 
Percent of deaths in Operations Iraqi Freedom and Enduring Freedom: 
Total: 13%. 

Characteristics derived from home community zip code: Medium; 
Percent of deaths in Operations Iraqi Freedom and Enduring Freedom: 
Army: 50%; 
Percent of deaths in Operations Iraqi Freedom and Enduring Freedom: 
Marine Corps: 6%; 
Percent of deaths in Operations Iraqi Freedom and Enduring Freedom: 
Navy: 2%; 
Percent of deaths in Operations Iraqi Freedom and Enduring Freedom: Air 
Force: <1%; 
Percent of deaths in Operations Iraqi Freedom and Enduring Freedom: 
Total: 58%%. 

Characteristics derived from home community zip code: Low; 
Percent of deaths in Operations Iraqi Freedom and Enduring Freedom: 
Army: 27%; 
Percent of deaths in Operations Iraqi Freedom and Enduring Freedom: 
Marine Corps: 2%; 
Percent of deaths in Operations Iraqi Freedom and Enduring Freedom: 
Navy: 0%; 
Percent of deaths in Operations Iraqi Freedom and Enduring Freedom: Air 
Force: 0%; 
Percent of deaths in Operations Iraqi Freedom and Enduring Freedom: 
Total: 29%. 

[End of table]

Source: GAO analysis of DOD-provided data. 

Notes: Ninety-eight servicemembers whose zip-codes were unknown are not 
included in these analyses. Operation Iraqi Freedom includes casualties 
in Iraq as well as in other countries such as Germany. Operation 
Enduring Freedom includes casualties in Afghanistan, the Philippines, 
Pakistan, Kuwait, Persian Gulf, Guantanamo Bay, Djibouti, Uzbekistan, 
Arabian Sea, Qatar, and the North Arabian Peninsula. The totals for 
characteristics derived from home community zip code may not sum to 100 
percent due to rounding. To calculate row totals, we counted <1s as 0s. 
Therefore, the actual row totals may be higher than those in the table. 

Table 43 provides the population density and estimated socioeconomic 
status on the 482 reservists who died in Operations Iraqi Freedom and 
Enduring Freedom as of May 28, 2005.[Footnote 60]

* The reservists who died were more likely to come from town/rural and 
urban areas and less likely to come from areas that DOD has identified 
as suburban (based on the reservists' zip codes). 

* Nearly one of every three (30 percent) came from the 14 percent of 
communities with the highest population density and were labeled as 
urban by DOD. 

* Over half (52 percent) of deceased reservists came from the 40 
percent of communities with the lowest population density by DOD. 

* In contrast, 18 percent of the deceased reservists were from the 46 
percent of communities that were labeled as suburban by DOD. 

* Almost 6 of 10 (58 percent) deceased reservists came from communities 
that DOD--through use of commercial marketing software and zip codes-- 
classified as being of medium socioeconomic status.[Footnote 61]

* Because of the previously discussed limitations with using zip codes 
and community-based characteristics to estimate individuals' actual 
socioeconomic status, these findings (and later similar findings on 
wounded servicemembers) need to be viewed with caution. 

Wounded--Operation in which Servicemembers Were Wounded and Analysis of 
the Wounded by Service: 

Table 44: Operation for the 12,658 Servicemembers Who Were Wounded in 
Operations Iraqi Freedom and Enduring Freedom as of May 28, 2005: 

Operation: Operation; Operation: Iraqi Freedom; 
Percent of wounded in Operations Iraqi Freedom and Enduring Freedom: 
Army: 63; 
Percent of wounded in Operations Iraqi Freedom and Enduring Freedom: 
Marine Corps: 31; 
Percent of wounded in Operations Iraqi Freedom and Enduring Freedom: 
Navy: 2; 
Percent of wounded in Operations Iraqi Freedom and Enduring Freedom: 
Air Force: 1; 
Percent of wounded in Operations Iraqi Freedom and Enduring Freedom: 
Total: 97. 

Operation: Enduring Freedom; 
Percent of wounded in Operations Iraqi Freedom and Enduring Freedom: 
Army: 3; 
Percent of wounded in Operations Iraqi Freedom and Enduring Freedom: 
Marine Corps: <1; 
Percent of wounded in Operations Iraqi Freedom and Enduring Freedom: 
Navy: <1; 
Percent of wounded in Operations Iraqi Freedom and Enduring Freedom: 
Air Force: <1; 
Percent of wounded in Operations Iraqi Freedom and Enduring Freedom: 
Total: 3. 

Operation: Wounded while in action; 
Percent of wounded in Operations Iraqi Freedom and Enduring Freedom: 
Army: 65; 
Percent of wounded in Operations Iraqi Freedom and Enduring Freedom: 
Marine Corps: 31; 
Percent of wounded in Operations Iraqi Freedom and Enduring Freedom: 
Navy: 2; 
Percent of wounded in Operations Iraqi Freedom and Enduring Freedom: 
Air Force: 2; 
Percent of wounded in Operations Iraqi Freedom and Enduring Freedom: 
Total: 100. 

[End of table]

Source: GAO analysis of DOD-provided data. 

Notes: Operation Iraqi Freedom includes casualties in Iraq as well as 
in other countries such as Germany. Operation Enduring Freedom includes 
casualties in Afghanistan, the Philippines, Pakistan, Kuwait, Persian 
Gulf, Guantanamo Bay, Djibouti, Uzbekistan, Arabian Sea, Qatar, and the 
North Arabian Peninsula. The totals for operation may not sum to 100 
percent due to rounding. To calculate row totals, we counted <1s as 0s. 
Therefore, the actual row totals may be higher than those in the table. 

Table 44 provides the operation and service of the 12,658 
servicemembers who were wounded in support of Operations Iraqi Freedom 
and Enduring Freedom as of May 28, 2005. 

* Operation--97 percent of the wounded servicemembers received their 
wounds in Operation Iraqi Freedom, and 3 percent received theirs in 
Operation Enduring Freedom. 

* Wounded while in action--The Army sustained nearly two-thirds (65 
percent) of the wounded personnel in the two operations, and Marines 
accounted for most (31 percent) of the remaining wounded 
servicemembers. As we showed earlier when answering question 1: 

* the Army represents almost half (46 percent) of the combined AC and 
Selected Reserve examined, and: 

* the Marine Corps represents about 10 percent of all examined 
servicemembers. 

* Forty-seven percent (5,723 servicemembers) of those wounded while 
serving in Operation Iraqi Freedom returned to duty within 72 hours. 

* Twenty-three percent (108 servicemembers) of those wounded while 
serving in Operation Enduring Freedom returned to duty within 72 hours. 

Wounded--Demographic Characteristics of Servicemembers Who Were 
Wounded: 

Table 45: Representation of Selected Demographic Subgroups Among the 
12,658 Servicemembers Who Were Wounded in Operations Iraqi Freedom and 
Enduring Freedom as of May 28, 2005: 

Demographic characteristics: Component: AC; 
Percent of wounded in Operations Iraqi Freedom and Enduring Freedom: 
Army: 45; 
Percent of wounded in Operations Iraqi Freedom and Enduring Freedom: 
Marine Corps: 27; 
Percent of wounded in Operations Iraqi Freedom and Enduring Freedom: 
Navy: 2; 
Percent of wounded in Operations Iraqi Freedom and Enduring Freedom: 
Air Force: 1; 
Percent of wounded in Operations Iraqi Freedom and Enduring Freedom: 
Total: 75%; 
Percent in AC and Selected Reserve: 63%. 

Demographic characteristics: RC; 
Percent of wounded in Operations Iraqi Freedom and Enduring Freedom: 
Army: 21; 
Percent of wounded in Operations Iraqi Freedom and Enduring Freedom: 
Marine Corps: 3; 
Percent of wounded in Operations Iraqi Freedom and Enduring Freedom: 
Navy: <1; 
Percent of wounded in Operations Iraqi Freedom and Enduring Freedom: 
Air Force: <1; 
Percent of wounded in Operations Iraqi Freedom and Enduring Freedom: 
Total: 24%; 
Percent in AC and Selected Reserve: 37%. 

Demographic characteristics: Pay grade: E1-E4; 
Percent of wounded in Operations Iraqi Freedom and Enduring Freedom: 
Army: 39; 
Percent of wounded in Operations Iraqi Freedom and Enduring Freedom: 
Marine Corps: 24; 
Percent of wounded in Operations Iraqi Freedom and Enduring Freedom: 
Navy: 1; 
Percent of wounded in Operations Iraqi Freedom and Enduring Freedom: 
Air Force: 1; 
Percent of wounded in Operations Iraqi Freedom and Enduring Freedom: 
Total: 65%; 
Percent in AC and Selected Reserve: 42%. 

Demographic characteristics: E5-E9; 
Percent of wounded in Operations Iraqi Freedom and Enduring Freedom: 
Army: 22; 
Percent of wounded in Operations Iraqi Freedom and Enduring Freedom: 
Marine Corps: 5; 
Percent of wounded in Operations Iraqi Freedom and Enduring Freedom: 
Navy: 1; 
Percent of wounded in Operations Iraqi Freedom and Enduring Freedom: 
Air Force: 1; 
Percent of wounded in Operations Iraqi Freedom and Enduring Freedom: 
Total: 29%; 
Percent in AC and Selected Reserve: 42%. 

Demographic characteristics: Officers; 
Percent of wounded in Operations Iraqi Freedom and Enduring Freedom: 
Army: 5; 
Percent of wounded in Operations Iraqi Freedom and Enduring Freedom: 
Marine Corps: 2; 
Percent of wounded in Operations Iraqi Freedom and Enduring Freedom: 
Navy: <1; 
Percent of wounded in Operations Iraqi Freedom and Enduring Freedom: 
Air Force: <1; 
Percent of wounded in Operations Iraqi Freedom and Enduring Freedom: 
Total: 7%; 
Percent in AC and Selected Reserve: 16%. 

Demographic characteristics: Race/ethnicity: White; 
Percent of wounded in Operations Iraqi Freedom and Enduring Freedom: 
Army: 46; 
Percent of wounded in Operations Iraqi Freedom and Enduring Freedom: 
Marine Corps: 22; 
Percent of wounded in Operations Iraqi Freedom and Enduring Freedom: 
Navy: 1; 
Percent of wounded in Operations Iraqi Freedom and Enduring Freedom: 
Air Force: 1; 
Percent of wounded in Operations Iraqi Freedom and Enduring Freedom: 
Total: 70%; 
Percent in AC and Selected Reserve: 67%. 

Demographic characteristics: African American; 
Percent of wounded in Operations Iraqi Freedom and Enduring Freedom: 
Army: 7; 
Percent of wounded in Operations Iraqi Freedom and Enduring Freedom: 
Marine Corps: 1; 
Percent of wounded in Operations Iraqi Freedom and Enduring Freedom: 
Navy: <1; 
Percent of wounded in Operations Iraqi Freedom and Enduring Freedom: 
Air Force: <1; 
Percent of wounded in Operations Iraqi Freedom and Enduring Freedom: 
Total: 8%; 
Percent in AC and Selected Reserve: 17%. 

Demographic characteristics: Hispanic; 
Percent of wounded in Operations Iraqi Freedom and Enduring Freedom: 
Army: 7; 
Percent of wounded in Operations Iraqi Freedom and Enduring Freedom: 
Marine Corps: 4; 
Percent of wounded in Operations Iraqi Freedom and Enduring Freedom: 
Navy: <1; 
Percent of wounded in Operations Iraqi Freedom and Enduring Freedom: 
Air Force: <1; 
Percent of wounded in Operations Iraqi Freedom and Enduring Freedom: 
Total: 11%; 
Percent in AC and Selected Reserve: 9%. 

Demographic characteristics: Asian American/Pacific Islander; 
Percent of wounded in Operations Iraqi Freedom and Enduring Freedom: 
Army: 2; 
Percent of wounded in Operations Iraqi Freedom and Enduring Freedom: 
Marine Corps: 1; 
Percent of wounded in Operations Iraqi Freedom and Enduring Freedom: 
Navy: <1; 
Percent of wounded in Operations Iraqi Freedom and Enduring Freedom: 
Air Force: <1; 
Percent of wounded in Operations Iraqi Freedom and Enduring Freedom: 
Total: 3%; 
Percent in AC and Selected Reserve: 3%. 

Demographic characteristics: American Indian/Alaskan Native; 
Percent of wounded in Operations Iraqi Freedom and Enduring Freedom: 
Army: 1; 
Percent of wounded in Operations Iraqi Freedom and Enduring Freedom: 
Marine Corps: <1; 
Percent of wounded in Operations Iraqi Freedom and Enduring Freedom: 
Navy: <1; 
Percent of wounded in Operations Iraqi Freedom and Enduring Freedom: 
Air Force: 0; 
Percent of wounded in Operations Iraqi Freedom and Enduring Freedom: 
Total: 1%; 
Percent in AC and Selected Reserve: 1%. 

Demographic characteristics: Multiple/unknown; 
Percent of wounded in Operations Iraqi Freedom and Enduring Freedom: 
Army: <1; 
Percent of wounded in Operations Iraqi Freedom and Enduring Freedom: 
Marine Corps: 2; 
Percent of wounded in Operations Iraqi Freedom and Enduring Freedom: 
Navy: <1; 
Percent of wounded in Operations Iraqi Freedom and Enduring Freedom: 
Air Force: <1; 
Percent of wounded in Operations Iraqi Freedom and Enduring Freedom: 
Total: 2%; 
Percent in AC and Selected Reserve: 3%. 

Demographic characteristics: Gender: Male; 
Percent of wounded in Operations Iraqi Freedom and Enduring Freedom: 
Army: 63; 
Percent of wounded in Operations Iraqi Freedom and Enduring Freedom: 
Marine Corps: 29; 
Percent of wounded in Operations Iraqi Freedom and Enduring Freedom: 
Navy: 2; 
Percent of wounded in Operations Iraqi Freedom and Enduring Freedom: 
Air Force: 1; 
Percent of wounded in Operations Iraqi Freedom and Enduring Freedom: 
Total: 95%; 
Percent in AC and Selected Reserve: 85%. 

Demographic characteristics: Female; 
Percent of wounded in Operations Iraqi Freedom and Enduring Freedom: 
Army: 2; 
Percent of wounded in Operations Iraqi Freedom and Enduring Freedom: 
Marine Corps: <1; 
Percent of wounded in Operations Iraqi Freedom and Enduring Freedom: 
Navy: 0; 
Percent of wounded in Operations Iraqi Freedom and Enduring Freedom: 
Air Force: <1; 
Percent of wounded in Operations Iraqi Freedom and Enduring Freedom: 
Total: 2%; 
Percent in AC and Selected Reserve: 15%. 

Demographic characteristics: Age: 19 or less; 
Percent of wounded in Operations Iraqi Freedom and Enduring Freedom: 
Army: 4; 
Percent of wounded in Operations Iraqi Freedom and Enduring Freedom: 
Marine Corps: 10; 
Percent of wounded in Operations Iraqi Freedom and Enduring Freedom: 
Navy: <1; 
Percent of wounded in Operations Iraqi Freedom and Enduring Freedom: 
Air Force: <1; 
Percent of wounded in Operations Iraqi Freedom and Enduring Freedom: 
Total: 14%; 
Percent in AC and Selected Reserve: 7%. 

Demographic characteristics: Age: 20-24; 
Percent of wounded in Operations Iraqi Freedom and Enduring Freedom: 
Army: 28; 
Percent of wounded in Operations Iraqi Freedom and Enduring Freedom: 
Marine Corps: 14; 
Percent of wounded in Operations Iraqi Freedom and Enduring Freedom: 
Navy: 1; 
Percent of wounded in Operations Iraqi Freedom and Enduring Freedom: 
Air Force: <1; 
Percent of wounded in Operations Iraqi Freedom and Enduring Freedom: 
Total: 43%; 
Percent in AC and Selected Reserve: 29%. 

Demographic characteristics: Age: 25-34; 
Percent of wounded in Operations Iraqi Freedom and Enduring Freedom: 
Army: 24; 
Percent of wounded in Operations Iraqi Freedom and Enduring Freedom: 
Marine Corps: 6; 
Percent of wounded in Operations Iraqi Freedom and Enduring Freedom: 
Navy: 1; 
Percent of wounded in Operations Iraqi Freedom and Enduring Freedom: 
Air Force: 1; 
Percent of wounded in Operations Iraqi Freedom and Enduring Freedom: 
Total: 32%; 
Percent in AC and Selected Reserve: 33%. 

Demographic characteristics: Age: 35-44; 
Percent of wounded in Operations Iraqi Freedom and Enduring Freedom: 
Army: 8; 
Percent of wounded in Operations Iraqi Freedom and Enduring Freedom: 
Marine Corps: 1; 
Percent of wounded in Operations Iraqi Freedom and Enduring Freedom: 
Navy: <1; 
Percent of wounded in Operations Iraqi Freedom and Enduring Freedom: 
Air Force: <1; 
Percent of wounded in Operations Iraqi Freedom and Enduring Freedom: 
Total: 9%; 
Percent in AC and Selected Reserve: 23%. 

Demographic characteristics: Age: 45+; 
Percent of wounded in Operations Iraqi Freedom and Enduring Freedom: 
Army: 1; 
Percent of wounded in Operations Iraqi Freedom and Enduring Freedom: 
Marine Corps: <1; 
Percent of wounded in Operations Iraqi Freedom and Enduring Freedom: 
Navy: <1; 
Percent of wounded in Operations Iraqi Freedom and Enduring Freedom: 
Air Force: <1; 
Percent of wounded in Operations Iraqi Freedom and Enduring Freedom: 
Total: 1%; 
Percent in AC and Selected Reserve: 8%. 

Source: GAO analysis of DOD-provided data. Percentages in the right 
column labeled "Percent in AC and Selected Reserve" are as of December 
31, 2004. 

Notes: Gender-179 Marine Corps servicemembers whose gender was reported 
as "unknown" or "not captured" in DOD reports were added to the male 
gender subgroup. Age-1065 servicemembers were of unknown age. The 
totals for demographic characteristics may not sum to 100 percent due 
to rounding. To calculate row totals, we counted <1s as 0s. Therefore, 
the actual row totals may be higher than those in the table. 

[End of table]

* Component--Three-fourths of the wounded servicemembers were from the 
AC, and 24 percent were from the RC (see table 45). In comparison, the 
AC was almost two-thirds (63 percent) and the RC was about one-third 
(37 percent) of the combined AC and Selected Reserve as of December 31, 
2004. 

* Pay grade--Nearly two-thirds (65 percent) of wounded servicemembers 
were junior enlisted personnel in pay grades E4 and below. As we showed 
earlier, junior enlisted comprise 42 percent of the examined AC and RC. 

* Race/Ethnicity--The representation of Whites and African Americans 
among those wounded is different from their representation among the 
2.2 million AC and Selected Reserve servicemembers in the military as 
of December 31, 2004. 

* The representation of Whites among the wounded (70 percent) was 3 
percentage points higher than their representation in the examined 
force (67 percent). 

* In contrast, the representation of African Americans among the 
wounded was 9 percentage points less than their 17 percent 
representation in the force. 

* For each of the other four racial/ethnic subgroups, their percentage 
for wounded and their representation in the force were within 2 
percentages of one another. 

* Gender--Males constituted 95 percent of the wounded, but they were 85 
percent of the examined force. 

Wounded--Population Density and Estimated Socioeconomic Status for 
Reservists: 

Table 46: Community Population Density and Estimated Socioeconomic 
Status of the 3,197 Reservists Who Were Wounded in Operations Iraqi 
Freedom and Enduring Freedom as of May 28, 2005: 

Characteristics derived from home community zip code: Population 
density of home community: Urban; 
Percent of wounded in Operations Iraqi Freedom and Enduring Freedom: 
Army: 26%; 
Percent of wounded in Operations Iraqi Freedom and Enduring Freedom: 
Marine Corps: 3%; 
Percent of wounded in Operations Iraqi Freedom and Enduring Freedom: 
Navy: <1%; 
Percent of wounded in Operations Iraqi Freedom and Enduring Freedom: 
Air Force: <1%; 
Percent of wounded in Operations Iraqi Freedom and Enduring Freedom: 
Total: 29%. 

Characteristics derived from home community zip code: Population 
density of home community: Suburban; 
Percent of wounded in Operations Iraqi Freedom and Enduring Freedom: 
Army: 15%; 
Percent of wounded in Operations Iraqi Freedom and Enduring Freedom: 
Marine Corps: 2%; 
Percent of wounded in Operations Iraqi Freedom and Enduring Freedom: 
Navy: 1%; 
Percent of wounded in Operations Iraqi Freedom and Enduring Freedom: 
Air Force: <1%; 
Percent of wounded in Operations Iraqi Freedom and Enduring Freedom: 
Total: 18%. 

Characteristics derived from home community zip code: Population 
density of home community: Town/rural; 
Percent of wounded in Operations Iraqi Freedom and Enduring Freedom: 
Army: 47%; 
Percent of wounded in Operations Iraqi Freedom and Enduring Freedom: 
Marine Corps: 3%; 
Percent of wounded in Operations Iraqi Freedom and Enduring Freedom: 
Navy: <1%; 
Percent of wounded in Operations Iraqi Freedom and Enduring Freedom: 
Air Force: 1%; 
Percent of wounded in Operations Iraqi Freedom and Enduring Freedom: 
Total: 51%. 

Characteristics derived from home community zip code: Estimated 
socioeconomic status: High; 
Percent of wounded in Operations Iraqi Freedom and Enduring Freedom: 
Army: 9%; 
Percent of wounded in Operations Iraqi Freedom and Enduring Freedom: 
Marine Corps: 1%; 
Percent of wounded in Operations Iraqi Freedom and Enduring Freedom: 
Navy: 0%; 
Percent of wounded in Operations Iraqi Freedom and Enduring Freedom: 
Air Force: <1%; 
Percent of wounded in Operations Iraqi Freedom and Enduring Freedom: 
Total: 10%. 

Characteristics derived from home community zip code: Estimated 
socioeconomic status: Medium; 
Percent of wounded in Operations Iraqi Freedom and Enduring Freedom: 
Army: 51%; 
Percent of wounded in Operations Iraqi Freedom and Enduring Freedom: 
Marine Corps: 5%; 
Percent of wounded in Operations Iraqi Freedom and Enduring Freedom: 
Navy: 2%; 
Percent of wounded in Operations Iraqi Freedom and Enduring Freedom: 
Air Force: 1%; 
Percent of wounded in Operations Iraqi Freedom and Enduring Freedom: 
Total: 59%. 

Characteristics derived from home community zip code: Estimated 
socioeconomic status: Low; 
Percent of wounded in Operations Iraqi Freedom and Enduring Freedom: 
Army: 28%; 
Percent of wounded in Operations Iraqi Freedom and Enduring Freedom: 
Marine Corps: 2%; 
Percent of wounded in Operations Iraqi Freedom and Enduring Freedom: 
Navy: <1%; 
Percent of wounded in Operations Iraqi Freedom and Enduring Freedom: 
Air Force: <1%; 
Percent of wounded in Operations Iraqi Freedom and Enduring Freedom: 
Total: 30%. 

Source: GAO analysis of DOD-provided data. 

Note: Four hundred and sixty servicemembers whose zip codes were 
unknown are not included in this analysis. The totals for 
characteristics derived from home community zip code may not sum to 100 
percent due to rounding. To calculate row totals, we counted <1s as 0s. 
Therefore, the actual row totals may be higher than those in the table. 

[End of table]

* Table 46 shows that of the 3,197 reservists who were wounded in 
Operations Iraqi Freedom and Enduring Freedom as of May 28, 
2005,[Footnote 62]

* 29 percent were from the 14 percent of communities with the highest 
population density and which were labeled as urban by DOD, and: 

* over half (51 percent) were from the 40 percent of communities that 
had the lowest population density and were labeled as town/rural by 
DOD. 

* The majority (59 percent) of wounded reservists came from communities 
that DOD--through the use of commercial marketing software and zip 
codes--classified as being of medium socioeconomic status. 

* Ten percent of wounded reservists came from communities DOD 
identified as being of high socioeconomic status, while: 

* Thirty percent of wounded reservists came from communities DOD 
characterized as being of low socioeconomic status. 

[End of section]

Conclusions: 

Eight years after the announcement and 2½ years beyond the required 
date, DOD and the components are still in the process of implementing 
the Office of Management and Budget's 1997 guidance on gathering and 
reporting racial and ethnic subgroup membership. Consequently, at this 
time, comparing the distribution of race and ethnicity in the military 
to that of the U.S. population yields an imprecise estimate of the 
extent to which the military reflects the larger society on these 
demographic characteristics. In addition, because the components have 
taken different approaches to updating servicemember records, the 
extent to which direct comparisons of race and ethnicity across the 
components yield reliable and accurate results is unclear at this time. 
DOD's reporting on the percentage of Hispanics is particularly 
problematic. The 1997 guidance on how federal agencies should collect 
and report racial and ethnic data enabled individuals to indicate 
whether or not they are Hispanic separately from their racial group. In 
contrast, the prior procedures for data gathering and reporting did not 
allow an individual to report that she or he was both Hispanic and a 
member of a racial subgroup. As a result of failing to use the revised 
procedures that require separate tabulations of racial and ethnic 
subgroup membership, DOD's internal reports may introduce uncertainty 
about membership in racial subgroups since anyone identified as 
Hispanic was not also included in a racial subgroup. Additionally, 
because DOD's internal reports assign all servicemembers of Hispanic 
ethnicity to one racial subgroup irrespective of the race to which they 
actually belong, DOD's data tabulation and recoding of race and 
ethnicity may undercount the number of racial minorities in the 
military. 

Although there is congressional and public interest in the 
socioeconomic status of the households and the types of communities 
from which recruits are drawn, DOD has not routinely reported such 
information in recent years. Without current information on the 
socioeconomic status of servicemembers, DOD cannot accurately and 
reliably respond to concerns that particular socioeconomic subgroups 
are underrepresented among those serving in the military. We listed 
problems associated with the measure DOD recently used to identify 
socioeconomic status for the analyses included in this report. The 
challenges associated with the former and current measurements of 
socioeconomic status might suggest that there is still a need for 
accurate information on this demographic characteristic. In contrast, 
DOD's use of zip codes may provide an adequate measure of the 
population density (for example, rural, urban, and suburban) of 
recruits' home of record once DOD has had more of an opportunity to 
explore the strengths and weaknesses of the commercial marketing 
software used in the analyses and the types of information that DOD 
gathers on recruits. DOD's prompt efforts to fill the void of 
information on recruits' communities were responsive to the needs of 
Congress and the public for this type of information, but longer term 
use of analyses of this type could identify problems that were not 
detected in this initial set of analyses. Without ongoing research on 
recruits' socioeconomic status and communities, DOD will not be able to 
promptly and accurately inform Congress and the public about how 
representation in the services matches that of the applicable U.S. 
population. 

Continuation rates for Active Component servicemembers are available 
from a Defense Manpower Data Center Web site to individuals who have 
been granted access by DOD, but active duty continuation rates are not 
routinely published. As a result, Congress and interested members of 
the public may not be fully aware of the large percentage of personnel 
that the services retain each year. Also, the current high operational 
tempo of both active duty and reserve component servicemembers has 
raised concerns about the extent to which servicemembers, particularly 
reservists, will continue their military service in the future. Without 
better access to this type of data and the ability to identify and 
monitor changes in retention, Congress may not have the information it 
needs to (1) provide oversight of DOD and (2) address retention issues 
whenever they may begin to emerge. Also, failure to make the ongoing 
retention findings more accessible may require other specialized 
efforts or studies to obtain that information. 

[End of section]

Recommendations for Executive Action: 

To improve the ability of the public, department, and Congress to 
identify and monitor demographic changes in the race, ethnicity, 
socioeconomic status, and community population density of 
servicemembers in the All-Volunteer Force and to enhance Congress's 
ability to perform its oversight functions, we recommend that the 
Secretary of Defense direct the Under Secretary of Defense for 
Personnel and Readiness to take the following four actions: 

* Gather and report data on racial and ethnic subgroup membership in a 
manner that is consistent with the required procedures set forth by the 
Office of Management and Budget in 1997. In addition to requiring that 
recruits provide their racial and ethnic subgroup membership using 
revised categories and procedures, DOD should also determine procedures 
that could be used for updating the information on servicemembers who 
previously provided their racial and ethnic subgroup membership with 
different subgroup categories and questions. 

* Conduct research to determine a feasible process for assessing the 
socioeconomic status of recruits, implement that process, and 
periodically include findings on the socioeconomic status of recruits' 
households in annual reports on servicemembers in the active and 
reserve components. 

* Conduct research to determine a feasible process for assessing the 
type of community (for example, rural, suburban, and urban) from which 
recruits were drawn and periodically include a measure of population 
density in the annual reports that describe the demographic 
characteristics of recruits in the active and reserve components. 

* Include continuation rates on active and reserve component personnel 
in DOD's annual demographic reports. Implementation of the 
recommendation could use findings from the analyses that the Defense 
Manpower Data Center already conducts for the department. 

[End of section]

Agency Comments and Our Evaluation: 

In commenting on a draft of this report, DOD concurred with our four 
recommendations and indicated the department is currently working with 
the Defense Manpower Data Center (DMDC) to determine how best to 
capture the data recommended in our report. DOD further indicated that 
the coordination will continue until a viable methodology is 
established and data are reported. DOD pointed out, and we agree, that 
measures of recruits' socioeconomic status and community population 
density are unlikely to significantly change from one year to the next 
and that such measures need not be published every year. We have 
revised our second and third recommendations to reflect this. DOD's 
comments are reprinted in their entirety in appendix V. 

[End of section]

Appendixes: 

Appendix I: Scope and Methodology: 

To compare the demographic characteristics of servicemembers in the 
active components or in the Selected Reserve to those of similarly aged 
and educated civilians in the U.S. workforce, we began by reviewing 
applicable laws, such as the National Defense Authorization Acts of 
fiscal years 1992, 1993, and 1994, which enabled women to be 
permanently assigned to combat aircraft and combatant ships; Executive 
Order 13269 which shortened the time noncitizens must wait before 
receiving citizenship, and United States Code Title 10 Section 520 
which established enlistment aptitude standards. We reviewed Department 
of Defense-wide and service-specific policies such as DOD Instruction 
1336.5, Automated Extract of Active Duty Military Personnel Records; 
DOD Instruction 7730.54, Reserve Components Common Personnel Data 
System; and DOD Directive 1205.17, Official National Guard and Reserve 
Component Personnel Data. We also reviewed U.S. Census Bureau technical 
reports such as the Current Population Survey Technical Paper 63RV: 
Design and Methodology. We visited or conducted telephone interviews 
with DOD and service officials from the following offices: Office of 
the Secretary of Defense (Reserve Affairs); Defense Manpower Data 
Center (both East and West-coast offices); Office of the Deputy Under 
Secretary of Defense (Equal Opportunity); Office of Army Demographics; 
U.S. Army Research Institute for the Behavioral and Social Sciences; 
and the Office of Naval Personnel, Research, Studies and Technology. We 
also visited or conducted telephone interviews with experts from 
academic and private-sector organizations conducting military personnel 
research including the Center for Naval Analyses, Center for Research 
on Military Organization at the University of Maryland, and RAND. We 
obtained and analyzed data extracted by the Defense Manpower Data 
Center from the Active Duty Master Personnel File and the Reserve 
Components Common Personnel Data System. These extracts contained 
selected variables on the over 2.2 million active duty and Selected 
Reservists in the military on December 31, 2004. We limited our 
analyses of reservists to only those in the Selected Reserve (see app. 
III for more information on reserve personnel categories) because we 
wanted to compare our findings to those contained in DOD's annual 
Population Representation in the Military Services.[Footnote 63] We 
also compared the results of our analyses of servicemembers to those 
published in the December 2004 Defense Manpower Data Center (DMDC) EO 
3035 report. To identify the demographic characteristics of comparable 
civilian personnel, we analyzed data from the Annual Social and 
Economic Supplement of the Current Population Survey on employed 
civilians who were 18-49 years of age and possessed at least a high 
school diploma or equivalent. We determined that this subset of the 
United States population is comparable to AC and Selected Reserve 
personnel because the majority of servicemembers are in this age range, 
have a high school diploma or equivalent certification, and, by nature 
of their military affiliation, receive some type of compensation in 
exchange for their service. This subsetting resulted in 64,414 survey 
respondents (representing 87,411,786 Americans or almost a third of the 
total U.S. population[Footnote 64]) being included in our civilian 
analyses. We did not use data from the 2000 decennial census for these 
and other analyses in this report because we determined that the cost 
and time required to procure the special analyses we needed would 
negatively affect our ability to produce a timely report. 

To assess the extent to which the services met their recruitment goals 
and the factors that influence an individual's decision to join or not 
join the military, we examined applicable federal statutes such as 
Section 520 of Title 10 United States Code and reviewed DOD and service-
specific policies on the qualification standards for enlistment such as 
DOD Directive 1304.26, Qualification Standards for Enlistment, 
Appointment, and Induction, and DOD Instruction 6130.4, Medical 
Standards for Appointment, Enlistment, or Induction in the Armed 
Forces. We also examined DOD policy on reenlistment incentives and 
contacted, visited, conducted telephone interviews, or collected 
studies on recruiting, the youth population, and related issues from 
the following offices: Department of Defense Joint Advertising, Market 
Research and Studies; Office of the Secretary of Defense for Accession 
Policy; Office of the Secretary of Defense for Reserve Affairs 
(Manpower and Personnel); U.S. Military Entrance Processing Command; 
U.S. Army Accessions Command; Office of the Deputy Assistant Secretary 
of the Army for Human Resources; U.S. Army Personnel Command; Office of 
the Assistant Secretary of the Navy for Manpower and Reserve Affairs; 
Navy Recruiting Command, Marine Corps Recruiting Command; Marine Corps 
Office of Equal Opportunity; Air Force Education and Training Command; 
Air Force Personnel Center; Air Force Reserve Personnel Directorate, 
Air Force Office of Testing Policy and Research Integration; Centers 
for Naval Analysis; RAND; and the Center for Research on Military 
Organization at the University of Maryland. We obtained information on 
DOD's expenditures on enlistment incentives from the Office of the 
Secretary of Defense (Compensation). We accessed and evaluated data 
from DMDC's Information Delivery System (DOD's data warehouse) and 
Defense Market Research Executive Notes. We obtained the results of a 
study jointly performed by the Office of the Secretary of Defense 
(Accession Policy) and the Center for Army Accessions on the 
socioeconomic status and community population density of over 1 million 
active and reserve component recruits. We evaluated whether or not 
there has been a change in the extent to which members of racial/ethnic 
subgroups are entering the military by analyzing the race and ethnicity 
of almost 540,000 active duty servicemembers with 1 year or less of 
military service in fiscal years 2000, 2002, and 2004. 

To identify the demographic characteristics of servicemembers who 
remained in the military and address our third objective, we reviewed 
DOD retention and recruiting announcements, examined data on the 
services' retention goals and achievements for AC enlistment retention 
for each fiscal year from 2000 through February 2005, and collected 
previously published research by RAND, the Centers for Naval Analysis, 
and the Center for Research on Military Organization at the University 
of Maryland. We interviewed an official from the Officer and Enlisted 
Personnel Management Directorate in the Office of the Secretary of 
Defense and discussed retention with subject matter experts at RAND and 
the Center for Research on Military Organization at the University of 
Maryland. We accessed DOD's Information Delivery System and obtained 
the continuation rates for AC servicemembers and we extracted RC 
continuation rates from Official Guard & Reserve Manpower Strengths & 
Statistics: Fiscal Year 2004 Summary. 

To identify the demographic characteristics of servicemembers who died 
or were wounded in combat in Iraq or Afghanistan in support of 
Operations Iraqi Freedom or Enduring Freedom, we requested that DOD's 
Washington Headquarters Services provide information on each applicable 
servicemember. That office developed a file that combined casualty data 
obtained from Central Command with demographic data appended to each 
servicemember's record by DMDC, using files that we had previously 
assessed for data reliability. The data reflect casualties as of May 
28, 2005. To identify reservists' socioeconomic status and their 
community's population density we extracted the zip codes of 
reservists' homes of record and requested that the Office of Secretary 
of Defense (Accession Policy) analyze them using PRIZM,® commercial 
marketing software by Claritas, Inc. which assigns zip-codes to 1 of 64 
market segments based upon economic and social data from the Bureau of 
the Census and other sources. 

We determined that the data used in the preparation of this report were 
sufficiently reliable to answer our objectives. For example, we 
interviewed personnel knowledgeable about the data sources we used, 
inquiring about their methods for ensuring that the data were accurate. 
We reviewed available data for inconsistencies and, when applicable, 
performed computer testing to assess data validity and reliability. 
Among other things, appendix II describes the primary databases from 
which we obtained data extracts. 

We conducted our review between August 2004 and July 2005 in accordance 
with generally accepted government auditing standards. 

[End of section]

Appendix II: Analytic Issues: 

Datasets Used in Analyses: 

Data on servicemembers were primarily taken from two military databases 
and one monthly report. Data on civilians were primarily taken from a 
large-scale civilian survey. 

Active Duty Military Personnel Master File: 

The Active Duty Military Personnel Master File is Department of 
Defense's (DOD) centralized database of all individuals on active duty 
in the Army, Navy, Marine Corps, and Air Force.[Footnote 65] We used 
extracts that DOD provided from this file as the basis for all of our 
analyses of Active Component (AC) personnel. The file is maintained by 
the Defense Manpower Data Center (DMDC) which updates it monthly based 
upon information submitted from each of the services. The file contains 
information on personal characteristics such as name, social security 
number, date of birth, gender, race, ethnic group, and education, as 
well as information on military characteristics such as service, pay 
grade, months of service, and duty occupation. Data are available on 
active duty servicemembers back to 1971. The Active Duty Military 
Personnel Master File is also one source of information for demographic 
reports available through DOD's Information Delivery System on active 
duty personnel. 

Reserve Components Common Personnel Data System: 

The Reserve Components Common Personnel Data System is a centralized 
database of current and past members of the Army National Guard, Army 
Reserve, Navy Reserve, Marine Corps Reserve, Air Force Reserve, and Air 
National Guard, and is DOD's official source of reserve accession, 
loss, and reenlistment information. The file was created in 1975 and is 
updated monthly based upon submissions by the reserve components. It 
contains information on reservists' personal characteristics such as 
name, social security number, date of birth, gender, home address, and 
education, as well as information on their military characteristics 
such as service, reserve component, drilling status, prior service 
status, and date of initial entry into the reserve forces. This is also 
one source of information for demographic reports available through 
DOD's Information Delivery System on reservists. 

Defense Manpower Data Center EO 3035 Monthly Report: 

Each month the Defense Manpower Data Center produces an EO 3035 report 
which includes cross-tabulations of pay grade, gender, and 
race/ethnicity for servicemembers in each active duty component, the 
AC, and the Coast Guard. A separate, comparable report is compiled for 
the reserve components. The findings contained in the EO 3035 reports 
are computed using information from the active duty and reserve files 
described above. As mentioned earlier in this report, the six 
racial/ethnic categories tabulated are: White, American Indian/Alaskan 
Native, Asian American/Pacific Islander, Black, Hispanic, and 
Multiracial/Unknown. This differs from the 1997 guidance from the 
Office of Management and Budget on the separate reporting of race and 
ethnicity. 

Current Population Survey Annual Social and Economic Supplement: 

The Current Population Survey is a monthly survey conducted via 
personal and telephone interviews by the Census Bureau. The survey, 
which is based on the civilian noninstitutional population of the 
United States, contains information such as age, education, gender, 
occupation, hours of work, number of jobs held, duration of 
unemployment, part-or full-time status, and earnings on about 112,000 
persons living in almost 60,000 households. In March, the Census Bureau 
fields the Annual Social and Economic Supplement to provide additional 
labor force information on topics such as work experience, income, and 
benefits. Data for employment and income refer to the preceding year, 
although demographic data refer to the time of the survey. Therefore, 
our analysis of the March 2004 Current Population Survey Annual Social 
and Economic Supplement reflects respondents' employment status in 2003 
and their personal characteristics as of March 2004. 

Tabulating Data on Race and Ethnicity: 

Although the current guidelines require that executive agencies 
identify new racial categories and separately report race and 
ethnicity, we decided to continue using the former racial/ethnic 
categories in a combined format because (1) data using the old 
racial/ethnic format were available on the majority of servicemembers 
we examined and (2) some military components are still transitioning to 
the new procedures. 

To identify race/ethnicity in the DOD datasets, we first determined 
whether or not an individual was Hispanic by assigning to the Hispanic 
subgroup all servicemembers whose ethnic group on the DOD files was 
Cuban, Latin American with Hispanic descent, Mexican, Puerto Rican, or 
Other Hispanic descent. Next, we determined race by assigning 
servicemembers belonging to a single race group to one of the following 
subgroups: White, African American, American Indian/Alaskan Native, and 
Asian (which includes Pacific Islanders, Asian Americans, and Native 
Hawaiians). Servicemembers for whom race was missing, unknown, or who 
had multiple races were assigned to one "Other/Unknown" race/ethnic 
subgroup.[Footnote 66]

The revision of standards on the collection and reporting of data on 
race and ethnicity limits the ability to clearly discern changes in 
racial and ethnic representation before and after the new guidance was 
implemented. Additionally, because DOD components may be at differing 
stages of compliance with the 1997 guidance, tabulations of race and 
ethnicity over the next few years may reflect inconsistencies in the 
extent to which various federal organizations, both within and outside 
of DOD, have complied with the new directives. For these reasons, we 
decided to limit our analyses of racial and ethnic trends to only one 
analysis--an examination of AC servicemembers' continuation rates in 
fiscal years 2000, 2002, and 2004 by race and ethnicity. 

DOD Used Zip Codes to Estimate Recruits' Socioeconomic Status and 
Community Population Density: 

DOD last reported the results of analyses on recruits' socioeconomic 
status in the Population Representation in the Military Services: 
Fiscal Year 1999. At that time, the socioeconomic status of enlisted 
accessions was estimated from information recruits provided on family 
status; parental educational attainment, employment status, and 
occupation; and home ownership. A commonly used socioeconomic index 
based upon parents' education, income, and occupational prestige was 
also created and analyzed.[Footnote 67]

DOD has ceased routinely collecting this information from recruits and 
we were told that one problem with attempting to measure the 
socioeconomic status of youth's households is that young people may not 
know their parents' income or other information needed to create a 
measure of socioeconomic status. However, the March 2003 Status of 
Forces Survey of Active Duty Members did ask active duty servicemembers 
to recall their family structure and the education, employment status, 
and occupation of their parents at the time they joined the military. 
Because of concerns about the reliability of data based upon 
respondents' ability to recall circumstances of years past, we elected 
not to analyze and report these data. 

To estimate recruits' socioeconomic status and the home community 
population density in the absence of data supplied by recruits, 
military researchers in the Office of Accession Policy and the Army's 
Center for Accessions Research matched recruits' zip codes to public 
and private databases containing economic and social information on all 
U.S. zip codes. DOD used mean household income, as determined by Bureau 
of the Census estimates, as the indicator of socioeconomic status. To 
indicate the population density for recruits' home communities, DOD 
classified the zip codes using two sets of definitions: (1) the Census 
Bureau's definitions of rural and urban communities[Footnote 68] and 
(2) definitions of rural, suburban, and urban communities used by 
commercial marketing software.[Footnote 69]

Using zip codes as the basis for estimates of socioeconomic status and 
population density is admittedly flawed. The assumption that household 
income is the main determinate of status ignores the fact that 
household income may subject to temporary or seasonal fluctuations and 
that research shows that education and occupation are more stable, 
reliable indicators of socioeconomic status. Also, median household 
income may not be a meaningful reflection of status for individuals 
from economically stratified communities that are heavily populated by 
residents at either end of the economic spectrum. Similarly, using zip 
code as an indicator of community population density ignores the 
possibility that population clusters may form within a particular 
community. 

Rounding Error: 

We rounded percentages to whole numbers as follows. If the tenth place 
(first place to the right of the decimal) equaled .4 or below, we 
retained the original whole percentage. If the tenth place was .5 or 
above, we rounded up to the next highest whole percentage. Percentages 
that were more than 0 and less than .4 were written as <1. 

[End of section]

Appendix III: Structure of the Reserve Component: 

The Department of Defense has six reserve components: Army Reserve, 
Army National Guard, Navy Reserve, Marine Corps Reserve, Air Force 
Reserve, and Air National Guard. Reserve forces can be divided into 
three categories: Ready Reserve, Standby Reserve, and Retired Reserve. 
While the Army Reserve, Navy Reserve, Air Force Reserve, and Marine 
Corps Reserve each consist of all three types of reservists, the Army 
National Guard and Air National Guard are composed solely of Ready 
Reserve personnel. 

Ready Reserve: 

The Ready Reserve consists of Reserve Component units, individual 
reservists assigned to active component units, and individuals subject 
to recall to active duty to augment the active forces in time of war or 
national emergency. In fiscal year 2004, the Ready Reserve contained 
1,145,035 servicemembers, comprising about 98 percent of the total 
reserve manpower. The Ready Reserve consists of three subgroups: the 
Selected Reserve, the Individual Ready Reserve, and the Inactive 
National Guard. 

Selected Reserve: 

This group comprises about 74 percent of the total reserve manpower and 
is composed of those units and individuals designated by their 
respective services and approved by the Chairman of the Joint Chiefs of 
Staff as so essential to initial wartime missions that they have 
priority for training, equipment, and personnel over all other reserve 
elements. The Selected Reserve, which contained 851,395 members in 
September 2004, is divided into three categories: 

Unit members: 

Unit members include both part-time drilling reservists and two types 
of full-time unit support personnel: (1) Active Guard and Reserve 
personnel, whose duty it is to organize, administer, recruit, or train 
Reserve Component units and (2) Military technicians who are federal 
civilians providing full-time support for units. 

Individual Mobilization Augmentees: 

Individual Mobilization Augmentees are trained individuals assigned to 
an active component. 

Training pipeline: 

Reservists in the training pipeline are nondeployable personnel who 
have not yet completed initial active duty for training or are 
professional training. 

Individual Ready Reserve (IRR): 

This group consists mainly of trained individuals who have previously 
served in Active Component units or in the Selected Reserve and who 
have a remaining military service obligation. Members of the Individual 
Ready Reserve are liable for involuntary mobilization to active duty 
for training or deployment. In fiscal year 2004, there were 284,201 
reservists in this category. 

Inactive National Guard: 

This group consists of National Guard personnel who are attached to a 
specific unit but are temporarily unable to participate in regular 
training. Currently, this category is used only by the Army National 
Guard. In fiscal year 2004, there were 1,428 reservists in this 
category. 

Standby Reserve: 

Personnel assigned to the Standby Reserve have completed all obligated 
or required service or have been removed from the Ready Reserve because 
of civilian employment, temporary hardship, or disability. Standby 
Reservists maintain their military affiliation but are not required to 
perform training or to be assigned to a unit. In fiscal year 2004, 
there were 21,549 reservists in this category. 

Retired Reserve: 

The Retired Reserve consists of personnel who have been placed in a 
retirement status based on the completion of 20 or more qualifying 
years of Reserve Component or Active Component service. A member of the 
Retired Reserve does not receive retired pay until reaching age 60, 
unless he or she has 20 or more years of active duty military service. 
In fiscal year 2004, there were 1,132,454 former servicemembers who had 
retired from a reserve component. 

[End of section]

Appendix IV: Military Occupational Specialties That Exclude Females: 

Table 47: Military Occupational Specialties That Exclude Females as of 
March 1997: 

DOD occupational code/Military occupational specialty: 0; 
Service occupation title: Infantry, Gun crews, Seamanship Specialists; 
Army: Yes; 
Navy: Yes; 
Marine Corps: Yes; 
Air Force: Yes. 

DOD occupational code/Military occupational specialty: 11B; 
Service occupation title: Infantryman; 
Army: Yes; 
Navy: N/A; 
Marine Corps: N/A; 
Air Force: N/A. 

DOD occupational code/Military occupational specialty: 11C; 
Service occupation title: Indirect Fire Infantryman; 
Army: Yes; 
Navy: N/A; 
Marine Corps: N/A; 
Air Force: N/A. 

DOD occupational code/Military occupational specialty: 11H; 
Service occupation title: Heavy Antiarmor Weapons Infantryman; 
Army: Yes; 
Navy: N/A; 
Marine Corps: N/A; 
Air Force: N/A. 

DOD occupational code/Military occupational specialty: 11M; 
Service occupation title: Fighting Vehicle Infantryman; 
Army: Yes; 
Navy: N/A; 
Marine Corps: N/A; 
Air Force: N/A. 

DOD occupational code/Military occupational specialty: 11Z; 
Service occupation title: Infantry Senior Sergeant; 
Army: Yes; 
Navy: N/A; 
Marine Corps: N/A; 
Air Force: N/A. 

DOD occupational code/Military occupational specialty: 0311; 
Service occupation title: Rifleman; 
Army: N/A; 
Navy: N/A; 
Marine Corps: Yes; 
Air Force: N/A. 

DOD occupational code/Military occupational specialty: 0313; 
Service occupation title: LAV Crewman; 
Army: N/A; 
Navy: N/A; 
Marine Corps: Yes; 
Air Force: N/A. 

DOD occupational code/Military occupational specialty: 0321; 
Service occupation title: Reconnaissance Man; 
Army: N/A; 
Navy: N/A; 
Marine Corps: Yes; 
Air Force: N/A. 

DOD occupational code/Military occupational specialty: 0331; 
Service occupation title: Machinegunner; 
Army: N/A; 
Navy: N/A; 
Marine Corps: Yes; 
Air Force: N/A. 

DOD occupational code/Military occupational specialty: 0341; 
Service occupation title: Mortar Man; 
Army: N/A; 
Navy: N/A; 
Marine Corps: Yes; 
Air Force: N/A. 

DOD occupational code/Military occupational specialty: 0351; 
Service occupation title: Assaultman; 
Army: N/A; 
Navy: N/A; 
Marine Corps: Yes; 
Air Force: N/A. 

DOD occupational code/Military occupational specialty: 0352; 
Service occupation title: Anti-Tank/Assault Guided Missileman; 
Army: N/A; 
Navy: N/A; 
Marine Corps: Yes; 
Air Force: N/A. 

DOD occupational code/Military occupational specialty: 0369; 
Service occupation title: Infantry Unit Leader; 
Army: N/A; 
Navy: N/A; 
Marine Corps: Yes; 
Air Force: N/A. 

DOD occupational code/Military occupational specialty: 18B; 
Service occupation title: Special Forces Weapons Sergeant; 
Army: Yes; 
Navy: N/A; 
Marine Corps: N/A; 
Air Force: N/A. 

DOD occupational code/Military occupational specialty: 18C; 
Service occupation title: Special Forces Engineer Sergeant; 
Army: Yes; 
Navy: N/A; 
Marine Corps: N/A; 
Air Force: N/A. 

DOD occupational code/Military occupational specialty: 18D; 
Service occupation title: Special Forces Medical Sergeant; 
Army: Yes; 
Navy: N/A; 
Marine Corps: N/A; 
Air Force: N/A. 

DOD occupational code/Military occupational specialty: 18E; 
Service occupation title: Special Forces Communications Sergeant; 
Army: Yes; 
Navy: N/A; 
Marine Corps: N/A; 
Air Force: N/A. 

DOD occupational code/Military occupational specialty: 18F; 
Service occupation title: Special Forces Assistant Operations and 
Intelligence Sergeant; 
Army: Yes; 
Navy: N/A; 
Marine Corps: N/A; 
Air Force: N/A. 

DOD occupational code/Military occupational specialty: 18Z; 
Service occupation title: Special Forces Senior Sergeant; 
Army: Yes; 
Navy: N/A; 
Marine Corps: N/A; 
Air Force: N/A. 

DOD occupational code/Military occupational specialty: 9533; 
Service occupation title: Special Warfare Combatant Craft Crewman; 
Army: N/A; 
Navy: Yes; 
Marine Corps: N/A; 
Air Force: N/A. 

DOD occupational code/Military occupational specialty: 9534; 
Service occupation title: Seal Delivery Vehicle (SDV) Team Technician; 
Army: N/A; 
Navy: Yes; 
Marine Corps: N/A; 
Air Force: N/A. 

DOD occupational code/Military occupational specialty: 19E; 
Service occupation title: M48-M60 Armor Crewman; 
Army: Yes; 
Navy: N/A; 
Marine Corps: N/A; 
Air Force: N/A. 

DOD occupational code/Military occupational specialty: 19K; 
Service occupation title: M1 Armor Crewman; 
Army: Yes; 
Navy: N/A; 
Marine Corps: N/A; 
Air Force: N/A. 

DOD occupational code/Military occupational specialty: 19Z; 
Service occupation title: Armor Senior Sergeant; 
Army: Yes; 
Navy: N/A; 
Marine Corps: N/A; 
Air Force: N/A. 

DOD occupational code/Military occupational specialty: 1812; 
Service occupation title: M1A1 Tank Crewman; 
Army: N/A; 
Navy: N/A; 
Marine Corps: Yes; 
Air Force: N/A. 

DOD occupational code/Military occupational specialty: 1833; 
Service occupation title: Assault Amphibious Vehicle Crewman; 
Army: N/A; 
Navy: N/A; 
Marine Corps: Yes; 
Air Force: N/A. 

DOD occupational code/Military occupational specialty: 12B; 
Service occupation title: Combat Engineer; 
Army: Yes; 
Navy: N/A; 
Marine Corps: N/A; 
Air Force: N/A. 

DOD occupational code/Military occupational specialty: 12C; 
Service occupation title: Bridge Crewmember; 
Army: Yes; 
Navy: N/A; 
Marine Corps: N/A; 
Air Force: N/A. 

DOD occupational code/Military occupational specialty: 13B; 
Service occupation title: Cannon Crewmember; 
Army: Yes; 
Navy: N/A; 
Marine Corps: N/A; 
Air Force: N/A. 

DOD occupational code/Military occupational specialty: 16R; 
Service occupation title: VULCAN Crewmember; 
Army: Yes; 
Navy: N/A; 
Marine Corps: N/A; 
Air Force: N/A. 

DOD occupational code/Military occupational specialty: 0811; 
Service occupation title: Field Artillery Cannoneer; 
Army: N/A; 
Navy: N/A; 
Marine Corps: Yes; 
Air Force: N/A. 

DOD occupational code/Military occupational specialty: 0844; 
Service occupation title: Field Artillery Fire Control Man; 
Army: N/A; 
Navy: N/A; 
Marine Corps: Yes; 
Air Force: N/A. 

DOD occupational code/Military occupational specialty: 0861; 
Service occupation title: Fire Support Man; 
Army: N/A; 
Navy: N/A; 
Marine Corps: [Empty]; 
Air Force: N/A. 

DOD occupational code/Military occupational specialty: 13M; 
Service occupation title: Multiple Launch Rocket System (MLRS) 
Crewmember; 
Army: Yes; 
Navy: N/A; 
Marine Corps: N/A; 
Air Force: N/A. 

DOD occupational code/Military occupational specialty: 13P; 
Service occupation title: Multiple Launch Rocket System/Fire Direction 
Specialist; 
Army: Yes; 
Navy: N/A; 
Marine Corps: N/A; 
Air Force: N/A. 

DOD occupational code/Military occupational specialty: 14J; 
Service occupation title: Early Warning System Operator; 
Army: Yes; 
Navy: N/A; 
Marine Corps: N/A; 
Air Force: N/A. 

DOD occupational code/Military occupational specialty: 14R; 
Service occupation title: Line of Sight-Forward-Heavy Crewmember; 
Army: Yes; 
Navy: N/A; 
Marine Corps: N/A; 
Air Force: N/A. 

DOD occupational code/Military occupational specialty: 14S; 
Service occupation title: Avenger Crewmember; 
Army: Yes; 
Navy: N/A; 
Marine Corps: N/A; 
Air Force: N/A. 

DOD occupational code/Military occupational specialty: 16P; 
Service occupation title: CHAPARRAL Crewmember; 
Army: Yes; 
Navy: N/A; 
Marine Corps: N/A; 
Air Force: N/A. 

DOD occupational code/Military occupational specialty: 16S; 
Service occupation title: Man Portable Air Defense Systems (MANPADS) 
Crewmember; 
Army: Yes; 
Navy: N/A; 
Marine Corps: N/A; 
Air Force: N/A. 

DOD occupational code/Military occupational specialty: 1T231; 
Service occupation title: Pararescue Apprentice; 
Army: N/A; 
Navy: N/A; 
Marine Corps: N/A; 
Air Force: Yes. 

DOD occupational code/Military occupational specialty: 1T251; 
Service occupation title: Pararescue Journeyman; 
Army: N/A; 
Navy: N/A; 
Marine Corps: N/A; 
Air Force: Yes. 

DOD occupational code/Military occupational specialty: 1T271; 
Service occupation title: Pararescue Craftsman; 
Army: N/A; 
Navy: N/A; 
Marine Corps: N/A; 
Air Force: Yes. 

DOD occupational code/Military occupational specialty: 1T291; 
Service occupation title: Pararescue Superintendent; 
Army: N/A; 
Navy: N/A; 
Marine Corps: N/A; 
Air Force: Yes. 

DOD occupational code/Military occupational specialty: 9562; 
Service occupation title: Deep Submergence Vehicle Operator; 
Army: N/A; 
Navy: Yes; 
Marine Corps: N/A; 
Air Force: N/A. 

DOD occupational code/Military occupational specialty: 9563; 
Service occupation title: Deep Submergence Vehicle Crewmember; 
Army: N/A; 
Navy: Yes; 
Marine Corps: N/A; 
Air Force: N/A. 

DOD occupational code/Military occupational specialty: 1; 
Service occupation title: Electronic Equipment Repairers; 
Army: [Empty]; 
Navy: [Empty]; 
Marine Corps: [Empty]; 
Air Force: [Empty]. 

DOD occupational code/Military occupational specialty: ET 14SM; 
Service occupation title: SWS Navigation System Maintenance Technician; 
Army: N/A; 
Navy: Yes; 
Marine Corps: N/A; 
Air Force: N/A. 

DOD occupational code/Military occupational specialty: ET 14TM; 
Service occupation title: TRIDENT I/II Radio Frequency (RF) Equipment 
Maintenance Technician; 
Army: N/A; 
Navy: [Empty]; 
Marine Corps: N/A; 
Air Force: N/A. 

DOD occupational code/Military occupational specialty: ET 14TO; 
Service occupation title: TRIDENT I/II Radio Frequency (RF) Equipment 
Operator; 
Army: N/A; 
Navy: Yes; 
Marine Corps: N/A; 
Air Force: N/A. 

DOD occupational code/Military occupational specialty: CTM9238; 
Service occupation title: Submarine Carry-on Equipment Maintenance 
Technician; 
Army: N/A; 
Navy: Yes; 
Marine Corps: N/A; 
Air Force: N/A. 

DOD occupational code/Military occupational specialty: ET 14BF; 
Service occupation title: Project SSN 637 ESM Technician; 
Army: N/A; 
Navy: Yes; 
Marine Corps: N/A; 
Air Force: N/A. 

DOD occupational code/Military occupational specialty: ET 14BG; 
Service occupation title: SSN 768-773 ESM Technician; 
Army: N/A; 
Navy: Yes; 
Marine Corps: N/A; 
Air Force: N/A. 

DOD occupational code/Military occupational specialty: ET 14CM; 
Service occupation title: SSN Radio Frequency (RF) Equipment 
Technician; 
Army: N/A; 
Navy: Yes; 
Marine Corps: N/A; 
Air Force: N/A. 

DOD occupational code/Military occupational specialty: ET 14CT; 
Service occupation title: Submarine Conversion Technician; 
Army: N/A; 
Navy: Yes; 
Marine Corps: N/A; 
Air Force: N/A. 

DOD occupational code/Military occupational specialty: ET 14EB; 
Service occupation title: SSN 668 Class ESM Technician; 
Army: N/A; 
Navy: Yes; 
Marine Corps: N/A; 
Air Force: N/A. 

DOD occupational code/Military occupational specialty: ET 14EM; 
Service occupation title: SSN ESM Equipment Maintenance Technician; 
Army: N/A; 
Navy: Yes; 
Marine Corps: N/A; 
Air Force: N/A. 

DOD occupational code/Military occupational specialty: ET 14EP; 
Service occupation title: SSN 719-767 ESM Technician; 
Army: N/A; 
Navy: Yes; 
Marine Corps: N/A; 
Air Force: N/A. 

DOD occupational code/Military occupational specialty: ET 14ET; 
Service occupation title: ESM Technician (All Classes); 
Army: N/A; 
Navy: Yes; 
Marine Corps: N/A; 
Air Force: N/A. 

DOD occupational code/Military occupational specialty: ET 14FA; 
Service occupation title: TRIDENT Submarine Electronics Technician 
Command and Control System; 
Army: N/A; 
Navy: Yes; 
Marine Corps: N/A; 
Air Force: N/A. 

DOD occupational code/Military occupational specialty: ET 14HB; 
Service occupation title: SSN 637 Class ESM Technician; 
Army: N/A; 
Navy: Yes; 
Marine Corps: N/A; 
Air Force: N/A. 

DOD occupational code/Military occupational specialty: ET 14HH; 
Service occupation title: SSN 21 Class ESM Technician; 
Army: N/A; 
Navy: Yes; 
Marine Corps: N/A; 
Air Force: N/A. 

DOD occupational code/Military occupational specialty: ET 14IC; 
Service occupation title: Former IC(SS); 
Army: N/A; 
Navy: Yes; 
Marine Corps: N/A; 
Air Force: N/A. 

DOD occupational code/Military occupational specialty: ET 14JA; 
Service occupation title: TRIDENT ESM Technician; 
Army: N/A; 
Navy: Yes; 
Marine Corps: N/A; 
Air Force: N/A. 

DOD occupational code/Military occupational specialty: ET 14NM; 
Service occupation title: Navigation Equipment Maintenance Technician; 
Army: N/A; 
Navy: Yes; 
Marine Corps: N/A; 
Air Force: N/A. 

DOD occupational code/Military occupational specialty: ET 14NO; 
Service occupation title: Navigation Equipment Operator; 
Army: N/A; 
Navy: Yes; 
Marine Corps: N/A; 
Air Force: N/A. 

DOD occupational code/Military occupational specialty: ET 14QM; 
Service occupation title: Former QM(SS); 
Army: N/A; 
Navy: Yes; 
Marine Corps: N/A; 
Air Force: N/A. 

DOD occupational code/Military occupational specialty: ET 14RD; 
Service occupation title: SSN 637 Class Navigation Technician; 
Army: N/A; 
Navy: Yes; 
Marine Corps: N/A; 
Air Force: N/A. 

DOD occupational code/Military occupational specialty: ET 14RM; 
Service occupation title: Former RM (SS); 
Army: N/A; 
Navy: Yes; 
Marine Corps: N/A; 
Air Force: N/A. 

DOD occupational code/Military occupational specialty: ET 14RO; 
Service occupation title: SSN Radio Frequency (RF) Equipment Operator; 
Army: N/A; 
Navy: Yes; 
Marine Corps: N/A; 
Air Force: N/A. 

DOD occupational code/Military occupational specialty: ET 14SF; 
Service occupation title: SSN 594/688 Class Navigation Technician; 
Army: N/A; 
Navy: Yes; 
Marine Corps: N/A; 
Air Force: N/A. 

DOD occupational code/Military occupational specialty: ET 14TG; 
Service occupation title: SSN 637/688 Class Navigation Technician; 
Army: N/A; 
Navy: Yes; 
Marine Corps: N/A; 
Air Force: N/A. 

DOD occupational code/Military occupational specialty: ET 14TK; 
Service occupation title: SSN 21 Navigation Technician; 
Army: N/A; 
Navy: Yes; 
Marine Corps: N/A; 
Air Force: N/A. 

DOD occupational code/Military occupational specialty: ET 14ZA; 
Service occupation title: AN/BRD-7 Submarine Radio Direction Finding 
(RDF) Set Maintenance. Technician; 
Army: N/A; 
Navy: Yes; 
Marine Corps: N/A; 
Air Force: N/A. 

DOD occupational code/Military occupational specialty: FT 1174; 
Service occupation title: Combat Control System MK 1 Vertical Launch 
System Technician; 
Army: N/A; 
Navy: Yes; 
Marine Corps: N/A; 
Air Force: N/A. 

DOD occupational code/Military occupational specialty: FT 1175; 
Service occupation title: Combat Control System MK 1 MOD 1 Advanced 
Capability Subsystem Technician; 
Army: N/A; 
Navy: Yes; 
Marine Corps: N/A; 
Air Force: N/A. 

DOD occupational code/Military occupational specialty: FT 1194; 
Service occupation title: AN/BSY-2(V) Advanced Maintainer; 
Army: N/A; 
Navy: Yes; 
Marine Corps: N/A; 
Air Force: N/A. 

DOD occupational code/Military occupational specialty: FT 1196; 
Service occupation title: Underwater Fire Control System MK 113 MOD 9 
Technician; 
Army: N/A; 
Navy: Yes; 
Marine Corps: N/A; 
Air Force: N/A. 

DOD occupational code/Military occupational specialty: FT 1312; 
Service occupation title: CCS MK 2 MOD 0 Maintenance Technician; 
Army: N/A; 
Navy: Yes; 
Marine Corps: N/A; 
Air Force: N/A. 

DOD occupational code/Military occupational specialty: FT 1313; 
Service occupation title: CCS MK 2 MOD 1 Maintenance Technician; 
Army: N/A; 
Navy: Yes; 
Marine Corps: N/A; 
Air Force: N/A. 

DOD occupational code/Military occupational specialty: FT 1315; 
Service occupation title: CCS MK 2 MOD 3 Maintenance Technician; 
Army: N/A; 
Navy: Yes; 
Marine Corps: N/A; 
Air Force: N/A. 

DOD occupational code/Military occupational specialty: FT 1320; 
Service occupation title: TRIDENT MK 118 Combat Control System 
Maintenance Technician; 
Army: N/A; 
Navy: Yes; 
Marine Corps: N/A; 
Air Force: N/A. 

DOD occupational code/Military occupational specialty: FTG; 
Service occupation title: Fire Control Technician G (Gunfire Control); 
Army: N/A; 
Navy: Yes; 
Marine Corps: N/A; 
Air Force: N/A. 

DOD occupational code/Military occupational specialty: IC 4737; 
Service occupation title: TRIDENT Submarine Ship Control and ASMO and 
Maintenance Technician (Level III); 
Army: N/A; 
Navy: Yes; 
Marine Corps: N/A; 
Air Force: N/A. 

DOD occupational code/Military occupational specialty: FT; 
Service occupation title: Fire Control Technician; 
Army: N/A; 
Navy: Yes; 
Marine Corps: N/A; 
Air Force: N/A. 

DOD occupational code/Military occupational specialty: FT 1179; 
Service occupation title: AN/BSY-1 (XN-1)(V) Organizational Level 
Maintenance Technician; 
Army: N/A; 
Navy: Yes; 
Marine Corps: N/A; 
Air Force: N/A. 

DOD occupational code/Military occupational specialty: FTB; 
Service occupation title: Fire Control Technician B (Ballistic Missile 
Fire Control); 
Army: N/A; 
Navy: Yes; 
Marine Corps: N/A; 
Air Force: N/A. 

DOD occupational code/Military occupational specialty: MT; 
Service occupation title: Missile Technician; 
Army: N/A; 
Navy: Yes; 
Marine Corps: N/A; 
Air Force: N/A. 

DOD occupational code/Military occupational specialty: MT 3305; 
Service occupation title: Missile Tech (MK88 MOD 2/MK98 MOD 0 FC Sys 
with TRIDENT-1 SSBN/Backfit SSBN); 
Army: N/A; 
Navy: Yes; 
Marine Corps: N/A; 
Air Force: N/A. 

DOD occupational code/Military occupational specialty: MT 3307; 
Service occupation title: Missile Technician (MK 98 MOD 1) TRIDENT II D-
5 SWS; 
Army: N/A; 
Navy: Yes; 
Marine Corps: N/A; 
Air Force: N/A. 

DOD occupational code/Military occupational specialty: MT 3310; 
Service occupation title: Missile Technician (TRIDENT I (C-4) SWS); 
Army: N/A; 
Navy: Yes; 
Marine Corps: N/A; 
Air Force: N/A. 

DOD occupational code/Military occupational specialty: MT 3311; 
Service occupation title: Missile Technician (TRIDENT II (D-5) SWS); 
Army: N/A; 
Navy: Yes; 
Marine Corps: N/A; 
Air Force: N/A. 

DOD occupational code/Military occupational specialty: MT 3317; 
Service occupation title: Missile Technician (TRIDENT-I SSBN); 
Army: N/A; 
Navy: Yes; 
Marine Corps: N/A; 
Air Force: N/A. 

DOD occupational code/Military occupational specialty: MT 3319; 
Service occupation title: Missile and Missile Checkout Technician 
(TRIDENT D-5 SWS SSBN); 
Army: N/A; 
Navy: Yes; 
Marine Corps: N/A; 
Air Force: N/A. 

DOD occupational code/Military occupational specialty: RM 23JH; 
Service occupation title: Submarine Radioman Tactical Communications 
Equipment Technician; 
Army: N/A; 
Navy: Yes; 
Marine Corps: N/A; 
Air Force: N/A. 

DOD occupational code/Military occupational specialty: STS; 
Service occupation title: Sonar Technician S (Submarine); 
Army: N/A; 
Navy: Yes; 
Marine Corps: N/A; 
Air Force: N/A. 

DOD occupational code/Military occupational specialty: STS0418; 
Service occupation title: AN/BSY-1 (XN-1) (V)Basic Organizational 
Maintenance Technician; 
Army: N/A; 
Navy: Yes; 
Marine Corps: N/A; 
Air Force: N/A. 

DOD occupational code/Military occupational specialty: STS0419; 
Service occupation title: AN/BSY-1 (XN-1) (V) Advanced Organizational 
Maintenance Technician; 
Army: N/A; 
Navy: Yes; 
Marine Corps: N/A; 
Air Force: N/A. 

DOD occupational code/Military occupational specialty: STS0421; 
Service occupation title: Sub Special Purpose Acoustic Equipment 
Maintenance Technician; 
Army: N/A; 
Navy: Yes; 
Marine Corps: N/A; 
Air Force: N/A. 

DOD occupational code/Military occupational specialty: STS0422; 
Service occupation title: BQQ-5/5 (Series) Submarine Sonar Advanced 
Maintenance Technician; 
Army: N/A; 
Navy: Yes; 
Marine Corps: N/A; 
Air Force: N/A. 

DOD occupational code/Military occupational specialty: STS0424; 
Service occupation title: AN/BQQ-6 trident Level II Journeyman 
Operation & Maintenance Technician; 
Army: N/A; 
Navy: Yes; 
Marine Corps: N/A; 
Air Force: N/A. 

DOD occupational code/Military occupational specialty: STS0425; 
Service occupation title: AN/BQQ-6 TRIDENT Level III Master Operation & 
Maintenance Technician; 
Army: N/A; 
Navy: Yes; 
Marine Corps: N/A; 
Air Force: N/A. 

DOD occupational code/Military occupational specialty: STS0495; 
Service occupation title: Sonar Technician AN/BQQ5 Series (B/C/D/E) 
Advanced Maintainer; 
Army: N/A; 
Navy: Yes; 
Marine Corps: N/A; 
Air Force: N/A. 

DOD occupational code/Military occupational specialty: STS0501; 
Service occupation title: Submarine Sonar Master Analyst; 
Army: N/A; 
Navy: Yes; 
Marine Corps: N/A; 
Air Force: N/A. 

DOD occupational code/Military occupational specialty: RM 23EY; 
Service occupation title: Submarine Radioman Strategic Communications 
Equipment Technician; 
Army: N/A; 
Navy: Yes; 
Marine Corps: N/A; 
Air Force: N/A. 

DOD occupational code/Military occupational specialty: RM 23JS; 
Service occupation title: Submarine Radioman Tactical Communications 
Equipment Technician; 
Army: N/A; 
Navy: Yes; 
Marine Corps: N/A; 
Air Force: N/A. 

DOD occupational code/Military occupational specialty: RM 23MZ; 
Service occupation title: Submarine Radioman Communications Combined 
Maintenance Technician; 
Army: N/A; 
Navy: Yes; 
Marine Corps: N/A; 
Air Force: N/A. 

DOD occupational code/Military occupational specialty: RM 23NJ; 
Service occupation title: Submarine Radioman Communications Combined 
Maintenance Technician; 
Army: N/A; 
Navy: Yes; 
Marine Corps: N/A; 
Air Force: N/A. 

DOD occupational code/Military occupational specialty: RM 23SM; 
Service occupation title: SSN ECS Maintenance Technician; 
Army: N/A; 
Navy: Yes; 
Marine Corps: N/A; 
Air Force: N/A. 

DOD occupational code/Military occupational specialty: RM 23SO; 
Service occupation title: SSN ECS Operator; 
Army: N/A; 
Navy: Yes; 
Marine Corps: N/A; 
Air Force: N/A. 

DOD occupational code/Military occupational specialty: RM 23TA; 
Service occupation title: TRIDENT Radioman Exterior Comm Sub-Systems 
Operations and Maint Technician; 
Army: N/A; 
Navy: Yes; 
Marine Corps: N/A; 
Air Force: N/A. 

DOD occupational code/Military occupational specialty: RM 23TB; 
Service occupation title: TRIDENT Radioman Exterior Comm Sub-Systems 
Operations and Maint Technician; 
Army: N/A; 
Navy: Yes; 
Marine Corps: N/A; 
Air Force: N/A. 

DOD occupational code/Military occupational specialty: RM 23TC; 
Service occupation title: TRIDENT Radioman Exterior Comm Sub-Systems 
Operations and Maint Technician; 
Army: N/A; 
Navy: Yes; 
Marine Corps: N/A; 
Air Force: N/A. 

DOD occupational code/Military occupational specialty: RM 23TM; 
Service occupation title: TRIDENT ECS Maintenance Technician; 
Army: N/A; 
Navy: Yes; 
Marine Corps: N/A; 
Air Force: N/A. 

DOD occupational code/Military occupational specialty: RM 23TO; 
Service occupation title: TRIDENT ECS Operator; 
Army: N/A; 
Navy: Yes; 
Marine Corps: N/A; 
Air Force: N/A. 

DOD occupational code/Military occupational specialty: ET 3323; 
Service occupation title: Central Navigation Computer (CNC) Tech (CP- 
890B OR TRIDENT SSBN); 
Army: N/A; 
Navy: Yes; 
Marine Corps: N/A; 
Air Force: N/A. 

DOD occupational code/Military occupational specialty: ET 3324; 
Service occupation title: Ships Inertial Navigation System (SINS) 
Technician; 
Army: N/A; 
Navy: Yes; 
Marine Corps: N/A; 
Air Force: N/A. 

DOD occupational code/Military occupational specialty: ET 3327; 
Service occupation title: Navigation AIDS (NAVAIDS); 
Army: N/A; 
Navy: Yes; 
Marine Corps: N/A; 
Air Force: N/A. 

DOD occupational code/Military occupational specialty: ET 3328; 
Service occupation title: Navigation Electronic Technician; 
Army: N/A; 
Navy: Yes; 
Marine Corps: N/A; 
Air Force: N/A. 

DOD occupational code/Military occupational specialty: ET 9611; 
Service occupation title: AN/SSN-2(V)4 maintainer; 
Army: N/A; 
Navy: Yes; 
Marine Corps: N/A; 
Air Force: N/A. 

DOD occupational code/Military occupational specialty: OS 0325; 
Service occupation title: AN/SSN-2(V) 4 Operator; 
Army: N/A; 
Navy: Yes; 
Marine Corps: N/A; 
Air Force: N/A. 

DOD occupational code/Military occupational specialty: 2; 
Service occupation title: Communications and Intelligence; 
Army: [Empty]; 
Navy: [Empty]; 
Marine Corps: [Empty]; 
Air Force: [Empty]. 

DOD occupational code/Military occupational specialty: 13R; 
Service occupation title: FA Firefinder Radar Operator; 
Army: Yes; 
Navy: N/A; 
Marine Corps: N/A; 
Air Force: N/A. 

DOD occupational code/Military occupational specialty: 0842; 
Service occupation title: Field Artillery Radar Operator; 
Army: N/A; 
Navy: N/A; 
Marine Corps: Yes; 
Air Force: N/A. 

DOD occupational code/Military occupational specialty: 96R; 
Service occupation title: Ground Surveillance Systems Operator; 
Army: Yes; 
Navy: N/A; 
Marine Corps: N/A; 
Air Force: N/A. 

DOD occupational code/Military occupational specialty: 13C; 
Service occupation title: Automated Fire Support Systems Specialist; 
Army: Yes; 
Navy: N/A; 
Marine Corps: N/A; 
Air Force: N/A. 

DOD occupational code/Military occupational specialty: 13E; 
Service occupation title: Cannon Fire Direction Specialist; 
Army: Yes; 
Navy: N/A; 
Marine Corps: N/A; 
Air Force: N/A. 

DOD occupational code/Military occupational specialty: 13F; 
Service occupation title: Fire Support Specialist; 
Army: Yes; 
Navy: N/A; 
Marine Corps: N/A; 
Air Force: N/A. 

DOD occupational code/Military occupational specialty: 19D; 
Service occupation title: Cavalry Scout; 
Army: Yes; 
Navy: N/A; 
Marine Corps: N/A; 
Air Force: N/A. 

DOD occupational code/Military occupational specialty: 0848; 
Service occupation title: Field Artillery Operations Man; 
Army: N/A; 
Navy: N/A; 
Marine Corps: Yes; 
Air Force: N/A. 

DOD occupational code/Military occupational specialty: 1C231; 
Service occupation title: Combat Control Apprentice; 
Army: N/A; 
Navy: N/A; 
Marine Corps: N/A; 
Air Force: Yes. 

DOD occupational code/Military occupational specialty: 1C251; 
Service occupation title: Combat Control Journeyman; 
Army: N/A; 
Navy: N/A; 
Marine Corps: N/A; 
Air Force: Yes. 

DOD occupational code/Military occupational specialty: 1C271; 
Service occupation title: Combat Control Craftsman; 
Army: N/A; 
Navy: N/A; 
Marine Corps: N/A; 
Air Force: Yes. 

DOD occupational code/Military occupational specialty: 1C291; 
Service occupation title: Combat Control Superintendent; 
Army: N/A; 
Navy: N/A; 
Marine Corps: N/A; 
Air Force: Yes. 

DOD occupational code/Military occupational specialty: 1C431; 
Service occupation title: Tactical Air Command And Control Apprentice; 
Army: N/A; 
Navy: N/A; 
Marine Corps: N/A; 
Air Force: Yes. 

DOD occupational code/Military occupational specialty: 1C451; 
Service occupation title: Tactical Air Command And Control Journeyman; 
Army: N/A; 
Navy: N/A; 
Marine Corps: N/A; 
Air Force: Yes. 

DOD occupational code/Military occupational specialty: 1C471; 
Service occupation title: Tactical Air Command And Control Craftsman; 
Army: N/A; 
Navy: N/A; 
Marine Corps: N/A; 
Air Force: Yes. 

DOD occupational code/Military occupational specialty: 1C491; 
Service occupation title: Tactical Air Command And Control 
Superintendent; 
Army: N/A; 
Navy: N/A; 
Marine Corps: N/A; 
Air Force: Yes. 

DOD occupational code/Military occupational specialty: 3; 
Service occupation title: Health Care; 
Army: [Empty]; 
Navy: [Empty]; 
Marine Corps: [Empty]; 
Air Force: [Empty]. 

DOD occupational code/Military occupational specialty: HM 8427; 
Service occupation title: Fleet Marine Force Reconnaissance Corpsman; 
Army: N/A; 
Navy: Yes; 
Marine Corps: N/A; 
Air Force: N/A. 

DOD occupational code/Military occupational specialty: HM 8491; 
Service occupation title: Special Operations Independent Duty Corpsman; 
Army: N/A; 
Navy: Yes; 
Marine Corps: N/A; 
Air Force: N/A. 

DOD occupational code/Military occupational specialty: HM 8492; 
Service occupation title: Special Operations Technician; 
Army: N/A; 
Navy: Yes; 
Marine Corps: N/A; 
Air Force: N/A. 

DOD occupational code/Military occupational specialty: HM 8402; 
Service occupation title: Submarine Force Independent Duty Corpsman; 
Army: N/A; 
Navy: Yes; 
Marine Corps: N/A; 
Air Force: N/A. 

DOD occupational code/Military occupational specialty: HM 8403; 
Service occupation title: Special Amphibious Reconnaissance Independent 
Duty Corpsman; 
Army: N/A; 
Navy: Yes; 
Marine Corps: N/A; 
Air Force: N/A. 

DOD occupational code/Military occupational specialty: 4; 
Service occupation title: Other Technical and Allied; 
Army: [Empty]; 
Navy: [Empty]; 
Marine Corps: [Empty]; 
Air Force: [Empty]. 

DOD occupational code/Military occupational specialty: 82C; 
Service occupation title: Field Artillery Surveyor; 
Army: Yes; 
Navy: N/A; 
Marine Corps: N/A; 
Air Force: N/A. 

DOD occupational code/Military occupational specialty: 0847; 
Service occupation title: Artillery Meteorological Man; 
Army: N/A; 
Navy: N/A; 
Marine Corps: Yes; 
Air Force: N/A. 

DOD occupational code/Military occupational specialty: 5320; 
Service occupation title: Basic Combatant Swimmer; 
Army: N/A; 
Navy: Yes; 
Marine Corps: N/A; 
Air Force: N/A. 

DOD occupational code/Military occupational specialty: 5323; 
Service occupation title: SDV Pilot/Navigator/DDS Operator; 
Army: N/A; 
Navy: Yes; 
Marine Corps: N/A; 
Air Force: N/A. 

DOD occupational code/Military occupational specialty: 5326; 
Service occupation title: Combatant Swimmer (SEAL); 
Army: N/A; 
Navy: Yes; 
Marine Corps: N/A; 
Air Force: N/A. 

DOD occupational code/Military occupational specialty: 5301; 
Service occupation title: UDT/SEAL Candidate; 
Army: N/A; 
Navy: Yes; 
Marine Corps: N/A; 
Air Force: N/A. 

DOD occupational code/Military occupational specialty: 5; 
Service occupation title: Functional Support and Administration; 
Army: [Empty]; 
Navy: [Empty]; 
Marine Corps: [Empty]; 
Air Force: [Empty]. 

DOD occupational code/Military occupational specialty: 9579; 
Service occupation title: Chief of the Boat (all Submarines); 
Army: N/A; 
Navy: Yes; 
Marine Corps: N/A; 
Air Force: N/A. 

DOD occupational code/Military occupational specialty: 6; 
Service occupation title: Electrical/Mechanical Equip Repairers; 
Army: [Empty]; 
Navy: [Empty]; 
Marine Corps: [Empty]; 
Air Force: [Empty]. 

DOD occupational code/Military occupational specialty: 63D; 
Service occupation title: Self-Propelled Field Artillery System 
Mechanic; 
Army: Yes; 
Navy: N/A; 
Marine Corps: N/A; 
Air Force: N/A. 

DOD occupational code/Military occupational specialty: 63E; 
Service occupation title: M1 ABRAMS Tank System Mechanic; 
Army: Yes; 
Navy: N/A; 
Marine Corps: N/A; 
Air Force: N/A. 

DOD occupational code/Military occupational specialty: 63N; 
Service occupation title: M60A1/A3 Tank System Mechanic; 
Army: Yes; 
Navy: N/A; 
Marine Corps: N/A; 
Air Force: N/A. 

DOD occupational code/Military occupational specialty: 63T; 
Service occupation title: BFV System Mechanic; 
Army: Yes; 
Navy: N/A; 
Marine Corps: N/A; 
Air Force: N/A. 

DOD occupational code/Military occupational specialty: 24M; 
Service occupation title: VULCAN System Mechanic; 
Army: Yes; 
Navy: N/A; 
Marine Corps: N/A; 
Air Force: N/A. 

DOD occupational code/Military occupational specialty: 24N; 
Service occupation title: CHAPARRAL System Mechanic; 
Army: Yes; 
Navy: N/A; 
Marine Corps: N/A; 
Air Force: N/A. 

DOD occupational code/Military occupational specialty: 45D; 
Service occupation title: Self-Propelled Field Artillery Turret 
Mechanic; 
Army: Yes; 
Navy: N/A; 
Marine Corps: N/A; 
Air Force: N/A. 

DOD occupational code/Military occupational specialty: 45E; 
Service occupation title: M1 ABRAMS Tank Turret Mechanic; 
Army: Yes; 
Navy: N/A; 
Marine Corps: N/A; 
Air Force: N/A. 

DOD occupational code/Military occupational specialty: 45N; 
Service occupation title: M60A1/A3 Tank Turret Mechanic; 
Army: Yes; 
Navy: N/A; 
Marine Corps: N/A; 
Air Force: N/A. 

DOD occupational code/Military occupational specialty: 45T; 
Service occupation title: Bradley Fighting Vehicle System Turret 
Mechanic; 
Army: Yes; 
Navy: N/A; 
Marine Corps: N/A; 
Air Force: N/A. 

DOD occupational code/Military occupational specialty: MM 4230; 
Service occupation title: SSN/SSBN Auxiliary Equipment Operator; 
Army: N/A; 
Navy: Yes; 
Marine Corps: N/A; 
Air Force: N/A. 

DOD occupational code/Military occupational specialty: MM 4231; 
Service occupation title: SSN/SSBN Auxiliary Equipment Technician; 
Army: N/A; 
Navy: Yes; 
Marine Corps: N/A; 
Air Force: N/A. 

DOD occupational code/Military occupational specialty: MM 4232; 
Service occupation title: SSN/SSBN Weapons Equipment Operator; 
Army: N/A; 
Navy: Yes; 
Marine Corps: N/A; 
Air Force: N/A. 

DOD occupational code/Military occupational specialty: MM 4233; 
Service occupation title: SSN/SSBN Weapons Equipment Technician; 
Army: N/A; 
Navy: Yes; 
Marine Corps: N/A; 
Air Force: N/A. 

DOD occupational code/Military occupational specialty: MM 4245; 
Service occupation title: SSN/SSBN Basic Auxiliary Equipment 
Technician; 
Army: N/A; 
Navy: Yes; 
Marine Corps: N/A; 
Air Force: N/A. 

DOD occupational code/Military occupational specialty: MM 4246; 
Service occupation title: SSBN Diesel Engine (Fairbanks-Morse) 
Maintenance Technician; 
Army: N/A; 
Navy: Yes; 
Marine Corps: N/A; 
Air Force: N/A. 

DOD occupational code/Military occupational specialty: 3351; 
Service occupation title: Submarine Nuclear Propulsion Plant Emergency 
Welder; 
Army: N/A; 
Navy: Yes; 
Marine Corps: N/A; 
Air Force: N/A. 

DOD occupational code/Military occupational specialty: 3353; 
Service occupation title: Submarine Nuclear Propulsion Plant - Reactor 
Control; 
Army: N/A; 
Navy: Yes; 
Marine Corps: N/A; 
Air Force: N/A. 

DOD occupational code/Military occupational specialty: 3354; 
Service occupation title: Submarine Nuclear Propulsion Plant - 
Electrical; 
Army: N/A; 
Navy: Yes; 
Marine Corps: N/A; 
Air Force: N/A. 

DOD occupational code/Military occupational specialty: 3355; 
Service occupation title: Submarine Nuclear Propulsion Plant - 
Mechanical; 
Army: N/A; 
Navy: Yes; 
Marine Corps: N/A; 
Air Force: N/A. 

DOD occupational code/Military occupational specialty: 3356; 
Service occupation title: Submarine Nuclear Propulsion Plant - Engineer 
Laboratory Technician; 
Army: N/A; 
Navy: Yes; 
Marine Corps: N/A; 
Air Force: N/A. 

DOD occupational code/Military occupational specialty: 3359; 
Service occupation title: Submarine Nuclear Propulsion Plant - Special 
Category; 
Army: N/A; 
Navy: Yes; 
Marine Corps: N/A; 
Air Force: N/A. 

DOD occupational code/Military occupational specialty: 3363; 
Service occupation title: Submarine Nuclear Propulsion Plant Supervisor-
reactor Control; 
Army: N/A; 
Navy: Yes; 
Marine Corps: N/A; 
Air Force: N/A. 

DOD occupational code/Military occupational specialty: 3364; 
Service occupation title: Submarine Nuclear Propulsion Plant Supervisor-
Electrical; 
Army: N/A; 
Navy: Yes; 
Marine Corps: N/A; 
Air Force: N/A. 

DOD occupational code/Military occupational specialty: 3365; 
Service occupation title: Submarine Nuclear Propulsion Plant Supervisor-
Mechanical; 
Army: N/A; 
Navy: Yes; 
Marine Corps: N/A; 
Air Force: N/A. 

DOD occupational code/Military occupational specialty: 3366; 
Service occupation title: Submarine Nuclear Propulsion Plant Supervisor-
Engineering Laboratory Technician; 
Army: N/A; 
Navy: Yes; 
Marine Corps: N/A; 
Air Force: N/A. 

DOD occupational code/Military occupational specialty: 7; 
Service occupation title: Craftsworkers; 
Army: [Empty]; 
Navy: [Empty]; 
Marine Corps: [Empty]; 
Air Force: [Empty]. 

DOD occupational code/Military occupational specialty: 52G; 
Service occupation title: Transmission and Distribution Specialist; 
Army: Yes; 
Navy: N/A; 
Marine Corps: N/A; 
Air Force: N/A. 

DOD occupational code/Military occupational specialty: 8; 
Service occupation title: Service and Supply Handlers; 
Army: [Empty]; 
Navy: [Empty]; 
Marine Corps: [Empty]; 
Air Force: [Empty]. 

DOD occupational code/Military occupational specialty: 9; 
Service occupation title: Nonoccupational; 
Army: [Empty]; 
Navy: [Empty]; 
Marine Corps: [Empty]; 
Air Force: [Empty]. 

DOD occupational code/Military occupational specialty: 18X; 
Service occupation title: Special Forces Candidate (Reporting Code); 
Army: Yes; 
Navy: N/A; 
Marine Corps: N/A; 
Air Force: N/A. 

DOD occupational code/Military occupational specialty: 1C211; 
Service occupation title: Combat Control Helper; 
Army: N/A; 
Navy: N/A; 
Marine Corps: N/A; 
Air Force: Yes. 

DOD occupational code/Military occupational specialty: 1C411; 
Service occupation title: Tactical Air command And Control Helper; 
Army: N/A; 
Navy: N/A; 
Marine Corps: N/A; 
Air Force: Yes. 

DOD occupational code/Military occupational specialty: 1T211; 
Service occupation title: Pararescue Helper; 
Army: N/A; 
Navy: N/A; 
Marine Corps: N/A; 
Air Force: Yes. 

Source: DOD 1312.1-1, Occupational Conversion Index: 
Enlisted/Officer/Civilian. 

[End of table]

[End of section]

Appendix V: Comments from the Department of Defense: 

OFFICE OF THE UNDER SECRETARY OF DEFENSE: 
4000 DEFENSE PENTAGON: 
PERSONNEL AND READINESS:
WASHINGTON, D.C. 20301-4000: 

SEP 12 2005: 

Mr. Derek B. Stewart:
Director, Defense Capabilities and Management: 
U.S. General Accounting Office:
441 G. Street, N.W.: 
Washington, DC 20548: 

Dear Mr. Stewart: 

This is the Department of Defense (DoD) response to the GAO draft 
report, "MILITARY PERSONNEL: Reporting Additional Servicemember 
Demographics Could Enhance Congressional Oversight," dated August 19, 
2005 (GAO-05-952). 

The Department concurs with the report's conclusion. The Office of the 
Under Secretary of Defense for Personnel and Readiness, in concert with 
the Services, could further enhance Congress's ability to perform its 
oversight functions by more effectively collecting and reporting data 
on the race, ethnicity, socioeconomic status and other characteristics 
of military personnel. 

The Department is currently working with the Defense Manpower Data 
Center to determine how best to capture the data recommended in the 
report. This coordination is in its formative stage and will continue 
until a viable methodology is established and data are reported. 

Attached please find the DoD comments. The Department appreciates the 
opportunity to comment on the draft report. 

Sincerely,

Signed by: 

William J. Carr:
Acting Deputy Under Secretary (Military Personnel Policy): 

Enclosures: As stated: 

GAO DRAFT REPORT - DATED AUGUST 19, 2005 GAO CODE 350581/GAO-05-952: 

"MILITARY PERSONNEL: Reporting Additional Servicemember Demographics 
Could Enhance Congressional Oversight"

DEPARTMENT OF DEFENSE COMMENTS TO THE RECOMMENDATIONS: 

RECOMMENDATION 1: The GAO recommended that the Secretary of Defense 
direct the Under Secretary of Defense for Personnel and Readiness to 
gather and report data on racial and ethnic subgroup membership in a 
manner that is consistent with the required procedures set forth by the 
Office of Management and Budget in 1997. In addition to requiring that 
recruits provide their racial and ethnic subgroup membership using 
revised categories and procedures, DoD should also determine procedures 
that could be used for updating the information on service members who 
previously provided their racial and ethnic subgroup membership with 
different subgroup categories and questions. (page 80/GAO Draft 
Report): 

DOD RESPONSE: Concur. The Department is currently working with the 
Defense Manpower Data Center (DMDC) to determine the feasibility of 
capturing the data recommended in the GAO report. Discussions are 
already underway and will continue until a viable methodology is 
established. 

RECOMMENDATION 2: The GAO recommended that the Secretary of Defense 
direct the Under Secretary of Defense for Personnel and Readiness to 
conduct research to determine a feasible process for assessing the 
socioeconomic status of recruits, implement that process, and begin 
again including findings on socioeconomic status of recruits' 
households in annual reports on service members in the active and 
reserve components. (page. 80/GAO Draft Report);

DOD RESPONSE: Concur. The Department will pursue this line of research. 
It may be unnecessary to report on the socioeconomic status every year, 
since previous research indicates the status does not change 
significantly from year to year, but we recognize it is important to 
report this more frequently than is currently the case. 

RECOMMENDATION 3: The GAO recommended that the Secretary of Defense 
direct the Under Secretary of Defense for Personnel and Readiness to 
conduct research to determine a feasible process for assessing the type 
of community (for example, rural, suburban, and urban) from which 
recruits were drawn and include a measure of population density in the 
annual reports that describe the demographic characteristics of 
recruits in the active and reserve components. (page 80/GAO Draft 
Report): 

DOD RESPONSE: Concur. The Department will pursue this research as well. 
But as in recommendation 2 above, it may not be necessary to report 
these data annually, since previous research indicates that type of 
community does not change significantly from year to year. We recognize 
the importance of reporting this more frequently than is currently the 
case. 

RECOMMENDATION 4: The GAO recommended that the Secretary of Defense 
direct the Under Secretary of Defense for Personnel and Readiness to 
include continuation rates on active and reserve component personnel in 
DoD's annual demographic reports. Implementation of the recommendation 
could use findings from the analyses that the Defense Manpower Data 
Center already conducts for the Department. (page 80/GAO Draft Report): 

DOD RESPONSE: Concur. The Department will examine the feasibility of 
capturing these data on a regular basis in its reports. 

[End of section]

Appendix VI: GAO Contact and Staff Acknowledgments: 

GAO Contact: 

Derek B. Stewart, (202) 512-5559 or [Hyperlink, stewartd@gao.gov]. 

Acknowledgments: 

In addition to the contact named above, Jack E. Edwards, Assistant 
Director, William Bates, Virginia A. Chanley, Jonathan Clark, George M. 
Duncan, Gregg J. Justice, III, John G. Smale, Mitchell B. Karpman, 
Renee McElveen, Jacquelyn S. Randolph, and Dale O. Wineholt also made 
key contributions to this report. 

(350581): 

FOOTNOTES

[1] GAO, Military Personnel: Active Duty Benefits Reflect Changing 
Demographics, but Opportunities Exist to Improve, GAO-02-935 
(Washington, D.C.: Sept. 18, 2002). 

[2] See the Ronald W. Reagan National Defense Authorization Act for 
Fiscal Year 2005, Pub. L. No. 108-375, § 401 (2004) and GAO, Military 
Personnel: DOD Needs to Conduct a Data-Driven Analysis of Active 
Military Personnel Levels Required to Implement the Defense Strategy, 
GAO-05-200 (Washington, D.C.: Feb. 1, 2005). 

[3] Data for DOD were as of December 2004 and for the civilian 
workforce were as of 2003. See app. II for a description of the Current 
Population Survey Annual Social and Economic Supplement, used as the 
source of civilian data in this report. 

[4] DOD's internal tabulations do include a category for multiracial 
individuals, which is consistent with the revised guidelines, but 
continue to include "Hispanic" as a racial subgroup instead of 
reporting it separately, in accordance with the revised federal 
guidelines for self-reported data on race and ethnicity. 

[5] We use the term "Active Component" to collectively refer to the 
four active duty services: the Army, Navy, Marine Corps, and Air Force. 
We use the term "Reserve Component" to collectively refer to the six 
reserve components: the U.S. Army Reserve, U.S. Army National Guard, 
U.S. Navy Reserve, U.S. Marine Corps Reserve, U.S. Air Force Reserve, 
and U.S. Air National Guard. Although the Coast Guard Reserve also 
assists DOD in meeting its commitments, it comes under the day-to-day 
control of the Department of Homeland Security rather than DOD. The 
manpower strengths and analyses reported herein exclude the Coast Guard 
Reserve. 

[6] The Selected Reserve comprises part-time drilling reservists, full- 
time unit support personnel, Individual Mobilization Augmentees, and 
reservists who are in training. See app. III for more information on 
reserve personnel categories. 

[7] The most recent report can be accessed at 
http://dod.mil/prhome/poprep2003. 

[8] We excluded from our analyses reservists in the Individual Ready 
Reserve, Inactive National Guard, Standby Reserve, and Retired Reserve. 
See app. III for a description of RC structure. 

[9] Anita U. Hattiangadi, Gary Lee, and Aline O. Quester, Recruiting 
Hispanics: The Marine Corps Experience Final Report, CRM D0009071.A2, 
Center for Naval Analysis (Alexandria, Va.: January 2004). 

[10] DOD compared the race codes of 929,651 servicemembers who were on 
active duty in both March 2002 and March 2005. 

[11] GAO, Gender Issues: Information on DOD's Assignment Policy and 
Direct Ground Combat Definition, GAO/NSIAD-99-7 (Washington, D.C.: Oct. 
1998) and Margaret C. Harrell and Laura L. Miller, New Opportunities 
for Military Women, Effects Upon Readiness, Cohesion, and Morale, RAND 
MR-896-OSD (Washington, D.C.: 1997). 

[12] Statement of Under Secretary of Defense for Personnel and 
Readiness, David S.C. Chu, before the Senate Armed Services Personnel 
Subcommittee on April 5, 2005. 

[13] See GAO, Military Education: DOD Needs to Enhance Performance 
Goals and Measures to Improve Oversight of Military Academies, GAO-03- 
1000 (Washington, D.C.: Sept. 10, 2003) for information on the military 
academies. 

[14] Lawrence Kapp, Recruiting and Retention: A Brief Overview of 
Fiscal Year 2004 and Fiscal Year 2005 for Active Duty Enlisted 
Personnel, Congressional Research Service (Washington, D.C.: March 
2005). 

[15] Statement of Under Secretary of Defense for Personnel and 
Readiness, David S.C. Chu, before the Senate Armed Services Personnel 
Subcommittee, April 5, 2005, p 20. 

[16] Statement of Lieutenant General Daniel James III, Director, Air 
National Guard, before the Senate Armed Services Personnel 
Subcommittee, April 13, 2005. 

[17] Statements of Lieutenant General Dennis M. McCarthy, Commander, 
Marine Forces Reserve, before the Senate Armed Services Personnel 
Subcommittee on April 13, 2005, and Lieutenant General H.P. Osman, 
Deputy Commandant for Manpower and Reserve Affairs, United States 
Marine Corps Reserve, before the Senate Armed Services Personnel 
Subcommittee, April 5, 2005. 

[18] Statement of Lieutenant General John A. Bradley, Chief of Air 
Force Reserve, before the Senate Armed Services Personnel Subcommittee, 
April 13, 2005. 

[19] Stop-loss authority is provided by 10 U.S.C. §12305. For a 
description of the services' implementation of stop-loss after 
September 11, 2001, see app. VI in Military Personnel: DOD Needs to 
Address Long-term Reserve Force Availability and Related Mobilization 
and Demobilization Issues, GAO 04-1031 (Washington, D.C.: Sept. 15, 
2004). 

[20] See GAO 04-1031. 

[21] National Research Council, Attitudes, Aptitudes, and Aspirations 
of American Youth; DOD, Overview Report June 2003 Youth Poll 5, 
December 2003, p. 71. 

[22] If married, a recruit can have no more than two dependents under 
age 18. If unmarried, a recruit must give up custody of dependent 
children. 

[23] National Research Council, Attitudes, Aptitudes, and Aspirations 
of American Youth, briefing fig. 4-9. 

[24] Manhattan Institute for Policy Research, Public High School 
Graduation Rates and College-Readiness: 1991-2002, February 2005. 

[25] National Research Council, Attitudes, Aptitudes, and Aspirations 
of American Youth, briefing fig. 4-11. 

[26] National Research Council, Attitudes, Aptitudes, and Aspirations 
of American Youth. 

[27] DOD, Overview Report: June 2003 Youth Poll 5, December 2003 p. 72. 

[28] Centers for Disease Control and Prevention, Chartbook on Trends in 
the Health of Americans, p. 63. 

[29] National Research Council, Attitudes, Aptitudes, and Aspirations 
of American Youth, briefing fig. 4-16. 

[30] National Institutes of Health, National Results of Adolescent Drug 
Use: Overview of key Findings 2004. 

[31] We have summarized some of the factors identified in several 
recent studies. 

[32] DOD, Youth Poll 6, November, 2003 and DMDC, Youth Attitude 
Tracking Study, July 2000. 

[33] DMDC, Youth Attitude Tracking Study, July 2000. 

[34] National Research Council, Attitudes, Aptitudes, and Aspirations 
of American Youth: Implications for Military Recruitment, briefing fig. 
6-4. 

[35] Meredith A. Kleykamp, Military Enlistment Decision Making among 
Youth: The Influence of Educational Goals, Military Institutional 
Presence, and Family Background; DOD, Youth Poll Wave 7, May 2004, 
Overview Report. 

[36] Jerald G. Bachman, David R. Segal, Peter Freedman-Doan, and 
Patrick M. O'Malley, "Who Chooses Military Service? Correlates of 
Propensity and Enlistment in the U.S. Armed Forces," Military 
Psychology, vol. 12, no. 1 (2000). 

[37] Attitudes, Aptitudes, and Aspirations of American Youth. 

[38] Findings from the 2004 Image Equity Study as reported by the U.S. 
Army Accessions Command in a briefing entitled "State of the Youth 
Market." 

[39] DOD, Youth Poll Wave 7, May 2004, Overview Report. 

[40] Beth Asch, et al., Military Recruiting and Retention After the 
Fiscal Year 2000 Military Pay Legislation, RAND MR-1532-08D, (Santa 
Monica, CA.: 2002). 

[41] National Research Council, Attitudes, Aptitudes, and Aspirations 
of American Youth; Meredith A. Kleykamp, Military Enlistment Decision 
Making among Youth: The Influence of Educational Goals, Military 
Institutional Presence, and Family Background. 

[42] DOD, Overview Report: May 2004 Youth Poll Report 7 and 
Crosstabulations. 

[43] DOD, November 2004 Youth Poll 8 Final Brief. 

[44] DOD, November 2004 Youth Poll 8 Final Brief. 

[45] DOD, 2004 Influencer Poll Report and Crosstabulations. 

[46] Our analysis of servicemembers with 1 year or less of military 
service does not take into account that some recruits will leave the 
military prior to completing their first year of service or that 
recruits from some subgroups may be more likely to leave prematurely 
than recruits from other subgroups. 

[47] David R. Segal and Mady Wechsler Segal, "America's Military 
Population," Population Bulletin, vol. 59, no. 4 (2004). 

[48] The analyses included 1.08 million AC nonprior-service-enlisted 
accessions for fiscal years 1999 through 2004 and 16.7 million 
comparable youth aged 17 to 21. The civilian youth excluded high school 
dropouts but included youth with general educational development 
diplomas or another credential of high school equivalency. 

[49] In contrast to the three-category definition used above, the 
Census Bureau divides community population density into two categories-
-rural versus urban. How youths' home communities are characterized is 
dependent upon whether the two-category or three-category measure is 
used. For example, as seen in the table above, the three-category 
definition shows that 14 percent of qualified military applicants live 
in an urban area. In contrast, use of the Census Bureau's two-category 
definition shows that 79 percent of comparably aged youth live in an 
urban area. 

[50] See Military Personnel: Preliminary Observations on Recruiting and 
Retention Issues within the U.S. Armed Forces, GAO-05-419T (Washington, 
D.C.: Mar. 16, 2005). 

[51] Data provided by the Office of the Secretary of Defense 
(Compensation). 

[52] GAO, Military Personnel: DOD Needs to Improve the Transparency and 
Reassess the Reasonableness, Appropriateness, Affordability, and 
Sustainability of Its Military Compensation System, GAO-05-798 
(Washington, D.C.: July 19, 2005). 

[53] Hogan, Simon, & Warner, "Sustaining the Force in an Era of 
Transformation." 

[54] Congressional Budget Office, January 2004; Attitudes, Aptitudes, 
and Aspirations of American Youth, Chapter 5; Rebecca Asch, Can Du, and 
Matthias Schonlau, Policy Options for Military Recruiting in the 
College Market, RAND (Santa Monica, Ca.: 2004). 

[55] Because fiscal year 2004 continuation rates for RC servicemembers 
had not been published at the time of this report, we examined fourth 
quarter continuation rates for RC servicemembers in 2004. 

[56] Although we did not address this in our report, it is important to 
note that not all servicemembers leaving the AC or RC are leaving the 
military entirely. As discussed in the previous section of this report, 
some AC members will enter the RC. In examining servicemembers who left 
the Selected Reserve in fiscal year 2003, the Center for Naval Analysis 
found that less than 50 percent actually left the RC and that most 
switched to the Individual Ready Reserve or to the Retired Reserve. 

[57] Recruits who join the military under the National Call to Service 
Program, which was initiated on October 1, 2003, are required to serve 
on active duty for 15 months, after which they must serve either an 
additional period on active duty as determined by the Secretary of 
Defense, or 24 months in an active status in the Selected Reserve. 
After meeting these requirements and without a break in service, 
recruits must then serve the balance of their obligation in one of the 
following: on active duty; in the Selected Reserve; in the Individual 
Ready Reserve; or in the Peace Corps, Americorps, or other national 
service program jointly designated by the Secretary of Defense and the 
head of such a program. The National Call to Service Program will end 
on December 31, 2007. 

[58] RAND, How Does Deployment Affect Retention of Military Personnel? 
Research Brief, RB-7557-OSD (Santa Monica, Ca.: 2003). 

[59] Official DOD and Army websites indicate that the beginning dates 
for Operations Enduring Freedom and Iraqi Freedom were October 7, 2001 
and March 19, 2003, respectively. 

[60] A GAO analysis of the DOD-provided data identified 482 
servicemembers who died as reservists. 

[61] The marketing software used by DOD assigns socioeconomic status to 
communities based upon economic and social information from federal and 
commercial databases. The software partitions the U.S. into market 
segments with unique socioeconomic characteristics. 

[62] A GAO analysis of the DOD-provided data identified 3,197 wounded 
servicemembers as reservists. 

[63] The report can be accessed at the home page for the Office of the 
Secretary of Defense for Personnel and Readiness at 
http://www.dod.mil/prhome/poprep2003. 

[64] Based on a total U.S. population size of 281,421,906, as 
determined by the 2000 census. 

[65] It also contains data on active duty personnel in the Coast Guard, 
Public Health Service, and the National Oceanic and Atmospheric 
Administration who were not included in these analyses. 

[66] If we were able to determine that an individual belonged to more 
than one race, we also assigned that individual to the "Other/Unknown" 
racial/ethnic subgroup. 

[67] The TSEI socioeconomic index is described in R.M. Hauser and J.R. 
Warren, Socioeconomic Indexes for Occupations: A Review, Update, and 
Critique (Madison, Wisc: Center for Demography and Ecology, October 
1996). 

[68] The U.S. Census Bureau defines rural areas as open country and 
settlements with fewer than 2,500 residents. Urban areas, of which 
there are two types--urbanized areas and urban clusters--comprise 
larger places and the densely settled areas around them. 

[69] DOD used marketing software developed by Claritas Inc. to group 
zip codes by population density. 

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