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The Acquisition Workforce (AW) Grew by 22 Percent from FYs 2008 to 2011

• Gains came from new hires and internal transfers.
• The number of new hires and hiring rates increased dramatically in FY 2008 and remained high through FY 2011.

AW Attrition Has Been Consistently Lower than DoD Civilian Norms

• AW attrition (the percentage leaving DoD civilian employment in a year) has been consistently lower than DoD civilian norms, largely due to lower voluntary and involuntary separations.
• Exit rates from the AW and the overall civilian workforce declined slightly in FY 2008, more significantly in FY 2009, remained low in FY 2010, and increased in FY 2011.
• Unusually low rates of voluntary separation and retirement in FYs 2009 and 2010 were likely due to high unemployment and concerns about stock market and pension valuations.

Gain and Loss Patterns Vary Substantially Across Subpopulations of the Acquisition Workforce

• An important example of these differences is among science, technology, engineering, and mathematics (STEM) personnel.
• The AW STEM workforce has consistently higher retention than either the overall AW population or the DoD-wide STEM population.

The Projection Model Can Be Used to Explore Expected Future Growth Patterns Under Different Scenarios

• Managers can adjust the expected future hiring rates, loss rates, or gain distributions.
• The flexibility of the workforce projection model described allows managers to explore alternative scenarios.
• An alternative version of the model allows users to input target end strengths for future FYs and see the number of new hires required to achieve the targets.