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Likelihood of Retention in the Department of Defense (DoD) Acquisition Workforce (AW) Is Connected to Performance Ratings and Educational Level

• Higher average performance ratings were associated with decreased retention. Further, the effect was much greater for employees who entered the AW at more-senior grades. Higher-rated individuals, especially the more-senior ones, were more likely to leave DoD altogether, presumably for more-favorable career opportunities.
• Individuals last observed with a bachelor's degree or higher were more likely to be retained than those with less than a bachelor's degree. Further, at least on average, individuals who attained these degrees while in the AW were less likely to separate.

Likelihood of Promotion Is Associated More with Organizational Characteristics Than with Demographic Characteristics

• Individuals with an Army background accounted for almost one-half of the Senior Executive Service (SES) ranks, despite making up just 28 percent of the AW.
• Compared to the baseline career field of systems engineering, individuals in production quality, auditing, and program management are more likely to become part of the SES.
• Gender and race were not significant predictors of promotion to the SES; women and minorities tend to work in career fields that are underrepresented in the SES.

Retention Was Better for Those in Demonstration Pay Plans Rather Than the General Schedule

• Retention was 18 percent higher for those in the Acquisition Demonstration pay plan and 12 percent higher for those in other demonstration plan.