Early Exit Members’ Demographics 

Average age of early exit members is 21. More than one-third are 

from low SES households. More than half identified as White; less than 

a quarter identified as Hispanic or Latino; less one fifth identified as 

Black or African American. 

14% 

43% 

43% 

18 

19-21

 22 and older 

Age 

Male 

48% 

Female 

50% 

Non-Binary 

2% 

Gender 

58% 

22% 

13% 

3% 

2% 

1% 

1% 

Race & Ethnicity 

White 

Native Hawaiian or Other Pacific Islander 

Native American or Alaska Native 

Asian 

Multi-Race 

Black or African American 

Hispanic or Latino 

37% 35% 

28% 

Low SES Average/Middle 

SES 

High SES 

Socio-Economic Status 

Most early exit members have either a high school diploma or GED, 

technical school, or some college. 

2% 35% 23% 6% 33% 

Some high 

school 

High school 

degree or GED 

Technical 

school or 

some college 

Associate degree 

At least a 

bachelor’s degree 

Produced and published at US taxpayer expense. 
Early exit from national service varies. The lowest exit rate is among 

members with a college degree irrespective of their age, SES, or 

race and ethnicity. 

Georges, A., Smith, S.J., Shannon, R. , Hussain, B., Sum, C., Tait, E., LaTaillade, J., Alvarado, A.,& Krauss, J.. (2023). Exploring 

Demographics, Motivations, Interpersonal and Group Cohesion Factors in Retaining Members through their Term of Service: A 

National Study of AmeriCorps NCCC. San Mateo, CA: JBS International, Inc. 

8%

The evidence AmeriCorps NCCC strengthens communities where 

members serve Develop 

Do Good 

Explore 

Earn 

» 77% of early exit members are motivated to 

find a direction for their career; 73% are 

motivated by the opportunity to gain 

professional skills. 

» 87% of early exit members are motivated by 

the opportunity to travel the country; 75% are 

interested in meeting new people. 

» 85% of early exit members are motivated 

because they want to make a difference 

and serve their country. 

» 50% of early exit members are motivated to 

earn money for college tuition; 31% are 

motivated because they need a job. 

Race & Ethnicity 

Members who identify 

as Black or AfricanAmerican have the 

highest exit rate. 

Socio-Economic Status 

Members who have a 

lower SES have a 

higher exit rate than 

those with average or 

high SES. 

Educational Attainment 

Members who do not 

have a high school 

diploma have the 

highest exit rate. 

Age 

Members aged 19 

through 21 have the 

highest exit rate 

compared to 

members aged 18 or 

members aged 22 and 

over. 

Early exit members are motivated to seek career and leadership 

development opportunities and they are altruistic. 
Georges, A., Smith, S.J., Shannon, R. , Hussain, B., Sum, C., Tait, E., LaTaillade, J., Alvarado, A., & Krauss, J.. (2023). Exploring 

Demographics, Motivations, Interpersonal and Group Cohesion Factors in Retaining Members through their Term of Service: A 

National Study of AmeriCorps NCCC. San Mateo, CA: JBS International, Inc. 

“I needed to help my family pay the bills, I 

was not earning enough money with 

NCCC.” 

Leadership & 

Program 

Structure 

Outside 

Obligations 

Project 

Assignments 

Team 

Dynamics 

“Improving the process by which campus 

leadership hears and responds to concerns 

from members, not just team leaders, 

would really increase that level of trust.” 

“I didn’t feel like the work I was doing was 

beneficial to people. They were struggling 

to find things to do.” 

“Some members engaged in bickering 

and negativity that dragged down the 

team.” 

Program structure, outside obligations, 

project assignments, and interpersonal 

team dynamics plays an important role in 

retaining members 

» Felt 

disconnected 

and disillusioned 

with the 

program’s 

structure. 

» Secured a job, 

going back to 

school, need to 

care for a family 

member 

» Interpersonal 

conflicts with the 

team 

» Dissatisfied with 

project 

assignments 

Unrealized expectations can result in ending service. 
Members with project assignments that align with their interests and 

motivations are less likely to end their service early. 

» Members assigned to projects where they perceive they are making a 

difference are less likely to exit early, especially members who identified as 

Black or African American who also have the higher risk of ending their service 

early. 

» FEMA Corps members are significantly more likely to exit early compared to 

Traditional Corps members. This may be due to FEMA Corps members’ feeling 

they are less connected to the community they serve than Traditional Corps 

members, and more often feeling their assignments are meaningless busy-work. 

Georges, A., Smith, S.J., Shannon, R. , Hussain, B., Sum, C., Tait, E., LaTaillade, J., Alvarado, A., &Krauss, J.. (2023). Exploring 

Demographics, Motivations, Interpersonal and Group Cohesion Factors in Retaining Members through their Term of Service: A 

National Study of AmeriCorps NCCC. San Mateo, CA: JBS International, Inc. 

Maximize member retention 

» Expose members to a range of assignments 

that align with interest, connection to the 

community being served as well as personal 

leadership and career development. 

» Ensure quality sponsors with sustainable 

workloads and clear expectations of training. 

» Strengthen communication connection 

between members and program leadership.