United States General Accounting Office

GAO Report to the Chairman, Subcommittee

on National Security, Committee on

Appropriations, House of

Representatives

February 1997 DOD AVIATOR

POSITIONS

Training Requirements

and Incentive Pay

Could Be Reduced

GAO/NSIAD-97-60

GAO United States

General Accounting Office

Washington, D.C. 20548

National Security and

International Affairs Division

B-275138 

February 19, 1997

The Honorable C. W. Bill Young

Chairman, Subcommittee on National Security

Committee on Appropriations

House of Representatives

Dear Mr. Chairman:

The services designate certain positions as nonflying positions to be filled

by aviators. According to service officials, the duties of the nonflying

positions require skills that only aviators possess. Additionally, the

positions provide career diversification opportunities for aviators.

Incumbents in nonflying positions receive the same compensation benefits

as aviators in flying positions.

Our review of nonflying positions focused on (1) the number of aviators

(pilots and navigators) that are assigned to nonflying positions in the

Army, the Navy, the Marine Corps, and the Air Force; (2) the amount of

aviation career incentive pay (ACIP) and aviation continuation pay (ACP)

paid to aviators in nonflying positions; (3) whether the services implement

ACIP and ACP uniformly; and (4) whether the nonflying positions affect the

number of aviators the services plan to train to meet future requirements.

We performed this review under our basic legislative authority and are

addressing this report to you because of your continuing interest in

military personnel matters. The scope and methodology of our review are

described in appendix I.

Background ACIP, commonly referred to as flight pay, is intended as additional pay to

attract and retain officers in a military aviation career. The amount of ACIP

varies from $125 a month for an aviator with 2 years or less of aviation

service to $650 a month for 6 years to 18 years of service. After 18 years,

the amount gradually decreases from $585 a month to $250 a month

through year 25. After 25 years, aviators do not receive ACIP unless they are

in operational flying positions.

ACP, which has existed for all services since 1989, is considered a bonus

and is intended to entice aviators to remain in the service during the prime

of their flying career. An ACP bonus can be given to aviators below the

grade 0-6 with at least 6 years of aviation service and who have completed

any active duty service commitment incurred for undergraduate aviator

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training. However, it cannot be paid beyond 14 years of commissioned

service. The services believe that it is during the 9-year to 14-year period of

service that aviators are most sought after by the private sector airlines.

Therefore, to protect their aviation training investment,1

 all services,

except the Army, which is currently not using the ACP program, offer ACP

contracts to experienced aviators.

Results in Brief For fiscal year 1996, the Army, the Navy, the Marine Corps, and the Air

Force designated 11,336 positions, or about 25 percent of all aviator

positions, as nonflying positions to be filled by aviators. Since fiscal year

1994, the number of nonflying positions has decreased and this decrease is

expected to continue through 2001 when the number of such positions is

estimated to be 10,553.

For fiscal years 1994 through April 30, 1996, the Army, the Navy, the

Marine Corps, and the Air Force paid $739.7 million in ACIP, of which

$179.1 million was paid to aviators in nonflying positions. Additionally, the

Navy, the Marine Corps, and the Air Force paid $169.4 million in ACP, of

which $31.9 million was paid to aviators in nonflying positions. The Army

does not pay ACP.

ACIP is payable to all aviators who meet certain flying requirements and all

the services implement it in a consistent fashion. With ACP, however, the

services have a great deal of latitude in deciding who receives it, the length

of time it is paid, and the amount that is paid. For example, the Navy and

the Marine Corps restrict ACP to eligible pilots and/or navigators of specific

aircraft types that have critical aviator shortages. In contrast, the Air Force

offers ACP to all eligible pilots in fixed-wing and/or rotary-wing aircraft if

there is a projected pilot shortage in any one of those respective aircraft.

In determining their aviator training requirements, the services consider

both flying and nonflying positions. Including nonflying positions

increases the total aviator requirements and results in the services

projecting aviator shortages in the upcoming fiscal years. However, our

analysis showed that there are more than enough aviators available to

satisfy all flying position requirements. Therefore, to the extent that the

number of nonflying positions filled by aviators can be reduced, the

number of aviators that need to be trained also could be reduced, saving

training costs of about $5 million for each Navy, Marine Corps, and Air

1

According to Air Force and Navy officials, it costs about $5 million to train a pilot up to an

experienced pilot level—between 3 and 5 years—and about $2 million to train a navigator up to an

experienced navigator level. In contrast, the Army spends about $366,000 to train its helicopter pilots.

Page 2 GAO/NSIAD-97-60 DOD Aviator Positions
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Force pilot candidate and about $2 million for each navigator candidate.

The savings to the Army would be about $366,000 for each pilot training

requirement eliminated.

Number of Nonflying

Positions

In fiscal year 1996, the Army, the Navy, the Marine Corps, and the Air

Force designated 11,336 positions as nonflying positions to be filled by

aviators. These nonflying positions represent about 25 percent of all

authorized aviator positions. As shown in table 1, the total number of

nonflying positions has decreased since fiscal year 1994 and is expected to

continue to decrease slightly up through fiscal year 2001.

Table 1: Number of Flying and Nonflying Positions for Fiscal Years 1994-2001

Army 

aviator positions

Navy 

aviator positions

Marine Corps

aviator positions

Air Force 

aviator positions

Total aviator

positions

Fiscal year Flying Nonflying Flying Nonflying Flying Nonflying Flying Nonflying Flying Nonflying

1994 a a 9,143 4,548 2,933 1,645 15,529 5,067 27,605 11,260

1995 a a 8,690 4,269 2,933 1,622 15,199 5,017 26,822 10,908

1996 7,886 582 8,606 4,209 2,910 1,645 14,716 4,900 34,118 11,336

1997 7,963 473 8,245 4,004 2,910 1,645 14,442 4,702 33,560 10,824

1998 8,108 555 8,297 4,036 2,887 1,664 14,168 4,533 33,460 10,788

1999 8,108 555 8,297 4,036 2,887 1,664 14,122 4,386 33,414 10,641

2000 8,108 555 8,297 4,036 2,887 1,664 14,126 4,380 33,418 10,635

2001 8,108 555 8,305 4,039 2,887 1,664 14,281 4,377 33,581 10,635

aThe Army was not able to provide requirements data for fiscal years 1994 and 1995.

Service officials told us that they have been able to reduce the number of

nonflying positions primarily through force structure reductions and

reorganization of major commands. The services, however, have not

developed criteria for determining whether there are nonflying positions

that could be filled by nonaviators. The officials said that a justification is

prepared for each nonflying position explaining why an aviator is needed

for the position. These justifications are then approved by higher

supervisory levels. The officials believe that this process demonstrates

that the position must be filled by an aviator. In our view, the preparation

of a written justification for filling a particular position with an aviator

does not, in and by itself, demonstrate that the duties of a position could

not be performed by a nonaviator. Because the services’ position

descriptions for nonflying positions do not show the specific duties of the

positions, we could not determine whether all or some part of the duties of

Page 3 GAO/NSIAD-97-60 DOD Aviator Positions
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the nonflying positions can only be performed by aviators. Consequently,

we could not determine whether the number of nonflying positions could

be further reduced.

In commenting on a draft of this report, an Air Force official said that the

Air Force Chief of Staff has directed that all nonflying positions be

reviewed and a determination made by July 1997 as to which positions can

be filled by nonaviators.

ACIP and ACP Paid to

Aviators in Flying and

Nonflying Positions

All aviators receive ACIP, regardless of whether they are in flying or

nonflying positions, if they meet the following criteria.

• Eight years of operational flying during the first 12 years of aviation

service entitles the aviator to receive ACIP for 18 years.

• Ten years of operational flying during the first 18 years of aviation service

entitles the aviator to receive ACIP for 22 years.

• Twelve years of operational flying during the first 18 years of aviation

service entitles the aviator to receive ACIP for 25 years.

ACP criteria are more flexible than ACIP in deciding who receives it, the

amount paid, and the length of the contract period. According to service

officials, ACP is an added form of compensation that is needed to retain

aviators during the prime of their flying career when the aviators are most

attractive to private sector airlines. To protect their training investment, all

the services believe it is necessary to offer ACP contracts. The Army does

not offer ACP contracts because, according to Army officials, it has not had

a pilot retention problem.

For fiscal years 1994 through April 30, 1996, the Army, the Navy, the

Marine Corps, and the Air Force made ACIP and ACP payments to their

aviators totaling $909.1 million. Of this total amount, $211 million, or about

23 percent, was paid to aviators in nonflying positions by the Air Force,

the Navy, and the Marine Corps. The following table shows ACIP and ACP

payments by each service for each of the fiscal years.

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Table 2: ACIP and ACP Payments by Service and Fiscal Year

All aviators

Aviators in nonflying

positions All aviators

Aviators in nonflying

positions

ACIP ACP

Dollars in millions

Service

Fiscal

year Number Amount Number Amount Number Amount Number Amount

Armya 1994 13,186 $40.5

1995 15,061 57.5

1996b 14,587 36.9 582 $0.4

Navy 1994 15,634 78.6 4,498 25.4 1,770 $11.2 378 $2.2

1995 16,007 79.2 3,837 23.3 1,500 9.7 318 1.8

1996b 14,924 45.8 3,778 13.4 715 5.6 112 0.6

Marine Corps 1994 4,665 19.3 814 4.8 145 0.9 20 0.1

1995 5,045 22.4 877 5.5 245 1.4 47 0.3

1996b 4,910 13.2 861 3.2 206 1.2 36 0.2

Air Force 1994 22,165 129.9 6,330 41.8 4,922 60.6 1,067 11.1

1995 20,964 128.4 5,477 37.9 4,730 46.2 1,176 11.0

1996b 20,480 88.0 5,044 23.8 3,037 32.6 694 4.6

Total $739.7 $179.5 $169.4 $31.9

aThe Army was not able to provide the number of aviators in nonflying positions or the amount of

ACIP paid in fiscal years 1994-95.

bAs of April 30, 1996.

Services Implement

ACP Differently

The services view ACP as a retention incentive for their experienced

aviators. However, the way the services implement this incentive varies

widely in terms of who receives ACP, the length of time over which it is

paid, and how much is paid. To illustrate,

• The Army does not offer ACP to its aviators because it has not had a pilot

retention problem that warrants the use of the ACP program.

• The Navy offers long-term ACP contracts of up to 5 years and a maximum

of $12,000 a year to eligible pilots in aircraft types with a critical pilot

shortage.

• The Marine Corps offered short-term ACP contracts of 1 or 2 years at $6,000

a year through fiscal year 1996. Beginning in fiscal year 1997, the Marine

Corps plans to offer long-term ACP contracts of up to 5 years at $12,000 a

Page 5 GAO/NSIAD-97-60 DOD Aviator Positions
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year to its eligible pilots and navigators in aircraft types that have critical

personnel shortages.2

• The Air Force offers long-term ACP contracts of up to 5 years at a

maximum of $12,000 a year to all eligible pilots if there is a pilot shortage

for any fixed- or rotary-wing aircraft.

Table 3 shows the number and dollar amount of ACP contracts awarded by

the services for fiscal years 1994 through 1996.

Table 3: Number and Value of ACP

Contracts by Service, Fiscal Years

1994-96 Navy Marine Corps Air Force

Dollars in millions

Fiscal year Number Amount Number Amount Number Amount

1994 158 $4.7 147 $1.7 593 $46.2

1995 78 2.6 224 1.3 334 20.4

1996 87 2.9 317 3.7 683 39.7

Total 323 $10.2 688 $6.7 1,610 $106.3

As shown above, the Air Force greatly exceeds the other services in the

number of ACP contracts awarded as well as the value of the contracts.

This is because the Air Force does not restrict ACP contracts just to pilots

of particular aircraft that are experiencing critical pilot shortages. Instead,

if there is an overall shortage in fixed-wing or rotary-wing pilots, all

eligible pilots in those respective aircraft are offered ACP. According to Air

Force officials, the reason for offering ACP contracts to all fixed-wing

and/or rotary-wing pilots rather than specific aircraft is because they want

to treat all their pilots equally and not differentiate between pilots based

on the type of aircraft they fly. In their opinion, if they were to only offer

ACP to pilots of certain aircraft types, morale could be adversely affected.

The point in an aviator’s career at which ACP is offered generally coincides

with completion of the aviator’s initial service obligation—generally

around 9 years. By this time, the aviator has completed pilot or navigator

training and is considered to be an experienced aviator, and according to

service officials, is most sought after by private sector airlines. For this

reason, the services believe that awarding an ACP contract is necessary to

protect their training investment and retain their qualified aviators. For

example, the Air Force estimates that by paying ACP to its pilots, it could

retain an additional 662 experienced pilots between fiscal years 1995 and

2001.

2

The Marine Corps defines critical shortage as a situation where the requirements exceed the inventory

by at least 5 percent and the situation is not expected to improve within 3 years.

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The issue of whether ACP is an effective or necessary retention tool has

been brought into question. For example, an April 1996 Aviation Week and

Space Technology article3 pointed out that in the previous 7 months,

32 percent of the 6,000 new pilots hired by private sector airlines were

military trained pilots. This is in contrast with historical airline hiring

patterns where 75 percent of the airline pilots were military pilots. The

concern about military pilots being hired away by the airlines was also

downplayed in a June 1995 Congressional Budget Office (CBO) report.4

 The

report stated that employment in the civilian airlines sector is far from

certain. Airline mergers, strikes, or failures have made the commercial

environment less stable than the military. Consequently, military aviators

may be reluctant to leave the military for the less stable employment

conditions of the airline industry. CBO concluded that short-term civilian

sector demands for military pilots may not seriously affect the services’

ability to retain an adequate number of pilots.

Effect of Nonflying

Positions on Aviator

Training

Requirements

The services include nonflying positions in their aviator requirements for

determining future aviator training needs. Therefore, aviator training

requirements reflect the number of aviators needed to fill both flying and

nonflying positions. As shown in table 4, of all the services, the Air Force

plans the largest increase in the number of aviators it will train between

fiscal years 1997 and 2001—a 60-percent increase. The reason for the large

training increase in Air Force aviators is because it believes that the

number of aviators trained in prior years was insufficient to meet future

demands.

Table 4: Number of Pilots and Navigators to Be Trained, Fiscal Years 1997 to 2001

Army Navy Marine Corps Air Force

Fiscal year Pilots Navigators Pilots Navigators Pilots Navigators Pilots Navigators

1997 436 a 569 355 307 30 654 300

1998 576 a 633 329 322 36 900 300

1999 570 a 645 320 322 36 1,025 300

2000 570 a 645 320 322 36 1,025 300

2001 570 a 645 320 322 36 1,050 300

Total 2,722 a 3,137 1,644 1,595 174 4,654 1,500

aThe Army does not have navigator positions.

3

Proctor, Paul, “Airlines Increase Hiring From Civil Ranks,” Aviation Week and Space Technology,

April 8, 1996.

4

Congressional Budget Office memorandum, Pilot Retention Bonuses in the Air Force, June 1995.

Page 7 GAO/NSIAD-97-60 DOD Aviator Positions
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Because nonflying positions are included in the total aviator requirements,

the Navy and the Marine Corps project aviator shortages for fiscal 

years 1997-2001 and the Air Force projects aviator shortages for fiscal 

years 1998-2001. As shown in table 5, there are more than enough pilots

and navigators available to meet all flying position requirements.

Therefore, to the extent that the number of the nonflying positions filled

by aviators could be reduced, the number of aviators that need to be

trained, as shown in table 4, could also be reduced. This, in turn, would

enable the Navy, the Marine Corps, and the Air Force to reduce their

aviator training costs by as much as $5 million for each pilot and $2 million

for each navigator that the services would not have to train. The savings to

the Army would be less because its aviator training costs are about

$366,000 for each pilot.

Table 5: Flying Requirements Versus Available Pilots and Navigators, Fiscal Years 1997-2001

Pilot Navigator

Fiscal year Service Inventory

Flying

requirement

Percent

filled Inventory

Flying

requirement

Percent

filled

1997 Air Force 14,492 11,162 129.8 5,473 3,280 166.9

Navy 7,768 5,766 134.7 4,257 2,479 171.7

Marine Corps 3,229 2,641 122.3 338 269 125.7

Army 10,382 8,998 115.4 a a a

1998 Air Force 13,785 11,040 124.9 5,230 3,128 167.2

Navy 7,821 5,780 135.3 4,318 2,517 171.6

Marine Corps 3,250 2,618 124.1 350 269 130.1

Army 10,017 9,162 109.3 a a a

1999 Air Force 13,270 11,051 120.1 5,015 3,071 163.3

Navy 7,822 5,780 135.3 4,352 2,517 172.9

Marine Corps 3,257 2,618 124.4 368 269 136.8

Army 9,817 9,162 107.2 a a a

2000 Air Force 13,085 11,051 118.4 4,864 3,075 158.2

Navy 7,864 5,780 136.1 4,364 2,517 173.4

Marine Corps 3,250 2,618 124.1 385 269 143.1

Army 9,679 9,162 105.6 a a a

2001 Air Force 13,074 11,168 117.1 4,715 3,113 151.5

Navy 7,912 5,788 136.7 4,376 2,517 173.9

Marine Corps 3,240 2,618 123.8 400 269 148.7

Army 9,583 9,162 104.6 a a a

aThe Army does not have navigators.

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Recommendations We recommend that the Secretary of Defense direct the Secretaries of the

Army, the Navy, and the Air Force to develop criteria and review the

duties of each nonflying position to identify those that could be filled by

nonaviators. This could allow the services to reduce total aviator training

requirements.

In view of the recent articles and studies that raise questions about the

need to incentivize aviators to remain in the service, the abundance of

aviators as compared to requirements for flying positions, and the value of

ACP as a retention tool, we recommend that the Secretary of Defense direct

the service secretaries to reevaluate the need for ACP. If, the reevaluation

points out the need to continue ACP, we recommend that the Secretary of

Defense determine whether the services should apply a consistent

definition in deciding what groups of aviators can receive ACP.

Agency Comments

and Our Response

In commenting on a draft of this report, Department of Defense (DOD)

officials said that it partially agreed with the report and the

recommendations. However, DOD also said that the report raises a number

of concerns. DOD said that it did not agree that only flying positions should

be considered in determining total aviator requirements. In its opinion,

operational readiness dictates the need for aviator expertise in nonflying

positions, and nonflying positions do not appreciably increase aviator

training requirements.

The report does not say or imply that only flying positions should be

considered in determining total aviator requirements. The purpose of

comparing the inventory of aviators to flying positions was to illustrate

that there are sufficient pilots and navigators to meet all current and

projected flying requirements through fiscal year 2001. We agree with DOD

that those nonflying positions that require aviator expertise should be

filled with aviators. The point, however, is that the services have not

determined that all the nonflying positions require aviator expertise.

Furthermore, to the extent that nonflying positions could be filled by

nonaviators, the aviator training requirements could be reduced

accordingly.

DOD also said that the report, in its opinion, does not acknowledge the

effectiveness of the processes used for determining aviator training

requirements or the use of ACP in improving pilot retention.

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The issue is not whether ACP has improved retention—obviously it

has—but whether ACP is needed in view of the data showing that the

civilian airline sector is becoming less dependent on the need for military

trained pilots and that military pilots are becoming less likely to leave the

service to join the civilian sector.

DOD further commented that the articles cited in the report as pointing to a

decrease in civilian sector demand for military trained pilots contain

information that contradicts this conclusion. DOD believes that the fact that

the airlines are currently hiring a smaller percentage of military trained

pilots is an indication of a decrease in pilot inventory and the effectiveness

of ACP as a retention incentive.

The articles cited in our report—Aviation Weekly and Space Technology

and the June 1995 CBO report—do not contain information that contradicts

a decreasing dependence on military trained pilots. The Aviation Weekly

and Space Technology article points out that about 70 percent of the

recent pilot hires by the civilian airlines have been pilots with exclusively

civilian flying backgrounds. This contrasts to previous hiring practices

where about 75 percent were military trained pilots. The CBO report also

discusses expected long-term hiring practices in the civilian airline sector.

The report points out that while the number of new hires is expected to

double (from 1,700 annually to 3,500 annually) between 1997 and 2000, the

Air Force’s efforts to retain its pilots may not be affected because the

industry’s new pilots could be drawn from an existing pool of Federal

Aviation Agency qualified aviators.

Furthermore, the issue is not whether the pilot inventory is decreasing and

whether ACP is an effective retention tool. The point of the CBO report was

that because of private sector airline mergers, strikes, or failures, the

commercial environment is less stable than the military. As a result, there

is a ready supply of pilots in the civilian sector and the short-term

demands for military pilots may be such that the Air Force’s quest to retain

an adequate number of pilots is not seriously affected.

In commenting on why the Air Force’s method of offering ACP contracts

differs from the Navy’s and the Marine Corps’ methods, DOD stated that

while morale and equity are vital to any retention effort, it is not the

primary determinant in developing ACP eligibility.

We agree and the report is not meant to imply that morale and equity is the

primary determinant for developing ACP eligibility. The report states that

Page 10 GAO/NSIAD-97-60 DOD Aviator Positions
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the reason cited by Air Force officials for not restricting ACP contracts to

just those pilots in aircraft that have personnel shortages, as do the Navy

and the Marine Corps, is because of the morale and equity issue. Another

reason cited by Air Force officials was the interchangability of its pilots.

However, the Navy and the Marine Corps also have pilot interchangability.

Therefore, interchangability is not a unique feature of the Air Force.

DOD agreed with the recommendation that the services review the criteria

and duties of nonflying aviator positions. However, DOD did not agree that

the nonflying positions should be filled with nonaviators or that doing so

would appreciably reduce aviator training requirements.

DOD also agreed with the recommendation that the services need to

continually review and reevaluate the need for ACP, including whether

there should be a consistent definition in deciding what groups of aviators

can receive ACP. In DOD’s opinion, however, this review and affirmation of

the continued need for ACP is already being done as part of the services’

response to a congressional legislative report requirement.

We agree that the services report annually on why they believe ACP is an

effective retention tool. However, the reports do not address the essence

of our recommendation that the need for ACP—a protection against losing

trained pilots to the private sector—should be reevaluated in view of

recent studies and reports that show that private sector airlines are

becoming less dependent on military trained pilots as a primary source of

new hires. The annual reports to Congress also do not address the issue of

why the Air Force, unlike the Navy and the Marine Corps, does not restrict

ACP to those aviators in aircraft that have aviator personnel shortages. A

complete text of DOD’s comments is in appendix II.

We are sending copies of this report to the Secretaries of Defense, the

Army, the Navy, and the Air Force; the Director, Office of Management and

Budget; and the Chairmen and the Ranking Minority Members, House

Committee on Government Reform and Oversight, Senate Committee on

Governmental Affairs, House and Senate Committees on Appropriations,

House Committee on National Security, Senate Committee on Armed

Services, and House and Senate Committees on the Budget.

Page 11 GAO/NSIAD-97-60 DOD Aviator Positions
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Please contact me on (202) 512-5140 if you have any questions concerning

this report. Major contributors to this report are listed in appendix III.

Sincerely yours,

Mark E. Gebicke

Director, Military Operations

 and Capabilities Issues

Page 12 GAO/NSIAD-97-60 DOD Aviator Positions
Page 13 GAO/NSIAD-97-60 DOD Aviator Positions
Appendix I 

Scope and Methodology

To accomplish our objectives, we reviewed legislation, studies,

regulations, and held discussions with service officials responsible for

managing aviator requirements. Additionally, we obtained data from each

of the services’ manpower databases to determine their flying and

nonflying position requirements. Using this information, we developed

trend analyses comparing the total number of aviator positions to the

nonflying positions for fiscal years 1994-2001. The Army was not able to

provide requirements data for fiscal years 1994 and 1995.

To determine the benefits paid to aviators serving in nonflying positions,

we obtained an automated listing of social security numbers for all

aviators and, except for the Army, the services identified the aviators

serving in nonflying positions. The data were submitted to the appropriate

Defense Financial Accounting System offices for the Army, the Air Force,

and the Marine Corps to identify the amounts of aviation career incentive

pay (ACIP) and aviation continuation pay (ACP) paid to each aviator. The

Navy’s financial data was provided by Defense Manpower Data Center.

To assess whether the services implement ACIP and ACP uniformly, we

obtained copies of legislation addressing how ACIP and ACP should be

implemented and held discussions with service officials to obtain and

compare the methodology each service used to implement ACIP and ACP.

To determine how the services compute aviator requirements and the

impact their flying and nonflying requirements have on training

requirements, we held discussions with service officials to identify the

methodology used to compute their aviator and training requirements. We

also obtained flying and nonflying position requirements, available

inventory, and training requirements from the services’ manpower

databases. We then compared the flying and nonflying requirements to the

respective services’ available aviator inventory to identify the extent that

the available inventory of aviators could satisfy aviator requirements.

We performed our work at the following locations.

• Defense Personnel and Readiness Military Personnel Policy Office,

Washington, D.C.;

• Defense Financial Accounting System, Kansas City, Missouri; Denver,

Colorado; and Indianapolis, Indiana;

• Defense Manpower Data Center, Seaside, California;

• Air Force Directorate of Operations Training Division, Washington, D.C.;

• Air Force Personnel Center, Randolph Air Force Base, Texas;

Page 14 GAO/NSIAD-97-60 DOD Aviator Positions
Appendix I 

Scope and Methodology

• Air Force Directorate of Personnel Military Compensation and Legislation

Division and Rated Management Division, Washington, D.C.;

• Air Combat Command, Langley Air Force Base, Virginia;

• Bureau of Naval Personnel, Office of Aviation Community Management,

Washington, D.C.;

• Navy Total Force Programming, Manpower and Information Resource

Management Division, Washington, D.C.;

• Navy Manpower Analysis Team, Commander in Chief U.S. Atlantic Fleet,

Norfolk, Virginia;

• Marine Corps Combat Development Command, Force Structure Division,

Quantico, Virginia;

• Marine Corps Deputy Chief of Staff for Manpower and Reserve Affairs

Department, Washington, D.C.;

• Army Office of the Deputy Chief of Staff for Plans Force Integration and

Analysis, Alexandria, Virginia;

• Army Office of the Deputy Chief of Staff for Personnel, Washington, D.C.;

and

• Congressional Budget Office, Washington, D.C.

We performed our review from March 1996 to December 1996 in

accordance with generally accepted government auditing standards.

Page 15 GAO/NSIAD-97-60 DOD Aviator Positions
Appendix II 

Comments From the Department of Defense

Page 16 GAO/NSIAD-97-60 DOD Aviator Positions
Appendix II 

Comments From the Department of Defense

Page 17 GAO/NSIAD-97-60 DOD Aviator Positions
Appendix II 

Comments From the Department of Defense

Now on p. 11.

Now on p. 11.

Page 18 GAO/NSIAD-97-60 DOD Aviator Positions
Appendix III 

Major Contributors to This Report

National Security and

International Affairs

Division, Washington,

D.C.

Sharon A. Cekala

Robert J. Lane

Office of General

Counsel, Washington,

D.C.

Richard Seldin

Norfolk Field Office Norman L. Jessup, Jr.

Patricia F. Blowe

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(703139) Page 19 GAO/NSIAD-97-60 DOD Aviator Positions
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