The third compensation element, intangible benefits, is the most difficult to ascribe a dollar cost or dollar value. However, we know that intangible benefits are essential to properly recruit and retain the force. They Can Be. Such opportunities include appropriate funding and availability for soldiers working toward post-secondary and advanced degrees while still in the service. The military reaps great benefits from retaining motivated soldiers who continue to strive toward educational self-improvement.
Soldiers also expect reasonable career progression opportunities.
We have made great efforts to redesign personnel management systems for the future. We intend to similarly redesign the warrant officer and enlisted personnel management systems, thus maximizing opportunities for equitable advancement and professional development. Soldiers understand that their profession requires them to make uncommon sacrifices not always understood or appreciated by their civilian counterparts. These include short notice deployments, holidays spent away from family and friends, and routine assignments to dependent-restricted locations. Soldiers willingly accept these sacrifices, as long as they perceive an equitable distribution of hardship across the entire force, and with an expectation of opportunities for tour stabilization when the Army mission allows.