Military Personnel Policy - Accession Policy - MANPOWER & RESERVE AFFAIRS

Oct 4, 2026

Outlines the Military Personnel Policy for enlisted recruiting and officer commissioning under the MANPOWER & RESERVE AFFAIRS mission. Summarizes the organizational structure and current accession actions, including recruiting restructuring, STEM accessions requirements, nomination processes, medical records pilots through DEC 2022, and conditional DEP. Reviews current recruiting environment challenges such as lingering effects of COVID-19, limited influencer support, low youth propensity, and constrained qualified talent, plus mitigating factors. Provides recruiting results for Fiscal Year 2022, highlighting goal attainment by service components and reserves.

LanguageEnglish

CategoryResearch & Report

FormatPDF

Pages14

Reading Time35 min

AccessFree to download

Our Mission

Organizational Structure

Accession Policy

AP-Current Actions

Personnel Security

Recruiting Programs and Testing

PiCAT, APT, and ASVAB Career Exploration

Assessment and research initiatives

Current Recruiting Environment

Challenges

Mitigating Factors

General Military Propensity

Recruiting Results for Fiscal Year 2022

Military Personnel Policy (Accession Policy) MANPOWER & RESERVE AFFAIRS MANPOWER & RESERVE AFFAIRS Our Mission Develop, review, and analyze policies, resources, and plans for Services’ enlisted recruiting and officer commissioning programs “Stewards of the All-volunteer Force” 2 MANPOWER & RESERVE AFFAIRS MPP Organizational Structure DASD-MPPMs. Miller Military Assistant CDR Lawrence Staff Director Ms. Carnell FO Admin Mr. Williams Accession Policy Dr. Kathrine Helland (Inbound) Military Compensation Ms. Busch Officer & Enlisted Personnel Management Ms. Fitzhugh Armed Forces Chaplain Board Lt Col Marlowe GFO Management VACANT 4 MANPOWER & RESERVE AFFAIRS AP-Current Actions • Pro-sports and military athletes • SROTC Restructure Discussion • Cadet Act WG • Commutation for SMCs • STEM Degree Reqs for Officer Accessions Report • Congressional Nomination Portal • MHS GENESIS: • Medical Accessions Records Pilot (MARP) thru DEC 2022 • Conditional DEP Personnel Security USMEPCOM Recruiting Officer Programs Testing • PiCAT: Internet-administered version of the enlistment test • APT: Internet-administered screening test • ASVAB Career Exploration Program: High School Career & Testing Program • Personality-based Joint Enlistment Composite • Test of Fluid Intelligence – Complex Reasoning • Military Compatibility Assessment Research • Defense Advisory Committee on Military Personnel Testing • TTCP Senior Leader Symposium (London, Nov 2022) • COVID-19 Vaccine • Education Benefits • DEIA Sprint 2 WG: Recruiting and Accessions • Ongoing research and studies projects • Recruiter Access to High Schools (RAND) • Assessment of SROTC Scholarship Process (CNA) • Ensuring Parental Guardianship Rights of Cadetsand Midshipmen (RAND) Additional 6 MANPOWER & RESERVE AFFAIRS Current Recruiting Environment Challenges ◦ Lingering effects ofCOVID-19 pandemic ◦ Minimal support from influencers to recommend service ◦ Low youth propensity to serve ◦ Limited pool of qualified youth ◦ Desire to maintain a highly qualified and diverse force ◦ Maintaining adequate recruiting resources Mitigating Factors ◦ Professional and dedicated recruiting force ◦ National support for strong military ◦ Robust virtual/social media engagement 7 General Military Propensity By Gender JAMRS 40% 35% 30% 25% 20% 15% 10% 5% 0% FPP9: In the next few years, how likely is it that you will be serving in the Military? Response options: Definitely, Probably, Probably Not, Definitely Not % Definitely/Probably | | | | --- | --- | | | Past two years

11%

| Apr-01 Aug-01 Nov-01 Nov-02 Jun-03 Nov-03 May-04 Nov-04 Jun-05 Dec-05 Jun-06 Jun-07 Dec-07 Jun-08 Dec-08 Jun-09 Dec-09 Jun-10 Dec-10 Jun-11 Dec-11 Summer-12 Fa ll-12 Spring-13 Summer-13 Fa ll-13 Spring-14 Summer-14 Fa ll-14 Spring-15 Summer-15 Fa ll-15 Spring-16 Summer-16 Fa ll-16 Spring-17 Summer-17 Fa ll-17 Spring-18 Summer-18 Fa ll-18 Spring-19 Summer-19 Fa ll-19 Spring-20 Summer-20 Fa ll-20 Spring-21 Summer-21 Fa ll-21 Aggregate Male Female Few youth are propensed to serve. At low levels of propensity, resources must work harder for DoD to make mission. Note: Youth ages 16–21. Estimates are charted to precise values. Labels are rounded to the nearest whole percent. Source: DoD Youth Poll = Significant change from previous poll 8 MANPOWER & RESERVE AFFAIRS Recruiting Results ReFiscal Year2022on While most Active Components were able to achieve their recruiting goals, they did so at a cost, as it required depleting the applicant pool in the Delayed Entry Program (DEP), setting up FY2023 to be a challenging year. Reserve Components tend to be the “canary in the coal mine” – after all failed to make goal in FY2022 (except Marine Corps Reserve),

FAQs

What is the mission of MANPOWER & RESERVE AFFAIRS in this policy overview?

Develop, review, and analyze policies, resources, and plans for enlisted recruiting and officer commissioning programs.

What major actions are listed under AP-Current Actions?

The slide lists items such as SROTC restructure discussion, STEM degree requirements for officer accessions, the Congressional nomination portal, medical accessions records pilots (MARP) through DEC 2022, and conditional DEP, among others.

How did recruiting performance compare to goals in Fiscal Year 2022?

Most active components met their recruiting goals, but at a cost by drawing down the applicant pool in DEP. Reserve components are described as more likely to miss goals in FY2023, with results shown by service and component including Army, Navy, Marine Corps, Air Force, Space Force, and totals.

Oct 4, 2026

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