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Seeing as the DoD will never shrink, and we can't give clearances to that many people that fast, contractors will pick up the $lack.


The long-standing tendency to fill almost all upper level DoD civilian positions with either internal hires (people already working as DoD civilians in lower positions) or retiring officers means that we're also likely to see many more people whose primary qualification is that they were hired as a glorified clerk and have been around a long time accompanied by even greater active duty retention problems. This will lead, in turn, to hiring more contractors to make up for shortfalls in expertise among both civilians and officers, which leads to more military retention problems, and so on. As a contractor I stand to profit but as an American I'm appalled.


And the most mind-blowing thing as to this transition period is how horribly difficult it is to get one's resume into the system, looked at by someone who doesn't use a checklist but recognizes your talents, get an interview with a government official, and get a response without it taking six to nine months.

Worst human resources department ever.

Eric Garland

You are right on to bring this up, and it's too bad that the official DoD line is denial. This issue will be one of the most important strategic challenges in ALL industries and ALL countries for the next 15 years.

Consider the civilian defense contractors - they are getting ready to lose 66% of their engineers for critical technologies. Anybody know how to wire a nuclear submarine? It's pretty tricky, and I don't think they give classes at the learning annex.

If you're interested in more, check out a report our company did to advise clients on the broader implications:

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