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Pay and Benefits and National Security

机译：薪酬福利与国家安全

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In 1973, the United States ended the draft and created an all-volunteer military force. Without conscription, how would the Defense Department get the right number of people-and the high-quality people-it needed to fill its ranks? The answer was simple: Pay military members fairly, give the troops benefits commensurate with their needs, and make sure they have the tools, training, and support needed to do their jobs. There has been a recurring theme over the past four decades. When compensation was fair, the military was able to fill its rolls. When compensation lagged, DOD had trouble getting and keeping the right people. In the late 1970s and early 1980s, large pay raises were needed to fix flagging recruiting and retention. The problem went away, until military compensation again began to lag the civilian sector during the mid-1990s. By 1999, a so-called pay gap stood at 13.5 percent, and the Air Force missed its recruiting targets for the first time in 20 years. This was a huge problem, and it took years of military compensation increases to fix.
机译：1973年，美国结束了征兵制，建立了一支全志愿军。如果不征兵入伍，国防部将如何找到合适的人员和高质量的人员来填补其军衔？答案很简单：公平地向军事人员支付薪水，根据其需要给部队提供福利，并确保他们拥有完成工作所需的工具，培训和支持。在过去的四十年中，一直有一个反复出现的主题。当补偿合理时，军方就可以填补空缺。当薪酬滞后时，国防部很难找到合适的人选。在1970年代末和1980年代初，需要大量加薪来解决招募和留用的问题。问题消失了，直到1990年代中期军事补偿再次开始落后于民用部门。到1999年，所谓的薪酬差距达到了13.5％，空军20年来首次没有实现其招募目标。这是一个巨大的问题，并且花费了数年的军事补偿来解决。

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