SUBJECT:  Presentation to the Quadrennial Review of Military Compensation (QRMC) Working Group, Concerning Warrant Officer Programs and Warrant Officer Pay.

Friday, February 23, it was my privilege to speak to the Working Group of the 9th QRMC.  Representatives of other military associations accompanied me.  Foremost was Don Hess, as he has articulated USAWOA's concern about pay compression for a long time.  Don is also the Warrant Officer Committee Chairman of the Reserve Officers Association (ROA).  In this position, he gained ROA's support of the current efforts to correct pay compression.

Also present were representatives of The Coast Guard Chief Warrant Officers and Warrant Officers Association; the Fleet Reserve Association; and, The Retired Officers Association.  These associations are key players on the Personnel and Compensation Committee of TMC.

The QRMC Working Group to which I spoke numbered about 30, with all seven uniformed services represented, as was DoD, most by an officer and a NCO.  Also present were several personnel from DoD/QRMC contractors.

The QRMC Director, Dr. Curtis Gilroy, opened the meeting with the reminder that one task of the QRMC was to be aware of the relationship of the pay tables, one to another; enlisted, warrant officer, and officer.  He stated that the QRMC would not recommend adjustment to one particular pay table without a well thought-out analysis of what impact that adjustment would have on the other pay tables.

He also acknowledged that "very little research has been done, and little written" about warrant officers and warrant officer pay.  I was heartened by these introductory comments and grateful time allotted on the agenda.

The briefing opened with a presentation of basic information about Navy, Marine Corps, Coast Guard, and Army warrant officers.  I presented an overview of each services' warrant officer program, including definition, utilization, recruiting, promotion, and education.

I then moved on to speak about pay compression; USAWOA's perspective about how it came to be, and the adverse affect that we believe pay compression has on recruiting and to some degree, retention.  Please refer to our January 2001 information paper on this subject. 

Furthermore, I spoke about the situation in which W-5's receive a "pay percentage increase" less than what is received by the E-8 promoted to E-9 and the O-4 promoted to O-5.  (W-5 pay increases by 11.9 percent; as opposed to 12 to 14 percent received by E-9s and 16 to 19 percent received by O-5s.

I and the other association representatives were pleased by the reception to the entire briefing and by the questions and comments from the audience.

From what has been presented by the Bush Administration thus far, it appears that all service members will receive an "across the board" flat percentage increase.  It also appears highly likely that DoD will have about $ 1B to use for "targeted" pay increases.

Of course, I can make absolutely no projection about "what now" from the QRMC, DoD, and congress in regards to warrant officer pay.  However, I can make and want to share two absolute statements:

            (1) This particular QRMC is open to hear a diverse range of ideas, opinions, and positions from a wide number of sources.  This gives me cautious optimism.

            (2) The warrant officer community has received a "public hearing" of our concerns about pay compression.  It is my understanding that this is a "first-time" we've ever had such a hearing.

I am grateful for the opportunity to have made this presentation.  As I become aware of developments, USAWOA members will be kept informed.

RAY BELL
USAWOA Executive Director

|| Use browsers BACK button to return to previous web page ||