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build a more complete personnel picture, fine tune research and tailor the CF MPRS to
maintain a strong and stable future force.
No one single factor drives CF attrition. Rather, a confluence of numerous small
factors act in concert to dissatisfy CF personnel. Personnel perceive dissatisfiers
differently depending on their age and career stage, which necessitates that the CF target
retention efforts individually or to small groups rather than apply them en masse in a ‘one
size fits all’ manner. In many cases, the CF does not need to add benefits or pay to
combat attrition, but rather reduce dissatisfaction with internal policies, employment
quality or the CF as an organization. Much as a confluence of small factors can drive
attrition, a confluence of small changes can combat it.
Retention is an ongoing issue that the CF must continue to institutionalize,
research and address as economic resurgence, demographic and defence priority changes
create new retention challenges. 6
their Sr NCO counterparts. The Canadian Navy uses naval-specific ranks such as Master Seaman for
Master-Corporal, but in the interests of brevity and clarity this paper will use only generic CF ranks and not
their Naval equivalents. Finally, while the generic term “non-commissioned member” or “NCM” is used in
some CF publications and communication, the author will use the term “NCO” for clarity throughout this
paper.
6 These changes may be felt most strongly as Canada’s commitment to Afghanistan ends and new
defence priorities in the post-Afghanistan Canadian defence and security sphere, such as the Arctic, emerge.