An Analysis of the U.S. Army's Military Occupational Specialty (MOS) 17C, a Comparison of the 17C Career Path in Comparison With Private Industry, and Retention of 17C Soldiers Within the U.S. Army

This thesis surveyed the capabilities, similarities, and differences regarding the Armys Military Occupational Specialty (MOS) 17C Cyber Operations and the associated difference and similarities between the career paths in the private sector. The question that guided the research was What are t he recruitment, retention, and sustainment issues the U.S. Army is experiencing within the 17C MOS? Methodologyincluded a comparative analysis of the learning objectives required by the U.S. Army for MOS 17C and private institutions' ability to train personnel to an equivalent knowledge and skill level of a 17C MOS soldier. It was determined that the U.S. Armys attrition rate is highest between the enlistment periods of thirty-six months through seventy-two months. Reenlistment for the 17C MOS is between thirty and fortypercent after a seventy-two-month window. The U.S. Army invests a significant amount of time and funding to train 17C soldiers, and valuable experience is gained over a seventy-two-month enlistment obligation. By offering additional compensation bonuses, similar work-life balance packages, and varying rank enlistment flexibilities, the U.S. Army may be able to sustain its 17C soldiers for the long term.