Or: In short there's simply not, a more congenial spot, for "happy-ever-aftering" than here...¹

Real, objective requirements

Years ago, on the porch of the Frederick Composite Squadron's building, I once had a discussion with Maj. William F. Duke about what it takes to retain Cadets². Taking the number of Cadets in the wing vs. the following years retention of cadets, and factoring the awards they had listed on the Monthly Membership Listing³, he found that:

1. Retention rates are bad (Most Cadets don't renew membership after 1 year)
2. Cadets that attend encampment have considerably higher retention rates
3. Cadets that earn the Mitchell have considerably higher retention rates
4. Cadets that turn 16 and have not yet attended encampment have abysmal retention rates. Specifically, they discover "gas and girls", and need to get a part-time job to pay for those things … and CAP commitments go away.

On a personal note, I think I can add another reason to #4: 16-year-old Cadets that have never been to encampment are typically in the flight, and may have "peers" and even "superiors" who are three or four years younger and are 4 to 20 inches shorter. I've said it before and I'll say it again - Cadets who don't advance quit. They may make it to Senior NCO, and do a good job for awhile, but if they are not advancing at all they will eventually get bored and quit.

Maj. Duke's conclusion was simple: Encampment should be a big deal. We should spend a lot of time and effort ensuring that our newest crop of Cadets is prepared for encampment, has the equipment for encampment, attends encampment, and comes back excited. Then we make sure they have the tools to study and advance in the program, and the opportunities to lead they need to be effective officers. Then, once they make C/2Lt, at the very least, we don't have to worry about them quitting. (At least until they go to college.)

Encampment, the Mitchell Award, and … ?

So far, we can draw some conclusions. We should probably start a strong recruiting effort around January, and ensure cadets that join get the mentoring/support they need to get uniforms, training, and have the 1st or 2nd stripe by the time encampment rolls around. Passing out information about encampment and CAPF 31s should be a big deal. Then, when Cadets come home, they need leadership opportunities and a reason to advance – role models to be like.

At one time in my CAP Career, I remember looking around the wing and not being able to name one single Phase IV Cadet that other Cadets actually looked up to or wanted to be like. Not surprisingly, not one single Cadet in the wing earned the Earhart award in the next 8 months. They didn't have a reason to want it. If your squadron has the luxury of Cadet Officers, this is one issue you have to address to keep junior Cadets advancing: are our older Cadets good role models? Does anyone want to be like them?

Get your Cadets in the habit of accomplishing goals, getting promoted, and going to encampment, and you'll keep them.

Not hard to figure out, is it? I wonder why more people don't DO it …

1. Taken from the musical Camelot. Interested in an article on the Jenny/Lance/Arthur relationship, expulsion, and the house of cards falling down? Let me know!


2. For those of you who are new to the series: Maj. Duke was one of the kind souls who mentored me during my Cadet Hood, and the person to whom I credit the trademark phrase:
   

   "If not you, who? If not now, when?" - Maj. Duke, during a CAC meeting, spring 1996



3. The Monthly Membership Listing, or MML, was a paper-printed equivalent of National Headquarters on-line "e-Business." It was a standard for decades.