Ok MSOCS, what exactly are they 'actively' doing about it? Seeking to wrestle our housing contract out of the death grip of a money-grabbing negligent shower? Preventing the tempo of a base being set by meaningless compulsory training courses? Looking at real cost of living in UK and seeking to equate what both pilots and engineers do in the RAF which their actual real (salary) value to the organisation? Attempting to stop bean counters and REMFS putting conditions on operations and exercises based on piffling sums of T&S? And most importantly, what are they actually doing, in any useful and practical way to attempt to stop people WANTING to leave and indeed increasing both the quantity and quality of people who want to join? This problem won't be solved by increasing RoS and/or PVR times, and there is no point thinking up twisted ways of MAKING people stay who would actually like to leave. Whilst this completely beyond money now for most people, yet salary is a major lever that most VSOs or analysts are "told" that they are not to consider. If you can't affect salary, housing, T&S conditions, or family stability, then nothing that is done will have any real effect on overall retention. The people who are leaving have some very important information about the organisation and it's failings and it's high time we started listening to those nuggets rather than criticising their motivations.