The time is right to increase warrant officer pay. Articles appear in both civilian and military publications suggesting that certain pay grades be "targeted" for larger increases than other grades. Most commonly, articles suggest grades E5 – E9 and O3 – O5 as candidates for targeted pay increases. At least one military subject writer states that "it is not known if warrant officers will be included."

The USAWOA is taking positions in two areas. First, warrant officer pay tables must receive the same objective analysis as any and all other pay tables. This is particularly true if "targeting" of certain pay grades is a viable option. If pay of the E5-E9 and O3-O5 is reviewed for targeted increases, it is essential that the warrant officer tables similarly reviewed as the warrant officer in role, responsibilities, and life-style is smack-dab in the middle of these grades.

Secondly, it is uniquely appropriate to revise warrant officer pay tables at this time. The definition of the Army warrant officer has evolved from primary emphasis on the "technician" role. Today’s definition equally emphasizes "technical and tactical competence" .. "expert and trainer" .. "progressive levels of expertise and leadership .. command of units, activities, or vessels" .. "operate, maintain, administer, and manage" .. "equipment, support activities, or technical systems ..." Today’s commanders rightfully expect more of the warrant officers within their commands, and, indeed, today’s warrant officers are selected, trained, and utilized so that they are capable of delivering more.

Selected pay raises within the noncommissioned officer ranks, although well deserved, will adversely affect warrant officer recruiting from within those same NCO ranks. A tangible, near-term pay "jump" at the WO1/CW2 pay grades must be clearly visible to soldiers who are considering a move to the warrant officer ranks. Such a basic pay "boost" might be particularly effective to enhance warrant recruiting in the reserve components.

Additionally, there is a shortage of senior grade warrants in a number of career fields. In the aviation career field, Incentive Pay increases and Retention Pay have been applied in a program to reduce the loss of experienced warrant officer aviators. Retention Pay has not yet been applied to other career fields. Targeted pay increases to the senior warrant officer ranks will enhance retention of senior CW3s, CW4s and CW5s.

As warrant officers progress in rank, duties and responsibilities become broader and more complex. However, CW3s through CW5s see their compensation draw closer to that of the senior NCO corps, and further away from the pay of their counterpart, co-worker, and often neighbor commissioned officers. Now is an opportunity to reverse this situation.

The Army warrant officer is key and essential within the Army force structure and mission in ways that may not be readily recognized by the other services. Therefore, in the DOD environment, the Army should be the leading service in warrant officer compensation issues. Accordingly, your Association has communicated these pay concerns to the Army’s senior leadership. We will actively seek their favorable support to our position. USAWOA members can take comfort that they are well represented in this issue and will be kept informed.