It sounds as though part of the solution to may be a more robust preparation/ peer sit down by one of the Junior Officers at the NRDs about what to expect during the first three weeks or so of OCS (Being yelled at, stress management etc.), or the NRDs doing a better job pairing up OCS selectees with recent graduates from the district so they can get the gouge on how things will be for them. I know one recently who was very well prepped physically for the indoc, but collapsed under the stress of getting yelled at and quit. Talking to them on the phone while they were "hurt" and tucked away in H company while they rationalized their impending DOR, they made it obvious that they weren't mentally prepared to handle the stress of indoc week and were driven to quite. IMO, part this particular candidates failure may lay in coddling that their generation has become accustomed to (VFA-106 recently wrote a white paper on the difficulties of training Millennials) and part lack of preparation lays in the hands of the JOs at the NRD the processed through (their OR was enlisted) for not ensuring that their candidate knew what to expect prior to shipping off. However and NRD staff may choose to accomplish this pre-ship training, there should be no illusions on the candidates part that they will be yelled at, PT'd and treated somewhat sub-human for the first few weeks or so. More due diligence in the screening of candidates by some NRD's prior to boards, vice focusing on production quotas (if that is the case), and then prep of FS candidates may better prevent wasted time and resource investments on the quitters while perfectly good, motivated, candidates aren't being selected.
