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As the Army reevaluates its talent management systems, it has focused on ways that it can make better promotion and selection decisions. New programs have been created like the Battalion Commander’s Assessment Program (BCAP) and formerly ubiquitous requirements like the Department of the Army Photo have fallen into the trash heap of history. These changes are essential steps towards ensuring that officers are selected for the most critical positions without implicit biases negatively impacting the meritocratic process. However, it is not enough to simply seek out the best and brightest fish in the pond; we need to build a bigger pond and fill it with more fish. Current diversity and inclusion efforts, though laudable, are focused on making sure that those who are best within the system get promoted. Unfortunately, many factors cause talented officers to leave the Army, and they take their experience, skills, and years of government investment with them. One of the factors that drives talent out of the Army is what I call the PCS penalty, or the compounding adverse effects of permanent changes of station (PCS) moves often during a military career. These effects are worse than in past generations and are being exacerbated by the outdated structure of officer professional military education (PME). By recognizing the new realities of the Army, the Army can become more inclusive and retain top talent at lower costs.