It has been seen in recent years that there is a chronic inability to retain Marine Engineers which in turn has led to critical gapping in surface units and the potential for the inability to deliver the operational imperative and safely operate warships at sea. The cause of this catastrophic failure is a melting pot of various shortcomings including regular programme instability coupled with the pressure to deliver power to command, battling with inadequate stores and overbearing administration all whilst covering for existing gapping within their unit. The result of this is that Marine Engineers are suffering “burnout” and seeing that the “grass is greener on the other side” leading to highly skilled personnel leaving the service which leads to a spiral and the future of the Marine Engineering General Service branch being uncertain. There have been multiple attempts to improve the lived experience of Marine Engineers, but these solutions have been concentrated on treating the symptoms rather than the root cause of why Marine Engineers leave the service. The backbone of the revised operating model is to improve Support Solutions by enhancing the access to stores, tools and instructions; to better utilise the Time accessible to Marine Engineers to achieve preventive maintenance and effective training, and finally to bring more choice into the Career pipeline of RN Marine Engineers rather than forcing everyone into a “one size fits nobody” career that holds poor recognition and reward for being the highly skilled workforce that is required to facilitate the operational requirements of modern naval warfare. This lack of recognition is a prime example of why many personnel make the decision to leave the RN at the LET and PO ranks where upon they can utilise the engineering skills and knowledge gifted to them by the RN to work in a civilian company for an increased salary doing much of the same work whilst not having the pressures of deployment or lack of stores support. This paper will discuss the changes to the employment of Marine Engineers; the rationalisation of maintenance and the delegation to charge engineers in order to move away from a Navy that does not trust the monitoring systems available and loading unsustainable routines on watchkeepers, to a more efficient engineering workforce that is able to conduct greater preventative maintenance and deliver power to command within a sustainable timeframe.