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TO MARADMIN
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UNCLAS //N07220//
MARADMIN 467/01
MSGID/GENADMIN/CMC WASHINGTON DC/MPP-20//
SUBJ/MCBUL 5314. ENLISTED CAREER FORCE CONTROLS (ECFC) PROGRAM//
REF/A/RMG/CMC 071619ZSEP1993//
REF/B/RMG/CMC MMEA 200541ZSEP1996//
REF/C/RMG/CMC 011300ZFEB1996//
REF/D/DOC/CMC/MPP/16SEP1998//
REF/E/DOC/CMC/MMPR/26JUN1996//
REF/F/RMG/CMC/061600ZJUL1995//
REF/G/RMG/CMC/141030ZMAR2000//
REF/H/RMG/CMC/291536ZJUN2001//
REF/I/RMG/CMC/070900ZSEP1994//
REF/J/RMG/CMC/191600ZAPR1996//
REF/K/RMG/CMC/130800ZJUL2001//
REF/L/RMG/CMC MPP/141015ZSEP2001//
REF/M/DOC/USC TITLE10/SECT 1174//
REF/N/DOC SECNAV/30JUL1991//
REF/O/DOC/CMC/2MAR1998//
NARR/REF A IS ALMAR 256/93 CONCERNING THE RELATIONSHIP
BETWEEN PROFESSIONAL MILITARY EDUCATION (PME) AND PROMOTIONS/
REENLISTMENTS. REF B IS ALMAR 339/96 WHICH CLARIFIES THE
ENLISTED PROFESSIONAL MILITARY EDUCATION REQUIREMENTS FOR
SERGEANTS THROUGH GUNNERY SERGEANTS ELIGIBLE FOR PROMOTION.
REF C IS ALMAR 39/96 WHICH PROVIDES GENERAL INFORMATION ABOUT
THE MOST RECENT ENLISTED GRADE STRUCTURE REVIEW (EGSR).
REF D IS MCO 1130.80, THE PRIOR SERVICE ENLISTMENT PROGRAM (PSEP).
REF E IS MCO P1400.32C OF 30 OCT 00, THE ENLISTED PROMOTIONS
MANUAL. REF F IS ALMAR 198/95 ANNOUNCING INCREASED MERITORIOUS
PROMOTIONS FOR RECRUITERS AND DRILL INSTRUCTORS. REF G IS
MARADMIN 134/00 ANNOUNCING MERITORIOUS SNCO PROMOTIONS IN THE
OPERATING FORCES. REF H IS MARADMIN 313/01 ANNOUNCING A
REVISION IN THE "UP OR OUT" POLICY FOR SERGEANTS. REF I
IS ALMAR 267/94 ANNOUNCING A CHANGE TO THE UP OR OUT
PROMOTION/RETENTION POLICY AS IT PERTAINS TO SSGTS. REF J IS
ALMAR 163/96 ADDRESSING THE SUSPENSION OF THE UP OR OUT
PROMOTION/RETENTION POLICY FOR SSGTS. REF K IS ALMAR 032/01
OUTLINING THE SERGEANTS MAJOR SLATING PROCESS. REF L IS
MARADMIN 429/01 ANNOUNCING THE MULTIPLES FOR THE FY02 SELECTIVE
REENLISTMENT BONUS. REF M IS SECTION 1174, OF TITLE 10,
UNITED STATES CODE GOVERNING SEPARATION PAY UPON INVOLUNTARY
DISCHARGE OR RELEASE FROM ACTIVE DUTY. REF N IS SECNAVINST
1900.7G CONCERNING SEPARATION PAY FOR INVOLUNTARY SEPARATION
FROM ACTIVE DUTY. REF O IS MCO P1040.31H, THE ENLISTED
CAREER PLANNING AND RETENTION MANUAL.//
POC/D. L. ROSS/MAJ/-/-/TEL:278-9361/TEL:(703)784-9361//
RMKS/ 1. PURPOSE. TO PROVIDE COMMANDERS AND INDIVIDUAL
MARINES WITH INFORMATION REGARDING THE ORIGIN, REQUIREMENT
FOR, AND PROGRAM ELEMENTS OF THE ECFC PROGRAM.
2. BACKGROUND
A. DURING 1985, IN AN EFFORT TO CURB OUR ESCALATING CAREER
FORCE GROWTH, THE MARINE CORPS IMPLEMENTED A COMPREHENSIVE FORCE
MANAGEMENT STRATEGY CALLED ENLISTED CAREER FORCE CONTROLS (ECFC).
THE GOALS OF THE ECFC PROGRAM ARE TO:
(1) ACTIVELY SHAPE THE INVENTORY OF MARINES BY GRADE AND
MOS TO THE REQUIREMENTS OF THE MARINE CORPS.
(2) CONTROL RETENTION IN ORDER TO STANDARDIZE PROMOTION
TEMPO ACROSS ALL MOS'S TO THE FOLLOWING TIME IN SERVICE (TIS)
PROMOTION TARGETS:
SGT 4.5 YEARS
SSGT 8 YEARS
GYSGT 12 YEARS
1STSGT/MSGT 17 YEARS
SGTMAJ/MGYSGT 22 YEARS
B. THE ECFC PROGRAM WAS NEVER INTENDED AS A FORCE DRAWDOWN
PROGRAM, BUT RATHER A COMPREHENSIVE APPROACH TO BALANCE THE
INVENTORY OF MARINES BY GRADE AND MOS TO MEET THE CAREER FORCE
REQUIREMENT. CONTINUED IMPLEMENTATION OF THESE FORCE MANAGEMENT
STRATEGIES WILL HELP ENSURE THAT COMMANDERS ARE PROVIDED THE
RIGHT MARINES BY GRADE AND MOS.
C. FY02 CHANGES TO ECFC POLICY ARE: 1) SUBSEQUENT TERM
ALIGNMENT PLAN (STAP) (PARA 3.G), 2) TWICE PASSED SGTS
(PARA 3.I.2), 3) TERM LIMIT WAIVER REQUESTS (PARAS 3.I.7
AND 3.I.8), AND 4) SGTS SEPARATION PAY (PARA 3.J.3).
3. INFORMATION. THE FOLLOWING IS A LIST OF THE ECFC POLICIES
AND PROGRAMS IMPLEMENTED TO DATE. AT EACH RESPECTIVE
SUBPARAGRAPH IS A SHORT DISCUSSION OF HOW EACH SUPPORTS THE
ECFC GOALS. SUBPARAGRAPH AND ECFC TOPIC:
A. PROMOTION BY MOS
B. VARIABLE FIRST TIME IN-ZONE SELECTION OPPORTUNITY
C. ENLISTED GRADE SHAPING
D. RESTRICTIONS ON PRIOR SERVICE ACCESSIONS
E. CONTROL OF MERITORIOUS PROMOTIONS
F. FIRST TERM ALIGNMENT PLAN (FTAP)
G. SUBSEQUENT TERM ALIGNMENT PLAN (STAP)
H. VOLUNTARY EARLY TRANSFER TO THE FMCR PROGRAM/ENLISTED
SELECTIVE EARLY RETIREMENT BOARD (ESERB)
I. SERVICE LIMITS
J. OTHER SUPPORTING PROGRAMS
A. PROMOTION BY MOS. MARINES ARE PROMOTED TO THE GRADES
OF CPL AND ABOVE BY MOS BASED ON THE NEEDS OF THE MARINE CORPS.
THIS ENSURES THE SKILLS OF THE INDIVIDUAL MARINES SELECTED FOR
PROMOTION ARE CONSISTENT WITH THE VACANCIES IN THE FORCE.
(1) MARINES ARE CONSIDERED FOR PROMOTION TO SSGT AND
ABOVE BASED ON PRIMARY MOS HELD THE DAY THE SELECTION BOARD
CONVENES, UNLESS THEY HAVE BEEN ASSIGNED AN INTENDED MOS, IN
WHICH CASE THEY WILL BE CONSIDERED FOR PROMOTION IN THE INTENDED
MOS, NOT THE PRIMARY MOS, ON THE CONVENING DATE OF THE BOARD.
(2) REFS A AND B ANNOUNCED THAT EFFECTIVE 1 JAN 96,
SUCCESSFUL COMPLETION OF AN APPROPRIATE LEVEL NON-RESIDENT PME
COURSE WILL BE REQUIRED FOR PROMOTION. REF B STRESSED THAT
ATTENDANCE OF THE RESIDENT PME COURSE IS NOT A SUBSTITUTE FOR
THIS REQUIREMENT.
B. VARIABLE FIRST TIME IN-ZONE SELECTION OPPORTUNITY. HELPS
ENSURE STANDARDIZED PROMOTION TEMPO ACROSS MOS'S. FIRST TIME
IN-ZONE SELECTION OPPORTUNITIES ARE AS FOLLOWS:
PROMOTION MINIMUM STANDARD MAXIMUM
TO OPPORTUNITY OPPORTUNITY OPPORTUNITY
SSGT 70% 80% 90%
GYSGT 65% 75% 85%
MSGT 60% 70% 80%
SGTMAJ/MGYSGT 55% 65% 75%
VARIABLE SELECTION OPPORTUNITY IS APPLIED IN ORDER TO STANDARDIZE
PROMOTION TEMPO AS FOLLOWS BASED ON THE DEGREE OF PROMOTION
STAGNATION:
(1) MOS'S THAT ARE PROMOTING WITHIN ONE YEAR OF THE AVERAGE
TIS TO PROMOTION TO THAT GRADE WILL RECEIVE THE STANDARD
OPPORTUNITY. FOR EXAMPLE, 80% STANDARD OPPORTUNITY TO SSGT MEANS
THAT FOR 100 ALLOCATIONS, 125 SGTS WILL BE PLACED IN ZONE.
(2) MOS'S THAT ARE PROMOTING SLOWER THAN ONE YEAR OF THE
AVERAGE TIS TO PROMOTION TO THAT GRADE WILL RECEIVE THE MINIMUM
OPPORTUNITY. APPLYING THE MINIMUM SELECTION OPPORTUNITY WILL
INCREASE THE NUMBER OF MARINES PLACED IN THE PROMOTION ZONE FOR
THE FIRST TIME TO COMPETE FOR A GIVEN NUMBER OF PROMOTION
ALLOCATIONS. THIS WILL SPEED UP THE RATE AT WHICH MARINES IN
THE SLOWER PROMOTING MOS'S ARE CONSIDERED FOR PROMOTION. FOR
EXAMPLE, IF THERE ARE 100 ALLOCATIONS IN A SLOW PROMOTING MOS
TO SSGT, 143 SGTS WILL BE PLACED IN ZONE.
(3) MOS'S THAT ARE PROMOTING FASTER THAN ONE YEAR OF THE
AVERAGE TIS TO PROMOTION TO THAT GRADE WILL RECEIVE THE MAXIMUM
OPPORTUNITY. APPLYING THE MAXIMUM SELECTION OPPORTUNITY WILL
DECREASE THE NUMBER OF MARINES PLACED IN-ZONE FOR THE FIRST
TIME TO COMPETE FOR A GIVEN NUMBER OF PROMOTION ALLOCATIONS.
THIS WILL SLOW THE RATE AT WHICH MARINES IN THE FASTER PROMOTING
MOS'S ARE CONSIDERED FOR PROMOTION. ADDITIONALLY, SINCE SUCH
MOS'S ARE CHARACTERISTICALLY UNDER STRENGTH, WE CAN ENHANCE
RETENTION BY REDUCING THE PERCENTAGE OF NON-SELECTIONS RELATIVE
TO OTHER MOS'S. FOR EXAMPLE, IN A FAST PROMOTING MOS TO SSGT,
THE MAXIMUM OPPORTUNITY FOR PROMOTION TO SSGT WOULD BE APPLIED.
IF THERE ARE 100 ALLOCATIONS TO SSGT, 111 SGTS WILL BE PLACED
IN ZONE. C. ENLISTED GRADE SHAPING. REF C PROVIDES GENERAL
INFORMATION ABOUT THE MOST RECENT ENLISTED GRADE STRUCTURE
REVIEW (EGSR). THE ENLISTED GRADE STRUCTURE REVIEW WAS
CONDUCTED TO ENSURE EACH MOS HAD A PYRAMID-SHAPED STRUCTURE
REQUIREMENT THAT:
(1) SUPPORTS MARINES BEING PROMOTED AT THE TIS TARGETS
FOR EACH GRADE.
(2) DEFINED A LOGICAL CAREER PATH THAT IS ACHIEVABLE
THROUGH THE MANPOWER PROCESS. PRIOR TO THE ENLISTED GRADE
STRUCTURE REVIEW, MANY MOS'S HAD MORE GYSGT THAN SSGT BILLETS,
WHICH MEANT THAT SSGTS IN THESE MOS'S WERE GENERALLY PROMOTED
QUICKLY TO GYSGT. HOWEVER, SOME MOS'S HAD A REQUIREMENT FOR A
LARGE NUMBER OF SSGTS BUT ONLY A FEW GYSGTS. MARINES IN THESE
MOS'S HAD VERY LITTLE OPPORTUNITY FOR PROMOTION. MOS
SPECIALISTS, TFSD, AND OCCFLD SPONSORS ARE NOW CHARGED WITH
ENSURING THAT T/O CHANGES DO NOT ADVERSELY AFFECT THE GRADE
SHAPE OF THEIR MOS'S.
D. RESTRICTIONS ON PRIOR SERVICE ACCESSIONS. ENSURES THAT
PRIOR SERVICE MARINES ARE NOT BROUGHT BACK INTO OVER-STRENGTH
MOS'S, THEREBY FURTHER SLOWING PROMOTION TEMPO FOR MARINES WHO
HAVE REMAINED ON ACTIVE DUTY. PER REF D, QUALIFIED PRIOR
SERVICE MARINES WHO FIT A CRITICAL MARINE CORPS REQUIREMENT
WILL BE CONSIDERED FOR REENLISTMENT ON A CASE-BY-CASE BASIS.
E. CONTROL OF MERITORIOUS PROMOTIONS. THE MARINE CORPS
CONTINUES TO SUPPORT THE PROMOTION OF EXCEPTIONAL PERFORMERS
AHEAD OF CONTEMPORARIES. HOWEVER, THE DESIRE FOR SUCH
PROMOTIONS MUST BE BALANCED WITH THE NEED TO PROMOTE MARINES
IN MOS'S WITH VACANCIES. MERITORIOUS PROMOTIONS TO CPL AND SGT
ARE ALLOCATED TO MAJOR COMMANDS. MERITORIOUS PROMOTIONS TO
SSGT AND GYSGT ARE GENERALLY RESTRICTED TO MARINES IN SPECIAL
DUTY ASSIGNMENTS (DRILL INSTRUCTOR, MARINE SECURITY GUARD,
AND RECRUITER). REF E CONTAINS ADDITIONAL INFORMATION ABOUT
MERITORIOUS PROMOTIONS. REF F ANNOUNCED ADDITIONAL
MERITORIOUS PROMOTIONS FOR RECRUITERS AND DRILL INSTRUCTORS.
REF G ANNOUNCED MERITORIOUS SNCO PROMOTIONS IN THE OPERATING
FORCES.
F. FIRST TERM ALIGNMENT PLAN (FTAP). THE FTAP IDENTIFIES
THE NUMBER OF FIRST TERM MARINES BY PMOS THE MARINE CORPS MUST
REENLIST TO MEET THE REQUIREMENTS OF THE CAREER FORCE. THE
NUMBER OF BOATSPACES ARE BASED ON CAREER FORCE STRUCTURE
REQUIREMENTS AND PROJECTED INVENTORY. THIS ENSURES THE
REENLISTMENT OF FIRST TERM MARINES IS CONTROLLED AND DOES
NOT CAUSE FURTHER PROMOTION STAGNATION IN OVER-STRENGTH MOS'S.
THE FTAP ALSO ASSISTS IN ALLEVIATING SHORTAGES IN
UNDER-STRENGTH MOS'S SINCE SOME FIRST TERM MARINES IN
OVER-STRENGTH MOS'S ARE REQUIRED TO LATERALLY MOVE TO AN
MOS FOR WHICH THERE IS A BOATSPACE AND, IF REQUIRED, A LATERAL
MOVE SCHOOL SEAT. CAREER PLANNING NEWSGRAMS ANNOUNCING THOSE
MOS'S OPEN TO FIRST TERM REENLISTMENTS ARE PROVIDED TO THE
FIELD BY THE ENLISTED RETENTION SECTION CMC (MMEA-6).
G. SUBSEQUENT TERM ALIGNMENT PLAN (STAP). STAP WILL BE
IMPLEMENTED IN FY02 AND IS DESIGNED TO PROVIDE MUCH NEEDED
RETENTION EMPHASIS ON OUR CAREER FORCE NEEDS. STAP WILL ALSO
COMPLEMENT THE FTAP BY REDUCING OUR OVERALL REQUIREMENT FOR
FIRST-TERM REENLISTMENTS. STAP WILL SET REENLISTMENT GOALS
FOR ALL MOS'S WITH EMPHASIS ON SHORT MOS'S IN THE CAREER FORCE
IN ORDER TO ACHIEVE MORE CAREERIST REENLISTMENTS THAN WE HAVE
HISTORICALLY ACHIEVED.
H. VOLUNTARY EARLY TRANSFER TO THE FMCR PROGRAM/ENLISTED
SELECTIVE EARLY RETIREMENT BOARD (ESERB). THESE ELEMENTS OF
THE ECFC PROGRAM HELP ALLEVIATE PROMOTION STAGNATION AND
MANPOWER EXCESSES BY REDUCING THE NUMBER OF FMCR-ELIGIBLE
MARINES IN SELECTED GRADES AND MOS'S.
(1) FOR THE VOLUNTARY PROGRAM, WAIVERS OF VARIOUS
SERVICE OBLIGATIONS (I.E., TIME ON STATION, TIME IN GRADE,
ETC.) ARE GRANTED TO ENCOURAGE RETIREMENT ELIGIBLE VOLUNTEERS
IN OVER-STRENGTH GRADES AND MOS'S TO TRANSFER TO THE FMCR.
DEPENDING ON THE SUCCESS OF THE VOLUNTARY PROGRAM, AN ESERB
CAN BE USED TO REDUCE REMAINING OVERAGES.
(2) ADDITIONALLY, AS PART OF THE MARINE CORPS EFFORT
TO CONTROL THE FMCR-ELIGIBLE POPULATION, MARINES WITH 20 OR
MORE YEARS OF SERVICE ARE LIMITED TO 3 YEAR TERMS OF
REENLISTMENT.
I. SERVICE LIMITS. SERVICE LIMITS ENSURE THAT MARINES
WHO HAVE REACHED A CERTAIN YEAR OF SERVICE IN THEIR CURRENT
GRADE WITHOUT BEING SELECTED FOR PROMOTION ARE EITHER
SEPARATED OR TRANSFERRED TO THE FMCR. ENFORCEMENT OF SERVICE
LIMITS IMPROVES PROMOTION OPPORTUNITY FOR MARINES IN JUNIOR
GRADES. FOR SERVICE LIMIT COMPUTATION PURPOSES, MARINES WITH
BROKEN SERVICE WILL COUNT ALL ACTIVE DUTY MARINE CORPS TIME
AS COMPLETED YEARS OF SERVICE. MARINES WITH PRIOR SERVICE IN
ANOTHER MILITARY BRANCH WILL ONLY COUNT ACTIVE DUTY MARINE
CORPS SERVICE TOWARD COMPLETED YEARS OF SERVICE. THE CURRENT
SERVICE LIMITS ARE AS FOLLOWS:
CPL 8 YEARS
SGT 13 YEARS
SSGT 20 YEARS
GYSGT 22 YEARS
1STSGT/MSGT 27 YEARS
SGTMAJ/MGYSGT 30 YEARS
GYSGTS AND 1STSGTS/MSGTS WHO HAVE TWICE FAILED SELECTION
PRIOR TO REACHING THE ABOVE SERVICE LIMITS ARE NOT PERMITTED
TO CONTINUE TO THESE LIMITS. EXCEPTIONS ARE NOTED BELOW:
(1) CPLS WITH 4 OR MORE YEARS OF SERVICE WHO REENLIST
AT THE FTAP MAY BE AUTHORIZED A 4 YEAR REENLISTMENT IF ELIGIBLE
FOR A SELECTIVE REENLISTMENT BONUS (SRB).
(2) REF H MODIFIED THE "UP OR OUT" POLICY FOR SGTS WHO
HAVE TWICE FAILED SELECTION AND REACHED THEIR EAS PRIOR TO
COMPLETING 13 YEARS OF MARINE CORPS SERVICE. EFFECTIVE 1 OCT 01,
SGTS MAY REENLIST UP TO THEIR SERVICE LIMIT OF 13 YEARS PROVIDED
THEY ARE RECOMMENDED BY THEIR COMMANDING OFFICER AND MEET ALL
REENLISTMENT STANDARDS.
(3) REF I ANNOUNCED THAT SSGTS WHO HAVE TWICE FAILED
SELECTION WILL BE SEPARATED AT THEIR EAS. REF J SUSPENDED THIS
POLICY. SSGTS WHO HAVE TWICE FAILED SELECTION TO GYSGT MAY BE
AUTHORIZED REENLISTMENT AND/OR EXTENSION TO CONTINUE SERVICE UP
TO 20 YEARS, PROVIDED THEY CONTINUE TO MEET OUR HIGH STANDARDS OF
PERFORMANCE AND PERSONAL CONDUCT.
(4) SSGTS AND GYSGTS WHO HAVE TWICE FAILED SELECTION TO
GYSGT OR MSGT ARE REQUIRED TO TRANSFER TO THE FMCR AT THEIR EAS
UPON REACHING 20 YEARS OF SERVICE.
(5) 1STSGTS/MSGTS WHO TWICE FAIL SELECTION TO
SGTMAJ/MGYSGT ARE REQUIRED TO TRANSFER TO THE FMCR AT THEIR EAS
ONCE THEY HAVE COMPLETED AT LEAST 22 YEARS OF SERVICE.
(6) NOTE THAT FOR THE PURPOSES OF SERVICE LIMITS, MARINES
FAIL SELECTION FROM THE PROMOTION ZONE AND ABOVE ZONE ONLY;
MARINES IN THE BELOW ZONE WHO ARE CONSIDERED BUT NOT SELECTED FOR
PROMOTION ARE NOT REGARDED AS HAVING BEEN PASSED FOR PROMOTION.
ADDITIONALLY, GYSGTS WHO ARE CONSIDERED FOR 1STSGT BUT NOT
SELECTED FOR 1STSGT ARE NOT REGARDED AS HAVING BEEN PASSED FOR
PROMOTION.
(7) THE DIRECTOR, PERSONNEL MANAGEMENT DIVISION HAS BEEN
GRANTED SERVICE LIMIT WAIVER AUTHORITY FOR REQUESTS LESS THAN ONE
YEAR BEYOND SERVICE LIMITS.
(8) DC M&RA WILL RETAIN SERVICE LIMIT WAIVER AUTHORITY,
AS GRANTED BY CMC, FOR SGTMAJ/MGYSGT TERM LIMIT WAIVER REQUESTS
FOR ONE YEAR OR GREATER IN DURATION. A BOARD CONVENING ON AN
"AS REQUIRED" BASIS WILL CONSIDER ALL SGTMAJ/MGYSGT REQUESTS
AND PROVIDE RECOMMENDATIONS TO DC M&RA IN A SIMILAR FASHION
TO THE SGTMAJ SLATING PROCESS AS DEFINED IN REF K.
1STSGTS/MSGTS AND BELOW WILL NOT BE CONSIDERED FOR SERVICE
LIMIT EXTENSIONS GREATER THAN ONE YEAR BEYOND SERVICE LIMITS.
J. OTHER SUPPORTING PROGRAMS. WHILE NOT FORMALLY CONSIDERED
PART OF THE ECFC PROGRAM, THE FOLLOWING PROGRAMS SUPPORT THE
GOALS OF THE ECFC PROGRAM:
(1) SRB PROGRAM. THE SRB PROGRAM PROVIDES MARINES WITH
CERTAIN SKILLS A MONETARY INCENTIVE TO REENLIST. THIS HELPS
REDUCE SHORTAGES IN CRITICAL SKILLS IN ORDER TO FACILITATE
PROVIDING THE COMMANDER WITH THE RIGHT NUMBER OF MARINES TO
ACCOMPLISH HIS OR HER MISSION.
(A) REF L IDENTIFIES THOSE MOS'S TARGETED FOR AN SRB
BONUS DURING THE FIRST QUARTER OF FY02. THESE MULTIPLES MAY BE
EXTENDED AND OR MODIFIED THROUGHOUT THE FISCAL YEAR AS THE NEEDS
OF THE MARINE CORPS CHANGE AND TO STAY WITHIN SRB BUDGET
CONSTRAINTS.
(B) WE PLAN TO OFFER SRB THROUGHOUT THE NEXT SEVERAL
FISCAL YEARS.
(2) FRONT-END ANALYSIS (FEA) PROGRAM. THIS PROGRAM,
CONDUCTED BY TECOM FACILITATES THE CLUSTERING OF SUFFICIENTLY
RELATED MOS'S BY IDENTIFYING SIMILAR SKILLS BASED ON COLLECTIVE
AND INDIVIDUAL TRAINING STANDARDS. THE FEA PROGRAM ASSISTS IN
MEETING ECFC GOALS BY CLUSTERING SMALLER POPULATION MOS'S WHICH
HISTORICALLY HAVE HAD SLOWER PROMOTION TEMPO THAN THE LARGER
POPULATION MOS'S.
(3) SEPARATION PAY. FACILITATES TRANSITION TO CIVILIAN
LIFE FOR THOSE CAREER MARINES WHO HAVE BEEN DENIED FURTHER SERVICE.
SEPARATION PAY DOES NOT APPLY TO THOSE MARINES WHO VOLUNTARILY
SEPARATE FROM THE MARINE CORPS. REF M STIPULATES THAT ENLISTED
MEMBERS WITH MORE THAN 6 YEARS OF ACTIVE SERVICE IMMEDIATELY
BEFORE DISCHARGE, AND WHO ARE DISCHARGED INVOLUNTARILY OR ARE
SEPARATED AS A RESULT OF THE DENIAL OF REENLISTMENT, ARE NORMALLY
ENTITLED TO SEPARATION PAY. TWICE PASSED SGTS WITH LESS THAN 13
YEARS OF ACTIVE SERVICE ARE NOT ELIGIBLE FOR SEPARATION PAY UNLESS
DENIED FURTHER SERVICE BY CMC (MMEA-6). TWICE PASSED SSGTS WITH
LESS THAN 20 YEARS OF ACTIVE SERVICE ARE NOT ELIGIBLE FOR SEPARATION
PAY UNLESS DENIED FURTHER SERVICE BY CMC (MMEA-6). REFS N AND O
FURTHER ADDRESS THE REASONS FOR THE CURRENT SEPARATION PAY POLICY
AND TO WHOM IT APPLIES.
(4) VOLUNTARY SEPARATION INCENTIVE/SPECIAL SEPARATION
BENEFIT(VSI/SSB) PROGRAM. VSI/SSB WAS AUTHORIZED TO ASSIST THE
SERVICES IN MEETING END STRENGTH REDUCTIONS. THE MARINE CORPS
OFFERED VSI/SSB DURING FY92-94 IN THOSE CASES WHERE ECFC PLANS AND
POLICIES ALONE WERE NOT SUFFICIENT TO ACHIEVE DESIRED FORCE SHAPING
IN A TIMELY MANNER. THERE ARE CURRENTLY NO PLANS TO OFFER VSI/SSB.
(5) THERE ARE NO PLANS TO IMPLEMENT A 15-YEAR RETIREMENT
PROGRAM.
4. ACTION. COMMANDERS WILL FAMILIARIZE ALL MARINES WITH THE
CONTENTS OF THIS BULLETIN AND INCLUDE DISCUSSION OF ITS CONTENTS
WHERE APPLICABLE IN PROFESSIONAL MILITARY EDUCATION AND CAREER
COUNSELING SESSIONS.
5. RESERVE APPLICABILITY. THIS BULLETIN IS NOT APPLICABLE TO THE
MARINE CORPS RESERVE.
6. POC IS MAJ D. L. ROSS, MPP-25, DSN: 278-9361, COMM:
(703)784-9361/62/63 EMAIL: ROSSDL@MANPOWER.USMC.MIL
7. CANCELLATION. 30 SEP 02.//
BT