FY20 MARINE CORPS RESERVE RETENTION CAMPAIGN AND GOALS
Date Signed: 5/24/2019 | MARADMINS Number: 306/19
MARADMINS : 306/19

R 241256Z MAY 19
MARADMIN 306/19
MSGID/GENADMIN/CMC WASHINGTON DC MRA RA//
SUBJ/FY20 MARINE CORPS RESERVE RETENTION CAMPAIGN AND GOALS//
AMPN/REF IS MCO 1040R.35, RESERVE CAREER RETENTION AND DEVELOPMENT MANUAL//
POC/K. L. BROWN/MGYSGT/HQMC RA (RAP)/TEL: COMM 703-784-0583/EMAIL: KEVIN.L.BROWN5@USMC.MIL//
GENTEXT/REMARKS/1.  The Marine Corps Reserve career force objectives are to retain the most qualified Marines by grade and MOS to support the integration of the Reserves into the total force.  The execution of the FY20 SMCR Retention Campaign begins on 5 July 2019.
2.  Detailed FY20 retention guidelines for the First Term Obligation Plan (FTOP), Subsequent Term Obligation Plan (STOP), Reenlistment, Active Reserve Accession (ARA), Active Reserve Alignment Plan (ARAP) and Warrant Officer application goal will be published via the Total Force Retention System (TFRS).
3.  Every First Term, Subsequent Term, and Reenlistment eligible Marine should submit for retention.  Additionally, highly qualified and eligible Marines should submit a Reserve Warrant Officer or Active Reserve application.  Each member of the chain of command plays a key role in making a “whole Marine concept” determination of quality in the retention decision process.  The value of comments from Commanders and senior enlisted cannot be overstated.
4.  Concept of operations for FTOP, STOP, Reenlistment, ARA, ARAP and Warrant Officer applications is as follows:
4.a.  The Retention effort will be conducted in three phases:
4.a.1.  Phase I:  Phase I begins 5 July 2019.  The purpose of Phase I is to initiate the submission and processing of retention requests via the Total Force Retention System (TFRS) to RAM-1.  Marine Forces Reserve can utilize the submission goals to assist in formulating initial missions down to the MSC level.  Career Planners will brief their key leaders and eligible Marines outlining the FTOP, STOP, Reenl, ARA, ARAP and WOA process during the initial stages of this phase.  Retention briefs will be facilitated by Career Planners so all Marines within their respective units are aware of career opportunities.  All Marines in a drilling status with a Reserve End of Current Contract (RECC) that expires in FY20 and who do not submit a request for further service via TFRS to RAM-1 prior to 15 October 2019 will be conveying that their intent is to exit the Marine Corps Reserve or retire.  ARAP Marines who do not submit a request for further service via TFRS to RAM-1 prior to 15 October 2019 will be conveying that their intent is to exit the Active Reserve Program or retire.  All Marines serving in the Individual Ready Reserve (IRR) with a RECC that expires in FY20 and who do not submit a request for further service via TFRS to RAM-1 prior to 1 April 2020 will be conveying that their intent is to exit the Marine Corps Reserve or retire.  RA (RAP) will utilize this information to plan accordingly for SMCR/IRR/AR promotion allocations.  Commanders are authorized to utilize a local command authority (LCA) extension to adjust the RECC of Marines in a drilling status and IRR who have an RECC between 1 October 2019 and 29 February 2020 until 30 April 2020 in order to await a response from HQMC on a submitted reenlistment request that is in a pending status with RAM-1 in TFRS.  Career Planners will utilize the Reserve LCA RELM type in TFRS to create and execute this extension.  When generating the NAVMC 321a, the purpose will state:  “To await a response on a submitted FY20 retention request”.  Commanders are not authorized to use local command authority extensions which would result in a Marine exceeding service limitations per the reference.  Phase I ends 15 October 2019.
4.a.2.  Phase II:  Phase II begins 16 October 2019.  The purpose of Phase II is to assess the progress of the FY retention effort, make required adjustments, refine guidance and continue processing retention requests.  HQMC will publish the results of this assessment via separate correspondence to Marine Forces Reserve to keep commands informed of the overall effort.  Phase II ends on 29 February 2020.
4.a.3.  Phase III:  Phase III begins 1 March 2020.  The purpose of Phase III is to continue the processing of retention requests, provide updated analysis and assist commands in the final stages of their retention efforts.  Phase III ends on 4 July 2020.
5.  Changes or updates to the initial assigned goal categories will be published via separate correspondence to Marine Forces Reserve.  The FY20 targets are as follows:
    (a)  FY20 FTOP requires the obligation of 279 Marines.
    (b)  FY20 STOP requires the obligation of 101 Marines.
    (c)  FY20 retention goal requires the reenlistment of 1115 Marines.
    (d)  FY20 Warrant Officer goal requires the submission of 24
Warrant Officer applications.
    (e)  FY20 ARA goal by MOS.  Qualified Marines may request to lateral move into an applicable MOS below.  Additionally, Career Planners are encouraged to submit application packages for High Demand, Low Density (HDLD) MOS’s which are listed within the FY20 Marine Corps Reserve Retention Guidelines.
         (8)   0111
         (2)   2111
         (4)   3043
         (3)   0431
         (2)   1142
         (1)   4821
         (1)   6531
         (1)   6672
6.  Commanding Officers and Career Planners will conduct interviews with 100 percent of the eligible FTOP, STOP, ARAP, reenlistment, and Warrant Officer populations in order to advise Marines of their career options.  The results of all interviews to include Marines who are qualified and express interest in accession on to the AR Program will be captured within the TFRS Interview Management module no later than 30 September 2019.
7.  Career Planners are directed to place great emphasis on successfully executing the retention campaign plan throughout all phases.  In accordance with MCO 1040R.35, Commanders and Inspector-Instructors are not to assign additional duties to career planners (Primary Military Occupational Specialty (PMOS) 4821) which may ethically compromise their position or conflict with primary duties.  Examples of these billets include, but are not limited to:  Substance Abuse Control Officer (SACO), Legal non-commissioned officer, Unit Billet Identification Code (BIC) manager, Classified Material Systems (CMS) Custodian, Equal Opportunity Representative/Advisor (EOR/EOA), Toys for Tots Coordinator, Sexual Assault Representative, Family Readiness Officer, etc.  This restriction also applies to duties as a Unit Billet Identification Code (BIC) Manager.  Career Planners may be given permissions for BIC viewing capabilities only within the Inventory Development Management System (IDMS).  This does not negate a career planner from the necessity to fill additional duties.
8.  Release authorized by Col J. M. Morrisroe, Director, Reserve Affairs Division, Acting.//