MCBUL 5314 ENLISTED CAREER FORCE CONTROLS (ECFC) PROGRAM
Date Signed: 9/25/2014 | MARADMINS Number: 485/14
MARADMINS : 485/14
R 252007Z SEP 14
UNCLASSIFIED/
MARADMIN 485/14
MSGID/GENADMIN,USMTF,2007/CMC WASHINGTON DC MRA MP(UC)/F002//
SUBJ/MCBUL 5314 ENLISTED CAREER FORCE CONTROLS (ECFC) PROGRAM//
REF/A/MSGID:MSG/CMC MRA MP/012004ZNOV13//
REF/B/MSGID:DOC/CMC MRA MM/YMD:20060511//
REF/C/MSGID:DOC/CMC MRA MM/YMD:20120614//
REF/D/MSGID:DOC/CMC MRA MM/YMD:20010530//
REF/E/MSGID:DOC/CMC MRA MM/YMD:20100908//
REF/F/MSGID:MSG/CMC/271716ZJUN13//
REF/G/MSGID:MSG/CMC MRA MP/201052ZJUN14//
REF/H/MSGID:DOC/USC TITLE 10 SS 1174/-//
REF/I/MSGID:DOC/CNO/YMD:20051220//
REF/J/MSGID:DOC/DOD FMR/YMD:20110729//
REF/K/MSGID:DOC/ CMC MRA MF/YMD:20140114//
POC/L.E.BEINDORF/CIV/MPP-20/CMC MRA /POLICY ISSUES 703-784-9361//
NARR/REF A IS MARADMIN 585/13 ECFC PROGRAM FOR FY14.  REF B IS MCO 1130.80A, PRIOR SERVICE AND RESERVE AUGMENTATION ENLISTMENTS INTO THE REGULAR MARINE CORPS.  REF C IS MCO P1400.32D W/CH 2, THE ENLISTED PROMOTIONS MANUAL. REF D IS MCO P1900.16F W/CH 2, MARINE CORPS SEPARATION AND RETIREMENT MANUAL. REF E IS MCO 1040.31, THE ENLISTED RETENTION AND CAREER DEVELOPMENT MANUAL.  REF F IS ALMAR 024/13 OUTLINING THE SERGEANTS MAJOR SLATING PROCESS. REF G IS MARADMIN 296/14 ANNOUNCING THE FY15 SELECTIVE REENLISTMENT BONUS (SRB) PROGRAM AND FY15 BROKEN SERVICE SRB (BSSRB) PROGRAM. REF H IS SECTION 1174, OF TITLE 10, UNITED STATES CODE GOVERNING SEPARATION PAY UPON INVOLUNTARY DISCHARGE OR RELEASE FROM ACTIVE DUTY. REF I IS OPNAVINST 1900.4 W/CH2 SEPARATION PAY FOR INVOLUNTARY SEPARATION FROM ACTIVE DUTY. REF J IS DOD FINANCIAL MANAGEMENT REGULATION 7000.14-R VOLUME 7B MILITARY PAY POLICY AND PROCEDURES-RETIRED PAY. REF K IS MCBUL 1700 IMPLEMENTATION OF MANDATORYTRANSITION READINESS PARTICIPATION REQUIREMENTS.//
GENTEXT/REMARKS/1.  PURPOSE.  TO PROVIDE COMMANDERS, SENIOR ENLISTED LEADERS, CAREER PLANNERS, AND INDIVIDUAL MARINES WITH INFORMATION REGARDING THE ORIGIN, REQUIREMENT FOR, AND PROGRAM ELEMENTS OF THE ECFC PROGRAM.  THIS MARADMIN SUPERCEDES REF A, AND PROVIDES THE ECFC POLICIES FOR FY15.
2. BACKGROUND.
  A.  THE MARINE CORPS IMPLEMENTED THE ECFC PROGRAM IN 1985 TO BETTER MANAGE THE CAREER FORCE.  TO DATE, THE ECFC PROGRAM HAS BEEN SUCCESSFUL IN DOING THE FOLLOWING:
    (1) ACTIVELY SHAPE THE INVENTORY OF MARINES BY GRADE AND MOS TO THE REQUIREMENTS OF THE MARINE CORPS.
    (2) STABILIZE RETENTION IN ORDER TO STANDARDIZE PROMOTION TEMPO ACROSS ALL MOS(S).  THE FOLLOWING ARE THE MARINE CORPS' TIME IN SERVICE (TIS) PROMOTION TARGETS:
SGT                     4 YEARS
SSGT                  8.5 YEARS
GYSGT                  13 YEARS
1STSGT/MSGT          17.5 YEARS
SGTMAJ/MGYSGT          22 YEARS
  B.  THE END STATE OF THE ECFC PROGRAM IS TO BALANCE THE INVENTORY OF MARINES BY GRADE AND MOS TO MEET CAREER FORCE REQUIREMENTS. CONTINUED IMPLEMENTATION OF THESE FORCE MANAGEMENT STRATEGIES WILL HELP ENSURE THAT COMMANDERS ARE PROVIDED THE RIGHT MARINES BY GRADE AND MOS.
3.  INFORMATION.
  A.  SELECTION BY PMOS.  MARINES ARE SELECTED TO THE GRADES OF CPL AND ABOVE BY PMOS 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.  MARINES ARE CONSIDERED FOR PROMOTION TO SSGT AND ABOVE BASED ON PMOS HELD THE DAY THE SELECTION BOARD CONVENES, UNLESS THEY HAVE BEEN ASSIGNED AN INTENDED MOS (IMOS) BASED ON A CMC AUTHORIZED LATERAL MOVE, IN WHICH CASE THEY WILL BE CONSIDERED FOR PROMOTION IN THEIR IMOS, NOT THEIR PMOS, ON THE CONVENING DATE OF THE BOARD.
  B.  VARIABLE FIRST TIME IN-ZONE SELECTION OPPORTUNITY.  THIS CONTROL 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(PERCENT)       80(PERCENT)     90(PERCENT)
GYSGT         65(PERCENT)       75(PERCENT)     85(PERCENT)
MSGT/1STSGT   60(PERCENT)       70(PERCENT)     80(PERCENT)
SGTMAJ/MGYSGT 55(PERCENT)       65(PERCENT)     75(PERCENT)
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 PERCENT 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. 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. 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.
    (4) 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.
    (5) 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.
  C.  ENLISTED GRADE STRUCTURE REVIEWS ARE CONDUCTED TO ENSURE THAT EACH MOS HAS A PYRAMID-SHAPED STRUCTURE REQUIREMENT THAT:
    (1) SUPPORTS PROMOTING MARINES AT THE TIS TARGETS FOR EACH GRADE.
    (2) DEFINES A LOGICAL CAREER PATH THAT IS ACHIEVABLE THROUGH THE MANPOWER PROCESS.  MOS SPECIALISTS, TOTAL FORCE STRUCTURE DIVISION, AND OCCFLD SPONSORS ARE NOW CHARGED WITH ENSURING THAT TABLE OF ORGANIZATION CHANGES DO NOT ADVERSELY AFFECT THE GRADE SHAPE OF THEIR MOS(S).
  D.  RESTRICTIONS ON PRIOR SERVICE ACCESSIONS.  THIS PROGRAM 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 B, 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 PROVIDED TO MAJOR COMMANDS AND MARINES IN SPECIAL DUTY ASSIGNMENTS (DRILL INSTRUCTOR, MARINE SECURITY GUARD, RECRUITER, MARINE SECURITY FORCES AND COMBAT INSTRUCTOR).  REF C CONTAINS ADDITIONAL INFORMATION ABOUT MERITORIOUS PROMOTIONS.
  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 IS BASED ON CAREER FORCE STRUCTURE REQUIREMENTS AND PROJECTED INVENTORY.
  G.  SUBSEQUENT TERM ALIGNMENT PLAN (STAP).  STAP SETS REENLISTMENT GOALS FOR ALL MOS(S) WITH EMPHASIS ON SHORT MOS(S) IN THE CAREER FORCE.  IT IS IMPORTANT TO NOTE THAT STAP GOALS ARE MERELY PLANNING TARGETS, NOT LIMITS LIKE FTAP GOALS.
  H.  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 FROM THE ACTIVE COMPONENT AT THEIR EAS OR ARE REQUIRED TO TRANSFER TO THE FMCR. ENFORCEMENT OF SERVICE LIMITS IMPROVES PROMOTION OPPORTUNITY FOR MARINES IN JUNIOR GRADES.  NOTE:  PRIOR ACTIVE SERVICE IN ANOTHER BRANCH OF THE ARMED FORCES IS COUNTED WHEN DETERMINING THE SERVICE LIMITS FOR STAFF SERGEANT AND ABOVE.  SERVICE LIMITS ARE AS FOLLOWS:
CPL              8 YEARS ACTIVE MARINE CORPS SERVICE
SGT             10 YEARS ACTIVE MARINE CORPS SERVICE
SSGT            20 YEARS ACTIVE SERVICE
GYSGT           22 YEARS ACTIVE SERVICE
1STSGT/MSGT     27 YEARS ACTIVE SERVICE
SGTMAJ/MGYSGT   30 YEARS ACTIVE SERVICE
    (1) MANDATORY TRANSFER TO THE FMCR DUE TO SERVICE LIMITATIONS. MARINES ELIGIBLE FOR RETIREMENT WHO ARE APPROACHING SERVICE LIMITS MUST TRANSFER TO THE FMCR PER REF D, UNLESS AN ECFC WAIVER IS APPROVED BY THE DIRECTOR, MANPOWER MANAGEMENT DIVISION (MM) FOR REQUESTS ONE YEAR OR LESS BEYOND SERVICE LIMITS, OR APPROVED BY DC MRA FOR REQUESTS GREATER THAN ONE YEAR BEYOND SERVICE LIMITS. REQUESTS FOR ECFC WAIVERS SHOULD BE SUBMITTED WITH JUSTIFICATION, BY AA FORM OR STANDARD NAVAL LETTER, TO CMC (MMSR-2) VIA THE MARINE'S CHAIN OF COMMAND, UP TO THE FIRST GENERAL OFFICER.  COMMAND ENDORSEMENTS SHOULD INCLUDE JUSTIFICATION FOR RETENTION BEYOND SERVICE LIMITS.  MARINES APPROACHING SERVICE LIMITS WHO MUST REQUEST TRANSFER TO THE FMCR ARE DEFINED AS FOLLOWS:
        (A) ALL SSGTS APPROACHING 20 YEARS OF SERVICE.
        (B) GYSGTS APPROACHING 22 YEARS OF SERVICE, OR IF TWICE PASSED FOR PROMOTION, GYSGTS APPROACHING 20 YEARS OF SERVICE OR WHO HAVE AN EAS BETWEEN 20 AND 22 YEARS OF SERVICE.  EXAMPLE:  A TWICE PASSED GYSGT WHO WILL REACH 20 YEARS OF SERVICE ON 30 SEPTEMBER 2015 WITH AN EAS OF 30 APRIL 2015 MUST REQUEST A TRANSFER TO FMCR DATE OF NO LATER THAN 30 SEPTEMBER 2015.
        (C) 1STSGTS/MSGTS APPROACHING 27 YEARS OF SERVICE, OR IF TWICE PASSED FOR PROMOTION, 1STSGTS/MSGTS APPROACHING 22 YEARS OF SERVICE OR WHO HAVE AN EAS BETWEEN 22 AND 27 YEARS OF SERVICE.  EXAMPLE:  A TWICE PASSED MSGT WHO WILL REACH 22 YEARS OF SERVICE IN 2015 WITH AN EAS OF 31 MAY 2016 MUST REQUEST A TRANSFER TO FMCR DATE OF NO LATER THAN 31 MAY 2016.
        (D) DC MRA WILL RETAIN SERVICE LIMIT WAIVER AUTHORITY FOR SGTMAJ/MGYSGT WHO REQUEST TO SERVE BEYOND 30 YEARS OF SERVICE.
    (2) PROMOTION CONSIDERATION
        (A) PER REF D, MARINES WHO MUST TRANSFER TO THE FMCR DUE TO THE ABOVE LIMITS MAY REQUEST PROMOTION CONSIDERATION IN CONJUNCTION WITH TRANSFER TO FMCR VIA CORRESPONDENCE TO CMC (MMSR-2) IF THEIR APPROVED TRANSFER TO FMCR DATE IS AFTER THE SCHEDULED ADJOURNMENT DATE OF THE NEXT PROMOTION BOARD.
    (3) CONTINUATION OF SERVICE
        (A) CPLS WITH 4 OR MORE YEARS OF SERVICE WHO REENLIST AT THE FTAP MAY BE AUTHORIZED A 4 OR 5 (IF REQUIRED) YEAR REENLISTMENT.
        (B) SGTS WITH BETWEEN 7 AND 8 YEARS OF SERVICE WHO HAVE NEVER BEEN IN-ZONE FOR SSGT MAY BE AUTHORIZED A 36 MONTH REENLISTMENT IF THEIR PMOS IS ELIGIBLE FOR A SELECTIVE REENLISTMENT BONUS (SRB).
        (C) THE SERVICE LIMITATION FOR SERGEANTS IS 10 YEARS OR 2 FAILED SELECTIONS TO SSGT.  THE IMPLEMENTATION OF THIS CHANGE HAS MULTIPLE ASPECTS.
          (I) ALL EXISTING SERVICE CONTRACTS FOR SERGEANTS WILL BE HONORED REGARDLESS OF TIS CONSTRAINTS.
          (II)  UPON THE RELEASE OF THE RESULTS OF THE ANNUAL STAFF SERGEANT PROMOTION BOARD, THOSE SERGEANTS NOT SELECTED FOR PROMOTION TWICE (OR MORE) WILL BE DENIED FURTHER SERVICE BEYOND THEIR EXISTING EAS.  AN EXTENSION OF CURRENT CONTRACT THAT ALLOWS ADDITIONAL SERVICE FOR ADEQUATE TRANSITION OF UP TO SIX MONTHS BEYOND THE ADJOURNMENT DATE OF THE RECENT STAFF BOARD CAN BE REQUESTED IF CURRENT EAS IS NOT BEYOND THAT DATE.  THOSE SERGEANTS WITH ONE PASS FOR PROMOTION WITH LESS THAN 10 YEARS OF SERVICE MAY REQUEST AN EXTENSION OF THEIR CURRENT CONTRACT TO A DATE THAT IS SIX MONTHS FOLLOWING THE NEXT ANNUAL SSGT PROMOTION BOARD TO ALLOW AN OPPORTUNITY FOR AN ADDITIONAL PROMOTION SELECTION BOARD.  SERGEANTS WITH ONE PASS FOR PROMOTION WITH MORE THAN 10 YEARS OF SERVICE WILL BE DENIED FURTHER SERVICE BEYOND THEIR EXISTING EAS. AN EXTENSION OF CURRENT CONTRACT THAT ALLOWS ADDITIONAL SERVICE FOR ADEQUATE TRANSITION OF UP TO SIX MONTHS BEYOND THE ADJOURNMENT DATE OF THE RECENT STAFF BOARD CAN BE REQUESTED IF CURRENT EAS IS NOT BEYOND THAT DATE.
          EXAMPLE:  SGT SMITH WITH 11 YEARS OF SERVICE HAS AN EAS OF 20141030 AND FAILED SELECTION TO STAFF SERGEANT FOR HIS FIRST PROMOTION CONSIDERATION WITH BOARD RESULTS BEING PUBLISHED 20140919. SGT SMITH CAN REQUEST AN EXTENSION OF CURRENT CONTRACT NOT TO EXCEED BEYOND 20150319 OR EXIT THE SERVICE AT CURRENT EAS OF 20141030.
          (III)  ALL SERGEANTS, WITHOUT A REDUCTION IN GRADE (EXCEPT FOR ADMINSTRATIVE ERROR REDUCTION) AT ANY POINT IN THEIR CAREER, WILL NORMALLY BE ALLOWED A MINIMUM OF ONE OPPORTUNITY FOR PROMOTION TO SSGT, AS LONG AS THAT OPPORTUNITY FOR PROMOTION COMES PRIOR TO 13 YEARS OF TOTAL SERVICE.
        (D) PER REF E CMC (MMEA) WILL CONSIDER EXTENSION REQUESTS FOR GYSGTS, 1STSGTS, AND MSGTS ON A CASE BY CASE BASIS, PROVIDED THEY DO NOT EXCEED SERVICE LIMITS.
        (E) MARINES REQUESTING A WAIVER OF ECFC:
          (I) WHO MEET ELIGIBILITY REQUIREMENTS TO TRANSFER TO THE FMCR, WILL SUBMIT AN AA FORM/STANDARD NAVAL LETTER WITH JUSTIFICATION, VIA THE MARINE'S CHAIN OF COMMAND, UP TO THE FIRST GENERAL OFFICER, TO INCLUDE SUPPORTING COMMAND ENDORSEMENTS, TO CMC (MMSR-2) FOR PROCESSING.
          (II) WHO DO NOT MEET ELIGIBILITY REQUIREMENTS TO TRANSFER TO THE FMCR, OR WHO ARE REQUESTING A WAIVER OF ECFC IN CONJUNCTION WITH REENLISTMENT/EXTENSION WILL SUBMIT A REENLISTMENT/EXTENSION REQUEST THROUGH THEIR COMMAND CAREER PLANNER VIA THE TOTAL FORCE RETENTION SYSTEM (TFRS), WITH COMMAND ENDORSEMENTS THROUGH THE FIRST GENERAL OFFICER, TO CMC (MMEA) FOR PROCESSING.
          (III)  SGTS SUBJECT TO ECFC SERVICE LIMITATIONS MAY APPLY FOR A WAIVER FOR SERVICE UP TO 13 YEARS IN EXTENUATING CIRCUMSTANCES THROUGH THEIR COMMAND CAREER PLANNER VIA TFRS, WITH COMMAND ENDORSEMENTS THROUGH THE FIRST GENERAL OFFICER, TO CMC (MMEA) FOR PROCESSING.  EXAMPLES OF SUCH CIRCUMSTANCES ARE MARINES DEEMED CRITICAL BY THEIR COMMANDERS TO AN UPCOMING UNIT DEPLOYMENT OR MARINES IN A CRITICALLY SHORT MOS.  WAIVER AUTHORITY FOR SUCH MARINES RESIDES WITH DC, MRA.
          (IV)  DIR, MM IS AUTHORIZED TO GRANT A WAIVER FOR SERGEANT ECFC LIMITATIONS UP TO TWELVE YEARS OF SERVICE FOR SELECT SERGEANTS THAT HAVE NOT FAILED A SELECTION TO STAFF SERGEANT, IS FULLY QUALIFIED FOR RETENTION AND IS COMPETITIVE FOR PROMOTION.  THIS WAIVER AUTHORIZES DIR, MM TO REENLIST/EXTEND SELECT SERGEANTS IN ORDER TO GAIN OBLIGATED SERVICE TO EXECUTE PCA/PCSO ISSUED BY CMC(MMEA) UP TO TWELVE YEARS OF SERVICE.  ALL OTHER ECFC WAIVER AUTHORITY FOR SERGEANTS CONTINUES TO RESIDE WITH DC, MRA.
          (V) 1STSGTS/MSGTS AND BELOW, WHO HAVE BEEN TWICED PASSED FOR PROMOTION OR WHO HAVE MET SERVICE LIMITS, PER PARA 3H, WILL NOT BE CONSIDERED FOR SERVICE LIMIT EXTENSIONS GREATER THAN ONE YEAR.
          (VI) PER REF K, COMMANDING OFFICERS ENSURE ALL ELIGIBLE ACTIVE DUTY MARINES ATTEND TRANSITION READINESS SEMINAR (TRS) 12 TO 14 MONTHS BEFORE THEIR EAS BUT COMPLETE TRS NO LESS THAN 180 DAYS PRIOR TO THAT DATE.  REQUESTS FOR AN ECFC WAIVER BASED SOLELY TO COMPLETE THE TRS ATTENDANCE REQUIREMENT SHOULD CONTAIN AMPLIFYING INFORMATION FOR NOT BEING ABLE TO COMPLY WITH REF K.
        (F) PER REF F, SERGEANTS MAJOR WHO DESIRE CONSIDERATION FOR COMMAND LEVEL SLATING, BUT REQUIRE A WAIVER OF THE 30 YEAR SERVICE LIMIT WILL BE CONSIDERED ON A CASE-BY-CASE BASIS.
  I.  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 IN CERTAIN CRITICAL MOS(S) A MONETARY INCENTIVE TO REENLIST.  THIS HELPS THE MARINE CORPS RETAIN MARINES IN CRITICALLY SHORT MOS(S).  REF G IDENTIFIES THOSE MOS(S) TARGETED FOR AN SRB DURING FY15.  THE SRB PROGRAM MAY BE EXTENDED, SHORTENED, OR MODIFIED THROUGHOUT THE FISCAL YEAR TO MEET MANPOWER REQUIREMENTS AND/OR FISCAL CONSTRAINTS.
    (2) SEPARATION PAY.  FACILITATES TRANSITION TO CIVILIAN LIFE FOR THOSE CAREER MARINES WHO HAVE BEEN DENIED FURTHER SERVICE. INVOLUNTARY SEPARATION PAY DOES NOT APPLY TO THOSE MARINES WHO VOLUNTARILY SEPARATE FROM THE MARINE CORPS.  REF H STIPULATES THAT ENLISTED MEMBERS WITH 6 OR MORE, BUT LESS THAN 20, YEARS OF ACTIVE SERVICE IMMEDIATELY BEFORE DISCHARGE, AND WHO ARE DISCHARGED INVOLUNTARILY OR ARE DISCHARGED AS A RESULT OF THE DENIAL OF REENLISTMENT, ARE NORMALLY ENTITLED TO INVOLUNTARY SEPARATION PAY. TWICE PASSED SSGTS WITH LESS THAN 20 YEARS OF ACTIVE SERVICE ARE NOT ELIGIBLE FOR INVOLUNTARY SEPARATION PAY UNLESS DENIED FURTHER SERVICE BY CMC (MMEA-6).  REFS E AND I FURTHER ADDRESS THE CURRENT SEPARATION PAY POLICY AND TO WHOM IT APPLIES.  ADDITIONAL GUIDANCE ON VOLUNTARY SEPARATION PAY POLICIES FOR FY15 IS WILL BE AVAILABLE VIA SEPARATE MARADMIN.
      (A)  ALL SERGEANTS SUBJECT TO ECFC LIMITS MUST SUBMIT FOR SEPARATIONS PAY DETERMINATION PER REF E. ONLY THOSE DENIED FURTHER SERVICE ARE ELIGIBLE FOR SEPARATIONS PAY DETERMINATION.
      (B)  TWICE PASSED SSGTS WITH LESS THAN 20 YEARS OF ACTIVE SERVICE ARE NOT ELIGIBLE FOR INVOLUNTARY SEPARATION PAY UNLESS DENIED FURTHER SERVICE BY CMC (MMEA-6).
4.  MARINES INTERESTED IN AFFILIATION WITH A SELECTED MARINE CORPS RESERVE UNIT OR THE ACTIVE RESERVE PROGRAM SHOULD CONTACT THEIR LOCAL PRIOR SERVICE RECRUITER ON THEIR BASE OR CALL 1-800-MARINES.
5.  ACTION.  COMMANDERS, SENIOR ENLISTED LEADERS, AND CAREER PLANNERS WILL FAMILIARIZE ALL MARINES WITH THE CONTENTS OF THIS BULLETIN.
6.  RESERVE APPLICABILITY.  THIS BULLETIN IS NOT APPLICABLE TO THE MARINE CORPS RESERVE.
7.  CANCELLATION.  30 SEP 2015.
8.  RELEASE AUTHORIZED BY SES M. F. APPLEGATE, DIRECTOR, MANPOWER PLANS AND POLICY DIVISION.//