R 031942Z APR 19
MARADMIN 216/19
MSGID/GENADMIN/CMC WASHINGTON DC MRA MM//
SUBJ/CHANGE 4 TO THE CAREER INTERMISSION PROGRAM (CIP)//
REF/A/DOC/USG/13AUG18//
REF/B/DOC/USG/18OCT18//
REF/C/MSG/CMC WASHINGTON DC MRA MP/232125ZAUG13//
REF/D/ MSG/CMC WASHINGTON DC MRA MP/222032ZAPR14//
REF/E/MSG/CMC WASHINGTON DC MRA MP/281455ZOCT15//
REF/F/MSG/CMC WASHINGTON DC MRA MP/122215ZDEC16//
REF/G/DOC/USG/2NOV15//
NARR/REF A IS SECTION 551 OF THE NDAA OF FY19. REF B IS DEPARTMENT OF DEFENSE (DOD) INSTRUCTION 1327.07 CAREER INTERMISSION PROGRAM (CIP) FOR SERVICE MEMBERS. REF C IS MARADMIN 418/13, CAREER INTERMISSION PILOT PROGRAM.  REF D IS MARADMIN 212/14, UPDATE TO THE CAREER INTERMISSION PILOT PROGRAM (CIPP).  REF E IS MARADMIN 543/15, CHANGE 2 TO THE CAREER INTERMISSION PILOT PROGRAM (CIPP).  REF F IS MARADMIN 649/16, CHANGE 3 TO THE CAREER INTERMISSION PROGRAM (CIP).  REF G IS HQMC-PR (RFF) 7220.31S MARINE CORPS TOTAL FORCE SYSTEM AUTOMATED PAY SYSTEM MANUAL (MCTFS APSM)//
POC/L. SIMONE/CAPT/DC MRA/MM/MMSR-2/TEL:  703-432-9459//
GENTEXT/REMARKS/1. Purpose. This MARADMIN announces changes to the Marine Corps Career Intermission Program (CIP).
2. Background.  References (a) and (b) authorize the Secretaries of the military departments to implement a CIP under which officer and enlisted service members may be temporarily released from active service with a corresponding appointment or enlistment in the individual ready reserve (IRR).  Per reference (c), Marines will retain certain active duty benefits and shall return to active duty in the Marine Corps at the end of the inactive duty period.  The CIP became a permanent program, per reference (a), removing the requirement for intermission to begin on or before December 31, 2019.
3. There remains no limit on the number of participants to be approved for the CIP.  This Program remains open to all unrestricted military occupational specialties (MOS): however, special consideration will be given to those MOSs experiencing retention challenges on a case by case basis.
3.a. Restricted officers are not eligible for the CIP.
4. Eligibility requirements remain per references (c-f).  Eligible applicants will submit a complete application package to the Deputy Commandant Manpower and Reserve Affairs (DC MRA), Manpower Management Separations and Retirement (MMSR-2) organizational email.
4.a. Send officer applications to: SMB.MANPOWER.MMSR2O@usmc.mil
4.b. Send enlisted applications to: SMB.MANPOWER.MMSR2E@usmc.mil
4.c. MMSR-2 will route applications to applicable stakeholders for recommendation and final approval by Director, Manpower Management (MM).  Potential applicants may find the CIP application and contract on the MMSR Active Duty Separations webpage under the section titled “Frequently Asked Questions” under related links.
4.d. Link: https:(slash)(slash)www.manpower.usmc.mil/webcenter/portal/MMSR_ADS/pages_faqs.
5. Per reference (a), CIP participants are entitled to carry forward their existing leave balance accumulated in accordance with Section 701 of Title 10, United States Code, but not to exceed 60 days.  Marines must make the election in writing to their servicing administrative unit/Installation Personnel Administration Center (IPAC) prior to separation.  The written election must include the members signature and a date to affirm when the election was made.  If an election to carry over leave is not made in writing, any remaining leave balance will be sold back to the Marines per reference (g) upon separation.  Marines should contact their servicing administrative unit/IPAC with any questions.
6. Marines are reminded that while on intermission under the CIP, active duty benefits are not available except for those expressly authorized in reference (a).  Commanders or counseling officers shall appropriately counsel applicants on personal and family considerations while on intermission.  Counseling shall include eligibility to benefits, compensation, permanent change of station (PCS) travel and transportation, medical and dental care, service members group life insurance (SGLI), leave accrual, and education benefits applicable to the service member and dependents.  While in an IRR status service members do not rate the SGLI or family SGLI, nor any active duty death benefits or entitlements.  Marines should be prepared to plan appropriately for their estate in the event of death while on the CIP.
7. Marines are also reminded of the requirement to complete professional military education (PME).  Marines should plan to have completed or be able to complete required PME prior to the convening date of the board when becoming eligible for promotion to the next grade.  Projected promotion zones may shift while on an intermission, resulting in a Marine returning to active duty being placed in a zone for promotion earlier or later than anticipated.
8. A major change to reference (c) is that MMOA-3 will process the return to active duty of officer participants.  Officers will be contacted via separate correspondence approximately nine months prior to their return to active duty with coordinating instructions.  Enlisted personnel returning to active duty will receive coordinating instructions from the Prior Service Enlistment Program Chief, or designated representative from the applicable recruiting district.
9. Reserve applicability.  This MARADMIN is not applicable to the Marine Corps Reserve.
10. Release authorized by MajGen Craig C. Crenshaw, Director, Manpower Management Division.//