R 121952Z SEP 18
MARADMIN 507/18
MSGID/GENADMIN/CMC WASHINGTON DC MRA RA//
SUBJ/FY19 SELECTED MARINE CORPS RESERVE (SMCR) 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 0583/EMAIL: KEVIN.L.BROWN5@USMC.MIL//
GENTEXT/REMARKS/1.  The Marine Corps Reserve career force objectives are to retain and obligate the most qualified Marines by grade and MOS within a valid SMCR Billet Identification Code (BIC) to support the integration of the Reserves into the total force.  The execution of the FY19 SMCR Retention Campaign begins on 1 October 2018.
2.  Detailed FY19 retention guidelines for the First Term Obligation Plan (FTOP), Subsequent Term Obligation Plan (STOP), Reenlistment 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
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 operation for FTOP, STOP, Reenlistment 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 1 October 2018.  The purpose of Phase I is to initiate the processing and submission of retention requests.  Commands can utilize the submission goals to assist in formulating initial missions at the MSC or unit level.  Career Planners will brief their key leaders and eligible Marines outlining the FTOP, STOP, retention and warrant officer application process during the initial stages of this phase.  Reenlistment eligible Marines with a Reserve End of Current Contract (RECC) that expires in FY19 and who do not submit a request for further service prior to 1 June 2019 will be conveying that their intent is to exit the Marine Corps Reserve.
4.a.2.  Phase II:  Phase II begins 28 February 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.
4.a.3.  Phase III:  Phase III begins 1 June 2019.  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 30 September 2019.
5.  The FY19 targets are as follows:
    (a)  FY19 FTOP requires the obligation of 312 Marines.
    (b)  FY19 STOP requires the obligation of 47 Marines.
    (c)  FY19 retention goal requires the reenlistment of 1050 Marines.
    (d)  FY19 Warrant Officer goal requires the submission of 26 Warrant Officer applications.
6.  Commanding Officers and Career Planners will conduct interviews with 100 percent of the eligible FTOP, STOP, reenlistment, and eligible warrant officer populations in order to advise Marines of their career options.  The results of all interviews will be captured within the TFRS Interview Management module.
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, Classified Material Systems (CMS) Custodian, Equal oordinator, Sexual Assault Representative, Family Readiness Officer, etc.  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.//