R 011445Z JUL 20
MARADMIN 378/20
MSGID/GENADMIN/CMC WASHINGTON DC MRA RA//
SUBJ/FISCAL YEAR 2021 (FY21) MARINE CORPS RESERVE RETENTION CAMPAIGN AND GOALS//
REF/A/MSGID: DOC/ MCO 1040R.31//
AMPN/REF A IS MCO 1040R.31, RESERVE CAREER RETENTION AND DEVELOPMENT MANUAL//
POC/KEVIN. 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 FY21 Marine Corps Reserve Retention Campaign begins on 7 July 2020.
2.  Detailed FY21 retention guidelines for the First Term Obligation Plan (FTOP), Subsequent Term Obligation Plan (STOP), Selected Marine Corps Reserve (SMCR) Reenlistment, Individual Ready Reserve (IRR) Reenlistment, IRR Interviews, Active Reserve Accession (ARA), 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, SMCR Reenlistment, IRR Reenlistment, IRR Interviews, ARA 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 7 July 2020.  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, SMCR Reenlistment, IRR Reenlistment, IRR Interviews, ARA 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 FY21 are encouraged to submit a request for further service via TFRS to RAM-1 prior to 15 December 2020.  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 2020 and 29 February 2021 until 30 April 2021 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 FY21 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 26 February 2021.
4.a.2.  Phase II:  Phase II begins 27 February 2021.  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.  All Marines serving in the Individual Ready Reserve (IRR) with a RECC that expires in FY21 are encouraged to submit a request for further service via TFRS to RAM-1 prior to 30 April 2021.  Phase II ends on 30 April 2021.
4.a.3.  Phase III:  Phase III begins 1 May 2021.  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 6 July 2021.
5.  Changes or updates to the initial assigned goal categories will be published via separate correspondence to Marine Forces Reserve.
The FY21 targets are as follows:
    (a)  FY21 FTOP target requires the obligation of 170 Marines.
    (b)  FY21 STOP requires the obligation of 135 Marines.
    (c)  FY21 retention goal requires the reenlistment of a total of 855 Marines.
    (d)  FY21 Individual Ready Reserve (IRR) retention goal requires the reenlistment of a total of 30 Marines with a High Demand, Low Density (HDLD) MOSs as identified on the FY21 Retention Guidelines.
    (e)  FY21 IRR Interview goal requires contacting and interviewing a total of 80 Marines with HDLD MOSs as identified on the FY21 Retention Guidelines.  The purpose of the interview goal is to discuss continued service and fulfilling shortfalls within the operational forces.
    (f)  FY21 Warrant Officer goal requires the submission of 24 Warrant Officer applications.
    (g)  FY21 ARA goal requires the submission of 25 applications based on valid program requirements.  Applications must be approved by HQMC and accepted by the applicant.
6.  Commanding Officers and Career Planners will conduct interviews with 100 percent of the eligible FTOP, STOP, 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.
7.  Career Planners are directed to place great emphasis on successfully executing the retention campaign plan throughout all phases.  In accordance with MCO 1040R.31, 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 Opportunity Representative/Advisor (EOR/EOA), Toys for Tots Coordinator, Sexual Assault Prevention and Response (SAPR), Uniformed Victim Advocate (UVA), Sexual Assault Response Coordinator (SARC).  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 Major General H. G. Pratt, Deputy Director, Reserve Affairs Division.//