ALMARS : 402/97
R 041201Z DEC 97 ZYB
FM CMC WASHINGTON DC//M-RA//
TO ALMAR
BT
UNCLAS //N05314//
ALMAR 402/97
MSGID/GENADMIN/MPP//
SUBJ/MCBUL 5314. ENLISTED CAREER FORCE CONTROLS (ECFC)
/PROGRAM//
REF/A/RMG/CMC/071619ZSEP93//
REF/B/RMG/CMC/200541ZSEP96//
REF/C/RMG/CMC/011300ZFEB96//
REF/D/RMG/CMC/021200ZMAY95//
REF/E/DOC/CMC/MMPR/26JUN96//
REF/F/DOC/RMG/CMC/061600ZJUL95//
REF/G/RMG/CMC/070900ZSEP94//
REF/H/RMG/CMC/191600ZAPR96//
REF/I/RMG/CMC/291300ZAUG97//
REF/J/DOC/USC TITLE10/SECT 1174//
REF/K/DOC/SECNAV/30JUL91//
REF/L/DOC/CMC/30MAY97//
NARR/REF A IS ALMAR 256/93 CONCERNING THE RELATIONSHIP BETWEEN
PROFESSIONAL MILITARY EDUCATION (PME) AND PROMOTIONS/REENLISTMENTS.
REF B IS ALMAR 339/96 WHICH CLARIFIES THE ENLISTED PME REQUIREMENTS
FOR SGTS THROUGH GYSGTS ELIGIBLE FOR PROMOTION. REF C IS ALMAR
39/96 WHICH PROVIDES GENERAL INFORMATION ABOUT THE RECENTLY
COMPLETED ENLISTED GRADE STRUCTURE REVIEW (EGSR). REF D IS
ALMAR 141/95 ANNOUNCING THE PRIOR SERVICE ENLISTMENT PROGRAM (PSEP).
REF E IS MCO P1400.32B, THE ENLISTED PROMOTIONS MANUAL. REF F
IS ALMAR 198/95 ANNOUNCING INCREASED MERITORIOUS PROMOTIONS FOR
RECRUITERS AND DRILL INSTRUCTORS. REF G IS ALMAR 267/94 ANNOUNCING
A CHANGE TO THE UP OR OUT PROMOTION/RETENTION POLICY AS IT PERTAINS
TO SSGTS. REF H IS ALMAR 163/96 ADDRESSING THE SUSPENSION OF THE UP
OR OUT PROMOTION/RETENTION POLICY FOR SSGTS. REF I IS ALMAR 283/97
ANNOUNCING THE MULTIPLES FOR THE FY98 SELECTIVE REENLISTMENT BONUS.
REF J IS SECTION 1174, OF TITLE 10, U.S. CODE GOVERNING
SEPARATION PAY UPON INVOLUNTARY DISCHARGE OR RELEASE FROM ACTIVE
DUTY. REF K IS SECNAVINST 1900.7G CONCERNING SEPARATION PAY FOR
INVOLUNTARY SEPARATION FROM ACTIVE DUTY. REF L IS MCO P1040.31H,
THE ENLISTED CAREER PLANNING AND RETENTION MANUAL.//
POC/C L FITZGERALD/CAPT/PRIPHN:DSN 224-1653/-/-/SECPHN:(703)614-1653
/-//
RMKS/1. PURPOSE. TO PROVIDE COMMANDERS AND INDIVIDUAL MARINES//
WITH INFORMATION REGARDING THE ORIGIN, REQUIREMENT FOR, AND PROGRAM
ELEMENTS OF THE ECFC PROGRAM.
2. BACKGROUND
A. DURING 1985, IN AN EFFORT TO CURB OUR ESCALATING CAREER
FORCE GROWTH, THE MARINE CORPS IMPLEMENTED A COMPREHENSIVE FORCE
MANAGEMENT STRATEGY CALLED ECFC. THE GOALS OF THE ECFC PROGRAM ARE
TO:
(1) ACTIVELY SHAPE THE INVENTORY OF MARINES BY GRADE AND
MOS TO THE REQUIREMENTS OF THE MARINE CORPS.
(2) CONTROL RETENTION IN ORDER TO STANDARDIZE PROMOTION
TEMPO ACROSS ALL MOS'S TO THE FOLLOWING TIME IN SERVICE (TIS)
PROMOTION TARGETS:
SGT 4.5 YEARS
SSGT 8 YEARS
GYSGT 12 YEARS
1STSGT/MSGT 17 YEARS
SGTMAJ/MGYSGT 22 YEARS
B. THE ECFC PROGRAM WAS NEVER INTENDED AS A FORCE DRAWDOWN
PROGRAM, BUT RATHER A COMPREHENSIVE APPROACH TO BALANCE THE
INVENTORY OF MARINES BY GRADE AND MOS TO MEET THE CAREER FORCE
REQUIREMENT. CONTINUED IMPLEMENTATION OF THESE FORCE MANAGEMENT
STRATEGIES WILL HELP ENSURE THAT COMMANDERS ARE PROVIDED THE RIGHT
MARINES BY GRADE AND MOS.
3. INFORMATION. THE FOLLOWING IS A LIST OF THE ECFC POLICIES AND
PROGRAMS IMPLEMENTED TO DATE WITH A SHORT DISCUSSION OF HOW EACH
SUPPORTS THE ECFC GOALS:
A. PROMOTION BY MOS. MARINES ARE PROMOTED TO THE GRADES OF
CPL AND ABOVE BY MOS BASED ON THE NEEDS OF THE MARINE CORPS. THIS
ENSURES THAT THE SKILLS OF THE INDIVIDUAL MARINES SELECTED FOR
PROMOTION ARE CONSISTENT WITH THE VACANCIES IN THE FORCE.
(1) MARINES ARE CONSIDERED FOR PROMOTION TO SSGT AND ABOVE
BASED ON PRIMARY MOS HELD THE DAY THE SELECTION BOARD CONVENES,
UNLESS THEY HAVE BEEN ASSIGNED AN INTENDED MOS, IN WHICH CASE THEY
WILL BE CONSIDERED FOR PROMOTION IN THE INTENDED MOS, NOT THE
PRIMARY MOS, ON THE CONVENING DATE OF THE BOARD.
(2) REFS A AND B ANNOUNCED THAT EFFECTIVE 1 JAN 1996,
SUCCESSFUL COMPLETION OF AN APPROPRIATE LEVEL NON-RESIDENT PME
COURSE WILL BE REQUIRED FOR PROMOTION. REF B STRESSED THAT
ATTENDANCE OF THE RESIDENT PME COURSE IS NOT A SUBSTITUTE FOR THIS
REQUIREMENT.
B. VARIABLE FIRST TIME IN-ZONE SELECTION OPPORTUNITY. 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% 80% 90%
GYSGT 65% 75% 85%
1STSGT/MSGT 60% 70% 80%
SGTMAJ/MGYSGT 55% 65% 75%
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 1 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 1 YEAR OF THE
AVERAGE TIS TO PROMOTION TO THAT GRADE WILL RECEIVE THE MINIMUM
OPPORTUNITY. 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. 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 1 YEAR OF THE
AVERAGE TIS TO PROMOTION TO THAT GRADE WILL RECEIVE THE MAXIMUM
OPPORTUNITY. 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. ADDITIONALLY, SINCE SUCH MOS'S ARE
CHARACTERISTICALLY UNDER STRENGTH, WE CAN ENHANCE RETENTION BY
REDUCING THE PERCENTAGE OF NON-SELECTIONS RELATIVE TO OTHER MOS'S.
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.
C. ENLISTED GRADE SHAPING. REF C PROVIDES GENERAL INFORMATION
ABOUT THE MOST RECENT EGSR. THE EGSR WAS CONDUCTED TO ENSURE EACH
MOS HAD A PYRAMID-SHAPED STRUCTURE REQUIREMENT THAT:
(1) SUPPORTS MARINES BEING PROMOTED AT THE TIS TARGETS FOR
EACH GRADE.
(2) DEFINED A LOGICAL CAREER PATH THAT IS ACHIEVABLE
THROUGH THE MANPOWER PROCESS. WITH THE NUMEROUS FORCE STRUCTURE
CHANGES PREDICATED BY DOWNSIZING OVER THE PAST SEVERAL YEARS,
PROPER EMPHASIS HAD NOT BEEN PLACED ON THE GRADE REQUIREMENTS OF
MOS'S. PRIOR TO THE EGSR, MANY MOS'S HAD MORE GYSGT THAN SSGT
BILLETS, WHICH MEANT THAT SSGTS IN THESE MOS'S WERE GENERALLY
PROMOTED QUICKLY TO GYSGT. HOWEVER, SOME MOS'S HAD A REQUIREMENT
FOR 100 SSGTS BUT ONLY 3 GYSGTS. MARINES IN THESE MOS'S HAD
VERY LITTLE OPPORTUNITY FOR PROMOTION. MOS SPECIALISTS AND OCCFLD
SPONSORS ARE NOW CHARGED WITH ENSURING THAT T/O CHANGES DO NOT
ADVERSELY AFFECT THE GRADE SHAPE OF THEIR MOS'S.
D. RESTRICTIONS ON PRIOR SERVICE ACCESSIONS. 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 D, QUALIFIED PRIOR SERVICE
MARINES WHO FIT A CRITICAL MARINE CORPS REQUIREMENT WILL BE
CONSIDERED FOR REENLISTMENT ON A CASE-BY-CASE BASIS. CURRENT PLANS
CALL FOR THE PSEP TO CONTINUE THROUGH FY98.
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 GENERALLY
RESTRICTED TO MARINES IN SPECIAL DUTY ASSIGNMENTS (DRILL
INSTRUCTORS, MARINE SECURITY GUARDS, AND RECRUITER). REF E CONTAINS
ADDITIONAL INFORMATION ABOUT MERITORIOUS PROMOTIONS. REF F
ANNOUNCED ADDITIONAL MERITORIOUS PROMOTIONS FOR RECRUITERS AND
DRILL INSTRUCTORS.
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 ARE BASED ON CAREER FORCE STRUCTURE REQUIREMENTS AND
PROJECTED INVENTORY. THIS ENSURES THE REENLISTMENT OF FIRST
TERM MARINES IS CONTROLLED AND DOES NOT CAUSE FURTHER PROMOTION
STAGNATION IN OVER-STRENGTH MOS'S. THE FTAP ALSO ASSISTS IN
ALLEVIATING SHORTAGES IN UNDER-STRENGTH MOS'S SINCE SOME FIRST TERM
MARINES IN OVER-STRENGTH MOS'S ARE REQUIRED TO LATERALLY MOVE TO AN
MOS FOR WHICH THERE IS A BOATSPACE AND, IF REQUIRED, A LATERAL MOVE
SCHOOL SEAT. CAREER PLANNING NEWSGRAMS ANNOUNCING THOSE MOS'S OPEN
TO FIRST TERM REENLISTMENTS ARE PROVIDED TO THE FIELD BY THE
ENLISTED RETENTION SECTION (MMEA-6).
G. VOLUNTARY EARLY TRANSFER TO THE FMCR PROGRAM/ENLISTED
SELECTIVE EARLY RETIREMENT BOARD (ESERB). THESE ELEMENTS OF THE
ECFC PROGRAM HELP ALLEVIATE PROMOTION STAGNATION AND MANPOWER
EXCESSES BY REDUCING THE NUMBER OF FMCR-ELIGIBLE MARINES IN
SELECTED GRADES AND MOS'S.
(1) FOR THE VOLUNTARY PROGRAM, WAIVERS OF VARIOUS SERVICE
OBLIGATIONS (I.E., TIME ON STATION, TIME IN GRADE, ETC.) ARE
GRANTED TO ENCOURAGE RETIREMENT ELIGIBLE VOLUNTEERS IN OVER-
STRENGTH GRADES AND MOS'S TO TRANSFER TO THE FMCR. DEPENDING ON
THE SUCCESS OF THE VOLUNTARY PROGRAM, AN ESERB CAN BE USED TO
REDUCE REMAINING OVERAGES.
(2) ADDITIONALLY, AS PART OF THE MARINE CORPS EFFORT TO
CONTROL THE FMCR-ELIGIBLE POPULATION, MARINES WITH 20 OR MORE YEARS
OF SERVICE ARE LIMITED TO 3 YEAR TERMS OF REENLISTMENT.
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 OR
TRANSFERRED TO THE FMCR. ENFORCEMENT OF SERVICE LIMITS IMPROVES
PROMOTION OPPORTUNITY FOR MARINES IN JUNIOR GRADES. THE CURRENT
SERVICE LIMITS ARE AS FOLLOWS:
CPL 8 YEARS
SGT 13 YEARS
SSGT 20 YEARS
GYSGT 22 YEARS
1STSGT/MSGT 27 YEARS
SGTMAJ/MGYSGT 30 YEARS
SSGTS, GYSGTS, AND 1STSGTS/MSGTS WHO HAVE TWICE FAILED SELECTION
PRIOR TO REACHING THE ABOVE SERVICE LIMITS ARE NOT PERMITTED TO
CONTINUE TO THESE LIMITS.
(1) CPLS WITH 4 OR MORE YEARS OF SERVICE WHO REENLIST
AT THE FTAP MAY BE AUTHORIZED A 4 YEAR REENLISTMENT IF ELIGIBLE
FOR A SELECTIVE REENLISTMENT BONUS.
(2) SGTS WHO HAVE TWICE FAILED SELECTION AND WHO HAVE
REACHED THEIR EAS PRIOR TO COMPLETING 13 YEARS OF SERVICE CANNOT
REENLIST/EXTEND. SGTS WHO HAVE FAILED SELECTION ONCE AND WHO HAVE
REACHED EAS PRIOR TO COMPLETING 13 YEARS OF SERVICE MAY BE OFFERED
UP TO A 1 YEAR EXTENSION VICE REENLISTMENT PROVIDED THE EXTENSION
WILL NOT TAKE THEM PAST SERVICE LIMITS.
(3) REF G ANNOUNCED THAT SSGTS WHO HAVE TWICE FAILED
SELECTION WILL BE SEPARATED AT THEIR EAS. REF H SUSPENDED THIS
POLICY. SSGTS WHO HAVE TWICE FAILED SELECTION TO GYSGT MAY BE
AUTHORIZED REENLISTMENT AND/OR EXTENSION TO CONTINUE SERVICE UP TO
20 YEARS PROVIDED THEY CONTINUE TO MEET OUR HIGH STANDARDS OF
PERFORMANCE AND PERSONAL CONDUCT.
(4) SSGTS AND GYSGTS WHO HAVE TWICE FAILED SELECTION TO
GYSGT OR MSGT ARE REQUIRED TO TRANSFER TO THE FMCR AT THEIR EAS
UPON REACHING 20 YEARS OF SERVICE.
(5) 1STSGTS/MSGTS WHO TWICE FAIL SELECTION TO
SGTMAJ/MGYSGT ARE REQUIRED TO TRANSFER TO THE FMCR AT THEIR EAS
ONCE THEY HAVE COMPLETED AT LEAST 22 YEARS OF SERVICE.
(6) NOTE THAT FOR THE PURPOSES OF SERVICE LIMITS, MARINES
FAIL SELECTION FROM THE PROMOTION ZONE AND ABOVE ZONE ONLY; MARINES
IN THE BELOW ZONE WHO ARE CONSIDERED BUT NOT SELECTED FOR PROMOTION
ARE NOT REGARDED AS HAVING BEEN PASSED FOR PROMOTION.
ADDITIONALLY, GYSGTS WHO ARE CONSIDERED FOR 1STSGT BUT NOT SELECTED
FOR 1STSGT ARE NOT REGARDED AS HAVING BEEN PASSED FOR PROMOTION.
I. OTHER SUPPORTING PROGRAMS. WHILE NOT FORMALLY CONSIDERED
PART OF THE ECFC PROGRAM, THE FOLLOWING PROGRAMS SUPPORT THE GOALS
OF THE ECFC PROGRAM:
(1) SELECTIVE REENLISTMENT BONUS (SRB) PROGRAM. THE SRB
PROGRAM PROVIDES MARINES WITH CERTAIN SKILLS A MONETARY INCENTIVE
TO REENLIST. THIS HELPS REDUCE SHORTAGES IN CRITICAL SKILLS IN
ORDER TO FACILITATE PROVIDING THE COMMANDER WITH THE RIGHT NUMBER
OF MARINES TO ACCOMPLISH HIS OR HER MISSION.
(A) REF I IDENTIFIES THOSE MOS'S TARGETED FOR AN SRB
BONUS DURING FY98. THESE MULTIPLES MAY BE MODIFIED THROUGHOUT THE
FISCAL YEAR AS THE NEEDS OF THE MARINE CORPS CHANGE.
(B) WE PLAN TO OFFER SRB'S THROUGHOUT THE NEXT SEVERAL
FISCAL YEARS.
(2) FRONT-END ANALYSIS (FEA) PROGRAM. THIS PROGRAM,
CONDUCTED BY CG MCCDC, FACILITATES THE CLUSTERING OF SUFFICIENTLY
RELATED MOS'S BY IDENTIFYING SIMILAR SKILLS BASED ON COLLECTIVE AND
INDIVIDUAL TRAINING STANDARDS. THE FEA PROGRAM ASSISTS IN MEETING
ECFC GOALS BY CLUSTERING SMALLER POPULATION MOS'S WHICH
HISTORICALLY HAVE HAD SLOWER PROMOTION TEMPO THAN THE LARGER
POPULATION MOS'S.
(3) SEPARATION PAY. FACILITATES TRANSITION TO CIVILIAN
LIFE FOR THOSE CAREER MARINES WHO HAVE BEEN DENIED FURTHER SERVICE.
SEPARATION PAY DOES NOT APPLY TO THOSE MARINES WHO VOLUNTARILY
SEPARATE FROM THE MARINE CORPS. REF J STIPULATES THAT ENLISTED
MEMBERS WHO ARE DISCHARGED INVOLUNTARILY OR ARE SEPARATED AS A
RESULT OF THE DENIAL OF REENLISTMENT ARE ENTITLED TO SEPARATION
PAY. REFS K AND L FURTHER ADDRESS THE REASONS FOR THE CURRENT
SEPARATION PAY POLICY AND WHO IT APPLIES TO.
(4) VOLUNTARY SEPARATION INCENTIVE/SPECIAL SEPARATION
BENEFIT (VSI/SSB) PROGRAM. VSI/SSB WAS AUTHORIZED TO ASSIST THE
SERVICES IN MEETING END STRENGTH REDUCTIONS. THE MARINE CORPS
OFFERED VSI/SSB DURING FY92-94 IN THOSE CASES WHERE ECFC PLANS AND
POLICIES ALONE WERE NOT SUFFICIENT TO ACHIEVE DESIRED FORCE SHAPING
IN A TIMELY MANNER. THERE ARE CURRENTLY NO PLANS TO OFFER VSI/SSB.
(5) THERE ARE NO PLANS TO IMPLEMENT A 15-YEAR RETIREMENT
PROGRAM.
4. ACTION. COMMANDERS WILL FAMILIARIZE ALL MARINES WITH THE
CONTENTS OF THIS BULLETIN AND INCLUDE DISCUSSION OF ITS CONTENTS
WHERE APPLICABLE IN PME AND CAREER COUNSELING SESSIONS.
5. RESERVE APPLICABILITY. THIS BULLETIN IS NOT APPLICABLE TO THE
MARINE CORPS RESERVE.
6. CANCELLATION. 30 SEP 1998.//
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