R 212227Z NOV 06
FM CMC WASHINGTON DC(UC)
TO AL MARADMIN(UC)
UNCLASSIFIED//
MARADMIN 551/06
MSGID/GENADMIN/CMC WASHINGTON DC//
SUBJ/MCBUL 5314 ENLISTED CAREER FORCE CONTROLS (ECFC) PROGRAM//
REF/A/MSGID:MSG/CMC/071619ZSEP1993//
REF/B/MSGID:MSG/CMC/200541ZSEP1996//
REF/C/MSG/CMC/270731ZJUN2006//
REF/D/MSG/CMC/271200ZAPR2005//
REF/E/DOC/CMC/01OCT2002//
REF/F/DOC/CMC/11MAY2006//
REF/G/MSG/CMC/101018ZMAY2002//
REF/H/MSG/CMC/291536ZJUN2001//
REF/I/MSG/CMC/070900ZSEP1994//
REF/J/MSG/CMC/191600ZAPR1996//
REF/K/DOC/CMC/30MAY2001//
REF/L/DOC/CMC/23JUN2004//
REF/M/MSG/CMC/130800ZJUL2001//
REF/N/MSGID:MSG/CMC/212121ZJUL06//
REF/O/MSGID:DOC/USC TITLE 10 SECT 1174/-//
REF/P/MSGID:DOC/CNO/20DEC2005//
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 PROFESSIONAL
MILITARY EDUCATION REQUIREMENTS FOR SERGEANTS THROUGH GUNNERY
SERGEANTS ELIGIBLE FOR PROMOTION.
 REF C IS ALMAR 026/06 WHICH PROVIDES A WAIVER OF PME REQUIREMENTS
FOR FY07 SNCO SELECTION BOARDS.
 REF D IS MARADMIN 195/05 WHICH PROVIDES GENERAL
INFORMATION ABOUT THE MOST RECENT (2006) ENLISTED GRADE STRUCTURE
REVIEW (EGSR).
 REF E IS MCO 1130.80A, PRIOR SERVICE AND RESERVE AUGMENTATION
ENLISTMENTS INTO THE REGULAR MARINE CORPS.
 REF F IS MCO P1400.32D, THE ENLISTED PROMOTIONS MANUAL.
 REF G IS MARADMIN 262/02 ANNOUNCING THE EXPANSION OF THE SNCO
MERITORIOUS PROMOTION POLICY.
 REF H IS MARADMIN 313/01 ANNOUNCING A REVISION IN THE "UP OR OUT"
POLICY FOR SERGEANTS.
 REF I IS ALMAR 267/94 ANNOUNCING A CHANGE TO THE UP OR OUT
PROMOTION/RETENTION POLICY AS IT PERTAINS TO STAFF SERGEANTS.
 REF J IS ALMAR 163/96 ADDRESSING THE SUSPENSION OF THE UP OR OUT
PROMOTION/RETENTION POLICY FOR STAFF SERGEANTS.
 REF K IS MCO P1900.16F, MARINE CORPS SEPARATION AND RETIREMENT
MANUAL.
 REF L IS MCO P1040.31J, THE ENLISTED RETENTION AND CAREER
DEVELOPMENT MANUAL.
 REF M IS ALMAR 032/01 OUTLINING THE SERGEANTS MAJOR SLATING
PROCESS.
 REF N IS MARADMIN 334/06 ANNOUNCING THE ZONE A, B AND C MULTIPLES
FOR THE FY07 SELECTIVE REENLISTMENT BONUS PROGRAM(SRBP).
 REF O IS SECTION 1174, OF TITLE 10, UNITED STATES CODE GOVERNING
SEPARATION PAY UPON INVOLUNTARY DISCHARGE OR RELEASE FROM ACTIVE DUTY.
 REF P IS OPNAVINST 1900.4 CONCERNING SEPARATION PAY FOR INVOLUNTARY
SEPARATION FROM ACTIVE DUTY.//
POC/J. R. MORGAN/MAJ/CMC MPP-20/-/TEL:DSN 278-9362/-//
GENTEXT/REMARKS/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.  THE MARINE CORPS IMPLEMENTED ECFCS IN 1985 TO BETTER MANAGE THE
CAREER FORCE.  TO DATE, ECFCS HAVE 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) CONTROL 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 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.  AT EACH RESPECTIVE SUBPARAGRAPH IS A
SHORT DISCUSSION OF HOW EACH SUPPORTS THE ECFC GOALS.
SUBPARAGRAPH AND ECFC TOPIC:
 A. SELECTION BY MOS
 B. VARIABLE FIRST TIME IN-ZONE SELECTION OPPORTUNITY
 C. ENLISTED GRADE SHAPING
 D. RESTRICTIONS ON PRIOR SERVICE ACCESSIONS
 E. CONTROL OF MERITORIOUS PROMOTIONS
 F. FIRST TERM ALIGNMENT PLAN (FTAP)
 G. SUBSEQUENT TERM ALIGNMENT PLAN (STAP)
 H. SERVICE LIMITS
 I. OTHER SUPPORTING PROGRAMS
A.  SELECTION BY MOS.  MARINES ARE SELECTED TO THE GRADES OF CPL AND
ABOVE BY MOS 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.
(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 96, SUCCESSFUL
COMPLETION OF AN APPROPRIATE LEVEL NON-RESIDENT PME COURSE WILL BE
REQUIRED FOR PROMOTION.  REF B STRESSED THAT ATTENDANCE AT THE
RESIDENT PME COURSE IS NOT A SUBSTITUTE FOR THIS REQUIREMENT.
THEREFORE, ALL MARINES MUST COMPLETE THE APPROPRIATE NON-RESIDENT PME
TO BE FULLY QUALIFIED FOR PROMOTION, UNLESS OTHERWISE WAIVED AS IS
THE CASE FOR FY07 SNCO SELECTION BOARDS AS ADDRESSED IN REF C.
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%               80%             90%
GYSGT            65%               75%             85%
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 PROMOTIONB
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% 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.
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 ONE 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 D PROVIDES GENERAL INFORMATION ABOUT
THE LAST ENLISTED GRADE STRUCTURE REVIEW (EGSR).  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 T/O 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 E, 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,
AND COMBAT INSTRUCTOR).  REF F CONTAINS ADDITIONAL INFORMATION ABOUT
MERITORIOUS PROMOTIONS.  REF G ANNOUNCED THE EXPANSION OF THE SNCO
MERITORIOUS PROMOTION POLICY, NOW PROVIDING ALL SERGEANTS AND STAFF
SERGEANTS AN OPPORTUNITY TO BE MERITORIOUSLY PROMOTED.
F.  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 BY REQUIRING SOME FIRST TERM MARINES
IN OVER STRENGTH MOS'S TO LATERALLY MOVE TO AN UNDER STRENGTH MOS FOR
WHICH THERE IS A BOATSPACE AND, IF REQUIRED, A LATERAL MOVE SCHOOL SEAT.
TOTAL FORCE RETENTION SYSTEM (TFRS) MESSAGES ANNOUNCING THOSE MOS'S
OPEN TO FIRST TERM REENLISTMENTS ARE PROVIDED TO THE FIELD BY THE
ENLISTED RETENTION SECTION, CMC (MMEA-6).
G.  STAP.  STAP IS DESIGNED TO PROVIDE MUCH NEEDED RETENTION EMPHASIS ON
OUR CAREER FORCE NEEDS.  STAP COMPLEMENTS THE FTAP BY REDUCING OUR
OVERALL REQUIREMENT FOR FIRST-TERM REENLISTMENTS. STAP SETS REENLISTMENT
GOALS FOR ALL MOS'S WITH EMPHASIS ON SHORT MOS'S IN THE CAREER FORCE TO
ACHIEVE MORE CAREERIST REENLISTMENTS THAN HAVE BEEN HISTORICALLY ACHIEVED.
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.  FOR SERVICE LIMIT COMPUTATION PURPOSES, MARINES WITH
BROKEN SERVICE WILL COUNT ALL ACTIVE DUTY MARINE CORPS TIME IN COMPUTING
YEARS OF SERVICE. MARINES WITH PRIOR SERVICE IN ANOTHER MILITARY BRANCH
WILL ONLY COUNT ACTIVE DUTY MARINE CORPS SERVICE TOWARD COMPLETED YEARS
OF SERVICE.  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
GYSGTS AND 1STSGTS/MSGTS WHO HAVE TWICE FAILED SELECTION PRIOR TO REACHING
THE ABOVE SERVICE LIMITS ARE NOT PERMITTED TO CONTINUE TO THESE LIMITS.
SERVICE LIMIT EXCEPTIONS ARE NOTED BELOW:
(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 (SRB).
(2) REF H MODIFIED THE "UP OR OUT" POLICY FOR SGTS WHO HAVE TWICE FAILED
SELECTION AND REACHED THEIR EAS PRIOR TO COMPLETING 13 YEARS OF MARINE
CORPS SERVICE.  EFFECTIVE 1 OCT 01, SGTS MAY REENLIST UP TO THEIR SERVICE
LIMIT OF 13 YEARS PROVIDED THEY ARE RECOMMENDED BY THEIR COMMANDING OFFICER
AND MEET ALL REENLISTMENT STANDARDS. HOWEVER, BASED ON THE NEEDS OF THE
MARINE CORPS, CMC (MMEA) HAS FINAL APPROVAL AUTHORITY.
(3) REF I ANNOUNCED THAT SSGTS WHO HAVE TWICE FAILED SELECTION WILL BE
SEPARATED AT THEIR EAS.  REF J 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.  HOWEVER, BASED ON THE NEEDS
OF THE MARINE CORPS, CMC (MMEA) HAS FINAL APPROVAL AUTHORITY.
(4) SSGTS AND GYSGTS WHO HAVE TWICE FAILED SELECTION TO GYSGT OR MSGT ARE
REQUIRED TO TRANSFER TO THE FMCR AT 20 YEARS OF SERVICE OR THEIR EAS
WHICHEVER IS LATER.  SERVICE BEYOND 20 YEARS WILL NOT BE APPROVED ACCEPT IN
EXTREME CIRCUMSTANCES AS PROVIDED UNDER REF K.  
(5) 1STSGTS/MSGTS WHO HAVE TWICE FAILED SELECTION TO SGTMAJ/MGYSGT ARE
REQUIRED TO TRANSFER TO THE FMCR AT 22 YEARS OF SERVICE OR THEIR EAS
WHICHEVER IS LATER.  IF ALL REQUIREMENTS FOR TRANSFER TO THE FMCR HAVE BEEN
MET PER REF K, 1STSGTS/MSGTS MAY REQUEST TRANSFER PRIOR TO 22 YEARS SERVICE.
SERVICE BEYOND 22 YEARS WILL NOT BE APPROVED ACCEPT IN EXTREME CIRCUMSTANCES
AS PROVIDED UNDER REF K.  
(6) PER REF L, CMC (MMEA-6) MAY GRANT EXTENSIONS FOR GYSGTS, 1STSGTS, AND
MSGTS WHO HAVE ONCE FAILED SELECTION FOR PROMOTION IN ORDER TO ALLOW A
SECOND CONSIDERATION ONLY.  EXTENSION REQUESTS WILL BE CONSIDERED ON A CASE
BY CASE BASIS, PROVIDED THEY DO NOT EXCEED SERVICE LIMITS.  PER REF K, SSGTS,
GYSGTS, 1STSGTS AND MSGTS WHO ARE APPROACHING SERVICE LIMITS, AND ARE
REQUIRED TO REQUEST TRANSFER TO THE FMCR, MAY REQUEST PROMOTION
CONSIDERATION VIA CORRESPONDENCE TO CMC (MMSR-2) IF THEIR EAS IS AFTER THE
SCHEDULED ADJOURNMENT DATE OF THE NEXT PROMOTION BOARD.  
(7) 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, DO NOT INCUR A PASS FOR PROMOTION.
(8) THE DIRECTOR, PERSONNEL MANAGEMENT DIVISION (MM) HAS BEEN GRANTED
SERVICE LIMIT WAIVER AUTHORITY FOR REQUESTS LESS THAN ONE YEAR BEYOND
SERVICE LIMITS.
(9) DC M&RA WILL RETAIN SERVICE LIMIT WAIVER AUTHORITY, AS GRANTED BY CMC,
FOR SGTMAJ/MGYSGT TERM LIMIT WAIVER REQUESTS FOR ONE YEAR OR GREATER IN
DURATION. 1STSGTS/MSGTS AND BELOW WILL NOT BE CONSIDERED FOR SERVICE LIMIT
EXTENSIONS GREATER THAN ONE YEAR BEYOND SERVICE LIMITS.
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 WITH CERTAIN SKILLS A
MONETARY INCENTIVE TO REENLIST.  THIS HELPS THE MARINE CORPS RETAIN MARINES
WITH CRITICALLY NEEDED SKILLS.  REF N IDENTIFIES THOSE MOS'S TARGETED FOR AN
SRB DURING FY 2007. THE SRB PROGRAM MAY BE EXTENDED AND OR MODIFIED
THROUGHOUT THE FISCAL YEAR TO MEET MANPOWER REQUIREMENTS OR FISCAL
CONSTRAINTS.
(2) 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 O
STIPULATES THAT ENLISTED MEMBERS WITH MORE THAN 6 YEARS OF ACTIVE SERVICE
IMMEDIATELY BEFORE DISCHARGE, AND WHO ARE DISCHARGED INVOLUNTARILY OR ARE
SEPARATED AS A RESULT OF THE DENIAL OF REENLISTMENT, ARE NORMALLY ENTITLED
TO SEPARATION PAY.  TWICE PASSED SGTS WITH LESS THAN 13 YEARS OF ACTIVE
SERVICE ARE NOT ELIGIBLE FOR SEPARATION PAY UNLESS DENIED FURTHER SERVICE BY
CMC (MMEA-6).  TWICE PASSED SSGTS WITH LESS THAN 20 YEARS OF ACTIVE SERVICE
ARE NOT ELIGIBLE FOR SEPARATION PAY UNLESS DENIED FURTHER SERVICE BY CMC
(MMEA-6).  REFS L AND P FURTHER ADDRESS THE CURRENT SEPARATION PAY POLICY AND
TO WHOM IT APPLIES.
4.  ACTION.  COMMANDERS AND SERGEANTS MAJOR WILL FAMILIARIZE ALL MARINES WITH
THE CONTENTS OF THIS BULLETIN AND INCLUDE DISCUSSION OF ITS CONTENTS WHERE
APPLICABLE IN PROFESSIONAL MILITARY EDUCATION AND CAREER COUNSELING SESSIONS.
5.  RESERVE APPLICABILITY.  THIS BULLETIN IS NOT APPLICABLE TO THE MARINE
CORPS RESERVE.
6.  CANCELLATION.  30 SEP 07.//