MARADMINS : 295/07
UNCLAS 031855Z MAY 07
CMC WASHINGTON DC(UC)
TO AL MARADMIN(UC)
MARADMIN
MARADMIN 295/07
MSGID/GENADMIN/CMC WASHINGTON DC MRA MM//
SUBJ/FY07 ENLISTED RETENTION PROGRAMS OVERVIEW// REF/A/MSGID:DOC/MMEA-6/
YMD:20060609//
REF/B/MSGID:DOC/MPP-20/YMD:20060721//
REF/C/MSGID:DOC/MPP-20/YMD:20061121//
REF/D/MSGID:DOC/MPO/YMD:20070214//
REF/E/MSGID:DOC/MPO/YMD:20070308//
REF/F/MSGID:MSG/MPP-20/YMD:20061230//
REF/G/MSGID:DOC/MPO/YMD:20070319//
REF/H/MSGID:DOC/CMC MMEA/YMD:20040623//
REF/I/MSGID:DOC/MPP-20/YMD:20070304//
REF/J/MSGID:DOC/MPP-20/YMD:20070304//
REF/K/MSGID:DOC/MRA/YMD:20060517//
NARR/REF A IS MARADMIN 264/06 FY07 ENLISTED RETENTION GUIDELINES.
REF B IS MARADMIN 334/06 FY07 SELECTIVE REENLISTMENT BONUS (SRB) PROGRAM.
REF C IS MARADMIN 551/06 ENLISTED CAREER FORCE CONTROLS(ECFC) PROGRAM.
REF D IS MARADMIN 107/07 FY07 END-STRENGTH INCENTIVE.
REF E IS MARADMIN 167/07 AMPLIFYING GUIDANCE TO THE FY07 END-STRENGTH
INCENTIVE.
REF F IS MARADMIN 632/06 BROKEN SERVICE SELECTIVE REENLISTMENT BONUS
(BSSRB) PROGRAM.
REF G IS MARADMIN188/07 AMPLIFYING GUIDANCE TO THE FY07 END-STRENGTH
INCENTIVE.
REF H IS MCO P1040.31J, ENLISTED CAREER PLANNING AND RETENTION MANUAL.
REF I IS MARADMIN 154/07 FY07 FIRST TERM ALIGNMENT PLAN (FTAP)
MISSION.
REF J IS MARADMIN 155/07 FY07 SUBSEQUENT TERM ALIGNMENT PLAN (STAP) MISSION.
REF K IS MARADMIN 228/06 ACTIVE DUTY CAREER RETENTION AND EXPANDED
PERMANENT LIMITED DUTY (PLD) POLICY FOR COMBAT INJURED MARINES.//
POC/TREVOR HALL/MAJ/MMEA-6 ENLISTED RETENTION/-/TEL:703-784-9238
/EMAIL:TREVOR.HALL@USMC.MIL//
POC/KEVIN SCHMIEGEL/LTCOL/MMEA-8 MONITOR ASSIGNMENTS/- /TEL:703-784-9948/
EMAIL:KEVIN.SCHMIEGEL@USMC.MIL//
POC/JERRY MORGAN/MAJ/MPP-20 ENLISTED CAREER FORCE PLANNER/- /TEL:703-784-936/
EMAIL:JERRY.MORGAN@USMC.MIL//
POC/PHILLIP BONINCONTRI/CAPT/MPO COMPENSATION POLICY/- /TEL:703-784-9386/
EMAIL:PHILLIP.BONINCONTRI@USMC.MIL//
GENTEXT/REMARKS/1. SITUATION
1.A. PURPOSE. THIS MARADMIN PROVIDES COMMANDERS AND THEIR SERGEANTS MAJOR
AN OVERVIEW OF ENLISTED RETENTION POLICY AND AMPLIFYING GUIDANCE ON SPECIFIC
FISCAL YEAR 2007 (FY07) RETENTION INCENTIVES AS SET FORTH IN THE REFS.
1.B. BACKGROUND. PER THE COMMANDANT'S DIRECTION, MANPOWER PLANNERS HAVE
DETERMINED THAT THE PROPER END-STRENGTH TO RIGHT-SIZE THE MARINE CORPS AND
ACHIEVE A 1:2 DEPLOYMENT-TO-DWELL RATIO IS 202,000 MARINES. THIS
END-STRENGTH REPRESENTS AN INCREASE OF 23,000 MARINES THAT MUST BE
RECRUITED AND RETAINED BY THE END OF FY11.
2. MISSION
2.A. AT THE BEGINNING OF FY07, THE FIRST TERM ALIGNMENT PLAN (FTAP) AND
SUBSEQUENT TERM ALIGNMENT PLAN MISSIONS WERE ESTABLISHED AT
6,096 AND 6,461, RESPECTIVELY TO MEET AN END-STRENGTH REQUIREMENT OF
179,000 MARINES.
2.B. ON 4 MARCH 2007, HALFWAY THROUGH THE FY, THE FTAP AND STAP RETENTION
REQUIREMENTS FOR FY07 WERE RAISED TO 8,298 AND 7,800, RESPECTIVELY. THIS
REPRESENTS AN INCREASE OF 2,202 FTAP AND 1,339 STAP REENLISTMENTS.
3. EXECUTION
3.A. COMMANDER'S INTENT. THE MARINE CORPS MUST GROW ITS END-STRENGTH IN
ORDER TO ACHIEVE A 1:2 DEPLOYMENT-TO-DWELL RATIO AND STRENGTHEN OUR CAPACITY
TO CONDUCT FULL-SPECTRUM MAGTF OPERATIONS WHEN THE NATION CALLS. WE MUST
GROW END-STRENGTH BY 5,000 MARINES PER YEAR BETWEEN FY07 AND FY11 THROUGH
ENHANCED RECRUITING AND RETENTION PRACTICES. WE WILL DO IT BY MAINTAINING
CURRENT RETENTION QUALITY STANDARDS AND BY OFFERING ENHANCED RETENTION
INCENTIVES FOR QUALITY MARINES TO REENLIST. THE DESIRED END-STATE IS A MARINE
CORPS WITH AN END-STRENGTH OF 202,000 MARINES BY THE END OF FY11 THAT IS
FULLY PREPARED TO MEET ANY THREAT ANYWHERE IN THE WORLD.
3.B. CONCEPT OF OPERATIONS
3.B.1. ANNUAL MMEA COMMAND VISIT AND RETENTION ASSIST VISIT (RAV) PROGRAMS.
MMEA IS AGGRESSIVELY SENDING RAV TEAMS FORWARD TO BASES AND STATIONS AROUND
THE WORLD - INCLUDING IRAQ - TO HELP COMMANDS RETAIN THEIR MARINES. THESE RETENTION
TEAMS ARE COMPOSED OF RETENTION SPECIALISTS, ASSIGNMENT MONITORS, AND
ENLISTED CAREER COUNSELORS WHO WORK AS AN INTEGRATED TEAM TO SATISFY THE
NEEDS OF THE MARINE CORPS AND THE DESIRES OF OUR MARINES AND THEIR FAMILIES.
SENDING RETENTION ASSIST TEAMS FORWARD HAS PROVEN VERY SUCCESSFUL IN THE
PAST. FOR EXAMPLE, A 15-DAY RAV TO IRAQ IN NOVEMBER 2006 FOR I MEF (FWD)
YIELDED 286 ON-THE-SPOT REENLISTMENTS. IN APRIL 2007, SIMULTANEOUS RAVS
FOR 1ST AND 2D MARINE DIVISIONS AT CAMP LEJEUNE, CAMP PENDLETON, AND 29
PALMS RESULTED IN 418 REENLISTMENTS IN JUST THREE DAYS. ANOTHER IRAQ RAV
IS SCHEDULED FOR II MEF (FWD) DURING JULY 2007. COMMANDS ARE ENCOURAGED
TO LEVERAGE THIS RETENTION RESOURCE.
3.B.2. THE FOLLOWING INITIATIVES HAVE BEEN IMPLEMENTED TO ENHANCE
RETENTION EFFORTS ACROSS THE MARINE CORPS IN ORDER TO GROW END-STRENGTH
WITH SPECIFIC EMPHASIS TOWARD FY07. SUBSEQUENT FY08-11 RETENTION
INITIATIVES WILL BE PUBLISHED BY SEPARATE CORRESPONDENCE.
3.B.2.A. FIRST TERM BOATSPACE ALLOCATIONS. UNTIL FURTHER NOTICE, FTAP
BOATSPACE LIMITATIONS HAVE BEEN TEMPORARILY LIFTED BY MMEA TO AFFORD ALL
ELIGIBLE MARINES AN OPPORTUNITY TO REENLIST IN THEIR PMOS OR TO LATERAL
MOVE INTO ANOTHER MOS.
3.B.2.B. REQUESTS FOR FTAP LATERAL MOVES OUT OF OPEN MOS' NO LONGER
REQUIRE AN ENDORSEMENT FROM THE MARINE'S COMMANDING GENERAL. ALL
FY07 FTAP MARINES ARE ENCOURAGED TO CONSIDER LATERAL MOVES INTO THE
FOLLOWING HIGH DEMAND/LOW DENSITY (HD/LD) MOS': 0211, 0231, 0241, 0261,
0321, 0689, 2336, 2671, 2821/23, 2834, 3044, 4133, 4429, 6116, 6156,
6176, 6276, OR 6326. FOR MOS' THAT REQUIRE SCHOOL ATTENDANCE, COMMANDS
MUST ENSURE THEIR MARINES ATTEND THE SCHEDULED MOS SCHOOL CLASS DATE AS
APPROPRIATION DATA AND CLASS SEATS ARE LIMITED. UNDER NO CIRCUMSTANCES
SHOULD THESE MARINES DEPLOY PRIOR TO COMPLETING THE LATERAL MOVE MOS
QUALIFICATION. REQUESTS TO LATERAL MOVE INTO THESE MOS' FROM FY08 FIRST
TERM MARINES WILL BE CONSIDERED ON A CASE-BY-CASE BASIS AND BE APPROVED
BASED ON THE NEEDS OF THE MARINE
CORPS.
3.B.2.C. SELECTIVE REENLISTMENT BONUS (SRB) PROGRAM. MARINES MUST
REENLIST FOR 48 MONTHS TO BE ELIGIBLE FOR A SRB PER REF B. ENLISTED
CAREER FORCE CONTROLS MAY LIMIT MARINES' ELIGIBILITY FOR 48 MONTH
REENLISTMENTS. SERVICE LIMITATIONS ARE DEFINED IN REF C.
3.B.2.D. FY07 END-STRENGTH INCENTIVE PROGRAMS 3.B.2.D.1. THE $10,000
END-STRENGTH INCENTIVE WAS IMPLEMENTED IN THE MIDDLE OF FY07 TO
SUPPLEMENT THE FY07 SRB PROGRAM AND TO GROW END-STRENGTH TO 184,000
MARINES BY THE END OF FY07. ACCEPTANCE OF THIS INCENTIVE DOES NOT
OBLIGATE AN INDIVIDUAL MARINE TO ANY SPECIFIC ASSIGNMENT.
3.B.2.D.2. MARINES WITH 20 YEARS OF SERVICE OR LESS MUST REENLIST FOR
48 MONTHS TO QUALIFY FOR THE $10,000 END-STRENGTH INCENTIVE.
THOSE MARINES WHO HAVE ALREADY REENLISTED IN FY07 FOR 48 MONTHS QUALIFY
FOR THE END-STRENGTH INCENTIVE PER REF D. THOSE MARINES WHO ALREADY
REENLISTED FOR 36 MONTHS MAY EXTEND FOR AN ADDITIONAL 12 MONTHS TO QUALIFY
FOR THE END-STRENGTH INCENTIVE IF THEY ORIGINALLY QUALIFIED FOR A 48
MONTH REENLISTMENT PER REF E.
3.B.2.D.3. MARINES WITH MORE THAN 20 YEARS OF SERVICE, BUT LESS THAN
27 YEARS, MUST REENLIST FOR 36 MONTHS TO QUALIFY FOR THE END-STRENGTH
INCENTIVE. PER REF E, THOSE MARINES WHO ALREADY REENLISTED FOR 24 MONTHS
MAY EXTEND FOR AN ADDITIONAL 12 MONTHS TO QUALIFY FOR THE END-STRENGTH
INCENTIVE IF THEY ORIGINALLY QUALIFIED FOR A 36 MONTH REENLISTMENT.
3.B.2.E. PRIOR SERVICE ENLISTMENT PROGRAM (PSEP) INCENTIVE 3.B.2.E.1.
PER REFS F AND G, PRIOR SERVICE MARINES WHO HAVE COMPLETED AT LEAST ONE
ACTIVE COMPONENT ENLISTMENT AND WHO REENLIST FOR 48 MONTHS UNDER THE
PSEP PROGRAM QUALIFY FOR THE BROKEN SERVICE SELECTIVE REENLISTMENT BONUS
(BSSRB) PROGRAM AND THE $10,000 FY07 END-STRENGTH INCENTIVE. PRIOR
ACTIVE COMPONENT MARINES WHO REENLIST WITHIN 90 DAYS OF THEIR ACTIVE
COMPONENT EAS ARE ELIGIBLE FOR 100% OF THE SRB AND 100% OF THE END-STRENGTH
INCENTIVE IF THEY RETURN TO ACTIVE COMPONENT IN FY07.
3.B.2.E.2. PRIOR ACTIVE COMPONENT MARINES WHO REENLIST BETWEEN 91 AND
365 DAYS OF THEIR ACTIVE COMPONENT EAS ARE ELIGIBLE FOR 80% OF THE SRB
AND 80% OF THE END-STRENGTH INCENTIVE IF THEY RETURN TO ACTIVE COMPONENT
IN FY07.
3.B.2.E.3. THOSE PRIOR ACTIVE COMPONENT MARINES WHO REENLIST BETWEEN
366 DAYS TO 4 YEARS FROM THE ACTIVE COMPONENT EAS ARE ELIGIBLE FOR 60%
OF THE SRB AND 60% OF THE END-STRENGTH INCENTIVE IF THEY RETURN TO
ACTIVE COMPONENT IN FY07.
3.B.2.E.4. COMMANDERS ARE ENCOURAGED TO DISCUSS PSEP INCENTIVES WITH
THEIR MARINES WHO CHOOSE TO SEPARATE IN FY07.
3.B.2.F. DUTY STATION PREFERENCE. MMEA OFFERS FIRST TERM MARINES DUTY
STATION INCENTIVES. IF THE MARINE'S PMOS IS NOT AVAILABLE FOR THE
SPECIFIC DUTY STATION REQUESTED, MMEA WILL OFFER A GEOGRAPHICAL DUTY
PREFERENCE. DUTY STATION INCENTIVES ARE AVAILABLE ON A FIRST-COME,
FIRST-SERVED BASIS AND MARINES ARE ENCOURAGED TO REQUEST THEM AT THE
EARLIEST OPPORTUNITY.
3.B.3. MARKETING AND ADVERTISING. MMEA HAS CONTRACTED THE FIRM J.
WALTER THOMPSON (JWT) TO PROVIDE A FULL RANGE OF MARKETING AND ADVERTISING
SERVICES TO SUPPORT OUR ENLISTED ACTIVE DUTY RETENTION PROGRAMS. JWT HAS
HAD A LONG AND PROVEN RELATIONSHIP WITH THE MARINE CORPS THAT UNTIL NOW
HAS FOCUSED EXCLUSIVELY ON ENTRY-LEVEL ACCESSIONS. MMEA WILL BUILD ON
THE TREMENDOUS RELATIONSHIP THE MARINE CORPS ALREADY HAS WITH JWT TO
EXPAND MARKETING AND ADVERTISING PROGRAMS TO ADDRESS ACTIVE DUTY
ENLISTED RETENTION AS WELL. JWT HAS ACCOMPANIED MMEA ON ITS COMMAND
VISITS AND HAS COMPILED INFORMATION BY SPEAKING TO MARINES ABOUT THEIR
DESIRES AND VIEWS ON RETENTION. JWT'S DATA PROVIDES ADDED INSIGHT THAT
REINFORCES PUBLISHED FINDINGS FROM OTHER ORGANIZATIONS SUCH AS THE
CENTER FOR NAVAL ANALYSES THAT WILL HELP RETAIN MORE MARINES. MMEA
ENVISIONS THE AVAILABILITY OF COLLATERAL MATERIALS FOR OUR RETENTION
SPECIALISTS THAT WILL HELP THEM HELP THEIR MARINES AND THEIR FAMILIES
MAKE BETTER, MORE INFORMED RETENTION DECISIONS. SINGLE MARINES AND
HD/LD MOS' WILL RECEIVE SPECIAL ATTENTION.
3.C. TASKS
3.C.1. UNIT COMMANDERS, SERGEANTS MAJOR, FIRST SERGEANTS, AND CRS'
3.C.1.A. ACHIEVING CURRENT YEAR AND OUT-YEAR RETENTION MISSIONS
REQUIRES COMMANDERS, SERGEANTS MAJOR, FIRST SERGEANTS, AND CAREER
RETENTION SPECIALISTS (CRS') AT ALL ECHELONS TO BE CONTINUOUSLY
ENGAGED AND WELL-VERSED IN RETENTION POLICY AND PROCEDURES.
COMMANDERS, SERGEANTS MAJOR, AND CRS' NEED TO RE-ENGAGE THEIR FY07
MARINES AND BRIEF THEM ON THE NEW INCENTIVES CURRENTLY IN EFFECT.
3.C.1.B. COMMANDERS AND THEIR SERGEANTS MAJORS ARE THE CENTRAL FIGURES
IN THE RETENTION PROCESS AND THE CRITICAL ELEMENTS IN THEIR MARINES'
DECISION TO REENLIST. ACTIVE INVOLVEMENT BY THEM IN THE REENLISTMENT
INTERVIEW PROCESS IS ESSENTIAL TO RETAIN OUR BEST AND BRIGHTEST MARINES.
3.C.1.B.1. ASSESS THE CAREER PLANNING INTERVIEW PROCESS TO ENSURE THAT
ALL INTERVIEWS ARE PROPERLY ACCOMPLISHED BY THE COMMANDING OFFICER.
ONE HUNDRED PERCENT COMPLETION OF THE INTERVIEW IS THE MARINE CORPS STANDARD.
3.C.1.B.2. INTERVIEWS PROVIDE THE CO AND CRS ONE-ON-ONE TIME TO DISCUSS
RETENTION WITH THEIR MARINES. THEY PROVIDE AN OPPORTUNITY FOR
COMMANDERS TO ENGAGE THEIR MARINES, OBTAIN FEEDBACK, AND GENUINELY HELP
THE MARINE AND HIS FAMILY PLAN THEIR FUTURE. IN THIS WAY, INTERVIEWS
ALLOW COMMANDERS TO BUILD TRUST AND GOOD WILL WITH
THEIR MARINES.
3.C.1.B.3. THERE ARE THREE TYPES OF REQUIRED INTERVIEWS: THE FIRST
TERM INITIAL INTERVIEW, THE FTAP INTERVIEW, AND THE EAS INTERVIEW.
THE UNIT CRS SHOULD CONDUCT THE FIRST TERM INITIAL INTERVIEW WITHIN
SIX MONTHS OF A FTAP MARINE JOINING A UNIT. THE UNIT CRS AND THE
COMMANDING OFFICER SHOULD BOTH CONDUCT THE FTAP INTERVIEW BETWEEN 1 APRIL
AND 1 JULY PRIOR TO THE FY IN WHICH THE MARINE IS ELIGIBLE TO REENLIST.
FINALLY, THE UNIT CRS AND THE COMMANDING OFFICER SHOULD CONDUCT EAS
INTERVIEWS BETWEEN 9 AND 6 MONTHS FROM THE MARINE'S EAS.
THE EAS INTERVIEW IS A GREAT SOURCE OF FEEDBACK FOR THE COMMANDING
OFFICER, ESPECIALLY IN TERMS OF COMMAND RETENTION CLIMATE. FOR MORE
INFORMATION ON THE CONDUCT OF INTERVIEWS, REFER TO THE "COMMANDING
OFFICER ENLISTED CAREER INTERVIEWS GUIDEBOOK" ATTACHED TO THIS
MARADMIN OR GO TO WWW.MANPOWER.USMC.MIL WWW.MANPOWER.USMC.MIL .
3.C.1.B.4. CONTINUOUSLY ENCOURAGE QUALITY MARINES TO REENLIST.
COMMANDERS AND CRS SHOULD CONDUCT ALL REQUIRED INTERVIEWS IN A TIMELY
MANNER. THIS IS WHERE THE MARINE'S DECISION CONCERNING REENLISTMENT
MUST BE APPROACHED WITH FULL AWARENESS OF WHAT A MARINE CORPS CAREER
CAN PROVIDE.
3.C.1.B.5. KEY ON THE INTANGIBLE AND TANGIBLE RETENTION SELLING POINTS
DURING THE INTERVIEW PROCESS. THEY ARE SPECIFICALLY DESIGNED TO
ENCOURAGE MARINES TO REENLIST TO MEET HIS/HER DESIRE AND OUR CORPS'
PRIORITIES. IF THE MARINE IS MARRIED, INVITE THE SPOUSE TO ATTEND
THE INTERVIEW.
3.C.1.B.6. COMMUNICATION AND FEEDBACK IS OUR CENTER OF GRAVITY.
ANY QUESTIONS REGARDING RETENTION POLICY OR REQUESTS FOR RETENTION
ASSIST VISITS SHOULD BE DIRECTED TO THE HQMC POCS IN PARAGRAPH 5.
3.C.1.C. CRS' WILL CONTACT AND BE ACTIVELY ENGAGED WITH PMOS MONITORS
TO ACCOMMODATE FIRST-TERM MARINES' DUTY STATION REQUESTS.
3.C.1.D. WHEN IN DOUBT REGARDING RETENTION DECISIONS, SUBMIT
REENLISTMENT REQUESTS TO HQMC (MMEA-6) FOR FINAL ADJUDICATION.
WAIVERABLE AND NON-WAIVERABLE REENLISTMENT PREREQUISITES ARE ADDRESSED
IN REF H.
3.C.1.E. TAKE ADVANTAGE OF RETENTION RESOURCES 3.C.1.E.1. CAREER
RETENTION SPECIALISTS ARE THE COMMANDER'S SUBJECT MATTER EXPERT ON ALL
RETENTION MATTERS. CRS' ARE TRAINED SPECIALISTS AND ARE ONE OF THE
BEST RETENTION ADVOCATES FOR THE MARINE CORPS GIVEN THEIR KNOWLEDGE,
TRAINING, AND DIRECT RELATIONSHIP WITH MARINES IN THE UNIT.
3.C.1.E.2. MEF, DIVISION, WING, GROUP, AND BASE CRS SNCOICS ARE
AVAILABLE TO INSPECT CRS', PROVIDE ASSISTANCE, AND CONDUCT TRAINING.
THEY ARE AVAILABLE TO PROVIDE COMMANDERS AN ASSESSMENT OF THEIR UNIT'S
RETENTION PERFORMANCE AND OFFER SUGGESTIONS ON HOW COMMANDERS CAN
ENHANCE THEIR RETENTION EFFORTS.
3.C.1.E.3. REQUEST MMEA COMMAND RETENTION VISITS. VISITS PROVIDE
AN IDEAL OPPORTUNITY FOR FIRST TERM AND CAREER MARINES TO MEET
FACE-TO-FACE WITH THEIR MONITOR, AN ENLISTED CAREER COUNSELOR, AND
RETENTION SPECIALISTS FROM HQMC TO PROVIDE ON-THE-SPOT COUNSELING,
RETENTION, AND ASSIGNMENT DECISIONS IN ONE STOP.
3.C.1.E.4. ENCOURAGE MARINES TO CONTACT THEIR MONITORS TO ASSIST IN
THEIR RETENTION DECISION. SURVEYS SHOW THAT DUTY STATION OPTIONS
WEIGH HEAVILY IN MARINES' RETENTION DECISIONS.
3.C.1.F. ENSURE WIDEST DISSEMINATION OF THIS MARADMIN WITH PARTICULAR
EMPHASIS ON JUNIOR OFFICERS AND STAFF NONCOMMISSIONED OFFICERS.
3.D. COORDINATING INSTRUCTIONS
3.D.1. ONLY HQMC CAN DISAPPROVE RETENTION REQUESTS. COMMANDS ARE
ENCOURAGED TO REQUEST WAIVERS FOR MARINES WHO DO NOT MEET REENLISTMENT
ELIGIBILITY CRITERIA WHEN THERE ARE EXTENUATING OR MITIGATING
CIRCUMSTANCES PER REF H. IN SUCH CASES, ENSURE PROPER DOCUMENTATION
OF ALL DEROGATORY OR ADVERSE MATERIAL IS CONTAINED IN THE REQUEST.
HQMC (MMEA) MAKES RETENTION DETERMINATIONS BASED ON OFFICIAL
DOCUMENTATION AND COMMANDERS' DETAILED RECOMMENDATIONS.
FOR THOSE MARINES WITH ADVERSE MATERIAL IN THEIR RECORD, COMMANDERS
ARE ENCOURAGED TO PROVIDE ENDORSEMENT LETTERS THAT PAINT A WORD PICTURE
OF THE MARINE'S POTENTIAL FOR FURTHER SERVICE.
3.D.2. HQMC (MPP) ASSIGNED MAJOR SUBORDINATE COMMANDS (MSC) ANNUAL
FTAP AND STAP RETENTION MISSIONS PER REFS I AND J,. IN TURN, EACH
MSC IS RESPONSIBLE FOR ASSIGNING ANNUAL RETENTION MISSIONS TO THEIR
SUBORDINATE COMMANDS. NORMALLY, MISSION MARADMINS ARE RELEASED PRIOR
TO THE START OF THE FISCAL YEAR. FOR FY07 HOWEVER, REFS I AND J
WERE DELAYED DUE TO THE END-STRENGTH INCREASE PLANNING BY HQMC.
THE MINIMUM NUMBER OF MARINES BY MOS THAT EACH MSC MUST REENLIST ARE
ASSIGNED IN REFS I AND J. COMMANDS ARE ENCOURAGED TO EXCEED THE
MINIMUM REQUIREMENTS ESTABLISHED IN ORDER TO GROW OUR CORPS'
END-STRENGTH TO THE FY07 TARGET OF 184,000 MARINES.
3.D.3. THE EXPANDED PERMANENT LIMITED DUTY (PLD) POLICY FOR COMBAT
INJURED MARINES IS ADDRESSED IN REF K. IT OUTLINES THE MARINE CORPS
POLICY ON RETAINING OUR COMBAT DISABLED MARINES. IN SUCH RETENTION
DETERMINATION CASES, A MARINE'S DISABILITY MUST BE THE RESULT OF ENEMY
ACTION AND THE MARINE MUST BE QUALIFIED TO MAKE A LATERAL MOVE INTO
ANOTHER MOS, IF NECESSARY.
4. ADMINISTRATION AND LOGISTICS. OMITTED.
5. COMMAND AND SIGNAL. THE FOLLOWING ARE HQMC POINTS OF CONTACT:
5.A. MMEA-6/ENLISTED RETENTION/MAJ TREVOR HALL/TEL:703-784-9238/
EMAIL:TREVOR.HALL@USMC.MIL
5.B. MMEA-8/MONITOR ASSIGNMENTS/LTCOL KEVIN SCHMIEGEL/TEL:703-784-9948/
EMAIL:KEVIN.SCHMIEGEL@USMC.MIL
5.C. MPP-20/ENLISTED CAREER FORCE PLANNER/MAJ JERRY MORGAN/TEL:703-784-9361/
EMAIL:JERRY.MORGAN@USMC.MIL
5.D. MPO/COMPENSATION POLICY/CAPT PHILLIP BONINCONTRI/TEL:703-784-9386/
EMAIL: PHILLIP.BONINCONTRI@USMC.MIL //