ENHANCEMENTS TO CAREER INTERMISSION PROGRAM:
R 192007Z SEP 16
FM CNO WASHINGTON DC
INFO CNO WASHINGTON DC
PASS TO OFFICE CODES:
FM CNO WASHINGTON DC//N1//
INFO CNO WASHINGTON DC//N1//
MSGID/GENADMIN/CNO WASHINGTON DC/N1/SEP//
SUBJ/ENHANCEMENTS TO CAREER INTERMISSION PROGRAM//
NARR/REF A IS OPNAVINST 1330.2B, NAVY CAREER INTERMISSION PILOT PROGRAM
GUIDELINES. REF B IS SECTION 533, PILOT PROGRAMS ON CAREER FLEXIBILITY TO
ENHANCE RETENTION OF MEMBERS OF THE ARMED FORCES.
REF C IS SECTION 522, EXTENSION OF AUTHORITY TO CONDUCT PROGRAMS ON CAREER
FLEXIBILITY TO ENHANCE RETENTION OF MEMBERS OF THE ARMED FORCES. REF D IS
SECTION 523, EXPANSION OF AUTHORITY TO CONDUCT PILOT PROGRAMS ON CAREER
FLEXIBILITY TO ENHANCE RETENTION OF MEMBERS OF THE ARMED FORCES.//
RMKS/1. This NAVADMIN announces recent updates to the Navy's Career
Intermission Program (CIP) guidelines contained in reference (a), as
authorized by reference (b). CIP was developed and authorized to enhance
retention by permitting temporary inactivation from active- duty and
providing greater flexibility in career paths.
2. Reference (c) extended the program to 31 December 2019, requiring all
participants to return to active-duty no later than
31 December 2022.
3. Reference (d) now allows greater flexibility in the program.
a. Now, service members are eligible to participate in CIP prior to
completing their initial minimum service requirement or while receiving a
Critical Skills Retention Bonus.
b. There is no longer a limit on the number of CIP participants.
4. CIP provides a one-time temporary transition from active-duty to the
Individual Ready Reserve (IRR) for a period of one to three years for service
members to pursue personal or professional obligations. The purpose of this
program is to retain the valuable experience and training of our service
members who would otherwise be lost due to separation. Examples of
participants include, but are not limited to, service members: starting a
family, taking care of family members, volunteering for international aid,
pursuing educational or personal goals, etc.
5. During the period of inactive duty in the IRR, the service member is
provided full active-duty Tricare health benefits for themselves and their
dependents, a monthly stipend of two times 1/30th of their basic pay, and a
one-time move to a CONUS location of their choice for the duration of their
participation in the program. All program participants will return to active
duty at the end of the period prescribed and will incur a two month for every
one month of program participation obligated service (OBLISERV) in addition
to any existing OBLISERV owed to the Navy. For example, a member who elects
a one-year period of inactive duty will incur a two-year OBLISERV.
6. Program participants time in the IRR will not count towards eligibility
for retirement, computation of retired or retainer pay, computation of total
years of commissioned service, or high year tenure limitations. As such, the
member will not be eligible for consideration for promotion during program
participation. Officers will have their date of rank adjusted to a later
date and enlisted members will be eligible by reason of time-in-grade for
promotion, to include active-duty service date recalculation.
7. CIP presents a unique opportunity to support a service members desire to
take a career off ramp without penalty and return to active-duty to complete
a successful Navy career. Talented service members who are looking for
career flexibility to manage competing personal and professional priorities
are participating in CIP. The program is currently in its eighth year with
121 total participants
(48 officers, 73 enlisted). While the majority of these participants are
either still on or just returning from their intermission and have not yet
reached eligibility for promotion or career milestone screening, early
results indicate that CIP participants are able to continue to have
successful careers. Since returning from intermission and reaching
eligibility, six officers screened for their next career milestone and five
officers were selected for promotion. Additionally, five enlisted personnel
were selected for commissioning programs and eight were selected for
advancement to the next higher paygrade.
8. Relevant instructions and documents can be located under the Career
Intermission Program tab on the Life-Work Balance page on the NPC website at
9. Point of contact is LT Steven Jaworski at email@example.com.
10. Program changes announced by this NAVADMIN will be incorporated into a
forthcoming revision of reference (a).
11. Released by Vice Admiral R. P. Burke, N1.//