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Special and Incentive Pay Index

Title 37, chapter 5, subchapter i - s&i pays currently for active duty members:.

Section 301(a) Hazardous Duty Incentive Pays (HDIP).
Section 301(a)(1) Flying Duty, Crew Members.
Section 301(a)(2) Flying Duty, Non Crew Members.
Section 301(a)(3) Parachute Duty Pay.
Section 301(a)(4) Demolition Duty Pay.
Section 301(a)(5) Pressure Chamber Duty Pay.
Section 301(a)(6) Acceleration and Deceleration Duty Pay.
Section 301(a)(7) Thermal Stress Duty Pay.
Section 301(a)(8) Flight Deck Duty Pay.
Section 301(a)(9) Toxic Pesticides/Dangerous Organisms Personal Exposure Pay.
Section 301(a)(10) Toxic Fuel/Propellants and Chemical Munitions Exposure Duty Pay.
Section 301(a)(11) Visit, Board, Search and Seizure (VBSS) - Maritime Interdiction Operations.
Section 310 Hostile Fire/Imminent Danger Pay.

Arduous Duty

Section 305 Hardship Duty Pay.
Section 307a Assignment Incentive Pay (AIP).
Section 314 Overseas Tour Extension Incentive Pay (OTEIP).

Career Incentive

Section 301a Aviation Career Incentive Pay (ACIP) .
Section 301c Submarine Duty Incentive Pay (SUBPAY) .
Section 304 Diving Duty Pay .
Section 305a Career Sea Pay (CSP) .
Section 320 Career Enlisted Flyer Incentive Pay (CEFIP) .
Section 309 Enlistment Bonus (EB) .
Section 312b Nuclear Officer Accession Bonus .
Section 324 Accession Bonus for New Officers in Critical Skills .
Section 329 Accession Bonus for Members Appointed as a Commissioned Officer after Completing Officer Candidate School

Proficiency

Section 316 Foreign Language Proficiency Pay (FLPP) .
Section 301b Aviation Continuation Pay (ACP) .
Section 308 Selective Reenlistment Bonus (SRB) .
Section 312 Nuclear Officers Extending Period of Active Duty .
Section 312c Nuclear Career Annual Incentive Bonus .
Section 318 Special Warfare Officer Continuation Pay .
Section 319 Surface Warfare Officer (SWO) Continuation Pay .
Section 321 Judge Advocate Continuation Pay (JACP) .
Section 355 Critical Skills Retention Bonus (CSRB) or Bonus for Assignment to High Priority Unit .

Responsibility

Section 306 Officers Holding Positions of Unusual Responsibility .
Section 307 Special Duty Assignment Pay for Enlisted Members .

Rehabilitation

Section 328 Combat-related Injury Rehabilitation Pay.

Skill Conversion

Section 326 Incentive Bonus for Conversion to Military Occupational Specialty to Ease Personnel Shortage .

Transfer between Services

Section 327 Incentive Bonus for Transfer Between Armed Forces .
Section 301d Multi-year Retention Bonus for Medical Officers .
Section 301e Multi-year Retention Bonus for Dental Officers .
Section 302(a)(2) and (3) Medical Officer Variable Special Pay (VSP).
Section 302(a)(4) Medical Officer Additional Special Pay (ASP) .
Section 302(a)(5) Medical Officers Board Certification Pay (BCP) .
Section 302(b) Medical Officer Incentive Special Pay (ISP) .
Section 302a(a) Optometrists Regular Special Pay .
Section 302a(b) Optometrists Retention Special Pay .
Section 302b(a)(2) and (3) Dental Officer Variable Special Pay (VSP) .
Section 302b(a)(4) Dental Officer Additional Special Pay (ASP) .
Section 302b(a)(5) Dental Officer Board Certification Pay (BCP) .
Section 302b(a)(6) Dental Officer Oral and Maxillofacial Surgeon Incentive Special Pay (ISP) .
Section 302c Nonphysician Health Care Providers Board Certification Pay (BCP) .
Section 302d Registered Nurse Accession Bonus .
Section 302e Certified Registered Nurse Anesthetists (CRNA) Incentive Special Pay .
Section 302h Dental Officer Accession Bonus .
Section 302i Pharmacy Officer Retention Special Pay .
Section 302j Pharmacy Officer Accession Bonus .
Section 302k Accession Bonus for Medical Officers in Critically Short Wartime Specialties .
Section 302l Accession Bonus for Dental Officers in Critically Short Wartime Specialties .
Section 303(a) Veterinary Corps Officer Special Pay .
Section 303(b) Veterinary Corps Officer Board Certified Pay (BCP) .

Section 301(a) Hazardous Duty Incentive Pays (HDIP)

Entitlement pays; payable to enlisted members and officers.

Section 301(a)(1) Flying Duty, Crew Members

For performance of hazardous duty involving frequent and regular aerial flight as a crew member, and to induce members (other than, career aviators) to volunteer for flying duty assignments as crew members and to retain the required number of skilled crewmembers to man mission requirements. Payment ranges from $110 to $250 per month, determined by grade.

Section 301(a)(2) Flying Duty, Non Crew Members

For performance of hazardous duty involving frequent and regular aerial flight, and to induce members to volunteer for, and remain in, flying duty assignments as 'other than crew members'. Payment is flat $150 per month.

Section 301(a)(3) Parachute Duty Pay

For performance of hazardous duty involving jumping, and to attract members to volunteer for, and to continue performing, parachute duty. Payment is flat $150 per month, except for duty involving High Altitude Low Opening (HALO) jumps, which is $225 per month.

Section 301(a)(5) Pressure Chamber Duty Pay Section 301(a)(6) Acceleration and Deceleration Duty Pay Section 301(a)(7) Thermal Stress Duty Pay

For hazardous duty related to participation as human test subject in low and high pressure, acceleration or deceleration, or thermal stress chambers. Also, intended to attract volunteers to perform such duties. Payment is flat $150/mo.

Section 301(a)(8) Flight Deck Duty Pay

For more than normally dangerous character of flight deck duty, and to enhance the Services' ability to attract and retain personnel involved in the frequent and regular flight operations on the flight deck of ships from which aircraft are launched. Payment is flat $150 per month

Section 301(a)(9) Toxic Pesticides Personal Exposure Pay

For hazardous duty involving frequent and regular exposure to highly toxic pesticides and to induce members to volunteer for such duty. Payment is flat $150 per month.

Section 301(a)(10) Toxic Fuel/Propellants and Chemical Munitions Exposure Duty Pay

For the more than normally dangerous character of performing duty which entails exposure to toxic fuels or propellants, or chemical munitions. Payment is flat $150 per month.

Section 301(a)(11) Visit, Board, Search and Seizure (VBSS) - Maritime Interdiction Operations

For performance of hazardous duty involving regular participation as a member of a team conducting VBSS operations aboard vessels in support of maritime interdiction operations. Payment is flat $150/mo. Only Navy members (among DoD Services) perform duty that qualifies for this pay

Section 301a Aviation Career Incentive Pay (ACIP)

Financial incentive for officers to serve as military aviators throughout a military career. Payment ranges from $125 to $840 per month, determined by years of aviation service as an officer. Entitlement pay.

Section 301b Aviation Continuation Pay (ACP).

Financial incentive to retain qualified, experienced officer aviators who have completed their Active Duty Service Obligation (ADSO) to remain on active duty for a specified period of additional service. Services may pay up to $25K for each year of service agreement, regardless of the length of contract; through 25 years of aviation service; and to aviators in grade 0-6. Discretionary pay.

Section 301c Submarine Duty Incentive Pay (SUBPAY)

Additional pay to increase Navy's ability to attract and retain volunteers for submarine duty, and to compensate for the more than normally arduous character of such duty. The Secretary of the Navy may set SUBPAY rates within a statutory cap of $1,000 per month. Currently, Navy SUBPAY rates range from $75 to $835 per month. Entitlement pay.

Section 301d Multi-year Retention Bonus for Medical Officers

Financial incentive to retain a sufficient number of qualified physicians to meet armed forces health care requirements. Up to $75K per year for 4-year agreement payable to physicians with over 8 years creditable service, or who have completed their ADSO incurred for medical education and training, and initial residency training, and are below pay grade O-7. Discretionary pay; all Military Departments use this bonus authority.

Section 301e Multi-year Retention Bonus for Dental Officers

To attract and retain adequate number of dental officers to meet armed forces' health care needs. Maximum award level is $50K a year for 4-year agreement. Entitlement pay for dental officers with specialties in oral and maxillofacial surgery, in pay grade below O-7, with at least 8 years of creditable service or, have completed their ADSO for dental education and training, and initial residency training. Other dental officers may be extended bonus offer at Service discretion, if they otherwise meet above eligibility requirements. Discretionary pay.

Section 302(a)(2) and (3) Medical Officer Variable Special Pay (VSP)

Provides increase in monthly pay for all medical officers on active duty (regardless if in internship training, regardless of specialty or remaining obligated service), as broad-based incentive to increase numbers of physicians remaining on active duty after completion of ADSO for advanced training. Payment ranges from $1.2K to $12K a year, paid out monthly, determined by years of creditable service (except set amount is paid to O-7s and above, regardless of years of creditable service). Entitlement pay.

Section 302(a)(4) Medical Officer Additional Special Pay (ASP)

Additional pay for all medical officers on active duty who have completed internship or initial residency training, regardless of specialty, if they agree to remain on active duty for additional 12 month period, to bring more into 6-7 year window when they would be eligible for higher pays in private sector, thereby encouraging longer periods of retention. Flat $15K for 12-month active duty service agreement. Entitlement pay.

Section 302(a)(5) Medical Officers Board Certification Pay (BCP)

Incentive for retention and also promotes quality health care by encouraging all medical officers to attain board certification, signifying highest level of professional competence. Payment is $2.5K to $6K per year, dependent on years of creditable service, paid monthly once physician becomes board certified and as long as officer remains so certified. Entitlement pay.

Section 302a(a) Optometrists Regular Special Pay

Intended to attract sufficient number of qualified optometrists to enter and stay in service to meet armed forces' health care requirements. Payment is flat $100 per month for each month of active duty. Entitlement pay.

Section 302a(b) Optometrists Retention Special Pay

Discretionary pay intended to be used as needed to address retention problems. Up to $15K per year payable to officers drawing Optometrist Regular Special Pay who have completed initial ADSO for education and training, and who execute a 12-month active duty service agreement. Army and Air Force use this pay.

Section 302(b) Medical Officer Incentive Special Pay (ISP)

Financial incentive to address retention difficulties and shortages of critical wartime specialties by closing civilian-military pay gap. An officer entitled to VSP, upon agreement to remain on active duty for at least a year, may be paid ISP for any 12-month period during which the officer is not undergoing internship or initial residency training. Paid as annual bonus. Up to $75K payable for 12-month active duty service agreement. Discretionary pay; all Military Departments use this pay.

Section 302b(a)(2) and (3) Dental Officer Variable Special Pay (VSP)

Increase in monthly pay for all dental officers (on active duty under call or order to active duty for not less than 1-year (to include those in internship training)) as incentive to remain on active duty after completion of ADSO (for advanced training). Payment ranges from annual $3K to $12K, paid monthly, determined by years of creditable service (except that set amount is paid to O-7s and above). Entitlement pay.

Section 302b(a)(4) Dental Officer Additional Special Pay (ASP)

(To include those undergoing dental internship or residency training) for any 12-month period during which the officer is under an active duty agreement. Payable at rates determined by the Secretary concerned not to exceed $10K per year for officers with less than three years of creditable service, and $15K per year, of the officer has 10 or more years of creditable service, Entitlement pay.

Section 302b(a)(5) Dental Officer Board Certification Pay (BCP)

BCP in intended to promote quality health care by encouraging all dental officers to attain board certification, signifying the highest level of professional competence, and also as retention incentive. Payment is $2.5K to $6K per year, dependent on years of creditable service, paid monthly once officer becomes board certified and as long as the officer remains so certified. Entitlement pay.

Section 302b(a)(6) Dental Officer Oral and Maxillofacial Surgeon Incentive Special Pay (ISP)

Financial incentive for oral or maxillofacial surgeons to remain on active duty to ensure there are adequate numbers of dental officers qualified in these specialties to meet the military medical care needs in peacetime and wartime. An officer entitled to VSP, upon agreement to remain on active duty for at least a year, may be paid ISP for any 12-month period during which the officer is not undergoing internship or initial residency training. Paid as annual bonus. ISP for Dental Officer Oral and Maxillofacial Surgeons was first authorized in the FY06 NDAA. Up to $75K payable for 12-month active duty service agreement. Discretionary pay; all Military Departments use this pay authority.

Section 302c PsychologistsNonphysician Health Care Providers Board Certification Pay (BCP)

Financial incentive for highly qualified psychologists and nonphysician health care providers to enter on active duty, to acquire and maintain the highest level of professional achievement and to remain on active duty. Payment ranges from $2K to $5K per year, dependent on years of creditable service. Paid monthly. Paid once officer becomes board certified and continues as long as officer remains board certified. Entitlement pay.

Section 302d Registered Nurse Accession Bonus

Intended as incentive for nurses to enter and remain in service to ensure the Services have an adequate number of experienced nurses to meet military medical care needs in peacetime and wartime settings. Up to $30K is payable to an RN who executes written agreement to accept a commission, be assigned to duty as a nurse, and remain on active duty for a minimum of three years. Discretionary pay -- all military Departments use this authority.

Section 302(e) Certified Registered Nurse Anesthetists (CRNA) Incentive Special Pay

Financial incentive for CRNAs to remain on active duty to ensure there are adequate numbers of qualified CRNAs to meet the military medical care needs in peacetime and wartime. (to increase annual cap from $15K to $50K). Up to $50K payable for 12-month active duty service agreement. Discretionary pay -- all military Departments use this authority.

Section 302h Dental Officer Accession Bonus

Incentive for dentists to enter and remain in military service to ensure the Services have an adequate number of dental officers to meet military dental care needs in peacetime and wartime settings. Up to $200K payable for written agreement to accept a commission and remain on active duty for minimum of four years. Discretionary pay -- all military Departments use this authority.

Section 302i Pharmacy Officer Retention Special Pay

Up to $15K is payable for any 12-month period to Pharmacy Officer in pay grade O-6 or below. Discretionary pay - all military Departments use this pay.

Section 302j Pharmacy Officer Accession Bonus

Up to $30K is payable to a pharmacist for an agreement to accept a commission and serve not less than 4 years on active duty. Discretionary pay - all military Departments use this bonus authority.

Section 302k Accession Bonus for Medical Officers in Critically Short Wartime Specialties

Authorizes an accession bonus of up to $400,000 for medical officers in critically short wartime specialties. Discretionary pay - the Navy uses this bonus authority.

Section 302l Accession Bonus for Dental Officers in Critically Short Wartime Specialties

Authorizes an accession bonus of up to $400,000 for dental officers in critically short wartime specialties. Discretionary pay - the Navy uses this bonus authority.

Section 303(a) Veterinary Corps Officer Special Pay

Incentive for qualified veterinarians to enter and remain on active duty to meet the health care and readiness requirements of the armed forces. ; not updated since. Payment is flat $100 per month for each month of active duty. Entitlement pay.

Section 303(b) Veterinary Corps Officer Board Certified Pay (BCP)

Financial incentive to encourage veterinary officers to attain board certification, signifying highest level of professional competence. Also serves as incentive for retention. Payment ranges from $2K to $5K per year, dependent on years of creditable service, paid once officer becomes board certified (as Diplomate in specialty recognized by the American Veterinarian Medical Association) and continues as long as officer remains board certified. Paid monthly. Entitlement pay.

Section 304 Diving Duty Pay

Incentive for members to volunteer for, and remain in, diving duty; additionally, in part, compensates divers for the more than normally dangerous character of such duty. Currently, up to $340 per month may be paid to enlisted divers and up to $240 per month payable to officers. Entitlement pay, with rates set by Services within statutory caps.

Section 305 Hardship Duty Pay

Additional compensation paid to recognize members assigned to duty designated as hardship by the Secretary of Defense. There are two types of HDP currently being paid, one for designated Quality-of-Life (QoL) Hardship Locations (HDP-L), and the other for designated hardship missions (HDP-M). Locations are designated as hardship duty locations if the QoL living conditions in the area are substantially below the standard most members would generally experience in the United States. The sole mission designated as hardship duty for HDP purposes is the mission performed by JTF-Full Accounting and CILHI and to recover the remains of members lost in past wars. The maximum payable in law is $1,500/mo.; currently, the monthly rates being paid are $50, $100 and $150 for HDP-L; and $150 for HDP-M. Discretionary pay -- all Services use this pay authority.

Section 305a Career Sea Pay (CSP)

To financially recognize officers executing the duties of a position the Service Secretary has designated as: 1) carrying unusual responsibilities above those normal for officers of the same grade, and 2) critical to the operations of the Service concerned. Payment ranges from $50-$150/mo. dependent on pay grade. Law limits payments to O-3s through O-6, with specifies percentages of officers within each of those grades that can be paid this pay (referred to as "Command Responsibility Pay"). This is a discretionary pay. Among the DoD Services, only Navy uses this pay.

Section 306 Officers Holding Positions of Unusual Responsibility

Intended to improve retention of members in sea service skills and as recognition for members serving on sea duty for the greater-than-normal rigors of sea duty. The Secretary of the Service concerned establishes monthly CSP and CSP Premium (CSPP) rates within $750 and $350 caps, respectively. Rates being paid by Department of Navy in CSP ranges from $50 to $730/mo.; CSPP is $100/mo., paid to members who serve more than 36 consecutive months of sea duty. Army pays under its own rate table; USAF uses CSP rate table in effect pre-FY2001 NDAA. Entitlement pay.

Section 307 Special Duty Assignment Pay for Enlisted Members

To encourage enlisted members to qualify for and volunteer to serve in, or remain in, designated positions with duties that are extremely difficult, or carry an unusual degree of responsibility, when compared to typical jobs of members of the same grade level. The maximum payable in law is $600/month. Under program parameters established by the Secretary of Defense, current range being paid in SDAP is between $75 and $450 per month). Discretionary pay -- all Services use this pay.

Section 307a Assignment Incentive Pay (AIP)

To provide a monthly incentive to a member who performs service, while entitled to basic pay, in an assignment designated by the Secretary concerned. Used to encourage members to volunteer for difficult-to-fill jobs or assignments in less desirable locations. The monthly statutory maximum payable is $3,000. Discretionary pay - all Services use this pay authority.

Section 308 Selective Reenlistment Bonus (SRB)

To provide incentive for an adequate number of qualified enlisted members to reenlist in designated critical military specialties where retention levels are insufficient to sustain a steady readiness posture imperative for the individual Service to accomplish its mission. The statutory maximum payable is $90K for a minimum 3-year reenlistment. Discretionary pay -- all Services use this pay authority.

Section 309 Enlistment Bonus (EB)

To provide incentive for persons to enlist in the armed forces. The maximum payable by law is $40K. Discretionary bonus -- all Services use this bonus authority.

Section 310 Hostile Fire/Imminent Danger Pay

To recognize members subject to hostile fire or explosion of hostile mines, and those on duty overseas who because of their role/visibility as a service member, are subject to threat of physical harm or imminent danger due to civil insurrection, civil war, terrorism, or wartime conditions. The current monthly rate is $225. Entitlement pay.

Section 312 Nuclear Officers Extending Period of Active Duty

Financial incentive for Nuclear-qualified Navy officers to continue on active duty upon completion of obligated service. The maximum payable by law is $30K for each year of a minimum 3-year active-service agreement. Discretionary authority. Navy uses this pay authority.

Section 312b Nuclear Officer Accession Bonus

Financial incentive to encourage adequate numbers of voluntary accessions into the Navy's nuclear power officer community. The maximum payable by law is $30K. Discretionary authority. Navy uses this pay authority.

Section 312c Nuclear Career Annual Incentive Bonus

Financial incentive for Nuclear-qualified Navy officers to continue on active duty upon completion of obligated service. The law authorizes a maximum $22K payable to commissioned officers, and $14K to Limited Duty officers. (LDO's). Discretionary authority. Navy uses this pay authority.

Section 314 Overseas Tour Extension Incentive Pay (OTEIP)

For members in certain critical skill classifications to extend their tour of service overseas for the convenience of the Government. The law authorizes payment monthly or pay up to $80; or an annual bonus not to exceed $2K per year in OTEIP. Discretionary authority; all DoD Services pay OTEIP.

Section 316 Foreign Language Proficiency Bonus (FLPB)

Financial incentive for members to become proficient, or to increase their proficiency, in foreign languages to enhance the foreign language capabilities of the armed forces. The law authorizes payment of a bonus of up to $12,000 for a 12-month certification period. Discretionary pay; all Services use this pay authority.

Section 318 Special Warfare Officer Continuation Pay

Financial incentive for qualified, experienced Special Warfare Officers to remain on active duty beyond their initial ADSO. Up to $15K per year payable to eligible officers. Discretionary pay; only Navy uses this pay authority.

Section 319 Surface Warfare Officer (SWO) Continuation Pay

Financial incentive for SWOs selected for Department Head (DH) to agree to remain on active duty to complete that tour. Up to $50K total payable to eligible officers. Discretionary pay; Navy use this pay authority.

Section 320 Career Enlisted Flyer Incentive Pay (CEFIP)

Financial incentive to serve throughout a military career as an enlisted flyer. Monthly maximum rates range from $150 to $400, dependent on years of aviation service. Discretionary pay -- currently, only Air Force and Navy pay CEFIP.

Section 321 Judge Advocate Continuation Pay (JACP)

Financial incentive for military Judge Advocates to continue on active duty upon completion of their ADSO. Up to $60K total payable to eligible judge advocates over a career. Discretionary pay -- currently, Army, Navy and Air Force pay JACP; Marine Corps pays a Law School Education Debt Subsidy (LSEDS) under the JACP statutory authority.

Section 324 Accession Bonus for New Officers in Critical Skills

Gives Service Secretaries authority to offer up to $60K to an individual who agrees to accept a commission and serve on active duty in a designated critical skill for the period specified in the agreement. Discretionary pay - all Military Departments use this pay authority.

Section 326 Incentive Bonus for Conversion to Military Occupational Specialty to Ease Personnel Shortage

To provide an incentive for members to convert to, and serve for a period of not less than 3 years in, a military occupational specialty for which there is a shortage of trained and qualified personnel. Discretionary pay - Army uses this pay authority

Section 327 Incentive Bonus for Transfer Between Armed Forces

To provide incentive of up to $10K for persons to transfer from one armed force to another, and serve a minimum of 3 years in the component to which transferred. Discretionary pay; Army use this pay authority.

Section 355 Critical Skills Retention Bonus (CSRB) or Bonus for Assignment to High Priority Unit

Financial incentive to address skill-specific retention problems. Up to $200K total ($100K for reserve component members) is payable in CSRB to an eligible member over a career. Discretionary pay - all Services use this pay authority.

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Special and Incentive Pay

Written by: Maureen Milliken

Home » Military Pay » Special and Incentive Pay

Everyone in the military gets basic pay that is determined by their rank and length of service. But there are plenty of opportunities to make extra money.

Military members of all ranks and positions can be eligible for special and incentive pay (S&I). There are more than 60 authorized Special and Incentive Pay codes.

S&I covers everything from hazardous duty pay, dangerous jobs, those with more responsibility, tours in combat zones, working with hazardous materials and more. But it also offers incentives to acquire training or learn a new job, or, if you’re in a profession that’s lucrative in the civilian world, to stay in the military for a few years or for a career.

Specific skills – like fluency in a foreign language – can open up special military pay opportunities.

Congress sets maximum amounts for S&I. In 2008, it established broader categories, which allow the military flexibility to adjust payment levels and eligibility criteria.

Who Is Eligible for Special and Incentive Pay?

Special and Incentive Pay opportunities are open to active-duty enlisted military members, even those who have just joined, as well as officers. Some S&I codes are exclusive to certain branches of the military or have varying requirements, depending on the branch.

There is pay specific to medical professions, being on a combat tour, being assigned to a less-than-desirable area and more. Dangerous jobs, like parachuting, diving or working on a submarine also get special pay.

All of the specific codes under the law that allows Special Pay and Incentives have their own eligibility requirements.

What Types of Special and Incentive Pay Are Available?

Special and Incentive Pay is monthly, and ranges from skilled jobs – such as Medical Special Pay – to assignments that increase skill or proficiency, to special pay for hazardous or arduous work. There is also pay for jobs that are difficult to fill – nurses, dentists, optometrists, veterinarians – as well as pay designed to retain personnel.

Hazardous duty pay helps ensure the U.S. interests abroad and at home are protected, by giving special incentives to those who must serve in combat zones or do jobs that could be dangerous.

Some pay is for long-term duties, some is temporary. Some is offered only by certain branches of the service. Each type has its own pay grades and requirements, which are all listed in the U.S. Department of Defense Special Pays and Incentives Index .

The general categories are:

Hazardous Incentive Pay

Medical Special Pay

Retention incentive pay, career incentive pay.

Assignment Pay

Accession Pay

Responsibility pay.

Skill Conversion and Transfer Pay

Arduous Duty Pay

Proficiency Incentive

Rehabilitation Pay

Let’s take a closer look.

Hazardous Duty Incentive Pay (HDIP)

There are many voluntary HDIP assignments. Some have a pay cap, some a flat amount and some have a range based on grade, assignment and more.

Top HDIP pay:

Hostile Fire/Imminent Danger: $225
Flying, Crew: $110-$250 (grade-based)
Parachute: $150, high-altitude $250

$150 flat pay duties:

Flying, Non-Crew
Pressure Chamber; Acceleration, Deceleration; Thermal Stress
Flight Deck
Toxic Pesticides/Dangerous Organisms Personal Exposure
Toxic Fuel/Propellants, Chemical Munitions Exposure
Visit, Board, Search and Seizure (VBSS) – Maritime Interdiction Operations (Navy only)

Medical special pay helps retain medical personnel who could easily make more money as civilians – it covers regular special pay, special pay for becoming certified, retention bonuses and more:

Multi-year Medical Officer Retention Bonus: Up to $75,000 yearly, four-year agreement
Multi-year Dental Officer Retention Bonus: Up to $50,000, four-year agreement
Medical Officer Variable: $1,200-$12,000 yearly
Medical Officer Additional: $15,000
Medical Officers Board Certification: $2,500-$6,000 yearly
Medical Officer Incentive: $75,000, 12-month agreement
Optometrists Regular: $100 a month
Optometrists Retention: Up to $!5,000, 12-month agreement
Dental Officer Variable: $3,000-$12,000 yearly
Dental Officer Additional: $10,000-$15,000 yearly
Dental Officer Board Certification: $2,500-$6,000 yearly
Dental Officer Oral and Maxillofacial Surgeon Incentive: up to $75,000, 12-month agreement
Nonphysician Health Care Providers Board Certification: $2,000-$5,000 yearly
Registered Nurse Accession Bonus: Up to $30,000, minimum three-year agreement
Certified Registered Nurse Anesthetists Incentive: Up to $50,000, 12-month agreement
Dental Officer Accession Bonus: Up to $200,000, minimum four-year agreement
Pharmacy Officer Retention: Up to $15,000 for 12 months
Pharmacy Officer Accession Bonus: Up to $30,000, four-year minimum agreement
Accession Bonus for Medical/Dental Officers in Critically Short Wartime Specialties: Up to $400,000
Veterinary Corps Officer: $100 monthly
Veterinary Corps Officer Board Certified: $2,000-$5,000 yearly

Retention Incentive Pay aims to keep service members with in-demand skills in the military. Figures listed here are a maximum, and amount depends on many factors:

Aviation Continuation: $25,000 yearly
Selective Reenlistment Bonus: $40,000
Nuclear Officers Extending Period of Active Duty: $30,000 yearly, minimum 3-year agreement
Nuclear Career Annual Incentive Bonus: $22,000 (commissioned officers), $14,000 (limited duty officers)
Special Warfare Officer Continuation: $15,000 yearly
Surface Warfare Officer Continuation: $50,000 yearly
Judge Advocate Continuation: $60,000 paid over career
Critical Skills Retention (Assignment to High Priority Unit) Bonus: $60,000

Career Incentive Pay seeks to keep skilled personnel in crucial jobs in the service for their entire career. There’s a wide range in the monthly pay for each, depending on years of service, grade and more.

Pay codes are:

Aviation: $125-$850
Submarine Duty: $75-$835
Diving Duty: $340 (max. enlisted); $240 (max. officers)
Career Sea: $50-$150
Career Enlisted Flyer Incentive: $150-$400

Assignment Incentive Pay

Assignment Incentive Pay encourages those in less desirable locations or in combat zones to extend their tour.

Involuntary extensions in combat zones pay up to $800 monthly. Voluntary extensions range from $300-$900 a month. Those with critical intelligence skills get up to $1,000 a month. The maximum allowed by law is $3,000 a month.

Accession bonuses and incentives are designed to encourage military personnel, or those enlisting, to become officers.

Enlistment Bonus – $40,00 maximum
Nuclear Officer Accession Bonus – $30,000 maximum
Accession Bonus for New Officers in Critical Skills – $60,000 maximum
Accession Bonus for Members Appointed as a Commissioned Officer after Completing Officer Candidate School – $20,000 maximum
Officers Holding Positions of Unusual Responsibility – The Navy rewards sea service at $50-$750 a month. Other military branches may set rates as well.
Special Duty Assignment Pay for Enlisted Members – Assignments with responsibility above pay grade, including special operations forces, production recruiter, White House Communications Agency, Defense Threat Reduction Agency and more, get $75-$450 monthly.

Skills Conversion and Transfer Pay

Incentive Bonus for Conversion to Military Occupational Specialty to Ease Personnel Shortage – For members who convert to an occupational specialty that has a shortage of qualified personnel, with minimum 3-year commitment. Rate is discretionary.
Incentive Bonus for Transfer Between Armed Forces – Up to $10,000 to transfer between military branches, with minimum 3-year commitment.

Hardship Pay -Quality of Life and Hardship Pay-Location is for those whose assignment is where living conditions are substantially below the standard most members would generally experience in the U.S. Pay is $50-$150 monthly.

Hardship Pay-Mission is for those who recover the remains of service members lost in past wars, and is $150.

Overseas Tour Extension Incentive Program (OTEIP)

The Overseas Tour Extension Incentive Program (OTEIP) rewards personnel for extending an overseas assignment. If your duty station or job field qualifies you for OTEIP, you can receive additional pay or benefits for agreeing to extend an overseas assignment by at least 12 months.

Proficiency Incentive Pay

Being fluent in a foreign language – or doing the work to be – pays off big time for members of the military through the Foreign Language Proficiency Bonus. Those who become proficient, or work to increase proficiency, can get up to $12,000 for a 12-month certification period.

Members of the armed forces injured in the line of duty in a combat zone who have to be evacuated for medical treatment get $430 a month. It terminates when they start getting benefits from other military disability programs, or if they are no longer being treated for the injury.

Can Special and Incentive Pay Change?

Special and Incentive Pay amounts, as well as categories, change frequently. Congress used to be in charge of changing the requirements, eligibility, pay grades and more, but that got unwieldy. Now, the basic framework is there, and Congress votes on it every two years year as part of the National Defense Authorization Act, which funds the military. It is up to the secretary of each branch of the military to set specifics and decide if the special pay will be offered.

Some special pay and incentives have ceilings way above what is currently being paid, so there’s room to increase it. For instance, Special Duty Assignment Pay can be as high as $600 a month under the law, but currently pays between $75 and $450. Navy submarine pay can go as high as $1,000 a month, but is capped at $950 (and that’s only for two pay grades with at least 18 years’ experience).

Changes in the location of combat can mean changes to Assignment Pay Incentive and Hardship Pay Incentive. That goes for Hostile Fire and Imminent Danger Pay as well – the U.S. Department of Defense keeps an up-to-date list of where this pay applies.

Some categories – for instance regular pay incentive for optometrists, at $100 a month – haven’t changed since they were instituted.

Changes generally kick in on Jan. 1.

Opening an envelope with a paycheck for military special pay

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The Navy unveiled a new policy Monday that will allow commanding officers to recommend certain sailors advance to E-5 and E-6 in order to fill empty billets — provided they agree to stay in the sea service.

The effort, known as Command Advance to Position, or CA2P, is the latest initiative from the service to bolster billet-based advancement in exchange for the opportunity to promote.

Now, eligible sailors can fill either vacant billets or ones that will become open in the next 18 months — so long as they agree to reenlist and fulfill the tour requirements for the billet, according to a new naval administrative message, or NAVADMIN .

The policy, which took effect Saturday, is different from the service’s Meritorious Advancement Program, which allows sailors to promote without agreeing to additional time in service. Eventually, CA2P will replace the MAP system, the Navy said.

Under the new policy, commanding officers may recommend a sailor for CA2P by submitting a Manning Realignment Request in MyNavy Assignment, for those more than 12 months out from their projected rotation date.

Navy fills nearly all E-9 billets with new Senior Enlisted Marketplace

The new senior enlisted marketplace program requires senior chiefs to apply and accept orders for a specific job in order to advance to master chief..

If a sailor is less than 12 months away from their projected rotation date, commands may recommend the sailor for CA2P via an email request to the appropriate placement management coordinator.

Those eligible to promote to E-5 must have two years of cumulative sea duty, and have passed the most recent Navy-wide Advancement Exam as they await advancement. Those who have previously undergone the CA2P process to advance to E-5 must agree to an additional two years of service on top of the current tour length to promote to E-6.

“Sailors who are assigned to overseas tours will need to meet DoD requirements to be eligible for either the overseas tour extension incentives program or the consecutive overseas tour program,” the NAVADMIN said.

Sailors serving in submarine or surface nuclear ratings are not eligible for CA2P, according to the NAVADMIN.

Other efforts aimed at targeting billet-based advancement include the Detailing Marketplace Assignment Policy, known as DMAP, and the Senior Enlisted Marketplace — both of which seek to eliminate manning shortages at sea.

Under DMAP, certain sea-intensive ratings are eligible for benefits if they sign on to another three-year journeyman sea tour as an E-5, including up to $800 in incentive pay. Sailors wishing to remain at sea as part of CA2P but are not part of a DMAP rating are not eligible for these incentives.

Even so, sailors in ratings eligible for Sea Duty Incentive Pay may still apply for that benefit.

In Other News

Enlisted pay raise, abortion ban included in panel’s defense budget

The annual defense appropriations bill would give all troops a 4.5% pay raise in 2025, with some enlisted troops getting a boost of nearly 20%..

LGBTQ+ veterans face more health problems than peers, study finds

A new analysis of state data shows gay and bisexual vets face more medical care access issues than their peers..

DOD failed to share rules on partisan politics before election season

The lack of communication means service members could violate rules they don’t know exist and portray the dod as politically partisan..

Biden threatens VA budget veto over abortion, gender-affirming care

The white house is opposed to a republican-backed va budget plan that is expected to be advanced this week..

With a drop of blood, this new device will test for TBIs in 15 minutes

A new rapid test that checks for traumatic brain injuries using a single drop of blood is expected to make its debut in the military in the coming months..

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House panel advances defense funding bill with pay raise for troops and cuts to divisive Pentagon programs

The U.S. Capitol building with red tulips.

The U.S. Capitol as seen on March 21, 2024. (Gianna Gronowski/Stars and Stripes)

WASHINGTON — A House panel advanced a $833 billion defense funding bill on Wednesday that provides a steep pay raise for junior enlisted troops while also cutting back funding for Ukraine and Pentagon programs popular with Democrats.

The House Appropriations Committee’s defense subpanel approved the legislation in a voice vote over the objections of some Democrats who said they could not support riders in the bill targeting culture war issues.

The provisions ban funding for diversity and inclusion efforts, prohibit funding for gender-affirming health care and prevent the Defense Department from subsidizing travel costs for service members who want to access abortion and other reproductive health care in another state.

Rep. Ken Calvert of California, the Republican chairman of the subcommittee, said the bill seeks to refocus the military on strengthening its capabilities rather than initiatives and programs that are “wasteful, inefficient or do not contribute directly to our national security.”

“This bill supports the true difference makers and our best national security assets — our men and women in uniform and their families — with a pay raise, including one specifically for our junior enlisted service members,” he said.

The legislation meets the White House’s request for a 4.5% pay raise for all troops while also paying for a 15% pay increase for junior enlisted service members on top of that. The House Armed Services Committee proposed and signed off last month on the additional pay hikes, which will cost $2.5 billion.

Democrats said the bill advanced Wednesday included some of their priorities but also contained attacks on women and the LGBTQ+ community that they believe will sow division instead of supporting morale and unity among service members.

They pilloried Republicans for inserting the same controversial policy provisions that made last year’s defense funding bill a failure with Democrats. The measures were removed from the final bill following negotiations with the Democrat-led Senate.

“These policy riders do not belong in appropriations bills and, like last year, we will defeat them,” said Rep. Rosa DeLauro of Connecticut, the top Democrat on the House Appropriations Committee. “But it is disappointing that we are going through this charade again, just months after Republicans and Democrats voted for the 2024 appropriations bills.”

Rep. Betty McCollum of Minnesota, the top Democrat on the defense subpanel, said she could not vote for legislation that cuts $612 million from the Pentagon’s climate change initiatives and continues to “treat climate change as if it is not happening and is not a national security threat.”

She said she was also concerned by plans to cut funding for the military’s civilian workforce by $916 million and predicted plans to curtail abortion access and obstruct diversity efforts would weaken military recruitment.

“Just as we are seeing an improvement of recruiting numbers in the Army, provisions like these will discourage recruitment from across America’s diverse population, which is our strength as a nation,” McCollum said.

Democrats also took issue with the bill’s omission of the White House’s $300 million request for the Ukraine Security Assistance Initiative, a program that provides training and weapons procurement for Ukraine and has been funded since fiscal 2015.

“Why, after this Congress has repeatedly demonstrated broad bipartisan support for Ukraine in its fight against Russian tyranny, are we considering a bill that fails to fund the Ukraine Security Assistance Initiative, rewarding Russia?” DeLauro asked.

Republicans have grown increasingly resistant to arming Ukraine against Russia’s invasion, with the majority of House Republicans voting against $60 billion in military aid for Ukraine in April.

Rep. Tom Cole of Oklahoma, the Republican chairman of the House Appropriations Committee, said the spending legislation approved Wednesday strengthens America’s defense and the military’s readiness for renewed threats around the globe, particularly competition with China.

“By focusing resources on the core duty of the Pentagon, the mission to deliver a combat-ready military that can prevent war and protect our great nation is met,” he said.

previous coverage

House Republicans target abortion access for troops and Ukraine funding in defense spending bill
House panel advances defense bill with 20% pay raise for junior troops, quality-of-life improvements
Military recruits would not be tested for marijuana under House draft bill
House plan for defense budget gives nearly 20% pay hike to junior enlisted troops
Pentagon’s 2025 budget needs to be bigger, Senate appropriators argue
Senate approves defense bill with largest pay raise for troops in 22 years

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Navy Shakes Up Commanders' Merit Promotions

U.S. Navy meritorious advancement ceremony

The Navy has made another change in its yearslong effort to improve how it promotes sailors, this time setting its sights on how commanders reward high-performing sailors with promotions.

In an administrative message released Monday , the Navy announced that it will now allow commanding officers to automatically advance sailors to the ranks of E-5 and E-6 if they have empty positions -- or billets -- at those ranks and if the sailors agree to extend their service.

The message also said that the Navy will start to phase out its old system of allowing commanders to promote sailors to those paygrades regardless of whether the ship had open billets. That system didn't come with extra service obligations for sailors.

Read Next: Pentagon Chief Extends Deployment of Aircraft Carrier, Ships in the Red Sea as Houthi Attacks Go On

Under the new program, which is being called "Command Advance to Position," commanding officers can nominate sailors who are promotion-eligible to step into a higher-ranking but vacant position in the command.

Traditionally, sailors advance by serving a minimum amount of time at their current rank, then taking an advancement exam offered twice a year. Those scores are then added to a complex formula that compares them against all other sailors in their job field to determine who will make the cut based on quotas set by the Navy.

This quota system sometimes leads to situations where high-achieving sailors struggle to advance because either their job field is small or there has not been enough movement in the upper ranks.

As a result, the Navy has allowed commanders to bypass this system on rare occasions with meritorious promotions.

Under this new version of the program, the advantage for sailors is the opportunity to serve at a higher rank, while the commands benefit by filling empty jobs, Lt. Meagan Morrison, a Navy spokeswoman, explained to Military.com on Monday.

The service would sometimes, in the past, send sailors to fill billets that were already being manned by those who had received meritorious promotions, causing a logjam. The new system should prevent that problem by ensuring the central office knows that commanders have filled more senior jobs with internal promotions.

According to the message released Monday, the new "Command Advance to Position" system is expected to replace the old system over the next two years.

This change is just the latest tweak the Navy's personnel office has made as officials continue to move the service to billet-based advancement .

Billet-based advancement aims to tie two previously separate aspects of a sailor's career -- promotion and new orders -- together. Officials have said that their main goals are to offer the service a benefit by getting higher-ranking sailors into matching jobs more quickly, while offering sailors more control and transparency over their careers.

However, the Navy has also used these changes to try and help fill the thousands of empty billets it has at sea by offering promotions as an incentive.

The latest change in this process was the Navy's move to make promotion to E-4 automatic after 30 months of service, ditching the old advancement exam.

Morrison told Military.com that they expect around 14,000 sailors to be promoted to E-4 this July when that program comes into effect.

Related: The Navy Is Making Promotion to E-4 Automatic After 30 Months of Service

Konstantin Toropin

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Air Force dangles big bucks, expands eligibility for retention bonuses

Thinking about reenlisting? Eligible airmen in critical jobs can now nab bonuses of up to $180,000, up from $100,000 in previous years, for agreeing to stay in the service.

Seventy-three career fields are eligible for selective retention bonuses in fiscal year 2024, up from 51 the previous year, the Air Force said in a recent release . The new list adds airmen like air traffic controllers, cyber defense superintendents and aerospace physiologists, and is retroactively effective as of Oct. 1, 2023.

Fewer airmen could receive bonuses for tough jobs in 2025

The air force's fiscal year 2025 budget includes plan to cut $4 million and more than 700 airmen from the special duty assignment pay program..

How much money someone can receive depends on how long they opt to stay in uniform and their experience level. Airmen are capped at earning up to $360,000 in selective retention bonuses over the course of their career, and can elect to take the money as a partial payment or up front. They can now opt to reenlist for up to eight years in exchange for the bonus, up from the previous cap of six years.

Bonuses are one tool the Air Force uses to entice enlisted airmen to stay in critical career fields, particularly those that are hard to keep fully staffed, like cybersecurity, and that require extensive skills and qualifications.

Along with the bonuses, the Air Force announced it will now allow airmen to reenlist as early as a year before their time in uniform expires, up from 90 days.

The service argues the extension offers troops more flexibility while growing the pool of those eligible for bonuses. The change can also give the Air Force a clearer picture of its future workforce earlier, without needing to wait until the last few months to see what people decide.

The Air Force’s renewed retention efforts come as its FY25 budget request calls for a relatively flat active duty workforce. The service missed its active duty recruitment goal by 10% in FY23, as well as its total-force goal for the first time since 1999. While the service has said it’s on track to meet or exceed recruitment numbers for most career fields this year, the budget includes more than $1.1 billion in bonuses and retention pay to keep people in 118,000 critical positions.

Air Force offers new bonuses to entice troops to move to cold bases

The department of the air force is offering one-time bonuses for airmen and guardians who agree to yearlong tours at seven frigid bases., initial enlistment bonuses.

News of the retention bonuses follows an update in mid-May that recruits who are willing to “quick ship,” or head to boot camp with a week’s notice to fill the spot of someone who canceled, are eligible for a $10,000 signing bonus. Those who go to basic military training on a six-year contract for any career field can receive a general bonus of $5,000.

Like selective retention bonuses, the service routinely offers signing bonuses for recruits willing to fill undermanned jobs, or those that require special certifications or training.

The Air Force in May added two career fields to its list of of 29 jobs that are eligible for initial bonuses. Those willing to join the security forces (3P0X1) can receive a $15,000 bonus for signing either a four- or six-year contract, while future airmen in the heavy aircraft integrated avionics specialty(2A9X4) can receive a $10,000 bonus for signing on to serve six years.

Three other specialties dropped off the list: maintainers who handle communication, navigation and mission systems on mobility aircraft (2A8X1), those who handle comms and flight control systems on mobility aircraft (2A8X2); and those who work on instrument and flight control systems on bombers and certain specialized reconnaissance and command-and-control aircraft (2A9X2). Each was previously eligible for $4,000 bonuses for signing six-year contracts.

The Air Force updated what bonuses recruits in another 14 career fields can earn, including bumping multiple jobs, like airborne linguists (1A8X1), cryptologic linguists (1N3X1) and fuels apprentices (2F031) to $10,000 bonuses for a six-year contract; 13 others remain unchanged. The initial enlistment bonuses come as the service has increased its recruiting goal for the year by 1,200 newcomers to bring in 27,100 active duty recruits.

Bonuses are effective through the end of the fiscal year, which ends Sept. 30.

Courtney Mabeus-Brown is the senior reporter at Air Force Times. She is an award-winning journalist who previously covered the military for Navy Times and The Virginian-Pilot in Norfolk, Va., where she first set foot on an aircraft carrier. Her work has also appeared in The New York Times, The Washington Post, Foreign Policy and more.