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SPECIAL DUTIES. EXTRAORDINARY ROLES.

Marines often serve in a variety of special capacities, whether protecting our Nation’s embassies abroad, recruiting the next generation of United States Marines, or even serving the United States Special Operations Command as a MARSOC Raider. These duties are earned by Marines who have proven their exceptional ability to fight and win in the primary Military Occupational Specialties (MOSs) .

Every Marine takes on a Military Occupational Specialty (MOS) for which he or she is optimally trained, but beyond these roles are the opportunities to take on special duty assignments. Many of these advanced opportunities are called “B” Billets, a designation separate from a Marine’s primary MOS. Explore these critical but atypical roles in the Corps.

Recruiting duty is a vital assignment in the Marine Corps, as it puts Marines in the position of ensuring the standards of our Corps remain high. Those Marines selected for recruiting duty carry the essential duty of screening, selecting, and preparing the next generation of Marines for the physical and mental rigors of recruit training.

Those Marines selected to serve on Drill Instructor Duty carry the essential responsibility of directly shaping the future of the Marine Corps, providing guidance, discipline, and direction for future Marines.

“These recruits are entrusted to my care. I will train them to the best of my ability. I will develop them into smartly disciplined, physically fit, basically trained Marines, thoroughly indoctrinated in love of Corps and country. I will demand of them, and demonstrate by my own example, the highest standards of personal conduct, morality and professional skill."

—Excerpt from Drill Instructor's Creed

The Marine Corps is the only military service that is entrusted with the responsibility of providing security for U.S. Embassies and Consulates around the world. Marines selected for these special duty assignments will have the opportunity to serve at embassies and consulates located in various countries around the globe.

Security Force duty is among the most challenging the Corps offers, and Marines who take on this opportunity must be highly-trained in advanced security procedures. Our Nation places special trusts in these Marines, as they are assigned the responsibility of maintaining a worldwide presence, guarding and protecting key naval assets and special strategic weapons.

MARINE CORPS SPECIAL OPERATIONS COMMAND

Ready to stand on the frontline of any battle, the Marine Raiders of MARSOC are built up in their Corps ethos, warfighting philosophy and values and represent the Marine Corps contribution to the United States Special Operations Command (USSOCOM). Two of the prominent roles within the Marine Raider community include Critical Skills Operators, who support the full spectrum of special operations on a global scale, and Special Operations Capability Specialists, who provide combat support expertise in intelligence, fire support, communications, EOD, and canine operations.

Gain direct access to a Marine Recruiter who has fought alongside Marines and is prepared to show you how to become one.

One doesn't consider an endeavor of this magnitude without having questions. Here are some of the most common.

Special Duty Assignment Pay

If you are an enlisted member who is performing duties which have been designated as extremely difficult or involving an unusual degree of responsibility in a military skill, you may be entitled to Special Duty Assignment Pay (SDAP).

The following table reflects the most recent SDAP monthly rates:

What Military Specialties Qualify For Special Duty Assignment Pay?

Some of the qualifying military specialties include:

Nuclear Trained Sailors
Special Operations Forces
Production Recruiter
White House Communications Agency
Defense Threat Reduction Agency
Defense Courier Operations
Senior Enlisted Advisor to the JCS

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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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Marines create new monitor job to support dual-military couples

If you get orders to Camp Lejeune, North Carolina, but your spouse has orders to Hawaii, there’s good news: the Marines’ new dual-military monitor may be able to help.

The new post, expected to be operational before summer, will exist to make it easier for the more than 4,300 enlisted Marines married to another active-duty service member to meet career goals and manage permanent change of station moves in a mutually beneficial way, according to Maj. Christopher Dippel, deputy section chief for the Corps’ enlisted assignments branch. The move is part of a broader effort by the Marine Corps to be responsive to the needs of dual-military couples, signaling that they are not just an afterthought or on their own while navigating a complex and decentralized bureaucracy.

Marine leaders also hope the new role will support retention at a well-known pain point.

“PCS is a large driver for potential departure from the service,” he told a panel at the March quarterly meeting of the Defense Advisory Committee on Women in the Services.

More could be done to help dual-military couples, DoD IG reports

Dual-military couples serving in different branches are less likely to get assignments near each other than same-service couples..

It’s a bigger deal for the Marine Corps than for the other services. Nearly 60% of married female Marines are in a dual-military marriage, compared to a Defense Department-wide average of 45.3%, according to Dippel’s presentation.

A 2021 survey of active-duty service members with a military spouse showed that 88% of Marines lived with their spouse while not deployed, the lowest of any service except for the Army at 86%, according to data from the Pentagon’s Office of Personnel Analytics. The Marine Corps also had the highest proportion of respondents, 14%, who said they lived in a separate home from their spouse, double the Defense Department average of 7%.

Policies and protocols related to co-locating military couples are “critical for personal and professional longevity,” Dippel’s presentation stated.

According to Manpower and Reserve Affairs spokeswoman Capt. Sarah Eason, the dual-military monitor is a staff sergeant who is now in training to execute the first-of-its-kind role.

Once officially on the job, the monitor will help dual-military Marine couples report their marriages to administrative centers, submit co-location requests and navigate separation waivers, Eason said. The monitor can also offer career options to couples looking to co-locate, advise on timelines and educate Marines on programs that can help them, she said.

Without a dedicated monitor, Marines in dual-military marriages have had to navigate the Corps’ decentralized system of 75 different assignment monitors and manage the liaising and communication around aligning two different career tracks, Dippel said. The new monitor role will take on much of the responsibility of managing communication, both across units within the Marine Corps, and, in the case of couples with a spouse in another military branch, across service lines as well.

“We envision that [such Marines] will have liaisons within our sister service’s monitor and detailer networks,” Dippel said. And with all the planners in communication, “we can target and find the right billet for both of those service members at the right time.”

This move to better meet the needs of dual-military couples is part of a larger shift within Manpower and Reserve Affairs, according to Dippel’s presentation.

A system modernization effort underway, he said, will reframe the way orders for dual-military couples are processed, making it more akin to the system in place for troops in the exceptional family member program. Under that program, serving military families with special-needs members, the orders process includes a review to ensure the post receiving the service member has access to the medical or educational services the family requires.

“We envision that building this into our next systems architecture will ensure that any time a set of orders for a dual active-service couple is written, that will automatically get sent directly to the dual active-service monitor,” Dippel said. “That gives that monitor the opportunity to ensure that policies are being met, and that the needs of both of those service members are being met with that set of PCS orders.”

This is not always easily done, particularly with more senior couples for whom the available billets for a new assignment might be limited. Dippel said the Corps will work with couples to meet co-location needs while also ensuring the needs of the service are met. He said one solution in more complex situations could be an exception to policy that allows for a tour shorter than the standard 36 months, for example, to keep the couple together as much as possible.

“The Marine Corps firmly does believe that geographic stability does encourage retention,’” he said.

Later in 2024, Dippel said, the Marine Corps plans to publicize the changes in a “strategic narrative” video messaging campaign so that both dual-military Marine couples and their leaders understand how the system is supposed to work.

Across the Defense Department, retention of military talent has increasingly been a focal point for the services, particularly in light of historic recruiting challenges. Efforts like the recent bipartisan Quality of Life panel and accompanying congressional hearing emphasized the connection between living conditions and military career satisfaction.

The Marine Corps is not the first to try to ease the way for dual-military couples: the Married Army Couples Program allows dual families to establish a recognized “joint domicile” to support co-location.

Air Force and Navy leaders have said they work to give dual military couples special basing consideration, although without a dedicated liaison for the purpose.

Hope Hodge Seck is an award-winning investigative and enterprise reporter covering the U.S. military and national defense. The former managing editor of Military.com, her work has also appeared in the Washington Post, Politico Magazine, USA Today and Popular Mechanics.

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The power of relationships and partnerships forged by special ops

In over three decades of being privileged to serve in U.S. special operations forces (SOF), I witnessed many forms of power in dozens of campaigns, battles, and other operations across four continents. These ranged from physical, kinetic power, to the use of technology, information, intelligence and others. Whether this power was tactically, operationally, or strategically employed, each form was often profoundly impressive.

And yet, I came to realize that one type of power often stood alone and, in many ways, was more important than all the rest. Ironically, it was also the least tangible or physical. Its dimensions cannot by measured by a micrometer, or its existence weighed on any scale. Indeed, its strength lies in the fact that it is deeply emotional, psychological, and highly personal.

This vital form of intangible power originates from the thoughtful, deliberate, and persistent creation of relationships that lead to partnerships, and this intentional effort is irreplaceable for advancing and protecting U.S. national security interests. The history of special operations in the U.S. is replete with examples that demonstrate how vital this can be, and I offer two specific examples that are illuminating and instructive.

As a very young Army Special Forces officer in the 1980′s oriented on the Pacific region, my colleagues and I frequently deployed to train with the Philippine Scout Rangers, the Philippine Marines, and other formations of their armed forces. This cultivated a broad network of strong friendships that flourished on both sides for decades. When relations between the U.S. and the Philippines significantly dwindled after 1991 because of the closure of Subic Bay and Clark Air Force Base as U.S. installations, the American-Philippines relationship deteriorated even more sharply during the six years President Duterte was in office . And yet, the personal bonds of friendship and shared experiences between U.S. special operations forces and the Armed Forces of the Philippines endured, however informally. Subsequently, in 2014 when the Islamic State dramatically emerged to threaten the Philippines , this enduring informal network of American special operators and Philippine military personnel became indispensable in combating this threat by enabling a very rapid renewal of a strong and effective operational partnership. This was most vividly demonstrated during the battle for Marawi City in Mindanao , and ultimately enabled the Philippines to defeat ISIS. Strong relationships continue to pay dividends today to enable an ever-stronger strategic partnership between the U.S. and the Philippines in their combined efforts to contest China, which blasted water cannons at Philippine vessels and rammed one carrying Philippine Chief of Staff of the Armed Forces Romeo Brawner in December 2023.

Another powerful example flows from the counter-ISIS fight in Iraq and Syria. After the fall of Saddam Hussein’s regime in 2003, special operations personnel spent years in combat alongside both the Kurdish Peshmerga and Iraqi special operators combatting insurgents and Al-Qaeda networks. This led to deep personal bonds of trust and affection across these forces that endured for years and remained intact long after the complete withdrawal of U.S. forces from Iraq in 2011. Then, in 2014 when ISIS suddenly emerged to seize the city of Mosul and begin marching toward Baghdad, the hasty redeployment of American special operations forces into Iraq quickly became operationally and strategically effective because of the enduring relationships between these forces, despite years of physical separation. Both the Peshmerga and Iraqi operators welcomed their American counterparts with open arms, and neither side had to waste time in developing trust or having to learn about what each side had to contribute to the fight. Instead, all were able to join forces rapidly and effectively in a committed partnership that endures to this day.

These examples illustrate how strategically irreplaceable these deeply committed relationships can be, and how they can blossom into strategic partnerships. The special operations community always appreciates that such relationships in another land require long-term investments of time, demonstrated reliability, and persistent presence whenever possible. Doing so, simply put, is part of SOF’s “DNA.”

Just as importantly, these SOF practices can provide invaluable advantages, opportunities, and outcomes for more than just U.S. military goals. For decades, U.S. SOF has deliberately invested in consistent integration and collaboration with many other U.S. agencies and departments, ranging from intelligence agencies to the State Department and its foreign service, and beyond. Today, a vast network of personal relationships persists between U.S. SOF and dozens of U.S. interagency partner organizations. In many cases, these relationships were initiated during deployments in combat environments over the past two decades. Most importantly, just as this practice enabled U.S. SOF to develop strategic partnerships with global actors, so has this practice with other agencies fostered genuine operational and strategic partnerships that directly enable both U.S. SOF, and these civilian agencies, to become far more effective.

Today, the entire U.S. military is a well-resourced and highly skilled enterprise. Amidst a world marked by escalating mistrust, instability and the proliferation of violence sponsored by both nation-states and extremists, all military branches are now urgently seeking new ways to achieve tactical, operational, and strategic advantages. Accordingly, the old saying that protecting America and her interests requires harnessing “all instruments of national power” is even more true than ever before.

U.S. special operations forces contribute to all these efforts in numerous ways. However, its enduring strength lies in its time-proven ability, skill, and enthusiasm for deliberately cultivating long-term and deep relationships. By intentionally nourishing these relationships, the special operations community aims to evolve them toward someday becoming genuine operational and strategic partnerships. In so doing, U.S. SOF enhances and enriches its contribution to all of America’s efforts to deter aggression, or should those efforts fail, to swiftly and decisively respond to threats, protect national interests and promote stability worldwide.

Retired Army Lt. Gen. Michael K. Nagata , enlisted in 1982, attended Army Officer Candidate School and later volunteered for U.S. Army Special Forces. Throughout his 38-year career, he served in many special operations and interagency roles, participating in dozens of contingency and combat operations abroad. His final assignment was Director of Strategic Operational Planning at the National Counterterrorism Center. Today, he works as the strategic advisor and senior vice president for CACI International, a defense and technology company that provides significant capabilities and assistance for U.S. SOF and other national security needs.