Army Regulation 601–280: Army Retention Program - Reenlistment and Bonuses, Exercises of Acting

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Army Regulation 601–

Personnel Procurement

Army

Retention

Program

Headquarters Department of the Army Washington, DC 31 January 2006

Rapid Action Revision (RAR) Issue Date: 15 September 2011

UNCLASSIFIED

SUMMARY

AR 601–

Army Retention Program

This rapid action revision, dated 15 September 2011--

o Implements the Don’t Ask, Don’t Tell Repeal Act of 2010 by deleting all references to separation for homosexual conduct and to homosexual conduct being a disqualification for Army reenlistment (paras 3-9c(4), 3-9e(3), and 7-4a(9)(d); rescinded para 5-13e).

o Makes administrative changes (app A: obsolete and superseded publications marked; corrected forms titles--DA Form 3286, DA Form 4856, DA Form 5261-4-R, DA Form 5435-R, and DA Form 5612; corrected publication titles; removed "-R" from the following forms: DA Form 1696, DA Form 3540, DA Form 4591, DA Form 5426, DA Form 5500, and DA Form 5501; deleted the following forms: DA Form 1811, DA Form 2A, DA Form 2-1, DD Form 1966, and SF 93; glossary: deleted unused acronyms and corrected titles/abbreviations as prescribed by Army Records Management and Declassification Agency).

Contents (Listed by paragraph and page number)

Contents—Continued

Section III Preparation, Completion, and Distribution of DD Form 4 (Enlistment/Reenlistment Document—Armed Forces of the United States), page 53 Use of DD Form 4 • 11–7, page 53 Dates of reenlistment and Reserve Component enlistments on DD Form 4 (Enlistment or Reenlistment Document— Armed Forces of the United States • 11–8, page 53 Changes to terms of reenlistment and Reserve Component transfer/enlistments • 11–9, page 54 Other errors detected or changes required after execution and distribution of DD Form 4 • 11–10, page 54 Immediate reenlistment packets • 11–11, page 54 Disposition of DD Form 4 and packets for immediate reenlistments (see app G for Army National Guard of the United States and U.S. Army Reserve transition enlistment and transfer packet composition and distribution)

• 11–12, page 55

Section IV Preparation and Disposition of Forms Used in Support of the Regular Army Retention Program, page 55 DA Form 1695 (Oath of Extension of Enlistment) • 11–13, page 55 DA Form 3072-R (Waiver of Disqualification for Enlistment/Promotion in the Regular Army) • 11–14, page 56 DA Form 3286 (Statements for Enlistment (Parts I through IV) • 11–15, page 56 DA Form 3340-R (Request for Reenlistment or Extension in the Regular Army) • 11–16, page 56 DA Form 4126-R (Bar to Reenlistment Certificate) • 11–17, page 57 DA Form 4591–R (Retention Data Worksheet) • 11–18, page 58 DA Form 4789 (Statement of Entitlement to Selective Reenlistment Bonus) • 11–19, page 58 DA Form 4991-R (Declination of Continued Service Statement)(DCSS) • 11–20, page 58 DA Form 5612 (Certificate of Appreciation for Army Spouses) • 11–21, page 59 DA Form 5689 (Oath of Reenlistment) • 11–22, page 59

Section V Preparation of Forms Used in Processing Active Army Soldiers for Transfer or Enlistment into the Reserve Component, page 59 Date of Acknowledgment of Service requirement • 11–23, page 59 DA Form 3540-R (Certificate and Acknowledgment of U.S. Army Reserve Service Requirements and Methods of Fulfillment) • 11–24, page 60 DA Form 5261-3-R (Selected Reserve Incentive Program-Affiliation Bonus Addendum) • 11–25, page 60 DA Form 5261-4-R (Student Loan Repayment Program Addendum) • 11–26, page 60 DA Form 5261-5-R (Selected Reserve Incentive Program—USAR Prior Service Enlistment Bonus Addendum)

• 11–27, page 60 DA Form 5435-R (Statement of Understanding - Selected Reserve Educational Assistance Program) • 11–28, page 60 DA Form 5642-R (Statement of Understanding and Selected Reserve Service Agreement, Basic Educational Assistance Entitlement for Service in the Selected Reserve) • 11–29, page 60 DA Form 5690-R (Reserve Component Career Counselor Interview Record) • 11–30, page 60 DA Form 5691-R (Request for Reserve Component Assignment Orders) • 11–31, page 60 DA Form 7249-R (Certificate and Acknowledgment of Service Requirements and Methods of Fulfillment for Individuals Enlisting or Transferring into Units of the Army National Guard upon REFRAD/Discharge from Active Army Service) • 11–32, page 61 Submission of claims • 11–33, page 61 Processing claims • 11–34, page 61 Report of immediate reenlistments and extensions of enlistment • 11–35, page 61 Monthly Reenlistment Roster (RETAIN Report) • 11–36, page 62

Appendixes

A. References, page 100

B. Selection and Relief Processing for Active Army and AGR Career Counselors, page 106

C. Retention Interviews and Career Planning Procedures, page 109

AR 601–280 • 31 January 2006 v

Contents—Continued

D. Administration of the Oath of Reenlistment, Extension of Enlistment, and enlistment into the Reserve Components, page 112

E. Reenlistment Options, page 114

F. Addresses and points of contact, page 123

G. Composition and distribution of enlistment/transfer packets, page 125

H. Army Retention Program Operations During Periods of Increased Readiness or Mobilization, page 129

I. Counseling requirements of the Uniform Code of Military Justice (UCMJ), page 130

J. Facilities and Publicity, page 130

Glossary

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(1) Purpose Incentive Awards Programs are designed to enhance commanders’ abilities to accomplish Army retention and transition missions and goals as stated in paragraph 1-4 above. (2) Implementation All commanders will develop, implement, and maintain independent Army Retention Incentive Awards Programs. Programs will be announced in memorandum format and distributed throughout the command, maintained by each Career Counselor (to include those detailed in an additional or full-time duty capacity, (see chap 9), and displayed on unit retention bulletin boards.

1–6. Secretarial authority and statutory entitlement a. The SA determines qualifications for retention. b. During periods of partial or full mobilization, the SA will announce contingency specific actions (see app H). c. The SA may deny retention or RC transfer/enlistment to anyone, including those who otherwise meet the criteria specified in this regulation, except those who have a “statutory entitlement”, under Title 10, Section 3258, United States Code (10 USC 3258). d. Statutory entitlement and reenlistment/enlistment of officers and warrant officers of the Army (see chap 3). (1) Some Reserve officers and warrant officers of the Army have a statutory entitlement to reenlist in their former enlisted grade. The entitlement period starts on the day after discharge or release from active duty (REFRAD) as an officer and expires six months after that date. This entitlement only applies to soldiers who are currently serving on active duty as Reserve commissioned or warrant officers of the Army if— (a) They are former enlisted soldiers of the RA and were discharged as RA enlisted soldiers to immediately accept commissions or temporary appointments as active duty Reserve commissioned or warrant officers of the Army (no break in service permitted between RA enlisted and Reserve active duty officer or warrant officer status). (b) Their commissioned or warrant officer service is terminated by an honorable discharge or by release from active duty for a purpose other than as specified below. Officers or warrant officers discharged with other than an honorable discharge (separation) and those officers awaiting completion of appellate review of a sentence which includes dismissal or dishonorable discharge lose the statutory entitlement to reenlist. (2) A person is not entitled to be reenlisted under this section if— (a) The person was discharged or released from active duty as a Reserve officer for:

1. Misconduct; 2. Moral or professional dereliction; 3. Duty performance below prescribed standards for the rank held; 4. Retention is inconsistent with the interests of national security; (b) The person’s former enlisted status and grade was based solely on the participation by that person in a pre- commissioning program that resulted in the Reserve commission held by that person during the active duty from which the person was released or discharged. (3) Commissioned and warrant officers without a statutory entitlement to reenlist, meeting one or more of the following conditions, may apply for enlistment in the rank of SGT; however, individual qualifications and needs of the Army will determine the rank to be awarded. (a) The soldier was separated, as an enlisted member of another Service, to enter on active duty as a USAR commissioned or warrant officer. (b) The soldier received the Medal of Honor, Distinguished Service Cross, Silver Star, or an equivalent medal awarded by one of the U.S. Armed Forces. (c) The soldier has sufficient creditable active service to retire in an enlisted status. Authority to reenlist will include instructions that the soldier will be placed on the retired list on the first day of the month after the month of reenlistment. (d) Active Army enlisted soldiers who were discharged to immediately accept commissions or temporary appoint- ments as active Reserve commissioned or warrant officers of the Army, and later integrated into the RA as a commissioned or warrant officer. Without exception, no breaks in active federal service are permitted from— (1) RA enlisted status to Reserve active officer or warrant officer status, and (2) Reserve active officer or warrant officer and RA officer/warrant officer status. e. Enlisted soldiers whose terms of enlistment expire and who have 18 years of qualifying service for retirement, on the date of their discharge, shall be retained on active duty in accordance with 10 USC 1176. f. Once released, separated, or discharged from the Active Army, former officers, warrant officers, and enlisted soldiers are referred to AR 601-210 for information regarding reentry.

1–7. Policy DA policy is that only those soldiers who have maintained a record of acceptable performance will be offered the privilege of reenlisting within the Active Army or transferring or enlisting into the RC. Other soldiers will be separated under appropriate administrative procedures or barred from reenlistment under chapter 8.

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1–8. Authority to act on retention actions a. In all cases where the authority for a retention action is stated as “General Court Martial Convening Authority (GCMCA)” or a similar phrase, the action may also be taken by the first general officer in the soldier’s chain of command. Officers frocked to the rank of Brigadier General or higher are considered General Officers for all retention actions in this regulation. Additionally, COL(P), serving in a GO duty position stated above, may also exercise this authority. The provisions of paragraph 3-10g apply to this authority. b. Officers in the rank of MAJ(P) who are serving in authorized LTC command positions are authorized to perform all retention actions requiring the recommendation or decision of a LTC commander. This authority does not apply to promotable officers serving as Acting Commanders (officers must actually occupy the authorized command position). In these situations, the Acting Commander will forward the action to the next higher command with his/her specific recommendations. c. Commissioned warrant officer commanders should follow, without exception, all requirements specified for their particular level of command in this regulation. d. Other warrant officer commanders, specifically, those not commissioned, enlisted commandants, and acting commanders/commandants should follow all requirements that are specified for company level commanders in this regulation. These commanders/commandants may approve DA Form 3340-R and initiate or recommend approval on all other actions including, but not limited to, bars to reenlistment, waivers, and retention related exception to policy. They may not— (1) Disapprove a reenlistment, RC transfer/enlistment, or extension of enlistment or other request or action required by this regulation. These actions will be forwarded, with the commander’s/commandant’s specific justification for disapproval, to the first commander who is a commissioned officer in the chain of command for action. Specifically, they will not disapprove— (a) DA Form 3340-R (Request for Reenlistment or Extension in the Regular Army). (b) DA Form 3072-R (Waiver of Disqualification for Reenlistment/Promotion in the Regular Army), includes any form of soldier generated request for waiver or exception to policy for reenlistment, extension, or RC affiliation purposes. (c) Requests for removal of a Declination of Continued Service Statement (DCSS). (d) Soldier’s request for removal of a bar to reenlistment. Additionally, if upon review of a bar, the warrant officer commander/enlisted commandant believes the bar should remain in effect, he/she will forward a written justification to the first commander who is a commissioned officer in the chain of command for determination (see chap 8 of this regulation). (2) Administer oaths of enlistment, reenlistment, or extension of enlistment (see app D). (3) Consistent with governing laws and this regulation, sign as the administering officer— (a) DD Form 4 Enlistment/Reenlistment Document—Armed Forces of the United States). (b) DA Form 1695 (Oath of Extension of Enlistment). (c) DA Form 5689 (Oath of Reenlistment). e. In those cases where a soldier is fully qualified for retention but his commander believes it is not in the best interest of the Army for the soldier to continue to serve (but a Bar to reenlistment is not warranted), the commander may forward the soldier’s request for reenlistment or extension through command channels to the first Colonel or higher in the soldier’s chain of command. This commander will review the soldier’s request and the recommendation of the chain of command. If denial of the requested action is supported, the commander will provide his or her comments, attached as an endorsement to the DA Form 3340-R, through the servicing senior Career Counselor to the Commander, HRC-Alexandria (AHRC-EPR-R). The Commander, HRC-Alexandria, may, on a case-by-case basis, deny reenlistment and/or extension to any soldier who does not have a statutory entitlement to reenlist (chap 1). Any commander who is a commissioned officer in the soldier’s chain of command may stop the process for denial and approve the soldier’s request. f. For the purposes of the Army Retention Program and this regulation, an organization of company, battery, detachment, or similar size, is referred to as a company. Commanders of these units will ensure accomplishment of all assigned company level missions, functions, tasks and duties, as specified in this regulation. g. Commanders may, in writing, appoint soldiers serving as the Command or Installation Senior Career Counselors, to perform duties as Retention Officers.

1–9. Communication with HQDA and other governmental agencies channels. The cases of soldiers who desire retention or enlistment/transfer will be handled at the local level when possible. Soldiers will not visit, write, or telephone HQDA or other Government agencies responsible for processing or acting on such cases without first utilizing the local level. If it is necessary to contact higher authorities, commanders will

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ARNGUS recruiting and retention regional/state conferences, USAR strength management conferences and U.S. Army Recruiting Command (USAREC) hosted Partnership Council meetings. (e) Assist DMPM in supporting annual Retention Steering Groups, boards, and seminars as required. (f) Manage Army Retention Program, Active Army, and RC workforce, specifically Active Army and AGR Career Counselors. Maintain Army wide personnel readiness, ensuring sufficient personnel resources are qualified, trained, developed, and distributed, consistent with DCS, G-1 guidance and Table of Distribution Allowances (TDA) manpower requirements, through coordination with RC managers as required. (g) Develop a broad base contingency plan, to continue Army Retention Program missions as prescribed by appendix H, for use during periods of partial mobilization and in support of contingency operations in forward theaters of operation. (4) The Commandant, Recruiting and Retention School. This commandant will provide retention (Active Army and RC) training and serve as the point of contact for the functional proponent of AR 611-201. The Commandant will coordinate fiscal MRTT funding requirements with the DMPM. c. Commanders of MACOMS and Army Staff Agencies. Commanders of MACOMS reporting directly to HQDA and Army Staff Agencies will— (1) Execute duties and responsibilities as Retention Officers. (2) Implement and aggressively support and sustain the Army Retention Program within their commands, assigning reenlistment and RC transfer/enlistment missions to each major subordinate level commander, requiring all subordinate commanders to do the same. (3) Develop a MACOM plan to ensure the Army Retention Program continues during all levels of readiness short of full mobilization. Plans should be general in nature and based upon lessons learned from previous contingency operations (see app H). (4) Maintain and publish statistics on Army Retention, RC enlistment/transfer and special program eligibles, missions, accomplishments, and projections. Evaluate, advise, and assist subordinate commanders’ processes, tech- niques, and abilities to do the same. Formulate and implement specific policies and procedures for subordinate commanders. (5) Provide retention guidance and assistance to subordinate commanders. Minimal guidance includes: identification and reporting of retention eligible soldiers; “fair share” mission assignment policies; statistical reporting and projection procedures; RETAIN Report reconciliation procedures; additional training requirements for Career Counselors; and retention incentive awards program guidance. (6) Conduct annual staff assistance visits (SAV) and inspections to ensure compliance with this regulation and MACOM directives, policies, and procedures. MACOM Commanders will establish specific inspection criteria, consis- tent with this regulation. Special emphasis must be given to local retention processes and procedures of subordinate commands failing to meet the commander’s assigned retention missions, unresolved RETAIN Report discrepancies, significant variations between numbers of actual retention eligible soldiers and eligible soldiers as reported by the Standard Installation/Division Personnel System (SIDPERS). MACOM will further ensure that solid working relation- ships exist between host installations and assigned, attached, and/or supported commanders, elements, and soldiers, ensuring all elements, commanders, and soldiers receive the maximum benefit of available retention support and adequate resources. Particular attention will be the accomplishment of Installation Commander retention support missions, as specified by this regulation, MACOM Commander guidance, and existing Installation Support Agree- ments. Visits and inspections will include a random sampling of brigade, battalion, and company levels of command. (7) Relieve or direct the relief of Career Counselors found unfit, unqualified, unable, or unwilling to perform duties, accomplish tasks or functions, fulfill responsibilities, or maintain high standards as prescribed by this regulation (see chap 9). (8) Ensure Career Counselors are properly incorporated into the local command or organizational structure, enabling the commander to effectively accomplish all required missions, tasks, and functions in support of the Army Retention Program, as prescribed by HQDA and the MACOM Commander. Active Army Career Counselors are primarily assigned and utilized by a specific unit commander. RC Career Counselors, other than those assigned to a MACOM or corps headquarters, are primarily the Installation Commander’s program administrator and adviser, with the mission of providing direct support to all assigned, tenant, and attached units, elements, commanders, and soldiers within the installation’s geographic support area, regardless of organizational affiliation (see chap 9). (9) Ensure all Career Counselors (including additional duty Reenlistment NCO) are effectively staffed, trained, utilized, performing to prescribed high standards, and accomplishing all missions, in strict accordance with this regulation (see chap 9). Particular attention will be given to the utilization of Career Counselors during unit readiness training, including, but not limited to alerts, field training exercises, and unit readiness evaluations (see chap 9 and app H). MACOM will ensure Active Army Career Counselors, additionally performing the duties of RC Career Counselors, are sufficiently trained and resourced to accomplish the RC enlistment/transfer mission. (10) Ensure subordinate commanders allocate sufficient monetary and personnel resources to implement, sustain, and accomplish Army Retention Program missions and requirements. MACOM are responsible for defining and

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ensuring sufficient resources are allocated to support all subordinate and tenant activity commander missions in support of the Army Retention Program. (11) Conduct training conferences, seminars, and meetings, as necessary, for Career Counselors to train, review, discuss, and improve the Army Retention Program. Forward specific problems and recommendations for improving the Army Retention Program to HQDA, Deputy Chief of Staff for Personnel, Attn: DAPE-MPE-PD, Washington DC 20310-0300. (12) Establish a MACOM Retention Incentive Awards Program. Programs are designed to focus on and to enhance the MACOM Commander’s ability to accomplish the Army’s retention missions, and to recognize superior accomplish- ments and performance by subordinate commands and responsible individuals. d. Subordinate Army commanders. Subordinate Army commanders will develop and implement policies and actively support an aggressive program designed to accomplish Army retention missions. They will— (1) Execute duties and responsibilities as Retention Officers. (2) Implement and aggressively support the Army Retention Program within their commands, assigning “fair-share” reenlistment and RC transfer/enlistment missions to each major subordinate level commander, requiring all subordinate commanders to do the same, accomplishing all missions, functions, tasks, and responsibilities as required by this regulation. (3) Commanders of corps and division levels of command will develop a general plan to ensure the Army Retention Program continues during all levels of readiness short of full mobilization. Plans should be general in nature and based upon lessons learned from previous contingency operations (see app H). (4) Maintain and publish statistics on Army Retention Program eligibles, missions, and accomplishments. Evaluate, advise, and assist subordinate commanders’ retention processes, techniques, and abilities to do the same. Formulate and submit specific narrative recommendations for subordinate commanders. (5) Ensure all soldiers, serving honorably and faithfully, including those with waiverable disqualifications, are counseled and interviewed as prescribed in appendix C. Soldiers will be informed that retention in the Army is a privilege earned through continued satisfactory performance. (6) Ensure a soldier who desires unbroken service is considered for immediate reenlistment or, if he or she is not recommended for reenlistment, is prevented from reenlisting or extending his or her service as prescribed in chapter 8 of this regulation. (7) Ensure all soldiers scheduled for separation from the Active Army are counseled and interviewed, as prescribed, by a Career Counselor for potential enlistment or transfer into the ARNGUS or USAR (see app C). (8) Relieve or direct the relief of Career Counselors found unfit, unqualified, unable, or unwilling to perform duties, accomplish tasks or functions, fulfill responsibilities, or maintain high standards as prescribed by this regulation (see chap 9). (9) Ensure all units and organizations are staffed or supported by Active Army and RC Career Counselors as required by this regulation (see chap 9). (10) Ensure Career Counselors are properly supervised, utilized, resourced, trained, and provided sufficient transpor- tation, funding, office space, and clerical assistance, to accomplish their duties and responsibilities in support of the Army Retention Program. (11) Ensure training conferences are conducted by each division, brigade, and similar unit at least once per quarter. These conferences will be used to instruct commanders, Career Counselors, and other key personnel in their duties and responsibilities to the Army Retention Program. Career Counselors, where available, will present the instruction. (12) Ensure that reporting of reenlistment eligibility codes (ERUP), reenlistments and extensions, via SIDPERS, are processed in a timely manner. This includes prompt correction of unresolved errors and unprocessed transactions as reported by the servicing SIDPERS Interface Branch (SIB). They will also develop and implement internal procedures ensuring prompt reconciliation of RETAIN Report (see para 11-35). (13) Ensure all subordinate commanders allocate sufficient funds, IAW applicable provisions of the current fiscal year version of DFAS-IN 37-100 or other accounts as appropriate to support retention and transition efforts within the command. Particular attention is directed to ensure tenant activities are sufficiently resourced and supported by host Installation Commanders (see AR 37-1 and DFAS-IN 37-100 for budgeting and authorized uses of these funds). Although these funds are not “fenced,” retention offices are expected to coordinate with their comptroller to ensure funds are used to support the Army Retention Program to the greatest extent possible. (14) Establish an Army Retention Awards Program, designed to enhance the commander’s ability to accomplish assigned retention missions, recognizing subordinate command excellence. Additionally, special recognition or awards are given to assigned officers and NCOs who demonstrate outstanding support of the retention efforts within the command. Recognition may be in any form deemed appropriate by the commander. (15) Ensure commanders, leaders, and soldiers are informed of the current Army Retention Program policies and procedures. An annual retention update for all NCOs and officers is required as a minimum. (16) Ensure the Army Retention Program is sufficiently publicized throughout the command.

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(17) Ensure the Army Retention Program is sufficiently publicized, ensuring information is available and distributed throughout the command. (18) Assist the commander in developing, implementing, and maintaining an effective Incentive Awards Program, supporting attainment of assigned retention and enlistment/transfer missions. (19) Coordinate payments of reenlistment bonus entitlements and accrued leave, as required, through the servicing FAO. (20) Obtain, from the servicing FAO, up-to-date information on reenlistment bonuses for prospective reenlistees (see Department of the Defense Financial Management Regulation (DODFMR)). g. Reserve Component (RC) Career Counselor. The RC Career Counselor is the program administrator and expert technical advisor to the commander and command sergeant major on all aspects of the Army Retention Program regarding the enlistment/transfer of Active Army soldiers into the Reserve Component. The RC Career Counselor will— (1) Administer daily operations of the commander’s RC enlistment/transfer responsibilities within the Army reten- tion program. (2) Ensure the commander and command sergeant major are continually updated regarding the RC readiness posture of the organizational Army Retention Program and compliance with HQDA and higher headquarters regulatory guidance. (3) Ensure completion of all required tasks, functions, and duties, as specified by HQDA and higher headquarters. (4) Exercise operational supervision over subordinate RC transfer and enlistment programs and personnel. (5) Maintain and publish statistics on Army Retention Program (Active Army soldiers nearing separation) eligibles, missions, and accomplishments. Assign “fair-share” enlistment/transfer missions to installation assigned, attached, and supported units and activities. (6) Coordinate with Active Army Career Counselor to ensure all eligible soldiers scheduled to separate from the Active Army under honorable conditions are interviewed and properly counseled regarding RC opportunities and benefits. (7) Encourage nonobligated soldiers to enlist in the Individual Ready Reserve (IRR) if a Reserve Component unit assignment is not available. (8) Prepare and conduct formal training for subordinate retention personnel. Ensure soldiers are trained and remain sufficiently proficient to perform their assigned duties and responsibilities in support of the Army Retention Program. (9) Conduct briefings, including but not limited to, Preseparation services program briefings (see chap 2, AR 635- 10), Noncommissioned Officer Development Program (NCODP) training, Commander’s Call, NCO Call, and so on, of current RC information to all leaders and soldiers. (10) Conduct, at a minimum, quarterly inspections of subordinate unit retention programs. Particular attention will be given to the referral process, ensuring all eligible soldiers are properly counseled, as prescribed by appendix C. Outbrief Commanders and Command Sergeants Major when available. Provide a written report of subordinate retention programs, through the Command Sergeant Major, to the Commander for corrective action. Additionally, provide a copy of the report to the servicing Installation Command or Senior Career Counselor. Inspection report formats, procedures, and additional requirements are at the discretion of the MACOM. (11) Determine enlistment/transfer eligibility by thoroughly screening Official Military Personnel File (OMPF), Military Personnel Records Jacket (MPRJ), and/or local training records and rosters, as required. (12) Operate the RETAIN system. Ensure soldier qualifications are correctly input into RETAIN. Utilize Software for Total Army Retention Stations (STARS) to collect soldier and market data, schedule and track appointments, record soldier eligibility, and produce electronically generated documents and statistical reports. Obtain and verify qualifica- tions and counsel soldiers regarding available RC enlistment/transfer options. Obtain HQDA authorization for enlist- ment/transfer. Report accomplished transfers/enlistments on RETAIN. Generate automated reports as required by higher headquarters. (13) Draft and execute support agreements with local Directors of Information Management (DOIM), addressing maintenance and repair of all computer hardware, software, communications systems, facsimile (FAX) machines, shredders, and copiers which have been provided by sources outside the DOIM area of responsibility, including equipment provided by HRC-Alexandria or the servicing MACOM. (14) Plan and conduct enlistment/transfer ceremonies. (15) Submit or ensure correct preparation and timely submission of mission accomplishment reports as required by higher headquarters. (16) Ensure Retention Publicity Items (RPI) and general retention information is requisitioned, distributed, available and displayed throughout the command. (17) Assist the Commander in developing, implementing, and maintaining an effective Army Retention Incentive Awards Program, enhancing accomplishment of assigned missions and recognizing superior accomplishments and the individual transferring/enlisting soldier. (18) Obtain, from the servicing FAO, up to date information on RC pay and entitlements, to include Drill Pay and

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Affiliation Bonuses for prospective separating soldiers (see Department of the Defense Financial Management Regula- tion (DODFMR)). h. Company Commanders. These officers will— (1) Execute duties and responsibilities as Retention Officers. (2) Develop, implement, and sustain an Army Retention Program, accomplishing all assigned missions, tasks, functions, and fulfill responsibilities, as established by this regulation and higher headquarters. Monitor monthly, quarterly, and FY retention statistics and trends, adjusting command emphasis and resources as required to accomplish assigned missions. (3) Ensure all reenlistment and RC enlistment/transfer counseling is conducted in a timely manner and remarks appropriately documented, as required by chapter 5 and appendix C. Inspect the Army Retention Program, most notably the Reenlistment Data Card file, at a minimum on a monthly basis. (4) Develop and implement an Army Retention Incentive Program, enhancing mission accomplishment, recognizing those persons who either reenlist, extend under the BEAR Program, special programs, or enlist/transfer into an RC unit. Specifically, the commander will offer incentives, or additional incentives, to soldiers reenlisting in the Active Army or affiliating with the RC as required by para 1-5 of this regulation. The program will be announced by memorandum, dated, signed by the current commander, maintained by the additional duty Reenlistment NCO, well publicized throughout the unit, and posted on the unit retention bulletin board. (5) Encourage maximum attendance at reenlistment ceremonies by the soldier’s coworkers and fellow unit members. (6) Ensure the Company Reenlistment NCO is provided sufficient time to carry out retention duties, while remain- ing proficient in his/her PMOS, to include attending retention meetings, seminars, and conferences as announced by higher headquarters. i. Company Reenlistment NCO. The Company Reenlistment NCO is appointed in an additional duty capacity, by the commander, to— (1) Serve as advisor on matters relating to the Army Retention Program, under the operational supervision of the Active Army Career Counselor. Coordinate RC information with the RC Career Counselor. (2) Maintain and provide monthly, quarterly, and FY statistics for the commander. (3) Review and maintain the Reenlistment Data Card file for all soldiers. Screen MPRJ, local training records and rosters to obtain qualification data for retention actions and records. Special emphasis will be placed upon reporting and recording current reenlistment eligibility. Coordinate with Career Counselor on local SIDPERS procedures to update ERUP codes on the Enlisted Master File. (4) Coordinate all reenlistment, extension, and RC affiliation actions and ceremonies through the Active Army or RC Career Counselor, as appropriate. (5) Assist the commander with preparation of bars to reenlistment on soldiers not recommended for reenlistment, extension, or further service. (6) Contact and counsel soldiers recommended for reenlistment, extension, and/or RC affiliation, including those requiring waivers, to give professional guidance. (7) Prepare DA Form 3340-R for the soldier’s and commander’s signatures. (8) Coordinate through Active Army Career Counselor, referrals of eligible soldiers declining reenlistment, to the servicing RC Career Counselor. (9) Coordinate through the Career Counselor, with the servicing Finance and Accounting Officer (FAO), soldiers due reenlistment bonus entitlement payments, including Selective Reenlistment Bonus (SRB) anniversary payments, and payments of accrued leave, resulting from a previously executed extension of enlistment (DA Form 1695). (10) Maintain Unit Retention Bulletin Board, complete with latest retention information (SRB, incentive programs, and so on), as required by higher headquarters. (11) Ensure sufficient Retention Publicity Items (RPI) are prominently displayed throughout the unit area.

Chapter 3

Qualifications for Immediate Reenlistment and Command Sergeant Major Retention Program

3–1. General This chapter explains the following terms: a. Soldier processing. b. Basic qualifications for reenlistment. c. Procedures for waivers (if appropriate). d. Reenlistment periods and ranks. e. CSM Retention Program.

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b. Factors considered under the “whole person” concept are listed below. This is a commander’s guideline to assist in evaluating the potential reenlistee. (1) Recent nonjudicial punishment. (2) Repetitive nonjudicial punishment. (3) Low aptitude area scores. (4) Low education achievement in combination with a pattern of disciplinary incidents. (5) Low evaluation reports. (6) Slow rank progression resulting from a pattern of marginal conduct or performance. (7) Potential for further service. (8) A combination of any or all of the above factors.

3–8. Qualification of a soldier for reenlistment a. Age (Non-Waivable). (1) A soldier must be 18 years of age or older on the date of reenlistment and not more than 55 years old at the new ETS. Soldiers who will have completed 20 or more years of active Federal Service on their 55th birthday will not be reenlisted or extended for any period that will expire after the last day of the month in which the soldier reaches age

(2) Soldiers who will not have completed 20 years of active Federal service on their 55th birthday may be reenlisted or extended to complete 20 years’ active Federal service provided they meet the below listed requirements. (a) The soldier is an enlisted soldier otherwise qualified for reenlistment, or is an Army commissioned or warrant officer released from active duty. (b) The soldier can complete 20 years active Federal service before his or her 60th birthday. b. Citizenship (non-waiverable). A soldier must meet one of the following criteria: (1) Be a United States citizen. Citizens of the Commonwealth of the Northern Marianas Islands (Rota-Saipan-Tinan) are U.S. citizens. (2) Be an alien who has been lawfully admitted to the United States for permanent residence. (3) Be a national of the United States. (Citizens of America Samoa, Guam, Puerto Rico, and the Virgin Islands are U.S. nationals.) (4) Be a citizen of the Federated States of Micronesia (FSM), the Republic of the Marshall Islands (RMI), or the Republic of Palau (ROP). By presidential proclamation and a joint resolution of Congress, these citizens are authorized to enlist and serve in the U.S. Armed Forces. c. Trainability (non-waiverable). (1) Initial term soldiers requesting reenlistment must possess aptitude area score of 85 or higher in any three aptitude areas of the Armed Services Vocational Aptitude Battery (ASVAB). Soldiers in the rank of SGT or higher are exempt from the score requirements. (2) Soldiers on their second or subsequent enlistment are exempt from all aptitude area score requirements. (3) Aptitude area scores, as shown on the DA Form 2-1 (Personnel Qualification Record, Part II), will be used to determine reenlistment eligibility. (4) Initial term soldiers who did not attain the aptitude score required above may be retested on the Armed Forces Classification Test (AFCT) under AR 611-5 and DA Pam 600-8. d. Education (Non-waiverable). (1) Soldiers must possess a GED, high school diploma, or 15 or more semester hours of college to be eligible for reenlistment. Soldiers must also meet all educational requirements of the specific option for which reenlisting. (2) Special training qualifications may be determined from official transcripts, or by a statement signed by the soldier certifying that he or she has the specific school training or courses required. Soldiers signing these statements who are found not to have the schooling required will have committed a fraudulent reenlistment. (3) Initial term soldiers who do not possess a GED, high school diploma, or 15 or more semester hours of college, and incur a DA imposed Service Remaining Requirement, are exempt from (1) and (2) above. e. Medical and Physical Fitness. (1) Soldiers must meet the medical retention standards of chapter 3, AR 40-501, or have been found physically qualified to perform in his or her PMOS per AR 635-40. Soldiers who have been found qualified for retention by a Physical Evaluation Board will not be denied reenlistment under this provision. Soldiers pending MMRB action per AR 600-60 will not be reenlisted until the MMRB action has been finalized; however, they may be extended for the minimum time necessary to complete the MMRB action. (2) Soldiers must have passed their most recent Army Physical Fitness Test (APFT), within the nine-month period prior to date of reenlistment. (a) Soldiers with permanent physical profiles which prevent taking the APFT are exempt from the requirements of (2) above. (b) Soldiers with temporary physical profiles (profile can not exceed 12 months per AR 40-501) which preclude

AR 601–280 • 31 January 2006 11

administration of an APFT, but who have passed an APFT within the preceding 9 months to the date of awarding of the profile, are eligible for reenlistment. (c) Soldiers with temporary physical profiles who are not qualified for reenlistment under (b) above may be extended for not more than 7 months to allow removal of the profile and administration of an APFT. Extensions beyond 7 months must be approved by the GCMCA or first general officer in the soldier’s normal chain of command, whichever is in the most direct line to the soldier. (d) Soldiers who do not meet the qualifications of (2) (a), (b), or (c) above, and are unable to be administered an APFT through no fault of their own, may be granted waivers by the GCMCA or the first general officer in their chain of command. f. Weight Control (Non-waiverable). Soldiers (except those in para (2) below) placed in the Weight Control Program, per AR 600-9, are not allowed to extend or reenlist unless they are in the Active Army, and— (1) Have a temporary or permanent physical medical condition that precludes weight loss, are otherwise physically fit, and have performed their duties in a satisfactory manner. The nature of on-going treatment must be documented. Extensions for temporary medical conditions must be for the minimum time necessary to correct the condition and achieve the required weight loss. Extensions or reenlistments are authorized for soldiers with permanent medical conditions that preclude attainment of weight standards and disability separation is not appropriate. The approval authority for these exceptions is GCMCA or the first general officer in the soldier’s normal chain of command. (2) Soldiers who are under medical care for pregnancy (includes the birth of the child plus 7 months) and exceed the weight standards of AR 600-9. (a) May reenlist or extend if they are otherwise qualified and were not in the Weight Control Program immediately prior to pregnancy. Extension period will not exceed 7 months from the birth of the child. (b) May extend only if they are otherwise qualified and were in the Weight Control Program immediately prior to their pregnancy. Extension period will not exceed 7 months from the birth of the child. g. Rank (Non-waiverable). (1) A soldier may not exceed the retention control points as shown below, by more than 29 days before expiration of contracted service (reenlistment or extension), see table 3-1 below.

Table 3– Retention control points

Rank Total active service in years

PVT-PFC 3

CPL/SPC 10

CPL/SPC (Promotable) 15

SGT 15

SGT (Promotable) 20

SSG 22

SSG (Promotable) 24

SFC 24

SFC (Promotable) 26

1SG/MSG 26

1SG/MSG (Promotable) 30

CSM/SGM 30

Notes: (^1) The RCP for soldiers in the ranks of SSG(P) and above who are assigned to special bands (West Point Band, The Army Band, The Fife and Drum Corps and the Army Field Band) differs from the above table. They are: SSG(P) and SFC 30 years; SFC(P) and 1SG/MSG 33 years; and 1SG/MSG(P) and CSM/ SGM 35 years. (^2) Command sergeants major serving in nominative positions when the commander is a GO are authorized retention beyond 30 years. These soldiers will not be retained beyond 35 years of total active service.

12 AR 601–280 • 31 January 2006