Pre-Decisional Junior Officer Retention Incentive Program
The Junior Officer Retention Incentives Program is an initiative designed in response to Soldier desires for increased career flexibility based on their feedback from the Department of the Army Career Engagement Survey. This program will evaluate three of the most popular incentives among Soldiers and is part of a broader set of Army initiatives for understanding how to support and retain our most valuable resource – our people. The results of this program will inform the Army’s future efforts to provide career flexibility options while retaining talent.
Program pending legal revisions and senior leader approval.
Click each option below for details.
Eligibility
The Junior Officer Retention Incentives Program is available to officers who meet the following criteria:
1. Component: Officers must be active duty commissioned officers in the regular Army. War-rant officers are not eligible for this program. Army Reserve and Army National Guard officers, including AGR, are not eligible for this program.
2. Year Groups by Commissioning Source: Officers must have commissioned from the U.S. Military Academy (USMA) in 2020, the Reserve Officers’ Training Corp (ROTC) with a scholarship in 2021, ROTC without a scholarship in 2022, or the Officer Candidate School (OCS) in 2022. All dates in this paragraph refer to calendar years.
3. Branch: Officers must be serving in one of the following branches: Adjutant General (42B only), Air Defense, Armor, Chemical, Cyber, Engineers, Field Artillery, Infantry, Military Intel-ligence, Military Police, Ordnance, Quartermaster, Signal Corps, Transportation. Officers who have signed a contract that will result in a transfer to a special branch (the Judge Advocate General’s Corp, the Chaplain Corps, and the corps of the Army Medical Department) are not eligible.
4. Duty Station: Officers’ duty station must be in one of the following states as of 5 September 2024: Kentucky, Maryland, Missouri, New York, North Carolina, South Carolina, Texas, or Washington.
5. Officer Evaluation Report (OER).
a. The officer has never received a “Relief for Cause” OER.
b. The officer has never received a Referred OER (i.e., ever received “Referred” or “Yes, comments are attached” on DA Form 67-10-1, part II, block d).
c. The officer has consistently received a senior rater evaluation of “Most Qualified” or “Highly Qualified” for all OERs in the last two years (DA Form 67-10-1, part VI, block a).
6. Career Position:
a. The officer has not already attended or started the Captains Career Course (CCC).
b. The officer is within 15 months of the end of all current Active Duty Service Obligations as of 5 September 2024.
7. General Standing:
a. The officer does not currently have a Flag for the suspension of favorable personnel actions (as defined in AR 600–8–2). This includes any transferable and nontransferable Flags.
b. The officer has never failed to be selected for promotion to O-3.
c. The officer is not being evaluated by a Medical Evaluation Board (MEB) as part of a poten-tial medical discharge process.
8. Officers otherwise eligible who have submitted requests for separation from service, but whose requests are not yet approved, will again be eligible to receive a career flexibility option once they have initiated action to rescind the request and remain on active duty. Officers desir-ing to do so should contact their career manager.
Link to Contract Fillable PDF (Requires Digital Signature)
Link to HRC Career Manager page
(click your branch and login with your CAC for contact information for your career manager)
For questions or comments, please click the button below to email us.
Submit completed contracts to the same email for processing.