• February 10, 2026, 7:00pm
• February 24, 2026, 7:00pm

Register Here!

Sailors with a soft expiration of active obligated service — a date for separation that was extended past their original one — on Dec. 5 or earlier are allowed to execute a voluntary extension of no more than 30 days.

Read more at: https://www.stripes.com/theaters/us/2024-09-06/defense-department-jobs-program-troops-15091893.html
Source - Stars and Stripes

The Navy is telling clerks to forgo having some sailors review and sign a key piece of separation paperwork, the documentation that can significantly shape a veteran's life after service, and instead systematically declare that signatures could not be obtained in an effort to deal with a massive backlog.

Rear Adm. Stuart Satterwhite is the commander of MyNavy Career Center. It's a job he took on last year, and the title belies some of the responsibility placed on the one-star flag officer. The command, known more commonly as MNCC, oversees many of the transactions that are crucial to sailors’ lives -- fixing pay issues, tracking leave balances, issuing orders and also the issue at the heart of this story -- separations and retirements.

ROUTINE

R 221618Z JUL 22 MID200080049455U

FM CNO WASHINGTON DC

TO NAVADMIN

INFO CNO WASHINGTON DC

BT
UNCLAS

NAVADMIN 160/22

PASS TO OFFICE CODES:
FM CNO WASHINGTON DC//N1//
INFO CNO WASHINGTON DC//N1//

MSGID/GENADMIN/CNO WASHINGTON DC/N1/JUL//

SUBJ/SKILLBRIDGE EMPLOYMENT SKILLS TRAINING GUIDANCE//

REF/A/MSG/CNO WASHINGTON DC/171359ZSEP15//
REF/B/DOC/DOD/24JAN14//
REF/C/DOC/ASN/26JUL13///
REF/D/DOC/USD/21NOV12///
REF/E/DOC/USC/1JAN22//
REF/F/DOC/DOD/JUN2019//

NARR/REF A IS NAVADMIN 222/15, SKILLBRIDGE EMPLOYMENT SKILLS TRAINING 
PROGRAM.  
REF B IS DOD INSTRUCTION 1322.29, JOB TRAINING, EMPLOYMENT SKILLS TRAINING, 
APPRENTICESHIPS, AND INTERNSHIPS FOR ELIGIBLE SERVICE MEMBERS.  
REF C IS ASSISTANT SECRETARY OF THE NAVY MEMORANDUM, IMPLEMENTATION 
INSTRUCTIONS FOR SECTION 1143(E) OF TITLE 10, UNITED STATES CODE.  
REF D IS UNDER SECRETARY OF DEFENSE MEMORANDUM, DIRECTIVE-TYPE MEMORANDUM, 
IMPLEMENTING MANDATORY TRANSITION ASSISTANCE PROGRAM PARTICIPATION FOR 
ELIGIBLE SERVICE MEMBERS.  
REF E IS 10 U.S. CODE SECTION 1143.  
REF F IS THE DOD FINANCIAL MANAGEMENT REGULATION VOLUME 7A.//

RMKS/1.  This NAVADMIN cancels and replaces reference (a), by clarifying 
program requirements, updating Sailor eligibility, instituting a centralized 
registration process, clarifying command approval procedures, and updating 
the SkillBridge point of contact.
References (b) through (e) provide authority for the Navy to implement 
employment skills training and transition assistance programs.

2.  The SkillBridge program is designed to help eligible members departing 
the Naval service.  Reference (b) defines an eligible member as any member of 
the Armed Forces who has completed at least
180 days on Active Duty (AD) in the Armed Forces and is expected to be 
discharged or released from AD within 180 days of the date of commencement of 
participation in the SkillBridge program.  Sailors may not extend their 
enlistment to complete a SkillBridge program.

3.  To balance Sailor benefits and mission readiness, SkillBridge 
participation should not normally begin any earlier than 120 days prior to 
actual separation/retirement date.  In no case shall SkillBridge 
participation begin any earlier than 180 days prior to actual 
separation/retirement date.  Sailors may not use leave or any other 
authorized absence to begin a SkillBridge program greater than
180 days from separation.  Any approved separation, terminal leave, and 
permissive temporary duty (TDY) shall occur following SkillBridge 
participation.  Sailors will remain the responsibility of the parent command 
for administrative purposes.  As such, SkillBridge participants must make 
weekly contact with their command point of contact for personnel 
accountability.  Failure to maintain weekly contact may result in program 
termination and return to the permanent duty station (PDS) at the members 
expense.

4.  Sailors must meet the following eligibility requirements:
    a.  Be separating from the Navy and have sufficient time remaining under 
their contract to complete the program prior to established separation date.
    b.  Have successfully passed their most recent physical fitness 
assessment.
    c.  Be recommended for advancement or promotion and retention on most 
recent evaluation or fitness report.
    d.  Have completed their Transition Assistance Program requirements.
    e.  Have attended an ethics brief or completed a DoD (Department of 
Defense) approved ethics training presentation within the 12 months prior to 
the start of the SkillBridge program.
    f.  Have not previously completed, be currently participating in, or had 
participation terminated from an employment skills training program.

5.  SkillBridge is not an entitlement.  Commanding officers (COs) and 
officers in charge with non-judicial punishment authority maintain final 
approval authority.  COs have full authority to disapprove or modify 
participation based on mission requirements.
COs should carefully consider command readiness when granting permission to 
participate in the program in light of the fact that personnel backfills are 
not normally available until the actual separation/retirement date of the 
participant.
    a.  COs shall evaluate each request to participate in SkillBridge on the 
merits as they impact the individual Sailor and mission readiness.  Commands 
shall not implement any additional restrictions on participation based on 
such criteria as rank/grade, education, skills, length of service, etc.
    b.  Commands should establish a formal process to assess the impact of 
SkillBridge participation on mission readiness.
    c.  SkillBridge participation need not align with the Sailors military 
skill set.
    d.  Command policies or instructions should address application 
timelines, procedures and personnel accountability for participants, to 
include periodic contact with the command.
    e.  Commands will place all SkillBridge participants on permissive TDY 
travel orders for the duration of their program until commencement of 
separation, terminal leave, and permissive TDY, if authorized.  This applies 
to programs both outside and within the area of the Sailors PDS.
    f.  SkillBridge is considered official duty, authorized to be completed 
during normal work days and hours.  Commands will place Sailors in a duty-
free status while participating in SkillBridge.

6.  Sailors may only participate in a SkillBridge program with industry 
partners or employers that have an approved memorandum of understanding (MOU) 
with the DoD.  A list of approved programs can be found on the SkillBridge 
web portal, located at https://skillbridge.osd.mil/organizations.htm.  
Organizations listed on the website are in good standing with DoD.  COs will 
only approve participation through the end of the approved MOU in cases where 
a partners MOU will expire during a Sailors requested SkillBridge period.  
COs may extend a Sailors participation if the MOU is renewed prior to 
expiration.
    a.  COs may not enter into an MOU to approve an employer or industry 
partner as a SkillBridge provider.
    b.  Installation COs may enter into MOUs with DoD approved providers for 
the purpose of operating a SkillBridge program on base.
    c.  A participation MOU or other similar agreement required by a 
SkillBridge provider to outline roles and responsibilities of each party 
(provider, Sailor, command) is authorized.

7.  Sailors receiving special and incentive (S and I) pays who participate in 
SkillBridge will be treated as if they are on separation leave or long term 
TDY with respect to continued eligibility for S and I pays.  If the policy 
for a particular S and I pay requires payments to stop when the member is on 
long term TDY or separation leave, commands must take action to stop the 
applicable S and I pay.  For those S and I pays not required by policy to 
stop for long term TDY or separation leave, COs will carefully consider the 
impact to mission readiness due to the loss of the critical skill in question 
before approving SkillBridge.  In line with reference (f), S and I pays are 
directly tied to incentivizing retention of critical skills for Navy 
missions, therefor COs are empowered to disapprove SkillBridge requests if 
they feel that allowing a Sailor to receive S and I pay during SkillBridge 
participation would inappropriately impact readiness.

8.  Registration Procedures:
    a.  To ensure accurate record keeping, effective immediately, any Sailor 
intending to participate in SkillBridge shall register with the OPNAV 
SkillBridge Registrar up to 365 days before expected date of separation.  
This shall be completed via encrypted email from the Sailor to the address in 
paragraph 11, with their command career counselor carbon copied.  Email must 
include the Sailors name, rate/designator, paygrade, name of the SkillBridge 
provider, as well as type of program (e.g. internship, skills training, or 
apprenticeship), location and desired dates of the program.
    b.  The OPNAV SkillBridge Registrar will record the Sailors intent to 
participate and respond to the Sailor and the command career counselor via 
email.  This acknowledgement shall then be routed to the CO with the Sailors 
request to participate.
    c.  COs may only approve SkillBridge requests from Sailors possessing 
acknowledgement of registration from the OPNAV SkillBridge Registrar.

9.  Upon CO approval of a registered SkillBridge participant, the command 
will enter the Sailor into Fleet Training, Management and Planning System to 
record SkillBridge participation as early as possible.  Course identification 
numbers for SkillBridge are S-3A-060 for programs between 1 and 60 days, S-
3A-0120 for courses between 61 and 120 days and S-3A-0180 for courses between 
121 and 180 days.  Commands must enter the date the Sailors SkillBridge 
program begins in the completion date field.  The command should notify the 
OPNAV SkillBridge Registrar of any registered Sailor who was disapproved so 
that they can be removed from the database.

10.  Use of travel funds to participate in SkillBridge is not authorized.  
Shipment of household goods is only permitted upon receipt of separation 
orders.

11.  Direct all questions regarding SkillBridge policy to 
navy_skillbridge.fct(at)navy.mil or by phone at (703)604-5310.

12.  This message will remain in effect until superseded or canceled, 
whichever occurs first.

13.  Released by Vice Admiral Richard J. Cheeseman Jr., N1.//

BT
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CLASSIFICATION: UNCLASSIFIED//
 

Reservists who drill part-time are Selected Reservists, or SELRES, and AC2SELRES will take enlisted Sailors straight into the Reserve without any break in service. No visit to a recruiter is needed because the Navy handles transferring you into the Reserve much like transferring to another command.

The Selected Reserve (SELRES) has most of the same benefits their active component shipmates do, such as access to the commissary and exchange services, and on-base Morale, Welfare, and Recreation facilities.

A significant benefit is qualifying for 180 days of premium-free Tricare Transitional Assistance Management Program (TAMP) medical coverage. However, this benefit is only available to those who transition directly from the active component to the Reserve.

After that, you keep going with Tricare by enrolling in Reserve Select medical and Tricare Dental programs. Both are premium-based and are available to qualified SELRES members and their eligible family members at prices you will be hard to find in the private sector.

If you just came off of a deployment on active duty and the potential of a quick deployment in the Reserves worries you, it shouldn’t. If you ask for it, current policy allows for up to two years of deferment from mobilization from the date of separation from active duty.   

AC2SELRES Sailors may also qualify for an affiliation bonus, Post-9/11 GI Bill transferability opportunities, and the Montgomery GI Bill – Selected Reserve.

Most Sailors start out applying for in-rate reserve opportunities first, but if you are willing to try something new and qualify, you could cross-rate into a new or related career field. Approval, however, is contingent on the Sailor’s qualifications and if manning levels in the new rating allow for the switch.

Sailors selected for rating conversion get counseling on the details their conversion requires, such as required block learning, school completion deadlines, Navy Wide Advancement Exam requirements, drilling obligations, and the eligibility for and obligations of financial incentives.

Those wanting to browse possibilities should contact their Command Career Counselor, who can review community health considerations in the SELRES with interested Sailors.

Sailors must meet all eligibility requirements outlined in MILPERSMAN Article 1306-1501, Enlisted Active Component To Reserve Component (AC2SELRES/AC2FTS) Transition Procedures.

Sailors interested in reenlisting into the Reserve apply through the Career Waypoints-Reenlistment module starting at 10-months before their end of service date but no later than 90 days before getting out.

Those waiting until 90 days before their service expiration can still affiliate in the Reserve, but the handling of their applications goes through their Command Career Counselor.

The Navy Reserve is hiring and in fiscal years 2022-23, there are enough openings for a majority of transitioning Sailors to have an opportunity to find a billet.

Sailors approved for transition into the Reserve are then contacted by the Navy’s Career Transition Office (CTO) at Navy Personnel Command.

The CTO introduces the Sailor to their assigned Navy Reserve Center (NRC). After that, the Sailor coordinates with the NRC to schedule their first drill weekend, complete onboarding requirements, and attend command indoctrination once orders are received. 

The CTO website has more information at: https://www.mynavyhr.navy.mil/Career-Management/Transition/.

Complete details and procedures, including points of contact, are available in the NAVADMIN or from your Career Counselor.

ROUTINE

R 282000Z JAN 21 MID600050184863U

FM CNO WASHINGTON DC

TO NAVADMIN

INFO CNO WASHINGTON DC

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UNCLAS

NAVADMIN 025/21

PASS TO OFFICE CODES:
FM CNO WASHINGTON DC//N1//
INFO CNO WASHINGTON DC//N1//

MSGID/GENADMIN/CNO WASHINGTON DC/N1/JAN//

SUBJ/FISCAL YEAR 2021 ENLISTED EARLY TRANSITION PROGRAM 
OPPORTUNITIES//

REF/A/MSG/CNO WASHINGTON DC/192000ZNOV20//

NARR/REF A IS NAVADMIN 307/20, MODIFICATION TO EARLY SEPARATION POLICY 
NAVADMIN CANCELLATIONS.//

RMKS/1.  This NAVADMIN supplements reference (a) by providing the 
fiscal year (FY) 2021 enlisted early transition quotas for Active 
Component Sailors by rating, paygrade, year group (the fiscal year the 
Sailor joined the Navy) and Navy enlisted classification (NEC).

2.  As announced in reference (a), our Navy has grown over recent 
years and as a result, some enlisted ratings at specific paygrades 
have become overmanned due to high retention in these ratings.  In an 
effort to provide well-balanced enlisted ratings in support of 
community rating health, the Navy is opening up opportunities for 
eligible Sailors to submit requests for early separation via the 
Enlisted Early Transition Program (EETP).

3.  EETP is a quota-controlled voluntary separation program, which is 
updated periodically to reflect opportunity.  Early separation will be 
granted on a first-come-first-served basis until all quotas are 
exhausted in the respective rating.
    a.  EETP opportunities and the application process are also listed 
on the Navy Personnel Command (NPC) website via MyNavy Portal at 
https://my.navy.mil, then click *Quick Links* and then the *NPC* tab.  
Once on the NPC website, navigate to the *Enlisted* dropdown, then 
select *Community Managers* and navigate down to the *EETP* link.  FY-
21 EETP separation opportunities are as follows:
Rating      Pay-Grade   Year Group  Quotas      NEC Information
AS          ALL         2012        2
                        2013        4
                        2014        2
AZ          ALL         2008        5
                        2009        3
                        2011        2
                        2012        3
                        2013        10
                        2014        5
GSE         ALL         2013        5           NEC U07A and U55A
                                                are not eligible.
                        2014        5
GSM         ALL         2013        10          NEC U07A and U12A
                                                are not eligible.
                        2014        3
                        2015        4
HM          ALL         2007        15          Eligible NECs: 0000,
                                                L03A, L06A, L07A,
                                                L08A, L12A, L25A,
                                                L33A and L36A.
                        2008        1
                        2009        3
                        2010        33
                        2011        40
                        2012        40
                        2013        54
                        2014        35
                        2015        35
                        2016        73
                        2017        47
EM          ALL         2011        1           NEC U35A, U36A and
                                                U58A are not
                                                eligible.
                        2012        2
                        2013        9
                        2014        2
BM          ALL         2012        4
                        2013        8
                        2014        7
CTI
(Middle East North Africa)
            ALL         2007        1           NEC 9ARB and 771B
                                                are not eligible.
                        2008        1
                        2009        1
                        2010        1
                        2011        1
                        2012        3
                        2013        1
                        2014        2
                        2015        3
CTI
(Latin/South America)
            ALL         2007        1           NEC 771B is not
                                                eligible.
                        2008        1
                        2009        1
                        2010        1
                        2011        3
                        2012        2
                        2013        2
                        2014        2
CTN         ALL         2010        3           NEC H13A, H14A, H15A,
                                                 H16A and 771B are
                                                 not eligible.
                        2015        10
                        2016        7
MC          ALL         2011        1
                        2012        1
                        2013        3
                        2014        3
                        2015        6
                        2016        6
CS          ALL         2013        10
                        2014        10
                        2016        37
NCCR        ALL         2007        1
                        2008        1
                        2009        1
                        2010        2
                        2011        1
                        2012        1
                        2013        1
                        2014        1
PS          ALL         2011        3
                        2012        7
                        2013        7
                        2014        3
                        2015        5
                        2017        14
RP          ALL         2012        3
                        2013        5
                        2014        4
LS          ALL         2012        19
                        2013        18
                        2014        18
YN          ALL         2013        7
                        2014        7
BU          ALL         2013        3           NEC B03A, B16A, B17A
                                                and B18A are not
                                                eligible.
                        2014        3
                        2015        5
                        2016        1
CE          ALL         2008        1           NEC B03A, B16A, B17A
                                                and B18A are not
                                                eligible.
                        2010        2
                        2011        1
                        2013        2
                        2014        3
                        2015        3
                        2016        3
CM          ALL         2008        2           NEC B03A, B16A, B17A
                                                and B18A are not
                                                eligible.
                        2013        3
                        2014        2
                        2015        4
                        2016        6
EA          ALL         2017        1           NEC B03A, B16A, B17A
                                                and B18A are not
                                                eligible.
EO          ALL         2010        2           NEC B03A, B16A, B17A
                                                and B18A are not
                                                eligible
                        2014        2
                        2015        5
                        2016        6
SW          ALL         2012        1           NEC B03A, B16A, B17A
                                                and B18A are not
                                                eligible
                        2013        2
                        2014        2
                        2015        3
                        2016        4
    b.  Sailors in the following categories will not be eligible to
apply:
        (1) Undermanned NECs (less than 95 percent manned).
        (2) Under any selective reenlistment bonus obligations.
        (3) Under obligated service (OBLISERV) for *C* school 
training.
        (4) Under OBLISERV for the Selective Training and Reenlistment 
Program.
        (5) Under OBLISERV for transfer of Post 9/11 education 
benefits.
        (6) Sailors in nuclear ratings.

4.  The Navy remains committed to ensuring Fleet readiness by 
providing well-trained Sailors in the right paygrade, with the right 
skills and experience, at the right time.  Ensuring proper rating 
health, by balancing rating paygrades, while retaining the necessary 
knowledge, skills and experience in the Fleet is instrumental to 
maintaining our warfighting advantage.

5.  Questions and concerns regarding these policy changes may be 
referred to MyNavy Career Center at askmncc(at)navy.mil or 1-833- 330-
MNCC(6622).

6.  Released by Vice Admiral John B. Nowell, Jr, N1.//

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UNCLASSIFIED//

Announced in NAVADMIN 307/20 on Nov. 19, the message says the early separations will be on a case-by-case basis, targeted to selected overmanned ratings and year groups as a way to help restore rating health and open up promotion opportunity for sailors seeking to stay Navy. 

Other types of early outs will also be offered and will be considered on a case-by case basis.  Which program applies to a Sailor depends on where they are in their careers as well as the reason for separation. 
 
“As the Navy has grown over recent years, some enlisted ratings at specific paygrades have become overmanned due to high retention in these ratings,” said John B. Nowell, Jr., the Navy’s Chief of Personnel. “Fleet readiness is our number one priority while also allowing for a flexible marketplace of talent management.” 

The largest source of early outs will likely come from the newly restored Early Enlisted Transition Program (EETP).  EETP opportunity will come in published quotas, identified by rating, paygrade, year group and navy enlisted classification. 

These quotas are published on the Navy Personnel Command website and updated in real time as they are used.  As a result, quotas will be granted on a first come first serve basis until all are exhausted.  To find which skillsets may transition early, go to MyNavy Portal at https://my.navy.mil, then click *Quick Links* and then the *NPC* tab. Once on the NPC website, navigate to the *Enlisted* dropdown, then select *Community Managers* and navigate down to the *EETP* link. 

Those nearing the end of their careers should check out the Military Personnel Manual (MILPERSMAN) Article 1830-040, which lays out the rules for active duty service members desiring early transfer to the Fleet Reserve at 20 years of service.  The article was recently updated to authorize retirement-eligible Sailors with obligated service remaining on their enlisted contracts to transition out early.

There are no blanket policies, so each request is reviewed on a case-by-case basis, taking into account the Navy’s manning requirements and individual rating health.  Each request is reviewed to make sure that sea and critical shore billets are not gapped.  Any such negative impacts will result in the request being disapproved.

Early separation is also available for Sailors facing forced rating conversion, provided they have less than a year left before their soft expiration of active obligated service (SEAOS).  Consideration for this type of early separation request must contain a statement of understanding from the Sailor that the Navy will recoup any unearned bonuses given for the service that won’t be completed.

Educational early outs will also be considered for Sailors hoping to get an early start at college.  These requests are submitted to the Enlisted Separation and Performance Division at Navy Personnel Command if the early transition is greater than 90-days before their SEAOS.  As always, Commanding Officers can approve education separation requests inside of 90 days of a service member’s SEAOS.

Those applying for a commissioning program or inter-Service transfer require what’s called a conditional release which can only be approved by Navy Personnel Command.  Sailors should send those requests to NPC via their commanding officer.

Regardless of which early out authority Sailors are requesting, commands need to carefully follow all guidance in the appropriate MILPERSMAN article. 

In the message, Nowell reminded Sailors and commands that Fleet readiness is paramount.  Retaining
Sailors with the right skills and experience is instrumental to retaining the Navy’s warfighting
competitive edge.

“The Navy remains committed to ensuring Fleet readiness by providing well-trained Sailors in the right paygrade with the right skills and experience at the right time,” said VADM Nowell in the message.  “Ensuring proper rating health, by rebalancing rating paygrades, while retaining the necessary knowledge, skills and experience in the Fleet is instrumental to maintaining our warfighting advantage.”

Questions and concerns regarding these policy changes may be 
referred to MyNavy Career Center at askmncc(at)navy.mil or 1-833- 330-MNCC(6622).

ROUTINE

R 291924Z MAY 20 MID110000745277U

FM CNO WASHINGTON DC

TO NAVADMIN

INFO CNO WASHINGTON DC

BT
UNCLAS

NAVADMIN 160/20

PASS TO OFFICE CODES:
FM CNO WASHINGTON DC//N1//
INFO CNO WASHINGTON DC//N1//

MSGID/GENADMIN/CNO WASHINGTON DC/N1/MAY//

SUBJ/GUIDANCE ON CONDUCTING CEREMONIES FOR RETIREMENT OR TRANSFER TO THE 
FLEET RESERVE DELAYED DUE TO THE CORONAVIRUS PANDEMIC//

REF/A/DOC/NPC/2OCT13//
REF/B/NAVADMIN/OPNAV/261427ZMAR20//
REF/C/DOC/DOD/1JAN20//
REF/D/INST/SECNAV/14MAR06//
REF/E/DOC/JTR/1MAY20//

NARR/REF A IS MILPERSMAN 1800-010, GENERAL GUIDELINES FOR CONDUCTING CEREMONY 
FOR RETIREMENT OR TRANSFER TO THE FLEET RESERVE.  
REF B IS NAVADMIN 089/20.  
REF C IS THE DEPARTMENT OF DEFENSE (DOD) FINANCIAL MANAGMEMENT REGULATIONS.  
REF D IS SECNAVINST 7042.7K, GUIDELINES FOR USE OF OFFICIAL REPRESENTATIONAL 
FUNDS (ORF).  
REF E IS DOD JOINT TRAVEL REGULATIONS.//

RMKS/1.  In line with reference (a), this NAVADMIN announces interim policy 
guidance pertaining to command-sponsored retirement ceremonies delayed due to 
the coronavirus pandemic.  COVID-19 has limited group gatherings and 
congregate events, such as command- sponsored retirement ceremonies designed 
to express the appreciation of the Navy for the many years of faithful and 
honorable service our Service Members have devoted to their country.  This 
NAVADMIN amplifies reference (a) by permitting commands to approve delays in 
the execution of command-sponsored retirement ceremonies following an 
effective retirement date for Service Members up to 6 months after the 
cognizant installation commanding officer allows group gatherings of over 10 
people.  This authority also extends to the retirement ceremonies of those 
Service Members who receive voluntary extensions of their retirement dates 
pursuant to reference (b).

2.  As detailed by reference (a), upon notification of an approved retirement 
or Fleet Reserve transfer date by Naval Personnel Command, Service Members 
may request a command-sponsored retirement ceremony.  A request for use of 
any command resources, logistics or personnel support for a retirement 
ceremony constitutes a request for an official command-sponsored ceremony.

3.  Commands using the authority in this NAVADMIN may approve requests by 
Service Members on a case-by-case basis after fully considering existing Navy 
mitigation measures in response to the coronavirus outbreak.  Commands, as 
directed by reference (a), will make every reasonable effort within 
regulations, budgetary constraints and practicality to provide the items 
requested.

4.  Upon approval by a command, the retirement ceremony becomes an official 
command function.  Use of appropriated funds may be authorized consistent 
with reference (c) and budgetary constraints.
The sponsoring command will use current year operating funds in the fiscal 
year the retirement ceremony is held.

5.  Limitations on the use of appropriated funds.  Appropriated funds shall 
not be used for food, receptions or unofficial functions.  Specifically, 
associated events such as receptions are considered personal in nature and 
should not be funded with appropriated funds.  However, a command may provide 
notice of the time and location of a directly related reception so long as it 
will not increase the cost to the Government.  Pursuant to reference (d), 
Official Representation Funds (ORF) shall not be used for retirement 
ceremonies.  Additional questions concerning the use of appropriated funds 
for necessary expenses should be addressed through the command comptroller or 
legal counsel.

6.  To request a command-sponsored retirement ceremony, Service Members shall 
follow the procedures in reference (a) and shall request in writing to the 
commanding officer or commander of the parent command.  The request or 
extension shall be submitted early enough to allow for adequate planning.  
Reference (a) directs the ceremony be sponsored by the last permanent duty 
station regardless of whether the retiree transferred to a new activity while 
pending placement on the retired list.

7.  Limitations on personal travel entitlements.  Commands should exercise 
caution when funding personal travel for Service Members after retirement to 
the location of their command-sponsored retirement ceremonies.  Retired 
Service Members will not qualify for travel benefits under reference (e), 
section 030101.  Reference (e), section 030501, permits commands to issue 
invitational travel orders for an individual who participates in a ceremony 
directly related to the interest of the DoD component.  Travel approval 
authorities must scrutinize requests from Service Members for invitational 
travel orders on a case-by-case basis consistent with reference (c) and 
budgetary constraints.

8.  This interim policy guidance is in effect for 1 year from the date of 
issuance.  Requests from retiring Service Members will only be approved for 
command-sponsored retirement ceremonies held preceding retirement or 
following the effective retirement date for up to 6 months after the 
cognizant installation commanding officer allows group gatherings of over 10 
people.  This authority permits commands to delay command-sponsored 
retirement ceremonies consistent with reference (a) while recognizing the 
limitations posed by COVID-19 to the celebration of traditional naval 
ceremonies and events.

9.  For questions concerning these policy changes, please contact MyNavy 
Career Center at (833) 330-6622 or via e-mail at askmncc(at)navy.mil.

10.  Released by VADM John B. Nowell, Jr, N1.//

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But the Navy is not eliminating the training requirement and instead is authorizing all separating and retiring sailors to complete this requirement online, allowing them to separate on time.

Here’s what you need to know:   

“Commanders must continue to ensure transitioning Service Members are prepared to reintegrate into the civilian community, especially in the challenging times we face. Vice Adm. John B. Nowell, the Navy’ top uniformed personnel official said in NAVADMIN 082/20.

Active-Duty Sailors retiring or separating are exempt from the stop movement, which means that separations and retirements will go on as scheduled, unless Sailors request and are approved to reenlist or extend

The course completion requirement is also still in place for Reserve Sailors on active-duty orders for more than 179 days as well as mobilized reservists within 60 days of redeployment and demobilization.

For those with enough time left on the books, the message recommends they simply reschedule for a later date.

Those inside their 365-days prior to separation start time or 90-days prior to separation Capstone requirement must complete their training through the Joint Knowledge Online Website. Details on the TAP virtual curriculum to include links to the training available on the Department of Defense Transition Assistance Program Website.

What’s not changed is the requirement for initial Self-Assessment Counseling, Pre-Separation counseling and Capstone sessions. These can still be done in-person using proper social-distancing protocol or telephonically by command career counselors or TAP managers.

TAP related questions can be directed to Mr. Tom Albert, OPNAV N170C, at (901)-874-4254, DSN 882 or via e-mail at tom.albert@navy.mil.

Get more information about the Navy from US Navy facebook or twitter.

For more news from Chief of Naval Personnel, visit www.navy.mil/local/cnp/

NAVADMIN 223/19

PASS TO OFFICE CODES:
FM CNO WASHINGTON DC//N1//
INFO CNO WASHINGTON DC//N1//
MSGID/GENADMIN/CNO WASHINGTON DC/N1/SEP//

SUBJ/CHANGES TO TRANSITION ASSISTANCE PROGRAM//

REF/A/DOC/H.R. 5515/13AUG18//
REF/B/DOC/TITLE 38 U.S.C./11JUL11//
REF/C/DOC/DOD/29FEB11//
REF/D/DOC/OPNAV/24AUG16//
NARR/REF A IS SEC 552 OF NATIONAL DEFENSE AUTHORIZATION ACT OF 2019, 
IMPROVEMENTS TO TAP.  
REF B IS THE VOW TO HIRE HEROES ACT OF 2011.
REF C IS THE PRESIDENT OF THE UNITED STATES VETERANS EMPLOYMENT INITIATIVE.  
REF D IS OPNAVINST 1900.2C, TRANSITION ASSISTANCE PROGRAM.//

RMKS/1.  This NAVADMIN announces improvements to the Transition Assistance 
Program (TAP) effective 1 October 2019.  These initiatives will improve 
Service Members preparations to transition from active-duty service, whether 
from an initial tour, following retirement after 20 or more years, or any 
separation after serving 180 or more days of active-duty.  In line with 
references (a) through (c), TAP is mandatory for active and reserve personnel 
who serve 180 or more days of consecutive active-duty and must be completed 
prior to release and issuance of Certificate of Discharge from Active-Duty 
(DD Form 214).

2.  All command triads, command career counselors (CCC) and fleet leaders 
must be familiar with these changes.  We owe it to our Sailors to prepare 
them for life after the Navy.

3.  Key changes include:
    a.  Mandatory self-assessment, initial in-person counseling by command 
career counselor and assignment into one of three pathways or tiers, 365 days 
or more prior to separation to tailor TAP to the Sailors needs.
    b.  Mandatory completion of pre-separation counseling conducted during 
first day of transition class.
    c.  Mandatory Department of Labor Employment Workshop is condensed to 1-
day instead of 3 days.
    d.  Completion of a 2-day track during days 4 and 5 of transition course 
for those in Tier III (Sailors in other tiers can still attend).

4.  TAP is comprised of five key components:
    a.  Mandatory self-assessment and initial counseling to be completed 365 
days or more prior to release from active-duty, which must include:
        (1) Completion of a self-assessment using the Department of Defense 
(DoD) self-assessment worksheet and counseling tool to determine the most 
appropriate transition pathway/tier prior to commencing the transition 
process.
        (2) Completion of initial in-person counseling conducted by the 
command career counselor.
        (3) Assignment of Service Members to one of three career readiness 
tiers (Tier I, II, or III) based on the individual preparedness to 
successfully transition as determined by the initial counseling and self-
assessment.  Commanders are responsible for ensuring that Sailors complete 
the appropriate Career Readiness Standards (CRS) based on assigned tier.
        (4) Initiation of Individual Transition Plan (ITP).
        (5) Documentation of tier assignment and initial counseling 
completion on Service Members Preparation Counseling Checklist (DD Form 2648) 
via eForm in Defense Manpower and Data Center (DMDC) DoDTAP page.
    b.  Mandatory Pre-Separation counseling to be commenced 365 days or more 
prior to release from active-duty:
        (1) Preferred method is group-setting during Day one of Transition 
class at the Fleet and Family Support Center (FFSC).
        (2) Individual Pre-Separation counseling must be completed by the 
command transition officer for those approved to complete TAP via Joint 
Knowledge Online (JKO).
        (3) Completion must be documented on DD Form 2648 in DMDC DoDTAP 
website.
    c.  Mandatory Transition Core Curriculum Course (formerly transition 
GPS):
        (1) Attendance at Department of Defense Transition day (all Service 
Members) which includes My Transition, Military Occupational Code crosswalk 
and financial planning.
        (2) Veterans Administration benefits and service brief for all 
Service Members.
        (3) Department of Labor 1-day Employment Workshop for all Service 
Members with limited exemptions.
    d.  Selection of 2-Day Track:  Service Members in Tier I and II may be 
waived from participating in tracks.  Tier III assigned personnel must attend 
at least one of the following tracks.
        (1) My Employment
        (2) My Education
        (3) My Vo-tech
        (4) My Entrepreneurship
    e.  Mandatory Capstone event completed no later than 90 days prior to 
release from active-duty to verify that Service Members have met their CRS 
and received the transition services they requested.
        (1) Preferred method is to attend a Capstone event conducted by 
transition counselors at Navy Transition sites (FFSC) in small group (less 
than 25) seminars.
        (2) For those unable to attend a transition site Capstone event due 
to operational commitments or short notice separations, a local Capstone with 
a transition counselor (CCC or designated representative) must be conducted 
to verify CRS.
     f.  Service Members who have not completed a DD Form 2648 by 1 October 
2019, must meet the new requirements.

5.  Responsibilities:
    a.  Separating personnel must report to Transition class with the 
following required materials for their own personal use in budgeting and 
drafting of resume:
        (1) Their Verification of Military Education and Training report
        (2) ITP template
        (3) Last five Fitness/Evaluations Reports
        (4) Most current Leave and Earnings Statement
        (5) Current credit report
        (6) Transcripts (Smart, Joint Service Transcripts) if applicable
        (7) DoD self-service (DS) logon and e-benefit registration (be 
registered with logon/password)
    b.  Reserve Component Service Members on active-duty orders (other than 
attendance at a service school) greater than 180 days must complete all 
transition requirements prior to release from active-duty.  Reservists under 
New Accession Training (NAT) orders are exempt from TAP requirements.
        (1) Initial counseling must be completed at the Navy Operational 
Support Center/Navy Reserve Activity within 30 days of notification of 
mobilization, Active Duty Operational Support, or Active Duty for Training 
orders greater than 180 days.  The supported active-duty command will ensure 
pre-separation counseling and all TAP requirements are completed prior to the 
end of orders greater than 180 days.
        (2) Reserve Component Service Members on definite recall orders will 
follow active duty TAP guidance.
        (3) Tracking and recording of completion of TAP requirements is the 
responsibility of the command where reservists are assigned while on active-
duty.
    c.  CCC/Designated transition representative must continue to ensure 
transitioning Service Members receive initial counseling and understand all 
TAP requirements.
    d.  CCC/Designated transition representative must provide the transition 
tracking report to their Commanding Officer as part of the CCC monthly 
report.
    e.  Commanders must ensure transitioning personnel participate in the TAP 
as required by law.  Ensure personnel are exempt from normal duty a full 24-
hours during each workshop/briefing day and 12-hours immediately preceding 
attendance at the transition course.

6.  Information on TAP can be found under the 21st Century Sailor tab at:  
https://www.mnp.navy.mil/group/sailor-and-family-support
    a.  Self-assessment worksheet and counseling tool.
    b.  Chart of required TAP components and CRS required per each Tier.
    c.  Additional resources.

7.  Other provisions of reference (d) remain in effect.  Additional updates 
will be provided once DoD policy guidance is released.

8.  Points of contact:
    a.  General policy questions:  Mr. Tom Albert, OPNAV N170C, 
tom.albert(at)navy.mil, (901)874-4254/DSN 882-4254.
    b.  Specific execution questions:  Mr. Anthony Stevens, CNIC (N91), 
anthony.stevens1(at)navy.mil, (202)433-4541/DSN 288-4541.
    c.  Reserve policy questions: LCDR Kari Imperatore, OCNR, 
aldebaran.imperatore(at)navy.mil, (703)614-9844/DSN 224-9844.
    d.  Reserve execution questions:  NCCM Kimberly Cedar, CNRFC, 
kimberly.cedar(at)navy.mil, (757)322-5774/DSN 262-5774.

9.  Released by Vice Admiral John B. Nowell Jr, N1.//

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ROUTINE

R 311958Z OCT 18

FM CNO WASHINGTON DC

TO NAVADMIN

INFO CNO WASHINGTON DC

BT
UNCLAS

NAVADMIN 267/18

PASS TO OFFICE CODES:
FM CNO WASHINGTON DC//N1//
INFO CNO WASHINGTON DC//N1//

MSGID/GENADMIN/CNO WASHINGTON DC/N1/OCT//

SUBJ/REVISED SECNAV GUIDANCE FOR ADMINISTRATIVE SEPARATION FOR CONDITIONS NOT 
AMOUNTING TO A DISABILITY//

REF/A/MEMO/ASN(M&RA)/11SEP18//

REF/B/DOC/USD(P&R)/5AUG14//

REF/C/DOC/USD(P&R)/27JAN14//

REF/D/DOC/USD(P&R)/11MAY18//

NARR/REF A IS ASSISTANT SECRETARY OF THE NAVY (MANPOWER AND RESERVE
AFFAIRS) MEMO.  REF B IS DODI 1332.18, DISABILITY EVALUATION SYSTEM (DES).  
REF C IS DODI 1332.14, ENLISTED ADMINISTRATIVE SEPARATIONS.
REF D IS DODI 1332.30, COMMISSIONED OFFICER ADMINISTRATIVE SEPARATIONS.//

RMKS/1.  In line with reference (a), this NAVADMIN announces revised 
administrative separation (ADSEP) guidance for service members with 
conditions that interfere with the performance of duty, but are not 
specifically listed as compensable under the Veterans Affairs Schedule for 
Rating Disabilities (VASRD), also known as Conditions Not Amounting to a 
Disability (CnD).

2.  Effective immediately, service members with conditions that interfere 
with the performance of duty that are specifically listed as compensable 
under the VASRD may be referred to the Disability Evaluation System (DES).  
Service members with conditions that interfere with the performance of duty, 
but are not specifically listed as compensable under the VASRD, may be 
eligible for ADSEP for CnD as outlined in references (b) and (c).  In 
situations where the member has both types of conditions, referral to the DES 
is required in line with reference (b).  See reference (d) for officer 
separations.

3.  CnD is not appropriate, nor should it be pursued when ADSEP is warranted 
on the basis of unsatisfactory performance or misconduct.
Separation of a service member for a condition for which the member has been 
found fit for continued naval service by a physical evaluation board is not 
authorized, unless the ADSEP is approved by the Secretary of Defense.  ADSEP 
processing will not be initiated until the service member is notified in 
writing that the condition does not qualify as a disability.  Prior to 
involuntary separation, the notification procedure in reference (b), 
enclosure (5), section 2, will be used.  Documentation must include evidence 
that the service member is unable to function effectively because of a CnD.

4.  Medical officer recommendations for CnD ADSEP must be endorsed by a 
Bureau of Medicine and Surgery (BUMED) appointed Medical Evaluation Board 
(MEB) Convening Authority (CA) prior to delivery to the cognizant command.  
MEB CAs will provide a separation recommendation to the command within five 
business days for cases not requiring Flag Medical Department Officer review.  
This review will include the appropriate International Statistical 
Classification of Diseases and Related Health Problems (ICD-10) code.

5.  A Flag Medical Department Officer review is required if the member has 
one or more of the following:  Personality Disorder as the basis for CnD 
administrative separation, greater than four years of service, deployed to an 
imminent danger pay area in the last 24 months, or ever completed, or is 
flagged to complete, a Post- Deployment Health Assessment.  MEB CAs will 
forward the separation recommendation to the Commander of Navy Medicine East 
or West for endorsement, as appropriate.  For members of the U.S. Navy 
assigned to a U.S. Marine Corps command, MEB CAs will forward the separation 
recommendation to the Medical Officer/Director of Health Services of the 
Marine Corps.  Cognizant Flag officers shall endorse and make recommendations 
on the MEB CA separation recommendation within five business days of receipt.  
MEB CAs will provide a separation recommendation to the cognizant command 
within a total of 10 business days for cases requiring a Flag Medical 
Department Officer review.

6.  Use guidance below to determine the appropriate Separation Authority 
(SA):
    a.  Commanding Officer, Navy Recruit Training Command serves as SA for 
recruit personnel.  This CnD policy applies to all administrative separation 
actions for conditions not amounting to a disability, including entry level 
separation members who have served less than 180 days.
    b.  For all enlisted cases where members are diagnosed with Post 
Traumatic Stress Disorder or Traumatic Brain Injury, the SA is the Chief of 
Naval Personnel (CHNAVPERS), or higher authority.  For such cases, see 
MILPERSMAN 1910-702, (General Guidance for Separation
Authorities) for guidance regarding required screening for service members.
    c.  The first Flag officer in the chain of command is the SA for all 
enlisted service members who have not been diagnosed with PTSD or TBI.
    d.  For all commissioned officers, the SA is the Secretary of the Navy 
delegated down to the Assistant Secretary of the Navy (Manpower and Reserve 
Affairs).  The Show Cause Authority is the CHNAVPERS.

7.  MILPERSMAN Article 1900-120 (Separation by Reason of Convenience of the 
Government-Medical Conditions Not Amounting to a Disability) will be 
promulgated to reflect requirements outlined in reference (a).  Upon release 
of MILPERSMAN Article 1900-120, MILPERSMAN Article 1910-120 (Separation by 
Reason of Convenience of the Government-Physical or Mental Conditions) and 
MILPERSMAN Article
1910-122 (Separation by Reason of Convenience of the Government- Personality 
Disorder) will be cancelled.

8.  Points of contact (POCs) are Enlisted Performance and Separations, PERS-
832 at PERS832ADSEPS(at)navy.mil, Officer Performance and Separations, PERS-
834 at PERS-834(at)navy.mil, and Reserve Enlisted Status, PERS-913 at PERS-
913_midlant(at)navy.mil, PERS-913_northwest(at)navy.mil, PERS-
913_southeast(at)navy.mil, or PERS-913_southwest@navy.mil.  POCs may be 
reached by phone through the MyNavy Career Center at (833) 330-MNCC.

9.  Released by Vice Admiral R. P. Burke, N1.//

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Mental disorders — almost never diagnosed at the beginning of military service — became the top diagnostic category at the end, according to the study by the Defense Health Agency, which surveyed 45,000 troops who served 4-15 years beginning in 2000 and separated in 2014 and 2015. https://www.stripes.com/news/mental-disorders-most-frequent-medical-diagnosis-among-servicemembers-just-before-separation-pentagon-study-says-1.539022

NAVADMIN 158/18

PASS TO OFFICE CODES:
FM CNO WASHINGTON DC//N1//
INFO CNO WASHINGTON DC//N1//
MSGID/GENADMIN/CNO WASHINGTON DC/N1/JUL//

SUBJ/BLENDED RETIREMENT SYSTEM ENROLLMENT PERIOD AND CONTINUATION PAY//

REF/A/DOC/NDAA/13APR15//
REF/B/MSG/CNO WASHINGTON DC/271444ZSEP16//
REF/C/MSG/CNO WASHINGTON DC/281546ZNOV16//
REF/D/MSG/CNO WASHINGTON DC/311929ZJAN17//
REF/E/MSG/CNO WASHINGTON DC/062134ZJUN17//
REF/F/MSG/CNO WASHINGTON DC/201541ZDEC17//
REF/G/DOC/COMNAVPERSCOM/20DEC17//
NARR/REF A IS SECTIONS 631 THROUGH 635 OF NATIONAL DEFENSE AUTHORIZATION ACT, 
SUBTITLE D - DISABILITY PAY, RETIRED PAY, AND SURVIVOR BENEFITS.  
REF B IS NAVADMIN 217/16, ANNOUNCEMENT OF THE BLENDED RETIREMENT SYSTEM FOR 
THE UNIFORMED SERVICES.  
REF C IS NAVADMIN 259/16, NOTIFICATION OF ELIGIBILITY TO OPT-IN TO THE 
BLENDED RETIREMENT SYSTEM.  
REF D IS NAVADMIN 020/17, NOTIFICATION OF AVAILABILITY OF THE BLENDED 
RETIREMENT SYSTEM OPT-IN TRAINING.
REF E IS NAVADMIN 133/17, NOTIFICATION OF AVAILABILITY OF THE BLENDED 
RETIREMENT SYSTEM OPT-IN COMPARISON CALCULATOR.  
REF F IS NAVADMIN 302/17, NOTIFICATION OF THE START OF THE BLENDED RETIREMENT 
SYSTEM ENROLLMENT PERIOD AND ENROLLMENT INSTRUCTIONS FOR OPT-IN ELIGIBLE 
SERVICE MEMBERS.  
REF G IS NAVPERS 15560D, NAVAL MILITARY PERSONNEL MANUAL (MILPERSMAN).//

RMKS/1.  This NAVADMIN reminds eligible Sailors that there are only
6 months left in the Blended Retirement System (BRS) enrollment period.  As 
previously announced in references (a) through (f), the BRS enrollment period 
is from 1 January 2018 until 31 December 2018.  During this period, opt-in 
eligible Service members may enroll in the BRS via the *myPay* website.  Opt-
in eligible Service members who do not choose to enroll in BRS will remain in 
the current *legacy* retirement system.  If a Service member elects to enroll 
in the BRS, that election is irrevocable.  Reference (g) article 1810-080 
contains additional details on BRS opt-in criteria and procedures.

2.  The BRS mid-career Continuation Pay (CP) rates have been released for 
Calendar Year 2019 (CY19).  Please visit
http://www.public.navy.mil/bupers-
npc/support/21st_Century_Sailor/readiness/Pages/Personal-Financial-
Management.aspx, to view the CY19 CP Pay Rates memo.  Sailors that wish to 
opt-in to BRS and want to receive the mid-career CP are reminded that they 
must have opted in to BRS and requested CP before 12 years of service (YOS) 
to receive CP.  The CP election is made via Navy Standard Integrated 
Personnel System (NSIPS).  For Service members who have provided NSIPS with 
an up-to-date email address, NSIPS will send them email notifications of CP 
eligibility at 6 months, 6 months and 90 days prior to 12 YOS.  Opt-in 
eligible Service members who choose to enroll in the BRS, and who will reach
12 YOS within the first 90 days of their enrollment may be required to 
manually elect CP through their Command Career Counselor (CCC) due to systems 
processing time.  This manual process is detailed in reference (g) article 
1810-081, see references (f) and (g) for CP details.

3.  Command leaders are charged with ensuring that our opt-in eligible 
Service members are prepared to make an informed financial decision prior to 
the closure of the opt-in window on 31 December 2018.  Ensuring that Sailors 
have the education and training tools needed to make the right decision for 
their situation is the job of command mentors, one of the six elements of 
being *Brilliant on the Basics* for retention and covered in NAVADMINs 
095/18, 100/18, and 043/08.  This responsibility to educate and train Service 
members continues even after they have made the decision to opt-in.  Current 
reports show that there are some Service members who have opted in to BRS but 
are not making contributions to their Thrift Savings Plan (TSP) Account and 
are therefore not receiving government matching for their TSP.  Leaders 
should encourage members in this situation to work with their Command 
Financial Specialist or a Financial Counselor to review their personal budget 
options to maximize their TSP contributions.

4.  Commands should notify all opt-in eligible Service members within their 
command that there are 6 months left in the BRS enrollment period.  To enable 
this notification, command administration departments must contact their 
supporting personnel office to certify the list of all opt-in eligible 
Service members is current within their command.

5.  BRS information can be found on the Navy BRS page at
http://www.public.navy.mil/bupers-
npc/support/21st_Century_Sailor/readiness/Pages/Personal-Financial-
Management.aspx.

6.  As stated in references (b) through (e), the opt-in decision may be the 
most important financial decision of an eligible Service member, their 
family, and Navy career.  A concerted effort by the Navy Total Force must be 
made to ensure that opt-in eligible Service members understand the opt-in 
decision and are equipped to make this decision prior to the closure of the 
opt-in period on 31 December 2018.

7.  Released by Vice Admiral R. P. Burke, N1.//

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The TRP is designed to benefit both the Sailor and the Navy by allowing a return to service for those who are well trained leaders with valuable and needed skills and will be offered to selected Sailors prior to their departure from the Navy.

The TRP empowers Commanding Officer's (COs) to identify Active Component and Full Time Support officer and enlisted personnel who have elected to leave active duty (AD) service and do not desire to affiliate with the Ready Reserve and recommend them to be awarded a "Golden Ticket" or "Silver Ticket," giving them the option for expedited reentry to AD if they decide to return to the Navy.

"Talent is tough to draw in and even tougher to keep," said Vice Adm. Robert Burke, Chief of Naval Personnel. "Just like corporate businesses are adapting, the Navy must adapt to modern personnel policies as well. These changes are designed to maximize opportunities for command triads to advance their best Sailors while managing community and individual rates' health."

O-3 and O-4 officers and E-4 to E-6 enlisted, who have completed their Minimum Service Requirement (MSR), but not yet reached 14 years of active service are eligible for consideration for TRP. Also, an officer's or enlisted' s community qualifications must be obtained, superior performance annotated in Fitness Reports or Evaluations, and have passed their most recent Physical Fitness Assessment (PFA). Officers who have failed to select for promotion are not eligible. Perspective participants must meet character standards, i.e. no record of civil arrest/NJP, court-martials, failed drug screenings, etc.

The Golden Ticket recipients are guaranteed a quota and an expedited return to AD within one year of release as long as they remain fully qualified. Silver Ticket recipients are afforded an expedited return to AD within two years of release, subject to the needs of the Navy and that they remain fully qualified. Golden Tickets, if not used within one year, will convert to Silver Tickets for an additional year. Silver Tickets not used within two years of release from AD expire.

Sailors who accept a Golden or Silver Ticket prior to release from active duty will go into a minimum reserve status, known as Standby Reserve- Inactive (USNR-S2) status. In this reserve status, Sailors will have no participation requirement and will not be eligible for promotion or advancement or be eligible for health care, retirement points, Servicemembers Group Life Insurance and other benefits. The Date of Rank of officers and Time in Rate of enlisted TRP participants will be adjusted upon returning to AD. Sailors who return to active duty using TRP will maintain the last rating and paygrade held at the time of separation.

BUPERS-3 is the approving authority for all TRP ticket request and will make determinations based on overall performance, community health, and needs of the Navy. Once approved for a Golden or Silver Ticket, officer and enlisted personnel will have the option to accept or reject participation in the TRP prior to their release from AD. 

Sailor 2025 is comprised of nearly 45 initiatives to improve and modernize personnel management and training systems to more effectively recruit, develop, manage, reward, and retain the force of tomorrow. It is focused on empowering Sailors, updating policies, procedures, and operating systems, and providing the right training at the right time in the right way to ensure Sailors are ready for the Fleet. Sailor 2025 is organized into three main lines of effort, specifically Personnel System Modernization, Ready Relevant Learning and Career Readiness.

For more information on the TRP, see NAVADMIN 047/18 at www.npc.navy.mil