SMALL UNIT LEADER INITIATIVE (SULI)

The SULI allows high-performing, committed, corporals with 36 months of service who have executed a reenlistment, and are eligible for promotion to be promoted to sergeant upon the recommendation of their commanding officer. SULI is intended to empower commanders with more tools to align the talents of top-performing, mature noncommissioned officers to Marine Corps warfighting needs. With this program, the Service will continue to work towards fully resourcing formations with the required Sergeant leadership. (MARADMIN 225/23)

EARLY REENLISTMENT AUTHORITY (ERA)

The ERA Program creates an opportunity for first-term Marines to take ownership of their career at an earlier decision point. This provides greater career path choice and predictability for Marines and their families as well as greater unit stability and return on investment to the Marine Corps. The initial FY 2022 ERA pilot program was limited to just 200 Marines. The cap was removed in FY 2023 resulting in more than 2,000 submissions by our most highly-qualified Marines. FY 2024 ERA opens 01 December 2023. (MARADMIN 590/22)

MARINE CORPS GRADUATE EDUCATION PROGRAM – ENLISTED (PILOT)

The MCGEP-E Pilot program opened attendance at the Naval Post-Graduate School (NPS) to selected enlisted Marines to earn a master’s degree in specific programs. Within 18 days of the announcement of this program, NPS received 48 applications. Of these, five Marines and three alternates were selected for the pilot. This investment in the education of our Marines will develop cohorts of enlisted professionals for duty in directed assignments critical to meet the challenges and complexity of the future operating environment. Later this year, we will assess the viability of making this a permanent program. (MARADMIN 007/23)

COMMANDANT'S RETENTION PROGRAM (CRP)

The CRP provided pre-approved reenlistments for top-performing Marines along with priority access to duty station and assignment options. Since its inception in FY 2023, CRP Marines are showing up in record numbers to reenlist, accounting for over 20 percent of the overall First Term Alignment Plan (FTAP) mission for FY 2025. Read the MARADMIN for the approved selections to the FY 2026 CRP. (MARADMIN 596/24)

STAFF NON-COMMISSIONED OFFICER (SNCO) PROMOTION BOARD REALIGNMENT

To better sequence promotions, assignments, and reenlistments, enlisted promotion boards in FY 2024 will be realigned. This will result in reduced disruptions to unit cohesion and reduced uncertainty to Marines and families. (MARADMIN 453/22)

SPECIAL DUTY ASSIGNMENT (SDA) VOLUNTEER INCENTIVES

The SDA Volunteer Incentives provided Active and Reserve Component Marines who volunteer for Special Duty Assignment with their preferred duty stations. This incentive resulted in a 62% increase of volunteers minimizing disruption to Marines, families, and Fleet Marine Force units, while also reducing SDA school attrition. (MARADMIN 311/22)

CAREER INTERMISSION PROGRAM (CIP)

CIP allows Marines to temporarily pause active duty service and later resume their careers without penalty to enable career flexibility and encourage retention of experienced, talented Marines. CIP payback was reduced by half to one month of obligated active service for each month of intermission. We will closely assess the program to ensure it balances the need to sustain our professional fighting force and prevent loss of skill and familiarization. (MARADMIN 241/22)

DIGITAL BOARDROOM 2.0 (DBR 2.0)

DBR 2.0 increases the functionality and accuracy of information presented to board members, safeguards data, and improves this critical talent management process. The Enlisted Career Retention and Reserve Aviation Boards were successfully executed using the DBR 2.0. As DBR 2.0 use is expanded, the Marine Corps will assess outcomes, cost and time savings, and professional depth and breadth of board members to benchmark with our legacy process. 

OFFICER PROMOTION OPT-OUT

The Officer Promotion Opt-Out initiative allows certain Active and Reserve Component in-zone officer populations to opt-out of consideration for promotion once, without penalty, to pursue unconventional career experiences or formal education, to increase the flexibility in officer career paths. The potential for offering this same flexibility to enlisted Marines is being explored. (MARADMIN 011/22) 

RECRUITING STATION COMMANDING OFFICER (RSCO) SELECTION BOARD

Commissioned officers eligible for recruiting station command consideration were offered two opportunities to increase career flexibility: volunteer and request removal. This change allowed officers to volunteer for command, including those not scheduled for consideration; and to request removal from consideration for one year, without penalty, to complete a deployment, personal or professional obligation. (MARADMIN 311/22)