Projections vary month-to-month; however, the monthly promotion MARADMIN publishes projected promotions two-months in advance.
You can find the zones chart at this link: Current zone chart
Promotion opportunity varies annually based on fiscal year requirements, projected vacancies, and projected losses. Once the board convenes, the precept will be published on the Promotions Section within Manpower Management Performance Branch (MMPB).
Similar to promotion opportunity, the size of promotion zones is determined by fiscal year requirements, projected vacancies, projected losses, and cohort inventory. MPP-30 will update the zones chart semi-annually to reflect any changes. Current zone chart
Unlike enlisted promotions, there is no obligation associated with officer promotion. However, officers desiring to retire in their promoted grade must fulfill the time-in requirements outlined in MCO 1900.16_, paragraph 2003 Voluntary retirement and in accordance with the National Defense Act of 2021, paragraph 3 of MARADMIN 141/23 the Time In Grade requirements for voluntary retirement in the grade of Major is three years. Defense Officer Personnel Management Act (DOPMA) / Warrant Officer Management Act (WOMA) requirements for Chief warrant officers, and commissioned officers must serve: GRADE REQUIREMENT CWO2 - CWO5 2 Years 2ndLt, 1stLt 6 Months Capt 2 Years Maj – Gen 3 Years Waivers. The designated approval authority may waive any portion of the TIG requirement in individual cases involving extreme hardship or exceptional circumstances, except the minimum period for the grades specified as indicated below: Grade Approval Authority Minimum TIG CWO2 - CWO5 DC, M&RA 6 months 2ndLt – Maj DC, M&RA 6 months LtCol & above Secretary of the Navy 2 years President 6 months Additional Obligated Service. Officers attending a Service school under various programs or who receive special training in compliance with official orders must complete additional incurred obligated service. Obligated Service Service School or Training Less than 20 weeks 12 months 20 weeks or more 24 months MAWTS-1/WTI 24 months Naval Fighter Weapons School 24 months Operational Support Aircraft 36 months Instructor (FRS, MATSG, NATC) 36 months
There are a multitude of things to consider when initiating a change that will impact the Human Resource Development Process. Plans and Coordination Section (MPP-10) is an entry way for new initiatives and their team can facilitate the proper sourcing of information requests from within the Human Resource Personnel Pillar (P-Pillar).
Actual – The total number of Marines in active-duty enlisted inventory (Component Code 11) regardless of category (includes patients, prisoners, and trainees) Chargeable – The total number of Marines in the active-duty enlisted inventory (Component Code 11) minus trainees. Assignable - The total number of Marines in the active-duty enlisted inventory (Component Code 11) minus patients, prisoners, and trainees.
The STF Working Group works together to plan and execute the Marine Corps accession plan and entry level production. They will work to identify organizational and institutional issues and present them to follow-on manpower boards for guidance or decision.
Memo-01 is published at the beginning of each FY and directs the necessary accession and retention missions required to meet the target end strength. Memo-01 provides MCRC, MM, RA, TECOM, and TRNGCMD key information necessary to execute their missions and amplifying guidance regarding monthly shipping goals. Critical elements of Memo-01 include: officer accessions by category, monthly accession forecasts, enlistment bonus programs employed by MCRC, retention goals, and force augmentation programs.
This Order defines the processes used to manage AC and RC human resources and illustrates how these processes are synchronized in order to support the Commandant of the Marine Corps’ human resource requirements and maximize operational readiness in support of institutional requirements. The MCO is available here MCPEL MCO 5250.1 Human Resource Development Process
The GAR is a manpower planning tool, used within M&RA, for developing inventory to meet future Marine Corps manpower requirements. The GAR is future is the future inventory of the Marines by grade and by MOS. It reflects billet requirements (ASR), accounts for Prisoners, Patients, Transients, and Trainees (P2T2), and accounts for non-PMOS billets, i.e. recruiter, DI, 8014/8006.
A PEF groups Primary Military Occupational Specialties (PMOS) by prerequisites. Every Marine Corps’ applicant enlists within a PEF, not a specific MOS.
The MOS Manual is the source document for all prerequisites and are established to reduce attrition at an entry-level training (ELT) MOS-producing schoolhouse. It only serves as an indicator to screen whether an applicant has the physical requirements or the ability to successfully demonstrate the 1000-level training and readiness tasks at the MOS’s ELT schoolhouse. The PEF SOU Criteria ensure an applicant has the prerequisites to ship under the PEF for classification into one of the PMOS pipelines.