Marines,

Below are MMEA’s Top 10 for FY24. These are designed and provided to build your understanding of initiatives and programs being worked across the Marsh Building. Before we address the Top 10, let me offer a couple of observations from a MMEA perspective to develop a common understanding of our Manpower challenges. I am convinced the key to success lies in our ability to understand each other’s perspective. As we work through FY24, four points for your consideration:

1. The severity of today’s recruiting environment will continue to impact the Total Force (TF) for the foreseeable future.  Staffing MCRC to appropriate levels will remain one of MMEA’s top priorities. We would ask that you help by continuing to educate and inform Marines about the importance and benefits of serving on Recruiting Duty and support the overall effort through the Command Recruiting Program.
2. Getting the “requirement” right is the first step in developing an accurate Manpower Model. If you think your staffing goal does not support your mission, work with your HHQ and TFSD to make the adjustments. Please remember, all requests to modify your structure must include appropriate compensation…you must show where the people are coming from.
3. Overseas assignments, specifically in III MEF, will continue to be a priority for MMEA. We are working to improve our processes to identify Marines for overseas assignment as early as possible. We would ask that you continue to talk to Marines and their families about the opportunities and benefits of serving overseas. And continue to emphasize the importance of your overseas screening programs.
4. Total Force Retention…MCRC, RA, and MM are working to ensure we have the right structure and processes to support this mission. Please continue to work with your Career Planners and the Prior Service Recruiters (PSRs) to discuss the benefits of continued service in the Marine Corps Reserve with those Marines who intend to EAS. This is a major effort for the remainder of FY23 and FY24.

MMEA’s Top 10:

1. FY23 and FY24 Retention Update as of 22 May 2023:

FY23 Retention FTAP and STAP

Note 1:MMEA will continue to process qualified FY23 Marines for re-enlistment until 30 September 2023. However, those FY23 Marines who do decide to submit for reenlistment will not be eligible for a FY23 bonus after 1 June.

Note 2:Over and Under Executed MOS’s can be found on the MMEA Dashboard…point number 10.

FY24 Retention FTAP and STAP

Note:The FY24 FTAP Goal of 7,209 is the largest Active Component retention mission we have been assigned since FY2010 (Goal:7,354).

Note:FY24 Early Reenlistment Authority (ERA) was extremely successful. Our goal was 600, we executed 1,967, which were applied to the FY24 FTAP CRM.

2. FY23Direct Affiliation Program (DAP) Totals as of 22 May 2023:

• Submitted:823
• Approved:766
• Joined:327

Note :Our goal is 1,000 joined by the end of FY23.

Note:A FY23 DAP MarAdmin released on 24 May from DC M&RA. This attempts to focus attention on the remaining 6,700 Marines in the FY23 cohort.

https://www.marines.mil/News/Messages/Messages-Display/Article/3404932/fy23-command-direct-affiliation-program-mission/

3. FY24 Commandant Retention Program Update:

The FY24 CRP will be published NLT 1 June. Thanks for the great feedback on identifying “who” needs to be on this list. We’re looking to reenlist 3,000 of the 4,253 Marines identified. Please continue to make this a big deal within your formations.

4. MMEA Vacancy List:

MMEA has developed a billet vacancy list for enlisted Marines. This provides a focused list for Marines who rate a duty station incentive (DSI) to choose their next assignment. Career Planners have access to the vacancy list via TFRS, which will be updated every Wednesday. Please encourage Marines to take advantage of this and impress that vacancies fill up on a first come first served basis for all CRP Marines.

5. FY24 Service Retention Bonus (SRB):

Manpower Plans (MP) is planning to release the FY24 SRB Program in conjunction with the start of the FY24 retention campaign on 1 June. The FY24 SRBP will adjust to focus on areas requiring additional incentives identified throughout FY23 and continue the great success of the Early Reenlistment Authority (ERA) Program. We would ask that unit leaders take the time to read the forthcoming updates to ensure their Marines are properly educated on what incentives they rate.

6. Small Unit Leadership Initiative:

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). TIS is the only requirement for promotion to sergeant that is reduced under SULI once a Marine has reenlisted. All promotion requirements remain in effect (TIG, PME, cutting score, etc).

7. MMEA E-9 Slating Board Initiative:

To improve our ability to assign the right Marine, to the right billet, at the right time, MMEA is testing an E-9 Slating Board process. To date, we have conducted two pilot boards with the 0399 and 0699 communities. Although not perfect, the feedback has been overwhelmingly positive. We intend to run one more pilot board this summer and make a recommendation to DirMM on what we can sustain. We will continue to work with our Occupational Fields and senior leaders within each MOS to ensure we develop a tool that enhances our ability to develop our most talented Marines.

8. Lateral Moves (LATMOVS):

As per CMC’s Talent Management Initiatives, Lateral Moves (LATMOVs) are an excellent way to align individual talent and goals with the needs of the Marine Corps. On 1 June, critical PMOSs will be open for LATMOV followed on 1 July for slow-filling PMOSs. Please discuss these opportunities with Marines. A lateral move can provide an enriching and challenging professional opportunity while continuing to stay Marine. If interested, Marines are encouraged to coordinate an interview with their Career Planner to determine what PMOS aligns with their talents and qualifications. The MMEA Dashboard also has a LATMOV Tab to inform the decision-making process.

9. FY24 Roadshow Scheduling:

Thank you for the great reception over the last three months. Monitors conducted over 10,000 interviews, conducted over 200 briefs, and had invaluable conversations with Marines and their command teams about continued service in our Marine Corps. Moving forward, MMEA will be available for unit Retention Assist Visits (RAVs) as required. We would ask that these requests be coordinated with the MSC Career Planner, be specific about what you want to accomplish, and be able to cover the cost of monitor TAD. The request form can be found at:

MMEA Assist Visit Request Form (apps.mil)

Expect to see MMEA and other Branches of MM out on the road in Feb and March 2024. We will continue to coordinate with the MSC Career Planners and G-1’s on availability.

10. MMEA and MP Dashboards:

MMEA and MP have developed a common operating tool called the “Dashboard,” which provides unit level manpower information for planning and staffing purposes. This tool provides transparency for your teams to understand the manpower landscape. The dashboard is CAC enabled and open to any Marine on the network. Staffing goals, MOS health, Retention Rates, a LATMOV Tool, a Marine Mover Tool, and service level staffing information are all provided.

• MMEA Dashboard:The dashboard provides an interactive data visualization for all matters enlisted staffing and retention. Designed to inform discussions with your Marines, Commands, and MMEA to meet your operational requirements and service mandates. MMEA Dashboard Beta – Power BI (powerbigov.us)
• MPP MOS Health:Visualize, track, and monitor MOS health over time. This dashboard provides a look at the planned and actual Grad Shapes, a comparison of T/O v. OH over time,  MOS “Deep Dive”, and Promotion board statistics (BETA). Where MMEA staffs against the Staffing Goal, MPP develops and tracks manpower against the Services end strength requirement: T/O. MOS Health Dashboard – Power BI (powerbigov.us)

S/F,
Colonel Robert G. McCarthy III, USMC
Branch Head, Manpower Management Enlisted Assignments