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27 April 2015

What is CIP?

Career Intermission Program (CIP) right now is in a small-scale pilot program. The pilot only allows 20 officer and 20 enlisted  each year until this year (2015) and gives them the opportunity to seek out an advanced degree at a prestigious university of their choosing while also allowing them the ability to continue their career in the naval service.

CIP is a onetime temporary transition from active duty to the Individual Ready Reserve (IRR), and pervades seamless return to active duty.  When participants return to active duty they will be the same rank as when they started CIP.

Some of the officers using CIP have spoken on some of the positives and Negatives listed below:

o   Ability to obtain a desired degree at a university of your choice
o   Allowed to use Post 9/11 GI Bill and retained medical/dental benefits
o   Eliminates timing issues regarding career progression
o   Participants retain their full medical/dental benefits for themselves and their dependents, as well as NEX/Commissary benefits. Participants will also receive a small reserve stipend equal to 2 times 1/30th of their basic pay. 
o   There is no requirement to be at the end of EAOS to take part.
o   OBLISERVE is required, participants will serve 2 months for every month in the program.
o   Service members are eligible for GI Bill while participating in the program, but not for Tuition Assistance. Educational pursuits are considered a legitimate use of the program.

o   Stipend not substantial enough to make sufficient impact in day-to-day life
o   Program not well known to service members
o   Unable to collect YCS 6 JCSRB payment due to program restrictions

Some Suggestions participating members have:

o   Heavily advertise CIP, particularly as an alternative vehicle to obtain graduate education
o   Increase the monthly stipend to approximately 1/5 of base pay to create a larger incentive for participation in CIP
o   Develop partnerships with academic institutions to help get accepted to top-tier Master’s programs while participating in CIP
o   Remove the restriction that do not allow participants to receive CSRB; at minimum, make it so junior officers could retroactively receive any payments they otherwise would be ineligible for because of the existing clause making it ineligible for individuals to participate in CIP while under CSRB. This might make sense in some context, but not for junior officers, who should be primary target group of CIP
o   Work to place members in a position applicable to the Master’s Degree they obtain during CIP – for example, if someone goes to Wharton to obtain their M.B.A., place them in a financial position at the Pentagon immediately upon return to active duty; if a person goes to Harvard Kennedy School to obtain their M.P.P., place them in an OLA or Pol-Mil billet. This will not only leverage the ideas obtained during their studies but also advance the service member professionally and validate them academically.

If you are interested in CIP read OPNAVINST 1330.2B and here is a Example CIP Application. 

If you have questions please put them in the Comments below.

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