The Career Intermission Pilot Program (CIPP) allows up to 20 Navy officers and enlisted members annually from 2009 to 2015 to transition from active duty to the inactive ready reserve for up to 3 years. This sabbatical-style program provides benefits like healthcare and a monthly stipend. It allows sailors to care for family, pursue education, or support a spouse's career. Applicants must meet eligibility criteria and be selected by a board based on their record and stated purpose for participating.

1. Career Intermission Pilot Program
(CIPP)
LCDR Chris Muller
CIPP Program Manager
OPNAV N134
Unclassified

2. What is CIPP?
 Navy version of what those in industry would call a “Sabbatical”
 Allows up to 20 active duty officers and 20 active duty enlisted
annually, beginning in 2009 and through 2015, to transition from
the AC to the IRR for a period not to exceed 3 years.

3. Why consider CIPP?
 Care for a ill family member
 Better align dual military careers
 Start a family
 Perform humanitarian / volunteer work
 Support spouse’s career needs.
 Pursue higher education
Unclassified

4. Benefits During Participation
 TRICARE benefits for participants and dependents while in IRR
 Receive a monthly stipend = 1/15th of basic pay
 Receive transportation/PCS move to/from their residence to their
selected CONUS residence during program participation
 Exempted from promotion consideration while in the IRR
 IRR time not counted for retirement eligibility or computation of
retired pay
Unclassified

5. Benefits During Participation
 Bonuses, Special Pays, and Incentives will not be paid to
participants in an IRR status (will be eligible upon return to AC)
 On return to AC, an officer’s DOR will be adjusted and an
enlisted member becomes eligible by reason of time in grade for
promotion/advancement
 Requires a 2 month OBLISERVE for every 1 month of
participation
Unclassified

6. Application Process
 Current Rolling Application Process
 Process supports time-sensitive, personal requests for participation;
e.g. IVF support, Exceptional Family Member (EFM) support, elder
care
 Participants submit packages to OPNAV N134 w/command
endorsement
 OPNAV N134 reviews and forwards through PERS-4 and BUPERS-3
for review.
 Commander, Navy Personnel Command (CNPC) has approval
authority
 Disapprovals will be forwarded to CNP for final negation authority
Unclassified

7. Application Process
 Results of Rolling Process
 39 applications submitted (18 officer, 21 enlisted)
 37 approved (17 officer, 20 enlisted)
 Two applications have been disapproved due to not meeting program
participation criteria.
Unclassified

8. General Eligibility
Ineligible Members – Congressionally Mandated
Full Time Support (FTS) personnel
Those currently receiving a CSRB
Those who have not completed first active duty fleet utilization tour
Ineligible Members – Additional Navy Restrictions
Pending investigation, NJP, court-martial or civilian criminal charges or
proceedings
Must have no record of disciplinary action (civil arrest, NJP or courts-
martial) for 2 years prior to requesting participation in CIPP
Enlisted who cannot complete OBLISERVE due to HYT limitations
Officers in a failure of selection promotion status
Members not currently meeting physical readiness standards
Members in receipt of PCS orders (exceptions: case by case basis)
Selectees begin “off-ramp” at current PRD to facilitate a qualified relief unless
Unclassified extenuating circumstances facilitate an earlier departure

9. ECM Application Requirements
Minimum Eligibility
Sailors Ineligible
E3 & below, and First Termers
Sailors not recommend for advancement or retention
Sailors in training pipelines
E7’s over 15 years of service, all E8s and E9s
High Year Tenure (HYT) Restrictions:
 E4 = no more than 2 years Active Service to take max 3 year intermission
 E5 = no more than 8 years Active Service to take max 3 year intermission
 E6 = no more than 14 years Active Service to take max 3 year intermission
Unclassified

10. General CIPP Participation Guidelines
 Provisions of IRR Status
 Participants will be required to virtually report (phone or email) monthly
to PERS-93 (IRR) Program Manager
 Participants will receive a “Non-Observed” (NOB) Fitness Report or
Evaluation to cover the period of participation
 Participants will be exempt from mobilization while in IRR status
 Return to Active Duty
 Member must meet all physical readiness conditions and security
qualifications for return to active duty service. If not, member is subject
to default of the terms of participation and DoN is authorized to collect
all pays and value of benefits the member incurred during participation
 Effective date of pay and allowances will be the date the member
returns to active duty.
Unclassified

11. Questions?
For additional information visit the CIPP website at:
http://www.public.navy.mil/BUPERS-NPC/SUPPORT/TFLW/Pages/CIPP.aspx
Unclassified

12. BACK-UP
Unclassified

13. Why a Sabbatical?
“Go with the Bold Ones!” “It’s not just a job. It’s an adventure!” “Accelerate your life!”
Boomers Generation X Millennial's
Idealistic Cynical Optimistic
Champions of social causes; seek Shaped by divorce, recession, Close relationships with parents
to change their world commercial hype, & morally and extended families
suspicious social leaders
Individualistic Interdependent
Non-conformists; 63% aspire to be Independent/Pragmatic Join large institutions and go in
different than other people search of team work and risk
Take it upon themselves to plan,
protection
analyze and make solid decisions.
Self-Completing Always hedging
Service-Oriented
61% feel they need to know Social enterprise and nonprofit
themselves better Self-Reliant work a large employment focus
57% Have at one time started a
Acquisitive self-run or home business Balanced
Often believe the more they give #1 goal: life/work balance
away or let get away, the less Diverse
special they are Social choices reflects Sense of Urgency
consumption pattern Want responsibility quickly
Media Consumption
Passive Media Consumption Media Consumption
Selective Multi-source

14. The Demand for Balance
Influences on retention intentions: Enlisted Officers
Influence to LEAVE: Millen Gen X Boomers Millen Gen X Boomers
Balance of work and personal time 56% 47% 29% 68% 59% 48%
Impact of being in Navy on family 49% 46% 33% 72% 67% 48%
Impact of deployments on family 55% 57% 61% 73% 72% 56%
Source: 2008 NPRST Personnel Quick Poll

15. Life Work Integration
Responding to Challenges to meet the MPT&E Mission
TOP EMPLOYERS DESIRED OUTCOME
UNDERSTAND :  12 mo. Operational Deferment
 21 days Adoption Leave
Parenting is a Priority  10 days Paternity Leave
IMPROVED
 75% funded IVF program RECRUITING AND
 Military Telework RETENTION OF TOP
TALENT THAT
 Flexible Work Schedules WOULD OTHERWISE
Flexibility is the Key
 Menu of Retention Incentives HAVE BEEN LOST
 Tuition Assistance Flexibility
 Career Intermission Program
Demand for Balance
Accepting all great ideas!
15

16. Selection Standards
Guidance for the Board
Whole Person Standard
Strong performance
- Evidenced by FITREP/Evals
Sustained performance in challenging positions
Demonstrated leadership, professional skills, integrity and resourcefulness
Demonstrated ability or potential to contribute to and succeed in the Navy
Exemplary personal behavior and integrity
- Relevant material includes the CO’s letter of endorsement
Well articulated, professionally presented, and informative personal statement
that includes the purpose for the CIPP request
- While the purpose should be considered as part of the “Whole Person
Standard,” no one factor should be evaluated consistently higher than any
other by the board
Unclassified 16

17. Selection Process
Selection Board
May 2009 Selection Board
• Participants submitted package to N134/OCM & ECM with command
endorsement
• N134/OCM/ECM reviewed to ensure all eligibility requirements are met
• Packages forwarded to Administrative Selection Board
• Board selected participants based on skill area, pay grade, length of service,
tour of duty, and demonstrated success within the community or rating
• Administrative Selection Board submitted recommendations for CNP
approval
• 2009 Quota targets
 20 Officers = 16 URL, 4 RL/Staff
- URL Quota Division = 6 SWOs, 6 Aviators, 2 SWO(N)/Submarine,
2 EOD/SEAL
 20 Enlisted = No rating restrictions
Results
 19 qualified applicants (10 officer, 9 enlisted)
 15 applications selected (9 officer – 90%, 6 enlisted – 66%)
 9 participants in program: transitioned or waiting to transition (4 officer,
5 enlisted)
Unclassified

18. References
References:
 NAVADMIN 301/09
 NAVADMIN 095/09
 OPNAVINST 1330.2A
Unclassified

19. Additional ULB Proposals being
considered
 Include Full Time Support (FTS) personnel as eligible participants
 Remove limitation on members who are receiving a critical skills
retention bonus
 Change obligated service requirement to minimum 1:1 (currently 2:1)
 Allow participating member to be processed for a disability
• Allow participants who are critically injured or ill while in IRR to be medically
discharged while retaining eligibility for disability benefits
 Provide for one time waiver of requirement for uniformed members to
either use or sell existing leave balance prior to entering IRR status.
Unclassified