The Marine Corps has developed an operational Reserve Component that relies on transitioning Active Component Marines. However, the Marine Corps' efforts to encourage Active Marines to join the Reserves upon leaving active duty are ad hoc and individualized. To strengthen the operational Reserve, the Marine Corps must take a more systematic, institution-level approach to attract transitioning Marines. This could include educating Marines about Reserve opportunities, assisting with the transition to civilian life, and mentoring Marines who join the Reserves. An improved transition process would benefit both the individual Marines and the Marine Corps by maintaining experienced talent in the Reserves.

1. www.mca-marines.org/gazette 25Marine Corps Gazette • January 2012
Ideas & Issues (Manpower)
O
ver the last decade the Ma-
rine Corps has developed
a relevant operational Re-
serve that it will continue
to depend upon for future success. De-
partment of Defense Directive 1200.17,
Managing the Reserve Component as
an Operational Force, has established
overarching principles and policies to
promote and support the management
of the Reserve Component (RC) as an
operational force.
For fiscal year 2013 (FY13) the
Marine Corps has requested baseline
funding to support operational Reserve
activities in support of nonoverseas con-
tingency operations. This operational
Reserve will require a steady flow of
expertise, combat experience, and prov-
en performance. To succeed, as a total
force, we must take full advantage of the
available war experienced talent depart-
ing our Active Component (AC) ranks.
We cannot afford to let these priceless
Marines walk out the door never to re-
turn. We will need them again.
Our efforts to encourage transition-
ing AC Marines to become active mem-
bers of the RC are disjointed and ad hoc.
As an institution, we do not emphasize
continued service with the RC to our
departing AC Marines. Encouraging
transitioning Marines to affiliate with a
Reserve unit too often occurs only when
Consider Reserve
Component Service
Transitioning Marines have an option—serve in the Reserves
by LtCol Thomas Gagnon
>LtCol Gagnon is a ground supply
officer serving with Reserve Affairs
Division, Deputy Branch Head, Re-
serve Continuation and Transition
Branch. He previously served on
inspector-instructor duty with 14th
Marines and 6th Engineer Support
Battalion.
The Marine Corps has developed a relevant operational Reserve. (Photo by Cpl Nana Dannsaappiah.)

2. 26 www.mca-marines.org/gazette Marine Corps Gazette • January 2012
Ideas & Issues (Manpower)
a commander or senior enlisted advisor
makes it a point of personal interest.
For the operational Reserve concept to
work, there needs to be reinvigorated
institution-level efforts to attract our
best transitioning Marines.
The timing has never been more
opportune to revamp our AC to RC
transition process. The need is truly
great, as our RC consistently mobilizes
Marines to augment and reinforce AC
forces, while suffering persistent enlisted
and company grade officer shortfalls.
Over 16,000 first-term alignment plan
Marines and 550 RC service eligible
company grade officers departed the AC
during FY10, translating into a daily loss
of combat experience, proven leadership,
and seasoned talent capable of keep-
ing the operational Reserve a reality.
These Marines transition with military
service obligation remaining with the
Individual Ready Reserve and can easily
affiliate with a drilling Reserve unit if
they so desire. Place this scenario against
a backdrop of economic uncertainty,
where Marines struggle to find mean-
ingful civilian employment, and we are
virtually obligated for good of Corps
and these Marines to take action.
Marine Corps organizations working
together can use existing resources and
capabilities to develop a total force plan
to measurably increase the number of
transitioning AC Marines choosing to
serve in a Reserve unit. This plan could
leverage existing incentive programs,
total force career planner expertise,
and active Reserve personnel serving
with the AC. Our efforts should not
stop when transitioning Marines join
Reserve units, but they should continue
with inspector-instructor and RC lead-
ership mentoring as they acclimate to
civilian life. We must capitalize upon
existing agencies, resources, and person-
nel to implement a concerted, low-cost,
Service-wide initiative to attract and
retain the best transitioning AC Ma-
rines to our Reserve units. Our initiative
would consist of three components.
Educate transitioning Marines. Senior
leaders, officer and enlisted, are expect-
ed to understand that continued success
of the Marine Corps hinges upon total
force employment. Acknowledging this
reality, we should view AC to RC transi-
tion, in essence, as a final, permanent
change of station move. Our Marines
are still Marines regardless of the end of
active service and need to remember the
significance of that fact. They deserve
to know there are opportunities to stay
Marine and continue to serve their Na-
tion. We must incorporate information
pertaining to Reserve service wherever
possible, to include our career planning
functions, officer and enlisted formal
schools, career monitor operations, and
Marine Corps publications.
Assist transitioning Marines. We
are implementing a reduction in AC
end strength. Marines begrudgingly
depart active duty as boat space al-
locations tighten and officer reten-
tion board nonselection rates become
more competitive. Our transitioning
Marines are navigating the uncertain
prospects of civilian employment or uti-
lizing well-earned educational benefits
at colleges and universities across our
Nation. Whichever path they strike out
upon, they will undoubtedly encounter
challenges during their acclimation to
civilian life. Our transitioned Marines
need to know that their fellow Marines
serving at inspector-instructor posts can
assist and provide counsel. Our inspec-
tor-instructors, RC leaders, and Marine
for Life hometown links are embedded
within local communities, networked
with former Marines, and linked to
veteran assistance resources. We have
the capability to maintain contact with
Marines after they depart activity duty.
We need to explain how Reserve service
can successfully complement civilian
careers and school, with the continued
benefits of Tricare coverage, promotion,
and military retirement.
Mentor transitioning Marines. For
every 100 AC Marines joining a Re-
serve unit, only 44 remain after 1 year.
Retaining these Marines is essential to
enhancing the operational relevance of
our RC. Inspector-instructor and RC
leadership must engage these Marines
and mentor them as they become rees-
tablished, improving retention of these
essential Marines.
In summary, we have the ability us-
ing current resources to increase the
number of Marines choosing follow-on
service with Reserve units. The biggest
hurdle is changing our own mindsets,
embracing the RC as the continued ex-
tension of AC capabilities. This opera-
tional extension needs a steady infusion
of AC talent, and the solution is right
before us. The timing has never been
more opportune and the requirement
more pressing to improve our AC to
RC transition process.
Retaining Marines is essential to the Reserve Component’s future. (Photo by Cpl Adam Leyendecker.)
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