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A very brief description of the assignment process

TLDR; The Air Force's priority is cycling people through OCONUS spots and back, and also through special duty spots and back to regular AF duties. Most assignment actions happen due to one of these. If you want to get an assignment, then volunteer for OCONUS and/or apply for special assignments.

This is a long, but brief, explanation of how some of this works. It does not have all the details, but just enough information for someone to think they know more than they really do.

Most of the Air Force is located CONUS (about 75%), and about 25% is located OCONUS

Most of the Air Force are in regular assignments (about 80%), while the rest are in 'special' assignments such as DSD jobs, joint positions, special hire, etc

This means that most people in the Air Force are at CONUS bases doing regular jobs. There is nothing wrong about that. These jobs also do not have any particular tour length. If you go to FE Warren AFB in Cheyanne, Wyoming as a CE troop, there is no set date for you to leave. You can be there for a short time, you can be there for a very long time.

OCONUS jobs have set tour lengths, per the DEROS

Special jobs typically have a tour length, per the applicable code

The vast majority of the Air Force assignment system is geared toward cycling people through OCONUS jobs and special jobs. If you are not OCONUS, and don't want to go OCONUS, are not in a special job and are not trying to get one - overall the chances of you getting an assignment are not particularly high (although this varies).

Each quarter AFPC puts out 2 lists for folks to use to try to get a spot they want - one for overseas spots and one for CONUS spots (but not for everyone)

The OCONUS list is open for a couple of weeks and lists spots by AFSC and rank which are OCONUS and need to be filled usually about 8 to 10 months in the future. To volunteer for a spot, you update your dream sheet on vMPF. (There is no button to push.)

Who gets these OCONUS jobs? The priority is approximately as follows 1) Volunteers who are already OCONUS 2) Folks leaving a special duty assignment 3) CONUS volunteers based on TOS 4) CONUS non-volunteers based on TOS

So our friend at FE Warran may want to go to an open spot in Germany - however, folks who are already overseas will have first crack at it, those who are leaving a special job will have second crack at it, those who volunteer and have more TOS will have the next crack at it. It is possible that our friend doesn't leave FE Warren, and morale goes down, and she thinks the AF hates her. (The AF doesn't have time to like or dislike people, and does not have an emotional capacity to do so anyways.)

The other list is the Overseas returnee / CONUS mandatory mover list - this list shows CONUS spots for those need to move in about 6 to 8 months. These are folks who are OCONUS and their DEROS is coming up, and they don't have another assignment lined up, and also folks who are in a special assignment and their code is coming up for their end of tour. This list is not simply bases that have vaccines for anyone to fill. The way these folks volunteer for a particular assignment is by updating the dream sheet on vMPF.

I will briefly explain the Air Force's preference to keep people overseas. I know that there is a lot of hand wringing about this. And on the whole I tend to agree that it is not ideal. The Air Force saves money, but at the same time it is giving up valuable chances to develop people, spread around OCONUS experiences, and can be a valuable morale and retention tool. The overall mindset though is that going OCONUS is a sacrifice for the individual and family, and they should return CONUS in a predictable manner. If it's time for someone to leave Japan and someone to leave Italy, then by default they would each return CONUS and their replacements would move CONUS to those respective OCONUS spots. That's 4 moves. If the Airman in Japan wants to go to Italy, however, then the one in Germany returns CONUS, the one from Japan goes to Italy and someone CONUS goes to Japan. That's only 3 moves. It saves a move, and someone CONUS doesn't have to go OCONUS.

So on the whole - OCONUS assignments have a routine turnover (1 year for short tours, 3 or 4 years for other tours), while regular CONUS assignments do not. Special assignments do, 3 or 4 years usually.

How to get a special assignment

These vary quite a bit. Equal Plus is the go to application for this, it's on AMS. You can check for things in your AFSC, things in other AFSCs like dorm manager or courier, and something else you may qualify for, 9L000 jobs are for people with certain foreign language skills, anyone who qualifies can apply. These advertisements run for about 3 weeks (a friend at AFPC recommends people check every payday). This is the application where you 'push a button' to volunteer. Very often you will need to submit an application in addition.

There are other ways to fill the special assignments - sometimes career field managers will send out emails, or advertise openings for internships, schooling, so keep your eyes and ears open and don't be afraid to ask questions. Some specialized units and assignments only take folks who are recommended to them, others go on 'road trips' to advertise a bit on who they are to encourage people to apply. Again, this varies. Defense attache NCO positions open up twice a year for a short window, the page is on the AF portal.

How to increase your chances for an OCONUS assignment

Short tours are 1 year unaccompanied assignments. Some locations are Korea, Turkey, Portugal, Greenland, Honduras. If someone gets a short tour assignment they can 'apply' for a follow on assignment, which means they give preferences to AFPC for their next location. The window to apply is pretty small. The reason this works is because AFPC can look that far into the future to see projected openings. Remember, CONUS locations do not have a regular cycle rhythm, OCONUS locations do. If a CONUS spot does not have openings, it may not have openings in a year. It doesn't matter what you hear or think you know about a particular spot, AFPC gets by its own system. It is possible to apply for a CONUS follow on, get denied, and then later get a OCONUS returnee assignment to that same base. OCONUS locations however cycle out about 25 to 30% every single year, with short tour locations turning over pretty much every single year. Many people will say that the key to getting a short tour location and then getting a OCOUS follow on. This is not guaranteed. But filling OCONUS spots with folks who are already OCONUS is a positive thing for the AF, and it ups that percentage quite a bit. Even if you don't get a follow on, you can 'play' the OCONUS list when it comes out. The OCONUS list will come out before the CONUS returnee list.

Base of Preference is a program where the AFPC will deliberately consider you for a CONUS assignment. They will look at manning at your current base and manning at your desired base and move you if it makes sense between the two. Again, BOP is only for CONUS assignments. Also remember that AFPC's priority is moving folks back from OCONUS and moving folks back to regular assignments from special assignments, moving folks via BOP is not a priority. Also remember that if you want to go to a desired location, it is very likely that lots of other folks want to go there too. (Five times as many people want to go to Florida than there are spots in Florida). There are TOS eligibility requirements to apply for BOP.

Finally there are unique situations which require location changes - join spouse, humanitarian, expedited transfer, child custody. These are tricky programs and certain criteria need to be met, the First Sergeant and the SEL often are the best POCs for these.

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SPECIAL DUTIES. EXTRAORDINARY ROLES.

Marines often serve in a variety of special capacities, whether protecting our Nation’s embassies abroad, recruiting the next generation of United States Marines, or even serving the United States Special Operations Command as a MARSOC Raider. These duties are earned by Marines who have proven their exceptional ability to fight and win in the primary Military Occupational Specialties (MOSs) .

Every Marine takes on a Military Occupational Specialty (MOS) for which he or she is optimally trained, but beyond these roles are the opportunities to take on special duty assignments. Many of these advanced opportunities are called “B” Billets, a designation separate from a Marine’s primary MOS. Explore these critical but atypical roles in the Corps.

Recruiting duty is a vital assignment in the Marine Corps, as it puts Marines in the position of ensuring the standards of our Corps remain high. Those Marines selected for recruiting duty carry the essential duty of screening, selecting, and preparing the next generation of Marines for the physical and mental rigors of recruit training.

Those Marines selected to serve on Drill Instructor Duty carry the essential responsibility of directly shaping the future of the Marine Corps, providing guidance, discipline, and direction for future Marines.

“These recruits are entrusted to my care. I will train them to the best of my ability. I will develop them into smartly disciplined, physically fit, basically trained Marines, thoroughly indoctrinated in love of Corps and country. I will demand of them, and demonstrate by my own example, the highest standards of personal conduct, morality and professional skill."

—Excerpt from Drill Instructor's Creed

The Marine Corps is the only military service that is entrusted with the responsibility of providing security for U.S. Embassies and Consulates around the world. Marines selected for these special duty assignments will have the opportunity to serve at embassies and consulates located in various countries around the globe.

Security Force duty is among the most challenging the Corps offers, and Marines who take on this opportunity must be highly-trained in advanced security procedures. Our Nation places special trusts in these Marines, as they are assigned the responsibility of maintaining a worldwide presence, guarding and protecting key naval assets and special strategic weapons.

MARINE CORPS SPECIAL OPERATIONS COMMAND

Ready to stand on the frontline of any battle, the Marine Raiders of MARSOC are built up in their Corps ethos, warfighting philosophy and values and represent the Marine Corps contribution to the United States Special Operations Command (USSOCOM). Two of the prominent roles within the Marine Raider community include Critical Skills Operators, who support the full spectrum of special operations on a global scale, and Special Operations Capability Specialists, who provide combat support expertise in intelligence, fire support, communications, EOD, and canine operations.

Gain direct access to a Marine Recruiter who has fought alongside Marines and is prepared to show you how to become one.

One doesn't consider an endeavor of this magnitude without having questions. Here are some of the most common.

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Special Duty Assignments

Performing Special Duty assignments is not only career enhancing, but also gives self-satisfaction while serving Soldiers. The following PDF explains some of the Special Duty assignments available for Soldiers.

Full PDF found here: SPECIAL DUTY ASSIGNMENTS

**Special assignments include special management command and joint, HQDA, and HRC assignments that have special missions and require personnel with specific qualifications. Soldiers assigned to these positions will be stabilized for a period of 36 months. However, HRC may reassign Soldiers with less than 36 months in accordance with paragraph 3– 8 a (10). This section establishes policies for assignments to the following agencies:

a.  International and OCONUS Joint headquarters, U.S. military missions, military assistance advisory groups, Joint U.S. military advisory groups, and similar activities. b.  The U.S. Central Command. c.  Headquarters, Department of the Army and HRC. d.  The U.S. Disciplinary Barracks. e.  The U.S. Army Intelligence and Security Command. f.  Office of the Assistant Chief of Staff for Intelligence and field activities. g.  Defense Courier Service. h.  The U.S. Criminal Investigation Command. i.  The U.S. Transportation Command. j.  The North Atlantic Treaty Organization (NATO). k.  The U.S. Military Academy, U.S. Army Command and General Staff College, U.S. Army War College, and U.S. Army Officer Candidate School. l.  Joint communications support element. m.  U.S. Army Test and Evaluation Command (ATEC).

**All personnel actions pertaining to nominative assignments are processed by HRC (AHRC–EPD). The normal tour of duty for these assignments is 3 to 4 years, unless otherwise specified by the individual agency. Soldiers assigned to these agencies are contact replacements requested by the appropriate agency approximately 9 to 12 months in advance of the incumbent’s scheduled rotation date. Stringent screening processes exist to ensure that only the most highly qualified Soldiers are selected for nominative posi- tions at the following agencies:

a.  Office, Secretary of Defense. b.  Joint Staff. c.  Defense Commissary Agency. d.  Defense Finance and Accounting Service.  e.  Defense Information Systems Agency. f.  Defense Nuclear Agency. g.  Defense Logistics Agency. h.  Defense Intelligence Agency. i.  Defense Mapping Agency. j.  On-Site Inspection Agency. k.  Uniformed Services University of Health Sciences. l.  U.S. Delegation NATO Military Committee. m.  Immediate Offices-Office, Secretary of the Army. n.  Office, Army Chief of Staff. o.  Military Personnel Exchange Program (AR 614–10). p.  Offices of the Administrative Assistant to the Secretary of the Army.

**Special Operations Forces (SOF) assignments require Soldiers able to excel in the performance of their duties in highly complex and dynamic environments throughout the full spectrum of modern warfare and peacetime missions. The nature of SOF missions requires a high state of readiness, therefore, Soldiers will be assigned on a priority basis. Stringent screen- ing processes exist to ensure that only the highest quality Soldiers are accepted and assigned. Soldiers who desire to apply for duty or assignment may do so without regard to current assignment. Only fully qualified Soldiers will be accepted for duty in the following assignments:

a.  Special Forces positions. b.  Civil Affairs positions. c.  Psychological operations positions. d.  U.S. Army Special Operations Command Operational Support and/or Force Sustainment positions.  e.  75th Ranger Regiment positions. f.  Special mission units’ positions. g.  160th Special Operations Aviation Regiment positions. h.  U.S. Special Operations Command positions.

Reference for above can be found in: AR 614-200

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Special and Incentive Pay Index

Title 37, chapter 5, subchapter i - s&i pays currently for active duty members:.

• Section 301(a) Hazardous Duty Incentive Pays (HDIP).
• Section 301(a)(1) Flying Duty, Crew Members.
• Section 301(a)(2) Flying Duty, Non Crew Members.
• Section 301(a)(3) Parachute Duty Pay.
• Section 301(a)(4) Demolition Duty Pay.
• Section 301(a)(5) Pressure Chamber Duty Pay.
• Section 301(a)(6) Acceleration and Deceleration Duty Pay.
• Section 301(a)(7) Thermal Stress Duty Pay.
• Section 301(a)(8) Flight Deck Duty Pay.
• Section 301(a)(9) Toxic Pesticides/Dangerous Organisms Personal Exposure Pay.
• Section 301(a)(10) Toxic Fuel/Propellants and Chemical Munitions Exposure Duty Pay.
• Section 301(a)(11) Visit, Board, Search and Seizure (VBSS) - Maritime Interdiction Operations.
• Section 310 Hostile Fire/Imminent Danger Pay.

Arduous Duty

• Section 305 Hardship Duty Pay.
• Section 307a Assignment Incentive Pay (AIP).
• Section 314 Overseas Tour Extension Incentive Pay (OTEIP).

Career Incentive

• Section 301a Aviation Career Incentive Pay (ACIP) .
• Section 301c Submarine Duty Incentive Pay (SUBPAY) .
• Section 304 Diving Duty Pay .
• Section 305a Career Sea Pay (CSP) .
• Section 320 Career Enlisted Flyer Incentive Pay (CEFIP) .
• Section 309 Enlistment Bonus (EB) .
• Section 312b Nuclear Officer Accession Bonus .
• Section 324 Accession Bonus for New Officers in Critical Skills .
• Section 329 Accession Bonus for Members Appointed as a Commissioned Officer after Completing Officer Candidate School

Proficiency

• Section 316 Foreign Language Proficiency Pay (FLPP) .
• Section 301b Aviation Continuation Pay (ACP) .
• Section 308 Selective Reenlistment Bonus (SRB) .
• Section 312 Nuclear Officers Extending Period of Active Duty .
• Section 312c Nuclear Career Annual Incentive Bonus .
• Section 318 Special Warfare Officer Continuation Pay .
• Section 319 Surface Warfare Officer (SWO) Continuation Pay .
• Section 321 Judge Advocate Continuation Pay (JACP) .
• Section 355 Critical Skills Retention Bonus (CSRB) or Bonus for Assignment to High Priority Unit .

Responsibility

• Section 306 Officers Holding Positions of Unusual Responsibility .
• Section 307 Special Duty Assignment Pay for Enlisted Members .

Rehabilitation

• Section 328 Combat-related Injury Rehabilitation Pay.

Skill Conversion

• Section 326 Incentive Bonus for Conversion to Military Occupational Specialty to Ease Personnel Shortage .

Transfer between Services

• Section 327 Incentive Bonus for Transfer Between Armed Forces .
• Section 301d Multi-year Retention Bonus for Medical Officers .
• Section 301e Multi-year Retention Bonus for Dental Officers .
• Section 302(a)(2) and (3) Medical Officer Variable Special Pay (VSP).
• Section 302(a)(4) Medical Officer Additional Special Pay (ASP) .
• Section 302(a)(5) Medical Officers Board Certification Pay (BCP) .
• Section 302(b) Medical Officer Incentive Special Pay (ISP) .
• Section 302a(a) Optometrists Regular Special Pay .
• Section 302a(b) Optometrists Retention Special Pay .
• Section 302b(a)(2) and (3) Dental Officer Variable Special Pay (VSP) .
• Section 302b(a)(4) Dental Officer Additional Special Pay (ASP) .
• Section 302b(a)(5) Dental Officer Board Certification Pay (BCP) .
• Section 302b(a)(6) Dental Officer Oral and Maxillofacial Surgeon Incentive Special Pay (ISP) .
• Section 302c Nonphysician Health Care Providers Board Certification Pay (BCP) .
• Section 302d Registered Nurse Accession Bonus .
• Section 302e Certified Registered Nurse Anesthetists (CRNA) Incentive Special Pay .
• Section 302h Dental Officer Accession Bonus .
• Section 302i Pharmacy Officer Retention Special Pay .
• Section 302j Pharmacy Officer Accession Bonus .
• Section 302k Accession Bonus for Medical Officers in Critically Short Wartime Specialties .
• Section 302l Accession Bonus for Dental Officers in Critically Short Wartime Specialties .
• Section 303(a) Veterinary Corps Officer Special Pay .
• Section 303(b) Veterinary Corps Officer Board Certified Pay (BCP) .

Section 301(a) Hazardous Duty Incentive Pays (HDIP)

Entitlement pays; payable to enlisted members and officers.

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Section 301(a)(1) Flying Duty, Crew Members

For performance of hazardous duty involving frequent and regular aerial flight as a crew member, and to induce members (other than, career aviators) to volunteer for flying duty assignments as crew members and to retain the required number of skilled crewmembers to man mission requirements. Payment ranges from $110 to $250 per month, determined by grade.

Section 301(a)(2) Flying Duty, Non Crew Members

For performance of hazardous duty involving frequent and regular aerial flight, and to induce members to volunteer for, and remain in, flying duty assignments as 'other than crew members'. Payment is flat $150 per month.

Section 301(a)(3) Parachute Duty Pay

For performance of hazardous duty involving jumping, and to attract members to volunteer for, and to continue performing, parachute duty. Payment is flat $150 per month, except for duty involving High Altitude Low Opening (HALO) jumps, which is $225 per month.

Section 301(a)(5) Pressure Chamber Duty Pay Section 301(a)(6) Acceleration and Deceleration Duty Pay Section 301(a)(7) Thermal Stress Duty Pay

For hazardous duty related to participation as human test subject in low and high pressure, acceleration or deceleration, or thermal stress chambers. Also, intended to attract volunteers to perform such duties. Payment is flat $150/mo.

Section 301(a)(8) Flight Deck Duty Pay

For more than normally dangerous character of flight deck duty, and to enhance the Services' ability to attract and retain personnel involved in the frequent and regular flight operations on the flight deck of ships from which aircraft are launched. Payment is flat $150 per month

Section 301(a)(9) Toxic Pesticides Personal Exposure Pay

For hazardous duty involving frequent and regular exposure to highly toxic pesticides and to induce members to volunteer for such duty. Payment is flat $150 per month.

Section 301(a)(10) Toxic Fuel/Propellants and Chemical Munitions Exposure Duty Pay

For the more than normally dangerous character of performing duty which entails exposure to toxic fuels or propellants, or chemical munitions. Payment is flat $150 per month.

Section 301(a)(11) Visit, Board, Search and Seizure (VBSS) - Maritime Interdiction Operations

For performance of hazardous duty involving regular participation as a member of a team conducting VBSS operations aboard vessels in support of maritime interdiction operations. Payment is flat $150/mo. Only Navy members (among DoD Services) perform duty that qualifies for this pay

Section 301a Aviation Career Incentive Pay (ACIP)

Financial incentive for officers to serve as military aviators throughout a military career. Payment ranges from $125 to $840 per month, determined by years of aviation service as an officer. Entitlement pay.

Section 301b Aviation Continuation Pay (ACP).

Financial incentive to retain qualified, experienced officer aviators who have completed their Active Duty Service Obligation (ADSO) to remain on active duty for a specified period of additional service. Services may pay up to $25K for each year of service agreement, regardless of the length of contract; through 25 years of aviation service; and to aviators in grade 0-6. Discretionary pay.

Section 301c Submarine Duty Incentive Pay (SUBPAY)

Additional pay to increase Navy's ability to attract and retain volunteers for submarine duty, and to compensate for the more than normally arduous character of such duty. The Secretary of the Navy may set SUBPAY rates within a statutory cap of $1,000 per month. Currently, Navy SUBPAY rates range from $75 to $835 per month. Entitlement pay.

Section 301d Multi-year Retention Bonus for Medical Officers

Financial incentive to retain a sufficient number of qualified physicians to meet armed forces health care requirements. Up to $75K per year for 4-year agreement payable to physicians with over 8 years creditable service, or who have completed their ADSO incurred for medical education and training, and initial residency training, and are below pay grade O-7. Discretionary pay; all Military Departments use this bonus authority.

Section 301e Multi-year Retention Bonus for Dental Officers

To attract and retain adequate number of dental officers to meet armed forces' health care needs. Maximum award level is $50K a year for 4-year agreement. Entitlement pay for dental officers with specialties in oral and maxillofacial surgery, in pay grade below O-7, with at least 8 years of creditable service or, have completed their ADSO for dental education and training, and initial residency training. Other dental officers may be extended bonus offer at Service discretion, if they otherwise meet above eligibility requirements. Discretionary pay.

Section 302(a)(2) and (3) Medical Officer Variable Special Pay (VSP)

Provides increase in monthly pay for all medical officers on active duty (regardless if in internship training, regardless of specialty or remaining obligated service), as broad-based incentive to increase numbers of physicians remaining on active duty after completion of ADSO for advanced training. Payment ranges from $1.2K to $12K a year, paid out monthly, determined by years of creditable service (except set amount is paid to O-7s and above, regardless of years of creditable service). Entitlement pay.

Section 302(a)(4) Medical Officer Additional Special Pay (ASP)

Additional pay for all medical officers on active duty who have completed internship or initial residency training, regardless of specialty, if they agree to remain on active duty for additional 12 month period, to bring more into 6-7 year window when they would be eligible for higher pays in private sector, thereby encouraging longer periods of retention. Flat $15K for 12-month active duty service agreement. Entitlement pay.

Section 302(a)(5) Medical Officers Board Certification Pay (BCP)

Incentive for retention and also promotes quality health care by encouraging all medical officers to attain board certification, signifying highest level of professional competence. Payment is $2.5K to $6K per year, dependent on years of creditable service, paid monthly once physician becomes board certified and as long as officer remains so certified. Entitlement pay.

Section 302a(a) Optometrists Regular Special Pay

Intended to attract sufficient number of qualified optometrists to enter and stay in service to meet armed forces' health care requirements. Payment is flat $100 per month for each month of active duty. Entitlement pay.

Section 302a(b) Optometrists Retention Special Pay

Discretionary pay intended to be used as needed to address retention problems. Up to $15K per year payable to officers drawing Optometrist Regular Special Pay who have completed initial ADSO for education and training, and who execute a 12-month active duty service agreement. Army and Air Force use this pay.

Section 302(b) Medical Officer Incentive Special Pay (ISP)

Financial incentive to address retention difficulties and shortages of critical wartime specialties by closing civilian-military pay gap. An officer entitled to VSP, upon agreement to remain on active duty for at least a year, may be paid ISP for any 12-month period during which the officer is not undergoing internship or initial residency training. Paid as annual bonus. Up to $75K payable for 12-month active duty service agreement. Discretionary pay; all Military Departments use this pay.

Section 302b(a)(2) and (3) Dental Officer Variable Special Pay (VSP)

Increase in monthly pay for all dental officers (on active duty under call or order to active duty for not less than 1-year (to include those in internship training)) as incentive to remain on active duty after completion of ADSO (for advanced training). Payment ranges from annual $3K to $12K, paid monthly, determined by years of creditable service (except that set amount is paid to O-7s and above). Entitlement pay.

Section 302b(a)(4) Dental Officer Additional Special Pay (ASP)

(To include those undergoing dental internship or residency training) for any 12-month period during which the officer is under an active duty agreement. Payable at rates determined by the Secretary concerned not to exceed $10K per year for officers with less than three years of creditable service, and $15K per year, of the officer has 10 or more years of creditable service, Entitlement pay.

Section 302b(a)(5) Dental Officer Board Certification Pay (BCP)

BCP in intended to promote quality health care by encouraging all dental officers to attain board certification, signifying the highest level of professional competence, and also as retention incentive. Payment is $2.5K to $6K per year, dependent on years of creditable service, paid monthly once officer becomes board certified and as long as the officer remains so certified. Entitlement pay.

Section 302b(a)(6) Dental Officer Oral and Maxillofacial Surgeon Incentive Special Pay (ISP)

Financial incentive for oral or maxillofacial surgeons to remain on active duty to ensure there are adequate numbers of dental officers qualified in these specialties to meet the military medical care needs in peacetime and wartime. An officer entitled to VSP, upon agreement to remain on active duty for at least a year, may be paid ISP for any 12-month period during which the officer is not undergoing internship or initial residency training. Paid as annual bonus. ISP for Dental Officer Oral and Maxillofacial Surgeons was first authorized in the FY06 NDAA. Up to $75K payable for 12-month active duty service agreement. Discretionary pay; all Military Departments use this pay authority.

Section 302c PsychologistsNonphysician Health Care Providers Board Certification Pay (BCP)

Financial incentive for highly qualified psychologists and nonphysician health care providers to enter on active duty, to acquire and maintain the highest level of professional achievement and to remain on active duty. Payment ranges from $2K to $5K per year, dependent on years of creditable service. Paid monthly. Paid once officer becomes board certified and continues as long as officer remains board certified. Entitlement pay.

Section 302d Registered Nurse Accession Bonus

Intended as incentive for nurses to enter and remain in service to ensure the Services have an adequate number of experienced nurses to meet military medical care needs in peacetime and wartime settings. Up to $30K is payable to an RN who executes written agreement to accept a commission, be assigned to duty as a nurse, and remain on active duty for a minimum of three years. Discretionary pay -- all military Departments use this authority.

Section 302(e) Certified Registered Nurse Anesthetists (CRNA) Incentive Special Pay

Financial incentive for CRNAs to remain on active duty to ensure there are adequate numbers of qualified CRNAs to meet the military medical care needs in peacetime and wartime. (to increase annual cap from $15K to $50K). Up to $50K payable for 12-month active duty service agreement. Discretionary pay -- all military Departments use this authority.

Section 302h Dental Officer Accession Bonus

Incentive for dentists to enter and remain in military service to ensure the Services have an adequate number of dental officers to meet military dental care needs in peacetime and wartime settings. Up to $200K payable for written agreement to accept a commission and remain on active duty for minimum of four years. Discretionary pay -- all military Departments use this authority.

Section 302i Pharmacy Officer Retention Special Pay

Up to $15K is payable for any 12-month period to Pharmacy Officer in pay grade O-6 or below. Discretionary pay - all military Departments use this pay.

Section 302j Pharmacy Officer Accession Bonus

Up to $30K is payable to a pharmacist for an agreement to accept a commission and serve not less than 4 years on active duty. Discretionary pay - all military Departments use this bonus authority.

Section 302k Accession Bonus for Medical Officers in Critically Short Wartime Specialties

Authorizes an accession bonus of up to $400,000 for medical officers in critically short wartime specialties. Discretionary pay - the Navy uses this bonus authority.

Section 302l Accession Bonus for Dental Officers in Critically Short Wartime Specialties

Authorizes an accession bonus of up to $400,000 for dental officers in critically short wartime specialties. Discretionary pay - the Navy uses this bonus authority.

Section 303(a) Veterinary Corps Officer Special Pay

Incentive for qualified veterinarians to enter and remain on active duty to meet the health care and readiness requirements of the armed forces. ; not updated since. Payment is flat $100 per month for each month of active duty. Entitlement pay.

Section 303(b) Veterinary Corps Officer Board Certified Pay (BCP)

Financial incentive to encourage veterinary officers to attain board certification, signifying highest level of professional competence. Also serves as incentive for retention. Payment ranges from $2K to $5K per year, dependent on years of creditable service, paid once officer becomes board certified (as Diplomate in specialty recognized by the American Veterinarian Medical Association) and continues as long as officer remains board certified. Paid monthly. Entitlement pay.

Section 304 Diving Duty Pay

Incentive for members to volunteer for, and remain in, diving duty; additionally, in part, compensates divers for the more than normally dangerous character of such duty. Currently, up to $340 per month may be paid to enlisted divers and up to $240 per month payable to officers. Entitlement pay, with rates set by Services within statutory caps.

Section 305 Hardship Duty Pay

Additional compensation paid to recognize members assigned to duty designated as hardship by the Secretary of Defense. There are two types of HDP currently being paid, one for designated Quality-of-Life (QoL) Hardship Locations (HDP-L), and the other for designated hardship missions (HDP-M). Locations are designated as hardship duty locations if the QoL living conditions in the area are substantially below the standard most members would generally experience in the United States. The sole mission designated as hardship duty for HDP purposes is the mission performed by JTF-Full Accounting and CILHI and to recover the remains of members lost in past wars. The maximum payable in law is $1,500/mo.; currently, the monthly rates being paid are $50, $100 and $150 for HDP-L; and $150 for HDP-M. Discretionary pay -- all Services use this pay authority.

Section 305a Career Sea Pay (CSP)

To financially recognize officers executing the duties of a position the Service Secretary has designated as: 1) carrying unusual responsibilities above those normal for officers of the same grade, and 2) critical to the operations of the Service concerned. Payment ranges from $50-$150/mo. dependent on pay grade. Law limits payments to O-3s through O-6, with specifies percentages of officers within each of those grades that can be paid this pay (referred to as "Command Responsibility Pay"). This is a discretionary pay. Among the DoD Services, only Navy uses this pay.

Section 306 Officers Holding Positions of Unusual Responsibility

Intended to improve retention of members in sea service skills and as recognition for members serving on sea duty for the greater-than-normal rigors of sea duty. The Secretary of the Service concerned establishes monthly CSP and CSP Premium (CSPP) rates within $750 and $350 caps, respectively. Rates being paid by Department of Navy in CSP ranges from $50 to $730/mo.; CSPP is $100/mo., paid to members who serve more than 36 consecutive months of sea duty. Army pays under its own rate table; USAF uses CSP rate table in effect pre-FY2001 NDAA. Entitlement pay.

Section 307 Special Duty Assignment Pay for Enlisted Members

To encourage enlisted members to qualify for and volunteer to serve in, or remain in, designated positions with duties that are extremely difficult, or carry an unusual degree of responsibility, when compared to typical jobs of members of the same grade level. The maximum payable in law is $600/month. Under program parameters established by the Secretary of Defense, current range being paid in SDAP is between $75 and $450 per month). Discretionary pay -- all Services use this pay.

Section 307a Assignment Incentive Pay (AIP)

To provide a monthly incentive to a member who performs service, while entitled to basic pay, in an assignment designated by the Secretary concerned. Used to encourage members to volunteer for difficult-to-fill jobs or assignments in less desirable locations. The monthly statutory maximum payable is $3,000. Discretionary pay - all Services use this pay authority.

Section 308 Selective Reenlistment Bonus (SRB)

To provide incentive for an adequate number of qualified enlisted members to reenlist in designated critical military specialties where retention levels are insufficient to sustain a steady readiness posture imperative for the individual Service to accomplish its mission. The statutory maximum payable is $90K for a minimum 3-year reenlistment. Discretionary pay -- all Services use this pay authority.

Section 309 Enlistment Bonus (EB)

To provide incentive for persons to enlist in the armed forces. The maximum payable by law is $40K. Discretionary bonus -- all Services use this bonus authority.

Section 310 Hostile Fire/Imminent Danger Pay

To recognize members subject to hostile fire or explosion of hostile mines, and those on duty overseas who because of their role/visibility as a service member, are subject to threat of physical harm or imminent danger due to civil insurrection, civil war, terrorism, or wartime conditions. The current monthly rate is $225. Entitlement pay.

Section 312 Nuclear Officers Extending Period of Active Duty

Financial incentive for Nuclear-qualified Navy officers to continue on active duty upon completion of obligated service. The maximum payable by law is $30K for each year of a minimum 3-year active-service agreement. Discretionary authority. Navy uses this pay authority.

Section 312b Nuclear Officer Accession Bonus

Financial incentive to encourage adequate numbers of voluntary accessions into the Navy's nuclear power officer community. The maximum payable by law is $30K. Discretionary authority. Navy uses this pay authority.

Section 312c Nuclear Career Annual Incentive Bonus

Financial incentive for Nuclear-qualified Navy officers to continue on active duty upon completion of obligated service. The law authorizes a maximum $22K payable to commissioned officers, and $14K to Limited Duty officers. (LDO's). Discretionary authority. Navy uses this pay authority.

Section 314 Overseas Tour Extension Incentive Pay (OTEIP)

For members in certain critical skill classifications to extend their tour of service overseas for the convenience of the Government. The law authorizes payment monthly or pay up to $80; or an annual bonus not to exceed $2K per year in OTEIP. Discretionary authority; all DoD Services pay OTEIP.

Section 316 Foreign Language Proficiency Bonus (FLPB)

Financial incentive for members to become proficient, or to increase their proficiency, in foreign languages to enhance the foreign language capabilities of the armed forces. The law authorizes payment of a bonus of up to $12,000 for a 12-month certification period. Discretionary pay; all Services use this pay authority.

Section 318 Special Warfare Officer Continuation Pay

Financial incentive for qualified, experienced Special Warfare Officers to remain on active duty beyond their initial ADSO. Up to $15K per year payable to eligible officers. Discretionary pay; only Navy uses this pay authority.

Section 319 Surface Warfare Officer (SWO) Continuation Pay

Financial incentive for SWOs selected for Department Head (DH) to agree to remain on active duty to complete that tour. Up to $50K total payable to eligible officers. Discretionary pay; Navy use this pay authority.

Section 320 Career Enlisted Flyer Incentive Pay (CEFIP)

Financial incentive to serve throughout a military career as an enlisted flyer. Monthly maximum rates range from $150 to $400, dependent on years of aviation service. Discretionary pay -- currently, only Air Force and Navy pay CEFIP.

Section 321 Judge Advocate Continuation Pay (JACP)

Financial incentive for military Judge Advocates to continue on active duty upon completion of their ADSO. Up to $60K total payable to eligible judge advocates over a career. Discretionary pay -- currently, Army, Navy and Air Force pay JACP; Marine Corps pays a Law School Education Debt Subsidy (LSEDS) under the JACP statutory authority.

Section 324 Accession Bonus for New Officers in Critical Skills

Gives Service Secretaries authority to offer up to $60K to an individual who agrees to accept a commission and serve on active duty in a designated critical skill for the period specified in the agreement. Discretionary pay - all Military Departments use this pay authority.

Section 326 Incentive Bonus for Conversion to Military Occupational Specialty to Ease Personnel Shortage

To provide an incentive for members to convert to, and serve for a period of not less than 3 years in, a military occupational specialty for which there is a shortage of trained and qualified personnel. Discretionary pay - Army uses this pay authority

Section 327 Incentive Bonus for Transfer Between Armed Forces

To provide incentive of up to $10K for persons to transfer from one armed force to another, and serve a minimum of 3 years in the component to which transferred. Discretionary pay; Army use this pay authority.

Section 355 Critical Skills Retention Bonus (CSRB) or Bonus for Assignment to High Priority Unit

Financial incentive to address skill-specific retention problems. Up to $200K total ($100K for reserve component members) is payable in CSRB to an eligible member over a career. Discretionary pay - all Services use this pay authority.

An Inside Peek At Police Special Assignments

There are many jobs within police departments and sheriff’s offices, and each of those duties require special skills and training. Some of the assignments even require a special “look.”

In addition, many of the officers assigned to these special details have their own expectations of how they should carry themselves, and which type of appearance is appropriate for the mission.

Over the years, police officers have developed a set of unwritten guidelines for working in the individual divisions, and with one glance cops can usually tell another officer’s assignment. How? Well, certain little details give them away. Such as…

– Officers assigned to this detail immediately grow long hair and a beard, then tell everybody the boss ordered it.

– Start watching every episode of Gator Boys and Honey Boo Boo to learn how to speak and act in the “real world”.

– Buy a biker wallet with a big chain.

– Make every case involve overtime.

– Learn to play golf while guzzling Jack Daniels.

– Wears team T-shirts, dark sunglasses, and boots, everyday.

– Tries to fit the word breach in to every conversation.

– Has a mirror handy to check hair, if they have hair.

– Never says hello to anyone who is not an operator, but is quick to deliver the cool SWAT head nod.

– Subscribes to Soldier of Fortune and Muscle and Fitness.

– Plays golf while wearing a gun.

– Shaves head and grows goatee (unless they want to be a management weenie, then they remain clean shaven, with short almost military style haircut).

– Wears 5.11 pants, and a polo shirt with agency logo (unless they want to be a management weenie, then make sure they always wear shirt and pants to which a jacket and tie can be quickly added for those occasions when the president shows up unexpectedly).

– Arrives at work at 8AM sharp and spends one hour answering emails, and 30 minutes checking their retirement investments. Then go with another agent to Starbucks “to discuss a new case.”

– After participating in their first warrant service, they make plans to join the agency SRT, SWAT, etc, to “properly utilize their superior tactical skills.”

– After doing their first buy bust, the agent immediately begins asking the boss about “long term undercover” jobs.

– Refuses to play golf with the inferior locals cops.

Traffic units

– Write tickets to EVERYBODY, including mom.

– Spend every weekend cleaning their vehicles and polishing their boots.

– Annoys everyone on the radio calling out their stops.

– Talks only about the huge number of traffic tickets they write in a single day.

– Rides by storefronts with big windows to admire their reflection.

– Golf is lame. Paintball all the way.

– Become sadistic.

– Proudly show pictures of their latest dog bite.

– Brag constantly about their largest drug find.

– Smells like a dog.

– Uniform coated in dog hair.

– Works out three times a day, with or without the dog.

Administrative

– Good for three-hour lunches, everyday, telling everybody it’s a “meeting.”

– Upgrades department cell phone practically every month.

– Tells everybody they’re published in a national law enforcement magazine.

– Update their revenges list on a weekly basis, and has investigators build files on “enemies.”.

– Plays lots of golf (often called “afternoon meetings).

Patrol Officers

– Have nerves of steel.

– Despise department politics, and stupid rules and regulations.

– Inability to keep mouth shut.

– Is respected by peers.

– Plays golf but is unsure of the rules. Driving the cart while drinking a cold Bud is cool, though.

FTO (Field Training Officer)

– Automatically grasps the door handle until knuckles turn white when car is put in gear.

– Considers a multiple-victim homicide in progress a “good training opportunity” and asks to take primary.

– Considers less than three hours of OT to be a quiet day.

– Knows that it’s a rookie’s place to handle ALL foot pursuits while he/she follows along in the air-conditioned patrol car.

Investigators

– Come in at 0800, or so.

– “Breakfast” is from 0815 to 1030.

– Shuffles through paperwork from 1030 to Noon.

– Lunch from noon to 1400.

– Meet informants from 1415 until 1500

– Rest of the day is spent in the office talking to anyone who’ll listen about the book they’re planning to write based on their many outstanding cases and accomplishments.

– Remembers very well “how we used to do do it.”

– Always willing to tell his officers the above.

– Tries to fit the word “liability” in to every sentence.

– Talks about “what he’s hearing from upstairs.”

– Hates what he’s hearing from upstairs.

– Plans retirement on a daily basis.

– Counts the number of days until retirement…every day of every week.

– Watches every episode of Cops, 48 Hours, CSI, and the Andy Griffith Show.

– Worships the ground the SWAT guys walk on.

– Arrives for work three hours early and stays over past regular shift (on their own time) to ride with other officers.

– Thinks the sergeant is always thrilled to see him/her.

– Male trainees are too young to grow facial hair.

– Won’t drink on the golf course because it violates the open container ordinance.

New Corrections Officers

– Show up for work 15 minutes early.

– Buy only the best ink pens.

– Wear T-Shirts of their “dream police department” under their uniforms.

– Wears a full duty belt of gear (purchased with their own money from the local cop shop), even though they have to remove everything when they arrive at the facility. But it’s really cool to go inside a convenience store wearing full gear.

– Become friends with every local police officer.

Court  Security

– They say they don’t want to work patrol, but secretly monitor dispatch channels while inside the courtroom and at home.

– Have jail and courthouse cafeteria menus memorized.

– Have seriously thought of entering law school after sitting through three jury trials.

– Think they know more than the judges and attorneys.

– After sitting through four or five trials, they’re positive they know more than judges and attorneys.

Defensive Tactics Instructors

– Starts stretching and warming up before making arrest.

– Can spend hours debating the advantages of ASP vs. straight stick.

– Has spent more than $50 on a wooden baton.

– Knows how, where, and when every scar on their body was received.

– Giggles when a suspect starts to resist.

Firearms Instructor

– Responds to every question/statement with the word, ‘huh?’

– Thinks a new tactical handgun is a great Christmas gift for the wife/girlfriend.

– Has an image of a custom 1911-A1 for a screen-saver.

– Wears the latest high-tech electronic hearing protectors during normal conversation.

– Decorates uniform shirt with every marksmanship pin and medal available.

– Clean their weapons while eating lunch.

– Uses gun-cleaning lube/oil as cologne.

– Wears at least two concealed backup weapons at all times.

– Wears an ankle holster to bed in case he can’t reach either of the 12 firearms hidden throughout the bedroom.

– He/she and their family decorate the gun safe during the holidays.

Police Procedure and Investigation: A Guide for Writers

Countdown to 2024 KILLER CON

Writers’ police academy.

The 2024 Writers’ Police Academy is a special event called Killer Con, which is designed to help writers create stunning realism in their work, Killer Con focuses on the intricate details surrounding the crime of murder and subsequent investigations.

Visit The WPA website to register!

*The Writers’ Police Academy (WPA) is held every year and offers an exciting and heart-pounding interactive and educational hands-on experience for writers to enhance their understanding of all aspects of law enforcement, firefighting, EMS, and forensics.

Get to Know Lee Lofland

Lee Lofland is a nationally acclaimed expert on police procedure and crime-scene investigation, and is a popular conference, workshop, and motivational speaker.

Lee has consulted for many bestselling authors, television and film writers, and for online magazines. Lee has appeared as an expert on national television, BBC Television, and radio shows.

Lee is the host and founder of the Writers’ Police Academy, an exciting, one-of-a-kind, hands-on event where writers, readers, and fans learn and train at an actual police academy.

To schedule Lee for your event, contact him at [email protected]

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