Many incentives, tangible and intangible,
attract a person to a particular career. The job
is important. A job becomes enjoyable because
its in line with a persons interests and abilities.
The opportunities for advancement may be good.
Perhaps the person can get more education and,
later, a better job through the organization.
Then there are other personal considerations:
job security, paid vacation, travel, family pro-
tection plans, and retirement. Many other factors
enter a persons decision to reenlist, including
loyalty. Usually, a person chooses a career based
on a combination of these factors. The same is
true for those who choose a career in the Navy.
A decision to reenlist is a personal choice.
The Navy offers various incentive programs
to its members; some have the aim of reenlisting
people and some to provide a means to satisfy the
needs of both the Navy and its members. An
incentive program meets the members personal
needs and generates the members interest in
continuing a naval career. You can find general
information about incentive programs in the
Enlisted Transfer Manual, NAVPERS 15905D,
and the Retention Team Manual, NAVPERS
15878. For more information you should talk with
your division officer, leading petty officer, or
command career counselor.
SELECTIVE REENLISTMENT BONUS.
The Selective Reenlistment Bonus (SRB) is a
retention incentive. Members serving in certain
selected ratings/NECs who reenlist or extend their
enlistments for a given number of years receive
this pay. The bonus works to increase the number
of reenlistments in ratings that are undermanned.
SELECTIVE CONVERSION AND RE-
ENLISTMENT PROGRAM. The Selective
Conversion and Reenlistment (SCORE) Program
offers career incentives to members who reenlist
for conversion to critically undermanned ratings
and assignment to an appropriate class A or C
SELECTIVE TRAINING AND REENLIST-
MENT PROGRAM. The Selective Training and
Reenlistment (STAR) Program offers career
designation, career incentives, and school
assignments to first-term members who reenlist.
GUARANTEED ASSIGNMENT RETEN-
TION DETAILING PROGRAM. The Guar-
anteed Assignment Retention Detailing (GUARD
III) Program provides guaranteed assignments
during a career. GUARD III encourages direct
communication between eligible personnel and
their detailers. The type of guarantee depends
upon billet availability in the general area re-
quested (for example, coastal, home port, and
PERSONNEL EXCHANGE PROGRAM.
The Navy is continuously negotiating with allied
countries for the exchange of some enlisted
personnel. The aims of the Personnel Exchange
Program (PEP) are as follows:
To get increased opportunity for in-
teresting foreign duty
To give exchange personnel actual military
duties and responsibilities as opposed to
functioning strictly as instructors, advisors,
liaison personnel, or observers
To make exchange personnel an integrated
part of the host countries so that a member
can get a better understanding and
appreciation of our allies
To allow the host nation to become better
acquainted with the United States through
LATERAL CONVERSION PROGRAM.
The Navy would like members to serve in the
rating for which they have the most aptitude and
interest. The Navy allows changes in rating if they
do not cause undesirable effects on the overall
personnel distribution in ratings and on the
advancement opportunity of career petty officers.
ASSIGNMENT TO SCHOOL. An addi-
tional incentive for reenlistments is the possible
assignment of a Navy member to a specific school.
Basis of consideration of requests is on the
Applicability of training
Paygrade versus skill requirement
Fleet Reserve eligibility
Assignment to a school normally occurs at a
members projected rotation date (PRD).