Many  incentives,  tangible  and  intangible, attract a person to a particular career. The job is important. A job becomes enjoyable because it’s in line with a person’s 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 person’s 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 member’s personal needs and generates the member’s 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 school. 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 overseas areas). 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 personal contacts. 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 following  factors: • • • • Applicability of training Sea/shore  rotation Paygrade versus skill requirement Fleet Reserve eligibility Assignment to a school normally occurs at a member’s projected rotation date (PRD). 4-8