Unit/ battalion career counselor

Nevada Retention SOP

Training and support documentation here

1-5 Command Awareness

"Before a Strength Maintenance Plan can be formed, there must be Command Awarness"

Command awareness is best found in published letters, policies, and guidance. Without command emphasis, units and personnel will focus on other areas of responsibility. Proper emphasis on retentionissues ensures effort is focused on critical tasks leading to successful retention results. Below is a list of helpful information as Commanders make decisions on directing command emphasis for retention.

a. Define and publish the retention task organization. This is the wire diagram of personnel within the unit organization with responsibilities to perform tasks related to retention. Information needs to travel freely and quickly throughout this diagram. Below are key task organization retention positions:

   (1) State Retention NCO POC’s (SRNCO)

   (2) Brigade/Battalion Career Counselors (BCC’s)

   (3) Unit Career Counselors (UCC’s)

   (4) Recruiting & Retention NCO (RRNCO)

     b. Publish a retention battle rhythm. Provide the connection between roles and  responsibilities. This battle rhythm ensures that all retention tasks are well defined and communicated. They should include:

(1) Retention task

(2) Team member(s) responsibility

(3) Frequency or timing

(4) Task performance standard

(a) Retention task performance standards identified as part of the retention battle rhythm.

6-2 Strength Maintenance Plan

Commanders are essential to ensuring that strength maintenance (SM) objectives are developed and accomplished at the unit level. They are the driving force behind the success of their unit strength and Strength Maintenance Plan. A well- developed Unit Strength Maintenance Plan should address the three major tenets of the Strength Maintenance Philosophy: recruiting, attrition, and retention. The Department of the Army, National Guard Bureau, and the State Adjutant General, establishes regulations and policies that will be implemented in the unit plan.

a. Recruiting quality non-prior service and prior service Soldiers plays a critical role in 

achieving SM goals and objectives. The unit can help support recruiting efforts by doing the following:

(1.) Providing personnel, equipment, facilities, and other necessary resources and support 

asrequired to the RRB.

(2.) Establishing a partnership with the unit RRNCO, SRNCO, and the RRB. 

(3.) Incorporate SM training into NCODP.

(4.) Implement a unit lead referral program.

b. Attrition management activities play an important role in the SM program. This program is about working smarter, not harder. Attrition management is the process of effectively managing personnel losses through leadership and personnel management practices. Retaining Soldiers after their initial enlistment will ultimately benefit the NVARNG, with more trained Soldiers remaining in the ARNG.

(1.) Provide a unit representative to participate in the RSP Battle Handoff and incorporate the RSP drill dates into the YTC.

(2.) Ensure the developing, implementing, and monitoring of an effective unit sponsorship program. 

The following must be included in this program:

(a.) A sponsorship checklist.

(b.) Introduce key personnel: Commander, 1SG, FLLs, supervisors, duty section members;and FTS 

personnel such as unit clerk, training NCO, supply sergeant, and readiness NCO.

(c.) Explain unit history, lineage, honors, unit organization, State ARNG missions and functions, the Soldier’s role and participation policies, military justice, and the Commander’s policies.

(d.) Coordinating the issuing of appropriate items such as clothing, equipment, Soldierstraining publications, and local standing operation procedures (SOP).

(3.) Work with the unit leadership to ensure quality, relevant and meaningful training is conducted ateach drill.

(4.) Ensure that every Soldier is provided the opportunity to compete for position vacancies to enhance personal and professional growth.

(a.) Emphasize the role of FLLs and create an effective career development environment fortheir Soldiers by using Army Career Tracker and interviewing Soldiers to determine career opportunities.

(b.) Ensure Soldiers who are barred from reenlisting IAW NGR 600-200, or flagged IAW AR 600-8-2, are counseled on the criteria for removal of the bar or flag. Ex: Recruits unable to meet height/weight requirements.

(5.) Know your Soldiers, to include civilian occupations, ETS date, family status and any other important information affecting their career (military and civilian) and duty performance.

(6.) Be aware of possible Soldier concerns due to excessive ARNG training requirements, personal difficulties, or family problems; take proactive measures to prevent, reduce or eliminate any adverse impact.

(7.) Develop an AWOL Recovery Program and ensure that unsatisfactory participants who are qualified for continued service in the NVARNG are provided every opportunity for rehabilitation (if necessary) and are encouraged to return to active participation.

(8.) Ensure that unsatisfactory participants who are qualified for continued service in the 

NVARNGare provided every opportunity for rehabilitation (if necessary) and are encouraged to return to active participation.

(9.) Promote the benefits of being an ARNG member by incorporating it into NCODP, and informational briefs:

(a.) Tricare Reserve Select

(b.) SGLV

(c.) Thrift Savings Plan (d.) Tuition Assistance

(e.) Family Readiness Groups (f.) Youth Programs

(g.) Strong Bonds

(h.) Warrant Officer Program (i.) Officer Programs

(j.) ROTC

(k.) Retirement

(l.) Work 4 Warriors

(m.)VA Loans (Home and Business) (n.) Tuition Exemption (transferable)

(10.) Conducting an extension ceremony is a key element of a successful retention program. A Soldier’s extension is a major event in his/her life and is indicative of their commitment to their unit and the NVARNG. Their extension should be conducted by unit or higher command leaders and performed in an official ceremony with all unit personnel present. RRC personnel along with unit retention personnel should work with the unit leadership to ensure that all Soldiers receive the proper recognition for their timein service achievements.

c. Retention is the means to retain the required number of trained and qualified Soldiers necessary forthe unit and the NVARNG to maintain authorized strength levels and mission mobilization readiness. A retention program should combine the efforts of the unit chain of command, NCO support channels, UnitFull-time (FTS), Unit Retention NCO (URNCO), Full-time RRNCO, Full-time SRNCOs, and state level NCO support channels.

(1.) A Unit Retention Binder should be maintained by an FFL, or the Unit RNCO. The binder is used toretain retention control logs, applicable SOPs, regulations, and sponsorship forms. It establishes a singlelocation for easy reference of information pertaining to the duties of the unit retention NCO and the retention program. This binder should be maintained and updated to ensure that all items are readily available for inspection. The retention binder should at a minimum contain the following:

(a.) Print a copy of the units’ 365-day ETS roster prior to each drill from RMS or DPRO.

(b.) Per the TAGs directive, each Soldier scheduled to ETS will be counseled by either the 

commander or 1SG every 90-days, beginning a year out from their ETS date, and once the Soldier reaches the 90 day window, he/she will be counseled every 30 days.

(c.) The Unit Retention NCO will conduct monthly interviews between formal counseling’s and enter into RMS contact history.

(d.) Ensure that all Soldiers are made aware of available ARNG incentives and benefits listed in the unit retention binder.

(e.) Unit leadership should also become aware of other units in their local area, should a 

Soldier’s career plans change.

(f.) Ensure that Soldiers who are unable to continue their active participation are afforded the opportunity to transfer to the Inactive National Guard (ING) IAW NGR 614-1.

(g.) Ensure that every qualified Soldier is provided the opportunity for continued productive service in theNVARNG or offered an alternative to separation or discharge.

WHO IS MY RECRUITER ASSIGNED FOR RETENTION SUPPORT?

Nevada Retention SOP

Training and support documentation here

4-1 Career Counseling

First Line Leaders should counsel Soldiers on potential career progression opportunities on a regular basis (using RMS during the Sponsorship and Reenlistment/ Extension phases). Army policy and doctrine requires counseling for numerous purposes on many occasions. Each interview should be designed to accomplish a goal that considers the Soldier’s time in the organization, relative experience and grade, and time remaining to ETS. There are three phases to guide these interviews and to help set the tone and approach used.

a. Sponsorship Phase. 

This phase provides an adjustment period to help the Soldier become familiar with the unit and its personnel. The sponsorship and orientation program are the most important part of this phase. The unit will provide the sponsor with a Sponsorship Checklist.

b. Career Development Phase. 

This phase starts when the Soldier feels that most or all his/her enlistment goals have been met. Depending upon the length of the enlistment period, this phase may cover several months or years. First Line Leaders (FLL) conduct many of these interviews to provide performance and career counseling. The theme should be one of constant measurement of achievement, abilities, and goal setting. A measure of the Soldier’s current feelings toward the unit and the NVARNG can be the question, “If you were eligible to reenlist today, would you?” This will help prepare the Soldier for the actual reenlistment decision and help the organization work on any factors (within its control) that may cause the Soldier to say “yes” or “no.” This phase will end or be temporarily set aside when the Soldier approaches the reenlistment/extension eligibility period. As soon as the reenlistment phase is completed, the Soldier will be back in the career development phase again.

c. Reenlistment/Extension interview. 

For the purposes of this guide, we will focus on extension and reenlistment interviews. These interviews are conducted toward the end of the enlistment period and focus on the Soldier’s qualifications for reenlistment/extension, options, goals, and decisions to incentive(s) eligibility. Everyone involved in the process of retaining quality Soldiers must be aware that a few reenlistment interviews cannot overcome the absence of the other types of interviews discussed above. Reenlistment/Extension interviews are mandated by NGR 601-1.

4-2 Extension Interviews

First Line Leaders should counsel Soldiers on potential career progression opportunities on a regular basis (counseling must be recorded in RMS if the Soldier is within the 365-day window for ETS). This includes discussing various training opportunities, career goals, upward mobility, and possible reclassification. For the purpose of this guide, it is important to explain the difference between an extension interview and an ETS counseling. An extension interview, although documented, is simply a discussion between a unit member and an eligible Soldier. Extension interviews are designed to understand a Soldier’s intent to extend or to ETS (and the reasoning behind that 

decision). Extension interviews can be documented two ways:

a. Completing a DA Form 4856 and uploading it in Retention Management Software (RMS).

b. Completing the contact history portion in RMS.

4-3 ETS Counseling

ETS Counseling is for the benefit of the Soldier to ensure they understand what they are giving up. This paragraph focuses on the ETS Counseling required by NGR 601-1. ETS counseling must be completed on a DA Form 4856 and signed by the Unit Commander or First Sergeant, and the Service Member. The DA Form 4856 must then be uploaded in RMS. Below is a list of items that could be included asdiscussion points:

a. Extension Bonus

b. Student Loan Repayment Program

c. Tricare Reserve Select

d. Continued use of ID card for access to military posts and facilities (Commissary, PX, Base Gyms, Base Medical Facilities, etc.)

e. State and Federal Education Incentives – tuition assistance

f. Monthly drill pay, 2-week annual pay

g. Life insurance for Soldier and spouse

h. Retirement potential earnings and retirement benefits

i. Travel – MWR with active duty bases, lodging, camping, recreational facilities

j. Dental insurance

k. Unit change

l. Training, position, and promotion opportunities

m. NG or IRR transfer

n. Intrastate transfer

o. MOS reclassification

4-4 Counseling Timelines/Retention Battle Rhythm

First Line Leaders will counsel Soldiers starting within the 450 days to ETS window by annotating the Soldiers options on a DA Form 4856 and uploading the form in RMS. The Soldier’s intent and counseling will be digitally loaded into the RMS system as well. The following information provides the timeline of events to effectively manage Soldiers within a 450-day window in accordance with (IAW) current Retention Policy. The current timeline is as follows:

a. 450 days until ETS. 

Once within 450 days of their ETS, the Soldier enters the ETS management cycle. Extension interview and counseling will be conducted by the UCC or, using State supplied DA 4856, toreview benefits and determine the initial intentions of the Soldier. The Soldier will be advised of their ETS window and will be notified of any bonus incentives available to them (IAW current FY SRIP policy) and the timeline, to include interview and counseling milestones. Counseling will be recorded on DA form 4856 and annotated in RMS. Ensure Soldier has a valid Army Physical Fitness Test (APFT) loaded into IPPSA.

b. 365-271 days until ETS. 

This is the most critical period for incentives. The First Line Leader(FLL)will begin retention counseling and inform the Soldier of the current incentives available to them, if any. The FLL will also ensure the Soldier is eligible to extend and determine whether they need performance counseling. Counseling will be recorded on DA form 4856 and annotated in RMS.

c. 270-181 days until ETS. 

The UCC with assistance from the BCC will determine if the Soldier should be retained, check with their URNCO to ensure Soldier has a passing APFT/ACFTand is not pending any negative administrative action. The UCC will inform the Soldier of the current incentives available as they have most likely changed since the previous counseling. If the Soldier has shown a pattern of disciplinary and or performance issues and has not made progressbased on the plans of action detailed in the Extension Interview from their FLL, the CDR may initiate a bar to reenlistment under provisions of NGB-ARH-PM 09-026. Counseling will be recorded on a DA form 4856 and annotated in RMS.

d. 180- 151 days until ETS. 

The RRNCO will conduct extension interview and counseling in RMS and 

inform the Soldier of their current bonus incentives that might have changed since the previous counseling. The URNCO or RRNCO will begin service award, validate current status of pending administrative actions and determine eligibility and options for continued service. If Solideris not willing to extend, below is a sequence of steps that should be offered to any Soldier who is contemplating separation from a unit in the Nevada Army National Guard.

(1.) The key to success is providing the least restrictive alternative that satisfies the 

needs,wants, and desires of the Soldier. Please note the following alternatives.

(a.) Same duty Military Occupational Specialty (MOS) but in another section (1st PLT to 2nd PLT transfer). 

(b.) Same duty MOS but in another unit (Co A to Co C transfer).

(c.) Different MOS but in the same unit (91B to 91C, 68W, 92Y).

(d.) Same MOS, but in a different unit (would not require schooling).

(e.) Different MOS in a different unit (would require schooling).

(f.) A brief period of excused absence (take a little "time off', excusal from AT if 

attendancecreates a hardship on family).

(g.) A specified period of time in the Inactive National Guard (ING) (6 MOS /1 yr. butshould not be a 6-year extension with concurrent transfer into the ING for instance).

(h.) If we have nothing of interest to offer, consider another Reserve Component: 1stChoice - NV Air Guard, 2nd Choice – USAR

(i.) If income stability is a concern, consider the Active Component. If eligible, transfer intothe Retired Reserve; if ineligible, transfer to the Individual Ready Reserve.

e. If the Soldier agrees to one of the alternatives, then the URNCO/RRNCO must contactthe unit commander, 1SG, BCC and BSM immediately. Counseling will be recorded on aDA Form 4856 in RMS. 1SG, and CDR will report status to the BN CDR and CSM.

f. 150-121 days until ETS. 

The 1SG or designated representative will counsel the Soldier. If the soldier has made the decision not to extend, an ETS award is submitted as appropriate.Counseling will be recorded on DA form 4856 and annotated in RMS.

g. 120-91 days until ETS. 

The BN CSM with assistance from the BCC will conduct a retentioninterview with the Soldier. If the Soldier chooses not to extend, they will be offered an alternative to 

separation. If agreed upon, a DA Form 4187 will be processed along with theDA Form 4836. Soldiers will not be allowed to transfer out of any unit that is pending mobilization. If Soldier declines to extend, they will be informed that they are required to clear supply by the end of the next IDT and the unit will initiate DA Form 4187 for discharge. Counseling willbe recorded on the ETS Interview Record, NVARNG Form 42-E and annotated in RMS. BOE CSM, and CDR are subject to conduct interview with Soldiers inside the 90-day ETS window by request.

h. 90-61 days until ETS. 

CO Commander will attempt to retain Soldier one last time beforeSM begins 

to clear unit. If Soldier still does not extend, SM will begin to clear supply and unit. Commander will award SM their service award and setup split training for clearing procedures and Stay Battle Born.

i. <60 days until ETS. 

The Soldier will be counseled by the FLL in coordination with the Supply 

Sergeant on his/her pending ETS. The unit will begin the process to discharge theSoldier for their ETS. Extensions in this timeframe can still be considered and incentives are still available. Upon completion of the counseling, if the Soldier does not want to extend, the unit will submit the discharge packet and begin out-processing the Soldier. Counseling will be recorded on a DA form 4856, annotated in RMS, and the Soldier will complete an Exit Survey. 

Out- processing includes:

(1.) Confirming the Soldier cleared supply and/or signed a statement of charges. (2.) The ETS award is processed as appropriate.

(3.) The discharge documentation is processed, and the discharge packet is complete NLT 45 days prior to ETS.

j. 30 days until ETS. 

Stay Battle Born, Out-processing and the discharge packet is complete. The BCC will conduct the exit interview and record in RMS. The unit will resend a service awardfor honorable service (if appropriate).

k. Reporting.

(1.) Retention Interviews conducted will be reported using DA form 4856 and uploadedinto RMS for tracking.

(2.) Battalion Commander and CSM will provide the "365 Day ETS Interview Report" (hereafter "BOE Interview Report") to the BOE CDR and CSM with 48 hours after IDTweekend.

(3.) Battalion Retention NCO will consolidate and submit the BOE Interview Report to theBSM, BN CDR, and CSM within 24 hours after IDT weekend.

(4.) Company Commander and 1SG will report the BOE Interview Report to the BN CDR and CSM byCOB of IDT weekend. URNCO will submit the BOE Interview Report to the BN RNCO, Company Commander, and 1SG by COB IDT weekend.

l. Process. All retention documentation (DA Form 4836-Extension) will be processed in IPPSA,iPERMS and validated within 72 hours through the following channels by utilizing RMS.

(1.) URNCO with assistance from FRNCO of RRNCO will prepare documentation using RMS and will submit to unit leadership for review. Upon approval URNCO will submit to BN S-1through RMS within 24 hours of signature date for further review.

(2.) BN S-1 will conduct Quality Control, review, and submit upon approval of BN leadership within 24 hours to BOE S-1/BSM for final Quality Control and processing. BN S-1 will conduct Post ETS audit to verify that all required counseling was conducted and recordedin RMS.

(3.) BOE S-1/BSM will review all retention documents and process in SIDPERS/iPERMS/validation within 24 hours of receiving from BN S-1.

m. Extension Waiver. All extension waivers will be submitted no later than 150 days from Soldiers ETS date. (1.) Unit will submit extension waiver packet to BN S-1 within 150 days of Soldiers ETS date.

(2.) BN S-1 will submit extension waiver packet to BOE S-1 within 120 days of Soldiers ETS date. 

(3.) BOE S-1 will submit extension waiver packet to G-1 within 90 days of Soldiers ETS date.

(4.) If Soldier if over 18 years of service, they cannot be rejected at any level. They 

areauthorized tocontinue their service until 20 years.

WHO IS MY RECRUITER ASSIGNED FOR RETENTION SUPPORT?

NGR 600-200 25 MAR 2021

Training and support documentation here

Table 8-1

Basic eligibility standards, authorized periods of extension and waiver authority.

Rule A (*Note: Majority of extensions are Rule A, inside 365 days to ETS & no flags/ bar to re-enlist, current PHA and ACFT. NO INCENTIVE)

Applies to: Soldiers fully eligible for extension in the ARNG.

Period: 1, 2, 3, 4, 5, or 6 years.

Rule B (*Note: Second most common extension type, inside 365, no flags/ bar to re-enlist, primary para/ln, DMOSQ, current PHA and ACFT WITH INCENTIVE)

Applies to: Soldiers eligible for a retention or other bonus per current bonus policies as published by ARNG-HRM-I and/or NGR 600-7. Rule B will be utilized for all types of incentives.

Period: Soldiers eligible for a retention bonus or other monetary incentive may extend only for the period authorized for bonuses per current bonus policies published by ARNG-HRM-I and/or NGR 600-7.

***Most extensions are Rule A/B and are creditable toward annual Retention Mission ***

Rule C

Applies to: Soldiers with less than 1 year remaining before age 60.Period: Up to 1 year, but not past the last day of the month in which the Soldier reaches the age of 60. See Rule N for extensions beyond age 60.

Rule D

Applies to: Soldiers enlisted as non-prior service (NPS) under 1 of the enlistment options for completing their Selected Reserve obligations per (para 8-4) (i.e.: 3x5, 4x4, 6x2, 8x0), with a remaining obligation and who desire to continue in an active status.

Period: 1, 2, 3, 4, 5, or 6 years to include whole months if required.

Rule E

Applies to: Soldiers who have at least 18, but fewer than 20, years of qualifying service for nonregular retired pay at age 60 for whom disapproval authority is the Secretary of the Army (SA) or his designated representative. This disapproval is final. Soldiers with at least 18 and fewer than 20 qualifying years of service for nonregular retired pay at age 60, unless physically disabled, will be extended to the point where they can attain 20 qualifying years. These Soldiers may be processed for separation for cause per AR 135-178, but may not be discharged without the written approval of SA per AR 135-178 (Enlisted Administrative Separations), paragraph 1-12. Those who require a waiver for extension must be processed under AR 135-178, before involuntary separation can be accomplished. See paragraph 6-32 for additional guidance.

Period: Extended for the years, months and days that are required to reach the last day of the month the Soldier obtains 20 years of qualifying service.

Rule F (*Note: 3rd most common extension, outside of 365 days to ETS, no flags/ bar to re-enlist, current PHA and ACFT. NO INCENTIVE)

(**UNIT DOES NOT GET CREDIT FOR THIS TYPE OF EXTENSION TOWARD THIER ANNUAL RETENTION MISSION)

Applies to: Soldiers who must or who desire to extend to:

1. Attend training that requires a period of remaining service.

2. Enroll in the Simultaneous Membership Program (SMP).

3. Enter on or extend a tour of active duty/mobilization or full-time National Guard duty including AGR.

4. Participate in a State education assistance program.

5. Qualify for the Montgomery GI Bill.

6. Satisfy a remaining service requirement for promotion per AR 600-8-19.

7. Qualify for a program, benefit, or entitlement (except for monetary benefits under the SRIP) which requires a minimum period of remaining service.

8. Allow extensions up to but not to exceed the maximum time established by the state AG for Soldiers selected for separation under the Qualitative Retention Board (QRB).

9. Any other valid circumstances not mentioned above. (For approval authority: MPMO/G1).

Period: Any period up to 6 years, that will satisfy the requirement. Extensions are authorized at any time during the current enlistment.

Rule G

Applies to: Soldiers who request transfer to the ING who do not have a contractual obligation for ARNG/ARNGUS service. This rule also includes Soldiers in the ING who desire to remain in the ING or return to active drilling status in the ARNG.

Period: Extensions as authorized in Rule A.

Rule H

Rescinded.

Rule I

Applies to: Soldiers retained beyond ETS for reasons outlined in (para 8-8).

Period: Reasonable time to complete administrative actions, not to exceed 24 months.

Approval authority: TAG (delegated to MPMO/G1) or unit commander if a unit level action.

Rule J

Applies to: Soldiers otherwise eligible to extend or immediately reenlist, but who failed to take or pass last APFT/ACFT within 8 months (AGR) 14 months (Traditional) prior to signing a reenlistment agreement. To include, Soldiers with temporary physical profiles who failed to have a passing APFT/ACFT within the preceding 8 months (AGR) 14 months (Traditional) of their profile may be extended for not more than 12 months to allow removal of the profile and administration of an APFT/ACFT.

Period: Whole months, but not to exceed a total of 12 months, for non-deploying Soldiers.

Exception: Soldiers with temporary physical profiles (profile cannot exceed 12 months from date of new extension) which preclude administration of an APFT/ACFT, but who have passed an APFT/ACFT within the preceding 8 months (AGR) 14 months (Traditional) to the date of awarding of the profile, are eligible for reenlistment for any period up to 6 years under Rule A or Rule B of this table.

Approval authority: First COL in the Soldier’s chain of command provided the extension will not enter a Soldier into sanctuary. Approval authority for sanctuary will be TAG (delegated to MPMO). 

Waiver authority: First COL or MPMO/G1.

Minimum documentation required:

1. Memorandum request for waiver from the unit commander through command channels.

2. DA Form 705 last 3 years.

3. NGB Form 23.

Rule K

Applies to: Soldiers in the Army Body Composition Program who are making satisfactory progress to meet the body composition requirements of AR 600-9.

Period: Whole months, but not to exceed a total of 12 months, for non-deploying Soldiers. For Soldiers with at least 18 but fewer than 20 qualifying years of service for regular or non-regular retired pay at age 60, approval authority may authorize extension in whole months for the minimum time required to complete 20 qualifying years.

Exception: Soldiers under medical care for pregnancy an exceed the weight standards of AR 600-9 may reenlist/extend under Rule A or Rule B of this table provided they were not flagged for body composition prior to pregnancy.

Approval authority: First COL in the Soldier’s chain of command provided the extension will not enter a Soldier into sanctuary. Approval authority for sanctuary will be TAG (delegated to MPMO) Soldiers who are making satisfactory improvement in their Body composition, may receive an additional waiver for a period not to exceed 6 months. Waiver authority: First COL or MPMO/G1 as required.

Minimum documentation required:

1. Memorandum request for waiver from the unit commander through channels.

2. Body composition file, to include monthly DA Form 5500/5501 past 6 months.

3. NGB Form 23.

Rule L

Applies to: Soldiers in the Army Body Composition Program who are making satisfactory progress to meet the body composition requirements of AR 600-9 and those Soldiers who failed to take or pass last APFT/ACFT within 8 months (AGR) 14 months (Traditional) prior to signing a reenlistment agreement.

Period: Whole months, but not to exceed a total of 12 months, for non-deploying Soldiers. For Soldiers with at least 18 but fewer than 20 qualifying years of service for non-regular retired pay at age 60, approval authority may authorize extension in whole months for the minimum time required to complete 20 qualifying years.

Exception: See exceptions in Rule J and Rule K.

Approval authority: First COL in the Soldier’s chain of command provided the extension will not enter a Soldier into sanctuary. Approval authority for sanctuary will be TAG (delegated to MPMO/G1) Soldiers who are making satisfactory improvement in both their Body composition and physical fitness, may receive an additional waiver for a period not to exceed 6 months. 

Waiver authority: First COL or MPMO/G1 as required.

Minimum documentation required:

1. Memorandum request for waiver from the unit commander through command channels.

2. Body composition file, to include monthly DA Form 5500/5501 past 6 months.

3. DA Form 705 last 3 years.

4. NGB Form 23.

Rule M

Applies to: Medically Non-Deployable per Army Directive 2018-22. In order to be eligible for extension Soldiers must maintain medical readiness, health, and dental assessments. Soldiers who are not deployable upon reaching their scheduled ETS date, will only be extended for the minimum period required to resolve the restriction.

Period: Whole months, but not to exceed a total of 12 months for Soldiers which are MRC 3 and do not require a Medical Review Board. Soldiers who are currently in the iDES process will be allowed to extend for an estimated period until a final determination is made.

Approval authority: TAG (delegated to MPMO/G1).

Minimum documentation required:

1. Memorandum request for waiver from the unit commander through command channels.

2. MEDPROS printout.

Rule N

Applies to: Lack of eligibility for nonregular retired pay. Traditional Soldier is not qualified for retirement per AR 135-180 upon reaching age 60, but could qualify prior to reaching age 64. Soldiers who will not qualify for a nonregular retirement will not be extended beyond their 60th birthday.

Approval authority: TAG up to age 62 provided the Traditional Soldier will qualify for nonregular retired pay. Soldiers who will not qualify for retire pay by the age of 62 requires the approval of DARNG (ARNG-HRH-E) up to age 64. Traditional Soldiers are authorized to extend for the minimum period to qualify for nonregular retired pay.

Minimum documentation required:

1. Memorandum request for waiver from the unit commander through command channels, endorsed by TAG for NGB waivers.

2. DD Forms 214 and NGB Forms 22 that show all creditable service and a current NGB Form 23 (Retirement Point Accounting System (RPAS) Statement).

3. Medical PULHES from latest PHA.

Rule O

Applies to: Technician retirement. Soldier employed as a Military Technician who is or is not qualified for retirement at age 60 under provisions of AR 135-180, and is not qualified for technician retirement, may be extended to the end of the month in which eligibility is gained, but not for more than 2 years.

Approval authority: TAG (delegated to MPMO/G1) when all creditable civil service has been verified by the Human Resource Office up to age 62. DARNG (ARNG-HRH-E) beyond age 62. However, Soldier cannot extend past age 64 to qualify for either retirement by law.

Minimum documentation required:

1. Memorandum request for waiver from unit commander through command channels.

2. Certificate of all creditable technician and creditable Federal civil service.

3. Medical PULHES from latest PHA.

Rule P

Applies to: Age. Traditional Soldiers who are or are not qualified for retirement at age 60 per AR 135-180 may be extended up to the last day of the month they reach age 62 due to mission essential requirements. No additional waivers will be authorized.

Approval authority: TAG (delegated to MPMO/G1).

Minimum documentation required: Commander memorandum justifying why this individual is essential to the mission and that there is no other individual who can perform that Soldier’s duties.

Rule Q

Applies to: Physical examination. The Soldier does not have a current periodic health assessment.

Period: 3 months for Soldiers who agree to complete the requirement.

Approval authority: First COL in the Soldier’s chain of command.

Minimum documentation required: 

Memorandum request for waiver from unit commander through command channels.

Rule R

Applies to: Flagged for any non-transferrable actions. Soldiers pending legal action, either military or civil, provided otherwise qualified, and recommended by the commander may be extended until final outcome of action.

Period: Minimum amount of time required to complete the action; not to exceed 12 months.

Approval authority: TAG (may be delegated to first GO in CoC).

Minimum documentation required:

1. Soldier’s request for waiver through command channels.

2. DA Form 268.

3. Supporting documentation.

Rule S

Applies to: Flagged for Punishment phase (Flag Code H). Soldiers who’s punishment from UCMJ or similar state laws and or civil court have moved into the punishment phase and punishment does not include confinement, restraint, or travel restrictions, provided otherwise qualified, may be extended for the period of the punishment.

Approval authority: TAG (may be delegated to first GO in CoC).

Minimum documentation required:

1. Memorandum request for waiver from unit commander through command channels.

2. DA Form 268.

3. Supporting documentation.

Rule T

Applies to: Soldiers identified in legacy PME Backlog. Soldiers who are not PME qualified in their current grade, provided otherwise qualified, and recommended by the commander may be extended for a period to meet the course requirements with PME course reservation.

Approval authority: TAG (may be delegated to first GO in CoC)

Minimum documentation required:

1. Memorandum request for waiver from unit commander through command channels.

2. ATRRS reservation for the required PME course.

WHO IS MY RECRUITER ASSIGNED FOR RETENTION SUPPORT?