The Career Intermission Pilot Program (CIPP) offers a unique opportunity for service members to take a break from their military careers to pursue personal or professional development. A Government Accountability Office (GAO) report analyzed the CIPP program from calendar years 2009 through 2016 to understand its costs, participation, and impact. This report sheds light on the early stages of this program designed to enhance retention and provide flexibility for service members.
Costs of the CIPP Program
The GAO report estimated the total costs of the Career Intermission Pilot Program at approximately $4.8 million between 2009 and 2016. A significant portion of these costs, around $2.8 million, was attributed to medical expenses for participating service members. Permanent change of station costs accounted for about $1.1 million, while salary payments made up approximately $800,000 of the total expenses. These figures represent the estimated financial investment in the CIPP program during its initial years.
Participant Demographics and Occupations
During the studied period, 192 service members across all military branches participated in career intermissions. The demographic breakdown of participants revealed that 60 percent were enlisted personnel, and 40 percent were officers. In terms of gender, 56 percent of participants were female, and 44 percent were male. The occupations of CIPP participants were diverse, reflecting the wide range of roles within the military services.
Reasons for Participation in CIPP
Service members participating in the Career Intermission Pilot Program cited various reasons for seeking a career break. The GAO categorized these reasons into three main groups: education, family, and other. Education emerged as the most common motivator, suggesting that many service members utilized the program to pursue further academic qualifications or training. Family-related reasons and other personal or professional development goals also played a significant role in participants’ decisions to apply for CIPP.
Return Rates and Career Progression Post-CIPP
The vast majority of service members who undertook career intermissions returned to active duty. Out of the 192 participants, 78 had completed their intermission and returned to service at the time of the GAO report. Notably, a Marine Corps official highlighted only one instance of a service member not returning to their original branch. In this unique case, the Marine Corps participant transitioned to the Navy to serve as a chaplain after attending seminary school during their intermission, as the Marine Corps does not have chaplains.
Among those who returned, the Navy had the largest cohort with 66 service members. Of these Navy returnees, 38 were identified as eligible for promotion upon their return. The report indicated that 16 of these 38 eligible service members had been promoted. Navy officials clarified that promotion decisions are multifaceted and CIPP participation is just one of many factors considered. Officials from the Army, Air Force, and Marine Corps stated that it was still too early to assess career progression within their branches, as no returnees had yet reached promotion eligibility milestones.
Conclusion
The GAO’s findings offer valuable insights into the early implementation and outcomes of the Army Career Intermission Pilot Program. The program has demonstrated a high return rate of participants and appears to serve its intended purpose of providing service members with flexibility for personal and professional growth without hindering their military careers. While long-term career progression data was still emerging at the time of the report, the initial indicators suggest that CIPP is a promising tool for military retention and service member development.
