Many in the Air Force may be unaware of the Career Intermission Program (CIP), a beneficial opportunity that allows officers to take a break from active duty. While my experience is rooted in the Air Force, similar programs may exist in other military branches like the Navy. This program, despite its advantages, hasn’t been well-advertised, leading many to discover it through online searches for terms like “Air Force hiatus.”
The Air Force CIP permits officers to take a leave of absence from active duty for 1 to 3 years to pursue diverse personal or professional goals. Although initially conceived to support women during pregnancy, the program’s scope is broader, encompassing objectives such as starting a family or enhancing career prospects in civilian sectors, like gaining seniority with major airlines. Participants in the AF Career Intermission Program retain Tricare benefits, receive approximately 1/15th of their monthly base pay, and are placed in the Individual Ready Reserve (IRR) with a DD-214. The program covers relocation costs both for the start and end of the intermission. The commitment incurred is two months of additional active duty service for each month of intermission, resulting in a minimum of a two-year extension to the active duty service commitment (ADSC), which runs consecutively to existing ADSCs.
For those nearing separation or retirement, particularly within three years, the AF Career Intermission Program presents a unique opportunity. Officers can utilize this break to secure airline seniority during hiring surges, potentially using USERRA military leave for up to five years. Upon returning to active duty to fulfill their commitment, they can then rejoin their airline with significantly improved seniority, leading to better schedules and career progression, alongside years of contributions to their retirement plans. This effectively acts as a personal pilot bonus without missing out on crucial hiring waves in the airline industry.
However, eligibility for the AF Career Intermission Program requires that applicants do not have an approved retirement or separation request in the system. Personal experience highlights the high approval rate of this program. Enquiring with AFPC about the likelihood of approval revealed a near 100% approval rate for officer applicants over the past three years. Furthermore, local FSS/CC holds waiver authority for separation requests within six months, streamlining the process. Switching from a separation request to a CIP application can be a strategic move for eligible officers.
For those interested in exploring this option, searching “CIP” on MyPers will provide detailed information. The program holds selection boards three times annually, with results typically released in about seven weeks. Upon approval, officers can transition out in as little as 12 weeks. For individuals already close to separation, adjusting availability dates can facilitate a smoother transition into the AF Career Intermission Program, ensuring continued service and retirement benefits without navigating complex sanctuary rules.
