The Air Force Career Intermission Program (CIP), established in 2014, offered a unique opportunity for service members to take a temporary break from their active duty careers. While still a relatively new initiative in 2015, the program was gaining traction as a way for Airmen to address personal or professional needs while retaining a pathway back to service. One early adopter, Maj. Sandra Walker, a missileer from F.E. Warren Air Force Base, Wyoming, exemplifies the potential benefits of this program, particularly for those considering it in its initial years.
The Career Intermission Program allows Air Force personnel to transition to the Individual Ready Reserve (IRR) for one to three years. This intermission is designed to accommodate life events or career aspirations that might necessitate a temporary departure from active duty. Crucially, participants maintain medical and dental benefits for themselves and their families, access to Exchange and Commissary privileges, and receive a monthly stipend equivalent to one-fifteenth of their basic pay. For those Airmen in 2015 considering work-life balance or unique personal opportunities, CIP presented a structured and supported option.
Maj. Walker’s introduction to the CIP came in 2015 at the Twentieth Air Force Women’s Leadership Symposium. A guest speaker highlighted the program’s features, and while Maj. Walker wasn’t immediately seeking an intermission, the information resonated with her as a valuable option for the future. This early exposure to CIP in 2015 proved to be prescient.
In 2016, a significant opportunity arose for Maj. Walker’s husband, an active-duty helicopter pilot. He was selected for an immersion program with the German Air Force. This presented Maj. Walker with a career crossroads. Assignments in Germany that aligned with her career path would have placed her geographically distant from her husband’s location. Adding to the complexity, they were expecting their first child.
Faced with these challenges, Maj. Walker revisited the Career Intermission Program. After thorough research and extensive family discussions, the CIP emerged as a viable solution. It offered the prospect of living closer to her family in Germany, being more present during her daughter’s early childhood, and enabling her husband to pursue his unique assignment. This decision-making process in 2016 reflects the kind of family and career considerations the CIP was designed to address, even in its early stages.
Despite the program’s intended benefits, Maj. Walker encountered skepticism from some colleagues. Concerns were raised about potential career stagnation and the visibility of being away from active duty. However, Maj. Walker countered these concerns with a forward-thinking perspective. She reasoned that a temporary break, in the long run, merely delays retirement eligibility for those committed to a 20-year career. Furthermore, she emphasized that Airmen returning from intermission, having addressed personal priorities, could potentially be even more valuable to the Air Force. This viewpoint championed the idea that supporting Airmen’s well-being through programs like CIP could ultimately enhance the force as a whole.
Maj. Walker advises Airmen considering CIP, particularly those who might have been among the first to explore it around 2015 or shortly after, to carefully consider their career timelines. Promotion cycles and professional military education schedules are crucial factors. Open communication with squadron leadership and mentors is essential to ensure a smooth transition out and a well-planned return. While separation is flexible, understanding the career restart upon return is key for aligning personal and professional goals.
Maj. Walker commenced her intermission in 2018. This period allowed her to focus on raising her daughter, experience a less stressful second pregnancy and postpartum period, and dedicate time to personal growth through reading and running. The flexibility of the CIP, as Maj. Walker points out, is a significant advantage. It caters to diverse needs, whether pursuing civilian work experience, caring for family, or other personal reasons. For Maj. Walker, it was about supporting her husband’s career advancement and nurturing her family, including enabling her husband and daughters to learn German, her native language – an invaluable cultural enrichment.
The return to active duty process is structured to facilitate a successful reintegration. Approximately six to nine months before Maj. Walker’s planned return in 2021, the Air Force Personnel Center initiated contact. They discussed preferred locations for her follow-on assignment, facilitated medical clearance, and managed the security clearance renewal process. This proactive support underscores the Air Force’s commitment to ensuring CIP participants are well-supported throughout their intermission and return.
Upon returning to active duty in 2021, Maj. Walker’s career continued to progress. Her husband was selected for Intermediate Developmental Education, and Maj. Walker taught at Squadron Officer School, subsequently becoming a Director of Operations. Later, the roles reversed, with Maj. Walker attending Air Command and Staff College while her husband took on a teaching role at SOS. This seamless transition back into demanding roles highlights the career viability of the CIP.
Maj. Walker found returning to active duty significantly easier than separating. The familiarity of military life provided a sense of structure and clear expectations. The primary challenge was the adjustment for her children after their time in Germany. While observing peers promote to lieutenant colonel while she remained a major required explanation, Maj. Walker emphasizes that her peers are now in hiring positions and value her experience. She unequivocally states that she has no regrets about utilizing the CIP, believing she returned as a more resilient and capable Airman.
For those contemplating the Career Intermission Program, especially those who might be among the next wave of applicants following the program’s initial years, Maj. Walker offers compelling encouragement. She describes it as a “once-in-a-career opportunity” for self-focus and personal development. The program fosters new perspectives that enhance an Airman’s effectiveness upon return. Maj. Walker believes that taking advantage of CIP should be viewed with pride, demonstrating proactive career and life management supported by the Department of Defense. Ultimately, she argues, CIP contributes to a more engaged and retained force by allowing Airmen to address their needs and return ready to serve with renewed dedication and enriched skills.
