The United States Air Force, in its continuous effort to support its personnel, has increasingly focused on the unique challenges faced by dual-military couples. One significant initiative in this regard is the Career Intermission Program (CIP). While the program itself was established earlier, 2017 marked a period where its benefits, particularly for dual-military spouses, were gaining prominence and wider understanding, thanks in part to innovative ideas from within the Air Force ranks. This article delves into the Air Force Career Intermission Program, highlighting its relevance in 2017 and its crucial role in supporting dual-military families.
The Genesis of an Idea at Squadron Officer School: Capt. Millie Hale’s Project
The concept of leveraging the Career Intermission Program to support dual-military spouses gained significant traction due to the insightful work of Capt. Millie Hale, an officer then serving as the 22nd Air Refueling Wing executive officer at McConnell Air Force Base. While attending Squadron Officer School (SOS) in 2016, Capt. Hale undertook a research project focused on improving retention rates among dual-military couples. This academic endeavor turned into a real-world solution, showcasing how internal initiatives can lead to impactful policy changes within the Air Force.
Capt. Hale’s project addressed a core issue faced by many dual-military couples: the challenge of maintaining geographical proximity throughout their careers. The demands of military service often lead to assignments in different locations, causing significant strain on families. Recognizing this, Capt. Hale explored how the Career Intermission Program could be adapted to mitigate this challenge and support the professional and personal needs of both service members in a dual-military marriage.
Understanding the Career Intermission Program
The Career Intermission Program is a Department of Defense initiative, authorized by the National Defense Authorization Act in 2009. It allows service members to take a temporary break from their military careers, ranging from one to three years, to pursue personal or professional development opportunities. These opportunities could include further education, family responsibilities such as raising children, or pursuing other life goals. The Air Force officially adopted the CIP in 2015, offering its personnel the chance to take a career pause and then return to service in the same rank they held prior to their intermission.
For service members considering a temporary separation from service, the CIP offers a structured and supported pathway to pursue outside interests without completely severing their military career. This program stood as a valuable tool for work-life balance and personal growth within the Air Force, and Capt. Hale recognized its potential to address the specific needs of dual-military spouses.
Dual-Military Spouses and the CIP: Hale’s Innovative Approach
Capt. Hale’s innovative idea was to apply the Career Intermission Program in a way that specifically benefits dual-military couples. Her proposal suggested that when one spouse in a dual-military couple receives orders to a new location, the other spouse could utilize the CIP to take a temporary leave of absence, allowing the couple to remain together. This approach would alleviate the stress and disruption caused by geographical separation, a major factor impacting the well-being and retention of dual-military personnel.
Her inspiration stemmed from an observation of the German Air Force’s approach to dual-military families. Capt. Hale recalled the story of a German Air Force instructor pilot at Euro-NATO Joint Jet Pilot Training whose spouse, also in the German Air Force, was able to maintain her salary even without a local job when she accompanied him to the U.S. This example of prioritizing the unity of dual-military couples resonated with Capt. Hale and fueled her proposal to integrate a similar philosophy into the Air Force’s Career Intermission Program.
As Ralph Hale, Capt. Hale’s husband and then 22nd Operations Group executive officer, noted, the challenge of being stationed apart is a significant concern for dual-military couples. Knowing that the Air Force was exploring solutions like the CIP to mitigate this issue provided reassurance and allowed couples to focus more effectively on their duties. Capt. Hale’s proposal offered a tangible mechanism for the Air Force Personnel Center to address this concern directly.
Impact and Implementation in 2017
Capt. Hale’s proposal resonated with Air Force leadership. After presenting her research and idea at Squadron Officer School, she was invited to teleconferences with Air Force headquarters to further discuss her concept. Her initiative was recognized for its potential to enhance the quality of life for dual-military families and improve overall retention within the Air Force.
By 2017, the Air Force had begun implementing Capt. Hale’s idea within the Career Intermission Program framework. While the specifics of implementation and policy details would continue to evolve, the foundational concept of using CIP to support dual-military spouses in maintaining proximity was taking hold. This demonstrated the Air Force’s commitment to addressing the unique challenges faced by dual-military families and leveraging internal innovation to improve personnel support programs. Capt. Hale’s journey from an academic project at Squadron Officer School to influencing Air Force policy exemplifies the power of individual initiative and the potential for positive change within the military.
