SPC.

Rodriguez

20241031

Summary on FY 25 Policy:

ENCLOSURE 2: RESPONSIBILITY and MANAGEMENT CONTROLS

The management of ARNG incentive programs is a multifaceted endeavor,

requiring careful attention to fiscal responsibility, program effectiveness, and
regulatory compliance. This summary of enclosure 2 delves into the key
responsibility and management controls into this critical role. An incentive
manager will be task with many tasks including:

 Coordinate fiscal operations of the ARNG incentives programs within

appropriation limits.
 Develop and publish incentive eligibility annually.

 Prepare reports, as required

 Monitor and evaluate the effectiveness of the incentive program in

achieving overall objectives.

 Provide coordinated responses to inquiries from the 54 States,

Territories, the District of Columbia, Congress, the White House, the
Army Board for Correction of Military Records (ABCMR) and other
governmental agencies concerning the incentive program.

 Assist in the Guard Incentive Management System (GIMS) compliance

testing to ARNG requirements and reviews for incentives to be in
accordance with (IAW) law, DoDI, official regulations, and published
polices and guidance.

Not only that, but an incentive manager works with The Guard Incentive
Management System (GIMS) which is a critical tool for managing incentive
programs. Ensuring its compliance with ARNG requirements and conducting
regular reviews are essential to maintain data integrity and prevent errors. If
a trend is identified that is found to be in violation of law, DoDI, official
regulations, and published polices and guidance it will be implement that a
tiered approach to address non-compliance issues, ranging from informal
warnings to formal disciplinary actions, is necessary to maintain program
integrity.

 (a) 1st Offense- direct email to the Incentive Manager (IM) who
submitted the action in GIMS.

 (b) 2nd Offense- direct email to the Incentive Manager who submitted
the action in GIMS with the immediate supervisor in the CC line.

 (c) 3rd Offense- direct email to the Incentive Manager who submitted
the action and their immediate supervisor advising that a
Memorandum for Record will be sent to their State G1 for possible
GIMS access suspension until retraining can occur.

Ensuring that incentive programs operate within allocated funds is a must.

This involves careful financial planning, monitoring expenditures, and
adhering to strict budgetary guidelines. Adhering to federal and state laws,
as well as Department of Defense (DoD) regulations, is crucial. This includes
staying updated on policy changes and ensuring that incentive programs are
administered in accordance with established guidelines and others such like:

 Coordinating with NGB, Soldiers, units, Recruiting and Retention

personnel, the United States Property and Fiscal Office (USPFO), DFAS,
Human Resources Offices (HRO), and any other agency that may be
involved with incentive programs.

 Ensuring that the Standards of Operation are written in accordance

with policy and regulation and that they are met.

 Conducting a monthly review of payments and terminations on a basis

to ensure management controls are in place and followed.
A State Incentive Managers is the subject matter expert and provides
customer service through all forms of communication and routinely route to
proper office as necessary provides state internal incentive oversight for
authorization, verification, validation, establishment, monitoring,
termination, and submission of all payments, to include recoupment of
incentives, loan repayment and other responsibilities such as:

 State IM is 100% responsible for review of all SRIPs and LRP payments,
suspensions, and terminations in GIMS prior to submission.

 State IM(s) will conduct the final check of a Soldiers documentation

prior to the submission for establishment, payment, or termination.

 We also conduct training on incentive policies and processes down to

unit level users.

 We also representative designated for the management of the SLRP.

Issues, verifies, validates, establishes, and monitors all SLRP
incentives.

 Duties can be combined with State IM or designated as a separate

duty, based upon State need.

In conclusion, the management of ARNG incentive programs requires a

comprehensive approach that balances fiscal responsibility, regulatory
compliance, and program effectiveness. By effectively addressing these
key areas, it is possible to ensure that incentive programs achieve their
intended goals and provide valuable support to ARNG personnel.

ENCLOSURE 3: PROCEDURES

The Army National Guard (ARNG) offers various incentives to

attract and retain qualified personnel. However, these incentives are
subject to specific eligibility criteria and restrictions. This policy applies
to individuals entering or currently serving in an active status within
the ARNG Selected Reserve.
To be eligible for an ARNG incentive, individuals must meet the following
criteria:

 Enlistment, Reenlistment, and Extension Eligibility: Potential

recipients must fulfill all the necessary requirements for enlistment,
reenlistment, or extension in the ARNG, as well as the specific
eligibility criteria for the incentive.

 Security Clearance: Individuals must meet the required security

clearance level for their chosen Military Occupational Specialty (MOS)
or skill.
 Soldiers must be counseled that non approval or loss of a security
clearance may result in reclassification or recoupment.

 MOS Qualification: Enlisted personnel must qualify for their MOS to

be eligible for incentives, even if they haven't received final security
clearance approval.

 Assignments: Service Members assessed and/or assigned to any unit

within the ARNG remain fully eligible while assigned to both a Modified
Table of Organization (MTOE) and a Table of Distribution and Allowance
(TDA) unit regardless of units deployable status.

Restrictions

Several restrictions apply to ARNG incentives:

 Suspension and Modification: The ARNG reserves the right to

suspend or modify incentive programs at any time. Any changes or
updates will be communicated through the EIOM.

 Fiscal Responsibility: Units, Retention NCOs, MEPS GCs, and RCCCs

are responsible for ensuring that offering an incentive will not create a
fiscal burden on the ARNG and ensuring potential recipients meet all
enlistment, reenlistment, and extension eligibility criteria.

 Authorized Signatures: The only authorized forms of signature on

enlistment/reenlistment documents and bonus addendums are the
common access card (CAC) signature with the date populated in the
 CAC field or electronic signature pad, unless given authorization by
HRM-I prior to the incentive contract being signed. (SSG Escalante’s)

 Active Guard Reserve (AGR) and Dual Status Military

Technicians (DSMTs): AGR and DSMT personnel are not eligible for
incentives, with certain exceptions outlined in specific regulations.

 Prior Military Service: Soldiers transitioning from Active Duty (AD) to

the ARNG, and current ARNG Soldiers serving in an active status do not
process through MEPS system applications. Individuals processing
under the Marine-to-Guard program shall be processed like the AC to
RC process, but through REQUEST application for vacancy reservation.
Incentive addendums executed at MEPS will be signed and dated as
the same date of the enlistment date
 An officer or enlisted member is not eligible for an incentive if the
individual was previously discharged or released from any period of
active duty or military service based on a determination of misconduct,
substandard duty performance (includes failure of HT/WT and failure of
APFT/ACFT, or moral or professional dereliction).
 Recent Separation: ARNG Soldiers who were fully eligible for
extension at the time of separation and within 365 days of the last
ARNG discharge date are not authorized incentives.
 09C Program: Individuals enlisting under the 09C Program managed
by the ARNG Strength Maintenance Division (ARNG-HRR) may qualify
for an incentive after completion of English as a Second Language
training, achieving the required Armed Services Vocational Aptitude
Battery (ASVAB) score and meeting all other eligibility requirements
specific to the incentive. Note: Off Peak Bonus not authorized. (SSG
Escalante)
 Violations: Any violations to this policy will be addressed IAW
Enclosure 2, paragraph 1b (2).

Conclusion

The ARNG incentive program offers opportunities to attract and retain

qualified personnel. However, it's essential to understand the eligibility
criteria and restrictions associated with these incentives. By adhering to
these guidelines, the ARNG can effectively utilize incentives to strengthen its
force and meet mission requirements.
ENCLOSURE 4: INCENTIVES

Incentive Type Maximum Amount Offered

Non-Prior Service Enlistment $20,000.00
Bonus (NPSEB)
Off Peak (OP) $7,500.00
Prior Service Enlistment Bonus $20,000.00
(PSEB)
Enlisted Affiliation Bonus (EAB) $20,000.00
Reenlistment/Extension Bonus $20,000.00
(REB)
MOS Conversion Bonus (MOSCB) $10,000.00
Officer/Warrant Officer Accession $20,000.00
Bonus (OAB/WOAB)
Officer/Warrant Officer Affiliation $20,000.00
Bonus (OAFB/WOAFB)
Officer/Warrant Officer Retention $20,000.00
Bonus (ORB/WORB)
Student Loan Repayment Program $50,000.00
(SLRP)
Chaplain Loan Repayment $80,000.00
Program (CLRP) (see note)
79T AGR Reenlistment/Extension $12,000.00
Bonus

Note: CLRP is issued as a 3 year/ $20,000 contract. Eligible

Chaplains can receive up to four separate contracts totaling the
lifetime max of $80,000.

The document outlines procedures for managing incentive contracts under

the Army National Guard's Selected Reserve Incentive Program (SRIP):

1. Uploading Signed Documents:

 States and relevant personnel must upload signed contracts

and supporting documents into iPERMS and GIMS within 30
days of contract creation. Failure to do so results in contract
invalidation.
  REB (Reenlistment/Extension Bonus): DA Form 4836 and
bonus addendum.
 SLRP (Student Loan Repayment Program): DA Form 4836 or
DD Form 4 and SLRP addendum.
 EAB (Enlisted Affiliation Bonus): DD Form 4 and bonus
addendum.
 79T AGR REB: AGR orders and bonus addendum.

2. Reactivating Invalidated Contracts:

 Contracts can be returned to active status if the Soldier

signed using a CAC within the required timeframe, but
documents were not uploaded.
 The request must be sent to the ARNG Incentives Oversight
Branch with the original signed contract and an
explanation.
 Approved contracts are restored via an Admin Correction
Request (ACR) for further processing.

3. Permanent Invalidation:

 CONTRACTS NOT SIGNED WITH A CAC WITHIN 30 DAYS

CANNOT BE REACTIVATED. A new contract must be created
and signed within the timeframe to remain valid.

4. Funds and Taxes:

 Funds and Taxes Incentive payments depend on the

availability of funds and are subject to suspension or
termination without prior notice.

 Taxation policies:
a. Combat Zone Tax Exclusion (CZTE): Payments earned in
a combat zone are exempt from state and federal taxes.
b. Loan Repayment Programs (LRP): Payments are taxed,
and taxes are withheld before payment to financial
institutions.

5. Position Vacancies:
  Incentives are tied to valid vacancies as defined by AR 601-210.

 Invalid positions:
a. Manually built vacancies.
b. Standard excess positions (coded 9993).

 Special provisions:

Overmanning templates for readiness or force structure changes allow incentives

under specific conditions.

ARNG MMA Soldiers (coded 999M) cannot extend incentives but may continue
receiving current payments if eligible.

This policy ensures accountability, compliance, and proper

management of incentives within the ARNG framework.

ENCLOSURE 5: SUSPENSION OF INCENTIVES

This Enclosure outlines reasons why soldiers receiving an incentive may be

suspended from the program, without pay, in specific situations. Key points
include:

1. Non-Availability in the Inactive National Guard (ING):

 Suspension for one year for personal reasons.
 Suspension for three years for missionary obligations.
 Only one suspension for non-availability during the
incentive obligation period.

2. SFPA Flag:
 Suspension if a soldier receives an SFPA Flag for any
reason.

3. POSTA Non-Compliance:
 Suspension for soldiers who violate POSTA after being fully
screened with approved waivers (applies to REA only).
 4. Officer Producing Program (09S):
 Suspension if the candidate fails to start their officer-
producing program within one year of enlistment.

5. Bachelor’s Degree Requirement (09S):

 Suspension if the candidate fails to earn a bachelor’s
degree within two years of enlistment.

HRM-I is the authority for resolving discrepancies or disputes related to these

suspensions.

ENCLOSURE 6: REINSTATEMENT OF INCENTIVES

This Encloser outlines the requirements and procedures for reinstating

eligibility for incentives in a military context, specifically within the Selected
Reserve.

1. Reinstatement Guarantee:
 Reinstatement and continuation of incentive payments are not
guaranteed.
 HRM-I (Human Resource Management) is the authority for
resolving discrepancies or disputes.

2. Requirements for Reinstating Eligibility After Non-Availability:

 Complete the authorized period of non-availability within the
required time limit specified in Enclosure 5b.
 Extend the service obligation to match or exceed the period of
non-availability within 90 days after completing the period of
non-availability, ensuring the full incentive contract period is
served in the Selected Reserve.
 Rejoin an eligible vacancy in the Selected Reserve authorized for
the Soldier’s grade.
a. In the incentive-authorized unit or specialty originally
assigned, or
 b. In a different incentive-authorized unit or specialty
offered upon return (must become MOSQ-qualified
within 24 months).

3. Resumption of Payments:
 Soldiers who meet the above requirements will have payments resumed
based on the adjusted anniversary date of satisfactory creditable Selected
Reserve service.

4. Special Conditions for SLRP (Student Loan Repayment

Program):
 Payments under the 09S SLRP can only resume after the
suspension reason is reversed, and supporting documentation is
uploaded into the GIMS system.

5. Additional Conditions for Suspension:

 Suspension due to POSTA (Posture/Status) non-compliance can
be lifted if the offense is favorably waived.
 Suspension due to SFPA (Suspension of Favorable Personnel
Actions) can be lifted, but payment dates will not be adjusted to
reflect the flag removal date.

ENCLOSURE 7: CONTINUED RECEIPT OF INCENTIVES

This document outlines the conditions under which a Soldier may retain
eligibility for incentives in the Army National Guard (ARNG) Selected Reserve
Incentive Program (SRIP).

General Rules:

1. Eligibility Across Incentive Types:

 HRM-I resolves discrepancies or disputes.
 Rules apply unless otherwise stated.

2. Eligibility Maintenance for Officers and Enlisted Soldiers:

  Officers can retain incentives when changing AOCs due to
government needs or normal career progression within the same
Career Management Field (CMF).
 Enlisted Soldiers must maintain their contracted MOS and
become DMOSQ-qualified within 24 months (plus deployment
time) after an MOS change or transfer.

Specific Conditions:

1. Unit and Position Changes:

 Soldiers changing units (UIC) or positions (paragraph/line)
between 12 August 2014 – 30 September 2024 retain incentives
if reassigned to a bonus-eligible position.
 After 1 October 2024, Soldiers retain incentives if assigned to
any UIC without restrictions.

2. Deployment and Cross-Leveling:

 Soldiers in a deployed MOS have 24 months post-REFRAD to

become DMOSQ while remaining eligible for payments.

3. Special Assignments and Transfers:

 Incentives are retained for Soldiers accepting:
 One-Time Occasional Tours (OTOT) Active Duty Operational
Support (ADOS)
 Full-Time National Guard Duty Operational Support
(FTNGDOS)

4. Over-Strength and Excess Assignments:

 Soldiers in over-strength positions or gained as "excess" in IPPS-A
can retain incentives if reassigned within their MOS within 90
days.

Additional Scenarios:
 1. Career Progression and Training:
 Incentives are retained for Soldiers undergoing normal career
progression or becoming instructors/drill sergeants (SQI=8 or
SQI=X) within 24 months.
 Incentives are also retained for Soldiers pursuing 18-Series
qualifications but must return to a DMOSQ position if
unsuccessful.

2. Non-Availability and Transfers:

 Soldiers returning from authorized non-availability retain
incentives if they extend their contract within 90 days.
 Incentives may also transfer to the USAR or ARNG from the USAR
with prior approval.

Notable Exclusions:

 Most conditions exclude AGR 79T positions and MOSCB Soldiers.

 Exceptions to retain incentives depend on HRM-I approval.

ENCLOSURE 8: TERMINATION OF INCENTIVES

This Enclosure outlines the Army National Guard (ARNG) Selected Reserve
Incentive Program (SRIP) Policy regarding the termination of eligibility for
various incentives.

1. Termination of Incentive Eligibility

Eligibility for an incentive can be terminated under two broad categories:

with recoupment and without recoupment. These reasons are
applicable to all incentive types unless stated otherwise.

Termination with Recoupment

When a Soldier's eligibility is terminated with recoupment, they must repay
part of or all the incentive payments they have received. Some of the
termination reasons under this category include:

 Failure to become DAOCQ/DMOSQ in the contracted AOC/MOS within

24 months.
 Failure to complete Initial Active-Duty Training (IADT) or obtain the
contracted MOS.
 Separation for reasons like unsatisfactory participation, unexcused
absences, or promotion failure.
 Exceeding the authorized non-availability period.

Termination without Recoupment

This happens when the Soldier’s incentive is terminated, but there’s no

requirement to repay the incentive payments. Reasons include:

 Discharge due to injury, death, or other medical reasons not caused by

misconduct.
 Acceptance of an immediate officer or warrant officer appointment.
 Separation due to hardship (with IPPS-A code “HA”).

2. Contract Termination Process

The contract termination and settlement process provide a

framework for how these incentive issues are addressed, ensuring
compliance with the law and regulations.

Four Categories for Violations:

1. State Level Authority: Issues that can be corrected at the state

level, such as errors in coding, missing documents, or order
inaccuracies.
2. ARNG Level Authority: Issues that need approval from the ARNG and
are violations of higher-level authority regulations.

3. Department of the Army (DA) or Statutory Authority: Violations

that stem from laws or DoD regulations. These may involve waiver
requests for recoupment or termination.

4. Suspected Fraud, Waste, or Abuse: Contracts demonstrating fraud

or improper administration. Any alterations to the incentive addendum
are treated as fraud.

3. Settlement Process for State-Level Corrections

State-level personnel should not submit an incentive for processing
until discrepancies are corrected in IPPS-A, iPERMS, and GIMS. If the
issue lies beyond the state’s ability to resolve, they will submit the
case to the ARNG level.

4. The Phases of Termination Process

a. Identify the Violation: A thorough review of the Soldier's

incentive contract and related policies is required to identify
violations.

b. Terminate the Contract: Once violations are confirmed, the

contract is terminated in GIMS with a detailed reason for
termination.

c. Due Process: Soldiers are given at least 45 days to submit

documentation or request an ETP (Exception to Policy) to correct
issues.

d. Review and Verify the Termination: After ensuring the

correct data is entered and the due process was followed, the
termination is verified.
 e. Process the Termination: Finally, once all reviews are
complete, the termination is processed, and corrections are
made if needed.

5. Termination Amounts and Recoupment

The earned incentive is calculated based on the number of months
served satisfactorily, and this figure is subtracted from the total
incentive paid. If the earned incentive is less than the amount already
paid, recoupment is required. Conversely, if the earned incentive
exceeds what was paid, the Soldier is entitled to the remaining
amount.

6. Exception to Policy (ETP) Requests

 Soldiers could request an ETP if a violation occurred due to
administrative error, or if mitigating circumstances exist. The
State IM (Incentive Manager) helps Soldiers prepare these
requests by gathering all supporting documentation.
 The ETP packet requires proper documentation, including a
G1/MILPO memo with a recommendation.
 The ETP request is then sent to HRM-I, who makes the final
determination.

Conclusion

This policy outlines strict rules for incentive termination and recoupment but
also provides Soldiers with opportunities to appeal through the ETP process,
ensuring fairness in the handling of incentive issues. It is important for
Soldiers to stay in compliance with their contracts and regulations to avoid
losing eligibility or facing recoupment.

ENCLOSURE 9: OUT OF SERVICE (OOS)

Out of Service Processing for Bonus Contracts

1. Out of Service Definition: Refers to claims involving former service
members with no visible Reserve Component Master Military Pay
Account (RC-MMPA). Claims are categorized into:
 Incentive Debt Packets (IDP): For Soldiers without a visible RC-
MMPA needing debt establishment.
 Incentive Claim Packets (ICP): For Soldiers without a visible RC-
MMPA owed incentive payments.

2. Incentive Debt Packet:

 Required Documents:
 Separation Order
 Enlistment/Re-enlistment document (DD Form 4 or DA Form
4836)
 Bonus Addendum
 Termination Memo
 ETP memo (if applicable)
 Debt Certification Statement (signed by USPFO)
 Supporting documentation

 Submission Process:
 Use AskDFAS website to submit the Debt Packet (select
relevant categories and upload documents).
 Save the Ticket Number, Access Link, and Passcode for
tracking.

3. Incentive Claim Packet:

 Required Documents:
 DD Form 827 for final payment (with LOA)
 Separation Order
 Enlistment/Re-enlistment document
  Bonus Addendum
 Memo from State IM with Soldier details (SSN, Branch of
Service, etc.)

 Submission Process:
 Use AskDFAS for submission, like the Debt Packet
submission process.

4. Out of Service Processing:

 Processing can be done via CMS or AskDFAS.
 Once submission is complete, the State IM will mark the
contract as "contract complete" in GIMS and cancel
remaining payments.

1. SLRP Recipients with Required Documents: If documents for open

fiscal year payments are submitted, processing continues through
GIMS without needing a visible MMPA.

2. SLRP Recipients Without Required Documents: A notification

memo is sent to the Soldier, giving them 45 days to contact the State
Incentive Management Office. If documents are received within 45
days, payment is processed; otherwise: The contract is marked
"contract complete" in GIMS. If the Soldier seeks payment later, the
contract must be updated in GIMS for payment processing.

ENCLOSURE 10: CASE MANAGEMENT SYSTEM (CMS)