First off Id like to say that this article is possibly the best Ive read yet, and is fairly good about weighing the pros and cons of everyday military life.

Enjoy.

82nd, can we maybe get a sticky when you get a chance? Thanks. - This article should keep some semi-regular questions down, and Id be happy to add in any comments yall may have for parts of the article.

Article follows in post 3.

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What the Recruiter Never Told You

Part 1 -- Deciding Which Military Service to Join
Should I Join the Military?
First and foremost, you should decide if you should even join the military. As I said, the military is not for everyone, and some people find that out too late. Ask yourself why you want to join the military? Do you need a job? Do you want to serve your country? Are you thinking of making the military a career, or just do a term or two? Is it for the college benefits? Is it to learn a trade? Do you want to travel the World for awhile? Just need some time to "mature?"
Before you join, recognize the fact that a stint in the military is not civilian employment. It's not just like having a regular job. You can't just up and quit anytime you want to (See article, Getting Out of the Military). You can go to jail just for being late for work. (Granted, it's unlikely that a commander would impose nonjudicial punishment, or court-martial action the first time you are late for work, but it would be entirely legal for him/her to do so -- See Article 86 of the Uniform Code of Military Justice (UCMJ).) No matter how high your rank, no matter which service you join, there will always be someone telling you what to do, and when to do it. Many times you won't like or agree with your orders, but you take a solemn oath to "obey the orders of the President of the United States and the lawful orders of those appointed over you." Disobeying those orders can have serious consequences. If you can't live with this simple fact, save yourself and the government some valuable time and money, and don't enlist.
In a civilian job, if you don't like your boss, or don't like the job, you can simply quit. Not so, in the military. I get email all the time from recruits who just graduated basic training and/or technical school (job training), asking how they can "quit" the military. The short answer is that you can't -- unless it is for a valid hardship reason (i.e., someone in your immediate family is terminally ill, and your presence is required). The military can throw you out for several reasons, but you can't simply quit because you don't like it. If the military decides to throw you out (discharge you), the consequences of the discharge (depending on the type of discharge you're granted) can follow you the rest of your life.
If you like to smoke a joint once in a while, don't join. The military uses random, no-notice urinalysises, and -- if you're found positive, you may very well go to jail (as well as being discharged). The DOD urinalysis test can find THC in your urine for three weeks after you've smoked a joint.
The military is allowed to discriminate by gender. If you're a woman, know that there are some jobs and positions which are not open to you (most in the Marines, fewest in the Coast Guard -- in fact, all ratings are open to women in the Coast Guard). In fact, the Navy even limits the number of women they will allow to enlist. This is because there are only so-many berths on ships that have been designated for women, and if the Navy allows too many women in at one time, they wind up with an inbalance of those serving on sea duty.
If you're homosexual, or bisexual, understand up front that you may not engage in homosexual activity while in the service (on or off duty), and you may not tell anyone of your homosexuality. To do so will result in an immediate discharge. While the military will not ask about your sexual preferences, neither are you allowed to tell anyone else that you are homosexual or bi-sexual while you are in the military. This is the infamous "Don't Ask, Don't Tell" policy.

In today's military, expect to spend a significant time away from "home." The average Navy enlisted person can spend a significant amount of time each year at sea. On any given day, 40 percent of Navy personnel are assigned to a ship or submarine, and 35 to 45 percent of those ships will be deployed to sea (2003 statistics). Depending on your Air Force AFSC (job), and duty assignment, you may find yourself spending up to seven months out of every year deployed to such garden spots as Kosovo, Saudi Arabia, Kuwait, Afghanistan, Iraq, and Turkey. The Army deploys a significant amount of folks to beautiful downtown Iraq, Afghanistan, Bosnia and Kosovo. The Marines are also scattered around (although not in as great numbers as the other services). Recently, however, the Marines have been taking their turn in Iraq and Afghanistan. However, unlike the Army (and like the Navy), a Marine may find him/herself spending significants amount of time deployed to sea on Navy and Marine Ships. Even if you elect to join the National Guard or Reserves, these branches now spend a significant amount of time deployed to areas such as Iraq, Afghanistan, Bosnia, Kosovo, and the Gulf (See National Guard and Reserves Mobilized).

Which Service Should I Join?
Next, you'll need to decide which service you are interested in. Sometimes, you'll know this in advance. Perhaps you had a friend or relative who served or are serving in a particular branch of the military and you want to follow in their footsteps. You should give this matter much study. Each of the services are different, and some people may be more suited (based upon qualifications, temperament, and/or interests) for one service vs. another. Make sure you select a service that YOU are interested in joining, based upon YOUR interests. Don't join a service just because someone else liked it, or expects you to. It's your life, your interests, your decision.
The Marines are, without argument, the most "military" of all the services. If you join the Marines, expect to eat, sleep, and breath "The Corps," 24 hours per day, seven days per week. All Marines are considered a "rifleman" first, and whatever other MOS (Job) they hold second. This is attributable to the high level of marksmanship training that all Marines receive. The Army is probably the second most "military." Many Army Combat Arms units, such as the elite Rangers, are just as intense and "gung ho" as the Corps. The Navy, while not as "rigid" as the Marines and Army, has many deep-set customs and traditions which are immobile. For the "gung-ho" sailor, the Navy possesses, probably the best-known special operations force -- the Navy SEALs. The Air Force, tied with the Coast Guard, as the "least military" service, also has it's share of "gung ho," in the the elite Combat Controllers and Air Force Pararescue forces. For more information, see Special Operations Forces.
(Note: Recruiters see lots of folks who want to enlist and serve in one of these elite fields. The truth of the matter is that most people who apply for the "elite" programs wash out due to the very rigorous training requirements. If you enlist to become one of these "elites," and you wash out of training, you don't get to quit. You'll be required to serve the remainder of your enlistment contract in a different job).
If you like shooting (a lot), and want a complete change of lifestyle, to include a deeply ingrained pride of service, commitment, and sense of loyalty, the Marine Corps may be just what you're looking for. This may be a minor point, but it is very telling: When you ask an airman what he does, he will respond, "I'm in the Air Force." When you ask a sailor what she does, she'll respond, "I'm in the Navy." If you ask a Marine what he does, he'll say "I am a Marine."
If you want a little more flexibility in your lifestyle, but still want a strong sense of being in the military, the Army may be for you. If you like to crawl through the mud and blow things up, using the latest and greatest of "blowing up toys," consider one of the Army's combat arms branches. You'll likely get all the time "in the field," that you want.
The Navy is probably the best place for those who like to travel -- a lot. There are few ratings (jobs) in the Navy that won't spend a significant amount of time at sea. This might be great if you are single, but might be something you'll want to think about if you have a family.

The Coast Guard has the advantage of having a real, "peacetime" mission, in active law enforcement, rescue, and ocean safety. On the "down side," the Coast Guard only has 23 enlisted jobs to choose from, and you usually cannot get a "guaranteed job" at the time of enlistment. On the plus side, pretty much all of those jobs directly relate to the civilian job market. Additonally, with fewer jobs, the Coast Guard doesn't "specialize" as much as the other services, and one may get a wider range of experience within a specific job.
Of all the services, the Air Force is probably the most (but not exactly) like having a regular job. The Air Force is, in my opinion, far ahead of the other services in many "qualify of life" issues such as dormitories and base housing units. If these things are important to you, then the Air Force should be something you look into. However, in terms of educational requirements and overall ASVAB (Armed Forces Vocational Appitude Battery) scores, the Air Force (tied with the Coast Guard) is the hardest service to get into. For details, see Minimum Required ASVAB Scores.

National Guard and Reserves. All of the services have a reserve component and two of the services (Army and Air Force) have a related National Guard, as well. The primary purpose of the Reserves and National Guard is to provide a reserve force to supplement the active duty forces when needed. The biggest difference between the Reserves and National Guard is that the Reserves belong to the federal government, while the National Guard belongs to the individual state government. While both the Reserves and the National Guard can be called to active duty by the Federal Government, under the authority of the President, individual state governors can also call out their National Guard units to assist in individual state emergencies.
Following basic training and job training, members of the Reserves and National Guard drill (perform duties) one weekend each month, and two weeks every year. However, it's become more and common to activate Guard and Reserve units to supplement active duty deployments to such garden spots as Iraq, Kuwait, Bosnia, and Kosovo. In fact, as I write this paragraph (May 2004), 171,917 Guard and Reserve members have been mobilized in support of such deployments (See Guard/Reserve Mobilized for current figures). For an overview of the services, and their basic functions, see U.S. Military 101.
There are also differences in education benefits, assignments, job guarantees, and education programs, and enlistment/re-enlistment bonuses, which we'll discuss in the later parts of this series.
Once you've decided what service(s) you're interested in, you may wish to make appointments and talk to the recruiters of all of the services that interest you. Don't begin the enlistment qualification process, however, until you're fairly sure what service you want to join. It's unfair to make a recruiter do all the work to pre-qualify you, set you up for testing and medical, then back out and join a different service, instead.

Part 2 -- Meeting the Recruiter
As I said in Part 1, if you are unsure of which service to join, you may want to visit recruiters from all of the services. If you do this, tell the recruiter, up front, that you are visiting all of the recruiters before you make any decision.
It's often a good idea to bring a parent or relative (or better yet, someone who has served in the military) with you for your first visit. However, make sure it's someone you're comfortable with. The recruiter is going to ask you many personal questions during that first interview (Have you ever used drugs?), just to make sure he knows your basic qualifications and whether or not he can afford to spend his/her valuable time with you. If you don't want your parents to hear the truthful answer to these questions, you're probably better off going alone. It's a good idea to prepare a list of questions to ask, in advance.
Be as specific as possible. While most recruiters will not lie to you, remember that the recruiter lives or dies by the number of people he/she can recruit. He or she may not volunteer information which may chase away a potential quota. It's up to you to ask pointed, specific, no-nonsense questions, and expect direct answers. Be very suspicious of any unclear, or vague answers. Always press for specifics. If in doubt, ask the recruiter to put the information in writing, and sign it, or to show you in the regulations, guides, or pamphlets that what he/she is saying is true.
In most cases, you don't want to ask too many questions about specific military jobs. With the exception of the National Guard and Reserves, and Marine Corps, recruiters have absolutely nothing to do with job selections (more on that later). Rather, focus your questions on the general advantages of that particular service (length of basic training, leave (vacation), medical care, barracks/dormitory/housing conditions, education benefits, etc).
Common Courtesy
Recruiters are busy animals. In fact, recruiters put more hours on-the-job than just about any person in the military. Regardless of what you've heard, recruiters do not get a monetary bonus for signing people up. They get their regular paycheck, whether you enlist or not. If you drop by without an appointment, don't be surprised if your recruiter isn't there. He might be taking someone to MEPS (Military Entrance Processing Station) on that day. She might be speaking at a high school or college. He might be at the recruiting squadron (branch, division), taking care of paperwork, or going through a training class. She might be at an applicant's house, trying to calm jittery parents. He might be taking a few days of well-deserved leave (vacation).
Don't waste a recruiter's time. They simply can't afford to spend time with those not serious about enlisting, or not qualified to enlist. Don't make an appointment, then fail to show up. Don't cancel an appointment at the last minute. Treat the recruiter with the same courtesy that you would give if you were at a meeting with the hiring director for a civilian job. If you were trying to get a job with Microsoft™, you most certainly would not walk in dressed as a bum, or make an appointment, just to cancel it at the last minute.

What Your Recruiter Has to Put up With
The following was provided by By USAFNCO1, an Air Force Recruiter, and a a member of our Message Forum:
• Recruiting is a tough job regardless of branch. You either have very good times or very bad ones. We call it peaks and valleys. Without doubt, you will work your tail off trying to find "qualified" applicants. There are tons that want to join but the majority do not meet the standards. You will soon realize just how unhealthy most of our youth are or how a large portion lack a lot in the morals category. When you find the qualified ones you will put forth every effort to take care of them just like they are your own kids if you want to be successful.
The hours vary depending on others schedules. You have to meet your applicants or their families schedules to succeed. I have worked many days from 0500-2300 hours (5:00 AM to 11:00 PM) to make this happen. On average when I recruited enlisted I worked a 70 hour work week. There were times when it was less but that was not counted on. You will drive countless miles to perform your job.
The majority of the public seems to think all recruiters are bad due to a few bad apples. Be prepared to prove yourself at all times. You will also have applicants who make accusations against you at times due to their own lack of honor. Document everything and keep copies as long as you are a recruiter.
Typically the northern tier states are harder to recruit (been there done that) but regardless of where you go it will be a challenge 24-7.
If you can honestly say you will do the right thing and work hard without supervision directly over your shoulder, you will succeed. If you can handle enormous amounts of stress, then you will succeed. If not, then think of another specialty.

Civilian Recruiters?
That's right. If you're joining the Army, your recruiter may be a civilian, not a soldier.
As part of the FY 2001 Defense Appropriations act, Congress mandated that the Department of Defense (DOD) test the concept of using civilians, instead of military members, to recruit people to join the military. DOD decided that the Army will be the service that conducts this multi-year test.
In February 2002, the Army awarded two civilian companies contracts totaling $172.4 million to hire and manage recruiters for 10 different areas across the nation. The civilians will recruit for the active Army and reserve components in Jackson, Miss.; Oklahoma City; Dayton, Ohio; the Delmarva Peninsula or Eastern Shore of Delaware; Tacoma, Wash.; Harrisburg, Pa.; Wilmington, N.C.; Salt Lake City, Utah; Granite City and Homewood, Ill.
For more details, see Civilian Recruiters.

Getting Down to Basics
Sooner or later, you're going to have to stop shopping, and decide on which military service you want to join. During your "shopping trips," you may have met a recruiter who really impressed you, and/or you may have met a recruiter that left you cold. It's important that you not choose your military service based upon your perception of the recruiter's quality. Each of the services have outstanding recruiters, and each of the services have recruiters who shouldn't be recruiting. Don't judge the military service based upon whether or not the recruiter impressed you. Choose your service based upon your interests, not whether or not the recruiter was kind enough to buy you lunch at McDonalds.
Once you make your decision, make an appointment with the recruiter for the service you want to join. The first thing the recruiter is going to do is to "pre-qualify" you. The recruiter will ask you a bunch of questions to see if you qualify for military service. These will be questions about age, citizenship or immigration status, education level, criminal history, drug abuse history, and medical conditions. The recruiter may weigh you, and ask to see personal paperwork (birth certificate, high school diploma, social security card, etc.).
It's important that you be truthful with the recruiter. It's also very important that you not allow the recruiter to encourage, advise, or even hint that you lie about any of this important information. It is a felony to give false information or withhold required information on any military recruiting paperwork. (See I Cannot Tell a Lie for detailed information about possible consequences).

Remember, there is no RIGHT to join the United States Military. The recruiter uses the information you give to determine whether or not you are qualified to join, based upon Department of Defense (DOD) and individual service standards. Those standards exist for reasons. It is not up to you, or the recruiter to decide which standards are valid and which ones are not. It is much better to be disqualified for enlistment in the first place and never join, then it is to lie about it, go through basic training, have the lie discovered, then get thrown out of the military (possibly with an administrative discharge that will follow you for the rest of your life).
In addition to the pre-qualification questions, the recruiter may ask you to take a sample Armed Forces Vocational Aptitude Battery (ASVAB) test. This is a computerized ASVAB "mini-test," with representative questions in the four areas of the ASVAB which determine the overall ASVAB Score (AFQT Score). These areas are Word Knowledge, Paragraph Comprehension, Mathematics Knowledge, and Arithmetic Reasoning. This "mini-test" has a pretty good reputation for estimating what you're AFQT score is going to be when you take the full-blown test. Some recruiting commands have policies that will preclude scheduling the applicant for the actual ASVAB, unless they achieve a designated minimum score on this "practice" ASVAB.
Of particular importance is the medical questionnaire (there are actually two of them -- the first one is completed in the recruiter's office, and the second one is completed at MEPS when you take your physical). It costs the military a lot of time and money to process the medical physical. If medical pre-screen in the recruiter's office finds anything questionable, the recruiter must get permission from the medical officials at MEPS to even schedule you for a physical. Just as there is no right to join the military, neither do you have the right to have a physical. If the MEPS medical official determines (from the pre-screening questionnaire) that you are not medically qualified, they can simply refuse to allow you to take the physical. If this happens, you're pretty much dead in the water, as far as enlistment is concerned, as waivers are generally not granted in such cases, nor is there any workable avenue of appeal.

What if You Don't Meet the Standards?
Even if you don't meet the standards, sometimes criminal history, minor drug abuse, and medical conditions can be waived. Whether or not a condition can be waived is not up to the recruiter. It's up to superiors in his/her command (exactly how high up the chain of command depends on what the waiver is for), who make decisions based upon current law, regulations, and policy. Some things can't be waived, and the recruiter can tell you this, straight up front.

There is simply no way to even guess whether or not a waiver will be approved, even if someone has gotten a waiver for the same condition in the past, or -- conversely -- if nobody has ever gotten a waiver for the condition in the past. Each and every waiver is evaluated INDIVIDUALLY, using SEVERAL individual factors, including but not limited to:
1. Is the condition progressive?
2. Is the condition subject to aggravation by military service?
3. Will the condition preclude satisfactory completion of prescribed training and subsequent military duty?
4. Will the condition constitute an undue hazard to the examine or to others, particularly under combat conditions?
5. Is the recruit *EXCEPTIONALLY* qualified, otherwise? (ASVAB scores, etc.)
6. How are current recruiting goals? How bad does that particular branch of the service need this particular applicant at this particular point-in-time? Generally, when the services are doing well in their recruiting efforts, fewer waivers are considered. During years when the services are having a tough time finding enough qualified applicants to meet their quotas, they are more generous in the waiver approval arena.
I have seen waivers approved for a specific condition, only to see a waiver disapproved for the same condition, by the same service, just a few weeks later.
Remember, each of the services have their own standards and policies when it comes to processing recruiting waivers. If you don't qualify for one service, it's possible that another service would agree to process and approve a waiver.
In general, the Air Force has the reputation for approving the fewest waivers, followed by the Marine Corps, the Navy/Coast Guard, and finally the Army. Because National Guard recruiting policies can differ greatly from state-to-state, many times the National Guard will approve a waiver that the active duty and reserve forces won't even consider.
Once the "pre-qualification" is done, the recruiter then knows whether or not he/she can start processing you for enlistment.

Part 3 -- Enlistment Process and Job Selection
Once the recruiter has "pre-determined" your qualifications for enlistment (or gotten permission from his/her superiors to process you, in the event a waiver is required), you'll start the enlistment process.
This begins with filling out a bunch of forms, that the recruiter will send to MEPS (Military Entrance Processing Station), where the real processing is done.
The Armed Forces Vocational Aptitude Battery (ASVAB)
While this test is usually accomplished at MEPS, that's not always the case, so it deserves separate mention.
There are three ways to take the ASVAB to qualify for military service (and military job qualification):
High School. Results of ASVAB Tests taken in high school (Vocational ASVAB Program) can be used for military accession, if the test was taken less than two years before, and the scores achieved on the test are high enough to qualify for military service.
Paper ASVAB Test. Most people take the computerized ASVAB at MEPs, as part of their overall military processing, but it is possible to schedule to take the paper version of the test in the local area. MEPS has a traveling team, called the Mobile Examination Team (MET) that gives the ASVAB on a scheduled basis at designated locations (usually National Guard Armories). The recruiter can schedule applicants to take the paper version of the ASVAB through the MET.
Computerized Version at MEPS. Most people, however, take the computerized version of the ASVAB when they go to MEPS for their physical examination/enlistment processing. Quite often, the ASVAB is given on the afternoon before processing, then the recruit spends the night in a military-contract hotel, and undergoes the medical physical/enlistment processing on the next day.

The Trip to MEPS
The recruiter will schedule your trip to MEPS, and will arrange transportation to and from (sometimes the recruiter him/herself will drive you to MEPS, but they are not allowed to accompany you through the MEPS process).
The visit to MEPS is two-phased: Part of the process does not belong to any individual service. It's a joint-service operation, that attempts to determine whether or not you are qualified for the military. This includes the medical examination, and the testing (ASVAB, DLAB, etc.) portions of MEPS.
Once the "joint-service" part of MEPS determines your qualifications, you're turned over the the enlistment processing part of MEPS. This part of MEPS is not "joint-service," and is staffed by members of the Recruiting Command for the military service you are there to process for. This portion includes the Job Counselors, Security Clearance Managers, and the personnel who prepare the enlistment paperwork/contracts. (See The MEPS Experience for more detailed information).

Job Qualifications
As I said previously, your recruiter has absolutely nothing to do with military job qualifications or determination. With the exception of the National Guard, Reserves, and the Marine Corps, this process is done at MEPS, by "Job Counselors. For the Guard and Reserves, recruiters work directly with Guard/Reserve bases in the local area, trying to fill specific job vacancies in those units, so they have more to do with the job selection process. Marine Corps recruiters work with recruits to fill job or enlistment program quotas that are given to them from their headquarters.
To get the job of your choice requires two things: (1) There must be an available vacancy for the job, and (2) you must be qualified for the job. Availability is "luck of the draw." The services forecast what jobs will have vacancies at specific times during the recruiting year ("vacancies" are determined not only by whether the skill is needed, but also, whether/when there are available training dates for that job). For example, even if the service you're trying to join needs linguists very badly, and you qualify for the job, if all the school dates are already reserved at the Defense Language Institute for the foreseeable future, you're probably not going to be able to get that job.

Job Qualification. Job qualification is based on several factors. Most significant, are your ASVAB "line scores." The services have assigned minimum ASVAB line scores to each enlisted job. They've learned, though years of experience that these specific score requirements are what an applicant needs in order to successfully make it through the training for that job. ASVAB line score requirements for specific military enlisted jobs can be found in our Enlisted Job Description pages.
In addition to ASVAB line scores, many jobs require the applicant to qualify for a Security Clearance. Therefore, if the applicant has anything in their background that may prevent approval of a clearance, the MEPS job counselors are unlikely to allow the applicant to reserve that job. Some jobs require additional testing. For example, any job that requires one to learn a foreign language, requires a passing score on the Defense Language Aptitude Battery (DLAB).
Different jobs have different physical requirements. When one goes through their medical examination at MEPS, one is assigned a Physical Profile, which is a series of numbers that indicates the member's medical condition in designated medical areas. In order to reserve a job, one must meet the minimum physical profile required for that job.
Some jobs, especially those designated as "direct ground combat" jobs are restricted, by law, to males only. Some jobs (especially in the Army and Air Force), require a minimum lifting ability, which must be demonstrated before the job can be reserved for the recruit.
"Guaranteed" Jobs. A word about "Guaranteed Jobs." It's important that you understand what a "guaranteed job" is in the military. If you have a "guaranteed job" in your enlistment contract, it does not mean you will get that job, come Hell or high water. There may be reasons, after you enlist, that you can't get the job that your enlistment contract "guarantees." What happens in that case, depends on the situation.
In general, if you can't get the job due to something beyond your control (such as the service phased out the job, or downsized the job, or made a mistake and discovered that you don't qualify for the job, or you are denied a security clearance -- not due to giving false information), then you will be given the choice of applying for a discharge, or choosing a new job from a list of available jobs that you qualify for. In this case, the choice is yours (It should be noted that while these situations have been known to happen, they occur rarely).
On the other hand, if you fail to qualify for the job due to a reason within your control (you fail in training, you get into trouble, or you give false information on your security clearance application and are denied a security clearance), the choice is not yours. The military will decide whether to discharge you (throw you out), or to retain you and retrain you into a job that you qualify for. In this case it's the military's choice.
Each of the services have different policies/procedures when it comes to "guaranteed jobs."
Army. In the Army, an enlisted job is called an "MOS," or "Military Occupation Specialty." The Army is the only service that offers a guaranteed job (MOS) to everyone. The Army has no such thing as an "open" or "undesignated" enlistment. However, the MOS's offered to you, might not be the one(s) you wanted. It depends upon your qualifications and what jobs have current/projected openings. If the job you want is not available, your only choices are to choose a different job, or not enlist. On the negative side, of all of the services, the Army has the worst reputation for working soldiers in jobs that have nothing to do with what their MOS is. Over the years, I've met dozens of soldiers who were (for example) assigned to drive trucks in the motor-pool, even though their MOS's had nothing to do with vehicles. Last year, the Stars & Stripes Newspaper published a feature article about an Army Armored Company deployed to Kosovo (without armor) to man security checkpoints. Within the article, many soldiers were complaining that they were deployed to perform a non-armor mission.

Air Force. The Air Force calls their enlisted jobs "Air Force Specialty Codes," or "AFSCs." The Air Force has two enlistment options: Guaranteed Job, and Guaranteed Aptitude Area. Under the "Guaranteed Job" program, the applicant is guaranteed training in a specific AFSC (Air Force Job). Under the Guaranteed Aptitude program, the applicant is guaranteed that he/she will be selected for a job that falls into one of the designated aptitude areas. The Air Force has divided all of their jobs into four aptitude areas (General, Electronic, Mechanical, and Administrative). It is unfortunate, but true that a majority of Air Force jobs (approximately 60 percent) are are reserved for individuals joining under the Guaranteed Aptitude program. Therefore, many of the available jobs are not released to the Air Force Jobs Counselor. Instead, they are "reserved" and offered to recruits in basic training, who enlisted under the Guaranteed Aptitude Program.
If one enlists in the Guaranteed Aptitude Program, they will meet with a job counselor around the 2nd week of basic training. The job counselor will give them a list of all the AVAILABLE jobs that they qualify for (medical, moral history, ASVAB scores). Understand that not all Air Force jobs within the aptitude area will be on the list. Only the jobs that have open school seats at that particular point in time. When you receive the list of choices, you have one week to consider it, then you return to the job counselor and give your top 8 choices (from the list). Everyone else in the same week of training, who enlisted in the same aptitude program will also have a list that looks exactly like yours. They will be making choices, as well. The job counselors give each applicant a "rating," which is derived from their ASVAB scores, medical qualifications, and moral (criminal/drug history) qualifications. If, for example, there is a job that has five openings and six people put it down as there first choice, they take the five highest rated and give them the slots and the sixth person, they go to their second choice (of course, that "second choice" may also be someone else's first choice, which would affect whether or not the person would get the slot, depending on how many are available, and how many placed it high on their list).
Individuals generally will then find out which job they've been selected for, around the 5th week of training, right after returning from "Warrior Week."
For the Air Force, there is one other option, the "QWL." The "QWL" is the Qualified Waiting List. If the job you want (and are qualified for) is not available, you can ask to be placed on the QWL for the job. Then, if the job becomes available, it can be assigned to you. The disadvantages are that some jobs simply never become available through MEPS (only through basic training), and sometimes, when a job becomes available, it's because someone else dropped out at the last minute, so you may only have a day or two notice before you have to ship out to basic training. It's not wise to count on the "QWL." It is generally used only when one is exceptionally-well qualified for a specific job, and it's not currently available. An example would be someone who is certified as an EMT (emergency medical technician), wishing to enlist in a medical specialty.
The Air Force will -- at times -- work someone outside of the job they were trained in. This usually happens when someone does something that results in temporary disqualification from their normal job, or if someone volunteers for a special job or project. For example, in some squadrons, there may be a "team" of three or four volunteers to form the squadron "small computer team." These individuals would be volunteers from within the squadron, to install and maintain small computers or the small computer network within the squadron. Many of the larger Air Force squadrons have such volunteer teams.
Navy. The Navy calls their enlisted jobs "ratings." The Navy offers two programs: Guaranteed Job, and Undesignated Seaman. While both programs are available, most enlist under the Guaranteed Job program. Again, whether or not you will be offered the job you want depends upon your qualifications, and the needs of the service. Undesignated Seaman can "strike" for a job after basic training. The Navy also has some "special" enlistment programs whereby you can enlist knowing what "area" you are going into, but not your specific rating (job). An example would be the Nuclear Program. These programs generally require higher ASVAB line scores, and require a longer service commitment, but offer accelerated promotions, greater training opportunities, and higher enlistment bonuses.

Marines. Like the Army, enlisted jobs in the Marine Corps are called "MOS's." The Marines also offer two programs: Guaranteed Job, and general field. Very, very few Marine applicants get a guaranteed job (mostly those with college degrees or high ASVAB scores, applying for certain, designated technical specialties). It's been my experience that a majority of Marines are enlisted in a general field (such as Avionics), and will have their actual job (MOS) designated during basic training. One must remember, in the Marines, one is expected to want to be a MARINE, first & foremost. MOS (job) is a distant second.
Coast Guard. Like the Navy, enlisted jobs in the Coast Guard are referred to as "ratings." Of all of the services, the Coast Guard offers the fewest guaranteed jobs. One normally enlists in the Coast Guard, undesignated, then "strikes" for a job after a period of on-the-job training in "basic coastguardmanship" at their first duty station. A few schools (and therefore jobs) are offered during basic training. While this system may seem (on the surface) disadvantageous, there is something to be said about having the chance to spend some time scoping out the situation "on the job," before deciding what job you're going to "strike" for.
As well as offering the fewest guaranteed jobs, the Coast Guard has the fewest overall jobs (about 23) of any of the services. On the plus side, for the most part, all of the Coast Guard jobs directly relate to a civilian occupation. Additionally, with so few job categories, Coast Guard personnel "specialize" less than the other services. As one Coast Guard member told me, in a 20 year career in the Electronic Tech (ET) rating, he's worked on communications from radio to satellite communications, radar, all forms of navigational equipment, lighthouses, telephone, computers, crypto, and electronic warfare. Those would be spread out over several different MOS/AFSC/Ratings in the other services.
Reserves and National Guard. The Army National Guard and Air National Guard, as well as the reserve forces of all the branches give "guaranteed jobs" to everyone who enlists. This is because, unlike the active duty forces, who recruit for available slots all over the world, Guard and Reserve recruiters recruit for specific unit vacancies in their local areas. Therefore, when you enlist in the Guard or Reserves, you enlist into a specific job slot in a specific Reserve or Guard squadron/division/company, etc.

Avoiding becoming Job-Locked
Regardless of what some of the military recruiting commercials on TV indicate, the military is not a job-placement agency. When you get to MEPS, you may find that you don't qualify for the job you wanted, or you may find out that the job you want is simply not available. This is especially true for jobs that everyone wants (like computer programming), or jobs that only have a few people assigned. For example, the Air Force has over 22,000 Security Forces (cops) assigned. Compare that to the 285 physical therapist specialists authorized, and you can see that the chances of jobs being open for Security Forces is several dozens of times greater than openings for physical therapists.
While you are under no obligation to enlist when you go to MEPS, going through the entire process, without enlisting wastes your time, wastes the recruiter's time, and wastes the time/resources of MEPS. If you are focused on only one or two job possibilities, you are likely to be disappointed. Recruiters call this "job-locked," and some recruiters will refuse to send a recruit to MEPS unless the recruit is serious about enlisting, even if the job(s) the recruit wants is not available.

Retraining
The Recruiter and/or Job Counselor may tell you that if you don't like a job, you can apply to re-train at a later time. This may or may not be true. Each of the services have different requirements when it comes to retraining. In the Army and Air Force, one must usually serve a minimum amount of time (usually 36 months for a 4-year enlistment) and agree to re-enlist to be eligible for retraining. In the Navy and Marines, one must usually serve at least 24 months in the rating/MOS before re-training will be considered. Even then, approval is based upon individual circumstances, and the needs of the service. For all of the services, if the job you are serving in is extremely short-manned, or if the job you want to re-train into is over-manned, your retraining application is not likely to be approved.

Delayed Enlistment Program (DEP)
Once the job counselors have helped you determine what job/enlistment program you are going to enlist in, they will complete the paperwork, and you'll sign an enlistment contract (and take an oath), enlisting you in the DEP (Delayed Enlistment Program). The DEP is a "holding status" while you are waiting for your scheduled shipping date to basic training. When you enlist in the DEP, you are actually in the military. You are enlisted in the inactive reserves, and are legally (and morally) bound by your enlistment contract. (Note: The National Guard does not have DEP. When you sign on the dotted line in the National Guard, you immediately become a member of your National Guard Unit. Some units even allow you to drill and receive pay before you've even attended basic training).
One final thing about the DEP some recruiters may not want you to know: In this program, you enlist, and "promise" to ship out for boot camp on the designated date. This is a binding contract, and if the military wanted to, they could prosecute you for not shipping out on the date specified on the contract. However, current regulations and policies require the military services to discharge you from the DEP, if -- at any time before shipping out -- you apply to be released from the contract (the request should be in writing and should state the reason you wish to be discharged from the DEP). If a recruiter tells you that you will go to jail if you back out of DEP, he/she's lying to you. If he/she tells you that you will never be able to enlist again, he/she is lying to you. If they tell you that you will be "blacklisted," he/she is lying to you. If he/she tells you that you will be given a "general" discharge, he/she is lying to you. In fact, the only bad consequences to dropping out of the DEP, is that if you later want to enlist in that same service, it will be on THEIR terms, not yours. Most services have policies that require a waiver processing for recruits who previously dropped out of DEP of their service. Because of this, many programs (such as guaranteed job) may not be available, should you change you mind (Note: This doesn't apply if you drop out of the DEP of one service, then join a different service).
That being said, if you request a discharge from the DEP, expect your recruiter to be (justifiably) angry. He/she's invested several hours of his/her valuable time in your enlistment, and the military has spent a significant amount of time and funds in your tests and medical physical. Additionally, if you drop out, you're no longer filling a "slot" that must be filled, and the recruiter must now try and find someone to fill that slot. Don't enlist in the DEP unless you are 100% sure you want to join the military. See The Delayed Enlistment Program for more detailed information.

Part 4 -- Enlistment Contracts and Enlistment Incentives
Enlistment Contracts
All of the services use the same enlistment contract -- Department of Defense Form 4/1. This is the contract that is used for military enlistments and re-enlistments. Of all the paperwork you signed during the process to join the military, this is the most important document.
If you enlist on active duty, you'll actually sign two enlistment contracts. The first one places you in the Delayed Enlistment Program (DEP). The DEP is actually the INACTIVE RESERVES (inactive reserve members do not perform weekend drills, such as active members of the Reserves, nor do they receive any pay -- however, technically, they can be called to active duty in times of emergency: Note: There has NEVER been a case where a member in the DEP has been involuntarily called to active duty). When your time in the DEP is up, and it's time to go onto active duty and ship out to basic training, you are discharged from the inactive reserves and sign a new enlistment contract to enlist on active duty.
One thing about the Delayed Enlistment Program (DEP) that some recruiters don't want you to know. Anyone can change their mind before going onto active duty and drop out of the DEP. Current DOD policy is that all DEP discharge requests will be approved. In any case, if one enlists into the DEP and simply refuses to enlist onto active duty and ship out to basic training, the military WILL NOT criminally prosecute them, nor force them to go onto active duty against their wills. Anyone who tells you otherwise is simply lying to you. For details, see The Delayed Enlistment Program.
Promises. I don't care what your recruiter promised you, if it's not in the enlistment contract, or in an annex to the contract, it's not a promise. Also, it doesn't much matter what is in the DEP enlistment contract -- if it isn't in your active duty enlistment contract, it's not a promise. If you were promised an enlistment bonus, for example, it needs to be in the final active duty contract, or chances are you'll never see that bonus. Once you get out of basic training and job training and go to the personnel office at your first base, they're not going to give one hoot about what anyone "promised" you -- they're only going to care about what is in the enlistment contract.
In fact, the bottom of the very first page of the enlistment contract contains the following clause:
The agreements in this section and attached annex(es) are all the promises made to me by the Government. ANYTHING ELSE ANYONE HAS PROMISED ME IS NOT VALID AND WILL NOT BE HONORED.
Enlistment Periods. Thought you were enlisting for four years? Think again. It may surprise you to learn that ALL enlistments in the United States Military incurs a total eight year service obligation. Yep. When you sign that enlistment contract, you are obligating yourself to the military for a total of eight years. Whatever time is not spent on active duty, or in the active Guard/Reserves (if you enlisted in the Guard/Reserves) must be spent in the inactive reserves.
Paragraph 10a of the enlistment contract states:
a. FOR ALL ENLISTEES: If this is my initial enlistment, I must serve a total of eight (8) years. Any part of that service not served on active duty must be served in a Reserve Component unless I am sooner discharged.
This means two things: Let's say you enlist in the Air Force for four years. You serve your four years and get out. You're really not "out." You're transfered to the INACTIVE Reserves for the next four years, and the Air Force can call you back to active duty at anytime during that period, if they need you due to personnel shortages, war, or conflicts (such as Iraq).
Here's the second thing -- the military may not let you out at the end of your active duty tour. Under a program called "Stop Loss," the military is allowed to prevent you from separating, during times of conflict, if they need your particular warm body. During the first Gulf War (1990), all of the services implemented "Stop Loss,"preventing pretty much anyone from separating, for an entire year. During the Kosovo Campaign, the Air Force instituted "Stop Loss" for those in certain "Shortage" jobs. During Iraq and Afghanistan, The Army, Air Force, and Marines instituted "Stop Loss," again, directed at specific individuals with shortage jobs, or (in the case of the Army), sometimes directed at specific units. The key is, once you join, if there are any conflicts going on, the military can hold you past your normal separation or retirement date.

Up until October 2003, the Army and Navy were the only services that offered active duty enlistments for periods of less than four years. However, as part of the FY 2003 Military Appropriations Act, Congress passed the National Call To Service Plan, which mandated that all of the services create an enlistment program which offered a two year active duty enlistment option, followed by four years in the Active Guard/Reserves, followed by two years in the Inactive Reserves (still the total eight year service commitment).
However, let's talk reality -- While Congress mandated this plan, they gave the services wide lattitude in implementation. The Army and Navy already had two year active duty enlistment plans that they were happy with, and the Air Force and Marine Corps have no interest in a two-year active duty program. So, they implemented the very basics and applied many restrictions -- you probably have a better chance of hitting the lottery than getting one of the very few National Call to Service slots. For example, under the Air Force Plan, the program is limited to one percent of all enlistments (about 370 total recruits, out of 37,000), and the program is limited to 29 Air Force jobs.
The Army and the Navy are the only services which has enlistment options for less than four years, which are not part of the National Call to Service program. The Army offers enlistment contracts of two years, three years, four years, five years, and six years. Only a few Army jobs are available for two and three year enlistees (mainly those jobs that don't require much training time, and that the Army is having a hard time getting enough recruits). Most Army jobs require a minimum enlistment period of four years, and some Army jobs require a minimum enlistment period of five years. The Navy offers a very few two year and three year contracts, where the recruit spends two or three years on active duty, followed by six years in the Active Reserves.
The other services offer four, five, and six year enlistment options (The Air Force only offers four and six year enlistments). All Air Force enlisted jobs are available for four-year enlistees. However, the Air Force will give accelerated promotions for individuals who agree to enlist for six years. Such individuals enlist in the grade of E-1 (Airman Basic), or E-2 (Airman), if they have sufficient college credits or JROTC. They are then promoted to the grade of E-3 (Airman First Class) upon completion of technical training, or after 20 weeks after basic training graduation (whichever occurs first). Six year enlistment options are not open to all jobs, at all times.
Most Navy jobs are available for four-year enlistees, but some special programs (such as Nuclear Field) require a five year enlistment. These special programs usually offer increased training opportunities, and accelerated promotion.
Enlistment Incentives
All of the services offer programs called "enlistment incentives," which are designed to attract recruits, especially to jobs that are traditionally hard-to-fill. As I said above, each of the below incentives needs to be included on the enlistment contract or an annex to the contract -- otherwise they are not likely to be valid.
An enlistment incentive is different than a military benefit in that not everyone is eligible, and it must be in the enlistment contract to be valid. For example, an enlistment bonus is an enlistment incentive. Not everyone qualifies for an enlistment bonus. It depends on qualifications and job selected. Therefore, to be valid, it must be on the enlistment contract. The Montgomery G.I. Bill, or Tuition Assistance, on the other hand, are military benefits. They are available to everyone who enlists, and therefore you won't find them mentioned on the enlistment contract. Following are the current enlistment incentives offered by the services. Military benefits will be discussed in later parts of this series.
Enlistment Bonus. Probably the best known of all enlistment incentives is the enlistment bonus. Enlistment bonuses are used to try and convince applicants to sign up into jobs that the service needs really bad.
The Army, Navy, and Air Force offer up to a $20,000 enlistment bonus. The Coast Guard presently offers a top enlistment bonus of $15,000. The Marine Corps top enlistment bonus is $6,000.
Sometimes, the services will offer an additional bonus for recruits who agree to ship out to basic during a designated time-frame, or for recruits who have college credits (Note: The Army & Navy do this the most often).
Part 4 -- Enlistment Contracts and Enlistment Incentives
In general, the greater the enlistment bonus, the harder time the service is having finding enough qualified applicants who agree to accept the job.
In most cases, this is for one of three reasons:
1. The job doesn't sound very interesting, and the job counselors are having a hard time getting recruits to select this job.
2. The job has high entry qualifications (ASVAB score, criminal history requirements, medical qualifications, ect.), and job counselors can't find enough applicants who qualify.
3. The job training is extremely difficult and lots of people wash out.
The Air Force, Navy, Coast Guard and Marine Corps will usually pay the entire bonus amount (lump sum), after arrival at the first permament duty station, following boot camp and school (usually within 60 days of arrival at the first duty station). The Army will normally pay the first $7,000 upon arrival at the first duty station, with the remainder being paid in three equal installments (every quarter -- or every three months) for the remainder of the first year on the first duty station. The Air Force Reserves generally pay one-half of the bonus after Initial Entry Training (basic training and technical school), with the remainder in equal installments every year for the duration of the enlistment period.
In most cases, if you are discharged early, or you re-train out of the job, you must repay any "unearned" portion of the enlistment bonus. For example, if you enlisted and received a $12,000 enlistment bonus for a 4-year enlistment, but only served in that job for three years, you would have to repay $4,000.
Because the enlistment bonus is an incentive that is not available to everyone, it must be included on the enlistment contract.
College Fund. All of the services, except the Air Force offer a "college fund." Some of the Services offer "College Funds," for individuals who agree to enlist in hard-to-fill jobs. The amount of money offered in the "college fund" is added to the amount of money you are entitled to with the Montgomery G. I. Bill (We'll talk about the G.I. Bill later). You can't have the college fund without participating in the G. I. Bill.
One word of warning -- the amount of the "College Fund" shown on your enlistment contract usually includes the amount you are authorized under the Montgomery G.I. Bill and the amount of the extra funds provided by the service. So, if your enlistment contract says you have a total $40,000 "College Fund," $35,460 (2004 rates) would be from the Montgomery G.I. Bill, which you would have been eligible for anyway, "college fund," or not. So, in this case, the actual amount of the "College Fund" (ie, "extra" education money given by the service) is only $4,540.
Usually (but not always), if you accept the college fund, this will decrease the amount of any monetary enlistment bonus you may be entitled to.
With the exeption of the Air Force (which has no college fund program), all of the services currently offer up to $50,000 (combined college fund and G.I. Bill) for their College Fund Programs. (Added Note: As of August 2004, the Army has increased their maximum College Fund to $70,000). Again, the exact amount offered often depends on the job selected.
As with other enlistment incentives, if you were promised the College Fund, you must ensure it is listed on your enlistment contract or an annex to the contract.
Advanced Enlistment Rank. All of the services offer advanced enlistment rank for recruits with a certain number of college credits, or for participation in other programs, such as Junior ROTC in high school.
• The Army offers advanced enlistment rank up to E-3 or E-4 for college, and up to E-2 for college/other programs. The Army also offers accelerated promotion to recruits with certain civilian-aquired job training or skills, through the Army Civilian Aquired Skills Program (ACASP).
• The Air Force offers advanced enlistment rank up to E-3 for college and participation in other programs. The Air Force is the only service which offers accelerated promotion for six-year enlistees.
• The Navy offers advanced enlistment rank up to E-3 for college and participation in other programs. The Navy also offers accelerated promotion up to E-4 for individuals who enlist in certain designated enlistment programs (Such as the Nuclear Field).
• The Marine Corps offers advanced enlistment rank up to E-2 for college and participation in other programs.
• The Coast Guard gives advanced rank up to E-2 for college and up to E-3 for other programs.

With the exception of the Air Force six-year enlistee advance rank program, recruits who join with advanced rank are paid the rate of base pay for that advanced rank right from the first day of active duty. However, in most of the services, recruits do not get to actually wear the rank until they graduate from basic training (in basic, everyone is treated the same -- ie, just lower than whale droppings).
For Air Force six-year enlistees, they enlist and go through basic as an E-1 (or E-2 if they were qualified, such as college credits) and are then promoted to E-3 20 weeks following basic training graduation, or when they graduate technical school (job training), whichever occurs first. Date of Rank as an E-3 is then back-dated to the date of basic training graduation. Airmen don't receive "back-pay" for this, but the earlier date-of-rank makes them eligible for E-4 earlier.
As with other enlistment incentives, advanced enlistment rank must be included on your enlistment contract.
College Loan Repayment Program. All of the active services, except the Marine Corps and Coast Guard, offer a college loan repayment program (CLRP). The Army Reserves, Navy Reserves, Army National Guard and Air National Guard also offer a limited college loan repayment program. In a nutshell, the service will repay all, or a part of a college loan, in exchange for your enlistment. Loans which qualify are:
• Auxiliary Loan Assistance for Students (ALAS)
• Stafford Student Loan or Guaranteed Student Loan (GSL)
• Parents Loans for Undergraduate Students (PLUS Loans)
• Federally Insured Student Loans (FISL)
• Perkins Loan or National Direct Student Loan (NDSL)
• Supplemental Loans for Students (SLS)
Guaranteed First Duty Assignment. The Army and the Navy are the only active duty services which can offer a guaranteed first duty assignment. However, I've been told by many Army recruiters that the Army is no longer offering this incentive until further notice. There is no word about when (if ever) the Army will ever re-introduce the guaranteed first duty station enlistment incentive. If they ever do, under the Army Program, you can get a written guarantee in your enlistment contract for your first duty assignment following basic training and job training (of course, there must be open positions for your particular job on the base before the Army will give it to you). This option is only available for certain, hard-to-fill Army Jobs. Additionally, the guarantee is only good for 12 months. After that, the Army can move you anywhere it wants.
The Navy program is a "sort of" guaranteed first duty station. Under the Navy program, you can be guaranteed a first assignment in a designated geographical area. In other words, while the Navy can't guarantee that you would be assigned to a particular base, they can, for example, guarantee an assignment on the West Coast. However, under the Navy program, there is a catch -- the program is not available to those who sign up with a guaranteed rating (job). It's only available for those who enlist under the GENDET program. Under the GENDET enlistment program, applicants pick a "general field," such as "aviation," rather than a specific rating. Then, following basic training, they spend a year or so at a Navy Base, doing general duties as an "undesignated seaman" before they get to choose their rating (job) and go to job-school.
Note: The Guard and Reserves also guarantee the duty station because they are recruiting to fill specific, open slots in specific Guard & Reserve units. When you enlist in the National Guard or Reserves, you will know, right from the start, where your drilling unit is located (generally within 100 miles or so of where you live).

Enlistment Contracts and Enlistment Incentives
Buddy Program. All of the services offer a "Buddy Enlistment" program. Under this program, two or more individuals (of the same sex) can enlist together, and -- at a minimum -- be guaranteed to go through basic training together. If the individuals have the same job, the services can also guarantee that they will go through job training together. In some cases (with the exception of the Air Force), the service can even guarantee that the "buddies" will be assigned to their first duty station together.
Split Option. Some of the services offer "split option training" for members of their National Guard and Reserve. Under "split option," the member attends basic training, and then returns to his Guard/Reserve unit, where she/he drills (one weekend per month) for up to a year before attending job training. This program is designed for those in school, who wish to spit their full-time training so they won't miss too many college classes, and for those who do not wish to be away from their civilian jobs for too long a period of time for military training. In most cases, "split option" isn't a very good idea, and you should avoid it, if you can:
1. You are generally "worthless" to your unit until you have completed job training. You can't do the "job" you were "hired" for, and the unit can't begin your advanced training.
2. If something happens to your job training date, it can sometimes take forever for the Guard and Reserves to get another training slot. When dishing out job training slots, the active duty forces get first crack, and what is left over is offered to the Guard and Reserves.
3. If you attend job training immediately after basic training, you will still be in shape. It's easy to fall out of shape in a year's time, when you're only drilling one weekend per month. However, under the "split training" option, you're thrown back into a training evironment, right along side those straight out of basic training, and you're expected to keep up with them.
4. "Split Option" members undergo the same job-training restrictions as those straight out of basic training. That means, for the first month or so of job-school, your off-duty time is strictly regimented. That's pretty easy, when you're straight out of basic training. It's not so easy, once you've spent up to a year in the relatively relaxed environment of weekend drills.

Part 5 -- Military Pay
First the good news: Military pay is not really all that bad. Now, the bad news: It also ain't all that great, either. What I mean by that is that for a brand new high school recruit, with little or not work experience, it would be hard to find a better starting wage. However, for an enlisted member with years of experience, trained in a critical technical specialty, it's not all that great when compared to wages for a similar civilian job.
After four months in the military, the brand new E-1 will be receiving about $27,012.93 per year in annual salary (Note: This figure includes the value of free housing, free food, and income-tax advantage). On the other hand, the E-6 with four kids, who has 10 years experience in the military will only be making about $49,729.56. If the person came into the military as a commissioned officer, an O-1 would be making an average starting salary of $41,655.61, and an O-4 with 10 years of experience would be taking home an average of $86,352.19.
Base Pay. Everyone gets base pay, and it's the same regardless of what military service you are in. It's based on an individual's rank, and the number of years you've been in the service. The past four years have been pretty good for military pay raises. Up until then, lagged about 13 percent behind comparable civilian pay. This gap however, has narrowed within the past few years, and -- according to Congress and our President, will narrow even more in the coming years.
Using the Fiscal Year 2004 pay charts, an E-1 (the lowest enlisted grade), after four months of service makes $1193.40 every month for basic pay. If you have a two/four year college degree, or high school ROTC, or you enlist for six years instead of four, it's possible to enlist in the military as an E-2, or even an E-3. The Army will give E-4 to someone who has a 4-year bachelor's degree. In these cases, the new recruit would be making $1337.70, $1407.00 and $1558.20 per month in basic pay, respectively. In some instances (Academy graduate/4-year degree with OTS/OCS, College ROTC Graduate), you can come in as a commissioned officer. A brand-new O-1 (The lowest officer rank) makes $2264.40 per month in basic pay. The average military enlisted person is probably an E-6 with about 12 years of service. That person would be making $2685.30 per month in base pay.
Regardless of what your Great Uncle Herbert, who served in W.W.II says, Basic Pay IS taxable (unless you are actively serving in a designated tax-free combat zone). You'll pay Federal Income Tax, Social Security, Medicare, and State Taxes on your basic pay. Some states do not tax military pay, while a few others won't tax it unless you are stationed within the state. The state in which you list with military finance as your "official residence" will determine the state tax rules you fall under.
Guard and Reserves. During basic training and job school, or any other time performing full-time duty (such as the two-weeks every year active duty training, or if mobilized), Guard and Reserve members receive the same pay as active duty members. During weekend drills, however, the pay scale is different. Guard/Reserve members receive four days worth of pay for each weekend drill.

See Guard/Reserve Pay Chart.
Annual Pay Raises. Each year, Congress passes the Defense Appropriations Act and the Defense Authorization Act which contain pay raises for military personnel. For several years, military pay raises were below average pay raises for civilian jobs. This resulted in a "pay gap" between military and average civilian pay.
For the past few years, Congress has approved raises which exceed the average civilian pay increases (as measured by the Government's annual Employment Cost Index - ECI), which has somewhat closed the gap. Here are the "year-by-year" figures:
Annual Pay Raises
Year ECI Raise Pay Gap
1992 4.2% 4.2 -11.5
1993 3.7 3.7 -11.5
1994 2.7 2.2 -12.0
1995 3.1 2.6 -12.5
1996 2.9 2.4 -13.0
1997 2.8 3.0 -12.8
1998 3.3 2.8 -13.3
1999 3.6 3.6 -13.3
2000 4.3 6.2 -11.4
2001 3.2 4.1 -10.5
2002 4.1 6.9 -7.7
2003 3.6 4.8 -6.5
2004 3.2 4.1 -6.0


Military Pay vs. Civilian Pay. Whether or not you consider military pay to be "fair compensation" when compared to civilian pay depends on several factors, including the specific "military job" that you sign up for. Some of the "techie jobs" are underpaid compared to civilian sector, as well as a few of the comparable management (officer/senior NCO) jobs. But when you look at total compensation, a lot of us are pretty close.
Look at America's Job Bank online and type in your MOS/AFSC/Rating (or the one you're considering, for the those thinking of joining the military) in the area you want to work. Pretty surprising the range of pay for most of them, and when you consider the additional qualifications many civilian jobs require, the military's even more of an advantage, because it "hires" you without experience or training, and provides that to you, free of charge.
For someone recently out of high school, with limited work experience, the military pay scale is more than fair. Once a person gets a college degree (although the military will pay for that), plus technical training (paid for too), plus 8-10 years job experience, and it starts to fade a bit for some fields. But, for jobs like Cook, Laundry and Bath Specialist, Supply, Admin, the pay is pretty comparable.
How many cooks and secretaries make around $40,000 a year even with 10 years experience (E-6 used as an example). And for combat arms, you can't find a civilian equivalent, so what can you compare it to? If you want to be a tanker or submariner, the military is the only game in town, and you're getting the intangible benefits of a unique job you love to do.
A word About Your Pay and your first paycheck. Direct Deposit is mandatory for military pay. You should already have a bank account set up before you leave for basic training, and bring your account information and an ATM/debit card with you. If you don't have an account set up, one of the first things the staff will do is require you to establish an account at the base credit union or base bank. However, it may be several weeks before the bank can give you a debit card, which will impact on your ability to access your pay.
During your in-processing, you will complete paperwork to begin your military pay. Military personnel are paid on the 1st and 15th of each month. If those days fall on a non-duty day, you are paid on the duty day, preceding. Your pay is direct-deposited into your bank account.
So, when will you receive your first paycheck? Good question, and one that can't be answered accurately. In general, if your military pay information is entered into the Finance Computer System prior to the 7th of the month, you'll receive your first paycheck on the following 15th. If the information is entered into the Finance Computer System after the 7th of the month, but prior to the 23rd of the month, you'll receive your first paycheck on the following 1st. However, please note that the date you fill out the paperwork during in-processing and the date the information is input into the Finance Computer System are not the same dates. A Finance Clerk is going to take the paperwork you filled out, and enter it into the Computer. However, the clerk is entering the information of hundreds of other recruits at the same time, so it may take several days before yours gets entered. I always advise people to estimate that the first paycheck won't be deposited until a full 30 days after arrival. That way, if you're paid before that, it's an unexpected surprise, and if it takes the entire 30 days, it's what you were expecting anyway.
In any case, your first paycheck will contain all the pay you have coming to you at that point. For recruits without dependents, that means base pay, only. For those with dependents, it means base pay and housing allowance. Your first paycheck will be "pro-rated" to the number of days you've been on active duty. For example, if you receive your first paycheck 30 days after arrival, you will receive the full-rate of the monthly basic pay in that paycheck, and (if you have dependents), the full rate for the monthly housing allowance. If, however, you receive your first paycheck two weeks after arrival, it will contain 1/2 of the monthly base pay, and 1/2 of the monthly housing allowance (for those with dependents). Of course, taxes and other deductions (such as deductions for non-issue items, such as running shoes, soap, shampoo, laundry, etc.) are taken out.
Housing Allowance and Food Allowance
In certain circumstances military members are paid an allowance to live off base, as well as an allowance to purchase food. We'll discuss these two benefits in the next two chapters.

Special Pays
In addition to Basic Pay, Basic Allowance for Housing, and Basic Allowance for Subsistence, members of the military may receive special or incentive pays, depending upon individual circumstances.
Medical & Dental Officer Pay. Depending on their years of service, medical and dental officers receive a variable special pay, ranging from $5,000 to $15,000 per year. Additionally, Board-Certified medical officers and dental officers receive ranging from $4,000 to $31,000 per year. The directive governing Medical Officer Pay is the Defense Pay Regualtion, Volume 7A, Chapter 64. The directive governing Dental Officer Pay is the Defense Pay Regualtion, Volume 7A, Chapter 6.
Veterinarians and Optometrists. Vets and eye-doctors only get an extra incentive pay of $100 per month. The governing directive is the Defense Pay Regualtion, Volume 7A, Chapter 7.
Enlisted Special Duty Pay. The Secretary of the particular service concerned may authorize special duty pay to enlisted members performing designated special duties. This pay ranges from $55.00 per month to $375.00 per month, depending on the level of the special duty. Examples of some jobs which qualify for this special pay are military recruiters, and (in the Air Force), First Sergeants. The governing directive is the Defense Pay Regualtion, Volume 7A, Chapter 8.
Diving Pay. Individuals who are qualified to dive, and who are placed on special orders to perform diving duties as a part of their normal military duties are entitled to diving pay. The pay varies significantly depending on experience level, type of duty, and the branch of service, but ranges from $110 to $300 per month. It's not surprising that the maximum amount is received by Navy SEALS. The governing directive is the Defense Pay Regualtion, Volume 7A, Chapter 11.
Nuclear Officer Pay. Naval nuclear officers receive both an initial bonus, ranging from $2,000 to $6,000, and a yearly incentive pay for extending their service commitment. The yearly incentive pay is determined by the Secretary of the Navy, and may not exceed $12,000 per year. The governing directive is the Defense Pay Regualtion, Volume 7A, Chapter 12.
Navy Commanders. Navy officers in the paygrade of O-6 and below receive a monthly special pay, in amounts ranging from $50.00 per month to $150 per month, when assigned duties as a commanding officer over a ship or unit designated by the Secretary of the Navy. The governing directive is the Defense Pay Regualtion, Volume 7A, Chapter 13.
Overseas Extension Pay. Enlisted members, depending on location and occupation, may be authorized to receive $80.00 per month for voluntarily extending their duty in an overseas area. The governing directive is the Defense Pay Regualtion, Volume 7A, Chapter 14.
Aviation Continuation Pay. This pay, available to aviation (flying) officers, below the paygrade of O-6, who extend their service obligation, may receive an annual incentive pay ranging between $4,000 and $6,000 per year. The governing directive is the Defense Pay Regualtion, Volume 7A, Chapter 15.
Engineering and Scientific Officer Continuation Pay. Commissioned officers, serving as engineers or scientists may receive a continuation pay up to $3,000 per year for extending their service commitment. The governing directive is the Defense Pay Regualtion, Volume 7A, Chapter 16.
Foreign Duty Pay. Enlisted members assigned to areas outside of the 48 contiguous states and the District of Columbia, are authorized to receive foreign duty pay. The amount of pay is based on rank and ranges from $8.00 per month for an E-1, to $22.50 per month for an E-9. It's interesting to note that an individual cannot receive this pay if they are stationed in a state or country of which they are a resident. So, for example, a member of the military who is a legal resident of Hawaii, would not receive this pay if stationed in that State, but another military member, who is not a resident of Hawaii, would receive the pay. Certain designated locations have been designated "hardship duty" pay locations, and members stationed there can receive up to $150.00 per month. The governing directive is the Defense Pay Regualtion, Volume 7A, Chapter 17.
Sea Pay. Military members embarked on a ship are authorized sea pay, ranging in amounts from $50.00 per month to $620 per month. The amount of entitlement is based on rank and number of years of logged sea-duty. Additional amounts may also be awarded to personnel who have been embarked on a vessel for over 36 consecutive months. The governing directive is the Defense Pay Regualtion, Volume 7A, Chapter 18.
Part 5 -- Military Pay
Foreign Language Proficiency Pay. Military members who have received training in a foreign language and are assigned to a job requiring foreign language skills, receive a monthly Foreign Language Proficiency Pay. Depending upon the level of proficiency maintained, the pay may be between the amounts of $25 to $100 per month. Additionally, other military members who are proficient in a language that the Department of Defense considers to be "critical," may also receive this monthly pay, as long as they maintain proficiency in the language. The governing directive is the Defense Pay Regualtion, Volume 7A, Chapter 19.
Aviation Retention Bonus. An aviation officer, who makes a written commitment to remain on active duty beyond their commitment, may be authorized to receive an Aviation Retention Bonus, ranging from $6,000 to $25,000 per year, depending upon the number of additional years they commit to. The governing directive is the Defense Pay Regualtion, Volume 7A, Chapter 20.
Flight Pay. Flight pay is authorized for military members who are required to participate in "frequent and regular" aircraft flights. The pay ranges from $150 per month to $250 per month, depending on duty status and rank. Officers receiving Aviation Career Incentive Pay, are not authorized to receive flight pay. The governing directive is the Defense Pay Regualtion, Volume 7A, Chapter 22.
Submarine Pay. Naval personnel assigned duty on a submarine are authorized to be paid Submarine Pay. Depending on rank, this pay ranges from $75.00 per month to $595.00 per month. The governing directive is the Defense Pay Regualtion, Volume 7A, Chapter 23.
Hazardous Duty Pay.This is commonly confused with "Hostile Fire Pay," but in actually, the pays are two entirely separate things. Hazardous duty pay is paid to personnel who perform duties, which by their very nature may be hazardous. Payments are authorized for those performing duties concerning parachuting, flight deck duties, demolition duty, experimental stress volunteers (acceleration, low pressure, high pressure, etc.), duty involving toxic fuels or pesticides, and duties involving dangerous viruses, bacteria, or chemical weapons. Hazardous duty pay is $150 per month, except for HALO parachutists, in which case it is $225.00 per month. The governing directive is the Defense Pay Regualtion, Volume 7A, Chapter 24.
Family Separation Allowance. Military members who are separated from their legal dependents for a period in excess of 30 days to a location where the dependent(s) are not authorized to accompany him or her at government expense is authorized to receive family separation allowance. There are two types of allowance: FSA-1 and FSA-2. A member may receive both. Type 1 is payable when a member may not reside on-base in their new location. It's equal to Basic allowance for Housing (BAH) at the "without dependent" rate. It's designed to help pay for rent and utilities for the additional household. FSA-2 is payable when the member is apart from legal dependents for a period in excess of 30 days. It's designed to provide assistance in paying for the incidental expenses incurred for maintaining a separate household away from family members. The amount of FSA-2 authorized is currently $225 per month. The governing directive is the Defense Pay Regualtion, Volume 7A, Chapter 27.
Combat Pay. A member assigned to or deployed to a combat zone receives "combat pay" at the rate of $225 per month. Being assigned to or working in a combat zone triggers also triggers a tax advantage.
Clothing Allowance. There are two types of clothing allowances: initial and annual maintenance. The initial clothing allowance is paid when, for some reason, the service is unable to issue a military member's initial allotment of uniforms. The allowance is based upon the retail cost of uniform items, and differs for each service, and for males and females. Additionally, there are numerous supplemental clothing allowances for special duties (such as band), or for those required to wear civilian clothing on duty. The governing directive is the Defense Pay Regualtion, Volume 7A, Chapter 29. (Chapter 30 for Officers).
Special "Personal" Allowances. Here's an interesting "tidbit." Military members in certain "special" positions, receive a special personal allowance to help with incidentals and entertainment expenses. Here are some examples: The Chairman or Vice Chairman of the Joint Chiefs of Staff: $333.33 per month; Senior Members of the Military Staff Committee of the U.N.: $225.00 per month; Admirals and Generals (4 Star): $183.33 per month; Vice Admirals and Lieutenant Generals (3 Star): $41.67 per month. The governing directive is the Defense Pay Regualtion, Volume 7A, Chapter 31.

Severance Pay. Members with over six years, but less than 20 years of service, who receive an honorable discharge, while being separated from the service involuntarily (draw down, "up-or-out system," etc.) receive a severance pay (also called involuntary separation pay) equal to 10 percent of their annual basic pay, times the amount of years service they have completed. There are several minor restrictions on this pay, and instances of what covers "voluntary," or "involuntary" separations, which are too numerous to cover in this article. Specific questions should be directed to the Defense Finance and Accounting Service. The governing directive is the Defense Pay Regualtion, Volume 7A, Chapter 35.
Hardship Duty Pay. Military members assigned to certain "hardship" assignment locations can receive Hardship Duty Pay, ranging from $50.00 to $150.00 per month. The governing directive is the Defense Pay Regualtion, Volume 7A, Chapter 17.
Retirement Pay. Military members who serve for 20 or more years, and retire and receive a portion of their base pay each month for the rest of their lives. For details about military retirement pay, see Understanding Military Retirement Pay.
Reenlistment Bonuses. The purpose of a reenlistment bonus to to entice members to reenlist into jobs which are experiencing critical shortages. For reenlistment bonuses the Army will give up to $40,000. The Air Force and Navy will give up to $60,000, and the Marine Corps will offer up to $35,000.
In general, the greater the re-enlistment bonus, the harder time the service is having convincing people to re-enlist in this job. This is usually for one of two reasons:
1. This same job pays extremely well in the civilian world, which entices many experienced people to get out and make more money.
2. The job sucks.
Usually, 50 percent of the reenlistment bonus is paid at the time of reenlistment, with the remainder paid in equal installments, annually for the term of the reenlistment. Like enlistment bonuses, if the member does not serve in the job for the entire reenlistment period, any "unearned" portion of the reenlistment bonus must usually be repaid.
All-in-all, it's best not to choose a job based upon enlistment/re-enlistment bonus amounts. Such money is spent fast, and is then gone. It's better to base your preferences based upon your personal interests. You'll be much happier in the long-run.
Taxes. In general, unless earned in a designated combat zone, all military *PAY* items are taxable. Military *allowances* (such as housing allowance [BAH], overseas housing allowance [OHA], family separation allowance [FSA], basic allowance for substinance [BAS]), are not taxable by either the Federal or State Governments. Different states have different rules for taxing military pay. The governing directive is the Defense Pay Regualtion, Volume 7A, Chapter 44.

Part 6 -- Housing, Housing Allowance and Barracks
Housing
Everyone in the military gets free (or almost free) housing. How the military chooses to provide this to you depends mostly upon your marital (dependency) status, or your rank. If you are married and living with your spouse and/or minor dependents, you will either live in on-base housing, or be given a monetary allowance called BAH (Basic Allowance for Housing) to live off-base. The amount of BAH is dependent upon your rank, your location, and whether or not you have dependents. Currently, BAH is designed to pay 96.5 percent of the *average* off-base housing costs. The current Pentagon/Congressional plans call for eliminating average out-of-pocket expenses by 2005.
If you are in the Guard or Reserves, and entitled to a housing allowance, you will receive a special, reduced BAH, called BAH Type II, anytime you are on active duty for less than 140 days. If you are on orders to serve on active duty for 140 days or more, you'll receive the full housing allowance rate (the same as active duty).
If you have dependents, you will receive the housing allowance, even when staying in the barracks at basic training and/or technical school/AIT/A-School. This is because the military makes it mandatory for you to provide adequate housing for your dependents. This will be included as part of your regular paycheck (Note: In the military, your monthly pay entitlements are paid twice per month -- 1/2 on the 1st of the month, and 1/2 on the last duty day of the month). For basic training and/or technical school/AIT/A-School, you will receive the BAH amount for the location where your dependent(s) are residing.
However, if you are not married and/or divorced and are paying child support, you do not receive full-rate BAH while living in the barracks. In this case, special rules apply, and the member receives BAH-DIFF.
Special rules apply for military-married-to-military couples. For details, see our Military Couples article.
Unlike basic pay, BAH is an "allowance," not a "pay," and is therefore not taxable.
If you are single and below the rank of E-6, you will probably reside on-base in the dormitory, or "barracks." (Although in some services, single E-6s, or even E-5s are authorized to live off-base). If you are single in the higher grades, you'll be authorized to reside off base.
Dormitories
If your recruiter promised you condos, you're out of luck (Remember the movie, Private Benjamin?). From a single bunk on a ship, to a two (or one) person room with a bathroom/shower shared with the room next door (some rooms, depending on rank, offer a private bathroom/shower). Currently, all of the services are implementing a programs known as either "one-plus-one," or "Four Plus One." Under the "One Plus One," plan, two connecting rooms are designated for the member -- with one room designated the sleeping room, and one room kind of a "Den." At some locations, there is a private kitchenette, at other locations, the member shares a small kitchen with someone else. Sometimes there is a private bathroom/shower, and at other locations, the individual may share a bathroom/shower facility with the person next door. Under the "Four Plus One" plan, four members share a complex. Each has a private sleeping room that connects to a common living room and kitchen.
While all of the services are working on this, they ain't there yet. The first step in the program is to give everyone (after basic training and job training) a room to themselves. Of all the services, the Air Force is the farthest along on this endeavor. With the exception of a couple of remote locations overseas, everyone in the Air Force, after basic training and job school gets a room to themselves. Additionally, about 60 percent or so of the dormitories Air Force wide have been converted to either one-plus-one, or four-plus-one. The Air Force is closely followed by the Army, who are almost as far along. The Marines, and Navy are trying, but running into funding problems (the Navy is still working on getting rooms for the single enlisted who currently live on the ships).
Although you can usually have a coffee pot and a microwave, hot plates and other cooking appliances are normally not allowed in dormitories (except in those with designated kitchen facilities). Most dormitory rooms (at least in the States) have cable and phone jacks (of course you have to pay for these services). That means, assuming the service is offered by a company in the local area, you can have such services such as cable modem or DSL in the dormitories.
If you live in the dormitory, you'll probably have to do your share of "bay orderly," which means keeping the common areas (hallways, outside area, day rooms) clean and tidy. At times, you'll be subjected to the classic "G. I. Party," in which the commander and/or First Sergeant gets all the "dorm rats" together to clean up everything.
Part 6 -- Housing, Housing Allowance and Barracks
Dormitory rooms are normally subject to two types of inspections: First, there is the normal, or periodic inspection which may or may not be announced in advance. This is where the commander or First Sergeant (or other designated person) inspect your room to make sure you are abiding by the standards (bed made, trash empty, room clean, etc.) The second type of inspection is called a "Health and Welfare Inspection." This type of inspection is always unannounced, often occurs about 2:00 A.M., and is comprised of an actual search of the dormitory rooms for contraband (drugs, guns, knives, etc.) At times, these HWIs are accompanied by a "random" urinalysis test, looking for evidence of drug abuse.
Some services/bases allow you to use your own furniture. Others are very strict about using the provided Government furniture, only. Even if you are required to use Government furniture, you can have your own stereo, television, or computer system.
All in all, most single enlisted people look forward to the day when they can move out of the dormitory.
Moving Out. At most locations, single members can elect to move out of the dormitory and get a place off-base at their own expense. That means the government will not give them BAH (Housing Allowance), nor will the government give them a food allowance (discussed in the next chapter). Unless you get a roomate (or two) it can be hard to make ends meet, living off base, with just your base pay.
By law, the services cannot allow single members to move off base at government expense, unless the base-wide dormitory occupancy rate exceeds 95 percent. That means over 95 percent of all dormitory rooms on the base must have people living in them before anyone can be allowed to move out of the dormitories and receive a housing allowance.
Unfortunately, dormitory/barracks spaces are usually allocated to specific units (squadrons, divisions, companies, etc.), and commanders are notoriously against allowing members of their units to live in other unit's dormitories/barracks. Therefore, it's entirely possible for your particular unit to be overcrowded in the dormitory (thereby mandating that you have a roommate), while another unit has plenty of space. Unfortunately, unless the BASE-WIDE occupancy rate exceeds 95 percent, your commander can't authorize you to move off-base at government expense.
When the base-wide occupancy rate does exceed 95 percent, the way it is usually done is that the base offers the chance to move off base to dormitory residents, based on rank. That is, the person (base wide) with the most rank is offered the chance to move out first, followed by the person (base wide) who has the next most rank, etc., until the base-wide occupancy rate falls below 95 percent.
That means, it's entirely possible that your particular dorm may be overcrowded, but the person given the chance to move off base may be in another dorm, which is not nearly so crowded, and there you are -- stuck with a roomate, because your commander won't let you move to another unit's uncrowded dormitory. The solution to this problem is to periodically reallocate dormitory spaces, but this is a major hassle, and most bases, in my experience are reluctant to tackle the project any more often than every five years or so. This mismanaged system is the source of more frustration among single military members than any other factor of military life that I'm aware of.
On-Base Housing
Most places have limited on-base housing, so there is usually a waiting list (sometimes, more than one year!) To qualify for on-base housing, you must be residing with a dependent (in most cases, that means spouse or minor children). The number of bedrooms you'll be authorized depend on the number and age of the dependents residing with you. Some bases have very, very, nice housing -- on other bases the housing barely qualifies for slum status. Utilities (trash, water, gas, electric) are normally free. Cable TV and phones are not. Furniture is normally not provided (although many bases have "loan closets," which will temporarily loan you furniture). Appliances, such as stoves and refrigerators, are usually provided. Many on-base houses even have dishwashers.
Clothes washers and dryers are usually not provided, but most units -- at least in the states -- have hookups. Additionally, many bases have "Laundry-mats" located close to the housing area. Overseas, many housing units are "Condo-Style," and there is a laundery room with washers and dryers located in each "stairwell."

The inside of occupied housing units are not normally inspected as dormitories are. (Although, they may be inspected no-notice if the commander receives any kind of safety or sanitary problem-reports). The outside of housing is an entirely different matter. All of the services are pretty strict about dictating exactly how the outside of the house (yard) will be maintained. Most of them employ personnel who will drive by each and every housing unit once per week, and write "tickets" for any discrepancies noted. Receive too many tickets in too short a period of time, and you will be requested to move off-base.
In the states, most on-base family housing units are duplexes, or sometimes fourplexes. For officers and more senior enlisted members, on-base family housing in the states are usually either duplexes or single dwellings. Sometimes there are fenced-in back yards, and at other bases there are not. Usually, if the housing unit has a back yard, but no fence, you can get permission to install a fence at your own expense (you have to agree to take the fence down, when you move out, if the next occupant decides he/she doesn't want a fence).
The same is true of almost any "improvement" you wish to make to on-base family housing. Usually, you can get permission to do "Self Help" improvements, but you must agree to return the house to its original state, if the next person to move in doesn't want to accept your "improvement."
Overseas, on-base family housing units are generally in the form of high-rise apartment buildings -- kind of like a condominium.
Moving out of base housing is a lot harder than moving in. This is the one time when the inside of the house WILL be inspected, and it will be expected to be in immaculate condition (many people hire professional cleaners prior to checkout). However, many bases now have programs where the base itself hires professional cleaners when an occupant moves out, making the process much easier.
Off-Base Housing
Instead of living in the dormitories or residing in on-base housing, you may be authorized to live off-base. In this case, the military will pay you BAH. The amount of this nontaxable allowance is dependent upon your rank, marital (dependency) status, and the area you (or your dependents) live in. Once per year, the military hires an independent agency to survey the average housing costs in all of the areas where significant amounts of military personnel live. The Per Diem, Travel and Transportation Allowance Committee uses this data to compute the amount of BAH you will receive each month. (Currently designed to cover about 96.5 percent of the total average housing costs, but scheduled to increase so that it covers 100 percent of average housing costs in 2005.
One of the nice features about the BAH law is that the amount of BAH you receive may never go down while you are living in an area, even if the average cost of housing in that area goes down. Of course, once you move to a different base, your BAH will be recalculated for the current rate in the new location.
An interesting aspect of BAH is the type of housing that the entitlement is based upon. BAH is based on acceptable housing for an individual (or an individual with dependents). For example, a married E-5 is reimbursed based on what DoD considers minimum acceptable housing, a 2 bedroom townhouse or duplex. For an O-5 it is a 4 bedroom detached home. While whether or not one has dependents is a factor, the number of dependents is not. See What BAH Rates are Determined From for more information.
If you move into off-base housing overseas, your monthly entitlement is called OHA (Overseas Housing Allowance), and is recalculated every two weeks. This is because currency rates can fluctuate dramatically overseas, causing housing expenses to go up and down. In addition to OHA, those overseas are entitled to some additional allowances, such as an initial move-in expense allowance, and reimbursement for costs to improve the security of the off-base residence.
If you are authorized to reside off-base, it's very important that you ensure your lease contains a "military clause." A military clause allows you to break your lease in case you are forced to move on official orders.

Part 6 -- Housing, Housing Allowance and Barracks
Special Considerations
If you are married to a non-military member, and/or you have children, your spouse and children are considered to be "dependents" by the military.
The military requires you to provide adequate support (which includes housing) to your dependents. Because of this, if you are married, you receive a housing allowance, at the "with dependent" rate, even if you are living in the single dormitories/barracks.
Because living in the barracks/dormitories is mandatory during basic training and job-school, and because your dependents are not allowed to travel to basic training and/or job school (unless the job-school is over 20 weeks long at a single location), at government expense, during these periods you live in the barracks/dormitories, and receive BAH for the area that your dependents reside.
When you move to your first permament duty station, the rules change. Your dependents are allowed to move there at government expense. If they don't move there, that is considered your choice. In such cases, you receive BAH (at the "with dependent" rate) for the amount of your duty station, regardless of where your dependent is actually living.
As long as you are still married, to give up BAH, you would have to reside in on-base family housing. However, unless your dependents move to your duty location, you are not authorized to reside in on-base family housing, because the rules say to qualify, your dependents must be living with you.
If there is extra space available in the barracks/dormitories, you are allowed to live there, and still receive your BAH. However, now that the military is trying to give all single people living in the dormitories their own room, most bases do not have any extra space available in their dormitories. Therefore, as a married person who has voluntarily elected not to be accompanied by their dependents, you will likely be required to live off-base. You will receive BAH for the area you are assigned to. If you are allowed to live in the dormitory/barracks, space available, you must be prepared to move out, with little or no notice, in case the space is needed (although most commanders/first sergeants will try to give at least two weeks notice, if possible).
The rules change for overseas assignments. If you are assigned overseas, and elect not to be accompanied by your dependents, you can live in the barracks/dormitories on base, and still receive BAH in order to provide adequate housing support in the states for your dependent(s).

Part 7 -- Chow Halls and Food Allowance
Why is it that in the Navy, officers eat in a "wardroom," but enlisted people eat in a "mess?" The Army (who reportedly travels on its stomach), and the Marines eat in a "chow hall." The Air Force lauds it over the rest by eating in a "dining facility." In any event, the military promises to feed you, and they do so primarily by using three separate methods (yes, yes, folks...hold your emails....I know there are more than three, depending on whether you're TDY, and per diem, field conditions, etc., and such -- but I'm sticking to the "basics" here).
CHOW HALLS
If you are enlisted and reside in the dormitory (or barracks, or whatever you want to call it), in most cases, you will be given your meals for free. Different services have different names for this. In the Air Force, it's called "being on a Meal Card." (This is a carry-over from the days when the Air Force actually issued a card that entitled someone to eat in the Dining Facility for Free -- in these days of computer automation, actual "Meal Cards" are rarely - if ever - used anymore.
Most chow halls offer four meals per day (breakfast, lunch, supper, and a "midnight meal."). There are even some that are open 24 hours per day.
Not too many years ago, meals consisted of one or two entrees, plus veggies, plus one or two dessert items. For breakfast you got scrambled eggs, cereal, bacon, toast, and SOS. That was it. Few choices, very little in the way of "healthy choices," and no "junk food." Because of concern that these "Free" taxpayer provided food items would fall into the wrong hands, there would be an NCO stationed at the doorways to make sure that nothing was taken out of the chow hall. I remember getting chewed out once for trying to take a half-eaten apple with me back to my room.
Those days are not only gone, but long-gone. Most dining facilities now give the choice of a full-blown meal with two or more entrees, or the fast-food (burgers, hot dogs, sandwiches, fries, chicken) of your choice. For the health conscious, there is normally a "healthy-heart" menu, as well as a salad bar. Desserts are usually a choice of fruits, several styles and flavors of cakes, ice cream, Jell-O®, puddings, pies, and more. For breakfast one can choose anything between a small fruit cup to a full-fledged made-to-order omelet with all the side dishes. "Take out" cartons are freely available in many chow halls, and some dining facilities even have drive-through windows!
Other than a few exceptions (some military training centers, boot camp, while embarked on a vessel, while deployed, etc.), "KP Duty" is a thing of the past. Most military dining facilities are now contract operations (although there are still lots of military "cooks" around). You'll be interested to know that the military dining system is the number-one employer of disabled people in the United States.
Even with all the improvements in the past few years, most people who are "on a meal card" will tell you straight out that they think the particular chow hall on their particular base sucks. In my opinion, this is not so much reflective on the quality of the food (I've eaten in several hundred chow halls), but because there are many who would rather pocket a subsistence allowance and eat a microwave burrito instead. Another factor is even the best restaurant food starts to taste old, if you eat there every single meal, day in and day out.
One complaint that many folks have is that if duty causes them to miss a meal at the chow hall, they in effect "lose money" as they then have to buy food out of their own pocket. Although there are procedures to be reimbursed for "missed meals," they are paperwork intensive and usually require justifications and explanations to people one would rather not talk to (like the First Sergeant and/or the Commander).

There have been several suggestions over the past dozen years to close all military dining facilities and give a monetary subsistence allowance to everyone. Because most barracks don't have proper cooking facilities, I think this would be a mistake. If nothing else, the dining facility offers at least a chance of obtaining a balanced meal.
Under previous law, the monetary food allowance (BAS) was paid only when individuals were officially allowed (for various reasons) to eat their meals outside of the military dining facilities (chow halls). Those required to eat meals in the dining facilities (usually, single enlisted, living on-base) received a "partial allowance" of about $25.80 per month. Under new procedures, all enlisted and officers now receive full-rate BAS, after initial entry training (boot camp and follow-on schooling). However, for those required to consume meals in the dining facilities, most of the BAS is automatically deducted from their paychecks, resulting in those members still only receiving about $26.00 each month. There are plans (for the future) to only deduct the cost of meals actually consumed in the dining facilities, but that is likely several years in the future (for the present time, DOD depends on the fact that members required to consume meals in the dining facilities only eat an average of 70 percent of their meals there, and purchase 30 percent of the meals elsewhere. The services rely upon the difference to help balance their food budgets).
Which service has the best chow? With the exception of the Coast Guard, I've eaten in each and every one of the service's chow halls on numerous occasions. In your Guide's unbiased opinion, the Navy wins the contest for "best chow," hands-down. On the other hand, I have good friends in the Navy who will swear that the best chow they've ever eaten was on Air Force Bases. Of course, your mileage may vary.

BASIC ALLOWANCE FOR SUBSISTENCE (BAS)
For officers, and enlisted people who do not reside in the dormitories, the military pays a monetary allowance food. Looking at the BAS Pay Chart, we can see that , officers are paid an allowance of $175.23 per month. Enlisted people are paid $262.50 per month. Why are officers paid less? Mostly it's traditional. Throughout our history, Congress has decided that the government should pick up the entire cost of feeding enlistment members, but not the entire cost for commissioned (and warrant) officers.
BAS is an "allowance," not a pay, and is therefore is not taxable.
The allowance is not designed or paid to provide any subsistence to family members. It is solely for the subsistence of the military member. If an enlisted person is married, and then embarks on a ship or is assigned to a remote tour (a tour where she is not allowed to take family members), and he resides in the dormitory, it is very likely that he or she will lose this allowance in exchange for free meals in the chow hall. (EXCEPTION: By Federal Law, all E-7s and above are authorized to receive BAS, and a new federal law prohibits the loss of BAS when temporarily away from the home station, such as a deployment or duty in the field).
It used to be that when an enlisted member deployed, and they received BAS, they would lose the BAS during the time of deployment (because they received "free meals" at the deployment location Chow Hall). However, responding to complaints of many servicemembers following the first Gulf War, Congress passed a law requiring the military to continue to pay BAS to deployed members, if the member receive BAS at their permanent duty station.
Whether or not you receive BAS really has nothing to do with whether you are married or not. It has everything to do with whether or not the military decides it is more advantageous for you to consume your meals in the chow hall, or whether it is more advantageous for you (from the military's point of view, not yours) to consume meals outside of the chow hall. If you are married and are living with your dependents, you'll almost certainly receive BAS. However, for example, even married people do not receive BAS while in basic training, because they are not living with their dependents, and it is perfectly reasonable to require the member to consume all his/her meals in the chow hall.

Part 7 -- Chow Halls and Food Allowance
Enlisted members who receive BAS are usually authorized to eat in the dining facility (they have to pay for the meal), but the number of meals they are allowed are restricted. For example, in the Air Force, an enlisted member who receives BAS may only consume a maximum of 30 meals per month in the dining facility. If a person goes over that amount, they may lose their BAS entitlement. Conversely, enlisted "meal card" folks who go on leave, receive BAS for their leave period, and may not eat free in the Chow Hall. Officers may only eat in the enlisted mess for special purposes, requiring special permission (for example, a commander checking on the quality of meals).
MEALS, READY TO EAT (MRE)
No article on military food would be complete without mentioning MREs. These have replaced the old "C-Rations," and "Field Rations." We could get into a debate which would last for years about which is better -- C-Rations or MREs. I personally prefer MREs.
MREs are sealed, foil envelopes (rather hard to open sometimes), and can be eaten cold (yech!) or heated up. The packet contains an entree, a side dish, crackers & cheese spread, a desert item, cocoa powder, and a few other misc. snack items. There are several choices of entrees, including: Bean & Rice Burrito, Beef Frankfurters, Beef Ravioli in Meat Sauce, Beef Steak, Beef Stew, Beef Tamale, Cheese Tortellini, Chicken & Rice, Chicken Stew, Chili & Macaroni, Corn Beef Hash, Escalloped Potatoes & Ham, Grilled Chicken Breast, Ham Slice, Meatballs Beef & Rice in Spicy Tomato Sauce, Omelet with Ham, Pasta w/ Vegetables in Tomato Sauce, pork Chop in Jamaican Style Sauce w/ Noodles, Pork Patty, Potatoes Au Gratin, BBQ Pork & Rice, Pork Chow Mein, Spaghetti w/ Meat Sauce, Turkey Breast in Gravy w/ potatoes, Tuna w/ Noodles.
The above list may not be (probably won't be) totally accurate when you read this. One interesting thing since the development of MREs is that every couple of years the Department of Defense surveys military members to find out which dishes were popular and which were not. Unpopular menu items are taken out of service, and new menu items are introduced all the time.
I strongly recommend staying away from the Beef Ravioli.
You don't have to join the military to try a MRE. They are available in many camping stores, and most military surplus stores.

Part 8 -- Education Benefits and Enlisted College/Commissioning Programs
Active Duty Montgomery G. I. Bill
The ADMGIB is the same for all of the active duty services. The choice of whether or not to participate in the program is up to the recruit, and is made (after a briefing) in basic training. This is a one-time-choice, and you don't get the chance to change your mind later.
If a recruit elects to participate, his/her military pay is reduced by $100 per month for 12 months ($1,200 total). In return, the recruit receives education benefits worth $35,460 ($28,800 for a two year enlistee). Under the current law, Congress can increase these amounts each year to match inflation.
The G. I. Bill Benefits can be used while on active duty, or after (honorable) discharge (Note: Benefits expire 10 years after discharge).
To use MGIB while on active duty, you must serve two continuous years of active duty.
To use MGIB after (honorable) separation from active duty:
• With 3 Years of Active Duty. You must have served three continuous years of active duty, unless you were (honorably) discharged early for one of for one of a very few specific reasons (such as medical).
• With 2 Years of Active Duty. You only need two continuous years of active duty if
o You first enlisted for two years of active duty, or
o You have an obligation to serve four years in the Selected Reserve (the 2 X 4 program). You must enter the Selected Reserve within one year of your release from active duty. OR
o You were separated (honorably) early for one of the very specific reasons allowed (such as medical).
When used after getting out of the military, the G.I. Bill pays more. When used while on active duty, the G.I. Bill only pays for the cost of tuition for the course. Because of this, most people do not use the G.I. Bill while on active duty, but -- instead -- use the military's active duty tuition assistance program (discussed below).
It's important to note that if you are separated early, and lose your G. I. Bill qualification, you do not get your money back. This is because (under the law), the money taken out of your pay is not considered a "contribution," but rather a "reduction in pay."
For detailed information about the Active Duty G. I. Bill, see The Active Duty Montgomery G. I. Bill.

Reserve/Guard Montgomery G. I. Bill
Basically, this is the same as the Active Duty Montgomery G. I. Bill, with a few exceptions:
Your military pay is not reduced for this program. However, your monetary benefits are not nearly as generous as the Active Duty Program. Education benefits for the Guard/Reserve Montgomery G. I. Bill are worth a total of $10,152. You must enlist for a period of six years or more. You can begin using the benefits immediately after boot camp and AIT/Tech School/A-School, but benefits terminate if you don't serve your entire enlistment contract period. Benefits expire 10 years after the date you become eligible for the program (even if you don't separate). Fore detailed information about the Reserve Montgomery G. I. Bill, see The Guard/Reserve Montgomery G. I. Bill.

College Funds and College Loan Repayment Program
"College Funds" and the College Loan Repayment Program (CLRP) are discussed in Part 4 of this series.
Part 8 -- Education Benefits and Enlisted College/Commissioning Programs
Active Duty Tuition Assistance
All of the services offer 100 percent Tuition Assistance for courses taken while on active duty. However, there are limitations. All of the Services limit TA to $4,500 per year, per individual. Additionally, there are limits on the amount of TA available per semester hour.
• Army Tuition Assistance Policy
• Air Force Tuition Assistance Policy
• Navy Tuition Assistance Policy
• Marine Corps Tuition Assistance Policy
Guard/Reserve Tuition Assistance
Both the Army National Guard and the Air National Guard offer Tuition Assistance. The Army National Guard allows 75% tuition assistance not to exceed $200 per semester hour, or $133 per quarter hour, up to $4,000 annually.
The Air National Guard offers 100% tuition assistance not to exceed $250.00 per semester hour, or $166 per quarter hour, up to $1,000 annually.
Additionally, many states offer additional education benefits for members of their National Guard (National Guard is controlled --for the most part--by the individual States, not the Federal Government, so benefits can vary widely from state-to-state).
The Air Force Reserves give 100% Tuition Assistance for undergraduate degree programs. TA is limited to $250 per semester hour, or $166.67 per quarter hour, up to $4,500 annually. For graduate degree programs, the Air Force Reserves offer 75% TA, limited to $187.50 per semester hour, or $125 per quarter hour, with a $3,500 annual maximum.
The Army Reserves offers 100% TA for both undergraduate and graduate degrees. TA cannot exceed $250 per semester hour, or $166.67 per quarter hour, up to $4,500 annually.
The Coast Guard Reserves offer TA for both undergraduate and graduate degrees. TA cannot exceed $250 per semester hour, or $166.67 per quarter hour up to $4,500 annually.
The Navy and Marine Corps Reserves do not offer a Tuition Assistance Program, at present. However, (for all of the reserve service), military members who are called to active duty under Title 10 -- Federal Call up -- get the same TA benefits as their active duty counterparts. That means, for example, that a Reserve Marine, called to active duty, would be eligible for the Marine Corps Active Duty Tuition Assistance Program.
College Degrees and Commissioning Programs
The Air Force is the only service that actually issues college credits and college degrees. The Air Force does this through the Community College of the Air Force (CCAF), which is a fully accredited community college (The largest community college in the World). The CCAF does not itself offer college courses. CCAF issues fully accredited college transcripts, and awards Associate of Science Degrees to Air Force Members in educational areas of their military specialties, using a combination of credits for off-duty college courses, military schools, and military experience.
The other services do not issue college degrees, nor do they actually award college credits. However, the American Council on Education (ACE) has recommendations for college credits for almost all military schools/jobs for the Army, Navy, Marines, and Coast Guard, and most colleges and universities in the United States accept those recommendations for current/former military members enrolled in degree programs in their institutions.

I'm often asked if one can really get a college degree while on active duty. The answer is yes. Several hundred enlisted military personnel do this every year.
Each military base has an Education Office, who have arranged for colleges and universities to conduct college courses on-base, leading to various degree programs. However, one should realize that it takes much more time, then if you were going to college full-time as a civilian. For the most part, you're taking college courses, part-time, while off-duty on the weekends and evenings. Additionally, what your job is, and where you are assigned will play a large part in determining how much "free time" you have to attend college courses. A finance clerk assigned to a squadron that rarely deploys will have a better opportunity to attend off-duty college courses than an infantry troop, assigned to a company that trains "in the field" often.
However, even for those who don't work a "regular schedule," distance-learning has changed the face of getting an off-duty education. There are now several universities (some associated with the military, some not) who will allow you to take most (if not all) courses via the Internet. The Army even has a program where they will issue a free laptop computer to recruits enrolled in authorized distant learning programs. The Navy takes college professors with them on some of their larger ships, so they can offer off-duty college courses to sailors at sea.
In addition to taking courses off duty, each of the services have programs which allow some enlisted to remain on active duty and attend college full-time (receiving full pay and allowances). Some of these programs lead to a commission as an officer, some do not. Most require that you commit yourself for a longer hitch in the military. Most require that you obtain some college (usually two or three years) on your own, first. ALL of these programs are extremely competitive. There are many, many, many more applicants for these programs than there are available "slots" each year. So, if you plan to compete for one of those few available slots, you need to be the "best of the best." That means top grades, outstanding military record, and "walk on water" written recommendations from your supervisors and commander. For details, see our Education & Training Resources.
Enlisted members who do obtain a college degree while on active duty can apply for a commission through Officers Candidate School (Officer Training School for the Air Force). Again, there are generally many more applicants each year then there are available "slots," so -- if you want to be selected -- you have to be among the top.
The Army and the Coast Guard are the only services in which an enlisted member can obtain a commission without having a 4-year college degree. Enlisted members in the Army can attend OCS and be commissioned with only 90 college credits. However, they must complete their degree within one year of being commissioned, or they risk being reverted (rifted) to their previous enlisted rank. See Army Officer Candidate School (OCS) for more information.

Part 9 -- Leave (Vacation) and Job Training
Leave (Vacation)
Whether you're the lowest enlisted rank, or a 4-Star General (or Admiral), all military personnel get the same amount of vacation time. Military members get 30 days of paid leave per year, earned at the rate of 2.5 days per month.
Unlike civilian leave programs, however, military leave, taken over weekends and holidays count as "leave taken." For example, if you take leave, beginning on Monday for 12 days, until the following Friday after, the Saturday and Sunday in the middle is counted as leave.
According to military regulations, leave must start and end in the local area. That means, if you begin your leave on Monday, you cannot leave the local area until Monday, even if you are off-duty on Saturday and Sunday. Conversely, if you schedule your leave to end on a Friday, you must return to the local area on that Friday, even if you're not scheduled for work until the following Monday.
Normal leave is approved/disapproved by the member's immediate supervisor. Emergency leave (someone in your immediate family dies or is seriously ill), is approved by the commander or first sergeant, upon verification of the emergency (usually from the Red Cross). Emergency leave still counts against your authorized leave time (30 days per year). The commander is the approval authority if one must take more leave than they have currently earned. (Example, let's say you've been in the military for four months, and you've not taken any leave. You should have 10 days of leave "saved up" -- 2.5 days per month for four months. Assume your father gets very sick, and you need 15 days to go home and see him. You would be using five days you haven't earned yet, so the commander would have to approve it. When you returned, you would be five days "in the hole," so it would be two months before you have a "zero leave balance" and would begin earning leave again.
Except for emergency leave, and Christmas Exodus (discussed below), commanders are usually reluctant to approved leave that hasn't been earned yet. This is because, under the law, if a person is discharged (for any reason) and they have a negative leave balance, they must repay the military one day's base pay for each day they are "in the hole" as of the date of the discharge.
Leave is calculated according to the "fiscal year" (1 October to 30 September). One is allowed to "carry over" only a maximum of 60 days from fiscal year to fiscal year. (Note: Exceptions can be approved if one can show that they were denied leave due to military necessity for unusual situations, such as long-term deployments). In other words, if you have 65 days of leave on the books on 30 September, 5 of those days will be "lost" when the ca lander rolls over to 1 October. So, on 1 October, you will have 60 days "on the books."
Leave can be "sold back" at the time of reenlistment and separation/retirement. For each day of leave you have saved, you can sell it back for one day's base pay (taxable). One can only sell back a maximum of 60 days of leave during a career. It does not have to be all at one time. For example, one could sell back 10 days of leave during their first re-enlistment, then 10 days during their next re-enlistment, etc.
It's generally not a good idea to sell back leave until/if one has enough rank/time-in-service so that their base pay is high enough to make it worthwhile. For example, using current pay charts, if an E-4 (over 4 years in the military) sold back 30 days of leave, he/she would receive (before taxes) $1814.10. However, if he waited until he/she was an E-8, with 20 years of service, he/she would receive $3815.70.
In addition (or instead) of selling leave back, one can take "terminal leave" when they are discharged or retire. For example, let's say you are scheduled to be discharged (or retired) on 1 September, and you have 30 days of leave "saved up." You can out process from the military 30 days early, then continue to receive full pay (including base pay, housing allowance, food allowance, and any special pays), until your official date of discharge.

Leave After Basic Training
With the exception of the Marine Corps, who authorizes all recruits to take 10 days of leave, immediately following boot camp, one does not normally get their first military leave until they graduate technical school/AIT/A-School. After technical school/AIT/A-School, one is normally authorized to take 10 days of leave, if their first assignment is to a CONUS (stateside) base, and 15 days of leave if their first assignment is to an overseas base (Note: For extremely long schools, longer leaves may be authorized upon graduation). The 10/15 rule is usually automatic, and contained in the written orders, and apply even if it results in the recruit going into "the hole" on their leave balance. (Of course the person doesn't have to take all, or any of the leave-time authorized).
Christmas Exodus. During the two weeks around Christmas time, the Army pretty much shuts down basic training, and AIT schools. The Air Force and Navy do not shut down basic training, but do shut down many of their job schools (Tech Schools and A Schools). This period is known as "Christmas Exodus." Recruits are usually allow to go home on leave at this time, if they want, even if it results in going "in the hole" on their leave balance. Recruits who choose not to take leave at this time, are normally assigned to do details (answer phones, cut the grass, etc), because most of the instructors/drill sergeants will be away on leave, and classes are not conducted during this time. Usually (but not always) if a recruit takes leave during Christmas Exodus, that results in a negative leave balance, and they won't be authorized to take leave after school graduation (Note: For long schools, individuals may have had time to "save up" some more leave. They would normally be allowed to take that leave, after graduation, if they want).
In most cases, the cost of travel is at the member's expense, while on leave. However, in the cases of Emergency Leave, while assigned/deployed overseas, or deployed at sea (Navy/Marines), the military will arrange free transportation back to the States. Once the individual arrives at the "port of entry," in the States, the cost of travel to their leave area is up to them. Once the leave is finished, the military will also arrange for free transportation from the "port" back to the overseas/sea duty assignment.
Passes. A "pass" is non-chargeable "time-off." During a military member's normal off-duty time, they are automatically considered to be on a "Regular Pass." In the old days of military service, a military member had to have permission to be "off-duty," and to leave the base. To even go off base, they would have to have a written pass from their commander and/or first sergeant. Today, the "regular pass" is a person's military ID card. With a few exceptions (such as basic training, or phase restrictions in technical school), a military person can leave the base when off-duty without special permission.
Another type of pass is a "special pass." An example would be the 3-day pass. These are special passes issued by the commander, first sergeant, or (sometimes) supervisor for "time off," often given as a reward for superior performance. Usually, a special pass cannot be used "back-to-back" with leave, and cannot (in most cases) be used in conjunction with a weekend or other scheduled off-duty time.
Permissive Temporary Duty Assignment (PTDY). Sometimes a military member wants to attend a conference or class or function, that the military won't pay for, but which benefits the individual professionally (which thereby benefits the military). In such cases, the commander can authorize a Permissive TDY. Members on Permissive TDY do not receive any travel pay, or re-imbursement (like they would for an official TDY), but the isn't charged against their leave. Examples of permissive TDYs would be the Hometown Recruiter's Assistance Program, or a computer specialist attending a Microsoft ™ certified computer course.
Hometown Recruiter Assistance Program
With the approval of the recruiter and the school commander, recruits may be authorized a "permissive TDY" to return to their home town and assist the recruiter (for up to 20 days, depending on the service). A "permissive TDY" means the military won't pay the travel costs, but the time is not counted against leave. Recruiter Assistance Duty can often be combined with leave, so the member spends some of their time at home working with the recruiter, and some of their time at home, on leave. The amount of leave that can be combined with the Recruiter Assistance Program, and the length of the authorized Permissive TDY varies from service to service.

AIT/Tech School/A-School
In the Air Force, job training is called "Technical School," or sometimes "Tech School" for short. In the Navy, initial job training is called "A-School" (advanced job training is called "C-School"). The Army refers to their job training as "AIT," or "Advanced Individual Training."
Restrictions on your freedoms are not over just because you graduated boot camp. For non-prior-service enlistees, there are restrictions placed on your freedoms (curfew, restriction to base, wearing of civilian clothes, etc.) for the first portion of job training:
• Technical School Training Restrictions (Air Force)
• A-School Restrictions (Navy)
• AIT Restrictions (Army)
The Marine Corps does not impose any special restrictions on their Marines during job training. However, all non-infantry Marines have to attend a special "Basic Combat Training" course before they continue onto job training (Infantry Marines attend a more advanced combat course, which is also their primary job training -- i.e. Infantry).
The Coast Guard also does not impose restrictions during their job training, because CG personnel do not go to A-school directly out of basic training. They must spend a year or so at their first duty station, doing "general duties" before they get to choose a rating (job) and go to A-School.
In general, if your school is longer than 20 weeks (at a single location), dependents are authorized to travel to the school location and set up a household, at government expense (see First Duty Station Travel Entitlements in Part 10 of this series). If the length of the school is less than 20 weeks, government reimbursed transportation is not authorized, in most cases. However, dependents are certainly allowed to relocate, on their own, at their own expense. In either case, members in job school receive a housing allowance, based upon the actual location of their dependents.
It's important to remember that (except for the Marines), leave is not usually authorized following basic training. This means the dependents would have to make the move completely on their own, without the member's presence (however, if they are going to be a "military family," this is something they should get used to, in any event). Also, the member is probably going to be restricted to base during the first part of their training (usually, the first 30 days or so), so the dependents may have to do all the "house-hunting," to find a place to live, on their own.

Part 10 -- Military Assignments
First Duty Assignments
There are only two services that will guarantee (in the enlistment contract) a specific first duty station. For details, see Part 4 of this series.
Note: The Guard and Reserves also guarantee the duty station because they are recruiting to fill specific, open slots in specific Guard & Reserve units.
For everyone else, first duty station selection is made (in either basic training or technical school/AIT/A-School), based upon your preferences, and the "needs of the service." In most cases, you fill out a form, known as a "dream sheet" to list your assignment preferences. While the services will consider your preferences, the overriding deciding factor is where the military needs you the most. If that coincides with one of your preferences, great. If not, you'll be assigned to where the service wants you.
For the most part, for the first duty assignment, the "dream sheet" is best thought of as a tie-breaker. For example, let's say the service needs you equally bad at base X and base Y. They now have to decide which of these two bases will get the pleasure of your company for the forseeable future. They look at your dream sheet and see you have base Y listed as one of your preferences. Problem solved! You'll be assigned to base Y! On the other hand, assume you have base Z on your dream sheet, but the service needs people the most at base X and base Y. You ain't gonna get base C. The service will be assigning you to either base X or base Y, regardless of what is on your assignment dream sheet.
For some Navy Jobs, your assignment can also be based on your class-standing in "A-School." In other words, the person at the "top of the class," would have a better chance of receiving the assignment he/she wants than the person at the "bottom of the class."
Of course, it goes without saying that assignments are based on valid vacancies. If you have the job of "tank-fixer," you're only going to be assigned to bases that have tanks to fix.
Future Assignments
After the first duty assignment, assignments are done a little differently. In most cases, you'll have a little more say in future assignments, than you have for the first duty assignment. There are a few restrictions, however:
First-term (those in their first enlistment) enlisted members assigned to a CONUS (stateside) location must have 12 months time-on-station before being eligible to move to an overseas location, and must have 24 months time-on-station before being allowed to move to another CONUS location.
Career (those who have re-enlisted at least once) enlisted members assigned to the CONUS must have 24 months time-on-station to move to an overseas location and must have 36 months time-on-station in order to move to another CONUS location.
Truth be told, the miltiary services are doing fewer and fewer CONUS to CONUS moves. For all practical purposes, if you are assigned to a CONUS base, and you want to move, you're going to have to volunteer for an overseas tour (or sea duty for Navy).
The length of time one spends on an overseas tour depends on the location. For example, most of Europe and Japan are considered "standard" overseas tours. The length of the assignment is 24 months for single people, or those with dependents who elect not to bring their dependents, and 36 months for those who bring their dependents. Another type overseas assignment, like most assignments to Korea are considered "remote." On a remote tour one cannot bring their family at government expense, and the tour-length is 12 months. On the other hand, those returning from a remote tour usually get assignment preference over those returning from a standard tour.
In most cases, if you are at CONUS base X, and you hate it there, the only way to move to a different CONUS base is to volunteer for an overseas assignment, then hope you get a CONUS base you like when you are reassigned back to the CONUS, following the overseas tour.
For "standard" overseas tours, one can generally increase their chances of being selected by volunteering for the "Extended" tour length. This is the standard tour, plus 12 months. For example, let's say that there is one vacancy in Germany for a person in the paygrade of E-5, with the MOS (job) of XXX. There are two E-5s with MOS XXX who have volunteed for Germany. One of them volunteers for the "standard" tour, which is 24 months with no dependents or 36 months with dependents. The other volunteers for the "Extended" tour length, which is the standard tour, plus 12 months. The E-5 who volunteered for the extended length will get the assignment, because staying there an extra year will save the military money.

Of course, one can be involuntarily assigned overseas, as well. If there are not enough volunteers for overseas vacancies, the service will select a non-volunteer. In general, this is done based on the military member's last overseas return date. For example, let's say that there is a vacancy for an E-7 in Japan in MOS XX. There are no volunteers on the list. John last returned from an overseas tour on 11 May 1985 and everyone else in the Army currently assigned to a CONUS base, in his MOS and rank last returned from an overseas assignment after 11 May 1985. John's gonna get the assignment as a non-volunteer. If one has never been on an overseas assignment, their last overseas return date is the same as their date of enlistment.
Follow-on Assignment
A "Follow-on Assignment" is an assignment after a remote tour. Remember that I said those returning from a remote tour get assignment priority over those returning from a standard overseas tour? Well, those with orders for a remote tour can apply for their next assignment before they even depart to the remote tour.
When one is assigned to a 12-month remote tour, one can move their dependents anywhere they want in the United States, at government expense to live while the member is away. The government must then pay again to relocate the dependents from where they are living to the new assignment, when the member returns from the remote tour. If one applies and gets an approved follow-on assignment, however, the member must agree not to relocate his/her dependents to anywhere (even at his/her own expense) to any location other than the follow-on assignment location. This saves the government money, and is beneficial to the miltiary member because he/she gets assigned (after the remote tour) to a location he/she wants. Of course, single people, even though they don't have dependents can use the follow-on program, as well.
Deployments
A word here about the difference between overseas assignments and overseas deployments. They are two different things. An "overseas assignment" is an assignment to an overseas location with a set tour length. At the end of the assignment, the military member re-enters the assignment process, and is assigned to another base. This is different than a deployment. Military members currently in Iraq, Afghanistan, etc., are "deployed" there, not "assigned" there. When their mission is complete, they will return to the same base and unit they came from. Most "deployments" are for 180 days or less.
Hardship Assignments
Each of the services also have procedures for "hardship assignments." This allows a military member to apply for reassignment to a specific area/base, due to a valid family hardship. The military's definition of a "hardship," may not be the same as yours, however. The military's definition of "hardship" is when there are extreme family problems (such as illness, death, or extremely unusual circumstances) that are temporary in nature (to be resolved in less than one year), and the specific circumstances necessitates the military member's presence and no other possibility exists for resolution of the family difficulties." If the problem is not one that can be resolved within one year, a hardship discharge will be considered, vs. a hardship assignment.
Joint Spouse Assignments
When one military member is married to another military member, both must apply to be assigned together. This is called a "Joint Spouse Assignment." The military will try as hard as it can to assign spouses together (it's considered a "sucess" if the couple are assigned within 100 miles of each other). There are no guarantees, however. Right now, the "sucess-rate" for Joint Spouse assignments is about 85 percent. That sounds pretty good, until you realize that means 15 percent of married military couples are currently not assigned to within 100 miles of each other. Joint-Spouse assignments work better when both are members of the same service. It's a lot easier, for instance to assign two Air Force people together, as they can usually be assigned to the same Air Force base (depending, of course on their jobs). However, if one is in the Air Force and the other is in the Marine Corps, it would be much more difficult, as there are few Marine Corps jobs on Air Force bases, and few Air Force jobs on Marine Corps bases, and few Air Force bases and Marine Corps bases within 100 miles of each other. For details, see our Military Couples article.

Permissive Reassignments
A "permissive reassignment" is one that doesn't cost the government any money. Most permissive reassignments are in the form of "swaps." Remember how I said above that re-assignments from one CONUS location to another CONUS location are becoming more and more rare? That's because these moves cost money. The military must reassign an overseas returnee, so they generally use those to fill vacant CONUS slots. They also must fill overseas vacancies, so they use those in the CONUS to fill those slots, resulting in a constant rotation. In most cases, if one wants to go from one CONUS base to another, they must do a "Swap." One does this by finding someone with the same rank and same job that they have, currently assigned (or with orders) to a base they want to go to, and try to get them to agree to "swap."
A "Swap" cannot cost the military any money. In other words, both members who agree to "swap" must pay for their own move. This includes shipment of personal property. Usually, military personnel offices maintain lists of military people worldwide who are looking to "swap." Sometimes, military publications such as Air Force Times, Army Times, Marine Corps Times, and Navy Times also print such listings.
To be eligible for a "Swap," one must have the required time-on-station mentioned above. In other words, a first-termer must have 24 months time-on-station to swap with someone at another CONUS location.
Base of Preference
I said that moves from one CONUS base to another CONUS base were becoming more and more rare. The single exception to this rule is the Base of Preference Program (BOP). The BOP is generally in conjunction with re-enlistment (for "careerists," there are different rules). Before one re-enlists, one can apply to move to a base of his/her choice. The military, of course, wants this person to re-enlist, so they try hard to grant his/wishes. If the BOP is approved, the member must then re-enlist to accept the assignment. If the BOP is disapproved, the member can try for a different choice, or elect to re-enlist, or elect to separate from the military at the end of their current enlistment.
Travel Entitlements
Travel Pay. When you graduate technical school/AIT/A-school, the military will pay the authorized costs for you to go from your technical school/AIT/A-school location to your next duty assignment (or, to the "port" of your military flight for overseas assignments). There are two ways that military will do this (your choice): They will either provide you with an airline ticket, directly from your school location to the next duty assignment (or port call), or they will pay you a mileage allowance, plus per diem for each day you are in an authorized travel status. They will also pay a mileage allowance and (1/2 per-diem) for any authorized dependents to travel from their location to the duty station.
Before you depart your school, you can visit Finance (with copies of your orders), and normally receive an advance (about 80 percent) of your estimated travel pay.
At present, the mileage allowance is 15 cents per mile, and the authorized per diem is $85.00 per day. Dependents (family members) receive 1/2 of the authorized per diem rate for each day of travel. The military computes the amount of travel time at the rate of 350 miles per day (that's the maximum amount of time you will be allowed to travel). However, you will only be paid per-diem for the actual days you travel (according to the Travel Voucher you must file when you complete the move). For example, let's say your assignment is 700 miles away from your school location. Your orders allow you two days of travel time, but you drive it in one day. You will only receive one day's per diem (for the actual day you traveled). Per diem is only paid when you are traveling from your school to your new duty assignment. If you go "out of the way" to take leave, you don't get mileage allowance/per diem for those days of travel (sometimes, your leave location is on the route of travel toward your next duty assignment, so you luck out).

If you are traveling with your dependents, in a single vehicle, the mileage rates are less. For complete rates, see our Travel Mileage Rates page.
The military does not pay you for travel on leave. They pay you for direct travel from your old duty assignment to your next duty assignment. If you travel home on leave, any additional cost is out of your pocket.
For example, let's say that you went to technical school/A-school/AIT at Base X. You have orders to Base Y which is 1,500 miles from Base X. You elect to travel home on leave after leaving Base X, before reporting to your new assignment at Base Y. You buy an airline ticket to your home, and it costs you $800. Your home is 400 miles away from Base Y (the new base you're reporting to after your leave). From home, you drive your car to your new base.
Assuming you had no dependents moving with you, for this move, you would receive travel pay of $225. This is the distance from your old base to your next base, multiplied by 15 cents per mile (of course, you would also receive $85 per day per diem for each authorized travel day, that you used actually traveling to your final destination). The $800 that you spent for a ticket home has nothing to do with it. That was travel to go ON LEAVE, which is out of your pocket, not the military's.
So, what if you don't drive a car? Suppose you leave Base X, buy a ticket home for $800, then buy a ticket from home to Base Y for $300 (for a total expenditure of $1,100)? In that case, the military will pay you what it would have cost THEM to buy you an airline ticket directly from Base X to Base Y. Let's assume that they would have paid $900.00. In this case, you would be re-imbursed $900, out of your total $1,100 expenditure.
Privately Owned Vehicle Shipment. If you own a vehicle, and get an overseas assignment, the military will either ship the vehicle for you, or store it while you are away. Some assignments (such as most European bases) allow military members to bring their own Privately Owned Vehicles (POV) with them. If you are assigned to one of these locations, you can drive your POV to one of the many POV processing stations in the United States (you get mileage reimbursement -- see above), and the vehicle will be shipped to one of the processing stations in the area of your overseas assignment. When your vehicle arrives, you simply go to the overseas processing station, and pick it up.
Some locations don't allow the shipping of a POV (such as Japan), and others restrict POVs to certain ranks (such as Korea where you must be command-sponsored or in the rank of E-7 and above to own/operate a POV). In these cases, the military will store the POV for you for free while you are assigned overseas.
A relatively new change in the law allows a military member to ship his/her privately owned vehicle within the CONUS (Continental United States) at government expense, if there is a valid reason, such as the member's orders do not give them enough time to drive, or if the member is medically incapable of driving.

Property Shipment. The military will pay to move your personal property from your home location to your first permanent duty station, or, you can rent a truck, move it yourself (This used be be called a "DITY Move," or "Do It Yourself Move," but is now officially called a "Self Procured Move"). In such cases the military will reimburse you a portion of what they would have paid a contractor to move it. Warning: You must have advanced permission to do a Self Procured Move, so make sure you visit the base Traffic Management Office (TMO) before doing this.
When you receive your written orders for your first duty station while you are at school, you take them to TMO, who will brief you, and arrange a date for contractors to pack and pickup your personal property. You do not have to be there personally when the packers arrive. If you are not able to be there, however, you must designate someone there (in writing) to be allowed to sign the shipping forms, and supervise the packers. Weight allowances depend on your rank and whether or not you have dependents. More details in our Property Weight Allowance Table.
Dislocation Allowance. You may be entitled to a dislocation allowance (DLA) when relocating your household due to a PCS. However, keep in mind that DLA is intended to partially reimburse relocation expenses not otherwise reimbursed and probably will not reimburse all of your relocation expenses.
Under a brand new change in the law, members are now entitled to a dislocation allowance for their initial PCS move. Under previous law (2001 and prior) there was no DLA entitlement when the PCS is from your home (or the place where you entered active duty) to your first permanent duty station (PDS).
If you do not move dependents, you receive DLA at the without-dependents rate if you don’t occupy Government quarters (barracks/dormitory) at your new permanent duty station.

Part 11 -- Military Enlisted Promotions
Each of the services have their own enlisted promotion systems. For the Army, Marines, and Air Force, promotions up to the grade of E-4 are pretty much automatic (assuming one doesn't get into trouble), based upon time-in-service and/or time-in-grade. The same is true for the Navy and Coast Guard up to the grade of E-3.
Here are the basic requirements for the "automatic" promotions:
Promotion to E-2:
• Army -- 6 months active duty & commander's recommendation
• Air Force -- 6 months active duty & commander's approval
• Navy -- 9 months active duty and commander's approval
• Marine Corps -- 6 months active duty
• Coast Guard -- After completion of boot camp
Promotion to E-3:
• Army -- 12 months active duty, 4 months as an E-2, and commander's recommendation
• Air Force -- 10 Months as an E-2, and commander's approval
• Navy -- 9 months as an E-2, demonstrated military and professional qualifications, and commander's approval
• Marine Corps -- 9 months active duty, 8 months as an E-2
• Coast Guard -- Six months as an E-2, demonstration of military & professional qualifications, & commander's approval
Promotion to E-4:
• Army -- 12 months active duty, 6 months as an E-3, and commander's recommendation
• Air Force -- 36 months active duty, with 20 months as an E-3, or 28 months as an E-3, whichever comes first
• Navy -- Based on Navy-wide vacancies within each career field. Averages 36 months active duty.
• Marine Corps -- 24 months active duty, 12 months as an E-3, and meet established score.
• Coast Guard -- Based on Coast Guard-wide vacancies within each career field. Averages 36 months active duty.
Promotions to the grades of E-5 (E-4 for the Navy/Coast Guard) and above are competitive. There are more people eligible for promotion then there are available positions (Congress sets the number of enlisted personnel who can serve in each grade). Therefore, eligible personnel compete against other eligible personnel (within the same MOS/AFSC/Rating) for however number of slots are available that year. Promotion rates change each year, based upon several factors (including reenlistment rates) which determine how many slots in each rank will be available. The services each have their own methods to "choose the best," based upon points for specific achievements, to promotion boards, to combinations of both.
With the exception of the Air Force, which gives the same promotion percentages within each rank to each Air Force job, promotions (in the other branches) can depend greatly upon the current manning-level of your specific job. For example, if you're an E-5 in a Navy rating (job) that is overmanned in E-6s, you may be unable to get promoted, no matter how well you do on the tests or other promotion factors. On the other hand, if you're in a rating that is undermanned in your (next) rank, you can be promoted pretty fast, even if you don't do all that well on the promotion tests and other promotion factors.
In the Air Force, it's a different story. The Air Force gives the same promotion percentages to all their jobs (exception, some extremely critical jobs get an extra five percent promotion advantage). In other words, if the Air Force decides that their overall promotion rate to E-5 is going to be 25 percent, then 25 percent of the eligible E-4s in each Air Force Specialty will be promoted. This system has a major disadvantage, however -- it can easily result in one job being overmanned in personnel of a certain rank, and other jobs (or the same job) being undermanned in certain ranks. The Air Force handles this by identifying those in overmanned ranks/jobs and asking them to re-train. If they don't get enough volunteers, the Air Force will mandatorily re-train enough folks to balance out the rank structure within their jobs.
For an overview of the specific enlisted promotion systems, you'll want to read the following articles:
• Army Enlisted Promotion System, Simplified
• Air Force Enlisted Promotion System, Simplified
• Navy Enlisted Promotion System, Simplified
• Marine Corps Enlisted Promotion System, Simplified
See our Enlisted Promotions Averages Chart to see how the services stack up against each other for average time it takes to get promoted.

High Year of Tenure (HYT)
Quite basically, this is the military's "up or out" system for enlisted personnel. Under HYT, if an enlisted member does not make a certain rank within a certain amount of time, they are not allowed to re-enlist. For example, if a solder in the Army does not make the grade of E-4 by the time he/she has ten years in the service, he/she won't be allowed to stay in (of course, if forced out before they were eligible for retirement -- i.e. with less than 20 years of service -- they would most likely be eligible for involuntary separation pay). See our HYT Charts for complete information.

Part 12 -- Military Medical and Dental Care
If the recruiter promises you free health care for life, turn around and run (or find another recruiter).
Seriously, up until the mid 1980s, recruiters were promising just that. It wasn't their fault -- up until that time there was free health care for life. Any military retiree, and their immediate families, could get care (space available) at any military medical facility. That law hasn't really changed. What has changed is the "space availability" of health care.
As a result of down-sizing, 35 percent of the military hospitals that existed in the United States in 1987 are closed today. Several dozen others have cut services. The number of doctors, nurses and medical technicians in military service has declined along with the number of other service members.
Despite this, the total number of people seeking health care through the military’s health care system has dropped only slightly.
Slowly, but steadily, military retirees, their families, and many active duty family members, were forced to seek medical care off-base, with only partial reimbursement from a program called CHAMPUS (Civilian Health and Medical Program of the Uniformed Services). Those who could still receive care through the military medical facilities found that even urgent care appointments were taking weeks -- if not months -- to obtain.
Let me say right from the start: The current military health care system (Tricare) is not bad when compared to most civilian health care plans. We have a health care cost crisis in this country, and Tricare is certainly one of the least expensive plans available anywhere. However, many military veterans and retirees are understandably upset with the provisions of Tricare for two primary reasons:
1. They feel they were promised FREE health care for life in exchange for a minimum commitment of 20 years. Veterans believed this promise, and put up with dismal work/living conditions and low pay in order to win this compensation. Many retirees and veterans feel that their Government lied to them.
2. Up until this year, retirees completely lost their Tricare benefits when they become eligible for Medicare. A new law now allows Medicare eligible retirees to use Tricare to pay any costs not covered by Medicare. To use this benefit, retirees must be enrolled in the Medicare "Part B" plan.
Active duty military members and their dependents receive free medical care, under the Provision of Tricare known as "Tricare Prime." This works kind of like an HMO. The member (and his/her dependents) are assigned to a "Primary Care Provider," which is usually (but not always) the base hospital. The Primary Care Provider takes care of their medical needs, and makes authorized referrals to specialists when they don't have the capability to handle the problem.
Members of the Reserves and National Guard are authorized free medical care under Ticare anytime they are activated for 30 days or longer. Under a new change to the law, health coverage actually starts when the member receives "delayed" activation orders, or 90 days before the activation (under the old law, coverage didn't begin until the member was actually activated). Another change to the law temporarily extends Tricare medical benefits to Reserve component sponsors and family members who are either unemployed or employed but not eligible for employer-provided health coverage.
Dental care is free to active duty members and to members of the Guard/Reserve who are on active duty, but not free to non-mobilized Guard/Reserve members or military dependents. However, the services have a family dental plan which -- for just a few bucks a month -- gives dental insurance coverage to military family members and non-mobilized members of the Guard/Reserves (and their families).
For more details about the military health care system, see our feature article, Military Medical Care, Explained.

Part 13 -- Military Commissaries and Exchanges
I run into civilians all the time who think, as a military retiree, I can buy a suit at the Base Exchange for $20.00, or can buy a carton of cigarettes at the Commissary for $2.00 per carton.
While the Commissary and Base Exchange can save you money, they certainly do not produce the gigantic savings that many civilians think they do. You can't buy a $2,000 stereo for $500. You won't find T-Bone Steak for $.49 per pound.
Commissaries
Defense Commissary Agency (DeCA) Commissaries are appropriated fund activities. By that, I mean they are allowed to use taxpayer dollars (if approved by Congress) for their operation and construction. The agency operates more than 230 stores through four regional headquarters, three in the United States and one in Europe. Commissaries operate under guidelines and procedures incorporated into Federal Law. Commissaries must sell their items for the same price they purchase them. A five percent surcharge is added to the purchase to help pay for normal operating costs and facility maintenance and construction.
Although most of the commissary "pay-roll" (cashiers, stockers, etc.) comes out of the surcharge, baggers are independent contractors who work solely for tips. It's customary to tip baggers between $1.00 and $5.00, depending upon the total amount of your purchase.
DeCA claims to provide an overall savings of 29.7 percent. Your particular mileage may vary, depending upon whether or not your local civilian food store charges a sales tax for food items, and what type of grocery stores you have available in your local area. In preparation for this article, I visited a local "Super Saver" Grocery Store, and bought $103.57 worth of groceries. I then made a list of the items I bought and traveled to Offutt Air Force Base. At the commissary there, I priced the exact same items. According to DeCA, my commissary bill should have been around $70.00. Had I actually purchased the items, my bill would have been $85.52. Tack on the 5 percent surcharge, and it would have been $89.79. I won't count the bagger's tip, as "Super Saver" is a "bag-it-yourself," type store. My total discount would have been 13.3 percent.
While DeCA is required by law to resell items at cost (plus surcharge), it is allowed to "cheat." A few years ago, without the permission of Congress, the Commander of DeCA unilaterally decided to increase the price of cigarettes sold in the commissaries. To get around the law, DeCa now buys all of it's tobacco products from military exchanges, which sells tobacco items at prices comparable to the local civilian economy prices. Many of you may not smoke, so may not care, and some of you may be saying, "Good. They should raise the price of cigarettes to discourage smoking." However, in my opinion, this has established a dangerous precedent. If DeCA is allowed to artificially inflate prices by choosing the source it purchases from (instead of purchasing from the lowest-priced source), then there is nothing to stop them from deciding next year that sugar or red meat is bad, and take similar measures with those type of items.
Military Exchanges
Unlike commissaries, military exchanges do mark-up items. In fact, in Fiscal Year 2001, AAFES made $373.1 million in "profit." $243.9 million of this"profit" was used for local and service-wide Moral, Welfare, and Recreation (MWR) projects (the rest was used by AAFES for other needs, such as facility renovation). There are three separate exchange systems: The Army and Air Force Exchange Service (AAFES), The Navy Exchange Service (NEXCOM), and the Marine Corps Exchange.
The only congressionally appropriated money spent in the three exchange systems comes in the form of utilities and transportation of merchandise to overseas exchanges and for military salaries. A non-appropriated fund activity (NAF) of the Department of Defense, the exchange services fund 98% of their operating budgets (civilian employee salaries, inventory investments, utilities and capital investments for equipment, vehicles and facilities) from the sale of merchandise, food and services to customers.
There has been some talk about combining the three separate systems into one Exchange Service, but -- so far -- that's all it's been. Just talk.
It is not difficult to find either the exact item, or a like-item in civilian stores, priced lower than one can purchase them in a military exchange. For example: A couple of years ago, I noted that thehe online AAFES exchange catalog listed a Samsung SV-C142P VCR for $159.00. I bought the exact same item at a local K-Mart the month before for $129.00. When shopping for a new computer a couple of years ago, I traveled to the Offutt AFB exchange. The exchange was selling "last year's" computers at "this year's" prices. I definitely did not find any bargains on computers.
A common complaint about the exchanges comes from junior enlisted members and their families. While the exchanges may offer discounts on "name-brand" items, their selection of "non-branded" items leaves much to be desired. Many low-ranking enlisted folks can't afford Calvin Klein, no matter how high the savings. They would rather buy a "no-brand" name pair of jeans from Wall Mart at 1/2 the price. Indeed, a quick look through the woman's apparel section on the online store, shows nothing but famous name-brand clothing items. While this may be okay for senior NCOs/officers and their families, these type of items are not affordable by lower-ranking enlisted personnel.
On the other hand, I took a civilian friend with me shopping at the Keesler Air Force Base exchange last month. I call this lady a "professional shopper," because she has a keen sense of what is in fashion and what is not, and what women's clothing and accessories should cost. She was thrilled with the selections and prices in the "BX." (That one shopping trip cost me several hundred dollars, however).
AAFES is also responsible for the operation of on base service stations and Class VI (liqueur) stores, as well as base theaters and food franchises (such as Burger King). Don't expect any super-savings in this area. To establish gas and liqueur prices, AAFES periodically surveys the local area, and attempts to set their prices just slightly below the off-base average. Because of this system, it's not difficult to find off-base service stations to buy gas cheaper, and finding beer and liqueur at lower prices is no trouble at all. Your Whopper hamburger will cost you the exact same price it does downtown.
AAFES is also a major source of employment for members of the Army and Air Force family. Approximately 25% of the 52,400 AAFES associates are military family members. Many associates have worked for years with AAFES as they've moved from one installation to another with their military sponsors. Another 3% of associates are military members who work part time in exchanges during their off duty hours.
The exchanges and commissaries are important benefits, and provide millions of dollars each year toward the service's MWR programs. However, monetary savings from shopping at these facilities are modest, at best.

Part 14 -- Morale Welfare & Recreation Activities
Nonappropriated Fund Activities, otherwise known as Morale, Welfare, and Recreation (MWR) activities, these used to be a significant benefit. Up until the mid-80s, the services were allowed to use appropriated funds (i.e., taxpayer's money) to support these functions. One used to be able to go into the NCO (Petty Officer) Club and get a beer for 35 cents. A game of bowling cost 30 cents. Child Care cost 50 cents per hour (and the Child Care Centers were open until midnight!).
Then, almost overnight, Congress terminated almost all appropriated fund support. Congress's stated opinion was that most MWR activities should make a profit, or at the very least, should not operate in the red. Congress, in effect, said "If it loses money, then close it down."
Several MWR activities did close down in the years immediately following the change. Many bases which operated four separate clubs (one enlisted, one NCO, one Golf-Course Club, and one officer club), had to close down clubs, or consolidate into "all-ranks clubs."
When Congress said "no appropriated fund support," they meant exactly that. None...zero....zip....MWR activities not only had to make a profit, but they had to reimburse the government for any electricity/water/gas used, or for any maintenance/repair work that might be performed upon their buildings. (Note: There are a few minor exceptions to the "no funds rule," such as libraries, gymnasiums, and other exercise/fitness activities).
There have now been changes made to the law which allow MWR facilities to operate "in the red," as long as the deficit is made up from another NAF function. For example, local commanders can operate the NCO club at a loss, provided they make a sufficient profit in the bowling alley to cover the deficit.
While MWR still offers competitive (and needed!) goods and services, it sure ain't the deal it used to be. Below, I've listed some of the main MWR activities, and the price one can expect to pay in order to use those services. If your particular base charges more or less for such services, please don't bury me in email. I'm shooting for an overall average here, and your particular mileage may vary.
Recreation Centers. Sometimes known as Community Centers or Community Activity Centers, these facilities act as kind of the "hub" around all other activities. Originally, these "Rec Centers" were places that the single G. I. could use to get away from the barracks, maybe watch a little TV, play a little pool, or ping-pong, or even a game of Monopoly. Now, Community Centers offer everything from concert tickets, to tours, to martial arts lessons. One can normally get a five or 10 percent discount on tickets and tours. Cost of various classes and lessons depends upon the duration and frequency, but is usually somewhere between $20.00 and $50.00 per month. If you're planning a special trip to Vegas, or Disney World, or some other well-known attraction, you may wish to visit the Community Center to see if they have discount tickets, before you try paying "at the door."

Clubs. Between increased costs, and a de-glamorization of alcohol, military clubs have, in my opinion, been spiraling steadily downhill for the past several years. Other than overseas, it would not surprise me to see a complete loss of these facilities in the not-so-distant future. A DWI is an absolute killer to a military career, and many bases do not have adequate alternative transportation systems (buses, taxi's, etc.) There is a perception that Military Police intentionally "stake out" the clubs, specifically looking for possible DWI offenses. Additionally, there is a perceived fear among many that the "wrong person" will see someone "too many times" in the club, and cause them to be referred to the Drug & Alcohol Abuse Program. While these types of referral actions rarely occur, it doesn't change the fact that the perception is there. That being said, the club offers other important services, such as complete meals, and a facility to host private functions. There is a membership fee involved, typically about $8.00 per month for enlisted, and over $20.00 per month for officers.
Golf Courses. There isn't much I can tell you about military golf courses, as I am admittedly one of the World's lousiest golfers. The one time I allowed someone to talk me onto a course (about five years ago), I did note that by the time I got done paying for my "green fees," cart rental, club rental, golf balls, and golf tees, I could have bought groceries for a week. I also noted that it was entirely possible for me to "re-learn" how to use profanity in public.
Child Development Centers. These used to be known as "Child Care Centers," and they did just that. They took care of your child for a few hours while you went shopping, to a movie, or out to a party. The fees were about $.50 per hour, and the centers usually stayed open until late in the evening, especially on Friday and Saturday nights. However, as goes the nation, so goes the military. Child Care Centers are now Child Development Centers. They are geared mainly toward full-time care now, and the prices reflect the change (although, for most people it's substantially cheaper than off-base Child Development Centers).
Armed Forces Recreation Centers. Nope, these aren't the same things as the "Rec Centers" mentioned above. AFRCs are full-blown vacation resorts. MWR operates several of these, including the Hale Koa in Hawaii, the Dragon Hill Lodge in South Korea, AFRC in Europe, and Shades of Green at Walt Disney World. If you can plan your leave far enough in advance to get reservations, these lodges are well worth checking out -- for the price, if for nothing else. See our section on Leave & Travel for more information and current prices.
Bowling Alleys. Military bowling alleys operate pretty much the same as the local bowling alley off-base. A majority of them are modernized with synthetic lanes and computerized scoring systems. As with off-base establishments, leagues use a significant portion of the resources in the evening hours and on weekends. A majority of them have snack bars, and often some of the best fast food on base can be found at the bowling alley. A line of bowing will cost you somewhere around $1.30 to $1.85 per line. Shoe rental, of course, is extra.
Aero Clubs. I sure wish I would have taken advantage of a military aero club before 1980. Back then, it was possible to get your private pilot's license for as little as $15.00 per hour (which included an instructor and a "wet" plane). Today, this same instruction will cost upward of $60.00 per hour. Considering it takes 40 hours of flight time, plus ground school to gain a private pilot's license, one can see how this can add up very quickly. (For example, at the time of this writing, the Aero Club at Eglin AFB, FA, estimates the cost of a private pilot's license to be about $4,160). Sadly, aero clubs may also be on their way out of the military MWR system. There used to be an aero club at each and every base which had access to a runway. There are far fewer available today.

Youth Centers. Most bases have Youth Activity Centers which offer recreational activities for kids between the ages of 6 and 17. Most installations offer structured programs in sports and physical fitness, social and recreational activities/skills, personal development, day camps and teen programs. Periodic "lock-in" slumber parties offer a great way to give parents a "break" once in a while. Youth Centers normally charge a monthly fee, which can range from $5.00 to $15.00 per child, per month. Charges for some specific activities (such as trips) are extra.
Gymnasiums. Gymnasiums are considered mission essential for the health and fitness of active duty personnel, and therefore are allowed to operate mostly off of appropriated funds. Depending on the location and branch of service, gyms can be anything to a single room with some weights to full-blown fitness facilities which would rival any commercial gym off base. Most services in base gyms are free to active duty personnel. Sometimes, classes (such as aerobics) may be extra. A few gymnasiums now charge a small membership fee for DOD civilians and military dependents. Gyms are also the focus point for military sports programs. Almost any sport is supported, and run the gauntlet between a friendly lunchtime competition in racquetball, to intramural sport teams, to full-time Olympic/National Championships training and preparation.
Hobby Shops. Hobby shops offer an inexpensive way and professional tools/facilities to learn and do everything from basic pottery to wood working, to auto-repair. Rates are dependent upon the equipment, facilities, and equipment used. Several military people use the professional tools in the hobby shops to use their skills to supplement their family income. I knew one E-4 who turned out beautiful wooden table lamps which he sold for $25.00 each. He could make eight of these on a weekend, and couldn't keep up with the demand. Another NCO used the auto facilities to completely rebuild and restore a 1965 Ford Mustang for me.
Libraries. Just like their off-base counterparts, this is another activity that still operates mostly from appropriated funds. Military libraries are normally not as extensive or up-to-date as their civilian counterparts, but they are definitely an appreciated and well-used service, especially overseas where there are few alternatives.
I've touched only on the main MWR services. Depending upon your base and branch of service, there may be other services, such as riding stables, outdoor recreation rentals, and more. Overall, MWR activities offer important services to military personnel and family members. Although one can make an argument that Congress was right, and these facilities should operate on a profit-making basis, the resultant increase in prices and loss of services over the past several years, can also be viewed as another example of "creeping benefit loss," by those who's paycheck still ranks significantly below the income of comparable civilians.

Articles excerpted from About.com article “What the Recruiter Never Told You.” Written by Rod Powers. Edited for positing on AR15.com by John Steensen.

GREAT POST
TACK THIS PLEASE MODS

Good find JSteensen

Quoted: This forum moves relatively slow.  You don't really need a tack.   3 threads are permanently up and the 4th will come down after a certain amount of inactivity. I'm not fond of having a lot of tacks - this place would start looking like a gypsy caravan with all that crap hanging off the top of the forum. Thanks for the post, though.  Some good info there.

I rarely tread here, and only hit this thread because I occasionally entertain the thought of signing up, and because it was in my Active Topics list..... This is great info for someone thinking about joining and in this time of war, the .mil needs all the help they can get.

Well  Im thinking of joining again, interesting information.  I'll reread it completly later.

Good thread. The only thing I can say about military spouses is even if you both put in to be assigned together it isn't always going to happen. Hubby was going to Devens and I was going to Ft.Hood. Although we did have a navy guy stationed with us, his wife was air force. Hopefully the Army has gotten better about it, but everyone that had spouses that were miltary we all got sent to different bases, non of us ended up with our spouse.

Great info.  When I enlisted in the USAF, father was WWII army and said go Air Force:  (1) The recruiter never told a lie.  (2) Recruiter never put any promises on paper.  Big difference now.

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btt - nearly one month.

The only thing that I can remember that my recruiter never told me was,
The time in a holding company, till you get enough people for a regualr comapny in boot camp, didn't count towards the eight weeks which turned it into nine weeks and a couple of days

usmilitary.about.com/cs/joiningup/a/recruiter.htm

Article online, as well as other info.  MOS info is handy.

outstanding info.... haha and I just enlisted too... go figure


-Roth