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Assignment Incentive Pay (AIP)

Assignment Incentive Military Pay is the military's preferred way to compensate troops from all services. Assignment Incentive Military Pay is often paid to service members for unusual assignment circumstances.

Those service members who have involuntarily extended their tours in Iraq and Kuwait combat zones receive an additional $200 in hardship duty pay and another $800 in assignment incentive pay for a total of an extra $1000 a month. Those service members in certain skills who have served 12 months Iraq and Afghanistan and volunteer to agree to extend their tours receive this assignment incentive military pay.

They receive additional pay for extensions including $900 per month for a 12 month extension, $600 a month for a 6 month extension and $300 a month for a three month extension. Service members with critical intelligence skills will receive up to $1000 a month for each month's extension. Service members in other areas such as South Korea may also receive Assignment Incentive Military Pay for extensions of their tours.

The Assignment Incentive Military Pay Program has become extremely popular and is the military's preferred way to compensate troops from all of the services for certain unusual and extended assignments. The pay cap was increased to $3000 a month Assignment Incentive Military Pay is taxable unless in a combat zone.

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Navy rolls out new financial incentives for some recruiters

The Navy is offering hundreds of dollars each month in extra incentive pay to recruiters after the service missed its recruitment goals for active duty enlisted sailors by more than 7,450 accessions in fiscal year 2023 .

Some enlisted recruiters in the pay grades E-4 through E-8 are now eligible for up to $500 a month via an expansion of assignment incentive pay program, according to the Navy .

Those assigned to Navy Talent Acquisition Groups Portland, Northern Plains, Heartland, Great Lakes, Ohio River Valley, Pittsburgh, Philadelphia, New England, and Mid America may qualify for the incentive pay.

Billets eligible for the expanded program were scheduled to be listed on MyNavy Assignment this month, according to the Navy .

New recruiters pursuing orders to a Navy Recruiting Command to fill a 803R NEC billet are eligible, while Career Recruiter Force sailors are not.

“Sailors force-distributed by the Navy to [assignment incentive pay]-approved locations are authorized to receive half of the approved maximum rate if they fail to bid for a recruiting assignment,” a Navy news release said . “Definite Recall Sailors with NEC 803R assigned to the approved [Navy Talent Acquisition Groups] are authorized to receive half of the approved maximum rate.”

Navy hits its active duty enlisted recruitment goals, but not officers

The navy is bracing for even more significant recruitment difficulties in fiscal 2023..

The Navy and the other service branches struggled with recruiting last year, which military leaders have attributed to more thorough medical screenings, fewer Americans eligible to serve and low civilian unemployment.

“The best part of this program is that when combined with the Special Duty Assignment Pay, the financial incentive to become a Recruiter is significant,” Lt. Cmdr. Douglas Duckert, Navy Recruiting Command director of military manning, said in a Navy news release. “I think that this will definitely help in markets that need highly motivated recruiters.”

In October, the Navy revealed it recruited 30,236 new active duty sailors in fiscal 2023, failing to hit the 37,700 target number accessions for the year. The service also recruited 1,948 Reserve enlisted personnel, a drop from its 3,000 goal.

The Navy also didn’t meet its officer goals, recruiting only 2,080 new active duty officers rather than the 2,532 target, and 1,167 Reserve officers rather than the 1,940 troops target.

The Navy said in October it is shooting to recruit 40,600 new active duty enlisted personnel in fiscal year 2024, plus 7,619 Reserve enlisted personnel. The service is aiming for 2,807 new active duty and 1,785 Reserve officers in 2024.

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Navy Recruiting Command Expands Incentive Pay for Recruiters

Millington, tn, united states, story by elijah leinaar   training documentation video 2016">  , commander, navy recruiting command.

MILLINGTON, Tenn. – (8 Dec., 2023) Commander, Navy Recruiting Command (CNRC) announced the expansion of the Assignment Incentive Pay (AIP) program, offering new opportunities and financial rewards for recruiters, paygrades E-4 through E-8, holding the Navy enlisted classification (NEC) 803R. “The best part of this program is that when combined with the Special Duty Assignment Pay, the financial incentive to become a Recruiter is significant,” said Lt. Cmdr. Douglas Duckert, NRC Director of Military Manning. “I think that this will definitely help in markets that need highly motivated recruiters.” Recruiters assigned to Navy Talent Acquisition Group (NTAG) Portland, NTAG Northern Plains, NTAG Heartland, NTAG Great Lakes, NTAG Ohio River Valley, NTAG Pittsburgh, NTAG Philadelphia, NTAG New England, and NTAG Mid America are now eligible for AIP at a maximum rate of $500 per month. Eligibility Guidelines: a. AIP is exclusively for new Fleet recruiters with NEC 803R seeking orders to Navy Recruiting Command. b. Career Recruiter Force Sailors are not authorized for AIP. c. Recruiters must fill an 803R NEC billet, and AIP will cease if they lose the 803R NEC, are distributed to a billet outside of the 803R NEC, or move to an NTAG not approved for AIP. d. Sailors force-distributed by the Navy to AIP-approved locations are authorized to receive half of the approved maximum rate if they fail to bid for a recruiting assignment. e. Definite Recall Sailors with NEC 803R assigned to the approved NTAGs are authorized to receive half of the approved maximum rate. Billets eligible for AIP will be advertised on MyNavy Assignment on the cycle opening in December 2023. Eligible Sailors may contact Lt. Julian Miracuartas, who is the primary contact for inquiries regarding the AIP program. He can be reached via email at [email protected] or by phone at (703)-604-5000. “The expansion of the Assignment Incentive Pay program underscores the Navy's commitment to recognizing and rewarding the hard work of our recruiters," said Miracuartas. “This initiative not only provides financial incentives but also enhances career growth opportunities within the Navy.” CNRC encourages eligible recruiters to explore the benefits of the AIP program and take advantage of the exciting prospects it offers. CNRC consists of a command headquarters, two Navy Recruiting Regions, Navy Recruiting Reserve Command, and 26 Navy Talent Acquisition Groups that serve more than 1,000 recruiting stations around the world. Their mission is to attract the highest quality candidates to assure the ongoing success of America’s Navy. For more news from CNRC, go to http://www.cnrc.navy.mil. Follow Navy Recruiting on X (@USNRecruiter), Instagram (@USNRecruiter), Linkedin (https://www.linkedin.com/company/comnavcruitcom), and Facebook (https://www.facebook.com/CommanderNavyRecruitingCommand

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• Special and Incentive Pay

Written by: Maureen Milliken

Home » Military Pay » Special and Incentive Pay

Everyone in the military gets basic pay that is determined by their rank and length of service. But there are plenty of opportunities to make extra money.

Military members of all ranks and positions can be eligible for special and incentive pay (S&I). There are more than 60 authorized Special and Incentive Pay codes.

S&I covers everything from hazardous duty pay, dangerous jobs, those with more responsibility, tours in combat zones, working with hazardous materials and more. But it also offers incentives to acquire training or learn a new job, or, if you’re in a profession that’s lucrative in the civilian world, to stay in the military for a few years or for a career.

Specific skills – like fluency in a foreign language – can open up special military pay opportunities.

Congress sets maximum amounts for S&I. In 2008, it established broader categories, which allow the military flexibility to adjust payment levels and eligibility criteria.

Who Is Eligible for Special and Incentive Pay?

Special and Incentive Pay opportunities are open to active-duty enlisted military members, even those who have just joined, as well as officers. Some S&I codes are exclusive to certain branches of the military or have varying requirements, depending on the branch.

There is pay specific to medical professions, being on a combat tour, being assigned to a less-than-desirable area and more. Dangerous jobs, like parachuting, diving or working on a submarine also get special pay.

All of the specific codes under the law that allows Special Pay and Incentives have their own eligibility requirements.

What Types of Special and Incentive Pay Are Available?

Special and Incentive Pay is monthly, and ranges from skilled jobs – such as Medical Special Pay – to assignments that increase skill or proficiency, to special pay for hazardous or arduous work. There is also pay for jobs that are difficult to fill – nurses, dentists, optometrists, veterinarians – as well as pay designed to retain personnel.

Hazardous duty pay helps ensure the U.S. interests abroad and at home are protected, by giving special incentives to those who must serve in combat zones or do jobs that could be dangerous.

Some pay is for long-term duties, some is temporary. Some is offered only by certain branches of the service. Each type has its own pay grades and requirements, which are all listed in the U.S. Department of Defense Special Pays and Incentives Index .

The general categories are:

• Hazardous Incentive Pay

Medical Special Pay

Retention incentive pay, career incentive pay.

• Assignment Pay

Accession Pay

Responsibility pay.

• Skill Conversion and Transfer Pay

Arduous Duty Pay

• Proficiency Incentive

Rehabilitation Pay

Let’s take a closer look.

Hazardous Duty Incentive Pay (HDIP)

There are many voluntary HDIP assignments. Some have a pay cap, some a flat amount and some have a range based on grade, assignment and more.

Top HDIP pay:

• Hostile Fire/Imminent Danger: $225
• Flying, Crew: $110-$250 (grade-based)
• Parachute: $150, high-altitude $250

$150 flat pay duties:

• Flying, Non-Crew
• Pressure Chamber; Acceleration, Deceleration; Thermal Stress
• Flight Deck
• Toxic Pesticides/Dangerous Organisms Personal Exposure
• Toxic Fuel/Propellants, Chemical Munitions Exposure
• Visit, Board, Search and Seizure (VBSS) – Maritime Interdiction Operations (Navy only)

Medical special pay helps retain medical personnel who could easily make more money as civilians – it covers regular special pay, special pay for becoming certified, retention bonuses and more:

• Multi-year Medical Officer Retention Bonus: Up to $75,000 yearly, four-year agreement
• Multi-year Dental Officer Retention Bonus: Up to $50,000, four-year agreement
• Medical Officer Variable: $1,200-$12,000 yearly
• Medical Officer Additional: $15,000
• Medical Officers Board Certification: $2,500-$6,000 yearly
• Medical Officer Incentive: $75,000, 12-month agreement
• Optometrists Regular: $100 a month
• Optometrists Retention: Up to $!5,000, 12-month agreement
• Dental Officer Variable: $3,000-$12,000 yearly
• Dental Officer Additional: $10,000-$15,000 yearly
• Dental Officer Board Certification: $2,500-$6,000 yearly
• Dental Officer Oral and Maxillofacial Surgeon Incentive: up to $75,000, 12-month agreement
• Nonphysician Health Care Providers Board Certification: $2,000-$5,000 yearly
• Registered Nurse Accession Bonus: Up to $30,000, minimum three-year agreement
• Certified Registered Nurse Anesthetists Incentive: Up to $50,000, 12-month agreement
• Dental Officer Accession Bonus: Up to $200,000, minimum four-year agreement
• Pharmacy Officer Retention: Up to $15,000 for 12 months
• Pharmacy Officer Accession Bonus: Up to $30,000, four-year minimum agreement
• Accession Bonus for Medical/Dental Officers in Critically Short Wartime Specialties: Up to $400,000
• Veterinary Corps Officer: $100 monthly
• Veterinary Corps Officer Board Certified: $2,000-$5,000 yearly

Retention Incentive Pay aims to keep service members with in-demand skills in the military. Figures listed here are a maximum, and amount depends on many factors:

• Aviation Continuation: $25,000 yearly
• Selective Reenlistment Bonus: $40,000
• Nuclear Officers Extending Period of Active Duty: $30,000 yearly, minimum 3-year agreement
• Nuclear Career Annual Incentive Bonus: $22,000 (commissioned officers), $14,000 (limited duty officers)
• Special Warfare Officer Continuation: $15,000 yearly
• Surface Warfare Officer Continuation: $50,000 yearly
• Judge Advocate Continuation: $60,000 paid over career
• Critical Skills Retention (Assignment to High Priority Unit) Bonus: $60,000

Career Incentive Pay seeks to keep skilled personnel in crucial jobs in the service for their entire career. There’s a wide range in the monthly pay for each, depending on years of service, grade and more.

Pay codes are:

• Aviation: $125-$850
• Submarine Duty: $75-$835
• Diving Duty: $340 (max. enlisted); $240 (max. officers)
• Career Sea: $50-$150
• Career Enlisted Flyer Incentive: $150-$400

Assignment Incentive Pay

Assignment Incentive Pay encourages those in less desirable locations or in combat zones to extend their tour.

Involuntary extensions in combat zones pay up to $800 monthly. Voluntary extensions range from $300-$900 a month. Those with critical intelligence skills get up to $1,000 a month. The maximum allowed by law is $3,000 a month.

Accession bonuses and incentives are designed to encourage military personnel, or those enlisting, to become officers.

• Enlistment Bonus – $40,00 maximum
• Nuclear Officer Accession Bonus – $30,000 maximum
• Accession Bonus for New Officers in Critical Skills – $60,000 maximum
• Accession Bonus for Members Appointed as a Commissioned Officer after Completing Officer Candidate School – $20,000 maximum
• Officers Holding Positions of Unusual Responsibility – The Navy rewards sea service at $50-$750 a month. Other military branches may set rates as well.
• Special Duty Assignment Pay for Enlisted Members – Assignments with responsibility above pay grade, including special operations forces, production recruiter, White House Communications Agency, Defense Threat Reduction Agency and more, get $75-$450 monthly.

Skills Conversion and Transfer Pay

• Incentive Bonus for Conversion to Military Occupational Specialty to Ease Personnel Shortage – For members who convert to an occupational specialty that has a shortage of qualified personnel, with minimum 3-year commitment. Rate is discretionary.
• Incentive Bonus for Transfer Between Armed Forces – Up to $10,000 to transfer between military branches, with minimum 3-year commitment.

Hardship Pay -Quality of Life and Hardship Pay-Location is for those whose assignment is where living conditions are substantially below the standard most members would generally experience in the U.S. Pay is $50-$150 monthly.

Hardship Pay-Mission is for those who recover the remains of service members lost in past wars, and is $150.

• Overseas Tour Extension Incentive Program (OTEIP)

The Overseas Tour Extension Incentive Program (OTEIP) rewards personnel for extending an overseas assignment. If your duty station or job field qualifies you for OTEIP, you can receive additional pay or benefits for agreeing to extend an overseas assignment by at least 12 months.

Proficiency Incentive Pay

Being fluent in a foreign language – or doing the work to be – pays off big time for members of the military through the Foreign Language Proficiency Bonus. Those who become proficient, or work to increase proficiency, can get up to $12,000 for a 12-month certification period.

Members of the armed forces injured in the line of duty in a combat zone who have to be evacuated for medical treatment get $430 a month. It terminates when they start getting benefits from other military disability programs, or if they are no longer being treated for the injury.

Can Special and Incentive Pay Change?

Special and Incentive Pay amounts, as well as categories, change frequently. Congress used to be in charge of changing the requirements, eligibility, pay grades and more, but that got unwieldy. Now, the basic framework is there, and Congress votes on it every two years year as part of the National Defense Authorization Act, which funds the military. It is up to the secretary of each branch of the military to set specifics and decide if the special pay will be offered.

Some special pay and incentives have ceilings way above what is currently being paid, so there’s room to increase it. For instance, Special Duty Assignment Pay can be as high as $600 a month under the law, but currently pays between $75 and $450. Navy submarine pay can go as high as $1,000 a month, but is capped at $950 (and that’s only for two pay grades with at least 18 years’ experience).

Changes in the location of combat can mean changes to Assignment Pay Incentive and Hardship Pay Incentive. That goes for Hostile Fire and Imminent Danger Pay as well – the U.S. Department of Defense keeps an up-to-date list of where this pay applies.

Some categories – for instance regular pay incentive for optometrists, at $100 a month – haven’t changed since they were instituted.

Changes generally kick in on Jan. 1.

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A key House panel is endorsing a 4.5% across-the-board pay raise for service members on top of a 15% raise for junior enlisted troops in a must-pass defense policy bill that was released Monday.

The recommendation from the House Armed Services Committee in its draft version of the National Defense Authorization Act, or NDAA, means the military's lowest-ranking forces could see a 19.5% pay hike next year if the plan becomes law.

There are still several hurdles before the bill becomes law, including negotiations with the Senate, which has not yet revealed its plans for a military pay raise next year. But inclusion in the base text of the House NDAA signals that House members will prioritize increasing junior enlisted pay as the defense bill works its way through Congress.

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Members of the House Armed Services Committee previously said they wanted to give E-1s through E-4s a 15% pay raise after a bipartisan group of lawmakers empaneled to study military quality-of-life issues found military pay has lagged behind inflation and private-sector pay.

The committee introduced a bill last month to enact the 15% pay raise. Committee leaders said they planned to include the bill in their NDAA.

Meanwhile, by law, all service members are entitled to an annual raise. The raise they are entitled to next year is 4.5%, which is also the rate the Biden administration requested in its annual budget proposal to Congress.

The proposed House NDAA that was released Monday includes both the across-the-board raise and the targeted raise for junior enlisted members, meaning E-1s through E-4s would get a 19.5% raise next year, according to the bill text and committee staffers who briefed reporters on condition of anonymity under ground rules set by the committee.

"Members were seeing that some kids are making more money at Walmart or Home Depot," a senior staffer for committee Republicans said at the briefing. "If we're asking young kids to launch multimillion-dollar planes off billion-dollar aircraft [carriers], we should pay them a little more than your greeter at Walmart."

While top senators have also indicated they are interested in re-examining junior enlisted pay this year, they have not fully endorsed the House plan yet. The Senate Armed Services Committee is expected to work on its version of the NDAA next month.

Also unclear is where the Biden administration will fall on the targeted raise for junior enlisted troops.

Last year, when some House members tried to give junior enlisted troops a 30% pay bump, administration officials opposed the proposal on the ground that they believed it was premature amid a comprehensive review of military pay. The administration's review is not expected to be done until the end of the year, and defense officials have continued to defer to the review when asked about increasing junior enlisted pay.

But House committee staffers argued their proposal should not be a "big surprise" to the administration since the House got close to hiking junior enlisted pay last year and the 15% rate the House Armed Services Committee chose this year is aligned with one of the options the administration's review is considering.

The House committee is scheduled to debate its NDAA next week.

Related: 'Restore Real Value': House Panel Wants to Give Junior Enlisted Troops 15% Pay Raise

Rebecca Kheel

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