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Special and Incentive Pay Index

Title 37, chapter 5, subchapter i - s&i pays currently for active duty members:.

• Section 301(a) Hazardous Duty Incentive Pays (HDIP).
• Section 301(a)(1) Flying Duty, Crew Members.
• Section 301(a)(2) Flying Duty, Non Crew Members.
• Section 301(a)(3) Parachute Duty Pay.
• Section 301(a)(4) Demolition Duty Pay.
• Section 301(a)(5) Pressure Chamber Duty Pay.
• Section 301(a)(6) Acceleration and Deceleration Duty Pay.
• Section 301(a)(7) Thermal Stress Duty Pay.
• Section 301(a)(8) Flight Deck Duty Pay.
• Section 301(a)(9) Toxic Pesticides/Dangerous Organisms Personal Exposure Pay.
• Section 301(a)(10) Toxic Fuel/Propellants and Chemical Munitions Exposure Duty Pay.
• Section 301(a)(11) Visit, Board, Search and Seizure (VBSS) - Maritime Interdiction Operations.
• Section 310 Hostile Fire/Imminent Danger Pay.

Arduous Duty

• Section 305 Hardship Duty Pay.
• Section 307a Assignment Incentive Pay (AIP).
• Section 314 Overseas Tour Extension Incentive Pay (OTEIP).

Career Incentive

• Section 301a Aviation Career Incentive Pay (ACIP) .
• Section 301c Submarine Duty Incentive Pay (SUBPAY) .
• Section 304 Diving Duty Pay .
• Section 305a Career Sea Pay (CSP) .
• Section 320 Career Enlisted Flyer Incentive Pay (CEFIP) .
• Section 309 Enlistment Bonus (EB) .
• Section 312b Nuclear Officer Accession Bonus .
• Section 324 Accession Bonus for New Officers in Critical Skills .
• Section 329 Accession Bonus for Members Appointed as a Commissioned Officer after Completing Officer Candidate School

Proficiency

• Section 316 Foreign Language Proficiency Pay (FLPP) .
• Section 301b Aviation Continuation Pay (ACP) .
• Section 308 Selective Reenlistment Bonus (SRB) .
• Section 312 Nuclear Officers Extending Period of Active Duty .
• Section 312c Nuclear Career Annual Incentive Bonus .
• Section 318 Special Warfare Officer Continuation Pay .
• Section 319 Surface Warfare Officer (SWO) Continuation Pay .
• Section 321 Judge Advocate Continuation Pay (JACP) .
• Section 355 Critical Skills Retention Bonus (CSRB) or Bonus for Assignment to High Priority Unit .

Responsibility

• Section 306 Officers Holding Positions of Unusual Responsibility .
• Section 307 Special Duty Assignment Pay for Enlisted Members .

Rehabilitation

• Section 328 Combat-related Injury Rehabilitation Pay.

Skill Conversion

• Section 326 Incentive Bonus for Conversion to Military Occupational Specialty to Ease Personnel Shortage .

Transfer between Services

• Section 327 Incentive Bonus for Transfer Between Armed Forces .
• Section 301d Multi-year Retention Bonus for Medical Officers .
• Section 301e Multi-year Retention Bonus for Dental Officers .
• Section 302(a)(2) and (3) Medical Officer Variable Special Pay (VSP).
• Section 302(a)(4) Medical Officer Additional Special Pay (ASP) .
• Section 302(a)(5) Medical Officers Board Certification Pay (BCP) .
• Section 302(b) Medical Officer Incentive Special Pay (ISP) .
• Section 302a(a) Optometrists Regular Special Pay .
• Section 302a(b) Optometrists Retention Special Pay .
• Section 302b(a)(2) and (3) Dental Officer Variable Special Pay (VSP) .
• Section 302b(a)(4) Dental Officer Additional Special Pay (ASP) .
• Section 302b(a)(5) Dental Officer Board Certification Pay (BCP) .
• Section 302b(a)(6) Dental Officer Oral and Maxillofacial Surgeon Incentive Special Pay (ISP) .
• Section 302c Nonphysician Health Care Providers Board Certification Pay (BCP) .
• Section 302d Registered Nurse Accession Bonus .
• Section 302e Certified Registered Nurse Anesthetists (CRNA) Incentive Special Pay .
• Section 302h Dental Officer Accession Bonus .
• Section 302i Pharmacy Officer Retention Special Pay .
• Section 302j Pharmacy Officer Accession Bonus .
• Section 302k Accession Bonus for Medical Officers in Critically Short Wartime Specialties .
• Section 302l Accession Bonus for Dental Officers in Critically Short Wartime Specialties .
• Section 303(a) Veterinary Corps Officer Special Pay .
• Section 303(b) Veterinary Corps Officer Board Certified Pay (BCP) .

Section 301(a) Hazardous Duty Incentive Pays (HDIP)

Entitlement pays; payable to enlisted members and officers.

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Section 301(a)(1) Flying Duty, Crew Members

For performance of hazardous duty involving frequent and regular aerial flight as a crew member, and to induce members (other than, career aviators) to volunteer for flying duty assignments as crew members and to retain the required number of skilled crewmembers to man mission requirements. Payment ranges from $110 to $250 per month, determined by grade.

Section 301(a)(2) Flying Duty, Non Crew Members

For performance of hazardous duty involving frequent and regular aerial flight, and to induce members to volunteer for, and remain in, flying duty assignments as 'other than crew members'. Payment is flat $150 per month.

Section 301(a)(3) Parachute Duty Pay

For performance of hazardous duty involving jumping, and to attract members to volunteer for, and to continue performing, parachute duty. Payment is flat $150 per month, except for duty involving High Altitude Low Opening (HALO) jumps, which is $225 per month.

Section 301(a)(5) Pressure Chamber Duty Pay Section 301(a)(6) Acceleration and Deceleration Duty Pay Section 301(a)(7) Thermal Stress Duty Pay

For hazardous duty related to participation as human test subject in low and high pressure, acceleration or deceleration, or thermal stress chambers. Also, intended to attract volunteers to perform such duties. Payment is flat $150/mo.

Section 301(a)(8) Flight Deck Duty Pay

For more than normally dangerous character of flight deck duty, and to enhance the Services' ability to attract and retain personnel involved in the frequent and regular flight operations on the flight deck of ships from which aircraft are launched. Payment is flat $150 per month

Section 301(a)(9) Toxic Pesticides Personal Exposure Pay

For hazardous duty involving frequent and regular exposure to highly toxic pesticides and to induce members to volunteer for such duty. Payment is flat $150 per month.

Section 301(a)(10) Toxic Fuel/Propellants and Chemical Munitions Exposure Duty Pay

For the more than normally dangerous character of performing duty which entails exposure to toxic fuels or propellants, or chemical munitions. Payment is flat $150 per month.

Section 301(a)(11) Visit, Board, Search and Seizure (VBSS) - Maritime Interdiction Operations

For performance of hazardous duty involving regular participation as a member of a team conducting VBSS operations aboard vessels in support of maritime interdiction operations. Payment is flat $150/mo. Only Navy members (among DoD Services) perform duty that qualifies for this pay

Section 301a Aviation Career Incentive Pay (ACIP)

Financial incentive for officers to serve as military aviators throughout a military career. Payment ranges from $125 to $840 per month, determined by years of aviation service as an officer. Entitlement pay.

Section 301b Aviation Continuation Pay (ACP).

Financial incentive to retain qualified, experienced officer aviators who have completed their Active Duty Service Obligation (ADSO) to remain on active duty for a specified period of additional service. Services may pay up to $25K for each year of service agreement, regardless of the length of contract; through 25 years of aviation service; and to aviators in grade 0-6. Discretionary pay.

Section 301c Submarine Duty Incentive Pay (SUBPAY)

Additional pay to increase Navy's ability to attract and retain volunteers for submarine duty, and to compensate for the more than normally arduous character of such duty. The Secretary of the Navy may set SUBPAY rates within a statutory cap of $1,000 per month. Currently, Navy SUBPAY rates range from $75 to $835 per month. Entitlement pay.

Section 301d Multi-year Retention Bonus for Medical Officers

Financial incentive to retain a sufficient number of qualified physicians to meet armed forces health care requirements. Up to $75K per year for 4-year agreement payable to physicians with over 8 years creditable service, or who have completed their ADSO incurred for medical education and training, and initial residency training, and are below pay grade O-7. Discretionary pay; all Military Departments use this bonus authority.

Section 301e Multi-year Retention Bonus for Dental Officers

To attract and retain adequate number of dental officers to meet armed forces' health care needs. Maximum award level is $50K a year for 4-year agreement. Entitlement pay for dental officers with specialties in oral and maxillofacial surgery, in pay grade below O-7, with at least 8 years of creditable service or, have completed their ADSO for dental education and training, and initial residency training. Other dental officers may be extended bonus offer at Service discretion, if they otherwise meet above eligibility requirements. Discretionary pay.

Section 302(a)(2) and (3) Medical Officer Variable Special Pay (VSP)

Provides increase in monthly pay for all medical officers on active duty (regardless if in internship training, regardless of specialty or remaining obligated service), as broad-based incentive to increase numbers of physicians remaining on active duty after completion of ADSO for advanced training. Payment ranges from $1.2K to $12K a year, paid out monthly, determined by years of creditable service (except set amount is paid to O-7s and above, regardless of years of creditable service). Entitlement pay.

Section 302(a)(4) Medical Officer Additional Special Pay (ASP)

Additional pay for all medical officers on active duty who have completed internship or initial residency training, regardless of specialty, if they agree to remain on active duty for additional 12 month period, to bring more into 6-7 year window when they would be eligible for higher pays in private sector, thereby encouraging longer periods of retention. Flat $15K for 12-month active duty service agreement. Entitlement pay.

Section 302(a)(5) Medical Officers Board Certification Pay (BCP)

Incentive for retention and also promotes quality health care by encouraging all medical officers to attain board certification, signifying highest level of professional competence. Payment is $2.5K to $6K per year, dependent on years of creditable service, paid monthly once physician becomes board certified and as long as officer remains so certified. Entitlement pay.

Section 302a(a) Optometrists Regular Special Pay

Intended to attract sufficient number of qualified optometrists to enter and stay in service to meet armed forces' health care requirements. Payment is flat $100 per month for each month of active duty. Entitlement pay.

Section 302a(b) Optometrists Retention Special Pay

Discretionary pay intended to be used as needed to address retention problems. Up to $15K per year payable to officers drawing Optometrist Regular Special Pay who have completed initial ADSO for education and training, and who execute a 12-month active duty service agreement. Army and Air Force use this pay.

Section 302(b) Medical Officer Incentive Special Pay (ISP)

Financial incentive to address retention difficulties and shortages of critical wartime specialties by closing civilian-military pay gap. An officer entitled to VSP, upon agreement to remain on active duty for at least a year, may be paid ISP for any 12-month period during which the officer is not undergoing internship or initial residency training. Paid as annual bonus. Up to $75K payable for 12-month active duty service agreement. Discretionary pay; all Military Departments use this pay.

Section 302b(a)(2) and (3) Dental Officer Variable Special Pay (VSP)

Increase in monthly pay for all dental officers (on active duty under call or order to active duty for not less than 1-year (to include those in internship training)) as incentive to remain on active duty after completion of ADSO (for advanced training). Payment ranges from annual $3K to $12K, paid monthly, determined by years of creditable service (except that set amount is paid to O-7s and above). Entitlement pay.

Section 302b(a)(4) Dental Officer Additional Special Pay (ASP)

(To include those undergoing dental internship or residency training) for any 12-month period during which the officer is under an active duty agreement. Payable at rates determined by the Secretary concerned not to exceed $10K per year for officers with less than three years of creditable service, and $15K per year, of the officer has 10 or more years of creditable service, Entitlement pay.

Section 302b(a)(5) Dental Officer Board Certification Pay (BCP)

BCP in intended to promote quality health care by encouraging all dental officers to attain board certification, signifying the highest level of professional competence, and also as retention incentive. Payment is $2.5K to $6K per year, dependent on years of creditable service, paid monthly once officer becomes board certified and as long as the officer remains so certified. Entitlement pay.

Section 302b(a)(6) Dental Officer Oral and Maxillofacial Surgeon Incentive Special Pay (ISP)

Financial incentive for oral or maxillofacial surgeons to remain on active duty to ensure there are adequate numbers of dental officers qualified in these specialties to meet the military medical care needs in peacetime and wartime. An officer entitled to VSP, upon agreement to remain on active duty for at least a year, may be paid ISP for any 12-month period during which the officer is not undergoing internship or initial residency training. Paid as annual bonus. ISP for Dental Officer Oral and Maxillofacial Surgeons was first authorized in the FY06 NDAA. Up to $75K payable for 12-month active duty service agreement. Discretionary pay; all Military Departments use this pay authority.

Section 302c PsychologistsNonphysician Health Care Providers Board Certification Pay (BCP)

Financial incentive for highly qualified psychologists and nonphysician health care providers to enter on active duty, to acquire and maintain the highest level of professional achievement and to remain on active duty. Payment ranges from $2K to $5K per year, dependent on years of creditable service. Paid monthly. Paid once officer becomes board certified and continues as long as officer remains board certified. Entitlement pay.

Section 302d Registered Nurse Accession Bonus

Intended as incentive for nurses to enter and remain in service to ensure the Services have an adequate number of experienced nurses to meet military medical care needs in peacetime and wartime settings. Up to $30K is payable to an RN who executes written agreement to accept a commission, be assigned to duty as a nurse, and remain on active duty for a minimum of three years. Discretionary pay -- all military Departments use this authority.

Section 302(e) Certified Registered Nurse Anesthetists (CRNA) Incentive Special Pay

Financial incentive for CRNAs to remain on active duty to ensure there are adequate numbers of qualified CRNAs to meet the military medical care needs in peacetime and wartime. (to increase annual cap from $15K to $50K). Up to $50K payable for 12-month active duty service agreement. Discretionary pay -- all military Departments use this authority.

Section 302h Dental Officer Accession Bonus

Incentive for dentists to enter and remain in military service to ensure the Services have an adequate number of dental officers to meet military dental care needs in peacetime and wartime settings. Up to $200K payable for written agreement to accept a commission and remain on active duty for minimum of four years. Discretionary pay -- all military Departments use this authority.

Section 302i Pharmacy Officer Retention Special Pay

Up to $15K is payable for any 12-month period to Pharmacy Officer in pay grade O-6 or below. Discretionary pay - all military Departments use this pay.

Section 302j Pharmacy Officer Accession Bonus

Up to $30K is payable to a pharmacist for an agreement to accept a commission and serve not less than 4 years on active duty. Discretionary pay - all military Departments use this bonus authority.

Section 302k Accession Bonus for Medical Officers in Critically Short Wartime Specialties

Authorizes an accession bonus of up to $400,000 for medical officers in critically short wartime specialties. Discretionary pay - the Navy uses this bonus authority.

Section 302l Accession Bonus for Dental Officers in Critically Short Wartime Specialties

Authorizes an accession bonus of up to $400,000 for dental officers in critically short wartime specialties. Discretionary pay - the Navy uses this bonus authority.

Section 303(a) Veterinary Corps Officer Special Pay

Incentive for qualified veterinarians to enter and remain on active duty to meet the health care and readiness requirements of the armed forces. ; not updated since. Payment is flat $100 per month for each month of active duty. Entitlement pay.

Section 303(b) Veterinary Corps Officer Board Certified Pay (BCP)

Financial incentive to encourage veterinary officers to attain board certification, signifying highest level of professional competence. Also serves as incentive for retention. Payment ranges from $2K to $5K per year, dependent on years of creditable service, paid once officer becomes board certified (as Diplomate in specialty recognized by the American Veterinarian Medical Association) and continues as long as officer remains board certified. Paid monthly. Entitlement pay.

Section 304 Diving Duty Pay

Incentive for members to volunteer for, and remain in, diving duty; additionally, in part, compensates divers for the more than normally dangerous character of such duty. Currently, up to $340 per month may be paid to enlisted divers and up to $240 per month payable to officers. Entitlement pay, with rates set by Services within statutory caps.

Section 305 Hardship Duty Pay

Additional compensation paid to recognize members assigned to duty designated as hardship by the Secretary of Defense. There are two types of HDP currently being paid, one for designated Quality-of-Life (QoL) Hardship Locations (HDP-L), and the other for designated hardship missions (HDP-M). Locations are designated as hardship duty locations if the QoL living conditions in the area are substantially below the standard most members would generally experience in the United States. The sole mission designated as hardship duty for HDP purposes is the mission performed by JTF-Full Accounting and CILHI and to recover the remains of members lost in past wars. The maximum payable in law is $1,500/mo.; currently, the monthly rates being paid are $50, $100 and $150 for HDP-L; and $150 for HDP-M. Discretionary pay -- all Services use this pay authority.

Section 305a Career Sea Pay (CSP)

To financially recognize officers executing the duties of a position the Service Secretary has designated as: 1) carrying unusual responsibilities above those normal for officers of the same grade, and 2) critical to the operations of the Service concerned. Payment ranges from $50-$150/mo. dependent on pay grade. Law limits payments to O-3s through O-6, with specifies percentages of officers within each of those grades that can be paid this pay (referred to as "Command Responsibility Pay"). This is a discretionary pay. Among the DoD Services, only Navy uses this pay.

Section 306 Officers Holding Positions of Unusual Responsibility

Intended to improve retention of members in sea service skills and as recognition for members serving on sea duty for the greater-than-normal rigors of sea duty. The Secretary of the Service concerned establishes monthly CSP and CSP Premium (CSPP) rates within $750 and $350 caps, respectively. Rates being paid by Department of Navy in CSP ranges from $50 to $730/mo.; CSPP is $100/mo., paid to members who serve more than 36 consecutive months of sea duty. Army pays under its own rate table; USAF uses CSP rate table in effect pre-FY2001 NDAA. Entitlement pay.

Section 307 Special Duty Assignment Pay for Enlisted Members

To encourage enlisted members to qualify for and volunteer to serve in, or remain in, designated positions with duties that are extremely difficult, or carry an unusual degree of responsibility, when compared to typical jobs of members of the same grade level. The maximum payable in law is $600/month. Under program parameters established by the Secretary of Defense, current range being paid in SDAP is between $75 and $450 per month). Discretionary pay -- all Services use this pay.

Section 307a Assignment Incentive Pay (AIP)

To provide a monthly incentive to a member who performs service, while entitled to basic pay, in an assignment designated by the Secretary concerned. Used to encourage members to volunteer for difficult-to-fill jobs or assignments in less desirable locations. The monthly statutory maximum payable is $3,000. Discretionary pay - all Services use this pay authority.

Section 308 Selective Reenlistment Bonus (SRB)

To provide incentive for an adequate number of qualified enlisted members to reenlist in designated critical military specialties where retention levels are insufficient to sustain a steady readiness posture imperative for the individual Service to accomplish its mission. The statutory maximum payable is $90K for a minimum 3-year reenlistment. Discretionary pay -- all Services use this pay authority.

Section 309 Enlistment Bonus (EB)

To provide incentive for persons to enlist in the armed forces. The maximum payable by law is $40K. Discretionary bonus -- all Services use this bonus authority.

Section 310 Hostile Fire/Imminent Danger Pay

To recognize members subject to hostile fire or explosion of hostile mines, and those on duty overseas who because of their role/visibility as a service member, are subject to threat of physical harm or imminent danger due to civil insurrection, civil war, terrorism, or wartime conditions. The current monthly rate is $225. Entitlement pay.

Section 312 Nuclear Officers Extending Period of Active Duty

Financial incentive for Nuclear-qualified Navy officers to continue on active duty upon completion of obligated service. The maximum payable by law is $30K for each year of a minimum 3-year active-service agreement. Discretionary authority. Navy uses this pay authority.

Section 312b Nuclear Officer Accession Bonus

Financial incentive to encourage adequate numbers of voluntary accessions into the Navy's nuclear power officer community. The maximum payable by law is $30K. Discretionary authority. Navy uses this pay authority.

Section 312c Nuclear Career Annual Incentive Bonus

Financial incentive for Nuclear-qualified Navy officers to continue on active duty upon completion of obligated service. The law authorizes a maximum $22K payable to commissioned officers, and $14K to Limited Duty officers. (LDO's). Discretionary authority. Navy uses this pay authority.

Section 314 Overseas Tour Extension Incentive Pay (OTEIP)

For members in certain critical skill classifications to extend their tour of service overseas for the convenience of the Government. The law authorizes payment monthly or pay up to $80; or an annual bonus not to exceed $2K per year in OTEIP. Discretionary authority; all DoD Services pay OTEIP.

Section 316 Foreign Language Proficiency Bonus (FLPB)

Financial incentive for members to become proficient, or to increase their proficiency, in foreign languages to enhance the foreign language capabilities of the armed forces. The law authorizes payment of a bonus of up to $12,000 for a 12-month certification period. Discretionary pay; all Services use this pay authority.

Section 318 Special Warfare Officer Continuation Pay

Financial incentive for qualified, experienced Special Warfare Officers to remain on active duty beyond their initial ADSO. Up to $15K per year payable to eligible officers. Discretionary pay; only Navy uses this pay authority.

Section 319 Surface Warfare Officer (SWO) Continuation Pay

Financial incentive for SWOs selected for Department Head (DH) to agree to remain on active duty to complete that tour. Up to $50K total payable to eligible officers. Discretionary pay; Navy use this pay authority.

Section 320 Career Enlisted Flyer Incentive Pay (CEFIP)

Financial incentive to serve throughout a military career as an enlisted flyer. Monthly maximum rates range from $150 to $400, dependent on years of aviation service. Discretionary pay -- currently, only Air Force and Navy pay CEFIP.

Section 321 Judge Advocate Continuation Pay (JACP)

Financial incentive for military Judge Advocates to continue on active duty upon completion of their ADSO. Up to $60K total payable to eligible judge advocates over a career. Discretionary pay -- currently, Army, Navy and Air Force pay JACP; Marine Corps pays a Law School Education Debt Subsidy (LSEDS) under the JACP statutory authority.

Section 324 Accession Bonus for New Officers in Critical Skills

Gives Service Secretaries authority to offer up to $60K to an individual who agrees to accept a commission and serve on active duty in a designated critical skill for the period specified in the agreement. Discretionary pay - all Military Departments use this pay authority.

Section 326 Incentive Bonus for Conversion to Military Occupational Specialty to Ease Personnel Shortage

To provide an incentive for members to convert to, and serve for a period of not less than 3 years in, a military occupational specialty for which there is a shortage of trained and qualified personnel. Discretionary pay - Army uses this pay authority

Section 327 Incentive Bonus for Transfer Between Armed Forces

To provide incentive of up to $10K for persons to transfer from one armed force to another, and serve a minimum of 3 years in the component to which transferred. Discretionary pay; Army use this pay authority.

Section 355 Critical Skills Retention Bonus (CSRB) or Bonus for Assignment to High Priority Unit

Financial incentive to address skill-specific retention problems. Up to $200K total ($100K for reserve component members) is payable in CSRB to an eligible member over a career. Discretionary pay - all Services use this pay authority.

Assignment Incentive Pay to be authorized for Airmen, Guardians stationed at extremely cold locations

All Space Force News

ARLINGTON, Va. (AFNS) -- Effective April 1, the Department of the Air Force approved a new incentive pay for Airmen and Guardians assigned to qualifying bases in the U.S. where the temperature is expected to drop below minus 20 degrees Fahrenheit.

Incentive Pay

Cold Weather Assignment

Grand Forks AFB

Malmstrom AFB

National Defense Authorization Act

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Here Are the Air Force Jobs Losing Special Duty Assignment Pay

Department of the Air Force officials have revealed which jobs are no longer eligible for a bonus meant to incentivize airmen to take on the most difficult roles in the service, after Military.com reported on the service's lack of transparency in not releasing the information to the public.

Last week, Military.com reported that the Air Force had repeatedly declined to list which jobs would no longer qualify for Special Duty Assignment Pay. The only way to view the revised list of jobs that qualify was to have a login for the Air Force's myForce Support Squadron, or myFSS, a web portal accessible only to service members -- meaning it was hidden from spouses , the media and government watchdogs.

On Tuesday, four days after Military.com's article, the Air Force revealed which jobs no longer qualify for Special Duty Assignment Pay.

Read Next: Canceled Bonuses, Delayed Moves: Air Force Cash Problems Trigger Cuts

Last month, the Department of the Air Force announced that a newly formed board reviewed the special pay program and reduced the number of jobs that qualify for the bonus from 103 to 70 for fiscal year 2024.

Of the 70 jobs that were approved to receive Special Duty Assignment Pay, "four were initial requests that were certified for the first time, 48 were recertified at their current rate, 11 increased rate and seven decreased rate to maintain parity with specialties of similar duties, responsibilities and training,” according to the Air Force.

The bonus, which can range from $75 to $450 a month, is meant for those "who serve in duties which are extremely difficult," according to Air Force budget documents. Many service members choose to take on those jobs because of that extra money while formulating family budgets around the higher pay .

Here are the jobs that no longer qualify for Special Duty Assignment Pay:

• President's Emergency Ops Center
• Cryptologic Language Analyst
• Electronic Security Systems
• Aircraft Battle Damage Repair Exp Depot Mx
• Defense Threat Reduction Agency (DTRA)
• 361st Intelligence, Surveillance, and Reconnaissance Group (ISRG)
• Defense Couriers
• 31 Communication Squadron and 39 Communication Squadron NC3
• Army Support Weather Ops
• Flight Attendants
• 52nd Munitions Maintenance Group NC3
• Airborne Mission System Operators
• Flight Engineers
• Loadmasters
• Sensor Operators
• Special Mission Aviators
• Contracting
• Remotely Piloted Aircraft (RPA) Cyber Technicians
• International Enlisted Engagements Managers
• RPA Ops -- Weather Support
• Modular Airborne Fire Fighting System
• Super High Frequency Operators
• Advanced Intelligence Instructors
• Ski Mission -- Flight Engineers and Loadmasters
• Airborne Mission Systems Specialist -- Host Nation Riders
• 55th Operations Group Management Operator
• 336th Training Squadron & 98th DRA Aircrew Flight Equipment
• Diagnostic Med Sonographer
• Honor Guard
• Air National Guard RPA Cyber Ops
• Radar, Airfield & Weather Systems
• Casualty Cell (next-of-kin notification)
• Military Working Dog Handlers

A June 23 press release from the Department of the Air Force said the board "focused on identifying personnel in extremely demanding positions with unusually challenging responsibilities based on a defendable scoring methodology, and decisions were made agnostic of budgetary funding."

Those serving in a field that will be removed from the bonus list won't lose all the pay at once; they will still receive Special Duty Assignment Pay at "a rate of one-half their original SDAP through Sept. 30, 2024," according to the release.

Jobs that will see a reduction in Special Duty Assignment Pay include:

• Military Human Intelligence
• 724th Special Tactics Group Operations, Support
• Subsurface Analyst
• Parachuting Instructor
• 33rd Cyberspace Operations Squadron, Operating Location Alpha
• Mission Field Chef
• Special Ops Surgical Team

Jobs where the Special Duty Assignment Pay is being reduced will be "given 90 days before the reduced rate will become effective," the release added.

Some career fields that were previously ineligible for Special Duty Assignment Pay now qualify. They include:

• Material Management
• Bomber Airborne Maintenance Support
• United States Air Force Academy Enlisted Faculty Instructor
• Special Missions Support

Career fields that will see an increase in Special Duty Assignment Pay include:

• Survival, Evasion, Resistance, Escape (SERE) Specialists
• Cyber Warfare Ops
• Flying Crew Chiefs
• Special Reconnaissance
• Air Force Office of Special Investigations
• First Sergeant
• Command Chief Master Sergeant
• 844th Communications Squadron
• Independent Duty Medical Technician
• Respiratory Care
• Fire Protection

Those in jobs receiving an increase in Special Duty Assignment Pay will see it in place starting Oct. 1.

The Department of the Air Force's choice not to, at first, publicly disclose what jobs were being cut from Special Duty Assignment Pay concerned government watchdogs like Jason Paladino, a researcher at the nonprofit Project on Government Oversight.

"The Air Force public affairs office is once again showing a reflexive secrecy, withholding unclassified information from the public without justification," Paladino said. "U.S. taxpayers have a right to know how much they are paying members of the military."

On Monday, the Air Force announced that it could potentially run out of money in its personnel budget and began pausing some duty assignments and reenlistment and retention bonuses, as well as extending some deployments to address the shortfall.

The Air Force detailed a $92.2 million ask for Special Duty Assignment Pay in the fiscal 2024 budget documents which were released this year. The budget from the year prior asked for an estimated $96.2 million for the financial incentive, about $4 million more.

The Air Force said the bonus would be for an estimated 33,500 airmen last year. For the fiscal year 2024 ask, it would be for around 29,800 airmen, according to the service's documents, or about 3,700 fewer people.

-- Thomas Novelly can be reached at [email protected] . Follow him on Twitter @TomNovelly.

Related: Air Force Is Cutting Pay for Tough Jobs But Won't Say Which Roles Are Losing Out

Thomas Novelly

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2012 Benefits Handbook

• Pay and Allowances
• Other Allowances
• Other Benefits
• Withholdings and Taxes
• Military Services
• Private Services
• Military - Personal
• Military - Professional
• Tricare Options
• Tricare - Other
• Tricare Glossary
• Other Medical
• Base Housing
• Off-Base Housing
• Travel Perks
• Transportation
• Household Goods
• Family Members
• Basic Plans

Pay and Benefits

ADOPTION SUBSIDY

The military adoption subsidy, a $2,000 reimbursement per child (with a maximum of $5,000 per calendar year for multiple adoptions) for certain adoption expenses, is available if you use a nonprofit agency or a qualifying adoption agency as defined in Title 10 of the U.S. Code, Section 1052, and the Department of Defense Financial Management Regulation Vol. 7C, Chapter 4.

The subsidy reimburses specific adoption costs, including placement fees, legal fees and medical expenses. It does not reimburse travel expenses.

Contact: National Military Family Association, www.militaryfamily.org

ASSIGNMENT INCENTIVE PAY

There are several uses for Assignment Incentive Pay, which is set by law at a maximum of $3,000 per month, although no service has ever paid anything close to that amount. The services use this pay in widely disparate ways for various skill sets and locations.

Assignment Incentive Pay is taxable unless in a combat zone.

CAREER STATUS BONUS

Those who entered the military after Aug. 1, 1986, may take a one-time bonus of $30,000, payable in a lump sum or annual installments, when they reach their 15th anniversary of service, in return for agreeing to serve at least five more years. However, by accepting the bonus, they agree to receive reduced lifetime retirement benefits.

The bonus is part of the “Redux” retirement system. By choosing the bonus, service members commit to completing at least 20 years of active-duty service. If they choose to retire at 20 years, they receive 40 percent of their average basic pay over their three highest-earning years in uniform as retired pay, instead of the traditional 50 percent.

If they serve beyond 20 years, the value of their retirement pay increases until at 30 years of service; their retirement pay would be 75 percent of average basic pay over the three highest earning years, the same as for those who don’t accept the bonus. A limited number of senior members who will be allowed to serve until 40 years will earn 100 percent of average basic pay over their three highest earning years when they retire.

However, annual cost-of-living adjustments for Redux bonus-takers are 1 percentage point less than the adjustment for those in the traditional retirement plan, which makes the lifetime value of Redux less than traditional retirement. At age 62, there is a one-time “catch-up” adjustment that brings both the Redux and traditional pensions back to parity, but only for that one year, after which Redux again begins to lag by 1 percentage point per year.

The Redux bonus is taxable unless earned while serving in a designated tax-free combat zone. It may be paid in two to five equal annual installments (ranging from $6,000 to $15,000), so that all or some of the bonus can be invested in the tax-deferred Thrift Savings Plan.

(See Retirement chapter.)

CATASTROPHIC INJURY PAY

A Defense Department directive issued Aug. 31, 2011, implemented a provision of the 2010 Defense Authorization Act that authorized a new allowance for catastrophically injured or ill service members who need help performing everyday functions.

Special Compensation For Assistance with Activities of Daily Living, or SCAADL, is a taxable allowance designed to offset the cost of care for service members who are not hospitalized but need assistance with day-to-day activities such as eating, bathing and dressing. This close attention often is provided by a spouse or parent, many of whom sacrifice jobs to care for their loved ones.

DoD estimates that eligible service members could receive an average of $1,000 a month, although the amount will vary by individual. The exact figure is determined by a formula that takes into account area wages for home health workers and the number of hours of weekly care that the service member requires.

The pay is not automatic; families must apply and meet certain criteria. The member must be catastrophically injured or debilitated by illness in the line of duty, must be homebound, and must be certified by a DoD or Veterans Affairs Department physician as needing home help.

Service members who apply for SCAADL must designate a primary caregiver who is not on active duty. The allowance will be paid until a doctor determines that the disabled service member no longer needs assistance or the member transfers to VA care and receives compensation under that agency’s caregiver program.

Troops are encouraged to contact a member of their recovery team to apply.

The risk associated with diving merits extra pay. The maximum rate of $340 a month goes to master divers, with lesser rates going to divers with other skills and experience levels.

Diving pay is taxable.

ENLISTMENT BONUS

Enlistment bonuses go to new recruits as an incentive to join. Often, part of the bonus is a lump sum, with the remainder paid in installments. Each service has its own program. Currently, the maximum active-duty enlistment bonuses are $40,000 in the Army, $15,000 in the Navy, $14,000 in the Air Force and $10,000 in the Marine Corps.

The estates of service members who die on active duty or service members who retire or separate due to a disability that is determined to be combat-related cannot be forced by their service branch to repay the unearned portion of any bonus. The services also must pay out the remainder of any bonus not yet paid in such instances.

Enlistment bonuses are taxable.

Flight pay is intended to keep pilots, navigators and other aviators in the military.

Aviation Career Incentive Pay. ACIP goes to officers and warrant officers with at least six years of active aviation service. The lowest rate, $125 per month, starts after the sixth year of aviation service, and the highest rate, $840 per month, is paid to aviators with more than 14 but less than 22 years of cumulative aviation service.

Aviation Continuation Pay. ACP is a targeted force-shaping tool to retain aviators in specified year groups. Generally, officer aviators who remain on active duty after their initial commitment expires are eligible. The services tweak their programs each year, depending on their needs, so the bonuses can change. The annual bonuses historically have maxed out at $25,000.

Career Enlisted Flight Pay. Enlisted members in the Air Force and Navy receive Career Enlisted Flight Pay, also known as Career Enlisted Flier Incentive Pay, at a rate of $150 per month for less than four years of aviation service, to $400 per month for more than 14 years of aviation service.

Hazardous Duty Incentive Pay for Flying. Nonpilots who are required to fly a minimum of four hours per month while serving as crew members performing duties essential to the operation of an aircraft, or duties required for a mission that can be accomplished only with an in-flight aircraft, are eligible for this pay if they are not already drawing Career Enlisted Flier Incentive Pay.

Monthly payment levels are based on rank. For enlisted members, the pay starts at $150 for E-3s and below, and tops out at $240 for E-7s and above. For warrant officers, it ranges from $150 for W-1s and W-2s to $250 for W-5s. For officers, it ranges from $150 for O-1s and O-2s to $250 for O-5s and O-6s. For flag and general officers, the payment rate drops back to $150.

Flight pays are taxable except for service in designated combat zones.

For details on flight pay, visit www.militarytimes.com/money and click on “Pay Charts.”

FOREIGN LANGUAGE PROFICIENCY

In an effort to expand language capabilities, the services offer up to $12,000 per year for active-duty members with needed language skills. The highest rates of pay go to those with proficiency in the most critically needed languages, such as Arabic, Pashto, Persian-Afghan (Dari) and Mandarin.

The amount of pay also varies depending on the level of proficiency in speaking, reading and writing the foreign language.

Foreign language proficiency pay is taxable except in combat zones.

HARDSHIP DUTY PAY

There are two types of hardship duty pay: HDP-L for serving in a hardship location and HDP-M for serving on special hardship missions.

The maximum amount of hardship duty pay allowed by law is $1,500 per month. The services have authority to pay the amount that a service member earns or is expected to earn for a specific hardship duty assignment in a lump sum, rather than in monthly payments. No service pays anywhere close to the maximum hardship duty pay allowed by law.

HDP-L. This is for enlisted personnel and officers serving in more than 150 locations around the world that are deemed austere and/or arduous. Members who serve 30 or more days in a designated hardship area get $50, $100 or $150 per month, depending on the area and the level of austerity.

The danger level of a particular location also factors into hardship duty pay. Locations such as Iraq and Afghanistan, which qualify for both hardship duty and imminent danger pay, are rated at $100 per month for HDP-L. Thus, service members can draw up to $325 per month in a location qualifying for both imminent danger pay and hardship duty pay.

HDP-M. This is for troops assigned to, on temporary duty to or under operational control of Joint Task Force Full Accounting or the Central Identification Lab Hawaii. The rate is $150 a month to perform investigations and excavations of crash sites to recover remains of U.S. service members in remote areas of nations such as Laos, Cambodia, Vietnam and North Korea. Troops assigned to the task force could qualify for both HDP-L and HDP-M, earning a maximum of $300 per month if they spend 30 or more days in Laos, Vietnam or North Korea.

Hardship duty pay is taxable unless received in a designated combat zone.

For the areas that qualify for hardship duty pay, visit www.militarytimes.com/money and click on “Pay Charts.”

HAZARDOUS DUTY/PARACHUTE

People in especially dangerous jobs, such as those who handle toxic chemicals, are entitled to hazardous duty incentive pay. Officers and enlisted personnel in such positions collect an extra $150 per month. An especially dangerous kind of parachuting &dmash; high-altitude, low-opening, or HALO, jumping &dmash; qualifies service members for $225 a month.

Hazardous duty pay is taxable unless received in a combat zone.

IMMINENT DANGER/HOSTILE FIRE PAY

When military personnel serve on land, aboard ship or in aircraft within an officially declared “imminent danger area,” they are entitled to be paid an extra $225 a month.

Troops do not have to be committed to combat to qualify for imminent danger pay; they just have to be on official duty in an officially designated area. Members who unexpectedly come under hostile fire in a foreign country are entitled to hostile fire pay, which is $225 a month. However, a member may not receive both imminent danger pay and hostile fire pay in the same month.

Under a significant change that took effect in February 2012, this pay is now prorated at $7.50 per day when a service member spends less than a full month in a qualifying area. Previously, a service member arriving in a qualifying area on the last day of a month and departing the first day of the next month, for example, could collect $450, two full months of danger pay. Under the new policy, that member will collect $15.

Exceptions will be made for troops are “exposed to a hostile fire incident” as designated by local commanders; those troops will be eligible for the full monthly rate regardless of what portion of the month they spend in the qualifying area.

Imminent danger pay is tax-free if earned inside a designated combat zone or hazardous duty area.

For the areas that qualify for imminent danger pay, visit www.militarytimes.com/money and click on “Pay Charts.”

MEDICAL SPECIAL PAY

Special pay for medical personnel is intended to narrow the gap between military and civilian salaries for medical professionals and provide a means to attract and retain them beyond initial obligation. All medical pays are taxable.

The major medical pays include:

Board-certified pay. Paid monthly to eligible physicians, dentists and other health care providers who are board-certified in their specialties. Annual amounts range from $2,500 to $6,000, depending on specialty and years of creditable service.

Medical special pay. Medical and dental officers with critical specialties are eligible if they are in paygrades O-7 and below and meet the service-specific creditable service requirements and/or have no remaining active-duty service commitment for medical education and training. Creditable service is the time an officer spent in internship and residency, plus active-duty time spent as a medical or dental officer.

Officers must have completed initial residency training and must sign a written agreement to stay on active duty for two, three or four years. Bonuses vary by specialty and length of service agreement.

The current maximum is $60,000 annually for a four-year pledge for anesthesiologists, general surgeons, neurosurgeons and radiologists; the minimum is $10,000 annually for a three-year pledge for a variety of specialties.

Additional special pay. Medical officers who agree to serve one more year on active duty can get $15,000, provided they are not in an internship or residency. For dentists, the amount ranges from $10,000 to $15,000, depending on years of creditable service.

Variable special pay. This goes to medical and dental officers on active duty for at least one year and varies based on years of creditable service. Annual payments range from $1,200 to $12,000 for medical officers and $3,000 to $12,000 for dental officers.

Incentive special pay. Physician specialists below the grade of O-7 who are not in internship or residency programs are eligible for annual bonuses of $20,000 to $36,000 a year if they agree to serve on active duty for at least one additional year.

Dental officer accession bonus. Qualified dentists who agree to accept a commission, be assigned dental duties and remain on active duty for four years may receive an accession bonus of up to $75,000.

Pharmacy officer special pay. Pharmacists in paygrades O-6 and below who have completed their active-duty obligations for education and training and agree to remain for at least two years qualify for retention special pay of $15,000 per year.

Registered nurse accession bonus. Qualified RNs who agree to accept a commission and be assigned nurse duties may receive an accession bonus of up to $20,000 for a three-year contract and $30,000 for a four-year contract.

Registered nurse incentive special pay. Qualified RNs may receive annual incentive special pay of up to $5,000 for a one-year contract; up to $10,000 per year for two years; up to $15,000 per year for three years; and up to $20,000 per year for four years.

Registered nurse anesthetists incentive special pay. Certified registered nurse anesthetists may sign a written agreement to remain on active duty for one to four years for a bonus that varies by length of service agreement. The minimum is $20,000 for a one-year pledge; the maximum is $50,000 per year for four years.

Critical skills wartime accession bonus. The military services may pay wartime accession bonuses to medical and dental officers who agree to serve at least four years. During the active-duty service obligation for which they qualify for the bonus, they are ineligible for multiyear special or incentive pay. Bonus amounts vary by specialty; they currently range from $180,000 for aerospace medicine to $400,000 for neurosurgery, vascular surgery and general surgery.

For details on medical and dental special pays, go to www.militarytimes.com/money and click on “Pay Charts.”

NUCLEAR DUTY

Navy officers with critical skills in the nuclear field are eligible for several kinds of special pay:

♦ A one-time accession bonus made up of two parts: a nuclear officer accession bonus and a nuclear career accession bonus. The first is paid to those who sign a contract to participate in naval officer nuclear power training; the second is paid upon successful completion of officer training in connection with the supervision, operation and maintenance of naval nuclear propulsion plants.

The Navy is authorized by law to pay up to $20,000 in combination for both parts of the bonus, but currently limits payments to $15,000 for the nuclear officer accession bonus and $2,000 for the nuclear career accession bonus.

♦ Nuclear officer continuation pay of $17,500 per year for an initial three-year agreement for officers not obligated to serve department head tours; and $30,000 per year for three-, four- and five-year contracts for officers who have completed a department head tour or are on contracts that obligate them for a department head tour.

Nuclear officers are eligible for this pay up to 30 years of service.

♦ A nuclear career incentive bonus of $10,000 per year for warrant officers and limited-duty officers; $12,500 per year for unrestricted line officers and lateral transfer officers; and $22,000 per year for those who are serving or have served as major command unrestricted line officers or major program acquisition professionals.

All nuclear duty special pays are taxable.

OVERSEAS TOUR EXTENSION

The services have the authority to pay bonuses to service members with certain skills to extend their overseas tours in certain locations. When the services choose to pay it, those who qualify can select one of four options:

♦ A payment of up to $80 per month for each extra month they are overseas.

♦ An annual bonus of up to $2,000 for each year of the extension, payable as a lump sum or in monthly installments.

♦ Thirty extra days of rest-and-recuperative leave.

♦ Fifteen extra days of rest-and-recuperative leave, plus government-paid, round-trip transportation to the nearest point of debarkation in the U.S. (only for service members; family members are not covered).

Overseas tour extension incentive pay is taxable unless the service member re-enlists in a designated combat zone.

CAREER SEA PAY

Sea pay is intended to offset the hardships of sea duty. Technically, all the services offer sea pay at different payment rates, but most service members who receive it are sailors, Marines and Coast Guardsmen. Amounts depend on length of time on sea duty and paygrade.

In the Army, monthly sea pay ranges from $50 to $646 for enlisted members; $182 to $730 for warrant officers; and $150 to $380 for commissioned officers.

In the Air Force, monthly rates are $50 to $520 for enlisted members and $150 to $380 for officers.

In the Navy and Marine Corps, monthly rates are $50 to $620 for enlisted members, $180 to $700 for warrant officers, and $100 to $535 for officers.

The Coast Guard has a complex set of sea pay rates with three levels of payments for all paygrades, based on the type of ship to which members are assigned. Monthly payments across all three levels range from $20 for E-1s to $750 for E-9s and O-6s.

Sea pay is governed by a host of regulations, but the main requirement generally is that the service member be assigned to a ship, ship-based staff or a ship-based aviation unit whose job is performed while underway.

By law, sea pay goes to all members of two-crew missile submarines, even though only one crew is at sea at a time. Sea pay also goes to personnel serving aboard submarine and destroyer tenders.

Sea pay is taxable unless earned in a designated combat zone.

For current sea pay rates, visit www.militarytimes.com/money and click on “Pay Charts.”

SEA PAY PREMIUM

Sailors in paygrades E-4 and below are entitled to an extra $100 a month in sea pay after serving three consecutive years on sea duty. The extra benefit is built into regular sea pay for E-5s through E-9s. Officers are entitled to the same $100 benefit at any point in their careers during which they serve more than three consecutive years at sea. The premium is in addition to career sea pay.

Sea pay premiums are taxable unless earned in a designated combat zone.

SELECTIVE RE-ENLISTMENT BONUS

To keep some experienced, highly skilled people in uniform, the military can offer re-enlistment bonuses.

The selective re-enlistment bonus is calculated based on length of re-enlistment, time in service and need of skills. The bonus may be paid in an upfront lump sum or in installments.

Maximum bonuses are $90,000 in the Army, Navy and Air Force and $74,438 in the Marine Corps. The Army offers a “critical skills retention bonus” for personnel in certain job fields; the top payment under that program is $150,000 for Special Forces personnel who agree to stay in for an additional six years.

The services are prohibited from requiring repayment of the unearned portion of any bonus, and must pay out the remainder of any bonus not yet paid, to the estates of service members who die on active duty or to service members who retire or separate due to a disability that is determined to be combat-related.

SUBMARINE DUTY

This is an incentive for submariners on top of sea pay, based on rank and years of service. Monthly rates are $75 to $600 for enlisted members; $285 to $425 for warrant officers; and $230 to $835 for officers.

Some personnel are eligible for submarine duty pay while based ashore. To qualify, they must meet specific criteria for time in the submarine service. Enlisted members may get submarine pay ashore if they agree to serve another tour on a sub after their shore assignment.

Sub pay is taxable unless earned in a designated combat zone.

To see submarine pay rates, visit www.militarytimes.com/money and click on “Pay Charts.”

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