How long can an E5 stay in the Navy?

In the Navy, rates identify enlisted Sailors occupationally by pay grades E-1 through E-9 and reflect levels of aptitude, training, experience, knowledge, skill, and responsibility. Enlisted rates are divided into three groups: general rates (E-1 through E-3 apprenticeships), Petty Officers (E-4 through E-6), and Chief Petty Officers (E-7 through E-9).

General rates are apprenticeships assigned to personnel at pay grades E-1 through E-3 to indicate their eligibility for entry into various ratings (specific Navy enlisted job). These apprenticeships are: Airman (AN), Fireman (FN), and Seaman (SN).

• Non-designated strikers are personnel in pay grades E-1 through E-3 who are not yet designated to a specific Navy rating.
• Designated strikers are personnel in pay grades E-1 through E-3 who are identified as apprentices for a specific NOS.
• Per BUPERSINST 1430.16, Advancement to the next higher pay grade (to E-2 or E-3) is automatic -- no local action must be taken. Qualified candidates who complete service requirement of 9 months (Time in Rate from E-1 to E-2, and E-2 to E-3) between the 1st and 16th of the month will be advanced on the 16th day of that month; candidates who complete service requirement of 9 months on the 17th through the end of a month will be advanced on the 16th day of the following month.

Petty Officers (Third Class Petty Officer [PO3 -- E-4]; Second Class Petty Officer [PO2 -- E-5]; and First Class Petty Officer [PO1 -- E-6]) are the technicians and work managers within Navy ratings who possess increasing degrees of skill responsibility and authority as they advance in pay grade. Petty officers are capable of accomplishing tasks normal to their rating and pay grade and they provide the "hands on" skills required to maintain, repair, and operate systems and subsystems.

• For advancement to E-4, the member must have a minimum of 6 months Time in Rate (TIR) and an E-3. For advancement to E-5, member must have 12 months TIR as an E-4. For advancement to E-6, member must have a minimum of 36 months TIR as an E-5*. The TIR requirement for advancement to E-6 can be waived for up to one year for those with demonstrated superior performance.

The Chief Petty Officer (CPO) (E-7) is the technical authority, expert, and supervisor within a rating. The CPO is capable of accomplishing all tasks normal to a rating using technical supervision, instruction, and training of lower rated personnel.

• For advancement to E-7, member must have a minimum of 36 months TIR as an E-6*. The TIR requirement for advancement to E-7 can be waived for up to one year for those with demonstrated superior performance.

The Senior Chief Petty Officer (SCPO) (E-8) is the senior technical supervisor within a Navy rating with primary responsibilities for supervising and training enlisted personnel oriented to system and subsystem maintenance, repair, and operation. Based on wide ranging experience and specialized training, the SCPO provides the command with a higher level of technical and managerial expertise than is expected at the E-7 level.

• For advancement to E-8, member must have a minimum of 36 months TIR as an E-7.

The Master Chief Petty Officer (MCPO) (E-9) is the senior enlisted petty officer in the United States Navy. As such, the MCPO is vested with special command trust and confidence extending to administrative and managerial functions involving enlisted personnel. Based upon experience, proven performance, and technical knowledge necessary for advancement to the grade of MCPO, individuals of that rate within a command hold the senior enlisted positions and contribute to forming as well as implementing policy within their occupational field or across the full Navy rating spectrum.

• For advancement to E-9, member must have a minimum of 36 months TIR as an E-8.

*Commanding Officers and Officers in Charge may waive up to 1 year of the required Time In Rate for Sailors in paygrades E-5 and E-6 who received a promotion recommendation of EP on the most recent periodic evaluation in the current paygrade.

Navy Active Duty High Year Tenure

Among its many manpower management tools, High Year Tenure (HYT) may be one of its most controversial. HYT is a move up or out force structure tool. For example, if an E-5 is unable to advance to E-6 before reaching the 16 year year of service, the E-5 will be forced to leave the Navy.

Per MILPERSMAN 1160-120, the current HYT years of service by pay grade allowed are as follows:

Notes:

1. Selected for a 1 or 2-star flag/general officer support assignment to complete a 3-year tour of duty.
2. Selected for a 3 or 4-star flag/general officer support assignment to complete a 3-year tour of duty.
3. Selected to serve as the Master Chief Petty Officer of the Navy (MCPON) to complete a 4-year tour of duty.

*SGT = Sergeant

The military is continually working to build and maintain the optimal size and structure of its force, as well as the ideal fitness of its troops. One of the ways this is done is through the Military High Year of Tenure (HYT) Program. This program works to ensure enlisted US military members are actively seeking advancement opportunities across all pay grades. 

HYT is used to maximize the retention of the highest qualified servicemembers and stabilize the force. The term describes the maximum number of years an enlisted Airman, Soldier, Sailor, Marine, etc. can serve before separating or retiring.

Standing still for too long in your military career will penalize you. The military expects its servicemembers to advance in both rank and pay grade every few years. The timelines and names of these programs vary by branch of service, and occasionally even between active duty and reserves.

Air Force “Up-or-Out Rules”

The Air Force is actively tackling the problems that airmen face every day. The AF has extended the High Year of Tender rules, referred to by airmen as the “up-or-out rules.” The extension for senior airmen through technical sergeants began February 1, 2019.

Here is the maximum number of years you can serve at the current pay grade. These numbers apply to both active duty and reserves and include the updated extensions.

Army Retention Control Point

The Army refers to HYT by a different name, Retention Control Point (RCP). The following applies to those serving under AGR Title 10, including: 

• Active-duty Army
• Army Reserve
• Army National Guard

In the Navy, the requirements for HYT vary between active-duty members and reservists.

Marine Corps Enlisted Career Force Controls

Marines have service limits for those who have not been selected for promotion within a given time. This is different than HYT. When a Marine reaches their service limit, they can be separated from the active component at the expiration of active service (EAS) or transferred to the Fleet Marine Corps Reserve (FMCR). 

Each grade’s service limits are a part of the Marine Corps Enlisted Career Force Controls (ECFC) program. This program aims to hold in balance the number of active Marines by grade and MOS. It takes into consideration service limits, HYT, and the needs of the Corp.

The following are the service limits and HYT for the Marine Corps. The HYT is listed separately if different from the service limit for that grade. The final decision is always made based on the needs of the Corps. 

Prior active service in other branches is counted towards the total for E6 and above. HYT is utilized for certain grades when the soldier has failed selection twice for promotion. 

Waivers of service limits for reserves are on a case-by-case basis. These waivers are considered when:

• It is in the best interest of the Corps’ 
• The Marine is irreplaceable and deploying for combat 
• The Director of RA has designated the MOS critical 
• There is a request for retirement.

Coast Guard Professional Growth Points

When the Coast Guard refers to HYT, it goes hand in hand with Professional Growth Points (PGPs).

The current PGPs are listed below but are subject to update based on the needs of the Coast Guard. PGP refers to the maximum amount of active military service, across branches, that a member can have for their current pay grade.

If a Coast Guardsman’s active military service time is greater than or equal to their PGP on December 31, they become a HYT candidate. All members in the E9 paygrade are subject to HYT.

If you find yourself in a position where you need to fight the HYT to remain in the military, waivers can be submitted. You will need to justify that you are in this position and need letters of recommendation and the support of your immediate chain of command. 

There have been adjustments within retention as our armed forces work to ensure the events of 2020 and the COVID-19 pandemic don’t weaken the force. Each branch has had significantly different experiences with recruitment and retention this past year, and it may affect your ability to access waivers. 

• The Navy has extended the HYT wavier for up to 24 months for active-duty sailors with vital skills.  
• Both the Army and Air Force have experienced historically high retention in 2020
• The “Campaign to Retain” is the Coast Guard’s effort to extend opportunities to those on their way out since COVID has made it challenging to recruit and train 

If you are a HYT candidate, you may have options if you wish to stay in the military. You can request a waiver to reenlist or explore an inter-service transfer. If these are not options, either because of increased retention in your branch or a desire on your part to separate, it may be time to start thinking about your next career. 

What Happens When You Reach Your High Year of Tenure?

You should work with your career field advisor or retention officer when you are approaching your HYT. As mentioned above, you may be able to apply for waivers. If not, you will have some big decisions to make.

If you are eligible for retirement based on your years of service, you will likely be required to retire at that time.

If you are not eligible for retirement, you will most likely be forced to separate from active duty. If so, you may be eligible for involuntary separation pay. Check with your personnel, Human Resources, or similar office.

In some cases, you may be eligible to transfer directly into the Guard or Reserves. The HYT shouldn’t impact you if you transfer into a traditional Guard or Reserve capacity (the “one weekend a month, two weeks a year” status many are familiar with). However, HYT may impact you if you attempt to transition into an Active Guard Reserve (AGR) billet, which is a full-time position. AGR positions follow the same rules as active duty military members.

If you receive involuntary separation pay, later join the Guard or Reserves, and end up retiring from the Reserve Component, then you will be required to pay back your involuntary separation pay after you begin receiving your military retirement pay. However, this can be deducted in increments from future retirement paychecks. This often works out to the advantage of the servicemember in the long run, as the member will end up qualifying for retirement benefits including pay and health care.

Transitioning out of the military is a big decision, but The Military Wallet can guide you through each step of the process.