The establishment and funding of an Initial Entry bonus for enlisted service members should be applied to initial entry of officers: this in conjunction with the BRS-CP for newly assessed officers will greatly support both the accession/recruitment of new officers and retention. They must commission into a valid top loaded Automated Unit Vacancy System (AUVS) and not fill an excess or over strength position. Bonus amount would be dependent on the number of vacancies for the Air Force Specialty Code or Military Occupational Specialty. This would operate similar to the Enlisted Bonuses. #1 response in CGO survey for top initiative to increase recruitment identified as bonuses. #1 theme in CGO survey theme in the survey identified bonuses as a top priority. The request would be to have Congress make this a line item that would be forced to be funded through the "Military Personnel" appropriation within the Department of Defense budget.

Intent: Provide an initial bonus for Officers to fill vacancies. This should be used in conjunction with BRS-CP which mandates an Additional service obligation for the officer. These two incentives will increase the longevity of a career of an officer and increase the likelihood of an officer retiring in lieu of resigning.