The Career Intermission Program (CIP) stands as a unique opportunity within the U.S. Air Force, offering dedicated service members a chance to temporarily step away from active duty to pursue personal or professional growth outside of their military careers. Despite being established by the Department of Defense in 2014, the program remains somewhat underutilized, even within specialized career fields. A notable example of its successful application is Major Sandra Walker, an assistant director of operations for the 321st Missile Squadron at F.E. Warren Air Force Base, Wyoming, who became a pioneer in leveraging CIP within the missileer community. Her experience sheds light on the valuable potential of this program for both individual Airmen and the Air Force as a whole.
CIP allows Air Force personnel to transfer to the Individual Ready Reserve (IRR) for a period of one to three years. This intermission is designed to accommodate life events or ambitions that require a temporary break from military service, with the assurance of returning to active-duty status afterwards. Participants in the Career Intermission Program retain significant benefits during their time in the IRR. These include comprehensive medical and dental coverage for themselves and eligible dependents, continued access to Exchange and Commissary privileges, and a monthly stipend. This financial support amounts to one-fifteenth of their basic pay, easing the transition and providing a safety net during their intermission.
Major Walker’s introduction to the Career Intermission Program occurred in 2015 during a Twentieth Air Force Women’s Leadership Symposium. A guest speaker presented the CIP as an option for service members, and while it wasn’t immediately relevant to Walker, she recognized its potential value and stored the information for future consideration.
The pivotal moment arrived in 2016 when her husband, an active-duty helicopter pilot, received a distinctive opportunity for an immersion program with the German Air Force. This presented a career and family crossroads for Walker. Potential assignments in Germany that aligned with her Air Force career would place her geographically distant from her husband’s posting. Adding to the complexity, they were expecting their first child.
Faced with these challenges, Major Walker explored the Career Intermission Program as a viable solution. After thorough research and extensive family discussions, considering both career and personal implications, they concluded that CIP was the right path forward. It offered the chance to be geographically closer to her family residing in Germany, allowed her to be more present during her daughter’s early childhood, and enabled her husband to undertake his unique German Air Force assignment.
Despite the compelling personal and family benefits, Walker encountered resistance from some colleagues. Concerns were voiced, such as the traditional military adage “out of sight out of mind” and questions about why she would interrupt a successful career trajectory. Her response directly addressed these concerns and highlighted the broader advantages of the program. She countered that a temporary break merely delays retirement eligibility for those planning a 20-year career. More importantly, she emphasized the potential for personal and professional enrichment during the intermission, arguing that allowing Airmen time to address personal needs could lead to a more focused and capable force in the long run. This perspective underscored the idea that investing in Airmen’s well-being could be advantageous for both individual service members and the Air Force as an institution.
Walker offered crucial advice regarding the application process, particularly emphasizing the importance of understanding career timelines. “Know your timelines for promotion and professional military education; that applies to enlisted as well as officers,” she advised. She stressed the necessity of open communication with squadron leadership and mentors to align intermission plans with career goals. While the program offers flexibility in separation timing, she cautioned that returning to active duty means immediately resuming career progression. Therefore, careful planning and consideration of desired career milestones upon return are essential.
Major Walker commenced her Career Intermission in 2018. During this period, her primary focus was on raising her daughter and experiencing a less stressful second pregnancy and postpartum period. She also dedicated time to personal growth, engaging in extensive reading and running, activities that contributed to her overall well-being and personal development.
A key feature of the Career Intermission Program, as highlighted by Walker, is its broad applicability. “The great thing about this program, you can separate for any reason,” she explained. She noted that participants pursue diverse paths during their intermission, ranging from civilian employment in sectors like Amazon to caring for family members facing illness, among numerous other personal and professional pursuits. For Walker, the program enabled her to support her husband’s career opportunity and immerse her family in German culture while raising her daughters. This unique family experience resulted in her husband and daughters becoming fluent in German, a skill she considers invaluable.
The program is intentionally structured to facilitate a smooth return to active duty. For Walker, the reintegration process began approximately six to nine months prior to her scheduled return. The Air Force Personnel Center (AFPC) initiated contact, discussing her preferred assignment locations – program participants are authorized travel and transportation allowances to a designated home of selection within the U.S., and from there to their follow-on assignment. AFPC also facilitated her medical re-clearance and the renewal of her security clearance, streamlining the administrative aspects of her return.
Upon her return to active duty in 2021, Major Walker’s husband was selected for in-residence Intermediate Developmental Education at Maxwell AFB, Alabama. She was assigned to Squadron Officer School (SOS) as an instructor and subsequently became the Director of Operations for a student squadron. Later, their roles reversed when Walker was selected for Air Command and Staff College (ACSC), and her husband took up an instructor position at SOS, demonstrating the program’s support for dual-military careers.
Reflecting on her return, Walker noted, “Coming back on active duty was a lot easier than coming off of active duty.” She described the initial separation as an identity shift, requiring her to redefine herself outside of her Air Force role. In contrast, returning to service was characterized by clarity and familiarity. “Coming back to active duty, I knew exactly what was expected of me, I knew exactly what was going to happen…I knew what to wear, where to be, and how to show up.” The primary challenge upon return was the adjustment for her children, who experienced a culture and language shift after their time in Germany.
While acknowledging the minor career timeline discrepancy – observing peers promote to lieutenant colonel while she remained a major – Walker emphasizes that her peers are now in hiring positions and value her experience. She unequivocally states that she has no regrets about utilizing CIP, believing she returned as a more resilient and capable Airman.
Her message to those contemplating the Career Intermission Program is encouraging: “it is a once-in-a-career opportunity to focus on yourself, to better yourself and focus on your priorities.” She argues that the program fosters new perspectives that ultimately enhance an Airman’s effectiveness upon return. Walker believes that a break in service should not be viewed negatively but rather as a valuable opportunity provided by the DoD, resulting in service members returning “eager to serve, able to apply newfound skills and passions while paving a pathway for other Airmen and ultimately increasing retention across the force.” The Career Intermission Program, therefore, represents a strategic tool for both individual Airmen seeking personal and professional fulfillment and the Air Force aiming to retain experienced and well-rounded personnel.
