Maj. Gen. Hope Rampy (with the microphone), commander of Army Human Resources Command, leads a discussion during the Association of the U.S. Army’s annual conference Oct. 14, 2025, in Washington. Also on the panel, from left: Brig. Gen. Gregory Johnson, director of military personnel management; Sgt. Maj. Christopher P. Stevens; and Lt. Gen. Brian Eifler, the service’s deputy chief of staff for personnel. (Eric Kayne/Stars and Stripes)
The Army will expand a program that allows some lieutenants to apply for transfer into different career fields, including functional areas that were previously unavailable until after serving in command as a captain.
The expansion next month builds on a change made two years ago to the Volunteer Transfer Incentive Program which allowed lieutenants to transfer from over-strength fields, such as armor and infantry, into branches in need of more young officers, such as finance, air defense and signal, Maj. Gen. Hope Rampy, commander of Army Human Resources Command, said Wednesday during the Association of the U.S. Army’s annual conference in Washington.
Previously, a new officer would have to stay in a career field for seven or eight years before having an opportunity to switch to something new. Functional areas are those that officers typically can’t commission straight into and include space operations, acquisitions and simulation operations.
“What we understand, the generational difference is, ‘I don’t want to sign up to do ... the same thing for the rest of my life,’ ” Rampy said. “So we want to show that there’s an opportunity to serve a career in the Army but not do the same thing for the rest of your life.”
This will be the third year that the Army has expanded opportunities for lieutenants. In the first year, 137 lieutenants chose to switch jobs, Rampy said. More than 200 participated in the second year. Each year had limitations on the types of jobs and the number of participants.
The idea stemmed from a very small dip in the number of officers staying through the rank of major, she said. Traditionally, about 45% of officers stay in the service that long, which allows the Army to fill nearly all of its major requirements.
“I’m not saying there’s an issue, but I’m saying there’s an indicator. The data is indicating that you’re not on a historical trend, so why wait for a problem? Why not get ahead of it?” Rampy said.
Part of the command’s strategy is to make sure young officers know that if they are struggling with their current job, they don’t have to leave the Army to try something new, said Col. Tom Malejko, chief talent analytics officer at Army Human Resources Command.
Organizations across the Army are developing assessments to determine which officers have the right skills and make them aware of the opportunities available.
“We’re trying to help them look through data to make a more informed decision as to what career best fits them,” he said.
