DoD SkillBridge: Your Bridge to a Civilian Career

Last updated 3 months ago. Our resources are updated regularly but please keep in mind that links, programs, policies, and contact information do change.

Transitioning from military service to a civilian career presents unique challenges and opportunities. Recognizing this, the Department of Defense (DoD) established the SkillBridge program, a key initiative designed to smooth this path. SkillBridge offers transitioning service members the chance to gain valuable, real-world civilian work experience through internships, apprenticeships, or specific industry training during their final months of military service.

Perhaps the most significant immediate benefit is the ability to gain this crucial experience while continuing to receive military pay and benefits, providing financial stability during a critical period. This guide provides a comprehensive overview to help you understand and effectively utilize the DoD SkillBridge program for your transition.

What Is DoD SkillBridge?

Defining the Mission

The core mission of the DoD SkillBridge program is to connect transitioning service members with approved industry partners – spanning both the private and public sectors – for specific training and work experience opportunities.

The program’s objectives include helping participants build their resumes, explore potential civilian career paths, develop job-specific skills sought by employers, and gain valuable work experience that eases the adjustment to the civilian workplace.

SkillBridge is explicitly designed to facilitate entry into civilian occupations with a “reasonable expectation and high probability of post-service employment” offering a comparable living wage. It is not intended merely for experiential purposes or to further academic education; securing meaningful employment is the ultimate expectation.

This focus on tangible employment outcomes has become increasingly prominent, reflecting DoD’s commitment to ensuring the program directly contributes to successful career transitions. Service members should therefore view SkillBridge not just as a training period, but as a strategic opportunity that could lead directly to a job offer upon separation.

The program originated as a pilot initiative in 2011, partly in response to concerns about service member employment prospects following the 2008 financial crisis. Its success led to it becoming a permanent program, aiming to ensure those leaving the military could find meaningful work.

It’s worth noting that SkillBridge is sometimes referred to as the Career Skills Program (CSP), particularly within the U.S. Army. While the terms are often used interchangeably, the Army may have specific regulations or processes associated with its CSP designation.

The primary beneficiaries of SkillBridge are active-duty U.S. service members from all branches – Army, Navy, Air Force, Marine Corps, and Coast Guard – including both enlisted personnel and officers of any rank. To participate, service members must be in their final 180 days of service before their planned separation or retirement date. Eligibility can also extend to members of the National Guard and Reserve components, provided they meet specific active duty requirements.

The Official Hub

The central resource for all official information regarding the DoD SkillBridge program is the dedicated website: https://skillbridge.osd.mil.

This portal serves as the primary source for identifying approved industry partners, finding program locations, accessing eligibility details, and locating essential resources like Frequently Asked Questions (FAQs) and policy documents. It is crucial to consult this official site for the most current and authoritative information, as program details and partner lists are regularly updated.

The governing policy for the program is DoD Instruction (DoDI) 1322.29, “Job Training, Employment Skills Training, Apprenticeships, and Internships (JTEST-AI) for Eligible Service Members”. Links to this instruction and other relevant policy documents can typically be found on the SkillBridge website’s resources page.

Could SkillBridge Be Right for You?

Eligibility Essentials

Meeting the eligibility criteria is the first step toward participating in SkillBridge. While the program is broadly available, specific requirements must be met at both the DoD and individual service branch levels.

Meeting the Core DoD Requirements

Based on DoD policy, service members generally must meet the following core requirements to be eligible for SkillBridge:

Active Duty Service: Have completed at least 180 continuous days on active duty.
Transition Window: Be within 180 days of their scheduled date of separation or retirement (often referred to as End of Active Service or EAS) at the time the SkillBridge program begins. Critically, the selected SkillBridge training opportunity must be fully completable within this final 180-day period before separation. Generally, extensions of obligated service specifically to participate in SkillBridge are not authorized.
Discharge Characterization: Expect to receive an Honorable discharge or a General discharge (Under Honorable Conditions).
Transition Preparedness: Have completed all mandatory components of the Transition Assistance Program (TAP), sometimes called the Transition Readiness Seminar (TRS) depending on the service branch. The DoD strongly recommends, and some services require, that TAP requirements be fulfilled before starting a SkillBridge program. This ensures participants have a foundational understanding of their benefits and transition options before committing to a specific training path.
Ethics Training: Complete required ethics training related to participation in the program. This training outlines the ethical responsibilities service members must adhere to while interacting with civilian organizations.
Service-Specific Criteria: Meet any additional requirements mandated by their specific military service, which might include physical fitness standards, background checks, or other administrative prerequisites.
Mission Contingency: Agree that participation in SkillBridge is contingent upon mission requirements and can be terminated by the Service at any time if necessary.
Special Circumstances: Be aware that certain situations might affect eligibility timing. For instance, personnel undergoing a Medical Evaluation Board (MEB) or enrolled in the Integrated Disability Evaluation System (IDES) or Wounded Warrior programs may need an established or expected separation date before they can participate. Additionally, service members with remaining obligated service time due to service-funded education (like Tuition Assistance or Post-Graduate education) or retention bonuses may need to complete that obligation before starting SkillBridge.

Why Command Approval is Key

Securing command approval is arguably the most critical step after meeting the basic eligibility criteria. Participation in SkillBridge is not an entitlement; it is a privilege granted based on the commander’s assessment.

Commanders are required to weigh the benefits of the program for the transitioning service member against the needs of the unit and the potential impact on mission readiness. This balance has become particularly significant as the program’s popularity has grown, leading some services to implement stricter controls to ensure operational needs remain paramount.

The specific approval authority generally rests with the first field-grade commander (typically an O-4, Major/Lieutenant Commander, or above) in the service member’s chain of command who possesses Uniform Code of Military Justice (UCMJ) or court-martial convening authority. For personnel under civilian leadership, this might be a GS-13 or above. This approval authority usually cannot be delegated to a lower level. However, as detailed below, some services have established different approval thresholds based on the participant’s rank or the requested duration of the SkillBridge program.

Checking Your Service Branch’s Specific Rules

While DoD Instruction 1322.29 sets the overarching framework, allowing participation for up to 180 days, individual military services have implemented their own policies that often impose stricter limits, particularly concerning the maximum duration of participation. These variations, frequently tiered by rank, have emerged largely due to concerns about maintaining unit readiness while supporting transition.

This divergence means that a service member’s rank and branch can significantly influence the length of the SkillBridge opportunity available to them, creating disparities in access. It is absolutely essential for service members to consult the latest official guidance from their specific branch.

Here’s a summary of known service-specific variations (always verify with current official service directives):

Army (Career Skills Program – CSP)

The Army uses a tiered system for duration and approval authority, explicitly prioritizing junior enlisted members:

Category I (E-1 to E-5): Up to 120 days participation, approved by the first field-grade (O-4+) commander with UCMJ authority.
Category II (E-6 to E-7, W-1 to W-3, O-1 to O-3): Up to 90 days participation, approved by the first O-6 (Colonel/Captain) commander with UCMJ authority.
Category III (E-8 to E-9, W-4 to W-5, O-4 and above): Up to 60 days participation, approved by the first General Officer in the chain of command.

Soldiers must typically review the Installation Management Command (IMCOM) CSP page and contact designated Army CSP officials before approaching providers or seeking command approval.

Navy

The Navy also employs a rank-based tiered system for maximum duration, managed through the MyNavy Education portal. Commanding Officers (COs) retain final approval authority.

Tier 1 (E-5 and below): Up to 180 days participation.
Tier 2 (E-6 to E-9): Up to 120 days participation.
Tier 3 (O-4 and below): Up to 120 days participation.
Tier 4 (O-5 and above): Up to 90 days participation. Requires positive endorsement from the Director, Military Personnel Plans and Policy (OPNAV N13), and the CO must certify participation will not result in a gapped billet.

Restrictions apply for those with obligated service from education or bonuses.

Marine Corps

Recent updates (MARADMIN 026/24, effective 31 Aug 2024) established a new tiered structure for duration and approval authority, prioritizing those needing more transition assistance while balancing readiness impacts. Marines must consult the latest MARADMIN for current policy, as previous guidance differed.

Category I (E-1 to E-5): Up to 120 days participation.
Category II (E-6 to E-7, W-1 to W-3, O-1 to O-3): Up to 90 days participation.
Category III (E-8 to E-9, W-4 to W-5, O-4 and above): Up to 90 days participation.

Approval Authority: Category I & II approved by Lieutenant Colonel (O-5) level commanders; Category III approved by General Officers (participation cannot result in a gapped billet).

Specific USMC forms (NAVMC 1320/1, 1320/2) are required as part of the application packet.

Air Force

Available information suggests the Air Force generally adheres more closely to the 180-day maximum window outlined in DoD policy. The application process involves counseling from the Education & Training Center (E&TC), completion of a vetting checklist with the company, and submission via the Air Force Virtual Education Center (AFVEC) portal for commander approval. Permissive Temporary Duty (PTDY) requests exceeding 30 days require routing to the Air Force Personnel Center (AFPC).

Coast Guard

As part of the Armed Forces, Coast Guard members are eligible under the DoD SkillBridge umbrella. However, data collection on participation has been limited. Members should consult their specific Coast Guard transition resources and command for guidance.

National Guard and Reserve

Eligibility typically hinges on being on active duty orders for at least 180 continuous days and being within 180 days of release from that active duty period. Specific guidance should be sought from the respective component’s transition or personnel offices.

The varying service-specific limits, particularly those impacting more senior personnel in the Army, Navy, and Marines, underscore the ongoing tension between supporting individual transitions and meeting operational demands. Higher-ranking individuals often occupy critical leadership or technical roles where their absence creates a more significant readiness impact. This reality means that senior members in certain branches must plan their transition and potential SkillBridge participation much earlier and may have substantially shorter opportunities compared to their junior counterparts or peers in other services.

Gaining an Edge: How SkillBridge Helps Service Members

Participating in the SkillBridge program offers transitioning service members a multitude of advantages designed to give them a competitive edge as they enter the civilian job market.

Build Your Resume with Real-World Experience

SkillBridge provides an unparalleled opportunity to gain practical, hands-on experience in a civilian work environment. Participants can learn industry-specific skills, potentially earn valuable certifications, and add relevant, recent experience to their resumes. This experience is crucial for demonstrating how military skills and training translate into the requirements of civilian jobs.

Network Like a Pro, Land Potential Offers

The program places service members directly within companies and organizations, allowing them to build professional networks and interact with potential future colleagues and employers. This exposure significantly increases the chances of receiving a job offer upon successful completion of the program and separation from service. Many participants are hired by their SkillBridge host organization.

Transition with Financial Peace of Mind

A major benefit is that participants continue to receive their full military compensation – including base pay, allowances like Basic Allowance for Housing (BAH) based on their assigned duty station, and other benefits like healthcare coverage – throughout their SkillBridge participation. This financial stability removes a significant source of stress during the transition period.

It is critical to understand, however, that SkillBridge industry partners are strictly prohibited from providing any additional pay, wages, stipends, or compensation to the service member during the program. This rule maintains the program’s status as a DoD-funded training opportunity and prevents potential conflicts of interest or violations of labor laws. Any compensation from the partner company can only commence after the SkillBridge program officially ends and the service member transitions to terminal leave or separates.

Service members should also be aware that travel expenses to and from the SkillBridge location, if it differs from their duty station, are typically their own responsibility.

Smoother Adjustment

The program helps bridge the cultural gap between military life and the civilian workplace. Experiencing civilian work norms, communication styles, and organizational structures while still technically on active duty can significantly ease the adjustment process and reduce transition-related stress.

A Win-Win: What Employers Gain from SkillBridge

The SkillBridge program is designed as a mutually beneficial arrangement, offering significant advantages not only to transitioning service members but also to the participating industry partners.

Accessing Highly Skilled Military Talent

Employers gain direct access to a unique talent pool comprised of highly trained, disciplined, motivated, and often technically skilled transitioning service members. Because the DoD continues to cover the service member’s salary and benefits during the program, employers can leverage this exceptional workforce essentially at no labor cost during the internship or training period. This allows organizations to tap into what is often described as the world’s most highly trained workforce.

Evaluating Future Hires, Risk-Free

SkillBridge provides employers with an extended opportunity – up to 180 days, depending on the program and service regulations – to evaluate a potential employee’s skills, performance, work ethic, and cultural fit within their organization before making a formal hiring commitment. This “try before you buy” model significantly reduces the risks typically associated with hiring new employees.

Streamlining Recruitment and Supporting Veterans

Participating in SkillBridge can serve as an effective talent pipeline, potentially reducing overall recruitment timelines and costs associated with finding qualified candidates. Furthermore, becoming a SkillBridge partner allows companies to actively demonstrate their commitment to hiring veterans and supporting the military community, which can enhance their brand reputation and contribute to diversity, equity, and inclusion (DE&I) goals.

Employer Requirements

To participate, organizations must become approved DoD SkillBridge partners. This typically involves signing a Memorandum of Understanding (MOU) with the DoD. Approved partners are required to provide a clearly defined job training or career development program with specific objectives and a structured plan.

Recently, DoD has implemented stricter requirements to enhance program quality and outcomes. These include mandating that prospective partners complete an employer ethics course and, significantly, requiring partners to demonstrate a “high probability” – defined as 75% or higher – of offering immediate, qualifying post-service employment to service members who successfully complete their program.

These enhanced requirements reflect DoD’s effort to ensure SkillBridge offers meaningful, high-quality opportunities with strong employment prospects, likely driven by the program’s rapid growth and the need for better oversight and measurable outcomes. While this may lead to more vetted partners and potentially better experiences for service members, it could also mean some employers find it challenging to meet the new hiring threshold.

Ready to Apply? Your Step-by-Step SkillBridge Guide

Navigating the SkillBridge application process requires proactivity, planning, and attention to detail. It’s a multi-phase process involving research, coordination with potential employers, assembling documentation, and securing command approval. Starting early is crucial for success.

Phase 1: Plan Ahead

Start Early: Ideally, begin researching SkillBridge and planning your transition 12 to 18 months before your anticipated separation date. While application submission windows vary (e.g., Navy allows applications within 365 days of separation, Marines also allow initiation up to 365 days out), the earlier you start, the more time you have for research, networking, and navigating the approval process.
Self-Assessment & Research: Clearly define your post-military career goals, desired industries, and potential roles. Begin researching potential SkillBridge providers using the official DoD portal and other resources.
Counseling: Schedule appointments with your installation’s Education Center or Transition Office (where TAP/TRS services are provided). These counselors are invaluable resources for understanding program specifics, eligibility, and the application process within your service branch.
Informal Command Discussion: Have early conversations with your immediate supervisor and potentially others in your chain of command about your interest in SkillBridge. This helps gauge their support, understand potential mission impacts, and manage expectations.
Verify Eligibility: Thoroughly review the DoD and your specific service branch’s eligibility requirements. Ensure you have completed or have a firm plan to complete all mandatory TAP/TRS requirements before your desired SkillBridge start date.

Phase 2: Find & Secure Your Opportunity

Identify Opportunities: Utilize the official DoD SkillBridge Locations page as your primary tool for finding approved partners. Explore any service-specific lists or resources recommended by your transition office.
Contact Potential Providers: Reach out directly to the Points of Contact (POCs) listed for programs that interest you. Inquire about their specific application process, eligibility requirements beyond the basics, program start dates, training content, and selection procedures.
“Create Your Own” Option: If you are passionate about working with a specific company that is not currently an approved SkillBridge partner, it is sometimes possible to pursue this path. However, this requires significant initiative from you and the company. You would need to educate the company about the program, help them develop a detailed training plan for your proposed role, and assist them in navigating the DoD application and MOU approval process. This can be time-consuming, so always have approved opportunities as backup options.
Application & Selection: Apply directly to the SkillBridge provider’s program according to their instructions. Treat this step like a formal job application; it may involve submitting resumes, cover letters, and participating in interviews. Acceptance is not guaranteed.
Obtain Acceptance Letter: Once selected by a provider, you must obtain a formal acceptance letter. This letter is a critical piece of documentation for your official application packet. It needs to clearly state the program name, specific location, exact start and end dates, a summary of the training objectives or work to be performed, the potential employment outcome (e.g., guaranteed interview, certification), and the provider’s POC information.

Phase 3: Assemble Your Application Packet

Gather Required Documents: The specific documents needed will vary by service branch, but common requirements include:
- Completed Service-Specific Application/Screening Forms (e.g., Marines use NAVMC 1320/1 and 1320/2; Air Force uses an AFVEC Application/Memorandum of Participation).
- The official Acceptance Letter from the SkillBridge provider.
- A Detailed Training Plan outlining objectives, schedule, and tasks, often developed collaboratively with the provider.
- Proof of TAP/TRS Completion.
- SkillBridge Ethics Brief Completion Certificate/Acknowledgement.
- A draft Command Authorization Letter or Endorsement (your service or local transition office may provide a template).
- Potentially other documents depending on the provider or location, such as copies of orders or information related to security clearance requirements if interning with certain government agencies.
Review Packet: Before submitting, carefully review your entire packet for accuracy and completeness. It’s highly recommended to have your Education/Transition Office review it as well.

Phase 4: Navigate the Command Approval Process

Submit Packet: Formally submit your completed application package through your chain of command for review and approval.
Approval Authority: Ensure your package is routed to the correct command level for final approval, based on your service’s policy, your rank, and potentially the duration of the requested program.
Timeline: Approval timelines can vary significantly depending on command tempo and administrative processes. Follow up respectfully and professionally as needed. Some applicants report approvals within days, while others may take weeks or longer.
Final Steps: Once you receive formal command approval, ensure all required documentation is uploaded or filed according to your service’s procedures. Navy requires uploads to the MyNavy Education portal. Air Force may require uploading approval into LeaveWeb. Marines submit final packets to the Education Center. Coordinate your final out-processing steps, any associated leave (Permissive TDY for SkillBridge itself, plus any terminal leave), and travel arrangements. SkillBridge participation is typically executed under Permissive TDY (PTDY) orders. Be sure to follow your service’s specific rules regarding the sequencing of SkillBridge PTDY and terminal leave.

The entire application process underscores the need for significant personal initiative. Success depends heavily on your proactivity in research and networking, meticulous attention to documentation details (especially service-specific forms and requirements), and clear, consistent communication with both the potential SkillBridge provider and your chain of command. Starting early provides the necessary buffer to navigate these multiple steps effectively.

Service-Specific Starting Points

Army: Begin by reviewing the IMCOM Career Skills Program page and contacting designated Army CSP officials.
Navy: Utilize the MyNavy Education portal for applications. Find additional information on the Navy HR SkillBridge page. For questions, email: [email protected].
Air Force: Consult the Air Force Virtual Education Center (AFVEC) SkillBridge page. Your primary point of contact is your local Education & Training Center (E&TC).
Marine Corps: Contact your local MCCS Education Center or Transition Readiness Program (TRP) office. Always refer to the latest MARADMIN governing SkillBridge. An example resource site (Okinawa): https://www.okinawa.usmc-mccs.org/skillbridge. General HQMC inquiries can sometimes be routed via the main DoD SkillBridge website’s “Contact Us” form.
DoD General Inquiries: Use the official DoD SkillBridge Contact Us form for questions not specific to a service branch.

Where to Find SkillBridge Opportunities

Identifying the right SkillBridge opportunity requires exploring various resources and understanding the breadth of participating organizations.

Using the Official DoD SkillBridge Locations Portal

This website is the definitive source for finding DoD-approved industry partners and specific training opportunities. The portal is typically searchable by location, keywords, or industry, allowing you to filter based on your preferences and career goals.

Leveraging Your Transition Assistance Office

Your installation’s Education Center or Transition Office (TAP/TRS staff) is a critical resource. Counselors often have knowledge of popular programs, local opportunities, and specific service branch resources or partner lists. They can provide personalized guidance based on your situation.

Exploring Options: From Federal Agencies to Private Industry

The range of SkillBridge partners is vast and diverse, encompassing thousands of organizations across the public and private sectors. This provides significant choice but also highlights the need for careful research to find the best fit. Examples include:

Federal Agencies

Numerous government departments and agencies participate, offering pathways into federal service. Examples include the Bureau of Land Management (BLM), Department of the Interior (DOI), Department of Homeland Security (DHS) and its components like U.S. Customs and Border Protection (CBP), Department of Veterans Affairs (VA), NASA, and the Office of Personnel Management (OPM) via various agencies.

Private Industry

Thousands of private companies, from large multinational corporations to small businesses, offer SkillBridge opportunities across nearly every industry imaginable. Common sectors include Information Technology (IT), cybersecurity, healthcare, logistics, transportation (trucking), manufacturing, aviation maintenance, project management, skilled trades, and professional services.

Networking and Third-Party Connectors

Don’t underestimate the power of networking. Utilize professional platforms like LinkedIn to connect with potential employers or individuals who have participated in SkillBridge. Several non-governmental organizations also specialize in connecting service members with SkillBridge opportunities (e.g., HireMilitary, Hiring Our Heroes).

Remote/Virtual Opportunities

Recognizing the changing nature of work, some SkillBridge opportunities may be offered in hybrid or fully remote formats, expanding options regardless of geographic location.

Given the wide array of partners, service members should go beyond simply browsing the official portal. Actively research companies of interest, understand their culture and opportunities, talk to transition counselors, and leverage personal and professional networks to identify programs that truly align with long-term career aspirations and demonstrate strong potential for post-program employment.

Internship, Apprenticeship, or OJT? Program Formats & Duration

SkillBridge is not a one-size-fits-all program; it encompasses various training models designed to provide practical skills and relevant work experience tailored to different career fields and learning styles.

Common Training Models Explained

The program allows participation in several types of training formats:

Internships: These are often placements within a specific department or project team, allowing service members to gain experience in a professional role, contribute to ongoing work, and understand company operations.
Apprenticeships: These are typically more structured, long-term training programs combining on-the-job learning with related technical instruction, often leading to a recognized industry credential or journeyman status.
On-the-Job Training (OJT): This involves learning the skills required for a specific job by performing tasks directly within the work environment under supervision.
Employment Skills Training (EST): Some programs may focus on broader skills essential for civilian employment, such as project management, communication, or specific software proficiency.
Certifications: Some SkillBridge opportunities are specifically designed to help participants earn industry-recognized certifications relevant to their target career field.

Understanding Program Length: The 180-Day Window and Service Variations

The duration of SkillBridge participation is governed by several factors:

DoD Policy Window: DoD Instruction 1322.29 permits participation during the final 180 days of a service member’s active duty commitment. The specific training program itself cannot exceed 180 days in length.
Actual Program Lengths: Within this maximum window, the actual duration of individual SkillBridge programs varies widely. Some might be relatively short, intensive programs lasting a few weeks (e.g., the 10-12 week VA WARTAC program), while others might be designed to span several months, potentially up to the full 180 days. An average internship length is often cited around 90-120 days. Some well-known programs have fixed durations, like the 12-week Hiring Our Heroes Corporate Fellowship Program.
CRITICAL Service-Specific Caps: As emphasized earlier, several service branches (Army, Navy, Marine Corps) have implemented policies that cap the maximum allowable participation duration at levels below the DoD’s 180-day ceiling, often based on the service member’s rank. Service members MUST adhere to their branch’s specific time limits. Programs requiring durations longer than these caps may not be feasible or may require significantly higher levels of approval.

The table below summarizes the approximate maximum participation durations allowed by each service based on available information. Crucially, service members must verify the current, official guidance from their respective branch, as these policies are subject to change.

Service	Rank Category	Max Duration (Days)	Primary Source(s)
Army (CSP)	Cat I: E1-E5	120	Army CSP site
	Cat II: E6-E7, W1-W3, O1-O3	90	Army CSP site
	Cat III: E8-E9, W4-W5, O4+	60	Army CSP site
Navy	Tier 1: E1-E5	180	MyNavy Education portal
	Tier 2: E6-E9	120	MyNavy Education portal
	Tier 3: O1-O4	120	MyNavy Education portal
	Tier 4: O5+	90 (Requires OPNAV N13 Endorsement)	MyNavy Education portal
Marine Corps	Cat I: E1-E5	120	Verify latest MARADMIN
	Cat II: E6-E7, W1-W3, O1-O3	90	Verify latest MARADMIN
	Cat III: E8-E9, W4-W5, O4+	90	Verify latest MARADMIN
Air Force	All Ranks (Generally)	180	Verify current AFI/guidance
Coast Guard	All Ranks (Generally, follows DoD)	180	Verify current USCG guidance

Disclaimer: This table reflects information from available sources as of early 2025. Policies can change. Always confirm current official guidance from your service branch.

The variety in program formats offers flexibility, but the service-imposed duration caps, particularly the shorter limits for senior personnel in some branches (e.g., 60 or 90 days), may restrict participation in longer-term, potentially more immersive training like comprehensive apprenticeships. Service members facing these shorter timeframes must carefully assess if the allowed duration is sufficient for their desired program and may need to prioritize shorter, more focused opportunities.

Proof Positive: SkillBridge Success Stories and Impact

The value of the SkillBridge program is best illustrated through the experiences of participants and available data on its reach and outcomes.

Making the Transition: Participant Experiences

Thousands of service members have successfully leveraged SkillBridge to launch their civilian careers. Their stories highlight the program’s tangible benefits:

Finding the Path: Anthony Wagner, a Navy veteran who interned with RecruitMilitary, noted, “SkillBridge helped me find that path” when figuring out his post-military direction. He emphasized how the program helps “remove the uniform for a little while” to discover future aspirations.
Smooth Transition & Confidence: Megan Foxx, an Air Force veteran who participated with Salute Mission Critical, stated, “Salute made the transition from military to civilian life very smooth for me… The confidence I gained from this experience will never be forgotten”.
Finding a Career, Not Just a Job: Lawrence Standifer Jr., an Air Force veteran who transitioned to U.S. Customs and Border Protection (CBP), shared, “I was not trying to find a job. I was trying to find a whole new career, and I found that with CBP… It was easy to transition into CBP because I am still serving, just in a different capacity”. He credited the genuine support from CBP’s program manager as key to his success.
Gaining Skills and Support: Michael Anderson Jr., another Air Force veteran interning at RecruitMilitary, found the experience similar to military camaraderie and highlighted the value of practical training received: “RecruitMilitary provided weekly training sessions that taught me a lot for my own job search as well. We learned how to write resumes, how to win at civilian interviews, and created our 30-second elevator pitches”.
Direct Hiring Outcomes: Carlos Platero, a Marine who completed the Hiring Our Heroes Corporate Fellowship Program (CFP) at Verizon, described it as an “amazing experience” that eased his transition concerns and led directly to employment with the company. Brock Young also shared his “mil-to-fed” success story, transitioning directly into a Federal career following his SkillBridge participation.

These testimonials underscore how SkillBridge provides not just skills, but also confidence, networking opportunities, and a crucial support system during the transition process, often leading directly to meaningful employment.

Measuring Success: Participation and Employment Data

The SkillBridge program has experienced significant growth and demonstrates positive indicators, although comprehensive outcome data collection remains an area for improvement.

Participation Growth: The program’s popularity has surged. Participation grew from approximately 4,600 service members in Fiscal Year (FY) 2019 to over 22,000 by FY 2022. Since its inception in 2011, estimates suggest well over 50,000 to 100,000 service members have participated. In just the first half of FY 2024, nearly 12,000 service members enrolled across the DoD.
Participant Demographics: Data from early FY 2024 indicates that the majority of participants (around 83%) were enlisted personnel, primarily within the E-4 to E-6 pay grades.
Employment Outcomes:
- Multiple sources consistently describe SkillBridge as leading to a “high probability” or “high likelihood” of employment post-service. Some anecdotal reports claim success rates exceeding 90% for finding meaningful employment within six months.
- Specific programs report strong results. For example, the Hiring Our Heroes Corporate Fellowship Program (a SkillBridge partner) reported an 85% hire rate for its 2021 cohort, with an average starting salary of $105,000.
- Reflecting the focus on job placement, new DoD regulations require industry partners to aim for a 75% or higher rate of offering immediate, qualifying employment to participants who successfully complete their programs.
Data Collection Challenges (GAO Findings): Despite the positive indicators, a Government Accountability Office (GAO) report highlighted that the military services have not consistently collected or analyzed comprehensive data on SkillBridge outcomes, such as verified employment offer and acceptance rates across all programs for FY 2019-2023. This lack of systematic, DoD-wide data makes it difficult for the department itself to fully assess overall program effectiveness and identify areas needing improvement. The GAO recommended that DoD update guidance to standardize data tracking and that the services systematically collect, analyze, and report this data.

While testimonials and specific program statistics strongly suggest SkillBridge is highly effective for many participants, the absence of consistent, DoD-wide outcome data means overall success rates across the entire program are not definitively quantified by official sources yet. The new employer requirements and GAO recommendations aim to strengthen the link between participation and employment and improve data tracking for better future assessment. Service members should be encouraged by the program’s potential but recognize that proactive engagement and careful selection of opportunities remain key to maximizing their own success.

Essential SkillBridge Resources

Here is a list of key official websites and resources for easy reference:

Our articles make government information more accessible. Please consult a qualified professional for financial, legal, or health advice specific to your circumstances.

Author

Author: GovFacts

We appreciate feedback from readers like you. If you want to suggest new topics or if you spot something that needs fixing, please contact us.