After decades of taking flak from their Army, Navy, and Marine brethren for the perceived “easiness” of their physical fitness test, Airmen will soon have a test that’s on par with the sister services. The biggest change to the new USAF Physical Fitness Assessment (PFA) relates to the cardiorespiratory assessment portion of the test, which, in the past, consisted of a 1.5-mile run. The new PFA increases the length of the run to two miles, the same distance used on Army fitness tests. Of course, the USAF will not adopt the deadlift and sprint-drag-carry elements of the Army fitness test. So, you still may catch some flak from your Army pals.

Before formally implementing the new PFA, the USAF will pause all testing on January 1, 2026, and begin a diagnostic period from March 1 to Aug 31, so Airmen can become acclimated to the new test.

On September 1, 2026, the new PFA will be formally implemented, with Airmen required to take the test once every six months, regardless of their score on the test. In the past, Airmen who scored high enough on their PFA were only required to test once per year. Sorry, folks, that isn’t going to cut it anymore. Plus, the two-mile run must be accomplished on at least one of the two tests each year. 

Under the new policy, Airmen must take a cardiorespiratory assessment at both PFAs each year, but only one of those assessments has to be the two-mile run. For the other PFA, an Airman can choose to do either the two-mile run or the 20-meter High Aerobic Multi-Shuttle Run, where participants 

 20 meters apart at progressively faster pace.

The new PFA consisted of four components:

A two-mile run, which tests the Airman’s cardiorespiratory fitness and counts for 50 percent of the total score.

Push-ups or hand-release push-ups completed in one minute. Hand-release push-ups require Airmen to lower their chest all the way to the ground and extend their hands out to the sides before pushing up again. This component measures muscle strength and counts for 15 percent of the total score.

Sit-ups or reverse cross leg crunches completed in one minute or a forearm plank test, which measures muscle core endurance and counts for another 15 percent of the total score.

A body composition test where Airmen divide their waist length by their height in inches. For example, an Airman who stands 69 inches tall and has a waist of 36 inches would have a waist-to-height ratio of 0.52. This component counts for 20 percent of the total score, but Airmen do not have to take the body composition test the same day as the workout portion of the PFA.

In the current version of the test, Airmen can squeak by just achieving the minimum score in each category, since that score would add up to the minimum passing score of 75 points. 

The new test is structured to prevent Airmen from using this technique. You can see the new scoring charts for the PFA

Under the new Physical Fitness Assessment (PFA), Airmen are no longer required to complete the body composition portion on the same day as their PFA. 

This change addresses a concern raised in 2019, when officials observed that combining both events on the same day sometimes led to Airmen engaging in potentially dangerous practices, such as starvation or diuretic use, to meet measurement requirements, especially when combined with physical training.

As in the past, the new PFA standards will vary by sex and age group for Airmen. 

However, specialized fields like special warfare and explosive ordnance disposal will continue to adhere to their existing, unique fitness requirements.

The Air Force will also release a new publication called “The Warfighter’s Fitness Playbook.” It will provide guidance to Airmen and Guardians, reinforcing the service’s efforts to ensure service members safely, healthily, and effectively meet fitness and readiness standards. 

According to a USAF press release, “The Warfighter’s Fitness Playbook” is an adaptive and agile resource for Airmen and Guardians for implementing fitness and lifestyle management programs to include sleep and nutritional tips, and exercise and fitness guidance.

"These fitness changes are about having a healthy, ready force prepared to meet today’s mission and the demands of the future fight," said U.S. Air Force Chief of Staff 

. "The updated model reflects our high standards for fitness and ensures our Airmen have the tools they need to protect their long-term health."

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In a historic first for the U.S. military, a Guardian patch changes hands as the Space Force welcomes part-time 

Reservists now have the chance to join the branch as Guardians. Applications are open from September 3 to October 10, 2025. Selected Reservists will start transferring by June 2026.

Picture a Reservist named Alex who dreams of contributing to space operations and spending time with his family. With the Space Force Personnel Management Act, part of the 2024 

The policy establishes a unified system for all Guardians, eliminating the distinction between active duty and reserve. Now, Reservists like Alex can serve full-time or part-time in a unified structure. This new approach, unique among U.S. branches, helps retain skilled staff and offers flexibility for parenting, studies, or other career pursuits.

Clear eligibility rules apply. Officers up to colonel (O-6) and enlisted up to chief master sergeant (E-9) can apply if they work in space fields. 

This includes space operators, cyber professionals, intelligence experts, and acquisition officers. 

Applicants need a Top Secret/Sensitive Compartmented Information (TS/SCI) clearance, or, for some acquisition roles, a Secret clearance with TS/SCI eligibility. Medical fitness and good standing are also required.

Selected Reservists will keep their rank and time in grade. To apply, eligible officers and enlisted must agree to serve part-time for three to six years. 

' option. The Space Force transfer board will meet in October, with results posted on the official 

This is more than a typical transfer. Reservists can join the country’s most advanced branch while keeping civilian jobs, education, or family life. The Space Force enables a balance between the two, which could help retain skilled personnel in high-demand space roles. 

Retaining cyber and intelligence experts is crucial not just for success in space but also for boosting the U.S.'s deterrence in a contested domain.

 notes this is the first time U.S. members can switch between full-time and part-time in the same branch. The Space Force will review part-time positions yearly based on mission needs, so assignments may change. Still, this is a new way to serve that fits today’s realities.

Don't miss the chance to advance your career and make history. With no additional part-time transfer windows scheduled, eligible Air Force Reservists must act quickly before the 

Apply now to serve as a Guardian in the Space Force, shape the future of America’s defense in space, and secure your place in this groundbreaking chapter.

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The 2026 Social Security COLA announcement may be delayed, but payments will continue as usual. The shutdown affects the Bureau of Labor Statistics (BLS), which pauses data collection and release during funding gaps.

Here’s what’s locked, what’s still happening, and how this delay could ripple across people’s lives.

Why the 2026 COLA Announcement May Be Delayed

The Labor Department’s contingency plan makes it clear: if funding lapses, 

The critical monthly CPI report for September 2025, scheduled for October 15, will not be released under shutdown conditions. Without the 

, the Social Security Administration (SSA) can’t complete the standard COLA formula, which averages prices from July through September and compares them to those of the previous year. 

In short, no September data means SSA can’t finish the math.

Past shutdowns, such as those in 2013 and 1995, delayed federal data releases but did not prevent benefits from being paid. These delays have been temporary and require preparation.

So, unless funding is restored before or on the day when September inflation is published, SSA’s mid-October COLA announcement may have to slip.

What’s Unchanged (and What’s Speculative)

Social Security benefits, disability payments, and Supplemental Security Income (SSI) count as mandatory spending. This means they are automatically funded by law and do not rely on annual budget approval. 

Therefore, even as the shutdown drags on, these payments will continue uninterrupted.

COLA Estimates Are in Play — But Not Final

Analysts using July and August inflation predict a roughly 

. The final rate depends on September CPI and could slightly boost your benefits.

In past shutdowns, delays in inflation data were not indefinite. They usually lasted only a few days or weeks.

Certain SSA thresholds, such as the earnings test limit and taxable wage base, are based on inflation or wage data. These may also be delayed, potentially affecting payroll taxes.

When Congress restores funding. The moment the BLS can resume operations is the pivot point.

BLS will post an updated release calendar

 indicating when the delayed data will drop.

SSA and OMB approval latency — after the data is returned, the adjustment still requires internal review before being announced to the public.

Delays create uncertainty for beneficiaries and affect planning.

Don't overhaul your budget expecting a significant COLA increase; the final amount remains unsettled. Here are some budget guardrails to help you navigate this period:

Postpone large purchases until the COLA is finalized.

Maintain a cash buffer to handle any unforeseen expenses.

Review your Medicare deductions and understand how they might interact with the upcoming COLA.

Stay updated with SSA announcements and check your My Social Security portal regularly.

Be careful with large financial commitments until the COLA is finalized, as any projections about COLA increases are speculative until the official announcement is made.

Shutdowns can delay data but not benefits. The COLA will be applied once inflation data is released.

As soon as the BLS restarts, the countdown begins again. Updates will follow once SSA confirms official timing.

 delay doesn’t change the fact that payments continue, but timing, expectations, and downstream data releases matter. 

Here’s what beneficiaries, advocates, and retirees should keep an eye on:

Once Congress restores funding, the Bureau of Labor Statistics will publish a revised release calendar to reschedule the September inflation report. 

That update will be the clearest signal of when the Social Security Administration can make its official COLA announcement. You can monitor this directly 

The SSA will likely release the COLA figure within days after the CPI is posted. 

During the 2013 shutdown, the agency confirmed the new COLA within 48 hours of the data release. This year’s timeline could be similar, with a quick turnaround.

Medicare Premiums Could Offset Some Gains

A smaller or delayed COLA could intersect with 

” rule protects beneficiaries from a net benefit decrease, it can limit or postpone some premium increases until COLA is official. 

For millions of retirees, this connection means the delay may temporarily stabilize take-home benefits.

, and other inflation-indexed figures rely on the same data. These updates, which are typically released in mid-October, may also be delayed in conjunction with the COLA announcement.

In past shutdowns, viral posts falsely claimed Social Security checks would stop. They won’t. 

Benefits are mandatory spending, and SSA confirmed operations like benefit delivery remain funded. Focus only on official statements from SSA, AARP, or the Department of Labor for accurate updates.

 is finalized, keep financial decisions flexible:

Avoid locking in major budget changes or withdrawals based on projected increases.

Use conservative estimates (around 2.7%) for planning purposes.

Prepare for a possible retroactive COLA notice if delayed into November.

A delayed COLA is only a pause in data, not payments. Once inflation is released, SSA will calculate and apply the increase to your checks.

Knowing why the delay happened and what comes next can provide peace of mind. Check official channels for updates; your benefits remain secure pending the receipt of new data.

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On September 30, the same day that President Donald Trump and Secretary of War Pete Hegseth briefed a group of DoD senior military personnel, Hegseth also released formal written guidance to spur implementation of new DoD policies. The following is a synopsis of these memoranda and the impact they could have on military personnel.

Grooming Standards for Facial Hair Implementation

, the impetus behind its implementation is so that military personnel can safely and effectively employ protective equipment. This equipment protects members against chemical, biological, radiological, and nuclear (CBRN) threats and also protects those performing firefighting, disaster relief, and other missions where respiratory protection may be required.

The new guidance also applies to new accessions to the military. In the past, new recruits would often on their first day of basic training receive the infamous buzz cuts. The memorandum states that new accessions must now meet the grooming standards before entry. If not, they will be deferred from accession until standards are met.

What are the new standards? Here are the verbatim guidelines:

All personnel must maintain a clean-shaven face.

Beards, goatees, and other facial hair are prohibited unless specifically authorized.

Mustaches are authorized but will be neatly trimmed, not to extend past the mouth corners or into a respirator seal zone.

 units may request modified standards via validated mission-essential requirements. However, personnel will be clean-shaven when deployed to environments with a high threat of CBRN attack.

Regarding shaving waivers, the memorandum directs the services to revert to pre-2020 standards. The recently revised 

mirrors Hegseth’s memorandum. Only temporary medical profiles will be considered for personnel with medical conditions, such as pseudofolliculitis barbae (PB). These waivers will be limited to 12 months, and permanent conditions will result in evaluation for administrative separation.

With respect to religious accommodations, Hegseth’s memorandum directs the services to revert to pre-2010 standards. That means that religious facial hair waivers will generally not be authorized. If a religious waiver is to be approved, then religious sincerity will be evaluated, and the approvals will only happen for those in non-deployable roles with a low risk of chemical attack or firefighting requirements.

Hegseth gave the services 60 days to present their implementation plans to his Undersecretary of Defense for Personnel and Readiness (USW(P&R). The services have 30 days to implement their new guidelines to include any exceptions approved by USW(P&R). This is a fast-moving train by DoD standards.

Implementation of Military Equal Opportunity (MEO) & Equal Employment Opportunity (EEO) Reform Plan

During his address to DoD senior military leaders, Hegseth announced that the Pentagon will overhaul its process for filing complaints with Inspector Generals and will no longer allow anonymous complaints.

Hegseth also said the Pentagon would change the process for its complaints filed under the equal opportunity program, responsible for issues related to sexual harassment and discrimination based on race, gender, or religion.

“I call it the ‘No More Walking on Eggshells Policy,’” Hegseth told the assembled generals and admirals. “We are liberating you.”

“No more frivolous complaints, no more anonymous complaints, no more repeat complaints, no more [ruined] reputations, no more endless waiting, no more legal limbo, no more sidetracking careers or walking on eggshells,” Hegseth said.

Hegseth spelled out the steps that would be taken by the services in his memorandum. Here are the highlights.

Complaints are promptly (within 30 days) addressed and dismissed if they lack actionable, credible evidence.

Those who knowingly submit false complaints and repeatedly submit frivolous complaints are held accountable, pursuant to applicable laws and regulations.

To foster a more effective support and resolution-based program, the current anonymous reporting option will be replaced with a confidential complaint reporting option to MEO professionals, and request that the Joint Service Committee on Military Justice consider revising Military Rule of Evidence (MRE) 514 to include communications to MEO professionals.

It’s important to note that MRE 514 is established to encourage victims to seek advice and support from their designated advocates without fear of the communication being used against them in a court-martial.

Standardize the MEO intake processes to provide mediation as a first-line alternative to filing a formal MEO complaint.

To promote prompt closure and accountability, mandate a strict resolution timeline for commanders to address unsubstantiated MEO complaints (within 7 business days) to ensure timely resolutions.

Direct the USW(P&R) to update the current DoW policy to eliminate the practice of withholding or delaying promotion of an employee or Service member based on an EEO complaint without a substantive finding of misconduct or not based on objective and credible evidence.

Hegseth concluded the memorandum by stating, 

“Timely adjudication of complaints will minimize the impact of false claims, swiftly provide resolution for all involved, and increase readiness across the total force. I am fully committed to promoting good order and discipline through accountability for all involved in the complaint process.”

One of the key pieces of the new guidance concerns the definition of “credible evidence.” The memorandum states that this definition will be released in the future.

Hegseth set the tone for the new DoD fitness guidance by stating,

“My goal is unmistakable: our core fighting formations must not just meet the standard - they must embody it. We need high, uncompromising, sex-neutral standards rooted in combat effectiveness. Every warfighter must be held to the same rigorous expectations. This directive outlines immediate actions to ensure every warfighter meets the physical and professional demands of combat, for which every Service member must be prepared. These requirements are not optional - they are foundational to our lethality and readiness.”

The memorandum makes it clear that only those serving in Combat Arms career fields will be required to meet gender neutral fitness requirements. The services will determine which career fields fall under the Combat Arms category. Fitness requirements for Non-Combat Arms personnel will continue to be sex and age-normed, similar to how the services conduct them today.

SecWar’s new guidance directs active duty personnel to take two fitness tests per year and to perform physical fitness training every duty day. National Guard and Reserve component personnel will complete one fitness test annually and be charged to take personal responsibility for their physical fitness.

The memorandum states that failure to meet established standards may be used to withhold favorable personnel actions, including denied promotion and administrative separation.

The following Fitness Testing Matrix, provided in the memorandum, clarifies which evaluations apply to each category of service member.

In addition to conducting fitness tests, the services are directed to perform body composition tests using height and weight circumference methods twice per year. 

High performers on fitness tests may be granted waivers if they don’t meet the established body composition standards. Those who don’t meet the standard will be entered into remedial programs and, if adequate progress is not made, face administrative processing for separation.

Hegseth also released a memorandum that guides reforms related to DoD civilian employees. As Hegseth put it, 

“ We recently surveyed our civilian workforce. We heard loud and clear that personnel policies must better reflect our high-performance culture. This requires reforming how we treat both top and bottom performers. Winning organizations optimize the workforce spectrum. 

First, we need to incentivize and reward our top performers. Department employees are not in it for the money, but our best performers need to be appropriately recognized for their performance, including through meaningful monetary awards. Second, managers need more guidance on how to separate underperforming employees. Complex offboarding creates cultural drag that hurts morale across the Department and hinders our mission.”

The memorandum directs USW(P&R) to immediately issue specific guidance to address two complementary but distinct objectives: 

The memorandum did not provide further details on how this would be accomplished, nor did it establish a timeline for implementing new procedures.

A Review of Hazing, Bullying, and Harassment Definitions

During his address to senior military leaders, Hegseth announced the Pentagon is starting “a full review” of how words including “bullying,” “hazing,” and “toxic leadership” are used as part of accountability efforts. He said that these terms have been “weaponized” to undercut military leaders.

“Setting, achieving, and maintaining high standards is what you all do, and if that makes me toxic, then so be it,” Hegseth said.

One of the new memoranda directs USW (P&R) to conduct a 30-day review of the DoD’s definitions of hazing, bullying, and harassment. The memorandum states that this review, 

“Aims to strike a balance, ensuring leaders have the tools necessary to foster a warrior ethos rooted in mutual respect and accountability, while also maintaining a lethal and ready Force.”

Formal implementation of this new guidance will come from the services, upon approval of possible exceptions granted by USW (P&R). The train has left the station. Guidance has been issued. The services must now react.

SecWar Meets With Senior Military Leadership: Announces Major Changes Ahead

For more than 50 years, applicants to US military academies have had two choices for fulfilling the entrance examination portion of their application package – they could take the SAT or the ACT. By the way, the terms "SAT" and "ACT" are not abbreviations anymore. SAT once meant Scholastic Aptitude Test or Scholastic Assessment Test, and ACT meant American College Test. Both of the organizations that administer these tests say that they mean nothing now. Don’t tell that to the millions of students who have taken them. 

Beginning in the fall of 2026, when the service academy application season starts, aspirants will have a third standardized examination option. That option is called the Classic Learning Test (CLT), an examination that is backed by American conservatives. 

Let’s first look at the differences between the SAT and ACT. The ACT tests high school curriculum content across four main sections (English, Math, Reading, and Science), while the SAT is more of an aptitude test, focusing on deep problem-solving in a single Reading and Writing section and a Math section. 

The ACT has a science section and offers more straightforward, faster-paced questions. The SAT has longer questions, offers more generous time per question, and focuses on complex reasoning and algebraic concepts. 

There was a time when most students on the East Coast took the SAT, and those on the West Coast took the ACT. Today, many students take both tests to “cover their bases.” Today, almost all colleges and universities will accept scores from either test. Those seeking an academy appointment will soon be able to take a third, if they desire.

The CLT was developed in 2015 by Classic Learning Initiatives, a company based in Annapolis, Maryland. It offers an alternative to other standardized tests like the SAT and ACT, evaluating reading, grammar, writing, and mathematics. 

A key distinction of the CLT is its reliance on classic literature and historical texts for most of its reading passages. This sets it apart from other standardized college entrance exams.

 thought, and many of its textual excerpts come from works by Christian figures such as 

However, it also contains religiously critical individuals such as 

. Other secular writers referenced in the test include 

, primarily small, private Christian colleges, Bible schools, and a few public schools in predominantly conservative states.

In September 2023, Florida's Board of Governors approved the CLT for admission at all public universities in the state. Additionally, some test-optional colleges that do not require standardized admission tests still allow students to submit CLT scores.

According to Indiana Republican Senator Jim Banks, who sponsored the bill that directs this addition, 

“The CLT measures deep comprehension, discipline, and knowledge of the great ideas that built our nation. It’s a victory for merit and America’s future leaders.”

 includes passages from E.B. WHITE’s “Charlotte’s Web” and Mark Twain and discussions about Renaissance art and philosophers, including Plato and Socrates. Unlike the SAT and ACT, the CLT doesn't allow calculators on the math section.

The CLT’s adoption in military academies may represent its biggest mainstream breakthrough and legitimacy for a test long confined to religious and ideological circles.

Jeremy Wayne Tate, the CLT’s co-founder and CEO, 

 that the politicization of education “is aided — even initiated — by standardized testing.”

In a statement to Politico magazine, Tate said, 

“By allowing young Americans to apply to the U.S. Service Academies with the CLT, these institutions will have the opportunity to welcome students who have taken a standardized test rooted in rigor, logical thinking, and a deep understanding of the classic and historical texts that made America great.”

When Will CLT’s Addition Go Into Effect?

On October 1st, service academies updated their websites, adding the CLT as an option for admissions applications. In the fall of 2026, those who wish to apply for one of the five military service academies – West Point, the Naval Academy, the Coast Guard Academy, the Merchant Marine Academy, and the Air Force Academy – will be able to choose the CLT as the entrance exam for their application package. 

The applicant's packages will be assessed by the academies for appointments to incoming classes in the summer of 2027.

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The gear that changes the game is here. Exoskeletons to lighten your load, climate-adaptive systems to handle extreme conditions, and wearable AR that boosts vision, situational awareness, and mission command—all in one package. If you’re active duty, a Veteran, or work with gear and procurement, this is coming—and fast. You thought a uniform was just fabric, patches, and armor. Think again.

Here’s a breakdown by branch, key programs, and their expected fielding timelines. 

These refer to programs currently in pilot phases, undergoing operational trials, or scheduled to begin unit fielding within the next 18-24 months.

Who’s Ahead & What to Expect in Your Unit

 many of these uniform/gear innovations, with CTAPS already fielded in cold-weather brigades, IVAS versions currently in training and schoolhouses, and SABER undergoing ongoing trials. 

, IVAS is in use for training, and SABER is being tested—each at a different stage of rollout.

 is currently more focused on support/logistics roles with exosuits (e.g., for loading/cargo) than on front-line infantry roles, with rollout of these exosuits in support roles expected to begin later this year.

, but many have been scaled back in scope or shelved. The main impact persists in component technology advancements rather than a complete integrated suit.

If you’re in a unit that operates in extreme weather conditions (Arctic, high cold, or mountain cold), you may already have CTAPS or be scheduled to receive it. 

If you train at large schools or war colleges, you may soon be using IVAS 1.0/1.1. Units that carry heavy loads or do a lot of sustainment might be among the first to see exosuit trials.

; if they’re heavy, bulky, or interfere with body armor, mobility, or stealth, they won’t get used.

Cold, heat, moisture, dust, and shock—uniforms with AR, exosuits, and smart sensors must survive real soldier conditions.

Soldiers need to learn new systems; their feedback critically shapes iterative improvements. Programs like SABER and CTAPS build in soldier feedback.

Scaling prototypes to full-unit fielding is expensive. Repair parts, battery supply, or cooling/hydration systems must be sustainable in the field.

: Better exosuits and climate-adaptive uniforms could reduce musculoskeletal injuries and heat/cold injuries—two of the biggest readiness drains.

: More systems will require your familiarity, including AR displays, exosuit control, and weather-adaptive layering systems, which necessitate updated TTPs and SOPs.

: Rather than uniforms and gear that last for a decade, expect more frequent updates, versioning (e.g., IVAS 1.2), and increased maintenance demands.

Veterans in procurement or advisory roles

: This is the moment to push for soldier feedback and test participation to ensure gear meets real needs—not imagined ones.

Not Just What We Dream, But What We Will Wear

Uniforms of the future are already being deployed in the field. IVAS AR headsets, SABER exosuits, and CTAPS cold gear are being deployed in real-world units. The boundaries between combat uniforms, weather gear, and wearable technology are merging for practical reasons.

Soon, heavy loads, extreme cold, or heat will not degrade performance or endanger personnel. Each soldier may have a display inside their visor, a suit that adapts to weather changes, and gear designed for efficiency and protection.

It’s happening. And active duty, reserve, and veterans all have stakes in how it happens—how it gets tested and how it’s adopted. Because when it sticks, it changes everything: readiness, lethality, and survivability.

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The Department of Defense is exploring plans to lease portions of Marine Corps Base Camp Pendleton for commercial development. Navy Secretary John Phelan conducted aerial surveys of the 125,000-acre installation in late August, examining areas that could potentially be offered for commercial lease. This marks an unprecedented consideration for Camp Pendleton sale or lease opportunities at California's largest military installation.

This article breaks down what we know about these discussions, who's driving them, and how they could impact service members both at Camp Pendleton and across the military.

Senior Leadership Exploring Commercial Leasing Options

Secretary Phelan's visit to Camp Pendleton included initial conversations about making underutilized portions of the base available for commercial use. 

 reporters that any Camp Pendleton sale or lease would focus on areas Marines rarely use for training, with multiple parcels spread across the installation.

Lt. Cmdr. Courtney Williams, Phelan's spokesperson, confirmed the discussions aim to "maximize value and taxpayer dollars while maintaining mission readiness and security." No decisions have been made yet.

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