ACN 086/18 - AUG 2018 FY19 WORFORCE PLANNING SITREP 1

ALCOAST COMMANDANT NOTICE                              CANCEL DATE 29 AUG 2019

R 300921 AUG 18
FM COMDT COGARD WASHINGTON DC//CG-1//
TO ALCOAST
UNCLAS //N07220//
ACN 086/18
SUBJ:  FY19 WORFORCE PLANNING SITREP 1
A. Coast Guard Pay Manual, M7220.29 (series)
1. This ACN announces the initial results of the FY19 Workforce planning efforts.
In Mid-June the Workforce Planning Team (WPT) met to identify and manage intervention
strategies for recruiting, retention, and specialty management. This years’ WPT was
divided into three groups; Enlisted Workforce Planning Team (EWPT), Officer Workforce
Planning Team (OWPT), and Special Duty Assignment Pay.
2. The new WPT process considered and justified workforce intervention strategies by
using cross-programmatic input to maximize the effectiveness of available resources.
The WPT took a holistic look at Officer and Enlisted workforce concerns using sub-groups,
studies, analytics, and business cases in order to determine the highest priority needs
and the best application of base resources. This resulted in what I believe to be an
extremely comprehensive review of the intervention strategies necessary to maintain a
ready work force.
3. The EWPT focused on critical ratings and the need to modify bonuses, and then made
recommendations to best manage the talent in that workforce. The OWPT prioritized
ongoing retention and incentive programs and continues to analyze officer programs that
show indications of future challenges. Both EWPT and OWPT will continue to analyze the
bonus and incentive program to determine the return on investment and if intervention
strategies are working.
4. The Special Duty Assignment Pay group reviewed a total of 83 new and existing
program requests. The group also divided the requests in to “Special Duty Pay” and
“Assignment Pay” based on level of responsibility, compensation for the qualification,
desirability of billet, and special skills required. In the next Special Duty Assignment
Pay iteration, positions designated for Assignment Pay will be included in the next
revision of REF (A) and those positions will not have to compete annually to receive
Assignment Pay.
5. The WPT is a permanent and vital part of the Coast Guard Human Resources enterprise
and we will continue to grow and mature the process. Reserve and Civilian workforce
planning teams will be established and utilized to capitalize on the planning team
strategy for the total work force. Any program manager who feels that their workforce
or specialty is experiencing personnel challenges is encouraged to forward their
concerns to the WPT and participate in the process.
6. Please refer any questions or concerns to HQS-PolicyandStandards@uscg.mil.
7. Additional SITREPs will be released that will address these and any additional
workforce intervention strategies.
8. These changes will be implemented into the next revision of REF (A), which will be
released within the next year.
9. Released by RADM W. G. Kelly, Assistant Commandant for Human Resources.
10. Internet release authorized.