ACN 141/21 - DEC 2021 FY22 MILITARY WORKFORCE PLANNING TEAM RESULTS - INVESTIGATING OFFICER INTERVENTION

R 201831Z DEC 21
FM COMDT COGARD WASHINGTON DC
TO ALCOAST COMDT NOTICE
BT
UNCLAS
ACN 141/21
SSIC 7220
SUBJ: FY22 MILITARY WORKFORCE PLANNING TEAM RESULTS - INVESTIGATING
OFFICER INTERVENTION
A. COMDT COGARD WASHINGTON DC 071435Z OCT 21/ALCOAST 371/21
B. Military Bonus Programs, COMDTINST M7220.2
C. 37 U.S.C. - Pay and Allowances of the Uniformed Services
D. Coast Guard Medical Manual, COMDTINST M6000.1F
E. Coast Guard Weight and Body Fat Standards Program Manual,
COMDTINST M1020.8H
1. OVERVIEW: The FY22 Military Workforce Planning Team (MWPT)
convened in May 2021 to develop and recommend workforce policy
interventions. This ACN announces the approved FY22 Investigating
Officer (IO) intervention. Per REF (A), the MWPT identified
strategies for specialties and programs deemed to have personnel
shortages that could negatively influence mission execution. The
following intervention is necessary to support Coast Guard missions
to fill critical Investigating Officer assignments.
    a. OFFICER MONETARY INTERVENTION BONUS. This ACN authorizes
one Critical Skills Retention Bonus (CSRB) offer under Chapter 3 of
REF (B) and Section 355 of REF (C) for eligible active duty officers
with designated critical military skills and is in addition to any
other pay and allowances to which a member is entitled. Bonus
payments after 31 Dec 2021 will be contingent on extension of the
bonus authority in Section 355(h) of REF (C).
    b. The bonus is authorized for eligible active duty officers
(see paragraph 4 of this ACN) who submit completed bonus agreements
obligating the new active duty service commitment (ADSC) during
FY22. The ADSC is the number of years a Service member agrees to
obligate service on the Bonus Agreement.
    c. The bonus offering in this ACN is for FY22 (beginning
01 Oct 2021) and is anticipated to remain in effect until the end
of FY22 (30 Sep 2022). Monetary interventions may be adjusted or
terminated not less than 30 days in advance by announcement via ACN.
2. ELIGIBILITY: A $30,000 CSRB is authorized as a special incentive
pay to retain active duty Investigating Officers (IO) filling the
essential roles of Senior Investigating Officer (SIO) and Chief,
Investigations Division assignments, and who agree to obligate a
three (3) year ADSC in an eligible IO billet. Qualified officers
must be eligible for AY22 rotation per Officer Personnel Management
(OPM-2) shopping list guidance, and must agree to be assigned, and
subsequently issued orders to, an eligible billet. IAW REFs (B) and
(C), the bonus applies exclusively to fully-qualified active duty
officers as follows:
    a. Officers in paygrades O3 and O4 eligible for assignment as an
Investigating Officer in AY22 in the following positions:
        (1) Must be assigned as a Senior Investigating Officer (SIO);
or
        (2) Must be assigned as a Chief, Investigations Division.
    b. LT/O3s must hold an OAP12 level I or higher Officer Specialty
Code (OSC) at time of receipt of orders.
    c. LCDR/O4s must hold an OAP12 level II or higher Officer
Specialty Code (OSC) at time of receipt of orders.
    d. General eligibility criteria are:
        (1) Serving in pay grades LT/O3 (not on continuation orders)
or LCDR/O4 (not in or above zone for CDR/O5);
        (2) Agree to accept and execute assignment orders to an
eligible Investigating Officer position as outlined in
paragraph 2.a.
        (3) Maintain physical and medical standards for continuous
retention IAW REF (D);
        (4) Be fully vaccinated, or have an approved religious
accommodation or medical exemption from vaccination against
COVID-19, in accordance with ALCOASTs 305/21 and 315/21. Commanding
Officers must verify vaccination status prior to approving a bonus
agreement;
        (5) Maintain compliance with weight and body fat standards IAW
REF (E);
        (6) Years of total combined active duty or combined active
duty service in a reserve component cannot exceed 21 years as of the
effective date of the bonus agreement;
        (7) Current obligated ADSC expires on or before 30 Sep 2022;
        (8) Eligible for AY22 rotation per OPM shopping list guidance;
        (9) Have no current obligated active duty service, as defined
in Paragraph 3.d. of this ACN, beyond 30 Sep 2022;
        (10) Have no more than 25 years total active duty service at
the completion of the bonus agreement term;
        (11) Do not have an existing continuation contract agreement;
and
        (12) Are not in a retired recall status.
3. DEFINITIONS:
    a. ACTIVE DUTY SERVICE COMMITMENT (ADSC): The ADSC is the number
of years an officer agrees to obligate commissioned service under a
Bonus Agreement. The ADSC is calculated by adding the number of
years obligated to the effective date of the Bonus Agreement, as
defined in 3.e. of this ACN. Likewise, the ADSC commences from
the effective date of a Bonus Agreement.
    b. BONUS AGREEMENT: Investigating Officer Bonus: A written
contractual agreement between a Service member and the Coast Guard
in which the Service member agrees to remain on active duty for a
specific period of time. In return, the Service member receives the
bonus contingent upon abiding by all eligibility and retention
conditions of the agreement throughout the entire contractual term.
The only approved Bonus Agreement to be used per this ACN is
CG Form 5305I (revised on Dec 2021 or later), "Investigating Officer
(CG-INV) Bonus Agreement" found on the COMDT (CG-612) Directives and
Publications, CG Authorized Forms Portal site at:
(Copy and Paste URL Below into Browser)

https://www.dcms.uscg.mil/forms

    c. BONUS AGREEMENT SUBMISSION DATE: For management, assignment
and oversight purposes, Bonus Agreements must be signed by the
officer's Commanding Officer no later than 24 Jan 2022 and submitted
to PSC-OPM-2 and Program POC listed below by 31 Jan 2022. Extension
of the application deadline will not normally be allowed. Officers
with exceptional circumstances may request a waiver for submission
of their agreements past the due date from COMDT (CG-133) through
COMDT (CG-INV) and CG PSC-OPM-2.
    d. CURRENT OBLIGATED ACTIVE DUTY SERVICE: Current obligated
active duty service period includes:
        (1) All service obligations for initial entry into the Coast
Guard;
        (2) Obligated service under an existing bonus agreement or
obligated service incurred by a monetary payment;
        (3) Obligated service for receipt of graduate/advanced
education or training greater than 20 weeks. NOTE: members with
obligated service beyond 30 Sep 2022 specifically for Investigations
Industry Training (IIT), and who are otherwise eligible or would
become eligible during FY22 for a bonus authorized by this ACN,
are authorized to receive such bonus, prorated based upon newly
obligated service;
        (4) Current obligated active duty service does not include
obligated service for promotion, advancement, permanent change of
station (PCS), BRS continuation pay, or service obligation as
directed by the Coast Guard. These service
obligations will run concurrently to a bonus service obligation.
    e. EFFECTIVE DATE OF BONUS AGREEMENT: The Bonus Agreement will
be effective the date upon which a Service member is fully qualified
for the bonus, which includes: having a Commanding Officer approved
Bonus Agreement; meeting all eligibility requirements; having
completed any current obligated active duty service (unless ADSC is
specifically authorized to run concurrently with existing current
obligated active duty service, with proration of the bonus amount);
and having reported to the assigned Investigating Officer billet,
whichever is later, but not later than 30 Sep 2022.
4. POLICY: To receive the bonus, Service members must abide by and
continuously maintain the eligibility criteria of this ACN for the
entirety of the obligated ADSC.
    a. A Service member paid a bonus under this ACN during the
period of ADSC covered by the signed Bonus Agreement and who fails
to maintain any eligibility criteria in paragraph 2 of this ACN, or
is subject to termination of the bonus under paragraph 6 of this
ACN, must be subject to repayment for any and all unearned portion
of the bonus under provisions of Section 373 of REF (C).
    b. If an officer loses qualification, or is no longer qualified
for those assignments in paragraph 2 of this ACN due to any fault of
the officer, any unearned portion of the bonus payment as of the
date of removal from eligibility will be repaid.
        (1) Entitlement to this bonus will not be restored when loss
of qualification was due to personal fault and the member later
re-qualifies during the original ADSC.
        (2) The Bonus Agreement does not guarantee a member will
remain on active duty for the entirety of the ADSC if earlier
administrative separation, retirement or, involuntary separation for
cause is awarded, or appropriate.
    c. Bonus Agreement limits and payment of bonus. The bonus will be
paid in lump sum subject to 22% federal, and applicable
state income tax withholdings that are not contributed to a tax-
deferred Thrift Savings Plan (TSP) account. Members desiring to
contribute bonus monies to a TSP account must consider the TSP
Elective Deferral limit and confirm election not less than 30 days
prior to receipt of the bonus.
        (1) The lump sum payment will normally be paid within 2-4 pay
cycles of an actionable PPC Customer Care ticket submission,
provided it's after the effective date of the bonus agreement,
as defined in 3.e. of this ACN.
        (2) Once a Bonus Agreement is signed by the member's
Commanding Officer, it will remain in effect until the agreement
expires or is otherwise terminated. Members may request a new
agreement upon expiration of their existing agreement, provided
a bonus is being offered and the members meet the eligibility
requirements of the bonus program then in effect.
        (3) IAW Section 371 of REF (C), a member is prohibited from
receiving a bonus payment pursuant to Subchapters I and II of Title
37, U.S.C., for the same activity, skill, or period of service.
        (4) It is prohibited for a member to receive multiple bonus
payments for the same period of service.
    d. ADSC Adjustments and Bonus Agreement non-compliance.
        (1) When a bonus for a member is suspended or terminated as
described in this ACN, CG PSC-OPM will not automatically adjust
the ADSC for the member. An Investigating Officer whose bonus
eligibility ends may submit a request, with supporting material,
to change the ADSC to CG PSC-OPM, who will consider the request
and supporting material in making a determination as to whether
or not to change the ADSC.
        (2) An ADSC does not guarantee a member will remain on active
duty if earlier administrative separation is appropriate.
        (3) The Coast Guard can also initiate involuntary separation
under Military Separations, COMDTINST M1000.4 (series), earlier than
the ADSC date.
    e. Repayment of Unearned Bonus Amounts. Per Section 373 of REF
(B), unearned bonuses must be repaid, unless collection is excepted
under authorized conditions.
        (1) Except under conditions described in Paragraph 4.f. below,
the Coast Guard will demand repayment of any unearned bonus
commensurate with time remaining on the member's active duty
obligation when discharged, released from active duty, or the date
the member has been determined to no longer be in compliance with
the Bonus Agreement.
        (2) CG PSC-OPM will include a statement on the separation
authorization for any member with remaining obligated service from a
bonus agreement and any unearned bonus must be repaid by the member.
These separation authorization statements must include the reason
for demanding repayment and advise the member of the opportunity to
apply for an exception to repayment along with the procedures on how
to submit the request.
    f. Authorized exceptions to repayment of unearned bonuses will be
determined in accordance with law and DHS policy, and will be cited
by CG PSC in separation authorizations or other documentation.
    g. Officers who receive a bonus are expected to serve their full
ADSC in an eligible IO billet. If an officer is transferred from
the eligible billet prior to completion of their ADSC, they must
request a follow-on assignment at District (dpi), SRNCOE, INCOE,
LANT-541, PAC-543, MSC Liaison, or COMDT (CG-INV), subject to the
needs of the Service and issuance of orders by OPM-2. Failure to
request an eligible follow-on assignment will result in termination
of the bonus.
5. BONUS APPLICATION PROCEDURES.
    a. Applicant Responsibilities. Review the contents of this ACN
prior to signing a Bonus Agreement.
        (1) Complete, sign, date and forward the Bonus Agreement and
supporting documents to the designated command representative in a
timely manner to ensure approval by the Commanding Officer by
24 Jan 2022.
        (2) Keep a copy of the signed agreement for record purposes.
    b. Command Responsibilities. Designate a command representative
who will counsel all bonus eligible Investigating Officers assigned
to the unit. The initial counseling session should be a one-on-one
meeting between each eligible member and the designated command
representative that outlines the needs of the Coast Guard, how a
bonus fits into the overall Investigating Officer retention effort,
and the Service member's eligibility. The command must:
        (1) Verify eligibility is met as outlined in paragraph 2.
        (2) Ensure eligible Investigating Officer are aware of the
bonus offering submission deadline (i.e. 24 Jan 2022), eligibility
window, payment authorization, and the ADSC associated with
accepting the bonus offer.
        (3) Ensure each Investigating Officer fully understands the
implications of the agreement and eligibility requirements as per
Paragraph 2 of this ACN.
        (4) Explain that any unearned portions of the bonus will
be repaid on a pro-rata basis for all conditions listed in this ACN.
        (5) Explain that eligible Investigating Officers with an
approved date of separation (DOS) must request withdrawal of the DOS
prior to or upon submission of their bonus application.
Investigating Officers will not receive bonus payments if the DOS
withdrawal request is disapproved.
        (6) Submit signed/endorsed agreements to CG PSC-OPM-2 and the
Program Manager POC identified below not later than 31 Jan 2022.
        (7) Commands that are not staffed to effectively conduct this
counseling session should coordinate counseling with COMDT (CG-INV).
    c. P&A/SPO Responsibilities to process the bonus contract.
        (1) Ensure the Bonus Agreement has been properly completed,
and that the member has reported to the assigned Investigating
Officer billet.
        (2) Ensure the applicant and his/her Commanding Officer sign,
initial and date the Bonus Agreement as appropriate. Incomplete
forms cannot be processed by PPC-MAS delaying bonus payment.
        (3) Place a copy of the Bonus Agreement in the member's PDR
and submit a copy along with associated documentation of ADSC
obligation to PPC-MAS via a PPC Customer Care Trouble Ticket for
processing within five working days of the effective date of the
bonus agreement, as defined in 3.e. of this ACN.
    d. Eligible members in TDY or PCS Status: There will be some
instances when eligible members may not be available for bonus
counseling due to TDY or PCS. The length of the absence should
determine the action.
        (1) TDY: If the expected TDY length will prevent completion of
the agreement by 24 Jan 2022, then the designated command
representative should counsel the Service member by whatever means
available, and forward the Bonus Agreement and a copy of this ACN to
the deployed supervisor of the applicant so he/she can document
bonus acceptance/declination. The agreement should be signed by the
applicant and witnessed by the deployed supervisor and then returned
to the permanent duty station for Commanding Officer approval and
distribution.
        (2) PCS: Departing commands should make every effort to
contact eligible members if they have not left the immediate area
and provide the necessary counseling. If the member has departed and
was not counseled, notify the receiving command of the departing
command's recommendation for approval or disapproval. The receiving
designated command representative will complete the counseling
process and the receiving Commanding Officer will normally approve
or disapprove the Bonus Agreement based on the previous Commanding
Officer recommendation. The receiving command is responsible for
distributing the Bonus Agreement per Paragraph 5.b.
6. DISAPPROVING BONUS AGREEMENTS.
    a. Notification of disapprovals will be made to CG PSC-OPM and
the Program Manager listed below. Commanding Officers shall
disapprove Bonus Agreements for officers who:
        (1) Are awaiting a disqualification resulting from an
Evaluation Board;
        (2) Are awaiting involuntary separation;
        (3) Are awaiting or undergoing investigation into military or
civilian offenses which could result in a documented record of
substantiated misconduct or substandard duty performance;
        (4) Have a documented record of substandard performance or
conduct which render them poor candidates for retention under the
terms of a Bonus Agreement;
        (5) Received a Mark of three (3) on any OER metric or lower
and/or received less than a "Promote" rating on the most recent
OER;
        (6) Have a documented record of skills and officer performance
that makes them ineffective for rated duty;
        (7) Have an approved separation on file;
        (8) Are not fully vaccinated, and do not have an approved
religious accommodation or medical exemption from vaccination
against COVID-19; or
        (9) Are not in compliance with weight and body fat standards
IAW REF (E).
    b. Notification of disapprovals will be made to CG PSC-EPM.
    c. If any of the above listed conditions change before the Bonus
Agreement submission date in Paragraph 3.c above, the member may
reapply for the bonus within the stated time limits of this ACN.
7. TERMINATION AND SUSPENSION OF BONUS.
    a. The bonus payments must terminate when an Investigating
Officer:
        (1) Is dismissed or discharged for cause or loss of
confidence;
        (2) Is separated from service as a result of a court-martial,
or is administratively separated;
        (3) Is relieved for cause;
        (4) Fails to achieve and maintain required qualifications for
the entirety of the assignment;
        (5) Separates after declining selective continuation;
        (6) Voluntarily retires or separates before finishing
the ADSC;
        (7) Is disqualified for Investigating Officer service;
        (8) Receives a Mark of three (3) on any OER metric or lower
and/or receives less than a "Promote" rating on an OER during the
timeline of the bonus agreement;
        (9) Separates after being passed over for promotion or
selected by a reduction in force (RIF) board; or
        (10) Fails to maintain weight and body fat standards IAW
REF (E).
    b. Suspend bonus payments when a member under a Bonus Agreement:
        (1) Is suspended from Investigating Officer service;
        (2) Is medically disqualified for Investigating Officer
service; or
        (3) Is under investigation or against whom proceedings of a
court-martial or a board of officers is pending.
    c. A bonus paid to a member who had an approved religious
accommodation or medical exemption to the COVID-19 vaccination
mandate is subject to repayment where that member fails to become
fully vaccinated within two months after the expiration of the
religious accommodation or medical exemption.
8. This message will be cancelled on 01 OCT 2022.
9. Questions regarding the Investigating Officer program should be
addressed to the Program Manager: LCDR A. L. Fahrig at
Amanda.L.Fahrig@uscg.mil.
10. Questions regarding the assignment process should be directed
to OPM-2; the Assignment Officers: LCDR C. Plummer at
Corinne.Plummer@uscg.mil or LCDR M. J. Novak at
Michael.J.Novak@uscg.mil.
11. Questions from individuals concerning the execution of this
policy should be addressed to their designated command
representatives. Questions from designated command representatives
for policies regarding bonuses or other human resource management
matters may be directed to Office of Military Personnel (CG-133)
at: HQSPolicyandStandards@uscg.mil.
12. Released by Dr. D. M. Navarro, Acting Assistant Commandant for
Human Resources (CG-1).
13. Internet release is authorized.