ALCOAST 353-22 - SEP 2022 CYBERSPACE OPERATIONS BULLETIN (COB) 02-22 - FY23 CIVILIAN CYBERSECURITY EMPLOYEE RETENTION INCENTIVE PROGRAM

R 211906Z SEP 22 MID200080227233U
FM COMDT COGARD WASHINGTON DC
TO ALCOAST
BT
UNCLAS
ALCOAST 353/22
SSIC 2620
SUBJ: CYBERSPACE OPERATIONS BULLETIN (COB) 02-22 - FY23 CIVILIAN
CYBERSECURITY EMPLOYEE RETENTION INCENTIVE PROGRAM
A. DHS Cybersecurity Retention Incentive Plan, July 2021
B. Cybersecurity Employee Retention Incentive Program,
COMDTINST 12500.4
1. REF (A) authorizes the Coast Guard to establish policy and
procedures governing the use of the Cybersecurity Employee Retention
Plan and authorizes Components to designate individual and group
retention incentives. Individual retention incentives may be
authorized for employees who are likely to leave the Federal Service
and who have critical cyber certifications that are in demand and
necessary to execute Coast Guard cybersecurity missions. Group
retention incentives may be authorized for a designated group of
Coast Guard cybersecurity employees who have unusually high or
unique qualifications and who are likely to leave the Federal
Service. Individual and Group Cybersecurity Retention Incentives
should not be confused with a recruitment bonus. For information
on recruitment bonuses, please contact your Human Resource
Specialist in COMDT (CG-12).
2. REF (B) establishes Coast Guard policy and procedures for the
Cybersecurity Employee Retention Incentive Program. At least
annually, COMDT (CG-791) publishes certifications, incentive rates,
and critical work roles (CG Competencies) for Individual and Group
Cybersecurity Retention Incentives.
3. Individual Cybersecurity Retention Incentive: Individual
Cybersecurity Retention Incentives are certification-based and
authorized for the Coast Guard (CG) Competencies listed in the table
below. Supervisors of employees who are in positions that require
one of the below listed CG Competency Codes, have earned a listed
eligible certification associated with the CG Competency, and meet
all of the eligibility criteria listed in Section 17 of REF (B) may
submit an individual retention incentive request at the rate
provided for their employee. For example, an employee in a position
that has a CG Competency of IAT (Tier III) and who has a current
CISSP or CISA certification, may be eligible for a 15% incentive
pay. Incentives are offered at a percentage rate of base pay that
includes locality pay. For FY23, CG competency codes, eligible
certifications, and incentive rates are:
CG Competency Code - Eligible Certification - Incentive Rate (%)
IAT (Tier III)............CISSP / CISA......................15
IAT (Tier III)............CASP+CE / GCIH....................10
IAM (Tier II).............CISSP / CISM......................15
IAM (Tier II).............CAP / CASP+CE / GSLC..............10
IAM (Tier III)............CISSP / CISM......................15
ISSO......................CISSP / CISM......................15
ISSO......................GSLC / CCISO......................10
AISSO.....................CISSP / CISM......................15
AISSO.....................CAP / CASP+CE / GSLC / CCISO......10
CSSP-IR...................GCIH / CEH / CHFI.................15
CSSP-A....................CEH / GCIA / GCIH / GCIA..........15
CSSP-Manager..............CISSP-ISSMP / CISM................15
CSSP-AU...................CISA / GNA / CEH..................15
CSSP-IS...................SSCP / CEH / CHFI.................15
CYBRCDM...................CCNA..............................10
CYBERINT..................SEC+..............................10
Forensic Analyst..........DFE...............................10
IT Invest/Portfolio Mgr...FAC-C3 and SEC+...................10
4. Group Cybersecurity Retention Incentive: Group Cybersecurity
Retention Incentive Rates are authorized for MTS Specialists-Cyber
located at Areas, Districts, Sectors, and MSUs at 10% to better
align with pay at the private industry level. In IAW REF (A) and
REF (B), the Group Cybersecurity Retention Incentive is a retention
incentive of up to 10% of basic pay that may be paid to a defined
group of employees with unusually high or unique qualifications
essential to a Component when it is likely that a significant number
of the employees in the Component group are likely to leave the
Federal service. Individual retention incentives are
certificate-based while group retention incentives are not
certificate-based. IAW with paragraph 14(c) of REF (B), eligible
individuals may receive either the individual retention incentive
or the group retention incentive, but not both.
5. All requests must be initiated by the supervisor, endorsed by the
unit's command, and submitted to COMDT (CG-791) for review. REF (C)
shall be reviewed by the supervisor to ensure all the proper
documents are submitted. COMDT (CG-791) Portal Page:
(Copy and Paste URL Below into Browser)

https://cg.portal.uscg.mil/units/cg791/planningandresources
/Bonus/SitePages/Home.aspx

The required documents for every package are: (1) Checklist;
(2) CG-5305 (series); (3) Memo from Command; (4) Certification
(Individual); (5) other documents that may be required pending the
submission (CG-5311, Personnel Description, Resume, Job Offer,
and/or Business Case). All documents shall be submitted via FEDHR
under Pay and Leave>Pay Inquiry>Incentive. After all documents are
entered into FEDHR, assign the case to the COMDT (CG-791)
Cybersecurity Retention Incentive Program Manager,
William.A.Friday@uscg.mil.
6. Ensure compliance with all eligibility criteria. As an example,
documentation that an employee is likely to leave Federal Service is
required by policy. A signed Memo by the Office Chief (usually the
first O-6 in the Chain of Command) satisfies the requirement and
shall be submitted with the package. Review paragraph 8 of REF (B)
for clarity. Once endorsed by COMDT (CG-791), packages will be
forwarded to COMDT (CG-123) for final review and determination.
7. Requests to waive any eligibility requirements shall be submitted
by the first Admiral/SES in the chain of command to COMDT (CG-791)
for adjudication. Waivers Memos shall be drafted from the First O-6
in the Chain of Command to COMDT (CG-791). Ensure it is endorsed by
the first Admiral/SES in your Chain of Command. For assistance in
the waiver process, contact COMDT (CG-791), William Friday,
William.A.Friday@uscg.mil. If updates are made to FY23 eligibility
criteria, the field will be notified via an updated ALCOAST.
8. Employees authorized to receive a cybersecurity retention
incentive must agree to the terms and conditions specified in the
Cybersecurity Employee Retention Incentive Agreement provided by
COMDT (CG-123) before receiving incentive payments.
9. Retention incentive payments will be paid in biweekly
installments, pending funds availability, at the incentive rate
percentage and will not exceed 26 pay periods. Payments begin and
terminate on the dates identified within the signed Cybersecurity
Employee Retention Incentive Agreement by the employee and
supervisor.
10. Retention incentive payments will be terminated if the employee
separates from the Coast Guard, has a position change (i.e.
reassignments, promotions, etc. with different or no certification
requirements), or violates the conditions of the Cybersecurity
Employee Retention Incentive Agreement. This includes, but is not
limited to, expiration of certification (if applicable) or demotion
for cause or failure to maintain a performance level equivalent of
'Level 4-Exceeded Expectations' or above under the new DHS
Performance Management Program, or equivalent.
11. Questions about the Civilian Cybersecurity Retention Incentive
Program may be directed to: COMDT (CG-122), Tenika Jefferson,
Tenika.M.Jefferson@uscg.mil, or COMDT (CG-791), William Friday,
William.A.Friday@uscg.mil.
12. CAPT Julie Kuck, Acting, Director Civilian Human
Resources, Diversity and Leadership (CG-12) and
RADM Todd C. Wiemers, Assistant Commandant for Capability (CG-7),
sends.
13. Internet release is authorized.