ALCOAST 463/24 - DEC 2024 FY25 CIVILIAN CYBERSECURITY RETENTION INCENTIVE PROGRAM

R 161533Z DEC 24   MID120001644239U
FM COMDT COGARD WASHINGTON DC
TO ALCOAST
BT
UNCLAS
ALCOAST 463/24
SSIC 12500
SUBJ: FY25 CIVILIAN CYBERSECURITY RETENTION INCENTIVE PROGRAM
A. DHS Cybersecurity Retention Incentive Plan, JUL 2021
B. Cybersecurity Employee Retention Incentive Program,
COMDTINST 12500.4
C. OPM Interpretive Guide for Cybersecurity positions, OCT 2018
D. Workforce Competency Management System (CMS), COMDTINST 5300.2B
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 can be
authorized for employees with critical cyber certifications that are
in demand and necessary to execute its cybersecurity mission and are
likely to leave the Federal Service. Group retention incentives can
be authorized for a designated group of cybersecurity employees with
unusually high or unique qualifications who are likely to leave the
Federal Service. Neither the Individual nor Group Cybersecurity
Retention Incentives should be confused with civilian recruitment,
relocation, and retention incentives. For information on other
civilian incentives, please contact your Human Resources Specialist
in COMDT (CG-1C3).
2. REF (B) establishes Coast Guard policy and procedures for the
Cybersecurity Employee Retention Incentive Program. COMDT (CG-791)
publishes qualifying critical DoD Cyber Workforce Framework (DCWF)
Work Roles, CG Competencies, certifications, and rates for
Individual and Group Cybersecurity Retention Incentives. CG
Competencies (which include DCWF Work Roles) must be identified
within the classified cyber Position Description (PD). IAW REF (C),
USCG must use the Federal Cybersecurity Coding Structure (NICE
Framework) to assign cyber codes to each cyber position. For more
guidance, please contact your COMDT (CG-1C3) Human Resources
Specialist. NCWF (National Cyberskills Workforce Framework) and DCWF
(DoD Cyber Workforce Framework) apply and are congruent. All Federal
agencies except DoD components use NCWF work roles in PD
classification. DoD components use DCWF work roles to assign
competencies to a position. USCG uses NCWF work roles in PDs when
identifying cyber work roles for the civilian workforce.
3. Existing cybersecurity retention incentives can be extended. For
processing NEW Packages and EXTENSION Packages refer to the
'Civilian Cybersecurity Retention Incentive Process Guide' located
on COMDT (CG-791)'s SharePoint portal 'Bonus & Incentive Pay
Information' (CG-791 Home<CG-7911<Bonus & Incentive Pay
Information<Civilian<Civilian Cybersecurity Retention Incentive
Process Guide).
4. Individual Cybersecurity Retention Incentives are authorized and
are certification-based. Supervisors that manage positions that (1)
require a DCWF or NCWF Primary Work Role or CG Competency identified
within the civilian employee’s Position Description (PD) listed
below, (2) have earned the listed certification for that competency,
and (3) meet all eligibility criteria listed in REF (B) may submit
an individual retention incentive request for their eligible
employee(s). For example, if an employee is in a position that
requires 'DCWF 722 (ISSO/ISSM)' as the Primary Work Role and the
employee has a current 'CISSP' or 'CISM' certification, the employee
may be eligible for up to 15% incentive pay. Incentives are offered
at a percentage rate of base pay and includes locality pay, pending
funds availability. Listed below are FY25 individual CG
Competencies, certifications, and Incentive Rates. Primary Work
Roles, Eligible Certifications, and Incentive Rates will be reviewed
and published at least annually:

CG Competency/Title   Eligible Certification     Up To Incentive Rate

DCWF 111                       SEC+                                 10%
DCWF 211                       DFE                                    10%                                 
DCWF 511                       CEH / GCIA / GCIH              15%
DCWF 521                       SSCP / CEH / CHFI               15%
DCWF 531                       GCIH / CEH / CHFI               15%
DCWF 611                       CISSP / CISM                      15%
DCWF 651                       CASP+CE                             10%
DCWF 651                       CISSP-ISSE                          15%
DCWF 722        (ISSO/ISSM) CASP+CE / CGRC / GSLC   10%
DCWF 722                 (ISSO/ISSM) CISSP / CISM           15%
DCWF 723                       CISSP-ISSMP / CISM              15%
DCWF 804                       FAC-C3 and SEC+                   10%
DCWF 805                       CISA / GSNA / CEH                 15%
IAT (Tier 2)                      CASP+CE / GCIH / SEC+CE     10%
IAT (Tier 3)                      CISSP / CISA / CISM               15%
IAM (Tier 2)                     CGRC / CASP+CE / GSLC         10%
IAM (Tier 2 or 3)               CISSP / CISM                         15%
MTSS-Cyber                      CISSP / CISM / GSLC              15%
MTSS-Cyber                      SEC+ (or equivalent)               12%

5. Group Cybersecurity Retention Incentives are authorized.
Supervisors that manage encumbered positions that require a DCWF
Primary Work Role listed below and meet all eligibility criteria
listed in REF (B) may submit a group retention incentive request for
each eligible employee. Group incentives are offered at a percentage
rate of base pay that includes locality pay, pending funds
availability. FY25 Group Incentive Rates are listed below:

Position Title / Competency                           Rate

AI/Data Series (Primary Work Role)                10%
DCWF 611 (Primary Work Role)                      10%
MTSS-CYBER (Title)                                       10%

While individual retention incentives are certificate-based, group
retention incentives are not. IAW with REF (B), eligible individuals
may receive either the individual retention incentive or the group
retention incentive, but not both.
6. All requests must be initiated by the supervisor, endorsed by the
Office Chief (or delegate) in the chain of command, and submitted to
COMDT (CG-791) for review via Human Resources FedHR Navigator
system. All required documents and how to submit the package via
FedHR are listed in the 'Civilian Cybersecurity Retention Incentive
Process Guide'. The process guide can be found on COMDT (CG-791)
SharePoint portal page (CG-791 Home<CG-7911<Bonus & Incentive Pay
Information<Civilian<Civilian Cybersecurity Retention Incentive
Process Guide)
(Copy and Paste URL Below into Browser)

https://uscg.sharepoint-mil.us/sites/cg791/requests/SitePages/
Bonuses.aspx.

7. For tracking purposes, all Cybersecurity Retention Incentives
must be entered into FedHR as:
    a. Select <NEW CASE>
    b. Case Type - PAY AND LEAVE
    c. Activity - Incentive(Cyber)
    d. Detail Step - Other
    e. Add SF-52 to case and sign blocks 5 & 6 of the SF-52.
    f. After all documents are entered into FedHR, assign the FedHR
case to COMDT (CG-791) Civilian Cybersecurity Retention Incentive
Program Manager, William.A.Friday@uscg.mil.
8. Supervisors forward all requests (new and extensions) to COMDT
(CG-791) via FEDHR. COMDT (CG-791) forwards all new packages to COMDT
(CG-1C3) with a (1) recommended incentive start date and (2) employee
signature on the agreement. Actual start date may vary pending NFC
(National Finance Center) Pay Period start dates. Employees approved
to receive a cybersecurity retention incentive must agree to the
terms and conditions specified in the 'Cybersecurity Employee
Retention Incentive Agreement' before receiving incentive payments.
Employees approved to receive retention incentive extensions must
agree to the terms and conditions specified in the 'Cybersecurity
Employee Retention Incentive Extension Agreement' before continuing
to receive incentive payments. Each Cybersecurity Employee Retention
Extension may be extended up to 2 additional years with annual
review by COMDT (CG-791).
9. Pending funds availability, retention incentive payments will be
paid in biweekly installments at the identified incentive percentage
in the Service Agreement and not to exceed 26 pay periods beginning
the first full pay period after COMDT (CG-1C3) approval, and the
date the employee and COMDT (CG-1C3) sign the Cybersecurity Employee
Retention Incentive Agreement. This also applies to Extension
Agreements that have been authorized by COMDT (CG-791).
10. Retention incentive payments will be terminated if the employee
separates from the Coast Guard or violates the conditions of the
Cybersecurity Employee Retention Incentive Agreement or the
Cybersecurity Employee Retention Incentive Extension Agreement.
This includes, but is not limited to, demotion for cause or failure
to maintain a minimum performance level equivalent of "Exceeded
Expectations" or above.
11. POC: COMDT (CG-1C2), Tenika Jefferson,
Tenika.M.Jefferson@uscg.mil, or COMDT (CG-791), William Friday,
William.a.Friday@uscg.mil.
12. Mr. Ryan Smith, Acting Assistant Commandant for Civilian
Personnel (CG-1C) and RADM Shannon Gilreath, Assistant Commandant
for Capabilities (CG-7), send.
13. Internet release is authorized.