Workforce Planning Team incentives overview – Get it before it’s gone > United States Coast Guard

Results of the fiscal year 2022 (FY22) Military Workforce Planning Team (MWPT) are now available. Each Working Planning Team (WPT) uses data driven recommendations in order to create balanced intervention strategies in order to obtain and retain a mission ready workforce. The interventions listed below, though available now, may be discontinues if/when the service determines it cannot support one or more of the interventions.

The MWPT objectively identifies monetary and non-monetary options, and recommends focused and aligned bonus offerings to critical enlisted ratings and officer specialties to build talent for planned growth, career retention, and predictable attrition.

Active Duty Enlisted interventions

The non-monetary interventions for FY22 include:

Service Wide Exam points for highly skilled and qualified members;
Direct and guaranteed class A-schools for critical and stressed rates;
Placing all ratings on the open rate list (ORL), except dive and musician;
Opening extended active duty (EAD) contracts for reserve members in the following ratings: aviation survival technician, boatswain’s mate, culinary specialist, gunners mate, electrician’s mate, and operations specialist.

The monetary interventions for FY22 include:

Enlistment bonuses (EB) for recruits;
EBs for operations specialist, culinary specialist, electrician’s mate, and electronics technician;
Selective re-enlistment bonuses (SRB) for boatswain’s mate, electrician’s mate, culinary specialist, and operations specialist;
Critical skills training bonuses (CSTB) for culinary specialist, electrician’s mate, electronics technician, and operations specialist.
Miscellaneous bonuses for food service officers, cyber personnel, and completion of the boatswain’s mate apprenticeship program.

Active Duty Officer interventions

Monetary:

O-3/O-4 operations officers afloat and executive officers/department heads afloat;
Naval engineering officers (including engineer officers afloat);
Cyber officers.

Also recently announced is the FY22 Special Duty Pay and Assignment Pay ALCOAST 365/21

Reserve component interventions.

The non-monetary interventions for FY22 include:

Establishing work groups to determine the Coast Guard's ability to fund inactive duty for training (IDT) travel for reservists traveling outside their reasonable commuting distance (RCD);
Establishing a work group to determine feasibility of removing rate requirements for assignment to PSUs;
Inclusion of the reserve workforce in the Women's Leadership and Advisory Council;
Establishing a work group to determine the impacts if an officer resigns their commission and wants to revert to an enlisted status in the reserve workforce.

Monetary interventions for reserve members in FY22 include:

EBs for recruits.
EBs for public affairs specialists;
Assignment bonuses for PSUs;
Bonuses for physician assistants.

Additional information and guidelines on all approved non-monetary and monetary interventions for enlisted members, officers, and reserve members will be outlined in subsequent ALCOASTs.

Military WPT are chartered governing bodies established to analyze recruiting, retention, and specialty management personnel trends. As WPT sponsor and manager of military and civilian pay accounts, COMDT (CG-1) reviews and approves WPT recommendations on a fiscal year basis; no interventions are guaranteed beyond a given fiscal year. Approved interventions within a fiscal year may be started or stopped at any point in the year when need is no longer required to manage a particular element of the workforce.

WPT members represent a wide array of stakeholders from personnel, program, and specialty management divisions. The WPTs conducted comprehensive reviews of forecasts and intervention strategies to optimize desired outcomes using base resources. Primary inputs are derived from data analytics and program-sponsored business cases. With these references, the WPT identified critical needs and prioritized interventions based on the highest returns on investment.

Our dedication to building and maintaining a mission ready work force is apparent through these initiatives, and leadership is committed to our organization's efforts to preserve our service's talent now and in the future. Any program manager who feels their workforce or specialty is experiencing personnel challenges is encouraged to submit their business case and recommendations to the WPTs in accordance with the Feb. 11, 2021 COMDT (CG-1) memo.

Questions regarding MWPT policies outlined in this message or other human resource management matters may be directed to Office of Military Personnel Policy (CG-133). Additional messages will follow addressing these and future workforce intervention policies.

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