COMDTINST 12300.9
(4) PMF's must engage in at least 80 hours of formal training per year during the 2-year
program and must be provided with at least one rotational assignment; and
(5) OPM must be reimbursed (as part of the centrally funded cost) a fee to cover the costs of
recruitment, selection, placement orientation, and graduation of PMF's.
c. The Coast Guard Federal Career Intern Program. As indicated in reference (c), this excepted
service hiring authority is designed to help federal agencies recruit and attract talented
candidates as well as current employees into a variety of professional and administrative
positions at the entry level. Intended for positions at the GS-5, 7 and 9 levels, this 2-year
excepted service authority was designed for use with entry-level hiring and developmental
programs. It provides maximum flexibility in recruitment strategy design, targeted recruitment,
hiring ease, and conversion to permanent appointment after completion of program requirements.
Key features are:
(1) Appointments are in the excepted service that may be made year round, but cannot exceed
two years without CG-121 extension approval not to exceed 120 days;
(2) There is no public notice requirement, but there must be a link between a recruiting event
and applications received;
(3) A written test is required for filling certain two-grade interval positions;
(4) Requires a 2-year formal training and individual development plan and assignment of a
mentor;
(5) Although there is no grade ceiling on promotion potential, billets must be established at
least two grade levels below the anticipated full performance level, and the promotion
potential of the position must be made known to all candidates when hiring; and
(6) Appointment authority provides for a return right for current career/career-conditional
employees and certain excepted service employees with equivalent status.
d. The Upward Mobility Program. Upward mobility is a systematic management effort that focuses
federal personnel policy and practice on the development and implementation of specific career
opportunities for employees who are in positions or occupational series that do not enable them
to realize their full work potential. The Upward Mobility Program will provide an opportunity
for employees who are in dead-end positions, to advance to positions of greater responsibility,
enabling them to perform at their highest potential. Key features are:
(1) Career advancement opportunities for employees whose current assignments do not provide
for advancement beyond grade GS-9 or equivalent;
(2) Development of trainee position, target position (first rung of the career ladder), and full
performance level position. Upon selection, the candidate will be placed in a trainee
position, given accelerated training, and upon completion will be placed in the target
position;
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