COMDINST 12300.9
(9) Staying current with potential change to federal law and regulations that could affect the
Coast Guard's ability to successfully attract needed talent.
e. Headquarters Program Managers (i.e., Assistant Commandant or equivalent for programs under
their control) are responsible for:
(1) Nominating positions to be filled as centrally funded billets under the CEO program; and
(2) Ensuring placement upon completion of the 2 to 3-year period.
f. Supervisors are responsible for:
(1) Identifying the competencies need in order for an individual to perform the work of the
target position; identifying targeted recruitment sources; and developing the individual
training and career development plan the employee will need to follow in order to develop
the necessary core competencies and technical skills needed to perform the work of the
target position;
(2) Finalizing the employee's individual training and career development plan and
communicating to the employee the developmental assignments and performance
requirements within 30 days of the appointment;
(3) Upholding merit principles in interviewing/selecting candidates for positions; and
(4) Assigning a mentor as soon as possible but no later than the selectee's entrance on duty
date. Additional information regarding the mentoring program can be found in reference
(d).
11. CURRENTLY AVAILABLE RECRUITMENT FLEXIBILITIES. Recruitment tools available by
regulation, including recruitment bonuses, superior qualifications, and student loan repayments, may
be used where appropriate.
12. ENVIRONMENTAL ASPECT AND IMPACT CONSIDERATION. Environmental considerations
were examined in the development of this instruction and have been determined to be not applicable.
13. FORMS AVAILABILITY. None.
Stephen W. Rochon /s/
Rear Admiral, U.S. Coast Guard
Director of Personnel Managment
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