COMDTINST 12500.2
bonus will not be a consideration in promotion actions under the Coast Guard's merit
promotion plan. Enclosure (2), Part 4 contains the standard service agreement.
e.
Criteria for Paying Bonuses. A recruitment or relocation bonus shall be calculated as a
percentage of the employee's basic pay up to and including 25 percent. Additionally, in
weighing the potential use of a recruitment bonus, commands, with the advice of their
Command Staff Advisor (CSA), shall also consider the practicality of using the superior
qualifications appointment authority instead of, or in combination with, a recruitment
bonus. In negotiating with the potential employee, commands shall utilize the least
costly alternative acceptable. The determination that a bonus, and the amount of that
bonus, is appropriate shall be based on written documentation in Part 3 of enclosure (2)
which considers such factors as:
(1)
The success of recent efforts to recruit candidates for similar positions, including
length of time required to fill similar positions;
(2)
Recent turnover in similar positions;
(3)
Labor market factors that may affect the ability to recruit candidates now or in the
future;
(4)
Special qualifications needed for the position; and
(5)
Actual recruitment efforts undertaken to fill the position in question, and the
results of those efforts, including the quantity and quality of candidates obtained.
f.
Recovery of a Bonus.
(1)
Basic Guidelines.
(a)
With the exception of involuntary separation, when an employee fails to
complete the period of employment under a service agreement, the
individual will be indebted to the Coast Guard and will be required to repay
the recruitment or relocation bonus on a pro rata basis.
(b)
When the failure to complete the required period of employment is due to a
voluntary separation to accept employment outside the Coast Guard, but
within the Department of Transportation (DOT), Commandant (G-WR) shall
attempt to reach agreement with the acquiring administration to fund some or
all of the necessary reimbursement. Failing such agreement, responsibility
for repayment shall rest with the employee.
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