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
indicators such as acceptance rates, the proportion of positions filled, and the
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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