R 052201Z AUG 10

ALCOAST 408/10
COMDTNOTE 1000
SUBJ: ACTIVE DUTY MILITARY WORKFORCE MANAGEMENT SITREP THREE
A. COMDT COGARD WASHINGTON DC 011611Z APR
10/ALCOAST 165/10
B. COMDT COGARD WASHINGTON DC 251926Z JUN
10/ALCOAST 333/10
1. THIS ALCOAST IS THE THIRD IN A SERIES OF COMMUNICATIONS INTENDED
   TO KEEP OFFICER, ENLISTED AND CIVILIAN MEMBERS OF THE COAST GUARD
AND THE COAST GUARD AUXILIARY UPDATED ON THE CURRENT STATUS OF OUR
MILITARY WORKFORCE.
2. OVER THE COURSE OF THE LAST TWO YEARS THE ENTIRE MILITARY
WORKFORCE HAS EXPERIENCED RECORD HIGH RETENTION THAT HAS DECREASED
ACCESSIONS, REDUCED A-SCHOOL QUOTAS, AND SIGNIFICANTLY SLOWED DOWN
ADVANCEMENTS/PROMOTIONS. TO ENSURE VIABILITY AND GROWTH POTENTIAL,
WE MUST TAKE STEPS TO ENSURE THAT WE MAINTAIN WORKFORCE FLOW AND
ADVANCEMENT OPPORTUNITIES.
3. OFFICER WORKFORCE MANAGEMENT TOOLS ARE CLEARLY DEFINED IN LAW AND
POLICY. THIS YEAR, TO ADDRESS UNUSUALLY HIGH RETENTION RATES WITHIN
THE OFFICER CORPS, WE LOWERED THE OPPORTUNITY OF SELECTION IN
PROMOTION AND CONTINUATION BOARDS. AS AN EXAMPLE, WITH AN
OPPORTUNITY OF SELECTION OF 50 PERCENT, ONLY 25 OF THE 50 OFFICERS
IN THE CAPTAINS CONTINUATION ZONE MAY BE SELECTED. AS STATED IN THE
COMMANDANTS GUIDANCE TO OFFICER SELECTION BOARDS AND PANELS, THERE
WILL BE VERY GOOD AND HONORABLE OFFICERS WHO WILL NOT BE OFFERED THE
OPPORTUNITY FOR PROMOTION OR CONTINUATION. THESE ARE DIFFICULT, BUT
NECESSARY DECISIONS TO MAINTAIN A HEALTHY FLOW THROUGH OUR OFFICER
CORPS.
4. SIMILAR WORKFORCE SHAPING TOOLS DO NOT EXIST FOR THE ENLISTED
WORKFORCE.  GIVEN OUR HIGH RETENTION RATES, THIS INCONSISTENCY
COMPROMISES OUR ABILITY TO MAINTAIN A HEALTHY ADVANCEMENT FLOW. IN
ACCORDANCE WITH THE COMMANDANTS GUIDING PRINCIPLES TO STEADY THE
SERVICE, HONOR OUR PROFESSION, AND RESPECT OUR SHIPMATES, IT IS
NECESSARY TO IMPLEMENT AN ADDITIONAL WORKFORCE SHAPING TOOL.  OUR
GOAL IS TO ENSURE THAT THE COAST GUARD HAS A VIBRANT AND HEALTHY
ENLISTED WORKFORCE FOR THE LONG TERM, ONE WITH CONSISTENT ACCESSION
LEVELS AND STEADY ADVANCEMENT OPPORTUNITIES.
5. TO MEET THIS GOAL, WE ARE PLANNING TO HOLD A CAREER RETENTION
SCREENING PANEL (CRSP) FOR ENLISTED PESONNEL WHO MEET THE FOLLOWING
CRITERIA:
A. ALL E-6 AND BELOW WITH 20 OR MORE YEARS OF ACTIVE MILITARY
SERVICE AS OF 01 SEPTEMBER 2010.
B. ALL E-7 AND ABOVE WITH 20 OR MORE YEARS OF ACTIVE MILITARY
SERVICE WHO HAVE THREE OR MORE YEARS TIME IN GRADE AS OF 01
SEPTEMBER 2010.
6. THE CRSP WILL USE A PERFORMANCE-BASED METHODOLOGY TO DETERMINE
WHO WILL BE RETAINED ON ACTIVE DUTY.  THE MCPOCG IS FULLY SUPPORTIVE
OF THIS PROCESS AND IS WORKING WITH PSC-EPM TO ESTABLISH THIS
PERFORMANCE BASED METHODOLOGY.  MORE INFORMATION REGARDING SPECIFIC
PROCESS DETAILS WILL BE MADE AVAILABLE IN THE NEAR FUTURE.
7. PERSONNEL WHO MEET THE CRITERIA LISTED IN PARAGRAPH 5 ARE HIGHLY
ENCOURAGED TO PROMPTLY REVIEW AND UPDATE THEIR DIRECT ACCESS
INFORMATION AS WELL AS THEIR PERSONNEL DATA RECORD (PDR).
8. AS STATED IN REFS A AND B, WE WILL CONTINUE TO EVALUATE WORKFORCE
MANAGEMENT ALTERNATIVES TO MAINTAIN A HEALTHY WORKFORCE. REGULAR
UPDATES ON PERSONNEL MANAGEMENT INITIATIVES WILL BE PROVIDED IN
FUTURE MESSAGES. ALL INFORMATION RELATING TO THE CRSP INCLUDING FAQS
WILL BE POSTED ON THE PSC-EPM WEBSITE WHEN AVAILABLE AT
HTTP://WWW.USCG.MIL/PSC/EPM/
9. RELEASED BY RADM R. T. HEWITT, ASSISTANT COMMANDANT FOR HUMAN
RESOURCES.
10. INTERNET RELEASE IS AUTHORIZED.
BT