Please see the Latest Rates/Benefits page for links to pay tables and benefit information.
Note: See E-Mail ALSPO M/12; Payroll Processing Schedule For Calendar Year 2013 for the complete payroll processing schedule.
|Pay Period||Mid-Month Pay Day||EOM Payday|
|April||15 April||01 May|
|May||15 May||31 May|
|June||14 June||01 July|
|July||15 July||1 August|
|August||15 August||30 August|
|September||13 September||1 October|
|October||15 October||01 November|
|November||15 November||29 November|
|December||13 December||31 December|
Source: Treasury's "Green Book"
In accordance with NACHA Operating Rules, consumer payments (i.e., Federal salary and travel payments, benefit payments) must be made available for withdrawal no later than the opening of business on the settlement date (provided the entries are made available to the Receiving Depositary Financial Institution (RDFI) by its ACH operator no later than 5:00 p.m. on the business day prior to the settlement date). Corporate payments (i.e., vendor payments, non-benefit payments) must be made available for withdrawal on the settlement date.
Note: The "settlement date" is the military payday as listed above. Paydays are the 1st (end of month (EOM)) and the 15th (mid-month) of each month, or the business day preceding the 1st or the 15th if either should fall on a federal holiday, Saturday or Sunday.
By Mr. Sean Hayes, PPC (mas) 12 Apr 2013
As a simple reminder: Please review the monthly LES' as they come to the SPO to ensure that your personnel are receiving accurate and reliable pay.
I have recently completed audits of personnel that were authorized DUAL OCOLA entitlements. I discovered that several personnel were over or underpaid due to JUMPS not properly updating the daily rate. Accurate and effective review of the monthly LES can avoid large discrepancies in pay for our members.
Since there are several variables that provide the appropriate payment for a member overseas, periodically reviewing DoD's entitlement website (http://www.defensetravel.dod.mil/) would be helpful in this endeavor. Being off by just 5 cents, adds up quickly. For one member I reviewed, he was underpaid 5 cents per day for one year, then overpaid by 85 cents per day, resulting in nearly a $300 debt!
Another example is that I recently reviewed a report where there were 11 personnel that had 2 open SGLI (segment 32 in JUMPS) segments, resulting in double deductions. By law, PPC can only reimburse up to 2 months of erroneous deductions requiring PPC to request from COMDT authority to reimburse the additional monies due the member. One member on my report had infrequent deductions dating all the way back to January 2009, resulting in over $850 in erroneous deductions.
While it is ultimately the member's responsibility to ensure that their own pay is accurate, many members do not fully understand their authorized entitlements/benefits. It is up to you to help educate them and to help ensure that they are being paid accurately and timely.
Thanks, Sean Hayes
With the graduates of the Coast Guard Academy Class of 2013 reporting in to their first permanent duty stations this summer, PPC (mas) would like to remind you that single graduates from basic training, OCS and the Academy, with no prior service, are entitled to BAH-Transit Rate while in transit to their first permanent duty station (PDS). The Reporting SPO must input the BAH-Transit Rate start (effective date of PCS departure) and the BAH-Transit Rate stop (effective the day prior to PCS reporting) along with the reporting endorsement and transactions to record BAH entitlement at the member's or officer's first PDS. If the member or officer acquires a dependent or dependents while en route PCS, the reporting SPO shall:
Note: Always approve the PCS Reporting Endorsement before approving the PCS entitlement rows:
By Mr. Sean Hayes, PPC (mas) 14 Jan 2013
PPC (MAS) has identified several overpayments of HF/ID pay for members in Cuba. The purpose of this email is to reiterate the policy for HF/ID pay for members in Cuba.
Areas designated as qualifying for HF/ID pay are listed in the DoD Financial Management Regulation (DOD FMR), Volume 7a: Military Pay Policy and Procedures - Active Duty And Reserve Pay, Chap 10, Figure 10-1 Designated Hostile Fire or Imminent Danger Pay Areas.
Per the DOD FMR, members must be actually performing duties within the JTF detention facility to be entitled to HF/ID pay. This is different from other designated HF/ID land areas where the member usually just has to be in the country (e. g. Iraq or Afghanistan) to receive HF/ID pay.
To assist units and SPOs in the proper administration of HF/ID pay for Cuba we have added a requirement, to Chapter 7A of the Personnel and Pay Procedures Manual and Part II of the SPO Manual, to include logs showing the actual date(s) a member was on duty within the JTF Guantanamo Bay detention facilities as supporting documentation.
Reminder: Per ALCOAST 098/12, effective 1 January 2012 Imminent Danger - Hostile Fire Pay changed from a monthly entitlement to a prorated day-for-day entitlement. Members who performed qualifying service in designated areas prior to this change are entitled to the full monthly amount, $225, for service during any part of a month (i.e. 1 day in a designated area = $225). Members who perform qualifying service for less than a full month, on after 1 January 2012, will receive a daily prorated amount (i.e. 1 day in a designated area = $7.50). See http://www.uscg.mil/ppc/mas.asp#idhf for more information on the 2012 change.
By CWO4 Cindy Luna-Ketter, PPC (mas)
On November 20, 2009, the President issued Executive Order 13520 on reducing improper payments and eliminating waste in Federal programs. The purpose of Executive Order 13520 was to reduce improper payments by intensifying efforts to eliminate payment error, waste, fraud, and abuse in the major programs administered by the Government. This order set out a comprehensive set of policies including public scrutiny of significant payment errors throughout the Federal Government, meaning information about improper payments is now published on the internet for the general public to view.
Every month PPC reports High Dollar Overpayments of $5000 or more to DHS. PPC is also required to provide supporting information on these overpayments including: how/why they occurred; what steps are being taken to prevent similar occurrences from happening in the future and; the status of recovery efforts.
Below are two recent examples:
A number of the debts reported as High Dollar Overpayments are reserve debts due to early termination of orders. As per 3PM Article 11.A.11, SPO's should remind units that they are responsible for keeping track of reservists on active duty and must ensure their timely removal from that status to prevent their being overpaid.
PPC is also reporting these High Dollar Overpayments to members' commands questioning how and why the overpayment occurred and what steps were being taken to prevent a similar overpayment from happening in the future.
Members who are overpaid pay and allowances will be required to repay such overpayments plus interest. Collection actions may include garnishment of civilian wages or referral to the U.S. Treasury offset program.
Reducing overpayments will require a coordinated effort between the member, the unit, the SPO and PPC. Please submit your ideas for reducing overpayments and your best business practices to prevent improper payments to CWO4 Cindy Luna-Ketter. More to come!
Below is the link to view the High Dollar Overpayments for agencies under DHS.
By Mr. Sean T. Hayes, Military Pay Systems Specialist, PPC (mas)
When being deployed to Patrol Forces Southwest Asia (PATFORSWA) in the Middle East, the SDP is an incentive program I would highly suggest each member take advantage of while deployed.
The deployed member is guaranteed 10% interest, compounded quarterly. One aspect of the program that is not understood very well is the fact the member is only allowed to deposit earned income WHILE deployed. This is stipulated in chapter 6-F-3(a) of the Coast Guard Pay Manual, where it states:
"Deposits may not be more than the member's unalloted current pay and allowances. Unallotted current pay and allowances is defined as the amount of money a member is entitled to receive on the payday immediately before the date of deposit, less authorized deductions and allotments."
As a Yeoman, it is up to YOU to explain this to your deployed members. The best way to maximize the opportunities of this program is to set up allotments for the deposits beginning with the first month of deployment.
PPC routinely receives deposits for the full $10,000 interest bearing value; this is understandable as members want to receive the full benefit of the interest. However, if a member only earns $3,000 in a given month, they are not eligible to deposit and receive interest based on the full $10,000 maximum interest value, although we can pay interest based on the average value of the quarterly deposits.
Example: If a member deposits $1,000 per month, after 3 months, they will be paid interest based on $2,000 ($1,000 +$2,000+$3,000/3) deposited after the quarter has been completed. Once the second quarter has been achieved, they will be paid interest based on $5,050 ($4,000+$5,000+$6,000/3 + $50 interest earned in the first quarter), provided the levels of deposits remain at $1,000 per month.
One item of note that is STRICTLY prohibited is the use of ADVANCE PAY taken to be used as a means of depositing the maximum value for interest purposes. This would be the equivalent of taking an interest-free loan from the US Government and then being paid interest in the investment of these funds.
By CWO Daniel Shearin, Commandant (CG-1222) - Military Compensation Division
There have been an increasing number of waiver and remission cases involving erroneous BAH payments to members stationed aboard a cutter. Below are some errors that are being made by Servicing Personnel Offices (SPO):
I recommend all SPO and unit YNs read sections 3.E.4.b.(1 thru 4), 3.G.1.d.(4), 3.G.1.e, and 3-G-1.a of the Coast Guard Pay Manual, COMDTINST M7220.29B. To avoid an erroneous BAH payment, if there is ever a doubt about a BAH entitlement please contact CG-1222, Mr. Pete Bekken or CWO Daniel Shearin, for a BAH entitlement determination.
Per ALCOAST 098/12, effective 1 January 2012 Imminent Danger - Hostile Fire Pay changed from a monthly entitlement to a prorated day-for-day entitlement. Members who performed qualifying service in designated areas prior to this change are entitled to the full monthly amount, $225, for service during any part of a month (i.e. 1 day in a designated area = $225). Members who perform qualifying service for less than a full month, on after 1 January 2012, will receive a daily prorated amount (i.e. 1 day in a designated area = $7.50).
Extensive system changes are necessary to fully implement the new Imminent Danger/Hostile Fire Pay entitlement policy in JUMPS. The following procedure will be used to help minimize overpayments while reprogramming effort is underway:
The Employee Entitlements component in Direct Access has been changed to allow for the entry of actual start and stop dates on Imminent Danger/Hostile Fire Pay transactions. Previously, the system would set the start date to the first of the month and the stop date to the last day of the month.
The "Imminent Danger -- Hostile Fire Pay - This Month Only" Earnings Type Code cannot be selected if the start date is 1 January 2012 or later.
Until it is reprogrammed, JUMPS will continue to process Imminent Danger/Hostile Fire Pay transactions as monthly entitlements. PPC (mas) will query JUMPS following each update cycle to identify new Imminent Danger/Hostile Fire Pay starts or stops (dated on or after 01 Jan 2012) and, using the actual start/stop dates entered by the SPO on the transaction in DA, submit transactions to debit and balance the member's account. The member's LES will reflect the full monthly Imminent Danger/Hostile Fire Pay entitlement and the offsetting debits. For example, the LES for a member who served 10 days in a designated area in January 2012 will show an entitlement in the amount of $225 Imminent Danger/Hostile Fire Pay and a deduction in the amount of $150 for Imminent Danger/Hostile Fire Pay.
Revised DA procedures for Imminent Danger/Hostile Fire Pay transactions are available in the Coast Guard Servicing Personnel Office (SPO) Manual, PPCINST M5231.3, see Part II, Pay Entitlements, Chapter 11, Special and Incentive Pays, Section L, Imminent Danger - Hostile Fire Pay.
PPC (mas) Welcomes a New(?) Military Pay Systems Specialist
Hello all! My name is Sean Hayes. I've taken over for Steve Maupin, who retired after many, many years of service to the Coast Guard and PPC. A little about myself: I am a retired YNC, after 21 years of active duty; I spent two tours here at PPC in various functions, spending time in Travel, Exception Review (ERT), Planning, Process Improvement (PPI), SES, and back to ERT. I'm excited about stepping into Steve's legendary shoes and once again serving the Coast Guard. I bring extensive knowledge of pay and personnel, JUMPS, and Direct Access (DA). I encourage you to contact me if you have questions. I'd rather you ask me a question and we work things out to do the right thing first rather than having to clean things up!
As a segue toward getting things right, I'm encountering issues I think are easily correctable. Each update/compute cycle, I get a "Resync" report. This lets me know when there are pay entitlements (segments) open in JUMPS, but have a closed pay entitlements row in DA. What I've encountered is that when Reserve Members are called to active duty (Long-term/Contingency Orders) for terms generally longer than 139 days, there is an L68C (Endorsement on Orders transaction) generated for JUMPS. This document will provide JUMPS the necessary information to set the member's segments.
According to Part VII (Reserve Unique Transactions), Chapter 4 (Reserve Active Duty Orders) of the Coast Guard SPO Manual (PPCINST M5231.3), when entitlements such as BAH and COLA are to be submitted in conjunction with the call up, you are to leave the stop date BLANK. If you put a future date for the stop date (such as 9/30/2012), the system adds the entitlement to my Resync report so that I can investigate why there is an entitlement open in JUMPS and closed in DA.
|The Type of Orders is
|Leave the Stop Date field on
pay entitlement rows blank
The reason you should NOT put a stop date in the row in DA is that when you process a Release from Active Duty (RELAD) separation, the row will close in DA and the segment close in JUMPS based on the date of the separation.
I look forward to serving the SPOs as I move forward in my new position. I hope that I can impart my knowledge that will help shape future YNs and make life a little easier for those of you that have been around a while!
Military Pay Systems Specialist
Military Accounts Support (MAS) Branch
Coast Guard Pay & Personnel Center
If you need to enter an entitlement with an effective date earlier than the date on the oldest existing row, you will need to use the "Manual Row Switch" checkbox to override the system edits. Only SPO Supervisors (CGHRSUP Role Users) can enter and save transactions requiring the use of the "Manual Row Switch" checkbox. DO NOT attempt to delete an existing row (that has been approved and transmitted -- approval status "A") in order to enter a row with an earlier effective date. Cancel any changes you've made, exit the system, and ask your SPO Supervisor to enter the transaction.
Note: When a CGHRSUP Role User creates an entitlement row it must be approved by another CGHRSUP Role User. A transaction cannot be approved by the same person who created the transaction. Create the entitlement entry and click the Approve button to route the transaction to another CGHRSUP Role User for approval.
Using the Manual Row Switch checkbox allowed the CGHRSUP Role User to save the transaction (as indicated by the Approval Status of "A") with a start date, in row #1, earlier than the start date in the oldest row (#4).
The rows will appear in the correct sequence the next time you visit the member's Entitlement Detail page.
Here are the uniform and clothing allowance rates effective 1 October 2013:
This spreadsheet has dates fields on the second tab that will help you determine the correct date to use when starting Career Sea Pay Premium.
Basic Rules from CG Pay Manual, Chapter 4, Section C:
NOTE: When using February 29th in your sea pay premium calculations, it may be necessary to compute the correct sea pay premium start date by hand. The reference for computing sea time can be found in Appendix C of the 3PM.
Do NOT forget to check all Segment 07's and 69's for sea time and sea time adjustments!
The Military Accounts Support branch at the Coast Guard Pay & Personnel Center has been receiving memorandums requesting that we change a member's name in Direct Access due to a marriage or divorce. In accordance with 5.D.11.4 of the CG Personnel and Pay Procedures Manual, these requests should be forwarded to the SPO. The SPO Manual has the step-by-step instructions on how to complete the action (See Part III, Chapter 8.B).
Question: My cutter is on a 34 day patrol. If we pull into homeport for a Brief Stop for Logistics (6 hours to transfer personnel, mail, get food) on the 19th day of the patrol and grant no liberty ... would the crew still be entitled to FSA-S?
Answer: Any return of the cutter to home port will interrupt the 30-day FSA-S deployment counter and force it to be re-set to zero.
This seems unfair, and it probably is, but the law that authorizes FSA (title 37 USC §427) is definite about the requirement to remain away from homeport for a minimum of 30 continuous days. The issue of a short return to home port has been extensively reviewed and the applicable case law (see 44 COMP GEN 324 decision) makes it clear that the 30-day counter for FSA-S must start over for any return of a vessel to home port, however short the duration of that return. The law provides for no exceptions nor any discretion for the service or Secretary concerned to override or waive the continuous 30-day requirement.
If possible, deployed cutter commanding officers should try to avoid interrupting the 30-day qualifying period by arranging an alternate means for delivery of supplies, mail, or personnel transfer, such as an underway replenishment drill with an out-bound cutter (two birds with one stone - UNREP training & resupply) or by helicopter (if flight deck-equipped) if operations permit this.
Pay & Benefits Policy Team Leader
Military Compensation Division
USCG Headquarters (CG-1222)
Career Sea Pay (CSP) is intended to compensate members assigned to sea duty for the general arduousness of life aboard any CSP-eligible vessel (not to be confused with the unusual arduousness of certain classes of vessels that meet the requirements of being away from home port in long time segments for over 50% of each year). While reviewing the issue, we have to consider the intent as well as the letter of the Coast Guard's regulations (U. S. Coast Guard Pay Manual, COMDTINST M7220.29 (series), Section 4-B) concerning entitlement to CSP. In general, TDY on a CSP-eligible vessel involves performing duty as a member of the crew or in direct support of the unit's mission while that vessel is underway and away from home port. We extend CSP entitlement to members of mobile units who regularly deploy to CSP-eligible vessels (e.g., mobile units) and to personnel assigned on a TDY basis aboard CSP-eligible vessels who are performing duty as a crewmember.
What is not envisioned in the Coast Guard's CSP regulation is creation of an entitlement through the technicality of TDY orders assigning a member to a ship when the circumstances of that assignment are not commensurate with its intent. CSP for assignment to a WPB while it is in a shipyard or in a "Charlie" (Maintenance) status for dockside maintenance availability was never intended, unless the TDY member was in receipt of CSP prior to the vessel entering the shipyard or maintenance availability (U. S. Coast Guard Pay Manual, Rule 6 of Figure 4-5). It is hard to characterize TDY aboard a cutter while it is in a shipyard as "sea duty" when a member receives travel allowances for residing in commercial quarters and subsistence at the same time. It could certainly be considered sea duty if a member were berthed and subsisted aboard a vessel while TDY - but such a situation would preclude travel allowances per JFTR U4102.J. An order by itself does not create an entitlement, only the conditions of duty or status within the context of the authorizing law and regulation creates an entitlement.
Further, in considering the "letter" of the regulation, U. S. Coast Guard Pay Manual, Subsection 4-B-2 states that CSP is authorized for members that are permanently or temporarily assigned for duty to a vessel pursuant to competent orders and that the unit's mission is underway. If duty performed was on or about the vessel while it was not underway and the TDY member was not accruing CSP prior to the cutters entry into the shipyard means that there is no entitlement to CSP during that period.
Look for future changes to the U. S. Coast Guard Pay Manual's language and rules concerning CSP entitlement while TDY to a vessel to remove any future confusion on this subject.
Military Pay & Benefits Policy Team Leader
USCG Headquarters (CG-1222)
Monthly premium rates are based on the sponsor's military status (active duty, Selected Reserve or Individual Ready Reserve [IRR]) and type of enrollment:
The rates listed on the page linked below are for May 1, 2012 - January 31, 2013. After that, premium rates will be adjusted annually every February.
The TSP Web Site provides the limits for TSP contributions: https://www.tsp.gov/whatsnew/rates/currentLimitsAndRates.shtml.
Please vist our TSP procedures and information page for enrollment information and forms.