Recruiting and Retention Incentives

1. Recruiting and Retention Incentives Supervisory Development Course California National Guard CAJS-J1-HR-PS

2. Introduction - Discuss the essential elements and requirements of current and future Recruiting and Retention Incentives Presenters: Mr. Michael Walden TSgt Latesha Williams Reference (s): CNG FPR 575, CNG FPR 537, CNG FPR 301

3. Agenda � Recruiting Incentive Relocation Incentive Retention Incentive Advanced-in-Hire Rates Repayment of Student Loans Other Recruiting/Retention Strategies

4. Recruitment Incentive - Newly Appointed FWS/GS employees or reemployed after a 90 day break in service (including Temporary Employees). Hard-to-fill positions and/or critical occupations Up to 25% of basic salary Justification/CNG 690-19 & 690-20 Service Agreement (6 month minimum) Lump Sum payment

5. Relocation Incentive - FWS/GS employees who accept another position in a different commute area Hard-to-fill positions and/or critical occupations Up to 25% of basic salary Justification/CNG 690-21 & 690-22 Must certify that a new residence has been established before action can be processed Service Agreement (6 month minimum) Lump Sum payment

6. Retention Incentive - New or Current FWS/GS employees New or Temporary employees are not required to have a current performance appraisal. Unusually high or unique qualifications of the technician or the special need of the technician�s service make it essential to retain the technician Up to 25% of basic salary Bi-weekly payments

7. Retention Incentive (cont.) - Justification/CNG 690-23 & 690-24 Conditions Agreement Payment prorated throughout a one year period Must be renewed annually May be increased or decreased at the supervisor/agency discretion

8. Advanced In-Hiring Rates, based on Superior Qualifications Technicians must be entering the Federal Service for the first time or after a break-in-service of 90 days or more. Advanced In-Hiring Rate may not be more than 20% above the candidates actual earnings. Must provide proof of income being forfeited (LES, pay stubs, W-2). CNG 690-8, Request for Advance in Hiring Rate

9. Advanced In-Hiring Rates, based on Superior Qualifications (cont.) Technicians must have unusually high qualifications and be forfeiting income that would justify a salary above the base pay, or Have a unique combination of education and experience that meets a special need of the California National Guard.

10. Determination of superior qualifications - Relevance of candidates experience and education, or Quality of the candidates accomplishments as compared to others in the field.

11. Determination of special need - Candidate needs to bring to the position a type or quality of knowledge, skills, and abilities that could not otherwise be obtained Position being filled must be directly related to mission or program goals

12. Exclusions � Superior Qualifications are not appropriate for: Administrative/clerical support positions A lack of high quality candidates NG Title 10 or NG Title 32 Military tour personnel (State Active Duty or Regular Active Duty are excluded from this rule).

13. Justification � Supervisors/Managers must certify in writing that the candidate: Is forfeiting income that would justify a salary above the base pay for the grade, and either Possesses superior qualifications, or Possesses a unique combination of education and experience that meets a special need.

14. Student Loan Repayment Repayment of Student Loans- May be offered to facilitate the recruitment or retention of a highly qualified employee Who�s Eligible. Permanent GS/FWS technicians Who�s Ineligible: Temporary employees whose appointment will not exceed 1 year Indefinite/Term employees whose appointments will not reasonably be retained for the minimum three year service agreement

15. Student Loans Repayment Eligibility Criteria Must either be likely to not accept the position or likely to leave the position absent the Student Loan Repayment benefit. Must have an outstanding federally insured loan made by education institutions, or banks, and other private lenders Award Amount Repayments are limited to $10,000 per year and a lifetime limitation of $60,000. Supervisors may recommend a lesser amount.

16. Student Loans Repayment (cont.) 26 payments each year Considered taxable income Requires Service Agreement (DoD minimum 3 years), Form CNG 690-17, Request for Student Loan Repayment Benefit More than one loan can be repaid as long as the payments do not exceed the limits.

17. Student Loans Repayment (cont.) At no time can payment be made to cover accrued penalties associated with any loan. Can be awarded upon appointment or used as a retention tool. Can be used in conjunction with the 3 R�s (Retention, Recruiting, Relocation).

18. Other Recruiting and Retention Strategies - Supervisors must sell the Technician Program Excellent medical and retirement benefits (TSP matching) Excellent promotion and upward mobility opportunities Competitive Salaries Service to Nation and State

19. Summary � Recruiting Incentive Relocation Incentive Retention Incentive Advanced-in-Hire Rates Student Loans Repayment Other Recruiting/Retention Strategies

20. Questions? Questions