MARADMINS : 133/14
DTG: 201706Z MAR 14
UNCLASSIFIED/
MARADMIN 133/14
MSGID/GENADMIN/CMC WASHINGTON DC MRA MP//
SUBJ/GUIDANCE ON RECRUITMENT, RELOCATION, AND RETENTION INCENTIVES(3RS) FOR CALENDAR YEAR 2014//
REF/A/DOC/OPM WASHINGTON DC/ 01NOV2013//
REF/B/DOC/ASD WASHINGTON DC/01AUG2013//
REF/C/DOC/DON WASHINGTON DC/08AUG13//
REF/D/DOC/OUSD WASHINGTON DC/21SEP2006//
REF/E/DOC/DON WASHINGTON DC/03FEB2012//
NARR/REF A IS OFFICE OF PERSONNEL MANAGEMENT GUIDANCE ON AWARDS FOR FISCAL YEARS (FY) 2014. REF B IS DEPARTMENT OF DEFENSE (DOD) SUPPLEMENTAL GUIDANCE, REF C IS DEPARTMENT OF THE NAVY (DON) SUPPLEMENTAL GUIDANCE, AND REF D IS DOD GUIDANCE ON IMPLEMENTATION.
REF E IS FINAL DON POLICY FOR PAY ADMINISTRATION (GENERAL).//
POC//V.L. GEHRT/GS14/MPC/-/TEL: COM (703)784-9385/TEL: DSN 278-9385/
EMAIL: VICKY.GEHRT(AT)USMC.MIL//
POC//D.DELMEDICO/CIV/MPC/-/TEL: COM (703) 432-9328/DSN: 378-9328/
EMAIL: DAWN.DELMEDICO (AT) USMC.MIL.//
GENTEXT/REMARKS/1. REF (A) DIRECTED THE MARINE CORPS TO APPLY CALENDAR YEAR (CY) 2010 SPENDING LEVELS TO RECRUITMENT, RELOCATION AND RETENTION INCENTIVES FOR CY 2012. THE CAP APPLIED TO 3R INCENTIVES FOR APPROPRIATED FUNDED EMPLOYEES AND THOSE PAID FOR ON A
REIMBURSABLE BASIS TO INCLUDE NAVY WORKING CAPITAL FUND. FOR CY
2014, DOD HAS ISSUED GUIDANCE EXTENDING THE APPLICATION OF THE CY
2010 SPENDING LEVELS.
2. TO CONTINUE ENSURING CY 2010 SPENDING LEVELS ARE NOT EXCEEDED AT THE ENTERPRISE LEVEL, ALL 3R REQUESTS WILL BE FORWARDED TO CMC (MPC), DIRECTOR OF CIVILIAN HUMAN RESOURCES OFFICE (DCHR), FOR ENDORSEMENT PRIOR TO SUBMISSION TO THE SERVICING OFFICE OF CIVILIAN HUMAN RESOURCES OPERATIONS CENTER FOR PROCESSING. REQUESTS ARE TO BE PREPARED IN ACCORDANCE WITH REF (D) AND (E). EACH REQUEST MUST BE SUBMITTED VIA YOUR SERVICING HUMAN RESOURCES OFFICE AND INCLUDE A WRITTEN JUSTIFICATION, SIGNED BY THE COMMANDER/HQMC STAFF AGENCY HEAD OR DEPUTY, AND THE 3R INCENTIVE JUSTIFICATION FORM AVAILABLE AT SERVICING HUMAN RESOURCES OFFICES.
3. EACH WRITTEN JUSTIFICATION MUST ADDRESS THE BASIS FOR DETERMINING THE POSITION IS LIKELY TO BE DIFFICULT TO FILL IN THE ABSENCE OF A 3R INCENTIVE, THE AMOUNT AND TIMING OF THE INCENTIVE PAYMENTS, AND THE LENGTH OF THE SERVICE PERIOD. THE FACTORS FOR DETERMINING A POSITION IS LIKELY TO BE DIFFICULT TO FILL ARE AS
FOLLOWS:
A. RECRUITMENT AND RELOCATION INCENTIVE
(1) RESULTS OF RECENT EFFORTS TO ATTRACT QUALITY CANDIDATES FOR SIMILAR POSITIONS AS EVIDENCED BY OFFER/ACCEPTANCE RATES, PROPORTION OF POSITIONS FILLED, AND/OR THE LENGTH OF TIME REQUIRED TO FILL SIMILAR POSITIONS.
(2) RECENT TURNOVER IN SIMILAR POSITIONS.
(3) LABOR-MARKET FACTORS THAT MAY AFFECT THE ORGANIZATION'S ABILITY TO RECRUIT QUALITY CANDIDATES FOR SIMILAR POSITIONS NOW AND IN THE FUTURE.
(4) SPECIAL QUALIFICATIONS NEEDED IN THE NEW POSITION.
B. RETENTION INCENTIVE
(1) THE UNUSUALLY HIGH OR UNIQUE QUALIFICATIONS OF THE EMPLOYEE OR A SPECIAL NEED FOR THE EMPLOYEE'S SERVICES THAT MAKES IT ESSENTIAL TO RETAIN THE EMPLOYEE.
(2) THERE IS A HIGH RISK THAT THE EMPLOYEE WITHIN THE ORGANIZATION WOULD LIKELY LEAVE THE FEDERAL SERVICE IN THE ABSENCE OF THE INCENTIVE.
4. ADDITIONAL RECRUITMENT, RELOCATION AND RETENTION INCENTIVE REQUIREMENTS
A. INCENTIVES MAY NOT EXCEED 25 PERCENT OF THE EMPLOYEE'S ANNUAL RATE OF BASIC PAY IN EFFECT AT THE BEGINNING OF THE SERVICE
PERIOD.
B. FOR RELOCATION INCENTIVES THE EMPLOYEE MUST MAINTAIN RESIDENCE IN THE NEW GEOGRAPHIC LOCATION FOR THE DURATION OF THE SERVICE AGREEMENT. IF THE EMPLOYEE FAILS TO MAINTAIN RESIDENCE THE SERVICE AGREEMENT WILL BE TERMINATED.
C. ALL RETENTION INCENTIVES MUST BE REVIEWED AT LEAST ON AN ANNUAL BASIS TO DETERMINE IF PAYMENT IS STILL WARRANTED.
D. A RETENTION INCENTIVE MAY NOT COMMENCE PAYMENT DURING THE SERVICE PERIOD ESTABLISHED BY AN EMPLOYEE'S RECRUITMENT OR RELOCATION INCENTIVE SERVICE AGREEMENT, HOWEVER, A RELOCATION INCENTIVE MAY BE PAID TO AN EMPLOYEE WHO IS ALREADY RECEIVING A RETENTION INCENTIVE.
5. QUESTIONS REGARDING 3R POLICIES AND SPENDING LEVELS MAY BE DIRECTED TO CMC (MPC) POCS AT (703) 432-9328 OR (703) 784-9385.
6. RELEASE AUTHORIZED BY (SES) MR. M. F. APPLEGATE, DIRECTOR, MANPOWER PLANS AND POLICY DIVISION.//