R 271247 APR 16 FM COMDT COGARD WASHINGTON DC//CG-1// TO ALCOAST BT UNCLAS //N07220// ALCOAST 156/16 COMDTNOTE 7220 SUBJ: FY16 ACTIVE DUTY ENLISTED WORKFORCE MANAGEMENT CRITICAL RATE SITREP 2 A. PERFORMANCE, TRAINING AND EDUCATION MANUAL, COMDTINST M1500.10 (SERIES) B. COAST GUARD RECRUITING MANUAL, COMDTINST M1100.2 (SERIES) 1. This ALCOAST announces the results of the Critical Rate Management Workgroup (CRMW) that convened on 6-7 JAN 2016. Program offerings in this SITREP will remain in effect until modified or terminated in a future ALCOAST. 2. The CRMW was established to identify and manage intervention strategies for rates/ratings deemed to have personnel shortages that could negatively impact mission execution. Factors considered by this workgroup include organizational needs across all ratings, workforce trends, forecasted personnel requirements, and budgetary realities. The CRMW consolidated the responsibilities of the former Selective Reenlistment Bonus (SRB) panel in determining the need to offer Selective Reenlistment Bonuses, Enlistment Bonuses, and Critical Skills Training Bonuses. 3. The following ratings have been determined to be critical: AET, AMT, AST, ET, FS, IS, ME, and OS. The CRMW defines a critical rating as a rating with a body to billet gap not forecasted to close to within 5% of authorized levels within 12 months or is projected to become gapped at greater than 5% of authorized levels within 12 months. 4. The following ratings have been determined to be stressed: GM, MK, PA, SK, and YN. The CRMW defines a stressed rating as a rating with a body to billet gap not forecasted to close to within 2% of authorized levels within 12 months or projected to become gapped at greater than 2% of authorized levels within 12 months. 5. Intervention strategies are authorized as needed to ensure each rating is attracting and retaining the right mix of personnel to promote the health of the workforce, while meeting Service needs. 6. A-School candidates are being sought for the EM, ET, FS, MK, and OS ratings. a. The 4-month requirement in article 7.E.2 of REF A for non-rated members to attend OS A-School and FS A-School is waived. All other requirements in REF A remain in effect. b. Enlistment with guaranteed A-School is offered for the EM, ET, FS, MK, and OS ratings. 7. A-School Capacity: A surge increase in A-School enrollments was approved for AET and AMT A-Schools in FY16 and is being considered for FY17. The CRMW stakeholders will work with FORCECOM to increase annual A-School capacities in the IS and ME ratings. 8. Enlistment Bonus (EB): EB offerings will be detailed via separate correspondence. 9. Selective Reenlistment Bonus (SRB): SRB offerings will be detailed via separate correspondence. 10. Critical Skills Training Bonus (CSTB): CSTB offerings will be detailed via separate correspondence. 11. Critical Skills Retention Bonus (CSRB): No CSRB is offered at this time. 12. Special Assignment Considerations: Members in critical and stressed ratings are encouraged to apply for special assignment opportunities; however, CG PSC-epm will work within each rating to ensure a proper balance is struck between both special assignment and rating needs. 13. Extended Active Duty (EAD): EAD assignments will be considered for reserve members in the following rates on a case-by-case basis: DC3, EM3, ET3, FS3, FS2, GM3, IS3, IS2, IT3, ME3, MK3, OS3, OS2, SK3, and YN3. 14. Open Rate List (ORL): a. The ORL includes the following rates: AET3, AMT3, AST3, BM3, BM2, DC3, EM3, ET3, FS3, FS2, GM3, IS3, IS2, ME3, MK3, OS3, OS2, SK3, YN3. b. Applicants for AST3, BM2, FS2, IS2, and OS2 must have prior Coast Guard experience. c. The ORL is a workforce planning tool designed to enlist skilled and qualified prior-service members to fill vacancies in specific rates. The advancement implications of listing rates on the Open Rate List are closely monitored. d. The ORL recruiting focus is exclusively limited to the rates listed above. Eligibility requirements and procedures for enlistment under the ORL are contained in REF B. Maximum active duty time for E-4 applicants is 6 years time in service and the maximum active duty time for E-5 applicants is 10 years time in service. Applicant qualifications for enlistment will be reviewed by the appropriate assignment officer in consultation with the Rating Force Master Chief. Final approval or disapproval of an applicant's enlistment via the ORL will be made by CG PSC-epm. e. For rating-specific concerns, contact the appropriate assignment officer or Rating Force Master Chief. 15. Questions regarding the CRMW may be directed to LT Kathryn Walter, Workforce Forecasting and Analysis (CG-12A), at Kathryn.L.Walter@uscg.mil. Policies regarding bonuses or other human resource management matters may be directed to Office of Military Personnel (CG-133) at HQSPolicyandStandards@uscg.mil. Questions regarding A-schools may be directed to ASTC Samuel Ariola, CG PSC-epm-2, at Samuel.A.Ariola@uscg.mil or YN1 Katherine Windt, CG PSC-epm-2, at Katherine.D.Windt@uscg.mil. 16. Commanding officers and officers in charge shall bring the contents of this ALCOAST to the attention of all personnel. 17. RDML W. G. KELLY, Assistant Commandant for Human Resources, sends. 18. Internet release is authorized.