R 111218Z MAY 22 MID600051832552U
FM COMDT COGARD WASHINGTON DC
TO ALCOAST
BT
UNCLAS
ALCOAST 176/22
SSIC 1130
SUBJ: SERVICEWIDE INITIATIVES TO MAXIMIZE MILITARY RECRUITING
EFFORTS
A. COMDT COGARD WASHINGTON DC 101617Z MAY 22/ALCOAST 175/22
B. Everyone is a Recruiter Incentive Program User Guide,
PSCINST 1120.1 (series)
C. Coast Guard Recruiting Manual, COMDTINST M1100.2G
1. To support the Commandant's direction to maximize recruiting
efforts announced in REF (A), I am proud to announce three service
wide initiatives to help meet the Coast Guard's active duty,
reserve, and officer accession goals: (1) the stand up of the CG
Recruiting Incident Management Team, (2) the continuation and
enhancement of the "Everyone is a Recruiter" program, and (3) the
promulgation of the "Coast Guard Recruiting Liaison" program.
2. Stand up of the CG Recruiting Command (CGRC) Incident Management
Team. CG Personnel Services Command will soon establish an Incident
Management Team (CG RC IMT) to lead recruiting surge efforts
between now and the end of the fiscal year. The CG RC IMT will
support CG RC and be physically located at Coast Guard
Headquarters.
a. It will be tasked with coordinating recruiting surge efforts
between CG RC and the entire Service.
b. The CG RC IMT will also conduct outreach to qualified Coast
Guard members with the "PERJC" competency to assist with surge
recruiting operations across the nation in the immediate future.
3. Continuation and enhancement of "Everyone is a Recruiter." CG RC
has amended REF (B) to include the addition of a $500 cash
incentive option for active duty, reserve, and civilian employees
who refer a person who has not previously served in the armed
forces, and who, after such referral, enlists in the regular
component of the Coast Guard or in the Selected Reserve of the
Coast Guard.
4. CG Recruiting Liaison Program. The Recruiting Liaison will act
as a conduit between major commands and the Coast Guard Recruiting
Command, working closely with the local recruiting office to
increase community engagement and generate Coast Guard leads. This
collaboration will optimize the use of all available members and
assets to represent the service to prospective applicants.
a. A Recruiting Liaison shall be designated at all O6 shore
commands with greater than 100 personnel, and include one mid-grade
officer (O3/O4), with a recommended additional Senior Enlisted
Recruiting Liaison (E7-E9) to best support the mission. The
liaisons should be designated by the Commander or Commanding
Officer to create outreach and engagement opportunities within the
local recruiting area of responsibility. Installations with two or
more co-located O6 commands shall coordinate engagement and
outreach within the community and to the local recruiting office.
b. Command designated Recruiting Liaisons will coordinate with
their local Recruiting Offices and seek opportunities to host and
collaborate at recruiting events. Liaisons will provide
opportunities for recruiters to brief at All Hands, unit open
houses, and gatherings to educate members on the "Everyone is a
Recruiter" Program and its incentives in accordance with REFs (B)
and (C).
c. The Recruiter in Charge of the local Recruiting Office will
serve as the main point of contact for designated Recruiting
Liaisons. CG Recruiting Command will provide necessary resources to
conduct effective outreach, including supplying promotional
giveaways and other recruiting tools through the nearest Recruiting
Office. CG Recruiting Command will maintain regular communication
with all Recruiting Liaisons with relevant policy updates through
their Recruiting Office, as needed.
5. I am directing CG Personnel Service Center (CG PSC) and the CG
Recruiting Command (CG RC) to provide further guidance on each
initiative via subsequent messaging. The Coast Guard must take an
"All Hands on Deck" approach to recruit, train, and sustain the
talent needed for the future of the Service.
6. Dr. Mischell Navarro, Acting, DCMS Deputy for Personnel Readiness
(DCMS-DPR), sends.
7. Internet release is authorized.
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