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This Directive was canceled August 5, 2004.

Order
Subject
Personnel Management Manual: ATTACHMENT 3 PMM; Chapter 6, Section 4
Classification Code  
M3000.1B    

BONUS SUMARRY CHART

  RECRUITMENT RELOCATION RETENTION
AMOUNT Up to 25% of base pay. Lump-sum payment. Excludes locality pay. Includes special rates. Up to 25% of base pay. Lump-sum payment. Up to 25% of base pay made in bi-weekly payments (as part of normal paycheck).
ELIGIBILITY Newly appointed (in receipt of a written offer of employment) in the GS, GM, SES or Exec. schedule. Current Federal employee moving to a position in a different locale in the GS, GM, SES, or Exec. schedule. Current agency employee in a GS, GM, SES, or Executive schedule position likely
to leave for non-Federal employment.
DURATION OF SERVICE AGREEMENT Minimum of 6 months Approving official determines the minimum period. No agreement required. Bonus can be reduced or terminated at any time.
OPERATING POLICY Must prove recruiting difficulties will occur in the absence of the bonus. Must prove inability to attract agency-critical expertise in a locale in the absence of the bonus. Must prove essential or special agency need for unique qualifications of the individual and
that in the absence of the bonus, the individual would leave the agency (for any reason).
INDICATORS Recruiting difficulties not addressed by other pay provisions. Locale disparities, e.g., the inability to fill jobs in local competitive area. Agency hardship created by loss of employee services. Inability to replace needed skills.
CRITERIA
  1. Success of recent recruitment efforts to hire quality candidates.
  2. Turnover in similar positions.
  3. Labor market factors.
  4. Special qualifications needed.
  5. Review of other options.
  1. Success of recent recruitment efforts to hire quality candidates.
  2. Turnover in similar positions.
  3. Labor market factors.
  4. Special qualifications needed.
  5. Review of other options.
  1. Success of recent efforts to recruit candidates with similar qualifications.
  2. Availability in the labor market of candidates who could perform the full range of duties and responsibilities with minimal training or disruption of service to the public.
  3. Employee will likely leave the Federal government without bonus.
GROUP COVERAGE Written documentation required at the outset. Each group member must meet criteria individually. Each group member must meet criteria and meet or exceed all performance ratings. Up to 10 percent (or 25 percent with OPM approval). Each group member must meet criteria.

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