DCIPS replaces CIPMS. Until all references can be updated, both terms may appear and are considered interchangeable.
This incentive is similar to a superior qualifications appointment, in that it allows the flexibility to set starting base pay for a new employee at a step above step one. However, the procedures and rules that govern the superior qualifications appointment in the competitive service do not apply to DCIPS.
The use of an advanced hiring salary is appropriate only when there is a clearly documented need and a positive cost benefit can be shown. This is true with all DCIPS-unique compensation programs designed to enhance the recruitment and retention of individuals with unusually high qualifications; unique qualifications; scarce skills; when filling shortage category positions; based on a high rate of vacant positions in the specialty despite extensive recruitment efforts; or to fill positions at remote or undesirable work sites.
Consideration in pay setting must be given to the applicant's current salary, other bona fide offers, labor market conditions, fund availability and scarcity of skills sought. The rate of pay to be offered may not exceed the candidate's current rate of pay or other bona fide offer by more than 20 percent (comparing basic pay and fringe benefit packages offered by other employers with the total compensation otherwise possible for the DCIPS position).
Care should be exercised when an advanced hiring salary is requested to match salary earned in the military, i.e., whether the applicant is retired, separated from the military, or willing to leave the military to accept a civilian position. For example, a retired military member without a valid job offer has no "current rate of pay" to base a position offer on. They do retain their medical, AAFES, and commissary privileges and these, along with retirement pay should not be figured into the calculation. By the same token, someone who has left the military (e.g., ETS) gave up their rights to those benefits willingly for a change of life style. DCIPS is not prevented from taking into consideration a military member's base pay and additional monetary benefits in determining advanced hiring salary.
Managers have a wide variety of personnel management tools, both monetary and non-monetary, available to attract, motivate, and retain a top quality workforce. The granting of financial incentives can have both short and long-term impact on organization budgets, and inappropriate use can adversely affect mission accomplishment by lowering workforce morale. Officials are strongly encouraged to consider a recruitment bonus before providing advanced rates.
When Advanced Hiring Salary appointments are approved, both pay and qualifications factors must be documented in sufficient detail to allow reconstruction of the action taken.