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Retention Incentive Programs

The Secret Service may pay a retention incentive to a current employee or group of employees if the agency determines that the unusually high or unique qualifications of the employee(s) or a special need of the agency for the employee(s)'s services makes it essential to retain the employee(s) and that the employee would be likely to leave the Federal service in the absence of a retention incentive.

The Secret Service has a variety of retention programs that are focused on high or unique qualifications that makes it essential to retain employees.

Retention Incentive (Allowance)

The Federal Employees Pay Comparability Act of 1990 (FEPCA) authorizes agencies to pay a retention incentive (allowance) up to 25 percent of basic pay to a current employee if the unusually high or unique qualifications of the employee, or the special need of the agency for the employee' s services makes it essential to retain the employee. The agency must also determine that the employee would be likely to leave in the absence of a retention incentive (allowance).

A retention incentive may be paid to a current employee who has completed one year of continuous service with the Secret Service immediately prior to such payment, and who is not currently under a service agreement for either a recruitment or a relocation incentive. Each retention incentive shall be reviewed at least annually to determine whether the payment is still warranted or whether it should be reduced or terminated. This determination shall be certified in writing by the approving official (Director).

The appropriate Assistant Director is the recommending official, and the Deputy Director (or their authorized delegate) is the approving official for all Secret Service employees, including SES employees. A retention incentive must be approved by an agency official who is at a higher level than the official who recommended the retention incentive.

The maximum period of service is the first day of the first pay period in a fiscal year, to the last day of the last pay period in that same fiscal year. The CRI payments are subject to the availability of funding and will be made in the same manner as the member receives their regular payroll direct deposit.

Cybersecurity Retention Incentive (CRI) Program

The Secret Service offers a Cybersecurity Retention Incentive (CRI) Program is designed to compensate its mission-critical cybersecurity professionals with unusually high or unique qualifications. The CRI Program consists of two retention incentives, Group and Individual, with incentives percentages varying up to 10% of basic pay for the Group incentive and up to 25% of basic pay for the Individual incentive.

Eligibility

Eligible employees in a cyber coded position, who possess, employ, and utilize their annual cyber training and industry certifications in the performance of their official duties may receive a retention incentive at the end of the service period, which is calculated as a percentage of the employee’s basic pay, before deductions, earned during the service period.

Eligibility requirements to receive Cybersecurity Retention Incentive (CRI) pay:

  • If the employee is a Special Agent or a Uniformed Division Officer, then the employee must have successfully completed all initial training requirements, including graduation from the Federal law Enforcement Training Center and the Secret Service Special Agent Training Class or the Secret Service Uniformed Division Training Class;
  • Employee must have been employed by the Secret Service for 90 days;
  • Employee must currently occupy a designated cybersecurity position and is expected to remain in that position for the next 12 months or is assigned to the protection mission;
  • Employee must keep current with all required cybersecurity certifications;
  • Within the year prior of application to the CRI Program, the employee cannot have been demoted or suspended.
  • Employee must have a rating at or above the "acceptable" level on their most recent performance evaluation;
  • Employee must currently hold a Top-Secret Security Clearance (TSSC), and the clearance may not have been suspended or revoked; and
  • Employee must possess and maintain a current (non-expired) professional or industry certification that is related to the employee's position and is on the DHS-wide list of approved certifications or is approved by the Secret Service.
  • Each employee may only apply for only one Group or Individual incentive even if they possess multiple cybersecurity certifications.

Uniformed Division Group Retention Incentive (UDGRI) Program

Eligibility

To the extent that funds are allocated, the Director of the Secret Service, or their designee, may authorize a group retention incentive of up to 10% of basic pay for a group of UD members. Eligibility criteria for a UD member to receive a Uniformed Group Retention Incentive (UDGRI) payment, requires the UD member to:

  1. Have successfully completed all initial training requirements, including graduation from the Federal Law Enforcement Training Center (FLETC) and the Secret Service Uniformed Division Training Course (UDTC);
  2. Currently be performing at or above the “Acceptable” level (manager certifies that the employee is performing at or above an “Acceptable” level via the SSF 4375);
  3. Not be serving a service period required by another incentive agreement (i.e., not receiving relocation or recruitment incentives authorized under 5 C.F.R. §5753).
  4. Currently hold a Top-Secret Security Clearance (TSSC); and
  5. Be serving at a rank that is eligible for a retention incentive, as determined by UD on an annual basis.
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