{"id":14070,"date":"2020-10-28T19:51:41","date_gmt":"2020-10-28T19:51:41","guid":{"rendered":"https:\/\/one.sightlinemg.com\/armytimes\/uncategorized\/2020\/10\/28\/women-less-likely-to-receive-retention-pay-at-nsa\/"},"modified":"2026-08-08T04:32:46","modified_gmt":"2026-08-08T04:32:46","slug":"women-less-likely-to-receive-retention-pay-at-nsa","status":"publish","type":"post","link":"https:\/\/one.sightlinemg.com\/armytimes\/management\/pay-benefits\/2020\/10\/28\/women-less-likely-to-receive-retention-pay-at-nsa\/","title":{"rendered":"Women less likely to receive retention pay at NSA"},"content":{"rendered":"\n<p class=\"wp-block-paragraph\">Female employees at the National Security Agency were less likely to receive individual retention incentives than their male colleagues during a 2019 audit, according to an <a href=\"https:\/\/www.oversight.gov\/sites\/default\/files\/oig-reports\/retention_incentive_program_summary.pdf\" target=_blank>Oct. 28 report<\/a> issued by the agency\u2019s inspector general.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">NSA is authorized to offer certain employees additional compensation if managers believe that those employees perform unique, critical functions for the agency that might otherwise leave if not offered that money. Incentives can be offered on an individual or group basis.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">\u201cWe found that although the retention incentive program was not designed to be evenly distributed across directorate, gender and ethnicity, the individual retention incentives that were authorized based on management judgment were not evenly distributed across the Agency\u2019s directorates and did not reflect the agency\u2019s civilian population by gender, although it did represent the agency\u2019s civilian population by race\/ethnicity,\u201d the IG reported.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">\u201cOnly 14 percent of individual retention incentives were authorized to women, even though they comprised 41 percent, or an almost three times greater percentage of the total civilian workforce.\u201d<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">The gender discrepancy was part of a larger finding that the NSA retention incentive program \u2014 which paid a total $16,720,500 between March 2018 and March 2019 \u2014 lacked sufficient oversight and goals to ensure that it was actually effective in retaining the needed employees.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">The review found that many applications for individual incentives failed to explain the unique skill the employee provided, the reason why the employee would otherwise be likely to leave the agency or why some payments exceeded the agency-suggested market calculation for such payments. And three quarters of the justifications for renewing an employee\u2019s incentive were just copied exactly from the previous year\u2019s forms.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">\u201cThe OIG conducted independent data analysis in an effort to assess the effectiveness of the individual retention program, and found 45 employees who received a retention incentive for at least five consecutive years, and may therefore consider it to be a permanent pay increase, and 186 employees who resigned after receiving a retention incentive within the past five years, of which 162, or 87 percent resigned while actually receiving a retention incentive,\u201d the IG reported.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">Some payments exceeded the legal limitations placed on the dollar amounts without proper agency justification and paperwork \u2014 resulting in at least $4.2 million in unauthorized retention incentives \u2014 with 23 percent of those employees that received overpayments resigning from the agency within a month of that overpayment being identified.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">\u201cThe OIG concluded that the NSA lacked administrative controls necessary to ensure that it was properly determining eligibility and incentives in a consistent manner,\u201d the IG reported.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">\u201cMoreover, we found that without more defined program goals and a documented process for evaluating success, the agency cannot determine whether the program is effectively expending agency resources in retaining key personnel, and doing so without risk to other work roles and programs. Additionally, we found that the agency paid significant amounts in what the OIG determined were or may be noncompliant group retention incentives.\u201d<\/p>\n","protected":false},"excerpt":{"rendered":"<p>The National Security Agency&#8217;s program for offering retention incentives to critical personnel did not have needed oversight or goals, according to the agency&#8217;s inspector 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By:"},"yoast_head":"<!-- This site is optimized with the Yoast SEO Premium plugin v26.0 (Yoast SEO v28.1) - https:\/\/yoast.com\/product\/yoast-seo-premium-wordpress\/ -->\n<title>Women less likely to receive retention pay at NSA - Army Times<\/title>\n<meta name=\"description\" content=\"The National Security Agency&#039;s program for offering retention incentives to critical personnel did not have needed oversight or goals, according to the agency&#039;s inspector general.\" \/>\n<meta name=\"robots\" content=\"noindex, follow, max-snippet:-1, max-image-preview:large, max-video-preview:-1\" \/>\n<meta property=\"og:locale\" content=\"en_US\" \/>\n<meta property=\"og:type\" content=\"article\" \/>\n<meta property=\"og:title\" content=\"Women less likely to receive retention pay at NSA\" \/>\n<meta property=\"og:description\" content=\"The National Security Agency&#039;s program for offering retention incentives to critical personnel did not have needed oversight or goals, according to 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