As part of the Force Design 2028 initiative, the Coast Guard is updating policies and procedures to ensure our workforce is agile and ready to meet evolving mission demands. As we complete this year’s assignment, evaluation, and promotion cycles and begin preparing for Promotion Year/Assignment Year 2026 (PY/AY26), here are some of the key changes from the Force Design 2028 “People Campaign” that will affect officers.
All officers should review the PY2026 Acting Commandant’s Guidance to Boards and Panels, which is used by all officer boards and panels. In this guidance, ADM Kevin Lunday defines officers of particular merit as “those who have demonstrated inspiring leadership to deliver results not typically achievable by others. They also exhibit drive, initiative, and creativity in both thought and action with an ability to challenge assumptions and the status quo.”
Promotion Zones 101
Each PY, the Secretary of Homeland Security establishes promotion zones. The size and timing of these zones are based on the needs of the service. Three primary promotion zones exist: above-zone, in-zone, and below-zone.
- Above-zone officers have been previously considered in the in-zone population, and failed selection for promotion by a regularly scheduled board.
- In-zone officers are being considered for promotion for the first time, other than as a below zone candidate. In-zone officers are the primary candidates for consideration by the board. If not selected, the officer will incur a failure of selection.
- Below-zone officers are junior to the junior-most officer in the zone. These officers are eligible for consideration, but if not selected, will not be penalized.
Below-Zone Selection
- Background: Since 1963, the Coast Guard has had the authority to promote officers below the normal promotion zone based on merit – that is, deserving below-zone officers may be promoted.
- By the Numbers: U.S. Code limits the number of below-zone officers that may be selected for promotion.
- Only 5% of O3s (LTs) to be selected for promotion to O4 (LCDR) may be below-zone.
- Only 7.5% of O4s (LCDRs) to be selected for promotion to O5 (CDR) may be below-zone.
- Only 10% of O5s (CDRs) to be selected for promotion to O6 (CAPT) may be below-zone.
- Policy Change: Now, promotion boards are strongly encouraged, but not required, to consider below-zone candidates of exceptional merit.
- Benefit: Below-Zone Selection provides a pathway for early promotion of officers who demonstrate exceptional particular merit.
Promotion Board In-Zone Reordering (IZR)
- Background: Previously, the selection panel could only In-Zone Reorder the same number of officers they could select from below-zone (5% for promotion to O4, 7.5% for O5, and 10% for O6). In 2022, Congress updated the law (14 U.S. Code 2116) authorizing the Coast Guard to reorder three times the number of officers of particular merit—placing them at the top of the promotion list
- By the Numbers: If the DHS Secretary directs the promotion board to select 75 for promotion to O6 (CAPT), then up to eight of those selected may be below-zone O5s (CDRs) and up to 24 of those selected may be In-Zone Reordered.
- Policy Change: Now, officer promotion boards are required to use IZR to the maximum extent. In previous years, it was at the discretion of each board membership on whether IZR was implemented.
- Why: Over the last five promotion years, promotion boards have not been consistent in using the IZR authority. Maximizing IZR allows us to recognize officers of particular merit and ensures our top-performing officers are recognized, promoted faster, and potentially moved into critical leadership roles sooner.
- Benefit: We increase promotions based on particular merit, not just seniority, to strengthen leadership at the highest levels.
Opt-Out of Promotion Consideration
- Background: For the past three years, officers have been able to request to “opt out” of promotion board consideration in a given year.
- Why: To allow time for:
- Broadening assignments
- Advanced education
- Valuable assignments that delay normal career progression
- Significant personal or professional circumstances
- Policy Change: Previously, the Coast Guard’s Personnel Service Center (PSC) convened a board to consider and make recommendation on each of these requests to the Commandant for approval. Now, due to a high approval rate (24 out of 26 in three years), Commandant delegated approval authority to PSC and a stand-alone review board is no longer required.
- Benefit: Encourage officers to pursue opportunities that challenge them personally, professionally, or both.
These policy updates are designed to improve talent management, reward merit, and prepare the Coast Guard for future challenges. All leaders are encouraged to familiarize themselves with these changes and ensure their teams are informed and prepared.
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