2010 General Schedule Pay Chart

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					NSPS PAY SETTING




    August 12, 2009



                      1
NSPS Pay Setting



    Overview

                   2
                       NSPS
                     Pay Setting
 Provides pay flexibilities that
  allow the DoD to build and
  maintain a high quality
  workforce
 Proper pay management
  provides a powerful platform to
  attract, motivate, and retain the
  high caliber civilian employees
  required to fulfill the
  Department’s mission and
  strategic initiatives


                                      3
                        Objectives
Without references, you will:

1.   Define the basic rules and concepts of NSPS pay setting.
2.   Describe the Manager and CPAC role in pay setting.
3.   Define the key components of the NSPS classification
     structure and basics of the NSPS classification process.
4.   Define the key sources of NSPS pay setting rules and
     guidance.
5.   Locate and use NSPS pay setting guidance.




                                                                4
    Guiding Principles

           Put the mission first

          Respect the individual

    Protect rights guaranteed by law

     Support merit system principles

Value talent, performance, leadership, and
       commitment to public service
                                             5
          Guiding Principles

 Be flexible, understandable, creditable, responsive
                   and executable


         Ensure accountability at all levels


Balance human resources system interoperability with
           unique mission requirements


          Be competitive and cost effective

                                                       6
          General Principles
   Provide equal pay for work of equal value, with
 appropriate consideration of both national and local
       rates paid by private sector employers



         Promote a high-performance culture



Link pay to employee performance that is measured by
a fair, credible, and transparent employee performance
                     appraisal system
                                                         7
          General Principles
  NSPS pay bands cover a wide salary range, with
  minimum and maximum rates set on the basis of
    national labor market factors and conditions


 Wide pay ranges allow flexibility to pay employees at
the level necessary to be competitive in the applicable
                     market place


For any given job, based on occupation and location,
range of pay needed to be competitive in the market
     place will likely be a subset of full pay band
                                                          8
9
          General Principles

  DoD Components are responsible for managing
   employee pay progression in a manner that is
   consistent with pertinent labor market factors




All personnel actions affecting DoD employees will be
based on the Federal laws and regulations applicable
       to them on the effective date of the action

                                                        10
   Pay Setting Authority



Army has delegated     Pay setting is:
pay setting approval
    authority to       • A management
  Commands with          responsibility
   supplemental        • No longer an HR
     guidance            function




                                           11
12
13
NSPS Pay Setting



  Key References

                   14
              Key References

What you must understand to accurately set pay:


   • Rules for NSPS pay setting
   • Pay setting for specific types of actions
     • New hires
     • Reassignments
     • Promotions
     • Reductions in band
     • Conversions
   • Role of the manager
   • Role of the CPAC
                                                  15
    Key References

     NSPS pay can not be set in a vacuum –
K    in order to properly assist managers with
     NSPS pay setting, CHR practitioner
n    must:
o
     •Know NSPS reference materials
w
     •Know how to research and apply these
l    reference materials
e    •Correctly apply NSPS pay setting rules
d    •Apply critical thinking skills
g    •Understand factors that affect the
e    manager’s pay decisions


                                                 16
                     Key References
                       DoD Civilian
5 CFR Part 9901 –                                          Interim DA NSPS
                     Personnel Manual   Army NSPS Policy
National Security                                            Classification
                        1400.25-M         14 May 2009      Procedures, 3 Oct
Personnel System
                       Chapter 1900                               2008

Army Pay Setting
    Guide for          Army NSPS             NSPS
   Managers –                                                  FAS FAQs
(Under revision at      Bulletins           Connect
       DA)

                      CPMS Guide to                            Various
                        Managing           CHRA’s
    DA FAQs                                                  Command pay
                      Compensation         Webpage
                       Under NSPS                              policies




                                                                          17
              Key References


                     • Title 5, USC, Chapter 99, DoD
                       NSPS
                     • 5 CFR 9901
Hierarchy of legal
                     • DoD Implementing Issuances
 requirements,
                     • CPMS policies & procedures
    rules and
                     • DA policies & procedures
   procedures
                     • Command policies & procedures




                                                  18
           Key References
“Enabling regulations”

   • 5 CFR Part 9901 - provides
     regulations to govern NSPS
   • Waives or modifies various statutory
     provisions that would otherwise be
     applicable to affected DoD employees
   • Permits the Secretary of Defense to
     establish implementing issuances


                                            19
                         Key References

                             5 CFR Part 9901




                                               Construed to promote
Must be interpreted in a
                                               swift, flexible, effective
way that recognizes the
                                                      day-to-day
critical national security
                                                accomplishment of
     mission of DoD
                                                        mission



                                                                      20
  5 CFR 9901 - Organization

Subpart A – General Provisions

Subpart B – Classification

Subpart C – Pay and Pay Administration

Subpart D – Performance Management

Subpart E – Staffing and Employment
                                         21
             Key References
 “Implementing Issuances”
     DoD Civilian Personnel Manual (1400.25-M,
      Chapter 1900
     Implements policy, responsibilities and
      procedures for NSPS within DoD
     Must be read and used in conjunction with 5
      CFR Part 9901




                                                    22
Implementing Issuances
     Organization
               SC1910 – General


         SC1911 – Conversion into NSPS


    SC1920 – Classification and Qualifications


SC1930 – Compensation Architecture and Pay Policy


       SC1940 – Performance Management


        SC1950 – Staffing and Employment
                                                    23
                            Recap
 Title 5, USC, Chapter 99, DoD NSPS
 5 CFR Part 9901 – DoD HR Management / LR Systems
 DoD Civilian Personnel Manual (1400.25-M, Chapter 1900) –
    the Implementing Issuances
   DoD Managing Compensation under NSPS
   NSPS Connect
   FAS Pay Setting FAQs
   Interim DA NSPS Classification Procedures, 3 Oct 2008
   Army NSPS Policy 14 May 2009
    DA Pay Setting FAQs
   Army Pay Setting Guide for Managers – (Under revision at DA)
   Army NSPS Bulletins
   Command pay policies

    When you know this stuff, you are ready                        24
         Key References

With NSPS, there is NO
substitute for reading and
understanding the key
NSPS reference materials




                             25
NSPS Pay Setting


   Key Definitions


                     26
            Key Definitions

Basic Pay
• Employee’s pay before any deductions and
  exclusive of additional pay of any kind,
  except as expressly provided by applicable
  law or regulation

• 5 CFR 9901.331(d) describes when local
  market supplements are considered to be
  basic pay under NSPS

                                               27
            Key Definitions

Base Salary
• Basic pay is exclusive of any additional pay
• For NSPS employees
  • Pay before deductions and exclusive of
    additional pay of any kind e.g., local market
    supplement
• For non-NSPS employees moving to NSPS
  • Pay before deductions
  • Exclusive of additional pay of any kind e.g.,
    locality pay or special rate supplement
                                                    28
           Key Definitions

Adjusted Salary

  • For NSPS employees:
    • Base salary plus any local market
      supplement paid to that employee
  • For non-NSPS employees moving to
    NSPS:
    • Non-NSPS base salary plus any
      applicable locality pay, special rate
      supplement, or any equivalent
      supplement                              29
          Key Definitions

     Local Market Supplement (LMS)


• Geographic and occupation-based
  supplement paid in addition to an
  employee’s base salary
• Two types:
  • 1. Standard LMS
  • 2. Targeted LMS

                                      30
            Key Definitions

Standard Local Market Supplement

• Applies to NSPS employees:
  • In a given pay schedule or band
  • Who are stationed within a specified local
    market area
  • Unless a targeted LMS applies
• Standard LMS is administered same way as
  locality-based comparability payments

                                                 31
               Key Definitions

Targeted Local Market Supplement

• LMS established to address recruitment or retention
  difficulties or for other appropriate reasons
• Given in lieu of any lower standard LMS that would
  otherwise apply
• Applies to a defined category of employees, based on
  occupation or other appropriate factors



                                                         32
          Key Definitions

Occupational   • Group or family of positions that perform
                 similar types of work
   series
               • Group of one or more associated or related
Career Group     occupations and may include one or more pay
                 schedules


               • Group of related pay bands for a specified
Pay Schedule     category of employees within a career group


               • Work level and associated pay range within a
 Pay Band        pay schedule

                                                                33
                   Key Definitions

Comparable pay band or comparable level of
work
• Movement within NSPS:
  • Pay bands with the equivalent level of work
  • Exist within and across varying pay schedules and career
    groups, regardless of the specific earning potential of the bands
  • Based on the application of NSPS classification structure
• Movement from a non-NSPS position to NSPS:
  • Band of the NSPS position is determined to be at a comparable
    level of work to the grade or level of the non-NSPS position
    Based on the application of NSPS classification structure


                                                                    34
                Key Definitions

Higher pay band or higher level of work

• Movement within NSPS:
  • Pay band designated to be a higher level of work than an
    employee’s currently assigned band
  • Occurs within and across varying pay schedules and career
    groups, regardless of the specific earning potential of band
  • Based on the NSPS classification structure
• Movement from a non-NSPS position to NSPS:
  • Band of NSPS position is determined to be at a higher level
    of work than the grade or level of the non-NSPS position
  • Based on the application of the NSPS classification
    structure

                                                                   35
           Key Definitions

Lower pay band or lower level of work
• Movement within NSPS:
  • Pay band designated to be a lower level of
    work than an employee’s currently
    assigned band
  • Occurs within and across varying pay
    schedules and career groups, regardless
    of the specific earning potential of band
  • Based on the application of the NSPS
    classification structure
                                                 36
            Key Definitions

Lower pay band or lower level of work

• Movement from a non-NSPS position to
  NSPS:
  • Band of the NSPS position is determined
    to be at a lower level of work than the
    grade or level of the non-NSPS position
    Based on the application of the NSPS
    classification structure

                                              37
            Key Definitions
Promotion

• Movement of an employee from one pay
  band to a higher pay band while
  continuously employed
• Includes movement of an employee
  currently covered by a non-NSPS Federal
  personnel system to an NSPS position
  determined to be at a higher level of work


                                               38
             Key Definitions

Reassignment
• Movement of an employee, either employee-
  initiated or management-directed, to a different
  position or set of duties in the same or comparable
  pay band, while continuously employed
• Includes movement of an employee currently
  covered by a non-NSPS Federal personnel system
  to an NSPS position determined to be at a
  comparable level of work
• May be voluntary or involuntary

                                                        39
           Key Definitions

Employee Initiated Reassignment

• Reassignment at employee’s request
• Normally initiated by the employee applying
  for a vacant position through a vacancy
  announcement
• Can be:
  • NSPS to NSPS
  • Non-NSPS to NSPS
                                                40
             Key Definitions

Management Directed Reassignment
• Reassignment that is initiated or directed by a
  management official
• While the employee may agree to be reassigned,
  this action normally does not include the employee
  applying through an advertised vacancy
  announcement
• Can be:
  • NSPS to NSPS or non-NSPS to NSPS
• Management must have organizational control over
  an employee to direct such movement
                                                       41
             Key Definitions

Reduction in Band
• Voluntary or involuntary movement of an
  employee from one pay band to a lower pay
  band on a permanent basis while continuously
  employed
• Includes movement of an employee currently
  covered by a non-NSPS Federal personnel
  system to an NSPS position determined to be at
  a lower level of work

                                               42
           Key Definitions

Higher level official

• Most NSPS pay decisions require review
  and approval by a higher level official
• Is at least one level above the management
  official who made the initial pay decision
• Requirement may be waived if there is no
  higher level official in the organization
• Command pay policies may establish
  additional approval levels and requirements
                                                43
NSPS Pay Setting



   Classification

                    44
      NSPS Classification


“In order to understand NSPS pay setting, you
  must understand NSPS classification”

                           Confucius
                           479 BCE




                                                45
              Classification

Process of analyzing a job and assigning it,
for pay and other related purposes

•   Occupational series
•   Official title
•   Career group
•   Pay schedule
•   Pay band


                                               46
                        Classification


Classification of         Classification
positions into career     architecture is
groups and pay            designed so that:       Management officials
bands                     • Decisions can be       are fully responsible
• Administrative            “readily” made by      for making decisions
  decision by               managers                   related to the
  management              • Rationale for those    application of NSPS
                            decisions can be       classification criteria
                            understood by both    to individual positions
                            employees and
                            supervisors




                                                                         47
5 CFR 9901 - Classification
    Basis for determining the appropriate
    classification under NSPS

•   Primary duties and responsibilities of position
•   Level of difficulty
•   Occupational qualifications
•   Competency requirements
•   Mission of the organization
•   Relationship of the position to other positions
    or organizational levels


                                                      48
       Classification Structure
NSPS classification structure consists
  of 4 Career Groups
 Grouped together based on:
    Mission or function
    Nature of work
    Qualifications or competencies
    Career or pay progression
     patterns
    Relevant labor market conditions
                                         49
      Classification Structure

               3 specialized career groups
                                         3. Investigative
1. Scientific &
                       2. Medical          & Protective
 Engineering
                                             Services



                 1 broad career group
                              Covers all occupations not
Standard career group          covered by a specialized
                                    career group
                                                       50
Career Groups and Pay Schedules

STANDARD CAREER GROUP             SCIENTIFIC & ENGINEERING
   YA - Professional/Analytical   CAREER GROUP
   YB - Tech/Support                  YD- Professional
   YC- Supervisor/Manager             YE - Tech/Support
   YP - Student Employment            YF - Supervisor/Manager




MEDICAL CAREER GROUP              INVESTIGATIVE & PROTECTIVE
   YG - Physician/Dentist         SERVICES CAREER GROUP
   YH - Professional                  YK - Investigative
   YI - Tech/Support                  YL - Fire Protection
   YJ - Supervisor/Manager            YM - Police/Guard
                                      YN - Supervisor/Manager
                                                                51
Classification Structure

 Career
 Group      Standard



  Pay
              YA
Schedule


  Pay
  Band        02
                           52
       Key Definitions – SC1910
Analytical occupations – perform work involving judgment,
discretion, and personal responsibility

Healthcare personnel – provide direct patient care services
or provides services incident to health care

Professional occupations – have a positive education
requirement

Technician and support occupations – provide support to
professional or analytic occupations, following established
methods and procedures
                                                          53
     Classification Structure

Pay schedules

• Established to identify relative levels of work
  and corresponding pay ranges
• One or more pay schedules within each
  career group
• Each pay schedule has a unique pay plan
  code
• Each pay schedule has 2 or more pay bands

                                                54
       Classification Structure

Pay Bands

• Combine range of work into discrete levels
• Each pay band has a pay range with minimum
  and maximum pay rates
• DoD Implementing Issuances document
  definitions for each pay band which specify:
  • Type and range of difficulty and responsibility
  • Qualifications or competencies
  • Other characteristics of the work
    encompassed by the pay band                   55
  NSPS Classification Structure – Pay Bands

Nonsupervisory Pay Band         Pay Band 2   Pay Band 3 Pay Band
Pay Schedules 1                                         4

YA – STND –         GS-5 to 8   GS-9 to 13   GS-14 to   N/A
Prof / Analytical   GS-9 to                  15
                    11*
YB – STND –         GS-1 to 6   GS-7 to 10   GS-11 to   N/A
Tech / Support                               12
YP – STND –         GS-1 to     N/A          N/A        N/A
SEEP PGM            11
(Student)
YD – E&S – Prof     GS-5 to 8   GS-9 to 13   GS-14 to   N/A
                    GS-9 to                  15
                    11*
YE – E&S – Tech GS-1 to 6       GS-7 to 10   GS-11 to   GS-13   56

/ Support                                    12
             Classification Structure – Pay Bands
Pay    Prof/Analytical    Tech/Support       Supervisory
Band

 1     Entry/        Entry/Develop-        Supervises PB 1
       Developmental mental or
                     Journey
 2     Journey           Journey           Supervises PB 2

 3     Expert/           Journey/Expert    Manager
       Program Mgr
 4                       Unusual (super)
                         Expert
                                                       57
  NSPS Classification Structure – Pay Bands

Supervisory Pay   Pay Band 1   Pay Band 2    Pay Band 3
Schedules

YC – STND         GS-6 to 11   GS-12 to 14   GS-15
Supvy / Mgr

YF – E&S          GS-6 to 11   GS-12 to 14   GS-15
Supvy / Mgr

YJ – MED          GS-6 to 11   GS-12 to 14   GS-15
Supvy / Mgr

YN – I&P          GS-6 to 11   GS-12 to 14   GS-15
Supvy / Mgr

                                                          58
       Classification Structure
               SC1920
                          • Determines whether the
                            movement of an employee is to
Application of the NSPS     a comparable, higher or lower
 classification structure   pay band
                          • Defines the type of personnel
                            action that will be processed:
                            • Reassignment
                            • Promotion
                            • Reduction in band

 NSPS pay setting has      • You must know the
 specific rules for each     classification structure in order
    type of action           to set pay!!



                                                                 59
            NSPS Classification
                 SC1920

    Appendix 1 – NSPS                 Appendix 2 – NSPS Pay
   Classification Structure                Schedules




Appendix 3 – Occupational
Information
                                       Appendix 4 – NSPS
• Part I – Occupations in Alpha     Occupational Definitions and
  Order
• Part 2 – Occupations in Series
                                         Authorized Titles
  Order
• Part 3 – Occupational Series by
  Career Group and Pay Schedule
                                                                   60
               NSPS Classification
                    SC1920
                        Part II –             Part III –
                     Classification        Classification
                    Criteria for E&S    Criteria for Medical
                     Career Group         Career Group




                                                               Part IV –
       Part I –                                              Classification
    Classification                                            Criteria for
Criteria for Standard                                       Investigative &
    Career Group                                          Protective Services
                                                             Career Group
                                  Appendix
                                     5


                                                                            61
         NSPS Classification
              SC1920


                                    Appendix 9 –
 Appendix 6 –
                  Appendix 7 –      Comparable
  Functional
                     NSPS          Levels of Work
Designation for
                  Qualifications     Within and
 Engineers &
                   Standards       Across Career
  Scientists
                                      Groups




                                                62
            DA Interim
    Classification Procedures
 DA Interim Procedures for Classifying NSPS Position
  Descriptions in FASCLASS,” 3 Oct 2008
    Interim procedures remain in place until the NSPS
     position description template is operational in
     FASCLASS
    Positions established under NSPS must be
     recorded in FASCLASS
    FASCLASS certification
        Bottom of the NSPS position description

        Requires certifying official to establish and

         record the GS equivalency of NSPS position
                                                     63
           Manager’s Role

Managers are accountable for


• Establishing
• Documenting
• Managing positions under their authority in keeping
  with DoD, DA and Command direction

Failure to properly execute classification authority
can result in rescission of the authority and/or
performance/disciplinary action

                                                        64
                     CPAC Role
Provides:
• Classification advice and operational support services to
  commanders, managers and supervisors
• Instruction and assistance on classification principles,
  operations and procedures
Market expertise and readiness to provide assistance
Provide advice with regard to:

  • Position management
  • Supervisory ratios
  • Developmental options & position flexibilities
  • Assistance in making interim grade to pay band comparisons for
    pay setting


                                                                     65
              CPAC Role

Provide consistency with system / class
standards

Execute classification decisions made by
commanders, managers and supervisors

Do position builds


Advise and assist managers

                                           66
                     The Process
 Steps to classifying a position in NSPS:
       Manager develops a set of duties, then matches them with
        SC1920, Appendix 4, to determine the occupation,
        occupational series, and title of the position
       Determines career group and pay schedule in accordance
        with SC1920, Appendix 3
       Determines pay plan code using SC1920, Appendix 2
       Determines pay band by matching the duties of the position
        with the classification criteria in Appendix 5
       Manager documents GS equivalency on the PD when it is
        entered in FASCLASS



                                                                     67
         The Bottom Line
Every NSPS position is assigned to a career
group, pay schedule, pay band and
occupation code that has been determined by
the manager in accord with SC1920 and,
when necessary, with the advice and
assistance of the CPAC

After the position has been classified, the pay
setting process may begin

                                              68
    Classification
      Exercise

 Apply a description of duties to
  the information in SC1920 to
  classify an NSPS position




                                     69
  NSPS Pay Setting



Manager’s and CPAC Roles

                           70
            Manager’s Role

   Use the NSPS pay processes and flexibilities to
      recruit, retain and reward top performers




Make sound, objective, business-based compensation
 decisions in accordance with merit principles, NSPS
  implementing instructions and command policies

                                                     71
             Manager’s Role

    Establish salary ranges for vacancy announcements



  Negotiate with candidates, using the whole compensation
                 package, not just base pay



                   Set pay for new hires



Set pay for promotions, reassignments and reductions in band

                                                               72
             Manager’s Role

When setting pay managers must consider many
factors

• Fiscal accountability
• Internal/external equity
• Overall pay equity
• Hiring success and turnover rates
• Qualifications and abilities of the individual
• Level and relevancy of candidate’s education /
  experience
• Availability of well qualified candidates
• Scarcity of qualified applicants
                                                   73
           Manager’s Role

Additional factors

• Level of work of the position
• Labor market and prevailing wages
• Hiring success and turnover rates
• Special program needs and/or job
  requirements
• Current salary of the person selected
• Command pay policies
                                          74
           Manager’s Role

Additional factors

   • Total compensation package
     • Health benefits
     • TSP
   • Student loan repayment
   • Recruitment bonus
   • Relocation bonus
   • Training opportunities
   • Promotion potential
   • Annual leave
   • Sick leave                   75
            Manager’s Role

Complete the Salary Determination Worksheet


   • Mandatory requirement
   • Worksheet is attached to the Army NSPS Pay
     Setting Guide (currently under revision)
   • Worksheet must be retained by the
     authorizing official
   • Audit trail must be established
   • Written “transmittal” must be submitted to the
     CPAC for inclusion in the electronic case file

                                                      76
77
               CPAC Role

Master the subject matter


Assist all levels of management to ensure
adherence to all applicable employment matters


Be a trusted advisor and consultant


                                             78
                  CPAC Role
Facilitate pay setting decisions for
managers


Provide insight into the total compensation
package available

• Benefits
• Incentives
• Other pay flexibilities available under NSPS

Provide information/analyses regarding
consistency and comparability for pay rates
for new hires, trainees and seasoned staff

                                                 79
                CPAC Role

Ensure that pay setting is in accordance with
the implementing issuances and DA policies

When anomalies occur, discuss with managers
to make sure they are aware of the DoD and
DA rules

If the situation can not be resolved, elevate
through your chain of command

                                                80
NSPS Pay Setting



     Pay Rules

                   81
                  General Rules
 Unless otherwise specified, pay is calculated using
  base pay
    Set the pay using the base pay table, then add
     the Local Market Supplement (LMS) - standard
     or target
 Pay must be set within the minimum and maximum
  range of the assigned pay band
 Assignment to different duties within a pay band is
  not a promotion



                                                        82
                                  General Rules
 Maximum pay increase for a reassignment is 5%, unless
  higher authority approves an exception, or a higher
  increase is needed to reach the minimum of the new pay
  band
 Minimum pay increase for a promotion is 6%
 Salary increases or decreases may be required to
  ensure an employee’s pay remains within the assigned
  band**


                           **Exception to the maximum pay increase for a reassignment
 Since pay must be set at the minimum rate of a pay band, there are occasions when an employee is reassigned to
     another equivalent pay band but must receive a pay increase of more than 5% to reach the minimum rate

                                                                                                                  83
                Pay Provisions

Pay provisions in the following are applied using base
salary rates, except where specifically otherwise
provided
•   9901.351 – General
•   9901.352 – Setting starting pay
•   9901.353 – Setting pay upon reassignment
•   9901.354 – Setting pay upon promotion
•   9901.355 – Setting pay upon reduction in band
•   9901.356 – Pay retention

                                                         84
                 Geographic
                Recalculation
   Targeted LMS to Non-targeted LMS
• When an employee is covered by a targeted LMS
  and moves to a position in a new location with a
  different LMS and/or pay schedule (in NSPS)
• Employee’s adjusted salary before the move will be
  recalculated to reflect a LMS (standard or targeted)
  for the employee’s existing position, as if that
  position were at the same location as the position to
  which the employee is moving
• Must be consistent with the geographic conversion
  principle described in 5 CFR 531.205
                                                          85
            Example of
       Geographic Conversion
 Police Officer YN 0083-01 at Ft. Shafter, HI (17.00%
  targeted LMS # 0577)
 Moves to a Police Office YN 0083-01 at Washington, DC
  (20.89% LMS)
    Current adjusted salary is $35,595
    Receives a 5% reassignment increase
    Total adjusted salary would be $37,375
 LMS of 20.89% at new site
    Divide $37,375 by 1.2089 (1 plus the LMS value)
    Base salary is $30,917

                                                         86
               Geographic
              Recalculation
              Non-NSPS to NSPS
• When a non-NSPS employee moves to a
  NSPS position in a different location covered
  by a different salary supplement:
  • Employee’s adjusted salary under the
    former system will be recalculated as if the
    former position were located in the new
    location
  • Must be consistent with the geographic
    conversion principle described in 5 CFR
    531.205 or 5 CFR 536.303(b)
                                                   87
              Geographic
             Recalculation
             Non-NSPS to NSPS

• Occurs before any discretionary reassignment
  increases provided under NSPS
• Is in addition to any other discretionary
  reassignment increase the employee may be
  eligible to receive
• May not cause the employee’s base salary to
  exceed the maximum rate of the assigned pay
  band
                                             88
         Within-Grade Increase
              Adjustment
 Applies to two basic situations:
   Mandatory for permanent management-
    directed actions from GS or FWS to NSPS
      Includes reassignments, realignments

      RIF, PPP, RPL, and ICTAP placements

   Discretionary for permanent employee-
    initiated reassignments from GS or FWS to
    NSPS


                                                89
          Within-Grade Increase
               Adjustment
 Does not apply to
    Conversions or promotions to NSPS positions
    Management actions taken for misconduct or
     unacceptable performance

 When applicable, occurs before any other discretionary
  reassignment increases

 May not cause employee’s salary to exceed maximum
  rate of assigned pay band

 Is in addition to any other discretionary reassignment
  increases the employee may be eligible to receive        90
          Rate Comparison upon
           Movement to NSPS
 Movement from non-NSPS to NSPS position

     Receive a rate of basic pay that is not less
      than the employee’s rate of basic pay
      immediately before the movement to NSPS,
      after making adjustments consistent with
      those under 9901.371(e) for employees who
      convert to NSPS



                                                     91
          Movement to NSPS
   If another personnel action
    takes effect on the same date
    as the effective date of the
    move to NSPS, the other
    action will be processed under
    the rules pertaining to the
    former system before
    processing the move to NSPS




                                     92
               Rounding
                Rules
 When setting pay, use traditional rounding up
  rules, with the following exceptions:
 Fractional amounts must be rounded up if the
  rule states that the employee is entitled to a
  “minimum of”
 Fractional amounts must be rounded down if
  the rule states that the employee can receive
  “up to”


                                               93
                              Pay
                             Rules
 Reassignments
      Cannot exceed 5%
      Fractional amounts must be rounded down to ensure that
       the 5% threshold is not exceeded
           Example: If we calculate that a 5% increase to an
            employee’s base pay is equal to $2617.65, then we must
            round down to $2617.00
 Promotions
      Require minimum increase of 6%
      Fractional amounts must be rounded up to ensure that the
       6% threshold is reached
           Example: If we calculate that a 6% increase to an
            employee’s base pay is equal to $3278.34, then we must
            round up to $3279.00

                                                                     94
              Control Points
 Commands may have pre-established control points /
 compensation lanes to be used as salary ranges on
 vacancy announcements

Supervisor takes into account


 • Complexity and value of the work being performed
 • Difficulty in recruiting and retaining employees
   performing similar work
 • What other employees in local area performing
   similar work are being paid
 • Funding levels                                     95
                      Vacancy
                   Announcements
 Advertised rate ranges

      Salary on a vacancy announcement includes the LMS

      Full pay band range is only shown when the position can be
       filled anywhere within the pay band

      Manager may only offer a salary that is shown on the vacancy
       announcement, regardless of the qualifications of the candidate
       that is selected

      Some commands may have local pay setting policies, such as
       pay or compensation lanes, which may impact the salary range
       on the vacancy announcement


              See Transition Manager’s Staffing Bulletin 07-01       96
                 Vacancy
              Announcements
 Advertised rate ranges on vacancy announcements – CHRA
  Guidance:
    If the manager does not specify a range, use the minimum to
     maximum range of the pay band
    If the manager specifies a range, use the minimum of the
     pay band up to and including the maximum amount
     requested by management
    If the manager insists on a more narrow range, that range
     shall be included on the vacancy announcement
        CPAC should advise the manager of possible issues

        Recommend that CPAC document discussion




                                                               97
 NSPS Pay Setting


Basic Pay Setting Steps for
Reassignments, Promotions
  and Reductions in Band

                              98
           Five Basic Steps
1. Compare the levels of work of the current
  position and the new position
2. Determine the type of action
3. Determine the nature of action
4. Set pay based on the rules that apply to the
  specific type of action being processed.
5. Obtain required higher level review and
  approval


                                                  99
     Step 1 - Compare Levels
              of Work
 In order to determine the type of action that is
  required, the level of work of the employee’s
  current position must be compared with the
  level of the work of the new position.
 Is the level of work of the employee’s current
  position higher, lower or the same as the
  level of work of the new position?




                                                 100
              Step 1 - Compare
               Levels of Work
 NSPS to NSPS
 SC1950
    Comparing levels of work for movement from NSPS to
     NSPS is basically a mechanical process using the
     information provided by the implementing issuances.
    The goal is to determine whether the work of the
     current position is higher, lower or comparable to the
     level of work of the new position.
    Use the NSPS classification structure and SC1950 to
     make this determination.
          SC1950.6.3.3.8
          SC1950.6.3.3.9


                                                          101
             Step 1 - Compare
              Levels of Work
 GS to NSPS
   To determine whether an NSPS position is at a higher,
    lower, or comparable level of work:
   Use Table SC1911-1 and Table SC1911-4 to
    determine the equivalent NSPS pay schedule and pay
    band for the GS level work.
   Once the equivalent NSPS pay schedule and pay band
    have been identified, apply the comparability rules in
    SC1950 to determine if the level of work of the NSPS
    position is higher, lower, or comparable to the level of
    work of the employee’s current GS position.


                                                          102
            Step 1 – Compare
             Levels of Work
 Other non-NSPS to NSPS
   Level of comparable NSPS work must first be
    determined using the guidance and criteria in SC1911
    and SC1920, Appendix 5
   Equivalent NSPS pay schedule and pay band are
    determined
   Comparability rules in SC1950 are applied




                                                       103
             Step 1 - Compare
              Levels of Work
 FWS to NSPS – Wage Grade
    To determine whether the NSPS position is a higher,
     lower or comparable level of work, use the following
     WG to NSPS equivalents found in SC1920, App. 5:
        WG-1 to 8 = Technician PB 1

        WG-9 to 12 = Technician PB 2

        WG-13 to 15 = Technician PB 3

    Comparison of the pay schedule and pay band of the
     technician equivalent to the NSPS position being filled
     will determine if the NSPS position is a higher, lower,
     or comparable level of work.



                                                           104
             Step 1 - Compare
              Levels of Work
 FWS to NSPS – Wage Supervisor
    Determine the base level of WG work supervised.
    Convert the base level of WG work using the WG to
     NSPS equivalents found in SC1920, App. 5 (each
     career group has its own tables)
    Use the WS conversion tables in SC19020, App. 5 to
     determine the NSPS equivalent of the WS position.
    Comparison of the pay schedule and pay band of the
     NSPS equivalent to the NSPS position being filled will
     determine if the NSPS position is a higher, lower, or
     comparable level of work.



                                                          105
             Step 1 - Compare
              Levels Of Work
 FWS to NSPS – Wage Supervisor Example
    A WS-10, who is a first line supervisor, is moving to a
     YC-2 position. The base level of work supervised in
     the current position is WG-10.
    The WG conversion chart for the Standard Career
     Group, SC1920, Appendix 5, shows that the base level
     of WG-10 equates to a YB-2 in NSPS.
    The WS conversion chart for the Standard Career
     Group, SC1920, Appendix 5, shows that the immediate
     supervisor of YB-2 level work equates to a YC-1.
    Since the WS-10 supervisor is moving from a YC-1
     equivalent to a YC-2, the action is a promotion.


                                                          106
             Step 2 – Determine
               Type of Action
 After you have determined whether the level of work for the
  employee’s new position is higher, lower or the same as the
  level of work for the employee’s current position, you are ready
  to decide whether the action will be a promotion, reduction in
  band or reassignment under NSPS rules.
 The pay setting process is determined by the type of action
  being processed.
 Use the information in SC1950 to verify that the action is a
  reassignment, promotion, or reduction in band
 Also verify that the action is properly identified as a permanent
  or temporary action.




                                                                  107
           Step 2 - Determine
             Type of Action
 There are two CHRA tools to assist you in
  determining the type of action for NSPS to
  NSPS actions:

     CHRA “NSPS to NSPS NOA Logic Table”

     CHRA NSPS Pay Setting Validation Tool



                                               108
     Step 3 - Determine NOA
 Use the NSPS GPPA to determine the NOA
 613 - termination of temporary reassignment
 702 - permanent promotion
 703 - temporary promotion
 713 - change to lower band
 721 - permanent reassignment
 611 - temporary reassignment



                                                109
             Step 4 - Set Pay
 Apply the NSPS rules for the specific type of
  action being processed
     Make sure that you fully understand the
      mandatory pay setting requirements for the
      type of action and that they have been
      correctly applied
     Make sure that you fully understand the
      discretionary pay setting flexibilities.
     Verify the pay determination by using the
      NSPS Pay Setting Validation Tool
                                                   110
      Step 5- Obtain required
      higher level approvals
 Make sure that all reviews and approvals
  required by DoD, DA and the specific
  command have been obtained




                                             111
Steps in Determining Pay
 1. Determine appropriate Career Group
      and Pay Schedule
 2.   Determine Pay Band
 3.   Determine level of work
 4.   Determine type of action
 5.   Determine NOA Code using NSPS
      GPPA
 6.   Set pay using DoD / Army /
      Command guidance

                                      112
     Walking Through Steps
Management Assistant, GS-344-7 selected for
  Management Analyst YA-0343-01
HR Specialist coded the action as a 721,
  Reassignment
 Pay was set from $34,914 to $35,612



            What went wrong?

                                              113
                 Walking through Steps
Step 1 – Determine appropriate Career Group
   and Pay Schedule
   Use SC1920, Appendix 3 – Part II
   “Occupations in Code Order” to determine
   the appropriate NSPS Career Group and Pay
   Schedule of non-NSPS employee

Step 1 - Answer:
GS-344-7 is in the Standard Career Group and
   the YB pay schedule
                                               114
       Walking through Steps
Step 2 – Determine Pay Band
  Use Table in SC1911-1, SC1911-2, SC1911-3,
  SC1911-4, or SC1911-5, to determine the
  NSPS Pay Band, as if non-NSPS employee
  was converting into NSPS with his/her
  organization

Step 2 - Answer:
Table SC 1911-1 shows that GS-344-7 would
  convert to a YB-344-2
                                            115
         Walking through Steps
Step 3 – Determine level of work
   Work classified to a professional and/or
   analytical pay schedule is always a higher level
   of work than work classified to a technician /
   support pay schedule, regardless of career
   group or pay band, SC1950.6.3.3.8.2.

Step 3 – Answer:
YB-344-2 (GS-344-7) to YA-343-2 is a promotion
                                                  116
        Walking through Steps
Step 4 – Determine NOAC using NSPS GPPA

Nature of Action code should have been
 Promotion, 702 (was coded incorrectly as a
 Reassignment, 721)




                                              117
      Walking through Steps
Step 5 – Set Pay

1. Employee entitled to 6% to 20% raise
2. Individual only received $698 raise which is
   less than 2% increase ($34,914 to $35,612)
3. Pay was set wrong
4. Action must be corrected



                                                  118
                 Exercise 1
 Bobbie Pinn, GS-0203-07, was selected for a
   temporary YC-0203-01
    Nature of Action was coded 703, Promotion
       NTE
    Pay set from $32,798 to $43,731 (33.33%
       increase)
1. Is this a promotion NTE?
2. Was the pay set correctly?
3. If not, is it an overpayment or underpayment?
                                                119
                 Exercise 2
 Amanda Reckonwith, GS-0647-08, was
   selected for YJ-0647-01
    Nature of Action was coded 721,
       Reassignment
    Pay set from $38,667 to $49,685 (28.49%
       increase)
1. Is this a reassignment?
2. Was the pay set correctly?
3. If not, is it an overpayment or underpayment?
                                               120
                Exercise 3
 Anne Droid, GS-343-12, was selected for YA-
   0343-02
    Nature of Action was coded as 713, Change
       to Lower Band
    Pay set from $60,055 to $63,754 (6.16%
       increase)
1. Is this a CLB?
2. Was the pay set correctly?
3. If not, is it an overpayment or underpayment?
                                             121
                Exercise 4
 Bea N. Charge, GS-699-09, was selected for
   YA-0201-01
    Nature of Action was coded 721,
       Reassignment
    Pay set from $41,412 to $34,914 (15.6 %
       decrease)
1. Could this be a reassignment?
2. Was the pay set correctly?
3. If not, is it an overpayment or underpayment?
                                              122
                Exercise 5
 Robyn DeCradle, YB-203-02, selected for YA-
   201-02
    Nature of Action was coded 702, Promotion
    Pay set from $36,798 to $38,909 (5.74%
       increase)
1. Is this a promotion?
2. Was the pay set correctly?
3. If not, is it an overpayment or underpayment?


                                              123
          NSPS Pay Setting
 Starting pay
 Reassignments
 Promotions
 Reduction in Band
 Pay Retention
 Conversion Out of NSPS
 Special Situations



                             124
NSPS Pay Setting



Setting Starting Pay

                       125
Starting Pay – Key Definitions

Newly appointed
• Individuals who have not previously been employed in the
  Federal service (i.e., this is their first Federal appointment)
Reappointed
• Individuals who have been previously appointed in the Federal
  service and have been separated for at least 1 full workday
  immediately before the reappointment
Federal service
• Service in any entity of the Federal Government, including the
  judicial, legislative and executive branches (including
  Government corporations). Includes temporary, term and
  permanent employment
                                                                    126
            Starting Pay - Rules

Army rule


 • Minimum starting pay: Minimum rate of pay for the
   NSPS pay band of the position being filled, plus
   LMS
 • Maximum starting pay: May pay up to 30% of the
   base step 1 salary of the GS grade equivalent of the
   position being filled, plus LMS

Command pay policies may have more stringent
requirements

                                                      127
NSPS Pay Setting



  Reassignments

                   128
   Reassignment - Definitions
 A reassignment occurs when an NSPS
  employee:
     Moves voluntarily or involuntarily
     To a different position or set of duties
     Within his/her pay band or comparable pay
      band.
 A reassignment also occurs when a non-
  NSPS employee:
     Moves to an NSPS position at a comparable
      level of work

                                                  129
                3 Types
             Reassignments
 Three types of reassignments:
  1.   Employee-initiated (voluntary)
  2.   Management-directed
  3.   Involuntary




                                        130
         Employee Initiated
          Reassignment
 Reassignment at employee’s request
 Normally initiated by employee applying
  for a vacant position through an
  advertised vacancy announcement
 No limit on the number of employee-
  initiated reassignments in a 12-month
  period
 Cumulative pay increases may not
  exceed 5% in a 12-month period, unless
  approved by an appropriate level of
  management

                                            131
         Employee Initiated
          Reassignment
 If the employee is on a standard LMS,
  any salary increase/decrease is applied
  to the employee’s base pay prior to the
  reassignment
 If the employee is on a targeted LMS or
  is not NSPS, any salary increase /
  decrease is applied to the employee’s
  adjusted pay prior to the reassignment
 After setting the NSPS adjusted salary,
  it must be reapportioned between the
  new base salary and the appropriate
  LMS
                                            132
           Employee initiated
            Reassignment
 Employee-initiated
     No automated tools to track the cumulative
      increases given to an employee for employee-
      initiated reassignments during a 12-month
      period
     Cumulative increases must be tracked through
      a review of the employee records before
      processing to confirm that the 12-month limit
      has not been exceeded


                                                 133
       Management Directed
          Reassignment
 Reassignment initiated or directed by a
  management official:
   Employee may agree to be reassigned
   Type of action does not include application
    through an advertised vacancy
    announcement

 Employee is eligible for a pay increase of up
  to 5%

 No limit on the number of management-
  directed reassignments in a 12-month period
                                                  134
       Management Directed
          Reassignment
 If the employee is on a standard LMS, the
  new base salary can not be less than the
  employee’s base salary prior to the
  reassignment
 If the employee is on a targeted LMS or is not
  NSPS, the new adjusted salary can not be set
  less than the employee’s adjusted salary prior
  to the reassignment
 After setting the adjusted salary, it must be
  reapportioned between the employee’s base
  salary and the appropriate LMS

                                              135
        Management Directed
           Reassignment
 Pay retention will be granted when the
  employee’s base salary will exceed the
  maximum for the pay band
 No DoD or DA limit on the cumulative pay
  increases for management-directed
  reassignments during a 12-month period
 Command pay policies may have more
  stringent requirements




                                             136
              Involuntary
             Reassignment
 Occurs when an employee is reassigned through
  adverse action procedures, as a result of
  unacceptable performance and/or conduct
 Any reduction in pay must be at least 5%, but no
  more than 10%, of the employee’s base salary
 However, the reduction may be more or less if
  required to meet the minimum or maximum rates of
  the pay band to which reassigned
 An employee’s base salary may not be reduced more
  than once in a 12-month period based on
  unacceptable performance and/or conduct
                                                  137
               General Rules
               Reassignment
 Employees may receive an increase, decrease, or no
  change in pay upon temporary or permanent
  reassignment
 Employees reassigned through RIF procedures are
  not eligible for an increase in base salary, unless
  necessary to set the employee’s rate of pay at the
  minimum of the band, but are eligible for a WGI
  adjustment equivalent
 Decisions to grant an increase or decrease and the
  amount must be reviewed and approved by an official
  who is at a higher level than the official who made the
  initial decision

                                                       138
                   Recap
                Reassignment
 NSPS employees reassigned to NSPS positions
      Pay increases are made to base pay

 NSPS employees on targeted LMS reassigned to
  NSPS positions
    Pay increases are made to adjusted pay


 Non-NSPS employees reassigned to NSPS positions
      Pay increases are made to adjusted pay



                                                 139
                General Rules
                Reassignment
 When NSPS or non-NSPS employees are
  reassigned to NSPS positions, the following may be
  applicable:

     Geographic recalculation

     WGI adjustment equivalent




                                                       140
                General Rules
                Reassignment
 Decisions to increase pay for reassignment actions must
  be based on one or more of the following:
    The employee’s responsibilities will significantly increase
    Critical mission or business requirements
    Need to advance multi-functional competencies
    Labor market conditions
    Reassignment from non-supervisory to supervisory position
    Employee’s past and anticipated performance and
     contribution
    Location of the position
    The employee’s specialized skills, knowledge or education in
     relation to position requirements
    Salaries of other employees in the organization performing
     similar work
                                                               141
NSPS Pay Setting



    Promotions

                   142
                   Definition
                   Promotion
 Movement
     Of an employee from one pay band to a higher
      pay band while continuously employed
        Includes movement of a non-NSPS employee

         to an NSPS position determined to be at a
         higher level of work
     May be:
        Within or across varying pay schedules and

         career groups regardless of the specific earning
         potential of the band
        Either on a permanent or temporary basis

                                                       143
              General Rules
               Promotion
   Employee who is promoted into an NSPS
    position, will receive an increase in base
    salary equal to at least 6%
   Generally, increases for promotion actions will
    range between 6% - 12%
   Resulting base salary, however, may not be
    lower than the minimum rate or higher than
    the maximum rate of the new pay band
   Commands may have additional requirements
    for higher level review


                                                  144
                 Pay Increases
                  Promotion
 For pay increases above 12%:
      Should be compelling considerations for
       exceeding 12%
      Promotion increase of more than 12% must be
       reviewed and approved by an official who is at a
       higher than the official who made the initial
       decision
          Higher level review is not required when an

           increase higher than 12% is needed to reach
           the minimum rate of the new pay band
      Army guidance or command pay setting policies
       may establish additional requirements for higher
                                                          145
       level review
                 General Rules
 Only the following may be considered in determining
  the amount of a promotion increase:
      Critical mission or business requirements;
      Employee’s past and anticipated performance and
       contribution;
      Possession of specialized skills or knowledge;
      Labor market conditions;
      Base salary rates paid to other employees in similar
       positions in the higher pay band; and,
      Location of the position.


                                                              146
              General Rules
 If a temporary promotion to an NSPS position
  is made permanent without a break:
     Employee’s base salary will remain
      unchanged
     No additional promotion increase may be
      provided




                                                147
             Promotion
        Pay Setting Sequence
 Promotion action can occur in several
  scenarios that influence pay setting:
     NSPS employee on a targeted or standard
      LMS is promoted to an NSPS position
     Non-NSPS employee is promoted to an NSPS
      position
     Promotion results in a geographic move for an
      NSPS or non-NSPS employee



                                                  148
              Promotion
         Pay Setting Sequence
 Pay setting sequence for non-NSPS employees
  promoted to NSPS positions:
     Validate that the action is a promotion by comparing
      levels of work
     Determine if geographic recalculation applies
     Calculate the employee’s adjusted salary for his/her
      current non-NSPS position
     This adjusted salary will become the NSPS adjusted
      salary before the promotion increase is applied
     Apportion the NSPS adjusted salary between base
      salary and the appropriate LMS
     Apply the pay increase (minimum of 6%) to the NSPS
      base salary
     Add the appropriate LMS

                                                             149
             Promotion
        Pay Setting Sequence
 Pay setting sequence for NSPS employees
 promoted to NSPS positions:
     Validate that the action is a promotion by
      comparing levels of work
     Determine if geographic recalculation applies
     Apply the promotion increase to the
      employee’s base pay
     New NSPS adjusted salary is the new rate of
      base pay plus the applicable LMS

                                                      150
          Promotion
 Return from Temp Promotion
 Return from a temporary promotion to
  another NSPS position:
     Follow the rules described in “NSPS
      Compensation Bulletin: Setting Pay after a
      Temporary Action,” Revised 18 February 2009
     Applies only to temporary actions within
      NSPS, not to temporary actions to non-NSPS
      positions
 Return from a non-NSPS position to NSPS:
     Apply 9901.342(l)
                                               151
              Promotion
    Re-promotion of employee on pay
               retention
 Employee on pay retention who is re-promoted to the pay band
  from which previously reduced in band, or comparable band:
      No automatic entitlement to have pay set in accordance with the NSPS
       promotion rules
      If the retained rate falls within the rate range of the newly assigned pay
       band, the base salary may be maintained upon re-promotion or
       increased to a rate above the employee’s retained rate.
      The employee’s new base salary may not exceed the rate that would
       be provided using the NSPS promotion rules.
      The employee’s retained rate will be used when calculating any
       increase in pay.
      If the employee’s retained rate falls below the minimum of the newly
       assigned pay band, the base salary must be set at least at the
       minimum rate of the band.
      If the employee’s retained rate is higher than the maximum of the
       newly assigned pay band, pay retention will continue.


                                                                               152
         Promotion
  Employee on Pay Retention
 Employee on pay retention who is
 promoted to a pay band higher than the
 one from which previously reduced in
 band:

     Pay is set in accordance with the NSPS
      pay setting rules for promotion

     The employee’s retained rate is used when
      calculating the 6% or higher pay increase
                                               153
NSPS Pay Setting



 Reduction in Band

                     154
             Definitions
          Reduction in Band
 Voluntary or involuntary movement of an employee
  from one pay band to a lower pay band on a
  permanent basis while continuously employed

 Includes movement of a non-NSPS employee to an
  NSPS position determined to be at a lower level of
  work




                                                       155
           Reduction in Band
 Reduction in band can occur in one of several
  scenarios that influence pay setting:
     Reduction in band results in a geographic
      move for an NSPS or non-NSPS employee
     NSPS employee on a standard LMS is
      reduced in band
     NSPS employee on a targeted LMS is
      reduced in band
     Non-NSPS employee is moved to an NSPS
      position determined to be at a lower level of
      work
                                                      156
               General Rules
             Reduction in Band
A reduction in band may be voluntary or involuntary


An employee’s pay may be decreased or increased

Employee may be eligible for pay retention under the provisions of
5 CFR 9901.356

If the reduction in band involves a geographic move, the
geographic recalculation rule applies

GS and FWS employees who receive a reduction in band to an
NSPS position may be eligible for a WGI increase adjustment

                                                                 157
           Reduction in Band
             General Rules
When an employee has a reduction in band from an
NSPS position with a standard LMS to another NSPS
position, pay will be set considering the employee’s
base salary
When an employee has a reduction in band from a
position with a targeted LMS or from a non-NSPS
position, pay will be set considering the employee’s
adjusted salary


Adjusted salary must be apportioned


                                                       158
        Reduction in Band
         Pay Reduction
General rules for pay reduction
• When pay retention is applicable - no
  reduction in base salary
• Reduction in base salary may not cause
  base salary to fall below minimum rate of
  new pay band
• Base salary may be reduced as needed to
  ensure that the new base salary does not
  exceed the maximum rate of the new pay
  band
                                              159
          Reduction in Band
           Pay Reduction
Adverse action
• Adverse action procedures apply when a reduction
  in band is caused by unacceptable performance
  and/or conduct
  • Reduction must be at least 5%, but no more than
    10%
  • Reductions may be more or less when needed to
    ensure that the new pay falls within the rate range
    of the lower pay band
  • Rate of base salary may not be reduced more than
    once in a 12-month period based on unacceptable
    performance and/or conduct
                                                      160
          Reduction in Band
            Pay Increase
An employee’s base salary may be increased with a
reduction in band, subject to the following
• Base salary may be increased when an employee
  voluntarily moves to a lower pay band
• Base salary must be set within the rate range of the
  pay band
• Increase may be up to 5% of the employee’s current
  base salary, not to exceed the maximum rate of the
  new pay band
• Increase of up to 5% is deemed to be a
  “reassignment increase” and subject to the 12-
  month limitation
                                                     161
           Pay Increase
         Reduction in Band
An employee who is reduced in band
involuntarily through RIF, PPP, RPL, ICTAP

• Is not eligible for an increase in pay except
  to set the employee’s base salary at the
  minimum rate of the new pay band
• May be eligible for retained pay



                                                  162
          Pay Increase
        Reduction in Band
Adjusted salary rates will be used if the
employee holds an NSPS position with a
targeted LMS, OR a non-NSPS position,
prior to the reduction in band


NSPS employee’s adjusted salary will be
apportioned between the employee’s base
salary and the appropriate LMS

                                            163
           Pay Setting Sequence
            Reduction in Band
Pay setting sequence for an NSPS employee on a targeted LMS or for
                       a non-NSPS employee




                                      Determine if
 Validate that
the action is a
 reduction in
   band by                                                 Employee
  comparing       Employee      Reduction
                                             Geographic     is eligible
levels of work    is eligible   will be an
                                             calculation    for a WGI
                    for pay      adverse
                                               applies     adjustment
                  retention       action
                                                           equivalent


                                                                     164
       Pay Setting Sequence
        Reduction in Band
 Pay setting sequence for an NSPS employee on a
  targeted LMS or for a non-NSPS employee
    Determine if the employee will receive a pay
     increase/decrease and the percentage
    Calculate the employee’s current adjusted salary
    Apply the discretionary pay increase/decrease to
     the current adjusted salary to determine the new
     NSPS adjusted salary
    Check the 12-month limitation for voluntary
     actions that include a pay increase
    Apportion the NSPS adjusted salary between
     base salary and LMS


                                                        165
   Failure to Complete a Supervisory
          Probationary Period
 When an employee fails to complete a
  supervisory probationary period
     Reduced in band upon return to the position
      held before the probationary period or a
      comparable position
     Current base salary rate must be
      reconstructed as if employee had not been
      promoted
 Pay increase upon return to the previous
  position is not authorized
 Specific process is described in the CFR
                                                    166
Exercise




           167
NSPS Pay Setting



   Pay Retention

                   168
                       Rules
                   Pay Retention
 Pay retention is based on the employee’s
  rate of base salary in effect immediately
  before the action that would otherwise
  reduce the employee’s rate
      Reduction in Force or reclassification
      Placed through PPP


 Pay retention will be granted for 104 weeks,
  unless exception is granted




                                                 169
                   Rules
               Pay Retention
104 week limit does not apply to employees:


 • With preexisting entitlement to pay retention
   immediately before becoming covered by NSPS
 • Who obtain entitlement to pay retention upon
   becoming covered by NSPS



 Pay retention is granted and terminated under the
 situations described in the CFR

                                                     170
   NSPS Pay Setting


Conversion Or Movement Out Of NSPS



                                     171
              Definitions

Converted
• Refers to NSPS employees who become covered
  by a different pay system without a change in
  position
• Example - directed by Public Law
Moved
• Refers to NSPS employees who become covered
  by a different pay system through a change in
  position instead of through conversion
• Example – voluntary reassignment
                                              172
                  Definitions
Highest applicable GS rate range is one of following:
   1. GS locality rate schedule for locality pay area in
      which employee’s NSPS official worksite is
      located
   2. Special rate schedule based on employee’s
      position of record, official worksite or other
      established conditions
    3. Law enforcement officer special base rate
       schedule
    4. GS base pay schedule (for OCONUS positions)
                                                        173
            General Rules
 Pay setting rules of gaining pay
  system apply

 Employee’s final pay under NSPS is
  based on permanent position
     Employee on a temporary
      reassignment or temporary promotion
      must be returned to his or her
      permanent NSPS position prior to
      change

                                            174
          Concurrent Actions

 Personnel or pay action occurring on
 the date of conversion or movement:

     Cannot be considered in setting pay
      under NSPS

     Must be processed under rules of
      gaining system


                                            175
          To GS Pay System
 When an employee is converted or moves from
  NSPS to GS, must establish virtual:
  1. GS grade
     Enables comparison of employee’s current
      NSPS position to GS grade level of new
      position
     Determines if move is a promotion,
      reassignment, change to lower grade under
      GS rules
  2. GS rate
     Essential for proper GS pay setting rules
                                                  176
        To GS Pay System

Steps to determine GS virtual grade:

  ◦Compare  employee’s current NSPS
  adjusted salary to highest applicable GS
  rate range that would apply to the
  employee’s permanent position of record

  Consider  only GS grade levels that are
  included in employee’s assigned NSPS
  pay band
                                             177
                Determining
               GS Virtual Grade
◦Use the grade-band conversion tables in SC1911 to
determine which GS grades are covered by
employee’s assigned NSPS pay band

Example:
Table SC1911-1 Conversion From GS
   Nonsupervisory Positions

Pay Band        1            2             3         4
           YA Standard Professional and Analytical
 Grades     GS-5 to 8    GS-9 to 11   GS-14 to 15    N/A
                                                           178
              Determining
             GS Virtual Grade
• Rules for applying the grade-band
 conversion tables in SC1911:

   1.   For two-grade interval occupations,
        conversion may not be made to an
        intervening (even) grade level below
        GS-11

   2.   If the employee’s pay band covers
        one GS grade, the employee’s virtual
        grade will be that grade
                                               179
            Determining
           GS Virtual Grade
3.   If the employee’s pay band
     encompasses more than one GS
     grade and the employee’s adjusted
     salary equals or exceeds the step 4
     rate of the highest applicable GS rate
     range for the highest GS grade
     encompassed by the pay band, then

       Employee’s virtual grade will be
        that grade
                                              180
             Determining
            GS Virtual Grade
4.   If the employee’s adjusted salary is lower than
     the step 4 rate, adjusted salary is compared
     with the step 4 rate of the highest applicable
     GS rate range for the second highest GS
     grade encompassed within pay band

     If the employee’s adjusted salary equals or
     exceeds the step 4 rate of the second highest
     grade
         Employee’s virtual grade will be that grade


                                                        181
                 Determining
                GS Virtual Grade
5.    If the employee’s adjusted salary exceeds the
      maximum rate of the highest applicable GS rate
      range for the assigned GS grade determined using
      the rules listed above, but fits in the highest
      applicable GS rate range for the next higher grade
      Employee’s virtual grade will be that higher grade

6.    If the employee’s adjusted salary exceeds the
      maximum rate of the highest applicable GS rate
      range for the highest grade encompassed by his or
      her assigned pay band
      Employee’s virtual grade will be that highest grade

                                                       182
            Determining
           GS Virtual Grade
7. If the employee’s adjusted salary is less than the
   step 4 rate of the highest applicable GS rate range
   for the lowest GS grade encompassed within his or
   her assigned NSPS pay band
     Employee’s virtual grade will be the lowest GS
        grade in the band

8. Employee’s virtual GS grade may not be less than
   the permanently assigned GS grade the employee
   held upon conversion into NSPS unless the
   employee has had a reduction in band after
   conversion to NSPS

                                                        183
            Repeating
           the Process
   NOTE: Process is repeated for each
    successively lower grade encompassed in
    the employee’s NSPS pay band until a
    grade is found at which the employee’s
    adjusted salary equals or exceeds the step 4
    rate of the highest applicable GS rate range
    for that grade.



                                             184
            Decision Logic Table

If the…                And the…                Then the…                       Citation

1) Employee’s pay band n/a                     Employee’s virtual grade will   5 CFR 9901.372
covers one GS grade                            be that grade                   (d) (1) (ii)


2) Employee’s pay band Employee’s NSPS         Employee’s virtual grade will   5 CFR 9901.372
encompasses more than adjusted salary equals   be that grade                   (d) (1) (iii)
one GS grade           or exceeds the step 4
                       rate of the highest
                       applicable GS rate
                       range for the highest
                       GS grade
                       encompassed with the
                       assigned NSPS pay
                       band




                                                                                       185
            Applying the
           GS Virtual Grade
   Once the GS virtual grade has been
    established, compare it with the GS grade of
    the position that the NSPS employee is
    converting or moving to

   Comparison will determine whether the action
    should be processed as a promotion,
    reassignment or change to lower grade under
    the GS pay setting rules

   Use the GS Virtual Rate to set pay


                                                   186
                Determining
               GS Virtual Rate
1.   Use the virtual grade to set the virtual rate
2. Set the virtual rate before any pay-related action that
     will take effect on the date of the conversion or
     movement out of NSPS
3. As the day before the conversion or movement out of
     NSPS, compare the employee’s NSPS adjusted
     salary to the highest applicable GS rate range for the
     established virtual grade.
  a)   If adjusted salary falls within that range, the virtual rate
       will be set equal to that adjusted salary rate
  b)   If adjusted salary is less than the minimum rate of the
       highest applicable GS rate range for the virtual GS
       grade, the virtual rate will be set at the minimum step
       rate
                                                               187
             Determining
            GS Virtual Rate
4.   If the adjusted salary is greater than the
     maximum rate of the highest applicable GS
     rate range for the virtual GS grade, the
     virtual rate will be set at the maximum step
     rate or at a retained rate using GS pay
     retention rules, if the employee is eligible
     for pay retention

5.   If the virtual rate is an adjusted salary rate
     that includes a locality payment or special
     rate supplement, the virtual GS base salary
     rate will be derived based on that adjusted
     salary rate

                                                      188
               General Rules
1. Virtual grade and rate will be used in applying GS pay rules in
  setting pay in the new GS position
   GS promotion rules, pay retention rules, and maximum
    payable rate rule

2. Grade retention is not applicable to NSPS employees who
  convert or move to a GS position

3. Any pay action effective on the date of conversion or movement
  from NSPS to GS will be processed under GS pay rules

4. Service under NSPS is creditable for WGI purposes upon
  conversion or movement to GS

                                                                189
              Determining if
              Adverse Action
3.   To determine whether a conversion or movement out
     of NSPS is an adverse action for reduction of pay
     under 5 U.S.C., Chapter 75, subchapter II, an
     employee’s rate of basic pay includes any applicable
     locality payment, rate supplement, local market
     supplement or equivalent supplement.
    Comparison of rates of pay to determine whether the
     action is an adverse action occurs before any pay
     related action under the gaining system that takes
     effect on the date of the conversion or movement
                                                     190
NSPS Pay Setting



 Special Situations

                      191
          Pay Setting
         Miscellaneous

 ACDP
 Supervisory differential
 The 3 R’s
 Maximum rates
 Aggregate compensation limitation
 Highest previous rate
 Return from overseas

                                      192
        ACDP


 Increase in base salary for
 employees participating in
   Army training programs

   Recognizes growth and
development in the acquisition
 of job-related competencies
  combined with successful
performance of job objectives


                                 193
                   ACDP
 Limited to employees in the lowest pay
  band of a nonsupervisory pay schedule
 Must be in developmental or trainee level
  positions
 Employees occupying positions that are
  assigned to the Student Career Experience
  Program (SCEP)




                                              194
                  ACDP

Decision to grant ACDP is at the sole and
exclusive discretion of management


No employee has a “right” to ACDP



Must be consistent with merit principles


                                            195
                     ACDP
 ACDP may be awarded at any
  time

 If awarded in conjunction with the
  annual performance payout, it is in
  addition to the employee’s payout

 ACDP award is not taken from pay
  pool funds
                                        196
                             ACDP
                Use of ACDP requires managers to
                develop and document standards
                • Used to define growth and develop
                  criteria by which additional pay
                  increases will be determined




   Increase will
generally not exceed
 20% of base salary                    Can not cause base salary to
                                       exceed the top of pay band or
                                         established control point

                                                                       197
                            ACDP

Must have:
• Rating of record of Level 3 or
  equivalent
• Determination by authorizing     Employee must be in:
  official that the employee is    • Pay or duty status
  performing at the equivalent
  of Level 3                       • NSPS-covered position on
                                     effective date of increase




                                                                  198
    Supervisory Differentials
 NSPS employees are
  eligible to receive a
  supervisory differential under
  5 CFR Part 575

 Must follow the procedures
  in the CFR and any
  applicable command
  guidance

                                   199
               The “3-R’s”
 Retention incentives,
  relocation incentives,
  and recruitment
  incentives may be used
  under NSPS




                             200
               Maximum Rates
 No employee may receive an
  adjusted salary rate greater than
  the rate for level IV of the Executive
  Schedule plus 5%
      Exceptions are physicians and
       dentists in occupational series 0602
       and 0608
 If adjusted salary rate is greater,
  payable LMS must be reduced as
  necessary
                                              201
      Aggregate
Compensation Limitations
   Annual                   Biweekly
premium pay               premium pay




Annual cap at    Biweekly cap
 GS-15, step    at GS-15, step
                                   May be waived
10, including    10, including
 locality pay     locality pay



                          In connection
                                              Critical to
                               with
                                               mission
                           emergency

                                                            202
         Aggregate
   Compensation Limitations
 Adjusted salary plus other payments may not
  exceed the annual rate for Executive Level 1
  during a calendar year
     Other payments include premium pay,
      allowance, differential, bonus, award, etc.
 Exceptions:
     Physicians and Dentists
     Specified categories of employees for whom a
      waiver has been obtained

                                                    203
Highest Previous Rate
     Highest previous
      rate does not apply
      to NSPS pay setting




                            204
            Returning from
              Overseas
Overseas employees exercising return rights to a
position converted to NSPS during his or her absence

• GS to NSPS
  • DoD policy is to set pay in accordance with 10
    U.S.C.1586 OR
  • Management-directed reassignment procedures
    at SC1930.10.3.2.1 and 5 CFR 9901.353(d)(1),
    whichever is more advantageous to the employee




                                                     205
             Returning from
               Overseas
NSPS to NSPS
• Upon return, the employee is entitled to be paid at a
  rate of basic pay which is not less than the rate of
  basic pay to which he/she would have been entitled
  had he/she not been assigned to duty outside the
  U.S.
• NSPS pay setting rules for reassignment or
  promotion may provide more entitlement than due
  under Title 10
• Regardless, Title 10 entitlement must be calculated
  to ensure that the employee receives all benefits
  and entitlements accorded under Title 10
                                                      206
                 Staffing

Qualifications and/or competencies

• Must use qualifications standards
  established or approved by OPM
• DoD qualifications standards established for
  positions covered by NSPS
• DoD must designate qualification standards
  and requirements for each career group,
  occupational series, pay schedule, and/or
  pay band
                                                 207
                 Summary
 Definitions
 Roles and responsibilities
 Pay setting for Promotion, Reassignment,
  Change to lower band
 Pay retention
 Conversion out of NSPS
 Special rules



                                             208
Back up Charts




                 209
NSPS Pay Setting



Conversion Into NSPS

                       210
        Conversion Into NSPS
            References
 SC1911
    Describes conversion policies & procedures
    Includes work level conversion tables

 5 CFR 9901.231
    Describes the transitional provisions that apply when
     DoD positions and employees are initially converted to
     NSPS.
 5 CFR 9901.371
    Establishes the pay setting provisions that apply when
     DoD employees are converted into the NSPS pay
     system.

                                                          211
        Conversion Into NSPS
            Definitions
 Conversion:
     Refers to positions and employees that
      become covered by the NSPS classification
      system as a result of a DoD coverage
      determination
 Movement
     Refers to employees who move from a non-
      NSPS position to a position that is already
      covered by NSPS
     Conversion rules do not apply to “movement.”
                                                  212
         Conversion
 into NSPS Conversion Tables
 When planning and processing a conversion
  to NSPS, use the Conversion Tables in
  SC1911.
 These tables are also beneficial for NSPS
  pay setting when employees move from non-
  NSPS positions to NSPS positions.
 These tables are also used for “conversion
  out” procedures.


                                              213
                Conversion
                into NSPS
 Pay setting rules:
     Apply to employees who become covered by
      the NSPS pay system without a change in
      position and as a result of a coverage
      determination.
     Do not apply to employees who move from a
      non-NSPS position to a position already
      covered by the NSPS pay system.



                                                  214
                    Conversion
                    Into NSPS
 Transitional provisions:
    An employee on a temporary promotion at the time of
     conversion will be returned to his or her official position
     of record prior to processing the conversion.
    The employee’s official position of record is used to
     determine the employee’s NSPS career group, pay
     schedule and band upon conversion.
    For an employee on grade retention immediately
     before conversion, the grade of the actual position of
     record, not the retained grade, is used to determine the
     employee’s pay band upon conversion.


                                                              215
                  Conversion
                  Into NSPS
 Pay setting rules:
    Employees will be converted to NSPS without a
     reduction in their adjusted salary
    Each employee converted to NSPS will have an
     adjusted salary comprising a base salary and an LMS.
    Simultaneous actions - if another personnel action
     takes effect on the same day as the conversion to
     NSPS, the other action will be processed under the
     rules pertaining to the employee’s former system
     before the conversion is processed.



                                                        216
                    Conversion
                    Into NSPS
 Temporary promotion prior to conversion:
    An employee on a temporary promotion at the time of
     conversion will be returned to his or her official position
     of record prior to processing the conversion and pay
     will be set in accordance with rules for the pay system
     that applies prior to conversion.
        For GS employees, pay in the permanent position of
         record must be reconstructed to reflect any increase
         that would have otherwise occurred if the employee
         had not been temporarily promoted, in accordance
         with the GS pay setting rules.
    If an employee is temporarily promoted immediately
     after the conversion, pay will be set under the NSPS
     rules for promotion increases.
                                                              217
                    Conversion
                    Into NSPS
 Grade retention prior to conversion:
      An employee on grade retention immediately before
       conversion musts be converted to a pay band based
       on the grade of the assigned permanent position of
       record, not the retained grade.
      The employee’s base and adjusted salary while in
       grade retention status will be used to set the initial
       NSPS base and adjusted salary and to determine the
       amount of the WGI adjustment.
      After conversion and any WGI adjustment, if the
       employee’s base salary exceeds the rate range for the
       assigned pay band, the employee will be granted pay
       retention.

                                                            218
                  Conversion
                  Into NSPS
 Pay retention prior to conversion:
      An employee on pay retention immediately
       prior to conversion will have his or her pay
       realigned so that the NSPS adjusted salary
       equals the employee’s retained rate before
       conversion.
      If the employee’s base salary following
       conversion exceeds the rate range for the
       assigned pay band, the employee will be
       granted pay retention, subject to 9901.356.

                                                      219
                       Conversion
                       Into NSPS
 WGI Adjustment
      Upon conversion, a GS employee who would otherwise be eligible
       for a WGI, and who is paid below the maximum rate for their grade,
       will receive a prorated WGI adjustment to his or her NSPS base
       salary rate.
      The WGI adjustment accounts for the time between the employee’s
       last equivalent pay increase and the NSPS conversion.
          Temporary promotion – apply 9901.371(f) before calculating
            the WGI adjustment
          Grade retention – use the employee’s retained grade and step
            to calculate the WGI adjustment
          Acceptable performance – The employee’s performance must
            be at an acceptable level of competence
      Pay retention – the WGI adjustment is not applicable
      An employee is entitled to a WGI adjustment each time he or she
       occupies a position that is converted into NSPS


                                                                       220
                     Conversion
                     Into NSPS
 Special increase for employees on temporary promotion prior to
  conversion
      If an employee is on a temporary promotion immediately
       before conversion to NSPS and the position to which
       temporarily promoted becomes covered by NSPS, then:

      The employee may be temporarily reassigned or promoted
       back to the position to which temporarily promoted, subject
       to the same terms and conditions as the initial temporary
       promotion.




                                                                     221
                          Conversion
                          Into NSPS
   Special increase for employees on temporary promotion prior to
    conversion
      Use NSPS rules to determine if the post-conversion movement back to the
       position is a “reassignment” or a “promotion” under NSPS.

            One time exception for temporary reassignment: The employee may
             be given a temporary base salary increase up to the same base salary
             rate the employee was receiving during the temporary promotion prior
             to conversion, in lieu of setting pay under the NSPS reassignment
             rules.

            One time exception for temporary promotion: The employee may be
             given a temporary base salary increase up to the same base salary
             rate the employee was receiving during the temporary promotion prior
             to the conversion or pay may be set in accordance with the NSPS
             promotion rules, to provide a greater increase.
                 Also applies to an employee who is on a temporary promotion at
                   the time that the temporary promotion position converts to NSPS,
                   even if the employee’s permanent position is not converted.



                                                                                  222
                  Conversion
                  Into NSPS
 Temporary placement becomes permanent:

     If a temporary reassignment or promotion to an
      NSPS position becomes permanent with no break,
      the employee’s base salary will not change, but
      will continue at the rate received at the end of the
      temporary reassignment or promotion.
     It’s important that management officials carefully
      consider the options when setting pay to return an
      employee to a temporary reassignment or
      promotion after conversion.



                                                        223
                       Conversion
                       Into NSPS
 Special increases equivalent to GS promotion increase
      NSPS employees who were on GS developmental positions
       immediately prior to conversion, but are not eligible for
       ACDP under NSPS:
           At the discretion of the authorized management official,
            covered employees are eligible to receive a one-time base
            salary increase equivalent to the noncompetitive promotion
            increase the employee would have received but for
            conversion to NSPS
               Applies during the first 12 months following conversion
               The GS grade level of the noncompetitive promotion must
                be encompassed in the same pay band
               The employee’s performance must warrant the pay
                increase
               The promotion would have otherwise occurred.



                                                                      224
                        Conversion
                        Into NSPS
 Special increases equivalent to GS promotion increase
      An employee who is selected for a non-NSPS position that
       subsequently becomes covered by NSPS before the effective
       date of the employee’s placement in the position:
           One time pay increase is subject to management discretion
           Employee is eligible to receive a one-time base salary increase
            equivalent to the increase the employee would have received
            had the placement been effected prior to the position becoming
            covered by NSPS
           The employee can not be in an NSPS covered position on the
            effective date of the placement and the effective date is within
            12 months of the position becoming covered by NSPS.
           An employee who receives this special increase is not eligible
            for the WGI adjustment.




                                                                          225
                    Conversion
                    into NSPS
 Adjustment for physicians and dentists

      For a GS physician or dentist who was regularly
       receiving a PCA or premium pay, the Component
       may increase the base salary after conversion to
       NSPS to account for the loss of such allowance or
       premium pay

      Component must consider the additional pay
       represented by any applicable targeted LMS in
       determining the rate at which the base salary should
       be set


                                                           226
             WGI Adjustment
 Upon conversion from a GS position, an employee
  who is otherwise eligible for a WGI, and who is paid
  below the minimum rate for his/her grade, will receive
  a prorated WGI adjustment to base salary to account
  for the time since the employee’s last equivalent
  increase

 Calculated based on the number of calendar days
  between the effective date of the employee’s last
  equivalent increase and the date of conversion into
  NSPS



                                                        227
           WGI Adjustment
 Maximum adjustment may not exceed a full
  WGI

 Employee is eligible each time he/she
  occupies a position that is converted to NSPS

 Not applicable to employees on pay retention
  immediately before conversion or whose
  performance is below an acceptable level of
  competence


                                                228
                                                   Appendix 3 To Subchapter 1920
                                                                          Part II
                                                         Occupations In Code Order

       Occupation Name                              Career Group - Pay Schedule

0006   Correctional Program Specialist              I&P CG - INVSTGTV
0018   Safety and Occupational Health Specialist    STND CG - PROF/ANALYTICAL
0019   Safety Technician                            STND CG - TECH/SUPPORT
0020   Community Planner                            STND CG - PROF/ANALYTICAL
0021   Community Planning Technician                STND CG - TECH/SUPPORT
0023   Outdoor Recreation Planner                   STND CG - PROF/ANALYTICAL
0025   Park Ranger                                  STND CG - TECH/SUPPORT
0028   Environmental Protection Specialist          STND CG - PROF/ANALYTICAL
0029   Environmental Protection Technician          STND CG - TECH/SUPPORT
0030   Sports Specialist                            STND CG - PROF/ANALYTICAL
0050   Funeral Specialist                           STND CG - PROF/ANALYTICAL
0060   Chaplain                                     STND CG - PROF/ANALYTICAL
0062   Clothing Designer                            STND CG - PROF/ANALYTICAL
0072   Fingerprint Specialist                       I&P CG - INVSTGTV
0080   Security Specialist                          STND CG - PROF/ANALYTICAL
0081   Firefighter                                  I&P CG - FIRE PROTCN
0083   Police Officer and Detective                 I&P CG - POLICE/GUARD
0085   Security Guard                               I&P CG - POLICE/GUARD
0086   Security Technician                          STND CG - TECH/SUPPORT
0090   Visitor Guide                                STND CG - TECH/SUPPORT
0099   General Student Trainee                      STND CG - SEEP PGM


                                                                                  229
                                                    Occupations In Code Order

       Occupation Name                      Career Group - Pay Schedule Code

0101   Social Science                       STND CG - PROF/ANALYTICAL
0102   Social Science Support               STND CG - TECH/SUPPORT
0110   Economist                            STND CG - PROF/ANALYTICAL
0119   Economics Technician                 STND CG - TECH/SUPPORT
0130   Foreign Affairs Specialist           STND CG - PROF/ANALYTICAL
0131   International Relations Specialist   STND CG - PROF/ANALYTICAL
0132   Intelligence Specialist              STND CG - PROF/ANALYTICAL
0134   Intelligence Technician              STND CG - TECH/SUPPORT
0142   Manpower Development Specialist      STND CG - PROF/ANALYTICAL
0150   Geographer                           STND CG - PROF/ANALYTICAL
0170   Historian                            STND CG - PROF/ANALYTICAL
0180   Psychologist                         STND CG - PROF/ANALYTICAL
0181   Psychology Technician                STND CG - TECH/SUPPORT
0184   Sociologist                          STND CG - PROF/ANALYTICAL
0185   Social Worker                        STND CG - PROF/ANALYTICAL
0186   Social Services Technician           STND CG - TECH/SUPPORT
0187   Social Services Specialist           STND CG - PROF/ANALYTICAL
0188   Recreation Specialist                STND CG - PROF/ANALYTICAL
0189   Recreation Technician                STND CG - TECH/SUPPORT
0190   Anthropologist                       STND CG - PROF/ANALYTICA
0193   Archeologist                         STND CG - PROF/ANALYTICAL
0199   Social Science Student Trainee       STND CG - SEEP PGM
0201   Human Resources Specialist           STND CG – PROF/ANALYTICAL

                                                                               230
                                                    Occupations In Code Order

       Occupation Name                                Career Group - Pay Schedule Code

0203   Human Resources Technician                     STND CG - TECH/SUPPORT
0243   Apprenticeship and Training Representative     STND CG - PROF/ANALYTICAL
0260   Equal Employment Opportunity Specialist        STND CG - PROF/ANALYTICAL
0299   Human Resources Student Trainee                STND CG - SEEP PGM
0301   General Analysis                               STND CG - PROF/ANALYTICAL
0302   Messenger                                      STND CG - TECH/SUPPORT
0303   General Support                                STND CG - TECH/SUPPORT
0304   Information Receptionist                       STND CG - TECH/SUPPORT
0305   Mail and File Technician                       STND CG - TECH/SUPPORT
0309   Correspondence Technician                      STND CG - TECH/SUPPORT
0312   Stenographer                                   STND CG - TECH/SUPPORT
0313   Work Unit Supervisor                           STND CG - SUPVY/MGR
0318   Secretary                                      STND CG - TECH/SUPPORT
0319   Closed Microphone Reporter                     STND CG - TECH/SUPPORT
0322   Typist                                         STND CG - TECH/SUPPORT
0326   Office Automation Technician                   STND CG - TECH/SUPPORT
0340   Program Manager                                STND CG - PROF/ANALYTICAL
0341   Management Services Specialist                 STND CG - PROF/ANALYTICAL
0342   Support Services Specialist                    STND CG - PROF/ANALYTICAL
0343   Management and Program Analyst                 STND CG - PROF/ANALYTICAL
0344   Management and Program Technician              STND CG - TECH/SUPPORT
0346   Logistics Management Specialist                STND CG - PROF/ANALYTICAL
0350   Equipment Operator                             STND CG - TECH/SUPPORT

                                                                                         231
                                                    Occupations In Code Order

   Occupation Name                                      Career Group - Pay Schedule Code

0356     Data Transcriber                               STND CG - TECH/SUPPORT
0357     Coding Technician                              STND CG - TECH/SUPPORT
0360     Equal Opportunity Compliance Specialist        STND CG - PROF/ANALYTICAL
0361     Equal Opportunity Technician                   STND CG - TECH/SUPPORT
0382     Telephone Operator                             STND CG - TECH/SUPPORT
0390     Telecommunications Equipment Operator          STND CG - TECH/SUPPORT
0391     Telecommunications Specialist                  STND CG - PROF/ANALYTICAL
0392     Telecommunications Technician                  STND CG - TECH/SUPPORT
0394     Communications Technician                      STND CG - TECH/SUPPORT
0399     General Analysis/Office Sup Student Trainee    STND CG - SEEP PGM
0401     Biological Science                             S&ECG - PROF
0403     Microbiologist                                 S&ECG - PROF
0404     Biological Science and Laboratory Technician   S&ECG - TECH/SUPPORT




                                                                                           232
                                           Occupations In Code Order

   Occupation Name                         Career Group - Pay Schedule Code


0405     Pharmacologist                    S&ECG - PROF
0408     Ecologist                         S&ECG - PROF
0410     Zoologist                         S&ECG - PROF
0413     Physiologist                      S&ECG - PROF
0414     Entomologist                      S&ECG - PROF
0415     Toxicologist                      S&ECG - PROF
0430     Botanist                          S&ECG - PROF
0437     Horticulturist                    S&ECG - PROF
0454     Rangeland Management Specialist   S&ECG - PROF
0457     Soil Conservationist              S&ECG - PROF
0458     Soil Conservation Technician      S&ECG - TECH/SUPPORT
0460     Forester                          S&E CG - PROF
0462     Forestry Technician               S&E CG - TECH/SUPPORT
0471     Agronomist                        S&E CG - PROF
0480     Fish and Wildlife Biologist       S&E CG - PROF
0482     Fishery Biologist                 S&E CG - PROF



                                                                              233
                                            Occupations In Code Order

       Occupation Name                          Career Group - Pay Schedule Code

0486   Wildlife Biologist                       S&E CG - PROF
0487   Animal Scientist                         S&E CG - PROF
0499   Biological Science Student Trainee       STND CG - SEEP PGM
0501   Finance                                  STND CG - PROF/ANALYTICAL
0503   Financial Technician                     STND CG - TECH/SUPPORT
0505   Financial Management Specialist          STND CG - PROF/ANALYTICAL
0510   Accountant                               STND CG - PROF/ANALYTICAL
0511   Auditor                                  STND CG - PROF/ANALYTICAL
0525   Accounting Technician                    STND CG - TECH/SUPPORT
0526   Tax Specialist                           STND CG - PROF/ANALYTICAL
0530   Cash Processing Technician               STND CG - TECH/SUPPORT
0540   Voucher Examiner                         STND CG - TECH/SUPPORT
0544   Civilian Pay Technician                  STND CG - TECH/SUPPORT
0545   Military Pay Technician                  STND CG - TECH/SUPPORT




                                                                                   234
                                     Occupations In Code Order

           Occupation Name          Career Group - Pay Schedule Code


0560   Budget Analyst               STND CG - PROF/ANALYTICAL
0561   Budget Technician            STND CG - TECH/SUPPORT
0599   Finance Student Trainee      STND CG - SEEP PGM
0601   Health Science               MED CG - PROF
0602   Physician                    MED CG PHYSICIAN/DENTIST
0603   Physician's Assistant        MED CG - PROF
0610   Nurse                        MED CG - PROF
0620   Practical Nurse              MED CG - TECH/SUPPORT
0621   Nursing Assistant            MED CG - TECH/SUPPORT
0622   Medical Supply Technician    MED CG - TECH/SUPPORT
0625   Autopsy Technician           MED CG – TECH/SUPPORT
0630   Dietitian and Nutritionist   MED CG - PROF
0631   Occupational Therapist       MED CG - PROF
0633   Physical Therapist           MED CG - PROF




                                                                       235
                                               Occupations In Code Order

Occupation Name                                    Career Group - Pay Schedule Code

0636     Rehabilitation Therapy Technician         MED CG - TECH/SUPPORT
0638     Recreation and Creative Arts Therapist    MED CG - PROF
0640     Health Technician                         MED CG - TECH/SUPPORT
0642     Nuclear Medicine Technician               MED CG - TECH/SUPPORT
0644     Medical Technologist                      MED CG - PROF
0645     Medical Technician                        MED CG - TECH/SUPPORT
0646     Cytology, Histopathology, and Path Tech   MED CG - TECH/SUPPORT
0647     Diagnostic Radiologic Technician          MED CG - TECH/SUPPORT
0648     Therapeutic Radiologic Technician         MED CG - TECH/SUPPORT
0649     Medical Instrument Technician             MED CG - TECH/SUPPORT
0651     Respiratory Therapy Technician            MED CG - TECH/SUPPORT
0660     Pharmacist                                MED CG - PROF
0661     Pharmacy Technician                       MED CG - TECH/SUPPORT
0662     Optometrist                               MED CG - PROF
0664     Restoration Technician                    MED CG - TECH/SUPPORT
0665     Speech Pathologist and Audiologist        MED CG - PROF
0667     Orthotics and Prosthetics Technician      MED CG - TECH/SUPPORT
0668     Podiatrist                                MED CG - PROF


                                                                                  236
                                              Occupations In Code Order

Occupation Name                                Career Group - Pay Schedule Code

0669     Medical Records Specialist            STND CG - PROF/ANALYTICAL
0670     Health System Administrator           STND CG - PROF/ANALYTICAL
0671     Health System Specialist              STND CG - PROF/ANALYTICAL
0673     Hospital Housekeeping Specialist      STND CG - PROF/ANALYTICAL
0675     Medical Records Technician            STND CG - TECH/SUPPORT
0679     Medical Support Technician            STND CG - TECH/SUPPORT
0680     Dentist                               MED CG PHYSICIAN/DENTIST
0681     Dental Assistant                      MED CG - TECH/SUPPORT
0682     Dental Hygienist                      MED CG - TECH/SUPPORT
0683     Dental Laboratory Technician          MED CG - TECH/SUPPORT
0685     Public Health Specialist              STND CG - PROF/ANALYTICAL
0688     Sanitation Specialist                 STND CG - PROF/ANALYTICAL
0690     Industrial Hygienist                  MED CG - PROF
0698     Environmental Health Technician       MED CG - TECH/SUPPORT
0699     Medical and Health Student Trainee    STND CG - SEEP PGM
0701     Veterinarian                          MED CG - PROF
0704     Animal Health Technician              MED CG - TECH/SUPPORT



                                                                                  237
                                                   Occupations In Code Order

Occupation Name                                     Career Group - Pay Schedule Code

0801     Engineering                                S&E CG - PROF
0802     Engineering Technician                     S&E CG - TECH/SUPPORT
0803     Safety Engineer                            S&E CG - PROF
0804     Fire Protection and Prevention Engineer    S&E CG - PROF
0806     Materials Engineer                         S&E CG - PROF
0807     Landscape Architect                        S&E CG - PROF
0808     Architect                                  S&E CG - PROF
0809     Construction Inspection Technician         S&E CG - TECH/SUPPORT
0810     Civil Engineer                             S&E CG - PROF
0817     Surveying Technician                       S&E CG - TECH/SUPPORT
0819     Environmental Engineer                     S&E CG - PROF
0830     Mechanical Engineer                        S&E CG - PROF
0840     Nuclear Engineer                           S&E CG - PROF
0850     Electrical Engineer                        S&E CG - PROF
0854     Computer Engineer                          S&E CG - PROF
0855     Electronics Engineer                       S&E CG - PROF
0856     Electronics Technician                     S&E CG - TECH/SUPPORT



                                                                                       238
                                               Occupations In Code Order

Occupation Name                                         Career Group - Pay Schedule Code

0858     Biomedical Engineer                            S&E CG - PROF
0861     Aerospace Engineer                             S&E CG - PROF
0871     Naval Architect                                S&E CG - PROF
0873     Ship Survey Specialist                         STND CG - PROF/ANALYTICAL
0881     Petroleum Engineer                             S&E CG - PROF
0892     Ceramic Engineer                               S&E CG - PROF
0893     Chemical Engineer                              S&E CG - PROF
0894     Welding Engineer                               S&E CG - PROF
0895     Industrial Engineering Technician              S&E CG - TECH/SUPPORT
0896     Industrial Engineer                            S&E CG - PROF
0899     Engineering and Architecture Student Trainee   STND CG - SEEP PGM
0901     Legal Specialist                               STND CG - PROF/ANALYTICAL
0904     Law Clerk                                      STND CG - PROF/ANALYTICAL




                                                                                       239
                                            Occupations In Code Order

Occupation Name                         Career Group - Pay Schedule Code

0905     Attorney                       STND CG - PROF/ANALYTICAL
0950     Paralegal Specialist           STND CG - PROF/ANALYTICAL
0962     Contact Representative         STND CG - TECH/SUPPORT
0963     Legal Instruments Examiner     STND CG - TECH/SUPPORT
0967     Passport and Visa Specialist   STND CG - PROF/ANALYTICAL
0986     Legal Technician               STND CG - TECH/SUPPORT
0996     Veterans Claims Specialist     STND CG - PROF/ANALYTICAL
0998     Claims Technician              STND CG - TECH/SUPPORT
0999     Legal Student Trainee          STND CG - SEEP PGM
1001     Arts and Information           STND CG - PROF/ANALYTICAL
1002     Arts and Information Support   STND CG - TECH/SUPPORT
1008     Interior Design Specialist     STND CG - PROF/ANALYTICAL
1010     Exhibits Specialist            STND CG - PROF/ANALYTICAL
1015     Curator                        STND CG – PROF/ANALYTICAL




                                                                           240
                                                       Occupations In Code Order

Occupation Name                                   Career Group - Pay Schedule Code

1016       Museum Technician                      STND CG - TECH/SUPPORT
1020       Illustrator                            STND CG - PROF/ANALYTICAL
1021       Drafting Technician                    STND CG - TECH/SUPPORT
1035       Public Affairs Specialist              STND CG - PROF/ANALYTICAL
1040       Language Specialist                    STND CG - PROF/ANALYTICAL
1046       Language Technician                    STND CG - TECH/SUPPORT
1051       Music Specialist                       STND CG - PROF/ANALYTICAL
1054       Theater Specialist                     TND CG - PROF/ANALYTICAL
1056       Art Specialist                         STND CG - PROF/ANALYTICAL
1060       Photographer and Videographer          STND CG - TECH/SUPPORT
1071       Audiovisual Production Specialist      STND CG - PROF/ANALYTICAL
1082       Writer and Editor                      STND CG - PROF/ANALYTICAL
1083       Technical Writer and Editor            STND CG - PROF/ANALYTICAL
1084       Visual Information Specialist          STND CG - PROF/ANALYTICAL
1087       Editorial Technician                   STND CG - TECH/SUPPORT
1099       Information and Arts Student Trainee   STND CG - SEEP PGM
1101       Business                               STND CG - PROF/ANALYTICAL
1102       Contract Specialist                    STND CG - PROF/ANALYTICAL
1103       Industrial Property Specialist         STND CG - PROF/ANALYTICAL
1104       Property Disposal Specialist           STND CG - PROF/ANALYTICAL
1105       Purchasing Technician                  STND CG - TECH/SUPPORT
1106       Procurement Technician                 STND CG - TECH/SUPPORT

                                                                                     241
                                        Occupations In Code Order

       Occupation Name                   Career Group - Pay Schedule Code

1107   Property Disposal Technician      STND CG - TECH/SUPPORT
1108   Business Support                  STND CG - TECH/SUPPORT
1130   Public Utilities Specialist       STND CG - PROF/ANALYTICAL
1140   Trade Specialist                  STND CG - PROF/ANALYTICAL
1144   Commissary Specialist             STND CG - PROF/ANALYTICAL
1150   Industrial Specialist             STND CG - PROF/ANALYTICAL
1152   Production Controller             STND CG - TECH/SUPPORT
1160   Financial Analyst                 STND CG - PROF/ANALYTICAL
1163   Insurance Examining Specialist    STND CG - PROF/ANALYTICAL
1170   Realty Specialist                 STND CG - PROF/ANALYTICAL
1171   Appraiser                         STND CG - PROF/ANALYTICAL
1173   Housing Specialist                STND CG - PROF/ANALYTICAL
1176   Building Management Specialist    STND CG - PROF/ANALYTICAL
1199   Business Student Trainee          STND CG - SEEP PGM
1221   Patent Adviser                    STND CG - PROF/ANALYTICAL
1222   Patent Attorney                   STND CG - PROF/ANALYTICAL
1301   Physical Science                  S&E CG - PROF
1306   Health Physicist                  S&E CG - PROF
1310   Physicist                         S&E CG - PROF
1311   Physical Science Technician       S&E CG - TECH/SUPPORT
1313   Geophysicist                      S&E CG - PROF



                                                                            242
                                               Occupations In Code Order


Occupation Name                                 Career Group - Pay Schedule Code

1315     Hydrologist                            S&E CG - PROF
1316     Hydrologic Technician                  S&E CG - TECH/SUPPORT
1320     Chemist                                S&E CG - PROF
1321     Metallurgist                           S&E CG - PROF
1330     Astronomer and Astrophysicist          S&E CG - PROF
1340     Meteorologist                          S&E CG - PROF
1341     Meteorological Technician              S&E CG - TECH/SUPPORT
1350     Geologist                              S&E CG - PROF
1360     Oceanographer                          S&E CG - PROF
1361     Navigational Information Specialist    STND CG - PROF/ANALYTICAL
1370     Cartographer                           S&E CG - PROF
1371     Cartographic Technician                S&E CG - TECH/SUPPORT
1372     Geodesist                              S&E CG - PROF
1373     Land Surveyor                          S&E CG - PROF
1374     Geodetic Technician                    S&E CG - TECH/SUPPORT
1382     Food Technologist                      S&E CG - PROF
1384     Textile Technologist                   S&E CG - PROF
1386     Photographic Technologist              S&E CG - PROF
1397     Document Analysis Specialist           STND CG - PROF/ANALYTICAL
1399     Physical Science Student Trainee       STND CG - SEEP PGM                 243
                                                  Occupations In Code Order


Occupation Name                                       Career Group - Pay Schedule Code

1410     Librarian                                    STND CG - PROF/ANALYTICAL
1411     Library Technician                           STND CG - TECH/SUPPORT
1412     Technical Information Specialist             STND CG - PROF/ANALYTICAL
1420     Archivist                                    STND CG - PROF/ANALYTICAL
1421     Archives Technician                          STND CG - TECH/SUPPORT
1499     Library Student Trainee                      STND CG - SEEP PGM
1501     General Mathematics & Statistics             S&E CG – PROF
1510     Actuary                                      S&E CG - PROF
1515     Operations Research Analyst                  S&E CG - PROF
1520     Mathematician                                S&E CG - PROF
1521     Mathematics Technician                       S&E CG - TECH/SUPPORT
1529     Mathematical Statistician                    S&E CG - PROF
1530     Statistician                                 S&E CG - PROF
1531     Statistical Assistant                        S&E CG - TECH/SUPPORT
1550     Computer Scientist                           S&E CG - PROF
1599     Mathematics and Statistics Student Trainee   STND CG - SEEP PGM



                                                                                         244
                                                        Occupations In Code Order

       Occupation Name                                      Career Group - Pay Schedule

1601   Facilities and Equipment                             STND CG - PROF/ANALYTICAL
1603   Equipment, Facilities, and Services Support          STND CG - TECH/SUPPORT
1630   Cemetery Administration Specialist                   STND CG - PROF/ANALYTICAL
1640   Facility Management Specialist                       STND CG - PROF/ANALYTICAL
1654   Printing Management Specialist                       STND CG - PROF/ANALYTICAL
1658   Laundry Management Specialist                        STND CG - PROF/ANALYTICAL
1667   Food Services Specialist                             STND CG - PROF/ANALYTICAL
1670   Equipment Specialist                                 STND CG - PROF/ANALYTICAL
1699   Equipment / Facilities Management Student Trainee    STND CG - SEEP PGM
1701   Education and Training                               STND CG - PROF/ANALYTICAL
1702   Education and Training Technician                    STND CG - TECH/SUPPORT
1703   Education Specialist                                 STND CG - PROF/ANALYTICAL
1710   Teacher and Education Program Administrator          STND CG - PROF/ANALYTICAL
1712   Training Instructor                                  STND CG - PROF/ANALYTICAL
1720   Education Program Specialist                         STND CG - PROF/ANALYTICAL
1725   Public Health Educator                               STND CG - PROF/ANALYTICAL
1740   Education Services Specialist / Guidance Counselor   STND CG - PROF/ANALYTICAL
1750   Instructional Systems Specialist                     STND CG - PROF/ANALYTICAL
1799   Education Student Trainee                            STND CG - SEEP PGM




                                                                                          245
                                       Occupations In Code Order
Occupation Name                                      Career Group - Pay Schedule Code

1801     Inspection, Investigation, and Compliance   STND CG - PROF/ANALYTICAL
1802     Inspection, Invest, and Compl Support       STND CG - TECH/SUPPORT
1810     Investigator                                STND CG - PROF/ANALYTICAL
1811     Criminal Investigator                       I&P CG - INVSTGTV
1812     Game Law Enforcement Specialist / Officer   I&P CG - INVSTGTV
1815     Air Safety Investigation Specialist         STND CG - PROF/ANALYTICAL
1825     Aviation Safety Specialist                  STND CG - PROF/ANALYTICAL
1863     Food Inspector                              STND CG - TECH/SUPPORT
1890     Customs Inspector                           STND CG - PROF/ANALYTICAL
1897     Customs Technician                          STND CG - TECH/SUPPORT
1899     Investigation Student Trainee               STND CG - SEEP PGM
1910     Quality Assurance Specialist                STND CG - PROF/ANALYTICAL
1999     Quality Assurance Student Trainee           STND CG - SEEP PGM
2001     Supply Specialist                           STND CG - PROF/ANALYTICAL
2003     Supply Management Specialist                STND CG - PROF/ANALYTICAL
2005     Supply Technician                           STND CG - TECH/SUPPORT




                                                                                        246
                                          Occupations In Code Order
Occupation Name                                           Career Group - Pay Schedule Code

2010     Inventory Management Specialist                  STND CG - PROF/ANALYTICAL
2030     Distribution Facilities and Storage Specialist   STND CG - PROF/ANALYTICAL
2032     Packaging Specialist                             STND CG - PROF/ANALYTICAL
2050     Supply Cataloging Specialist                     STND CG - PROF/ANALYTICAL
2091     Sales Store Technician                           STND CG - TECH/SUPPORT
2099     Supply Student Trainee                           STND CG - SEEP PGM
2101     Transportation Specialist                        STND CG - ROF/ANALYTICAL
2102     Transportation Technician                        STND CG - TECH/SUPPORT
2130     Traffic Management Specialist                    STND CG - PROF/ANALYTICAL
2131     Freight Rate Technician                          STND CG - TECH/SUPPORT
2135     Trans Loss / Damage Claims Examiner              STND CG - TECH/SUPPORT
2144     Cargo Scheduling Technician                      STND CG – TECH/SUPPORT




                                                                                             247
                  Occupations In Code Order

Occupation Name                          Career Group - Pay Schedule Code

2150   Transportation Operations          STND CG - PROF/ANALYTICAL
2151   Dispatching Technician             STND CG - TECH/SUPPORT
2152   Air Traffic Control Specialist     STND CG - PROF/ANALYTICAL
2154   Air Traffic Control Technician     STND CG - TECH/SUPPORT
2161   Marine Cargo Specialist            STND CG - PROF/ANALYTICAL
2181   Pilot and Flight Instructor        STND CG - PROF/ANALYTICAL
2183   Navigator / Weapon Sys Spec        STND CG - PROF/ANALYTICAL
2185   Flight Engineer, Aerial Refueling Technician, and Aircraft Loadmaster
                                          STND CG - TECH/SUPPORT
2199   Transportation Student Trainee     STND CG - SEEP PGM
2203   Computer Operator                  STND CG - TECH/SUPPORT
2204   Computer Technician                STND CG - TECH/SUPPORT
2210   Info Technology Specialist         STND CG - PROF/ANALYTICAL
2299   Info Technology Student Trainee STND CG - SEEP PGM



                                                                               248
             Level of Work
               10 Rules
1. Level of work progresses within same pay
   schedule from lower to higher level of work
   beginning with PB 1

2. Work classified to a professional and/or
   analytical pay schedule is always a higher
   level of work than work classified to a
   technician / support pay schedule,
   regardless of career group or pay band


                                                 249
               Level of Work
                 10 Rules
3. Professional / analytical pay bands and/or schedules
   are comparable levels of work, regardless of career
   group and pay bands correspond numerically
      Exceptions to previous rule:
         a. Work classified to PB 3 of the Fire Protection pay
            schedule is comparable to PB 2 of professional/analytical
            pay schedules
         b. Work classified to PB 4 of the Fire Protection pay
            schedule is comparable to PB 3 of the professional an
            analytical pay schedules

4. Work classified to Investigative and Protective
   Services pay schedule (YK) is considered equivalent
   to Professional / Analytical pay schedule


                                                                   250
            Level of Work
              10 Rules
5. Technician and support pay bands and / or
   schedules are comparable levels of work,
   regardless of career group, and pay bands
   correspond numerically
6. Work classified to Police / Security Guard
   pay schedule is equivalent to technician /
   support
7. Work classified to PB 1 and 2 of Fire
   Protection pay schedule is equivalent to
   technician / support

                                                251
             Level of Work
               10 Rules
8. Supervisory pay bands and/or schedules are
    comparable levels of work, regardless of
    career group, and pay bands correspond
    numerically
9. Movement from a professional/analytical pay
    schedule to a supervisory pay schedule is
    comparable across corresponding numerical
    pay bands (i.e. PB 2 to PB 2)
10. Movement from technician/support PB 2 or 3
    to a supervisory PB 1 is comparable level of
    work
                                              252
             Level of Work
               10 Rules
8. Supervisory pay bands and/or schedules are
    comparable levels of work, regardless of
    career group, and pay bands correspond
    numerically
9. Movement from a professional/analytical pay
    schedule to a supervisory pay schedule is
    comparable across corresponding numerical
    pay bands (i.e. PB 2 to PB 2)
10. Movement from technician/support PB 2 or 3
    to a supervisory PB 1 is comparable level of
    work
                                              253
                                     Criteria for Waiving
                                       Government Debt
 In order to receive waiver, determination must be made that
       Collection action would be against equity and good conscience
       NOT in the best interest of the United States

 Criteria met by finding that:
       Erroneous payment occurred through administrative error
       No indication of fraud, misrepresentation, fault of lack of good
        faith on the part of the employee

 Any significant, unexplained increase in an employee’s pay which
   would require a person to make inquiry concerning the
   correctness of pay ordinarily would precluded a waiver regardless
   if the employee fails to bring the matter to the attention of
   appropriate officials


                                                                           254
                           Debt Waivers
 Employees who wish to request a waiver
  must submit an application for waiver of
  erroneous payment DD Form 2789 or waiver
  package to the servicing DFAS Civilian
  Payroll Office
 Form is located at
  http://web1.whs.ods.mil.forms.DD2789.pdf/




                                           255
                               Waiver Requirements
1. Employee’s name, address
2. Date and manner in which the employee became aware of
     overpayment
3.   Clear, concise, certified statement that the employee was or was not
     aware of being erroneously paid
4.   A statement detailing the employee’s efforts to question the
     correctness of the payment
5.   The reason for requesting a waiver
6.   A statement relative to the availability of wage/salary tables or
     schedules, if applicable
7.   The employee’s request for refund or any collection(s) made on the
     debt
8.   Copies of Leave and Earning Statement beginning three pay periods
     prior to the overpayment through and including the last pay period
9.   Copies of all supporting documentation for the indebtedness.
       Examples – SF-50
                                                                      256
                    Debt Waiver Guidance
 Notes:
 Economical or financial hardship plays NO ROLE in
  the determination of a waiver request.
 Filing for the waiver does not review employee of the
  responsibility of paying debt. Although collection of
  debt will continue after receipt of waiver request, any
  amount collected that may later be waived will be
  refunded at that time




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DOCUMENT INFO
Description: 2010 General Schedule Pay Chart document sample